Employee well-being can be defined as representing the physical, mental, and emotional facets of employee health, synergistically acting to affect individuals in a complex manner (DeJoy & Wilson, 2003). The majority of academic research has focused on constructs such as general physical health, general mental health, job satisfaction, employee morale, work place stress to name a few. (e.g., Goetzel, 2003; Jones, Flynn, & Kelloway, 1995; Yeung & Berman, 1997) put in an alternative and add to reference list! From an organisational management perspective, wellbeing is a major attribute in quality, performance, productivity and therefore business effectiveness and profit.
An organisations philosophy is a set of beliefs and principles that an organisation endeavour to work toward. (add a quote) Essentially, it’s the organisations operational blue print. As a business entity, a companies philosophy is a reflection of the values of its leaders and theref...
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...ell-being (schaufeli & Enzmann, 1998). Should leaders exhibit behaviours that do not bring out the best in employees, this can detrimentally effect whether or not a workplace is healthy. Other behaviours such as encouraging, promoting and educating employees to be innovative, self-directive, share information, will influence how employees perceive tasks and direction presented to them by their leader (Wilson et al., 2004).
One of the many roles managers need to be able to perform competently, accurately and strategically, is critically assessing the impact their human resource management policy (HRM) has on employee well-being. There are numerous methods used in
One such methodology is to consider the four C’s, that being commitment, competence, cost effectiveness and congruence in analysing whether HRM policy enhances employee well-being. (Beer, m. et al 1984).
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