Benefits of Well-being at Workplace

This essay explores the factors that affect employee well-being and their impact on performance and productivity. It discusses the benefits of investing in employee well-being, including greater resilience, improved morale, and increased efficiency.

Benefits of Well-being
at workplace.

Tables of content
Tables of content..............................................................................................................................1
INTRODUCTION...........................................................................................................................2
MAIN BODY..................................................................................................................................2
Conclusion.......................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Workplace is the environment and surrounding where each and every perform their required
task of the professional life. The workplace may differ with each person job and designation.
Professional life and workplaces varies with the field of profession. But there is one phenomenon
that is mutual to all regardless of the designation and field of profession. It is the well being of an
employee that affects the working and efficiency of that employee. There are various factors that
affect the well being of a person which in turn affects the performance and productivity of the
person. The following essay will shed light on the various factors that affect the performance,
their impact and critical understanding of the concept of well being.
MAIN BODY
Since an ambitious workplace wellness initiative will bring reciprocal benefit to
individuals, organisations, industries, and neighbourhoods, it is at the heart of our mission to
champion better work and working lives. Good environments have been seen in the literature to
help workers grow and achieve their full potential. This entails developing an atmosphere that
aggressively encourages happiness, which benefits both workers and the company. In several
workplaces, there is also a much wider awareness and practise of holistic wellness and fitness
methods. However, there is a strong adoption divide, with numerous organisations still not fully
adopting the health and nutrition agenda. Investing in employee well-being will result in greater
resilience, less sick days, and improved morale and efficiency (Garg, 2017). The people position
is in a crucial position to push this policy further, to persuade senior executives to make a real
effort, and to ensure that line managers embrace and maintain its value. The main problem in
fostering a working atmosphere that values employee welfare is that there are a variety of
influences at stake, ranging from emotional health and depression to physical factors like sleep,
exercise, and sickness, as well as financial well-being and overall job satisfaction. As a result, it's
critical to provide staff with a variety of service opportunities and incentives to satisfy their
diverse desires and preferences. Over the last decade, the value of workplace health and safety
has been more generally known in the United Kingdom. Although physical threats continue to
pose a threat to workers' welfare, serious and non-fatal workplace accidents have decreased
dramatically following the 1974 passage of the Health and Safety at Work Act. However, over
the last ten years, the number of recorded mental health conditions has increased, and it's widely

acknowledged that psychological threats to people's health at work are often the most severe.
According to a study on wellness and wellness at work, three-fifths of organisations have seen a
rise in recorded common mental health problems, such as anxiety and depression, in workers
over the last decade (Goble and Bye-Brookes, 2016). As a result, an increasing awareness of the
need for employer wellness activities to consider both the psychosocial and physical facets of
health and wellbeing has emerged. There is also proof of a variety of unhealthy job habits, such
as presenteeism i.e. people working while they are sick, with almost nine out of ten respondents
reporting seeing this form of behaviour in workers. Almost three-quarters of companies have
registered leaveism which refers to employees taking advantage of their annual leave to catch up
with jobs. This is not an indication of a safe environment, and employers should investigate
more. Employers have traditionally concentrated on quantifying the unfavourable effects of ill
health, like that of the cost of sick leave, while illustrating the economic case for handling
people's health. The findings suggest that health and wellbeing does not have to be viewed as an
afterthought by businesses; instead, putting manpower in wellbeing where the they are main
assets about their employees in terms of better organisation within better manner. A more
optimistic market case has emerged in recent thought. According to the literature, there is "a
abundance of data" that there is a connection between implementing wellness plans for
employees and enhanced company main success metrics. There are various ways in which the
well being of an individual helps the company and organisational culture. The mentioned are the
top three advantages of employers putting a greater emphasis on employee well-being improved
staff productivity and commitment, a happier, socially egalitarian society, less sick days
(Hodgins, Flemming and Griffiths, 2016) . To construct a safe environment, an employer must
ensure that its ethos, leadership, and people management are the foundations on which to
develop a truly integrated healthcare strategy, as seen in the wellbeing pyramid. Individuals are
more involved and active at work because they have a high sense of well-being. People who are
unhappy, on the other hand, do not work at their best. An comprehensive approach to health and
wellness rewards workers, will foster higher levels of employee participation, and fosters a
workforce that is dedicated to the company's success. The organisation must ensure the delivery
of an environment and organisational culture in order to achieve better satisfaction and efficiency
from the employee. Some of the most crucial steps and methods of achieving better well bring
state of the employees are, Offering employee discounts to ease the financial stress of day-to-day

living is one thing, but financial well-being is about much more than just cash flow. Knowledge
is a valuable asset in anyone's attempt to save money, and more and more businesses are
emphasising schooling as a means of assisting their workers. This involves assisting individuals
at all levels with budgeting, childcare, debt, travel income, which wedding planning, and can be
combined with other money-saving opportunities as part of a larger bundle. There are a variety
of ways for offering effective resources for staff to deal with any problems that could arise.
Mindfulness is a common practise in Silicon Valley that has been shown to reduce tension, boost
focus, and increase workplace participation. The literature recently reviewed a slew of research
and discovered that only 3 minutes of mindfulness per day may have a significant impact on
mental health. This may include inviting meal plans to come in and advise employees about the
effect of their diet on their health, defining "nap rooms" to promote downtime during the
workday, organising group fitness courses or sports-related adventures, or even just including an
extra day of annual vacation over the Christmas season to help prevent burnout.. Being healthy is
beneficial not only to one's physical health and fitness but also to one's mental health and well-
being (Lelliott and et.al., 2008). There is some of suggesting about effective health boos.
Learning new skills has been shown to increase one's mental health by improving. In addition,
paying more time to the current moment will help one feel better. This encompasses one's
thoughts and desires, as well as one's body and the environment. Mindfulness will make one
appreciate life more and have a greater understanding of oneself. It has the potential to improve
one's outlook on life and how one approaches problems.
As the total number of workforce are reporting within the work through more than tripled
that efficient way to better CIPD on which percent of employees are faces different sort of
problems. Through good problem which are important through effective mental health. It is one
of chance to share memorable experience as well as effective belonging and self worth enable.
They are able to give one the chance to share memorable experience and help one develop a
sense of belonging and self-worth enable one to provide moral support while still allowing one to
support others (Hughes, 2012). It is extremely crucial for the companies and the corporate world
to recognize and acknowledge the importance of well being of each and every student which
helps in the performance not just at individual level but also at the organisational level.

Conclusion
It's important for an organisation to ensure its administrators are committed supporters of a
fitness policy until it can be implemented effectively. Furthermore, it is important for employees
to ask their employers to foster an atmosphere in which an employee's well-being is seen as a
critical component of the company's performance rather than a hindrance. A boss demonstrates
to her staff that causing one’s health to worsen at work is not commendable by promoting
lunchtime meditation periods, nutritious meeting food choices, and afternoon workouts. It's
critical that managers recognise the long-term growth gains of fostering a more diverse
workforce.

REFERENCES
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Exploration.Journal of human values. 23(2) Pages 129-134 [Available through the ARU
Digital Library]
Goble, C. and Bye-Brookes, N. 2016 Health and well-being for young people. [Kortext custom
pages 1-34]
Hughes, Be, 2012 well, learn well. [Kortext custom pages 1-61]
Lelliott, P., Tulloch, S., Boardman, J. Harvey, S., Henderson, M. and Knapp, M., 2008. Mental
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Lowe, G., 2020. Creating healthy organizations. University of Toronto Press