Analysing Employee Well-being as a Core Organisational Responsibility

This essay discusses the responsibility of organisations towards their employees' well-being, highlighting the impact of work-life balance on employee retention and overall organisational success. It explores the concepts of health and well-being in the workplace, employee engagement, and workplace well-being through a literature review. The essay emphasises the importance of creating a supportive environment where employees feel valued and engaged, leading to increased productivity and reduced resignations. Factors influencing employee well-being, such as organisational climate, leadership quality, and job demands, are also examined. The conclusion reinforces the idea that prioritising employee well-being is crucial for organisations to foster a positive work environment and achieve sustainable growth.

An organisation has a
responsibility to its employees and
their well-being For example a
poor work life balance can lead to
resentment from employees ending
in resignations

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Health and Well-Being in the Workplace: A Review and Synthesis of the Literature..........3
Employee Engagement and Well-Being................................................................................4
A Literature Review of Workplace Well-Being.....................................................................5
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
In an organisation employees are playing immense role in attaining business objectives
along with providing sustainability as well. In this manner for every business using such
measures are essential in which they may enhance capacities in which work life balance can be
managed and at the same time number of resignations within organisations can be minimised.
For an employee this is imperative to have such aspects in which they may get to balance their
work life activities so that it will be advantageous for employees as in terms of giving their skills
to the business (Burnett and Lisk, 2019). Besides this for organisation these activities are helpful
as when employees are retained their efforts could lead the company to gain success. In this
essay differentiated concepts are enumerated which can be helpful for an organisation to develop
their employees and minimise practices of resignations.
MAIN BODY
Health and Well-Being in the Workplace: A Review and Synthesis of the Literature
Health and well-being at workplace is one of the significant aspect which has
increasingly important for the organisation in order to gain emotional and mental involvement of
employee working (Ahmed and et. al., 2020) An individual is required to provide their physical,
emotional and mental involvement within organisation in order to enhance their involvement and
for gaining all these domain organisations are requisite to use such practices by which health and
well-being practices can be promoted. On the other hand work related stress is regarded as the
another constraint which is compelling employees to leave their job as this is being analysed that
more than one third of a day is spent by employees at workplace and every activities executed
within workplace has major impact over physical and mental health of employees. Due to
imbalance in such aspects work stress may be increased and lesser productivity within
employees can be seen. The major dimension of an organisation is to construct aspects related
with health and well-being so that work and non-work satisfaction can be attained to employees.
Health is regarded as the subset of well being and this is associated with combination of mental
and psychological factors through which directly linked with physical condition of individual.
There are various factors by which health and well-being of individual get impacted and one of
the prominent among this is work settings (DiPietro, Moreo and Cain, 2020). When different sort
of hazards are exerted within workplace such as health hazard, safety hazards and other hazards

the this may lead into developing into dangerous setting within workplace and resultantly
negative impact can be seen within workers and their health as well. When such negative impacts
are seen within organisation then personality of individual may also get impacted in negative
manner as locus of control of employees may be lost and individual interactions may be lost as
well.
Personality traits are defined as one of the significant factor which are defining such
indicators in which work related stress may be avoided and at the same time organisational
settings can be maximised (Azim and Al-Halawani, 2020). The framework is used in order to
identify such sets which is helpful in analysing such consequences at workplace. The centralised
force within organisation is demonstrating conceptual aspects linked with health and well-being
so that mental and other dimensions can be relatively managed (Cooper and et. al., 2019). This is
being examined that subjective distress is one of the major constraints due to which level of
energy and synergy can face negative impact and in this manner significant experiences can be
seen in adverse manner. In order to prevent the same organisations may use various strategies
linked with employee personal and professional benefits. For an organisation measuring of self
and overall objectives is necessary which may deal with aspects related with employee
dissatisfaction and encompass and in this manner creation of unsafe environment can be created.
The legal community is providing such aspects in which occupational health can be upkeep (Kim
and Kim, 2020). This is being examined that there are various disease which are related with
cardiovascular disease and this may lead in losing of significant control of employees.
Employee Engagement and Well-Being
Employee engagement is regarded as such element in which various variables are seen
and in the same manner logical steps are exerted so that to employees can be assimilated for
completing business tasks and attain such objectives as well. For industry of hospitality this is
significant to develop and inhale practices by which employee engagement can be enhanced and
in the same manner employees health and well-being can also be stimulated. For an organisation
this is consistent to develop and attain higher employee engagement so that performance of
overall organisation can be enhanced (Sarwar and et. al., 2020). The relationship between
workplace climate and employee engagement is directly established and these are also directly
impacting employee emotions and their retention. There are various dimensions which employee
engagement can be enhanced and these are the dimensions which are leading the way to develop

