Wellness in a workplace is a key factor determining how productive an organization shall be. This wellness encompasses two concepts, organizational well-being and the psychological well-being. Organization wellness encompasses collective well-being within the organization and this is brought forth by concepts such as embracing diversity, collaboration and fairness. Psychological wellness on the other hand involves the general well-being of the particular persons in the workplace. Essentially, psychological wellness of the employees is paramount over the organizational well-being. There is no general structure how this should be carried out- each organization may adopt its own specific model. The organization’s management has a big role to play to foster the psychological wellness of its labour force. Firstly, the management should ensure the expectations from each of the employees are clearly stated. With an employee having precise knowledge of what is expected from them, he or she will undertake his or her roles in a more organized manner and this also enhances faster delivery. In addition, the management should enhance flexibility I the workplace. Flexibility makes the workplace environment more manageable. A clear manifestation of a flexible workplace is one that allows employees adjust the hours of work if the adjustment is necessary. It may also include allowing them to work from another place other than the office, for instance working from a nearby restaurant. This seeks to make their working experiences more realistic and manageable. This flexibility will also aid the employees meet their non-work responsibilities and this greatly motivates them. Additionally, the management can achieve a high psychological wellness of t... ... middle of paper ... ... will need to be tolerant and accommodate her preferred styles of operations. By doing this, the company will have manifested its tolerance towards diversification. In addition, they may choose to increase her salary. Pay hike is one of the best motivating factors for employees. Additionally, rewarding her for achievements attained will be another source of profound motivation. Rewarding is a form of recognition. Genuine appreciation is also another technique that could be used. Sponsoring her undertake career development trainings will also aid to raise her morale. Other techniques would include inspiring her, solicit her input in the overall management, devise a profit-sharing scheme and so forth. When sufficiently motivated, Ayame will be at a much better place to easily adopt the company’s preferred style of management- confrontational management.
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Taking an example of Sara’s manager who did not put an effort to recognize his employee’s needs and understand her type of characteristics that led Sara to resign. Therefore, manager must motivate his employees by knowing what fit their needs and personalities according to the three theories of motivation. For Instance, applying the theory X and Y is an obvious way of interpreting and differentiate between challenging and lazy employees. Theory X shows if they are going to be pushed to work while theory Y shows if they are self-achievers. Likewise, applying Maslow’s Hierarchy which is “a hierarchy of five needs physiological, safety, social, esteem, and self-actualization in which as each need is substantially satisfied, the next need becomes dominate” (Robbins & Judge, 2015). By specifying each employees needs in the organization and satisfy these needs, employees are going to achieve the goals of the company. Also, MacClelland’s theory views employees who have high demand for power, affiliation or achievement. It is extremely important for manager to understand the nature of the person in front of him if they like to be empower, if they like to interact with people, or if they like to finish accomplishments. Secondly, job enrichment can be used for motivating employees by giving them more tasks, authorities, and responsibility. Employees this way
To be specifically, the general quality of life including job security, safety, and work-life balance is regarded as a foundation since these factors secure an employee’s life. For example, providing a certain number of working hours, occupational insurance, and healthcare programmes. In the work aspect, it contains giving empowerment and autonomy, satisfying the sense of accomplishment through meaningful work tasks. Employees need freedom and authority to make necessary decisions about the jobs instead of managers’ controlling everything. In terms of the people who employees work with, it is an important factor for pushing engagement. An effective internal communication is based on people, which result in a better relationship and collaboration among the whole organisation. The job opportunities for employees seem like targets for achieving; these chances motivate them to work harder. In addition, the sound programme of learning and development for employees is a way to accomplish their goals as well as an opportunity to enrich their careers and lives. Similarly, total reward like corporate reputation and recognition enhances the pride of employee and loyalty; moreover, financial and mental benefits, such as pay and prize, provide the basic incentives to trigger employee
... as understanding their requirement to the work, I will offer that help each career achievement. To give them opportunities that enjoyable or will be able to construct the skills they want will gain loyalty or motivation. Moreover, as workers accomplish the work, they might feel the importance of themselves. That also motivates them.
It has been proven through studies that leadership behavior in terms of work engagement will lead to better retention rates (Medes & Stander, 2011). Research speaks of positive psychology being the best way to approach motivating employees. Positive psychology is stated to be the study of the strengths and virtues that enable people to thrive ("Positive Psychology Center," 2007). When managers take up this approach, they seek to create an environment that focuses on the strength of their employees. Creating the circumstances to promote the feeling of motivation requires managers to emphasize accountability, encourage autonomous decision-making, share information with the employees, help the employees develop their skills, and promote innovation (Medes & Stander, 2011). In order to do the things listed above, managers must work on perception; how do the employees perceive the tasks that are being asked of them, and, above all, the attitude it is being presented with (Liebler & McConnell, 2012).
