Employee Well-being: Nature, Scope, and Limitations
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This assignment discusses the concept of employee well-being, its nature, scope, and limitations. It also provides examples of two organizations, Unilever and Tesco plc, that have implemented initiatives to promote employee well-being.
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Managing Human Resources
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INTRODUCTION Management of human resource is defined as a strategic approach that can be used by the managers in order to effectively managed and controlled people of organisation which helps company to gain competitive advantages and maximising profitability(Cascio, 2015).Human resource management is defined as a formal system that are used for the management of individuals in an organisation.Mainly HR manager is responsible for managing different tasks such as staffing, compensation, benefits as well as designing tasks and so on but sometimes it is difficult for the manager to manage their employees because they need high benefits and rewards. So the manager needs to create or take initiatives for the well being of employees in which manager considers working life, environment, climate or culture, quality and safety of physical environment and so forth that helps in determining the long term effectiveness of businesses. In this assignment focused on the concept of Duty of Care which is legal terms that should be considered for the benefits of employees. Under this report, discuss about the concept of employee well being in detail with the scope, nature and limitations. Along with this, use some real life examples of any two organisations that initiates employee well-being at their workplace by formulating appropriate strategies. MAIN BODY 1) Define employee well being along with the nature, scope and its limitations in general. Employee well beingis related to the physiological andmental ill healthof employees as it extends beyond the health, into happiness and job satisfaction as well. Mental ill health means the mental disordered conditions of employees which may affect their moods, thinking as well as behaviour. Some of these mental illness are depression, eating disorder, anxiety, addictive behaviour and so on. There are several programmes that are good for the employees because these helps in adopting as well as maintaining the healthy or positive behaviour of workers at workplace and it is the advantage of having well-being programmes of companies(Bratton and Gold, 2017). By facilitating the well being services company is able to promote the ability to work of employees along with the healthy and quality of individual’s life at the working environment. This can be measured as a happiness and comfortableness of people which is vary from different individuals that can lead healthy and happy life of persons. There are various types of wellness dimensions such as emotional, spiritual, social, intellectual and physical. The
well-being process is defined as a dynamic procedure of change as well as growth and it enables businesses to deal with the challenges and difficulties in a successful way. Some of the practices that can be implemented in an organisation for the well being of employees which includes the better connections with individuals, curious about moments, boosting confidence by learning new things, be active and energetic and so many others(DeCenzo, Robbins and Verhulst, 2016). Thenatureof employee well-being is defined as a several characteristics that is important to understand by all because it impacts on the well being's of individuals. As it is essential for making strongsocial connectionsas it can assist to facilitate several ways for workers in order to work in a team and create positive bond with co-workers. Second one is the security and safetyas employee well-being programmes helps in enhancing the feelings of staff members regarding the salary, benefits and rewardswhich is challenging for the expertise and specialist.Creativityis another trait of these programmes which helps in satisfying the need for wonder as well as creativity by distributing meaningful tasks as well as facilitates several opportunities in order to develop their skills and knowledge and encouraging personal growth at working premises(Marchington and et. al., 2016). The wellness of employee depends on the senseofbelongingnesssothatcompaniesbeensurethattheyacknowledgingworker’s contribution to the business and their team. There is a widescopeof employee well being in an organisation as it helps in increasing theemployeeconfidenceandsatisfactionwhichleadscompany'shighproductivityand profitability. It plays a vital role in the success of businesses as employees feel appreciated at work and lives healthy and relationships lives at workplace. There is a strong connection between the supportive working environment and happy workers which helps organisation to manage their people and accomplish goals effectively on time. As it has scope inincreasing employee engagementbecause persons who have better emotional and physical health are more likely to committed towards their job as they feel appreciated and supported by managers as well as they are well known that their efforts will be highly appreciated or rewarded. Well employees are better equipped towards the handling organisational stress and situations this will allow them to become more productive and positive at workplace. Also, the employee wellness programmes help inincreasing workers retentionas companies facilitates supportive and favourable environment which focus on the creation of happier team of employees that will help in remaining employees for long period of time with the company(Albrecht and et. al., 2015).
