1.5. Line Managers and Workplace Well-Being
The CIPD defined well-being as the process of “creating an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organisation” (CIPD, 2016:4). It is acknowledged that management style and organisational culture have a massive impact on the employees’ health and well-being. Moreover, the relationships between line managers and team members are the most significative in the employees’ working lives. Although improvements in employee well-being at work are good for organisation’s performance, some challenges may raise when profit-focused and sceptical managers are asked to invest in it (Warr, 2009).
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However, ensuring that the right policies and practices are in place is just one of the basic principles that employers, directors and line managers should follow. Their behaviour have a massive influence on the level of job satisfaction and performance of the team (NICE,2015). Furthermore, it could be argued that despite line managers play a pivotal role in managing and improving employee well-being, they do not always receive an appropriate training in some key areas, such as absence-handling, health and well-being promotion, and stress management (CIPD, 2016). ACAS (2012) argued that many FLMs and line managers are often only trained on specific tasks related to their jobs, and do not receive the right training on other issues, such as absence, personal medical problems, conduct and poor working relationships. Similarly, NICE (2015) commented that line managers should be given an appropriate training to get a better awareness of health and well-being issues. Training for line managers is a vital feature that enables them to have a clear understanding of well-being responsibilities, and to gain the confidence required for the implementation of …show more content…
Finally, studies conducted by the Department for Work and Pension (2011) argued that what really makes the difference in the well-being of staff, are simple and small changes in the workplace by line managers and supervisors. These little gestures of thanks, such as a day-away or a team lunch, help the managers to make the individuals feel part of a supportive team, and enhance their sense of belonging to the organisation (DWP,
Chapman and White (2012) assert, “64 percent of Americans who leave their jobs say they do so because they don’t feel appreciated” (p. 15). The lack of feeling appreciated is the driving force for a majority of workers to seek other employment. Chapman and White cites a Gallup poll, “almost 70 percent of the people in the United States say they receive no praise or recognition in the workplace” (2012, p. 34). This statistic underscores the need to be appreciated, as well as the importance of communicating appreciation to team members, regardless whether the team member is a volunteer or paid
While the strain on the health care system is evidently a major issue, poor health of employees also has been proven to negatively affect the overall performance in the workplace. Alternatively, good health in the workplace has been proven to reduce absenteeism, reduce the costs of disability and dru...
The purpose of the study is to identify that whether ethical leadership and Human Resource Management (HRM), employee helping and the well-being. The researchers are interested in the relationship between the ethical leadership, employee well-being, and helping. Well-being is a combination of arousal and pleasure and illustrates an affective state ( Warr, 1987). Also, human resource management (HRM) that typically includes selection, training, teamwork, performance appraisal, and rewards ( Sun, Aryee, & Law, 2007). There are three reasons why researchers conducted this research. First, based on the Conservation of Resources (COR) Theory ( Hobfoll, 1989), job resources enhance well-being ( Salanova, Agut, & Peiro, 2005). The researcher suggested that ethical leaders provide job resources such as the emotional support, therefore, ethical leadership relates positively to employee well-being. Researchers conducted this research so as to prove that ethical leadership relates to employee well-being. Second, there are many studies lately have researched that ethical leadership relates to organizational citizenship behaviors (OCBs)(e.g Walumbwa et al.,2011), however, research has not yet examined well-being as a possible mediator. Thus, researchers added HRM as a moderator of the ethical leadership and well-being relationship and subsequently on helping behavior in order to improve the accuracy. Third, the research just focuses on the relationship between ethical leadership and in-role performance or OCBs at the moment. However, related leadership style such as ethical leadership, could also affect employee well-being, yet the research on this topic is lacking. Therefore, the researchers wanted to conduct this research to investigate the ...
“First comes thought; then organization of that thought, into ideas and plans; then transformation of those plans into reality. The beginning, as you will observe, is in your imagination” (Napoleon Hill). The culture of the organization founded itself on teamwork and the ability to help others out of adverse situations and mindsets. To be able to understand the culture of our work environment, mental health has to break down and simplified. Mental health is the well-being that often is characterized as the condition of prosperity, which is when an individual understands his or her capacities. We teach them how to adapt to the typical burdens of life and show them proper ways they can work profitably and productively with the ability to make
Over the past several years, business organizations have seen an increase in the use of teams and groups (Montoya-Weiss, Massey, & Song, 2001). Furthermore, many companies have implemented team-type incentive systems to increase production (Bunderson & Sutcliffe, 2003). Large companies are commonly divided into smaller departments that are managed by leaders in those fields. These team leaders are in charge of project management, organization and employee wellbeing. The latter, in particular, has become a major focus in team organizations. Not only does the individual’s emotional wellbeing influence their job satisfaction, it has also been shown to have an effect on other members in the team. The implication of this is that the team leader holds a role in shaping the team norm and affective climate of the workplace. This in turn, has a role in determining team effectiveness.