business potential and workplace climate. Workplace climate research is emerged with such
connected psychological state which are strongly developing major constraints linked with
employee perception and in this manner areas for business development can be examined and
understood as well (Radic and et. al., 2020). The entropy of employee engagement is highly
assisting the organisation in such a manner that discretionary efforts can be seen which are
helping in covering differential logical concepts leading in business setup. Employees those are
working with negative psychological climates may face negative emotions and lack of peer
support. This will minimise their contribution to their organisation as their work is taken as
granted. In this manner employee linked outcomes can be exerted and at the same time unique
and distinctive roles can be played by every working employee so that overall performance of
the organisational aspect can be enhanced (Singh and et. al., 2019). When cognitive and
emotional aspects are not met in effective manner then this would develop several consequences
related with work related stress and lesser productivity can be seen. Moreover this is probable
that to have such positive views in which research advancement practices and procedures can be
seen.
According to Kahn theory of employee engagement there are various reasons due to
personal presence may arise and through this personal presence and behaviour due to which
performance can be enriched. This framework is offering specific reflection in which willingness
of employee to work may be shown and at the same time three other factors are also enumerated
such as cognitive engagement, emotional engagement and behavioural engagement. Cognitive
engagement is revolving around employee appraisals and in this manner workplace climate can
be enhanced (Turner, 2020). Emotional engagement is revolving around broadening of emotional
resources of employees so that emotional engagement over workplace can be increased. Besides
this creative thinking is the other engagement level in which firmness can be gained. In the
context of employee engagement this can be said that employee well being can be supported
with various aspects and these are associated with minimising overall stress.
A Literature Review of Workplace Well-Being
Workplace well-being is categorised as one of the significant factor which is being
inhaled within an organisation in order to provide sustainability within the organisation and in
this manner employee retention and productivity can also be increased (Farrukh and et. al.,
2020). Such organisations which have implemented health programs they are providing better

results in terms of higher employee retention, higher productivity and employee engagement. In
the context of individual this is being observed that when employees are high in mental health
within organisation this will lead into developing positive image of the organisation and in such
manner workforce planning can be rendered within the organisation. Employees are treated as
one of the prominent element within the organisation and these are specifically managing well
being of the company and workplace as well (Soriano and et. al., 2020). When appropriate
workplace well-being is promoted within the organisation then this will lead into developing
attachment of employees and in the same manner work life balance can be prepared which is
providing ample opportunities in enhancing personality characteristics so that psychological
constraints can be developed and built up. Employee well-being is promoting employee
engagement within the organisation and in this manner overall usefulness can be seen (Kwon and
Kim, 2020). Work stress is the condition in which employee feel anxiety in working so this is the
situation in which overall productivity can be minimised and at the same time employee
commitment can also be minimised.
There are various factors which are influencing employee well-being at workplace such
as organisational climate as due to organisational climate various skills and expectations can be
added which may lead into developing workplace well-being. Besides this quality of leadership
is the another aspect in which good quality of interactions can be exerted which could be helpful
in attaining well-being of workplace (Nienaber, 2019). Job demands is the other factor which is
having higher role in managing well-being of workplace. Organisational culture is one of the
most essential aspect in which required communication can be exerted and in the same manner
supportive behaviour can be seen. Workplace community is regarded as the differential aspect in
which various components can be seen so that in significant manner overall business functions
can be executed. In the context of hospitality industry this is being analsyed that the need of
employees are higher as all the tasks and practices are executed. Besides this workplace
interactions are regarded as significant movement in which employee may understand regarding
health and well-being practices within organisation (Shuck, 2019). By analysing these factors
feeling of involvement and happiness can be given to employee which is the reason in which
fuller employee engagement can be seen and overall progression opportunities can also inhaled.
Emotional involvement is helpful in generating such dimensions in which needed and desired
involvement can be seen by employees.

CONCLUSION
From the above information this can be summarised that for an organisation their major
responsibility is to render such environment to employee so that they can manage overall
working and provide their efforts within organisation. On the other hand this is concluded that
using such practices in which work life balance is provided to employees it could be beneficial
for them to enhance their retention in such a manner that skills and capacities of employees can
be used in appropriate and optimal manner. Employee well-being are regarded as such practices
by which feeling of happiness and higher involvement can be seen and organisational
prominence can be enhanced.

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