Wellbeing in Society

This article discusses the sociological issues faced by employees in the workplace, such as discrimination and mental health. It explores the concepts of well-being agenda and critically discusses two themes: motivation and equality in the workplace. The article also provides strategies to channelize employee well-being, including the implementation of Maslow's need hierarchy model and anti-discrimination policies. Overall, the findings highlight the importance of addressing employees' needs and requirements to enhance their well-being.

Wellbeing in Society

Table of Content
INTRODUCTION...........................................................................................................................2
Emerging sociological issues.......................................................................................................3
Concepts of well-being agenda....................................................................................................4
Critically discuss two themes .....................................................................................................4
Strategies to channelise employee well being.............................................................................6
CONCLUSION...............................................................................................................................7
REFRENCES ..................................................................................................................................8

INTRODUCTION
Well-being of employees can be understood as the aspects to betterment within working
life, quality and safety provided within infrastructure of physical well-being within the working
environment. The climate at work and company performance standards to keep on progressively
building on new working avenues to gain higher effective performance metrics for longer
performance metrics. Workers well-being is key factor in determining an organization long term
effectiveness which enable to bring on wider scale services for rapid growth paradigms and to
bring on keen focus for their motivation factors. The well-being and stronger productive growth
enables to bring ion technical effectiveness for longer reattainment and developed
reconstructional operational efficiency. Principles of national and global well-being agenda at
work can be analysed with the wide functionality and determinants of best working strengths
among employees, to keep on motivating teams working in companies to bring on higher
competitive levels within their performance metrics (Van Wingerden, Bakker and Derks, 2017).
Globally companies are recognising the wide opportunities and developed business
structure formulation, by bringing on synergy of optimistic growth, new quest synergy and
technical advancement within the human resources. They are one of the biggest asset for
company who aim to achieve large business profits and continuous working efficiency for longer
technical effectiveness and gaining higher value o0f growth within business scenario. The well-
being relates to large factors where employees relative advancement as their preferences are
highly developing long term provoked working patterns within their business development and
company culture. Infrastructure has high profound impact among employees working strengths
as their safety and precautions while working with dynamic factors of strengths motivates them

to be active at work with best factors of technical advancement. Principles of well-being also
relate onto wider fundamentals where the safety, emotional well-being and proper supervision by
leaders and supervisors also have massive imapct within their working standards. Nationally and
global paradigms of employees well-being enables us to understand the vivid working technical
parameters to bring on positive be synergy of innovation and developed functional efficiency for
longer strengths and commitment. The well-being of employees has wide opportunities for the
company to gain on stringent positive competitive working culture at work and train employees
as per their skills and functional effective benchmarks to pertain on wider rational functionality
which will develop strong synergy of the best productive patterns. The dynamic business world
gives huge competition to keep on developing strong teams and to pertain onto wider dynamic
diversi8ty standards which motivates their vision for longer synergy of advancement. There has
been recorded growth within employees who are skilled, talented and diversified with large
experiences to pertain onto more dynamic working avenues within global business scenario to
bring on more profitable working progression and high researching strengths. Thus skills and
factors enable to bring on high effective working operations where well-being plays an active
role (Bakker and Demerouti, 2018).
Emerging sociological issues
Emerging sociological issues can be projected in following points.
Discrimination at work place: Discrimination has been one of the major sociological issues
employee face at work place. Discrimination involves doing unfair treatment with employees on
the basis of gender, nationality, cultural differences and on the basic of any other social ground
(Becker, 2017). Most of the case of discrimination face by women employees part of corporate
organisation. Discrimination involves unfair treatment in salary, growth, designated positions in
organisation and other forms of unfair treatments with employees. Earlier the society was man
dominating which has emerged to this issues in corporate sector. Discrimination at work place
causes to negative work culture in organisation
Mental health issues: This is also a key sociological issue employee at work place face. In
recent times corporate culture has expanded immensely due to major economic growth all across
the globe. The emergence of the economic growth has also channelised immense work pressure