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).
141). According to the expectancy theory people want to know that all of their hard work will benefit them in the end. What would motivate employees more than if the owned part of the company? I think what Hamdi Ulakaya did is ingenious. This motivates people to make their company better. Now it is no longer just his. If they see that the company is growing that just means more money in their pocket. You have to find motivation that works for your employees. A pat on the back or a good job does not always work sometimes you have to think outside of the box to find out what your employees actually want. The same program might not work if the employees already make a lot of money. You have to find motivation based on what interests your employees. Hamdi Ulakaya could have just gave all of his employees’ bonuses and the employees would be motivated for a little bit but giving them a part of the company will keep them motivated for a lot
Motivation is generally correlated with productivity of employee. In other means, an employee is more productive when they are motivated by their individual needs. Manager must well understand & aware of their employee’s personal motivation as motivation factors is vary for each employees. It is crucial for a manager to maintain high morale among the employees.
Occupational, one of the six dimensions of wellness is what I do with my life. Right now my main focus is school, but as I grow older this may turn into the job that I have. Although my occupation is going to school it encompasses more than just the work that I do. Occupational wellness is the ability to maintain a balance between work and leisure. In my life usually weekdays are full with work, and I enjoy my leisure time on the weekends. In some ways this is good and during the week I have something to look forward to. Yet, I also get stressed and lose sleep during the week, which is unhealthy. Finding the right balance of leisure and work will make my life easier and more fun.
Motivation - is not only a category related to the internal state of a person. This is the most important factor, which directly determines the effectiveness of an employee at work. By increasing employee motivation, the team showing great progress and performance. Accordingly, the companies that apply such staff are more successful and profitable. A manager must clearly understand what exactly motivates his or her employees to work hard, and then it should be used to create a favorable climate for the team. A manager must also be capable to find an approach to the personality of each of his or her employees. Various motivational factors are an important tool for any manager who want effectively guide the work of staff in the performance of the tasks facing the organization. There are any forms of remuneration that are based on the work done, that include not only money, but also a variety of awards, honors, leadership recognition, bonuses, gratuities, gifts, and have serious impact on staff motivation. Also, the delegation of authority from the head of his subordinate is a common type of strong motivation. The employee receiving the confidence of his superiors, feel recognition and his relevance, which gives him confidence and strength. Consequently, all these factors create a favorable atmosphere in the workplace that allow the managers wisely encourage their staff to effectively carry out the work. As a result, the motivation can be as a cultivation of valuable human capital. The main challenge for you as a manager is not the work itself, but the people who create the work environment and perform their
Attaining work-life balance is a holistic approach that takes into consideration management of multiple aspects of work as well one’s personal life. While it is the responsibility of both employees and employers to manage life effectively at the workplace and beyond, a 360-degree outlook, boosted with the right mindset and willingness to attain the balance is critical for this. Some of the strategies are suggested here in order to maintain physical and mental well being of employees and attain higher retention rate in
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
In any organization, the desire to earn a salary will automatically push employees to show up for work (Barry et al., 2016). However, the theory of organizational behavior asserts that employees need to be motivated in order to perform to the best of their knowledge and ability. It is highly likely that employees today will be motivated in the event that they are able to see a clear link between the effort they put forth and the reward that the employee will receive afterwards. Such rewards must be seen as fair, and above all equitable. This is the only sure way to ensure that employees are inspired to work diligently. In order to achieve this goal, managers within the organization can motivate employees by setting realistic, achievable goals and measuring attainment. Achievement of these particular goals, can be set between the manager and employee. Once the goal is achieved, they employee should be appropriately awarded. This can be done either through recognition from the manager or financially. In this way, employees are motivated and efficient.
In conclusion, the concept of motivation is will always be a major discussion topic for managers. The key to motivation as we currently know based on research is that we must satisfy needs. Motivation is intrinsic and extrinsic. As managers our job is to play a role in the choice, competence, meaningfulness and progress of our employees. (Duening & Ivancevich, 2006) As we become more familiar with our employees behaviors we can make better decisions on how to motivate them. Herzberg, McClelland, Musselwhite, Bulter and Waldrop, have explored this concept in great detail, however they all have one commonality; successful motivation makes your job more enriching. Employees want to come to work, they are more productive and they are more successful, which in turn makes the organization more successful.
The motivation of employees is a crucial element in any organization. Employers should be able to implement all the strategies for motivation to increase the worker's performance. Motivation has a tremendous influence in the performance levels and productivity in any organization. An example of motivational ways is through rewards, promotion, job recognition and others. The key factors to motivation also can include such factors as useful communication, supervision, career progression, interpersonal relations, recognition, money and also control. These factors influence the healthy performance behaviors of employees (Healy, 2016).