EMPLOYEE WELL-BEING
Well-being is a term that covers various aspects of people’s attitudes towards their lives, including the type of work they do and the relationships they have with the people around them. Among other things, employers can only influence a worker’s welfare by the way he manages the workplace. Employee well-being is a critical issue for companies around the world who want their employees to remain motivated and happy at work and home. A happy workforce means productivity (Carbery, R., and Lynch, R, 2018). Human capital is at the heart of a successful business and, especially, in difficult times. People offer innovation and creativity, although these intangible contributions are reflected in their balance sheets. Every aspect of an organization’s operation, from product and technology design to sales and service distribution networks, is determined by human capital (Laschinger, H.S., 2017). Human resources professionals are well aware of the critical role that human capital plays and, therefore, continue to look for different, new, and progressive ways to unlock their potential. Improving the health and well-being of the employees of a company or company is one of the best ways to create a competitive advantage for the company.
The health of employees directly affects their behavior at work, their presence, and even their performance at work. Developing a healthier employee status translates into a more productive workforce. The world is changing, and so is the workplace. Employees expect increasingly better service from their employer over time (Demerouti, E.., 2017). Expectations range from regular exams, flexible work, healthy eating options, charity, pension information, and awareness sessions. Entrepreneurs need to consider expectations as the starting point for an ascending career, as a balanced, healthy, and committed workforce is one of the most valuable resources a company can have.
The first attempt example is the organization offering career growth through promotions. In order to promote the well-being of employees’ company should have a framework that ensures one transit from an entry-level to an expert level. Companies that lack proper career growth have faced a lot of challenges in organizational behaviors. This is because most people think that they have stuck in the same position for many years. To do so, the company could offer consistent training (Cheng, Z. et al., 2020). Training equips employees with knowledge in the current market. This helps them to be able to be competitive. Even if an employee gets a better option, the company would have played a part in his or her career. The other way could be through the offering of a pay rise. Pay rise can be a way in which a company ensures that employees are properly compensated.
Poor wages can affect most employees since most of them have families that depend on them, so poor pay cannot meet their demand. On career growth, the company could also organize trips for those who are performing well. This is a reward that ensures one performs best as expected. The organization can also look at the issue of communication between employees and the management team (Huo, M.L. et al., 2020). Communication is very critical in employee well-being and ensuring that they achieve their desired goals. When a manager communicates in a bad way, such as being abusive, the employees might develop a bad attitude towards him or her. This causes conflict, and in some cases, causes witch hunt between the management and the employee. This thus affects career growth.
The second attempt example is taking care of their health. Companies must ensure that the health of employees comes first. In this case, they should offer health covers. Offering health covers helps them be able to pay most of the hospital bills for their families and other dependents. In most cases, employees get hurt or injured in the line of duty. It is, therefore, important for companies to have full health coverage. This will make the employee feel relieved about matters on health (Keeman, A. et al., 2017). Most would even work hard in order to still remain in the company. The organizational behavior of the company would improve. Also, on health, the organization can organize constant team-building activities. Team building improves both the psychological and social health of workers. They can be able to learn the weakness of their colleagues and also fears in scenarios where no constant team building companies are often seen to be having challenges with dealing with conflicts.
This can create a toxic environment for employees, which can affect them mentally. The other health consideration is the working hours; companies should have a special time table that ensures that workers are not overworked. They should be given enough time to rest. This can be achieved through the use of shifts. When employees are fatigued, their performance is affected. Others might feel pressured, resulting in work stress. So working hours are issues that the H.R. can address. The other health benefit that can be given to employees is giving them health tips or education. This will help them to be up to date with any issues concerning their health. They will also keep fit to ensure that they are not affected by lifestyle diseases.
References
Carbery, R., and Lynch, R., 2018. 12: Health, Safety, and Employee Wellbeing. Human Resource Management, p.221.
Cheng, Z., Jepsen, D.M., and Wang, B.Z., 2020. A dynamic analysis of informal elder caregiving and employee well-being. Journal of Business and Psychology, 35(1), pp.85-98.
Demerouti, E., Van den Heuvel, M., Xanthopoulou, D., Dubbelt, L., and Gordon, H.J., 2017. Job resources as contributors to well-being. The Routledge companion to well-being at work, pp.269-283.
Huo, M.L., and Boxall, P., 2020. Do workers respond differently to learning from supervisors and colleagues? A study of job resources, learning sources, and employee well-being in China. The International Journal of Human Resource Management, pp.1-21.
Keeman, A., Näswall, K., Malinen, S., and Kuntz, J., 2017. Employee well-being: Evaluating well-being intervention in two settings. Frontiers in Psychology, 8, p.505.
Laschinger, H.S., and Read, E., 2017. Workplace empowerment and employee health and well-being. In The Routledge Companion to Wellbeing at Work (pp. 182-196). Routledge