The work atmosphere is based off employees, because of growing economy the need of businesses needing the employees is more than the employees needing the business. What businesses don’t understand is that if the employees are not satisfied with the workplace they can find work somewhere else. So the real question is , what is a a great work environment?, “.... is one that is safe, empowering, and satisfying. A positive work environment makes employees feel good about coming to work, and this provides the motivation to sustain them throughout the day.” (Kirpal). Management has developed a new challenge where they must step out of their traditional roles and create a new way of working. “Despite uncertainty in the job market, the top reasons working Americans say they stay with their current employers are work-life fit and enjoying what they do…” (American Psychological Association). Responsibility lies with management to create a great working environment for employees and customers. Today’s society is a piece of work so being able to adapt and helping your employees adapt can most definitely benefit the business. Communication is the 1st step in creating a healthy work environment. Without communication there wouldn 't even be a business. Showing the employees that you care for the work that they 're doing can really help the work environment as well. Sometimes employees need that reassurance that their doing good. Being a
The results of the “Motivation at Work” survey indicate I need to address belonging needs and respect needs at my organization. Our text explains, “of employees who leave a company, 5 to 10 percent do so because of money; of the remaining 90 to 95 percent, many leave because they don’t feel they are being recognized” (Manning & Curtis, 2008, p. 253). Belonging is a vital aspect employee’s success at an organization, relating to loyalty, longevity and confidence at the work place. A sense of belonging has been reported in the field of mental health as vital to the attaining and maintaining of emotional well-being (Briggs, 2015, p. 19). This belonging relationship is no different in the correlation between work environment and the growth of
With the modern corporate world, work enables employees to recognize contemporary economic process as well as individuals to sense responsibility as individual achievements. (McGann, et al 2016) However, this to encourage individuals risk taking and taking autonomy over their lives. Although the employment and working condition are significant in the modern corporate work as individual well-being and quality of life is
For instance, in Sofitel Saigon Plaza, the managers always remember his/her employees’ birthdays without fail. If it is any of the worker’s birthday, the manager together with the rest of the team members have never failed to surprise that particular member on that day, even with small things such as birthday cards or a cupcake. This creates a welcoming and exciting working environment which results in employees feeling more loved and motivated. It is said that the motivation to achieve is eventually based on earning a living that brings tremendous joy and satisfaction (Llopis, 2015). 2.3.
Increasingly, good mental health in the workplace is an issue being raised. Job stresses are being recognized as affecting work performance and also an individual’s over-all well-being. There is a lot of information available about how to promote good mental health in the workplace but perhaps insufficient initiatives actually being used. Providing employees with information promoting good mental health alerts them to the problems but may not achieve the solutions. Within the larger society good physical health is overwhelmingly accepted as the first step to good mental health. Can mental health issues in the workplace be addressed in the same way, by
It is important that employees do not fear for their jobs, are stressed of their tasks and their deadlines, etc. Employee happiness should be one of the most important topics for any organizations. If they are happy, they are more likely to focus on their own tasks, work hard, and create a good environment. If they are stressed they are more likely to make mistakes and influence the environment
...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries. The above analysis definitely reveals that perhaps one of the reasons why these companies are the leaders in their industry is because they are well aware of the importance of the work force. They mention in their mission statements as well that yes in deed customers are important but in order to make the customer happy they first need to motivate and satisfy the employee as well. According to Citibank, the general belief is that a happy worker is a motivated and loyal one. So keeping employees' spirits high is a sure-fire way of maintaining a productive workforce. A productive work force would ultimately lead to a healthy organization which would not only promote the society its working for but also itself.
Being a good employee is essential in today’s world, especially in these tough economic times when there are many seeking work. Consequently, it is important to keep in mind that no employee is irreplaceable. While hearing many complain these days about his or her job, one just needs to look around and be thankful that they have the means in which to survive and are able to work. There are many who are not only unemployed, but also unable to perform due to illness or a disability. Sometimes when a person is feeling in a mood to complain, they may need to sit back, relax and take a look around in order to appreciate what they have, and learn how to be a good employee.
Today businesses believe that the sustaining of performance and competitive advantage to becoming a great organization. As an organization’s success depends on their employees’ performance, the value of specific individual employee has played an important role within an organization to be competitive. At that time, the value of each and individual employee and their satisfaction with their jobs are one of the key factors for an organization and organizations need to find ways to improve employee job satisfaction to achieve organizational goals.
Cowling and Mailer (1992) and Coventry and Barker (1988) pointed that welfare is a corporate attitude or commitment to the care of their employees. Employee welfare is a broad subject that includes different services, benefits, and incentives offered to employees by employers. Coventry and Barker (1988) assert that employee welfare includes provision of canteens, savings schemes; pension funds, leave grants, making loans on hardship cases; assistance to staff transferred to another area and fringe benefits. Therefore, employee welfare is the concerned with the happiness, wellbeing and prosperity of employees. The aim of welfare service is to reduce every form of stress (physical, mental, and psychological) that may attempt to affect employees on the job. According to Armstrong (2006) employee welfare service increases loyalty and motivation. That implies that employee welfare increases employee’s standard of living, inspires loyalty and dedication, increases efficiency, and promotes a healthy working environment. It is necessary for all organisations to have set goals, it is therefore necessary to work out motivational strategies that would encourage employees to improve their performance and increase productivity. Welfare service can improve performance and productivity if planned properly.