Sample Business Studies Paper on Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline


Employee motivation serves as an economic force that companies should not
underestimate. Motivated workforces attain more thereby allowing their firms to realize
increased revenue. Motivation strongly relates to employee commitment within a company with
the absence of employee commitment being significantly noticeable (Tims, et al., 2016).
Focusing on the wellbeing of employees is also vital to organizations. Employees realize major
gains via workplace wellbeing. Instituting workplace wellbeing initiatives portrays to workforces
that companies value and recognize their needs, increasing goodwill as well as collaboration.
Supportive work settings establish confidence, boost engagement, increase productivity, and
foster innovation (Kaufman, 2015). Good relationships also matter to organizations. For
instance, it is crucial to note that numerous full-time employees spend significant numbers of
their working hours with their colleagues than they do with their families and spouses. As such,
it becomes crucial to provide the workforces with opportunities for establishing quality
relationships with their colleagues, which is possible to accomplish via arranging informal get-
togethers with when out of work as well as encouraging employees to interact with each other.
Enterprises realize numerous benefits when they encourage good relationships within the work
environments. Furthermore, discipline matters in each organization (Mudrak, et al., 2018).
Various organizational bosses have encountered situations when they require instituting
disciplinary actions. The temptation might prevail for encouraging peace while other executives
might overact due to anger and frustration. When administering discipline, it becomes vital to
issue it in a private setting and a face-to-face conference that emphasizes on behavior as opposed
to peace. Administering discipline properly in the workplace allows companies to avoid the
typical challenges while at the same benefiting organizations in numerous ways (Guest, 2017).

Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline 3
The paper shows how areas including equality and diversity, employee resourcing, and
performance management can affect good practice for employee motivation, wellbeing, good
relationships, and discipline.

Impact of Equality and Diversity

Equality and diversity within organizations mean various things. They concern directing
respect toward the workforces for their gender, age, cultural background race, skills, career
experience, sexual orientation, and beliefs (philosophical and religious) among others. Hiring
workforces from distinct backgrounds play a critical role in broadening the thinking range, which
occurs within an organization. When companies put groups of very distinct and talented
individuals in a single room, it becomes possible to encourage creativity by providing them with
a way of presenting the unique ideas they possess (Kutsyuruba, et al., 2015). For instance, a 2017
article "Teams Solve Faster When They're More Cognitively Diverse" by Harvard Business
Review suggested that cognitively diverse teams have the capacity of solving challenges faster as
opposed to cognitively similar groups. From the perspective of the researchers, creating company
cultures where the executives encourage and inspire the personnel to express their ideas and
thoughts goes hand-in-hand with the employees' diversity (Guest, 2017). The reason for this is
that when persons have a strong and homogenous culture, they suppress the natural cognitive
diversity that characterizes groups via conformation pressure.
Diversity influences the motivation of employees in the workplace. On equality and
diversity, an ideal rubric indicates that the entire work setting becomes much better, productivity
increases, and the enterprise’s success grows. Workforces remain assured their companies will
not discriminate against them while they would have equal progression and promotion
opportunities, while only their measurable and performance merits would be assessed

Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline 4
(Wojtaszek, 2016). The employees feel empowered since they understand that their firms employ
them due to their aptitude, in the same case as other individuals surrounding them. The
employees also realize increased confidence that their companies would provide them with the
appropriate tools for undertaking their jobs properly, such as flexible working hours and ideal
communication from all staff members among others (Dewydar, 2015). Since the employees
have no barriers for job progression, they feel more positive while in the workplace concerning
their jobs. Their motivation for working hard for the organization improves as well since they
feel that their organization works hard to cater to their needs (Pandža, et al., 2015). These
equality initiatives establish a sense of respect and understanding, which contributes to a more
productive, and pleasant environment for everyone.
Equality and diversity contribute to employee wellbeing in various ways. It allows
individuals to realize job satisfaction and professional achievement. Such organizations focus on
eradicating obstacles, which threaten people's progress in their careers (Mikkelson, et al., 2015).
They enhance opportunities for progressing in their careers in line with improved levels of
engagement. Such companies ensure that teams are time more likely to realize career
development openings as opposed to non-inclusive groups. Equality and diversity allow
individuals to realize work-life balance. They support wellbeing by increasing flexibility
concerning when to perform work (Jiang, et al., 2016). Workplaces endorsing flexible working
allows the employees to increased control over balancing commitments to work with personal
lives. Work-life balance minimizes stress while improving the mental and physical well-being of
individuals. Equality and diversity allow employees to connect with others. In this manner, they
experience a belonging sense. They usually feel they belong to a community, which is a vital
segment of a collective whole. The need for people's social connectedness is hard-wired

Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline 5
(Colbert, et al., 2016). Studies reveal that the neural networks responsible for promoting social
activity serve as similar networks that support the satisfaction of physical needs, including water
and food. Social connectedness minimizes stress and improves wellbeing.
Equality and diversity make it possible to foster good relationships in the workplace. It
fosters engagement between employees as well as with their managers. A better means of
learning concerning other cultures and ethnicities revolves around interacting with colleagues
originating from distinct backgrounds. Searching about other individuals online would not be
effective, but rather people interact well when they meet one-on-one such as during lunch breaks
or having drinks after work (Guest, 2017). A poor of employees from distinct backgrounds is
crucial when they interact to learn more concerning each other's cultures and lifestyles. When the
workforces share their individual experiences, such as when in high school or what certain
festive seasons meant for them, they manage to establish trusting colleagues (Dewydar, 2015).
The practice is appropriate since it leads to increased engagement among employees in line with
boosting their motivation, which is beneficial to an organization.
Equality and diversity foster workplace discipline by making it possible to train
employees from distinct backgrounds on ways of abiding by the set codes of conduct. In the
absence of rules, the workforces from differing backgrounds might focus on doing the things that
please them based on their individual preferences (Van Wingerden, et al., 2017). Generally, an
organization should ensure to establish a code of conduct, which the employees and employers
need to follow (Wojtaszek, 2016). Since workforces might fail to abide by the prevailing rules
always, enforcement of certain codes of conduct among workforces from distinct workforces is
vital to maintaining discipline within a company, hence effective performance.

Impact of Employee Resourcing

Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline 6
In any business conduct, the employees comprise of the most vital organizational part.
The workforces serve as the foundation and backbone of an enterprise since they ensure that its
operations become possible. They relate to each success story together with any unfortunate
failure that a company realizes. Employees are the most valuable enterprise resources. With time,
various concerned groups have called on proper workforce management as well as the
management itself (Van Wingerden, et al., 2017). Diverse practices and programs prevail that
focus on improving the employees and advancing their skills to ensure they can emerge better
assets in organizational activities. Many executives need to have proper skills for human
management to allow them to boost the workforce. Recruiting employees and selecting staff
effectively, improving workforce performance, and minimizing personnel turnover is among the
major areas of concern among human resource departments in the present workplace
environment (Madden, et al., 2015). In this sense, it becomes increasingly crucial that companies
have the capacity for sustaining a dynamic workforce to allow them to realize better
performance. As such, employee resourcing has emerged a major area of emphasis among
companies that show concern toward managing their employees.
Employee resourcing is crucial to improving motivation in the workplace. For instance,
in recent years, work-life balance has emerged as a key area of focus for numerous employers.
Approximately three-quarters of public firms offer work-life balance practices and policies.
However, irrespective of the prevailing motivation behind the growing activity being to meet
their organizational and operational needs, or satisfy the needs of the employees truly, the
argument is valid (Ritz, et al., 2016). The primary forces driving the development comprise of
social and demographic change, which have contributed to an improved balance between home
and work life. As such, employee resourcing has contributed to increased demand for atypical

Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline 7
work programs (Tims, et al., 2016). Additionally, technological advancements make it possible
to work at any time and place, which leads to improved home and work activities’ integration,
which adds to improved motivation within the workplace setting.
Employee resourcing influences wellbeing in an organization positively. It contributes to
proper wellbeing training, which allows employees to avoid accidents, health hazards, and other
issues that might influence their performance in the workplace (Colbert, et al., 2016). Regular
training, which employee resourcing advocates is a major way of ensuring that the workforces
remain safe. Team building approaches to assist in establishing support. In this sense, ensuring
that the coworkers are accustomed to safety processes plays a crucial role in hindering panic and
allowing the workforces to be adequately prepared in case of emergencies (Jiang, et al., 2016).
When training, especially for employee wellbeing, it becomes crucial to ensure that the
workforces have certifications on safety (Kutsyuruba, et al., 2015). For instance, when working
with dangerous materials, it becomes vital to ensure that all individuals remain updated.
Employee resourcing also contributes to the maintenance of safe environments by making sure
that they have adequate training on new equipment, procedures, and other probable dangers
(Mikkelson, et al., 2015). Undertaking regular checks of equipment should also serve as part of
the employee-resourcing endeavor. Furthermore, organizations should ensure to pose safety
procedures and post signs all over (Kaufman, 2015). In this manner, it would be possible to
ensure that all people remain updated while at the same time offering them access to wellbeing
and safety information when needed.
When it comes to good relationships, employee resourcing facilitates the maintenance of
solid employee and employer relationships, which add to the overall success of an enterprise.
With a strong relationship in place, workforces become increasingly productive, efficient, and

Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline 8
loyal, while eradicating incidences of conflict inside an organization. When considering the peak
performance of an organization, it becomes increasingly vital to determine whether it results
from strong relationships between the employers and the employees (Jiang, et al., 2016).
Employee resourcing also adds to increased productivity with the solid employment relations
establishing an amazing working environment. It leads to an increase in the motivation of the
employees, which is also possible to boost via improving the morale of the workers (Mudrak, et
al., 2018). The firms investing in employee relationship initiatives realize rises in productivity,
which contributes to increased organizational profitability.
Furthermore, employee resourcing influences discipline. Discipline entails a prescribed
pattern or conduct of behavior. Disciplined employees adhere to the policies, regulations, rules,
and processes that the management of a company lays down (Mikkelson, et al., 2015). It serves
as part of an employee resourcing endeavor to assess the disciplinary issues influencing
employees (Madden, et al., 2015). In establishing a disciplined workforce in a company, a major
area worth focusing on is to laydown company policies, which define patterns and codes of
conduct anticipated from workforces in diverse contexts, including leave, attendance, customer
interactions, employee interactions, dress code, sexual harassment, and expense submission
among others (Pandža, et al., 2015). The policy needs regular updating, sharing, and reviewing
with all workers in a manner that employees can easily access. Furthermore, it becomes vital to
articulate the repercussions for violating the policy. Also, it is essential to focus on making sure
that the sharing of the policy document uses the employee portal while expecting the employees
to read and acknowledge the term and conditions of the document during onboarding
(Mikkelson, et al., 2015). As such, it would be possible to make sure that appropriate disciplinary
practices prevail in the organizational setting.

Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline 9

Impact of Performance Management

Regulating performance management serves as a major part of operating in Human
Resources (HR). Establishing an environment where organizations and workforces can produce
amazing work and perform optimally to the best of their capabilities is not a simple undertaking.
However, with the appropriate strategies, it is possible to make it work (Ritz, et al., 2016).
Effective performance management entails more than just establishing a work setting that works.
Effective performance management entails leadership, constructive feedback, interpersonal
relationships, and teamwork (Guest, 2017). Even on matters related to challenging HR duties
associated with managing processes that employees regard as having no value, managing
appropriate processes, aggregating data, and ensuring other managers remain motivated to offer
employees with ideal feedback, certain strategies prevail for ensuring that the tasks are possible
to undertake. Performance management is essential and beneficial when it comes to matters
related to individual performance, productivity, and employee engagement (Guest, 2017). With
these, performance management assists with recruitment, employee retention, and productivity in
line with assisting in the attainment of strategic objectives.
Performance management activities are crucial to enhancing employee motivation in the
workplace. These serve as avenues for encouraging employees to boost their productivity. When
workforces see their goals and objectives clearly defined, their performance issues recognized,
and career development avenues existent to assist boost their career, the outcome is to motivate
them to realize the goals (Mudrak, et al., 2018). Establishing detailed plans for workforce
development and offering workers achievements they need to attain, they realize the inspiration
of realizing high-efficiency levels. Performance management efforts also boost clarity with the
guidance from the management allowing the workforces to utilize their abilities throughout the

Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline 10
year effectively (Mikkelson, et al., 2015). The managers and employees evaluate job descriptions
and liken it to the performance of the workforce with anticipations. In this manner, the workers
develop a feeling of clarity and comprehension that would aid them in performing their duties
better (Kutsyuruba, et al., 2015). Performance management also encourages employees to take
responsibility due to increased motivation. While preparing for yearly reviews, managers ensure
to keep notes relating to all the challenges and accomplishments of the employees for the entire
year. When the workers receive these during the appraisal process, they realize the opportunity
of benefiting from the accomplishments realized and acknowledging the duty for performance
issues (Madden, et al., 2015). In claiming accountability for the performance challenges, the
workforces make the career development process an individual commitment.
Performance management adds to wellbeing within a company. In the present business
environment, for instance, a major cultural shift is emerging. A solid organizational culture is
increasingly crucial (Kaufman, 2015). With companies endeavoring to establish an increasingly
agile work environment, performance management has shifted from ineffective yearly appraisals
to regular check-ins between employees and managers. Good performance assists all individuals
in companies, with wellbeing playing a major role in the area. Formalizing the vital role of
wellbeing in an organization assists employees and managers to emphasize healthier working
processes (Jiang, et al., 2016). A major force known for hindering wellbeing in the workplace is
high job demands and overworking. A major area of focus for fostering wellbeing in the
workplace should revolve around allowing workforces to reach out whenever they feel
overwhelmed (Guest, 2017). The challenges enterprises encounter while continuing to follow
yearly reviews entail lacking opportunities that can provide workers with a means of requesting
for support when they cannot cope well. When it comes to performance management, it offers a

Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline 11
prospective tool for boosting wellbeing in the workplace. With honesty, openness, and
appropriate support, workers can realize amazing things. The major factor to consider is weekly
check-ins. It offers workforces a voice while ensuring that conversations concerning work-life
balance and stress become easier (Dewydar, 2015). Rewards and pay rises are insufficient to
engaging workforces while caring concerning their wellbeing and future is.
Performance management is vital in the area of fostering good relations. Employee
relation is becoming an increasingly broader concept today. It entails having a work setting that
satisfies individual workforces and management needs (Colbert, et al., 2016). Improving the
morale of the employees, establishing a company culture, and having expectations are crucial to
establishing good relationships (Wojtaszek, 2016). Effective employee relations entail
establishing and cultivating a productive and motivated workforce (Pandža, et al., 2015). It is
essential to have the dynamics of the employee-employer relations into consideration. It deals
with all relations prevailing between workforces and employers in the industry (Van Wingerden,
et al., 2017). People usually receive motivation from within while companies and the HR
emphasizes should revolve around what they can do to assist in establishing an environment that
allows the workers to thrive while giving their best performance (Tims, et al., 2016). Motivated
workforces have increased work engagement levels, minimal turnover, and effective
performance as opposed to disengaged workers. Since company success links to employee
performance directly, employee relations programs are advantageous since the workforces have
the needed motivation for applying their best efforts (Ritz, et al., 2016). Thus, managing
relationships becomes crucial to organizational success.
Discipline is also a major area that performance management impacts. The major area of
emphasis of a performance management policy targets assisting workers to ensure that both the

Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline 12
company and individuals benefit (Mudrak, et al., 2018). It needs using to recognize problem
areas while trying to agree on the steps needed for solving the issue. A performance management
program institutes the processes that need following when workforces show failures consistently
in meeting the standards that the company required (Kaufman, 2015). A company should refrain
from utilizing a disciplinary process since it might lead to an employment tribunal regarding it as
unfair. Nonetheless, when workforces are entirely capable, but unwilling to perform their tasks
accordingly, the issue needs regarding as misconduct and follow the necessary disciplinary
process (Dewydar, 2015). The performance management policy does not focus on maneuvering
poor-performing workers out but aid them in realizing the standards that the company required.
At distinct procedure levels, employers should evaluate ways in which extra training would
benefit the workers (Jiang, et al., 2016). They should also focus on the possibility of substitute
employment within an organization to match the interests of the two parties.

Good Practice for Employee Motivation, Wellbeing, Good Relationships, and Discipline 13


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