over employees part of the corporate sector. Due to work pressure and heavy competition
between human resources part of the organisation mental healthy become one of the major issue
employee face in companies. This causes to many illness, mental imbalance and other mental
health issues.
Concepts of well-being agenda
In order to deal with the discrimination issue and mental health issues at work place
concepts like employee motivation and anti discrimination policies can be implemented at work
place. Both the concepts will allow companies to deal with the issues. Both the concepts will
allows employees to get proper benefits against the work pressure they handle to meet the
requirements of the designated positions they hold. These concepts of employee well being will
also support organisations to provide health, happiness and prosperity (Nielsen, Nielsen, and
Isaksson, 2017).
Critically discuss two themes
Motivation
It is most important theme for employee wellbeing because it inspires individuals to put
their efforts in the workplace effectively. Motivation is major factor of employer success because
it supports organization to keep motivate it’s staff member and retains them for long time within
company (Myers, Dickie and Taulbut, 2018). It leads satisfaction in individuals for the job and
encourages them to give best performance within workplace. There are lots of motivation
theories and techniques i.e. Maslow’s Hierarchical needs, Herzberg equity model and others,
supports organization to understand individuals needs and expectation from the employer as well
as maintains their wellbeing within company (Blake, 2019). There are some motivation
techniques i.e. reward strategy, profit sharing, flexible working hours and employee welfare
policies etc. influences individuals to give high performance within company and maintains
wellbeing of them and their family for the job. There are two type motivation such as intrinsic
motivation and extrinsic motivation, plays effective role in different situations to maintain
employee wellbeing effectively. For example, incentives, bonus offers to the employees as
rewards by the company so that they do not feel stressful in peak time and supports company to
achieve short-term goals by own stress management. While respect, recognition etc. are offered
as reward to the employees that connects them with employer emotionally and influence them to

give honest performance within workplace. Motivation is the main medium of employee
wellbeing which keeps them healthy, happier and prospective at the workplace. Maslow’s
Hierarchical needs is basically designed for understanding basic needs of individuals and
fulfilment of these needs’ leads self-actualization in them for job and maintains their wellbeing
(Cheng, Jepsen and Wang, 2020). A good employee wellbeing is the sign of business success for
example when employees are high satisfied from the job then they just think about organization
success and puts high efforts to make organization more successful in the business market.
Therefore, Motivation gives huge contribution to maintains staff wellbeing positively within
organization.
The major drawback of the motivation is this it requires good managerial skills which can
influence individuals to maintain their wellbeing. In addition, when management is highly
skilled then enables to implement motivational model within workplace effectively. There are
some other drawbacks of motivation theories i.e. Maslow’s hierarchical needs leads self-
actualization individuals for the job but leads competitive disadvantage within company due to
high turnover of employees (Wood, Daniels and Ogbonnaya, 2018).
Equality in workplace
It also plays effective role in employee wellbeing because each one wants that whereas
they offer their services, gets respect from senior authorities like others. Inequality within
workplace reduces wellbeing of individuals and demotivates them to work. When organization
keeps equality in all aspects such as promotional policies, task delegation, respect, salary,
opportunities, decision-making and others that attracts employee and inspires them to retain in
the company for long time (Huo, Boxall and Cheung, 2018). Inequality in the workplace is
mainly finds in some organization which occupy diversity. Diversity in the workplace refers as
the people who keeps difference to each other in term of colour, age, gender, sex-orientation,
background, language and others. in that case, equality must require to keep individuals
motivated and empowered within workplace. when employees get fairness in decision-making
process that influence them to give honest performance within company and improves their
engagement in other business activities (Krekel, Ward and De Neve, 2019). Gender equality is
also important factor of employee wellbeing because most of the time it happens that female are
not treated equally like male within organization in term of salary, promotion policies and
respects which demotivates them for job and creates stress level. As same concept implements

for the cultural diversity whereas individuals are discriminated for their culture which also
reduces their wellbeing within company. When all staff member gets equal opportunity in
promotional policies and decision-making that encourages them to give high attendance in the
workplace and puts more efforts to lead success in organization’s predefined plan. When an
organization keeps equality within workplace that leads high productivity of staff member within
and maintains their wellbeing positively (Khan, Khan and Rasheed, 2019). Equality minimizes
conflict crisis between management and employees and creates healthy working environment
which leads productivity and raises goodwill of the busines in the business market, High level
satisfaction of employees improves potential and risk-taking capabilities in individuals and
develops strong workforce. The major drawback of equality in the workplace is that it requires
high maintenance and effective management approach then employee wellbeing can be
maintained. It is time-consuming and quite costly process to lead equality in the workplace.
Strategies to channelise employee well being
Organisation can channelises the following strategies to support employee well being at
the organisation. These strategies will allow company to cope with both the primary sociological
issues mental health and discrimination issues at work place.
Maslow's need hierarchy model: This is an effective strategic direction companies can provide
to deal with mental health issues or work pressure at companies. If the employee get the proper
employment advantages against the work load he handles mental health will never become a
major issue for employees. Maslow's need hierarchy model drives management in organisation
to improve the motivation level of employees by fulfilling different requirements and needs of
employees at work place (Harger and Quintela, 2017). This strategic tool will cover different
kinds of needs such as basic needs of human beings related to health, safety, basic food and
shelter related needs. This strategic tool will also allows company to give priorities to meet other
requirements of employees such as growth by improving the organisation hierarchy. This
strategic tool is a sufficient approach to deal with the mental health issues employees becomes
part of the organisations.
Anti discrimination policies: From many decades discrimination has been one of the major
issues associated with the sociological issues in companies. Discrimination involves unfair
treatment with employees in company. Anti discrimination policy company can implement to