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Through the application of wellness programmes at workplace employees feel that their manager or employers truly care about them which makes them loyal and retain for longer duration in a company. In addition, this is essential for theoverall personal developmentas by organising several wellness programmes the manager of company is able to develop individuals personally which directly lead professional as well as career development of people. Also, it helps in raisingthe company'sproductivitybecause initiativesof worker’swellnessleadbetter relationship and healthy environment at workplace that is essential for encouraging staff members in order to perform tasks and achieve organisational goals(Morgeson, Brannick and Levine, 2019). If employees feel confident and trust on businesses, then they contribute more which results in the increasing productivity of company. Moreover, the employee well being programmes are not beneficial for the people or can say that thelimitationsof this programmes do exist that is to be required identified before the implementation of wellness strategies and programs. As this iscostlyto create at workplace which cannot be easily affordable by people. As companies requires to offer perks and benefits to their employees that will need to be cover the entire cost of all business activities. For instance, a manager of company hire experts or specialist in order to aware employees and motivated by their experience or thoughts so that company will pay to expertise for their time and experience which is considered as a cost money(Key Disadvantages of Employee Wellness Programs, 2019). As more features puts into wellness programmes then it becomes more expensive. Sometimes, itinvades privacymeans workers are afraid to take participation in these programmes with a fear of that others will find things out which they wanted to keep private. There is the possibility that information may be shared with people other than employees. So that the less participation of employees is not going to find success by these programs. The well being programmes arenot fit for everyoneas company have those employees who already motivated and confidentwhich may not interested to attain wellness programmes.But company offer incentives as well as perks benefits which may be unfair for already confident employees that will leave them feeling of unhappy. There is also a legal consideration of“Duty of Care”which means that it is considered as legal form for businesses in order to put reasonable measures to make sure that all individuals are associated with it is fully secured and protected towards the psychological as well as physical harms. Both employer and employees have responsibility towards each other which should be
expect their rights to be upheld(Shen and Benson, 2016). It is an essential principle for managing employee well-being at workplace means the management of company must anticipate risks for their workers and take care towards preventing them that coming to harm.The Duty of Care is mainly defined as alegal and morale obligations or considerations of managers or employers towards their employeesin addition to maintain their well beings as well as safety and security at a time of working. 2) An example of organisation that attempt at employee well being initiatives. For the detail discussion on the initiatives of employee well being, 'Unilever'is chosen as an example which is a British Dutch transnational consumer goods firm that headquartered in London, UK and Rotterdam, Netherlands. It was founded in 1929 and it deals in different segments such as food, energy drinks, beverages, beauty products, personal care, cleaning agent etc. It is termed as oldest multinational businesses and its products are available in approximate 190 countries. As of the report of 2019, company have total 155000 employees which have to be managed effectively so that company initiates several well beings programmes for the benefits of their workers which lead the success of company as well. The company Unilever is termed as an ethical business which strives to treat their employees well in comparison of other companies also they educate their management in skills and knowledge regarding the leadership abilities as well as employee development. In addition, the corporate social responsibility of Unilever contributestothestrengthofcompanywhichsupportsthesustainabilityofbusinessin competitive marketplace(Nankervis and et. al., 2016). As the company Unilever protect and promotes health, nutrition as well as well beings of their employees so that they can enjoy healthy and better life at workplace. the main aim of company is to support their workers in order to be the best which they can be and it includes several tools in order to promote and enhance their health so that they can maximise their fitness (Unilever's well-being framework, 2020). At the same time, they want to increase employee capacitytowardstheworkinginsafeandeffectivemanner.Inyear2014,company's management created a four pillar of well-being framework for the purpose of addressing mental, physical and emotional wellness of their employees and the sense of purpose as well. The physical well-being frameworkconsists to the ability of employees in order to perform social activities and physical roles which are not hindered by the physical limitations as well as experiences. At the Unilever's workplace in order to initiates physical wellness they adopt some
strategies like do not smoke, get enough sleep, avoid chronic stress and many more with which company is able to approach all the challenges properly with the full of enthusiasm towards objectives. In thepurposefulframeworkof Unilever's the management focuses on analysing that what really matters for employees and connecting personal purpose to the organisational plans in order to satisfied their employees and motivated them to contribute their best for accomplishment of objectives and goals. Within themental wellness framework, the state of well-being is related to the realisation of individuals towards their potentials, can they work fruitfully and productively, can able to deal with the normal stresses of workplace and so on that impacts on the mental situation of employees. In the Unilever, management of company initiates for the mental wellness of employees as they manage their reactions and choices in order to distracting and competing pressure and makes them mindfulness. In theemotional well-being framework of Unilever the manager or employer finds several ways towards the feeling of positivity and confidence for accepting challenges and develop self esteem of employees at company's working premises. In thistype of framework emphasise on the fulfilmentof employees and feel them satisfied and motivated so that the success of company is automatically directed(Shields and et. al., 2015). The well being strategies or initiatives of Unilever's is taken for the purpose of creating better working environment which is highly supportive for the employees at a time of achieving the organisational goals and requirements. Through the “agile working” the management of company do this type of wellness which means they facilitating their staff members with adaptable, safe and favourable working practices and technologies that allows them to perform their tasks anywhere at any time. So that the business requirements are successfully met. Also, company offersformal but flexibleworking arrangementswhich includesflexiblehours, working practices, job sharing etc. that helps in minimising the negative impacts. It is essential for the manager of Unilever's to emphasise on the above all dimensions of employee well-being sothattheycreateoptimumsituationsfortheirwellnessatworkplace(Guest,2017). Strategically combined all traditional benefits and perks like salary, leaves, paid time off along with the environmental benefits such as employee recognition, open workspace etc. that will lead businesses in right directions and positive influence on the well-being of workers at workplace.