deal with this sociological issue. IN this strategic tool organisations can frame strict rules against
the discrimination at work place (Scheer, 2017). Organisations can also implement the anti
discrimination cells in the organisation hierarchy of company so that employees suffer from any
kind of discrimination at work place can get a proper treatment in organisation. This strategy is
an important strategic tool can channelise to deal with the discrimination issue at work place.
The above mentioned strategies are among the primary strategies can be implemented to
deal with sociological issues at work place with employees.
CONCLUSION
This report has talked about the sociological issues employees faced at work place. The
primary sociological issues at work place employees face is discrimination and mental healthy
that can further be projected as motivation issues. In order to deal with the social issues at work
place motivation strategy call mallow need hierarchy model can implement and also to deal with
discrimination anti discrimination policies can be implemented in the organisation. Both the
strategies will support organisation in dealing with both the primary sociological issues at work
place. These strategies will resulted into effective work culture at the organisation level. The
findings of the report is projected that motivation is highly based on the needs and requirements
of employees that drives them to join companies. In order to motivate employees in company it
is essential for organisation to deal with employees needs and requirements. Both the strategies
will highly support employee well-being at the organisation (Guest, 2017).

REFRENCES
Books and jouranls
Bakker, A. B. and Demerouti, E., 2018. Multiple levels in job demands-resources theory:
Implications for employee well-being and performance. Handbook of well-being.
Becker, P., 2017. Sociological imagination and our uncertain future. In British Sociological
Association's Annual Conference.
Blake, H., 2019. How to manage employee wellbeing in a small business.
Cheng, Z., Jepsen, D.M. and Wang, B.Z., 2020. A dynamic analysis of informal elder caregiving
and employee wellbeing. Journal of Business and Psychology. 35(1). pp.85-98.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Harger, B. and Quintela, M., 2017. The IRB as Gatekeeper: Effects on Research with Children
and Youth', Researching Children and Youth: Methodological Issues, Strategies,
and Innovations (Sociological Studies of Children and Youth, Volume 22) (pp. 11-
33). Emerald Publishing Limited.
Huo, M.L., Boxall, P. and Cheung, G.W., 2018. How does line-manager support enhance worker
wellbeing? A study in China. The International Journal of Human Resource
Management, pp.1-19.
Khan, J., Khan, S. and Rasheed, F., 2019. Authentic Leadership, Employee Wellbeing and
Employee Creativity: The Mediating Role of Knowledge Sharing. Market
Forces. 14(2).
Krekel, C., Ward, G. and De Neve, J.E., 2019. Employee wellbeing, productivity, and firm
performance. Saïd Business School WP. 4.
Myers, F., Dickie, E. and Taulbut, M., 2018. Employee voice and mental wellbeing: A rapid
evidence review.
Nielsen, K., Nielsen, M.B., and Isaksson, K., 2017. Workplace resources to improve both
employee well-being and performance: A systematic review and meta-
analysis. Work & Stress . 31(2). pp.101-120.

Scheer, A., 2017. Maneuvering the Stormy Waters of Ethnography in an Inner-City School:
Reflections from the Field', Researching Children and Youth: Methodological
Issues, Strategies, and Innovations (Sociological Studies of Children and Youth,
Volume 22).
Van Wingerden, J., Bakker, A. B. and Derks, D., 2017. Fostering employee well-being via a job
crafting intervention. Journal of Vocational Behavior. 100. pp.164-174.
Wood, S., Daniels, K. and Ogbonnaya, C., 2018. Work-life balance supports do improve
employee wellbeing. The Work-Life Balance Bulletin, p.5.