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3) Second example of business which attempt initiatives of employee well-being. For analysing the employees well- being initiatives of another organisation 'Tesco plc'is considered which is a British multinational retailer of groceries that headquartered in Welwyn Garden City, Hertfordshire, United Kingdom. As it is termed as a third largest retailer across world in terms of their gross revenue and ninth largest retailer across words in terms of revenues. Company was founded in 1919 by the founder Jack Cohen and it has total 6800 shops as of 2019. Tesco plc mainly deals in supermarkets, convenience shops, superstores, hypermarkets etc. According to the statistics of 2019 company employed around 450000 employees in their organisation and managed them appropriately so that they can able to get better outcomes. In order to better management of employees they initiates several programmes and strategies of well-being. For managing the employees and overcome from the mental and ill health company increases support as well as resources so that they ensures their better productivity and success (Schultz and et. al., 2015). As the company Tesco plc clears that their employees spends their waking hours at work so that company highly concern towards the paramount kind of workplace health and wellness. Generally, big business is not related with the caring and respect of employees but a British multinational Tesco plc takes their employees well-being very serious. Also, they trying to assist their staff members to make healthy choices towards their lives at working premises and at home as well. So that company has make wide range offlexible and family friendly policiesand strategies to manage their work-life balance. The well-being programmes for 450000 co-workers is necessary so they organise programmes in order to fulfil the needs of employees regarding to swap shifts in order to takecareer breakandlook child's nativity. Also, the manager of company establish that type of policies as well if a employees does require to be away from their work due to the health issues or other reasons that assists them to support theirback to work practices. The major wellness of Tesco includes thefree relate counsellingfor the employees and their families and access to the firms occupational health team as well as money advice facility. Also,offers vouchersfor company's diet membership, child's summer events, eye check-ups etc. which will help in building employees trust and loyalty and they feel satisfied from the environment and policies of company. Whereas, on their website – ourtesco.com – where workers can find out details about many things such asgiving up smokingalong with a
best alternate of setting a “Quit Club”with their colleagues (A healthy workforce: the employers taking staff wellbeing seriously, 2020). Moreover, the company Tesco plc facilitateseducationas well asawarenessin their first aid, job specific and health related training programmes, advices on national health issues, back support or care. The result of their initiatives of employees well-being is the low level of long term illness absenteeism and sustainable decrease in the absence or early retirementsdue to the health issues. Also, Tesco monitors how their services are implemented and develop employees accordingly and the company is working on anassumptionof that if employees are fit, happy and healthy then they are more likely to become productive at workplace and less likely to take leaves. They successfully adopts initiatives and strategies and they get positive result of these strategies as they able to know that their offers lead the employee recognition. Tesco continuously expands their wellness programmes in order to facilitates employees with the benefits of physical activity and has made changes to their programmes in order to ensure this. As company have collaborated with theGym-passand being a corporate well being provider and ensures that all employees have access to over the gym services. This is to be done by Tesco because they analyse that huge number of their workers struggle to find out ways for the better general health and well-beings(Inceoglu and et. al., 2018). This help company to host live wellness programmes and breakfasts, engage with employees and sharing advantages of physical activity to them. It is to be facilitate for the purpose of being energetic and active in order to perform work at premises and achieve high productivity and profitability. Also, company haspartnered with the UK health charitiesto develop new workplace health programmes for their employees which is to be done for encouraging and supporting the sustainable as well as measurable changes in the employees behaviour through the several campaign and activities. CONCLUSION It has been concluded from the above report that the management of employees is essential for businesses in order to get better productivity and huge success in the competitive marketplace. So that companies takes initiatives for the employees wellness in order to prevent theirpsychologicalaswellasmentalissuesandincreasetheirconfidencetowardsthe performance and potentiality. There is the clear explanation of employees well-being and its scope along with the nature and limitations of that which is need to be identified by businesses so
that they can able to get better success and effectiveness. Also, the businesses need to be comply with the Duty of Care principle of employee wellness that helps in maintaining positive environment at workplace and formulate strategies in legal manner so that the illegal activities can be avoided effectively. Also, choose two organisation and studied their initiatives and strategies that are formed by them in order to develop and manage their workers that will lead the high productivity and profitability of businesses.
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