Employee Well-being and Organizational Performance: A Report

This report delves into the critical concept of employee well-being within organizations, emphasizing its impact on both employee performance and overall company success. It explores the scope, nature, and limitations of employee well-being, highlighting the importance of maintaining employees' physical and mental health to enhance efficiency, job satisfaction, and retention. The report uses Tesco and Sainsbury's, two prominent UK-based supermarket retailers, as case studies. It examines their specific initiatives and strategies aimed at promoting employee well-being, including training and development programs, flexible working hours, and health benefit policies. The report also discusses the legal aspects, such as the 'duty of care,' and the need for organizations to create a healthy and safe working environment. The findings underscore how employee well-being initiatives can lead to increased productivity, innovation, and a positive work-life balance, ultimately benefiting both the employees and the organization.

Human Resources

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Employee well being...................................................................................................................3
An example of organisation that attempt at employee well being initiatives.............................5
Another example of company that takes initiatives regarding the well being of employees......7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Employee well being is related with maintaining the complete physical and mental health
of employees in an organisation so that the health of employees while working does not get
deteriorated. This help in providing the employees with health benefits so that they can use their
skills and talents efficiently without falling ill frequently that can help the company in reducing
absenteeism in company and improving the well being of employees. By encouraging practices
which improves health of employees their job satisfaction can also be increased which help in
employee retention thereby improving brand image of company (Arnold, 2017). In this report
two organisations i.e. Tesco and Sainsbury are taken which are supermarket retailers based in
UK. In this report the scope, nature and limits of employee well being will be discussed along
with the attempts which are taken in both organisations in ensuring well being in company.
MAIN BODY
Employee well being
Employee well being is an important concept which must be applied in companies so that
the mental and physical health of employees can be optimised which can help in increasing their
efficiency to work and also increasing their job satisfaction. The scope of employee well being is
vast for both the company and employees as it help in increasing the productivity of both the
employees and company and increase company profits. This also help in increasing employee
relationships with the company and they help company in achieving their goals. The company
can become successful and highly sustainable in market as the employees who are healthy and
safe can increase innovation in company which help in meeting the changing requirements of
company. The nature of employee well being is concerned with improving the working
environment of company so that employees can perform their job role in an efficient manner
(Pawar, 2016).
Companies must attempt to increase employee well being so that their turnover can be
decreased and a work-life balance can be established which is essential in maintaining their
quality of work and using their skills and talents in an efficient manner. Workplace health
promotion have a positive impact on employee's health and well being which helps the company
in achieving its timely goals as the employees can perform their work in an efficient manner and
also their absenteeism in company can be reduced. Employee well being also help in managing

stress and tensions among the workers so that they can work efficiently and help the company by
coming up with new and innovative ideas so that the quality of goods and services can be
improved. Well being of employees help in increasing productivity of workers as healthy and
safe working environment improve their ability to come up with new and innovative thoughts
that can help in improving the quality of their work.
Organisations can use various processes/activities/initiatives so that the employee well-
being in company can be improved and they can be encouraged to use their skills in an efficient
manner that can help in increasing company profits. There are various activities like increasing
employee engagement, encouraging participative leadership, following all the safety and healthy
standards, improving work life balance etc. These initiatives and processes can help in improving
job satisfaction of employees so tat they can be encouraged to use their complete potential in
achieving company goals (Pawar, 2016). Increasing employee participation in decision making
in an organisation help in increasing innovations in company as the ideas and views of
employees can be used in improving the quality of products and services which are offered by
company. The organisations can also include many health benefit related policies so that they
can be given health benefits thereby improving their health issues. Engaging employees in
company can help in improving the motivation of employees as they get to participate in
decision making which gives value to their views and opinions thereby increasing their value in
company. The decrease in absenteeism in company is an indicator that efficient employee well
being initiatives are taking place in company. Also the increase in innovation in company
products and services also indicates that the employees of company are taken care of which help
in increasing their enthusiasm in coming up with innovative ideas and opinions in company
(Zheng and et. al., 2016).
The employers of company can interfere in the lifestyle of their employees only to the
extent to which they can help in creating a healthy work life balance so that the employee can
give time to both the company and their personal life. Maintaining work-life balance plays an
important role in improving the health of employees so that they can manage the work pressure
and stress efficiently. It also help in improving the quality of their work as they can maintain a
balance in their work and personal life. Organisations need to have the legal perspective of 'duty
of care' for their employees so that they can decrease the level of negligence towards them. It is
important that the organisations care for their employees by giving them safe and healthy

working environment and treat them equally and fairly so that the employees can be provided
with a healthy working environment. It the duty of organisation to protect the right of employees
so that they can work freely and are given equal opportunities to use their skills and talents in
achieving company goals (Zheng and et. al., 2016). It is the legal duty of both employees and
organisations to work for each other so that the interests of both can be maximised.
Thus employee well being plays an important role in enhancing the effectiveness and
quality of work done by employees as they are given positive and healthy working environment
which is important in improving their health and well-being. Companies need to take initiatives
and start processes which can help in improving work environment of company so that the health
of employees can be improved and they can use their talents in a better manner. Employee
turnover also gets reduced which help in retaining highly talented and knowledgeable employees
in company so that the brand image of company can also get improved thereby increasing
company sales.
An example of organisation that attempt at employee well being initiatives.
According to the above discussion an employee is one of the most important asset for the
organisation as it leads company to gain long term results. In the present scenario, it is identified
that Sainsbury's is one of the largest retailer of UK market. Along with this management of
Sainsbury's gain the experience of retail market from more than one century. Foods & Beverage,
cosmetic, personal care products, beauty etc. works to generate and manage business across 190
countries. According to the report 2019, Sainsbury's is managing there operations at global
level. So it is essential for company to perform all task with in ethical manner. This determines
that for the accomplish of all task and objectives an organisation must engage all employees for
increasing productivity. Sainsbury's is well-known for all techniques such as training and
development through which companies generates better results for organisation. This also refers
that with proper understanding and implement of right programmes for welfare of employees it is
easy for management to treat workforce in proper manner (Khandelwal and Upadhyay, 2019).
As compare to other retail organisation it is analysed that the value and goodwill of organisation
perform an essential role to increase the sale of products. Therefore, Sainsbury's management
includes all techniques which boost performance of company within right manner.
TESCO promote all those products as well as services which promotes wealth and health
of consumers. Organisation works with motive of increasing health of customers that maximise

the fitness level of employees, people. In the year 2014, Unilever generates framework that
address physical and mental emotion due to which employees are more motivated to perform
organisational task and projects in proper manner. Sainsbury's concerns to perform its work as
per physical well-being framework that states the ability to perform work in order to reduce the
physical aspects of employees (Riccucci, 2018). It is also related with organisation that
organisation is managing its work that employees does not face lack of sleep, easily concentrate
on their work. Along with Company performs all of its work as per right plans and strategies for
not impacting on the personal life of organisation. With right and purposeful framework
respective organisation consider that all of its goals and objectives are fulfilled in right manner.
With right objectives it is easy to generate better purpose in organisation which leads
management to manage its task according to models that boost employees performance. Mental
wellness also play an essential role for improving functions productivity of work. This refers
with right ability mental state to work with more efficiency is directly increased. In the laser
emotional mind states also leads companies to work with right manner that is used for enhancing
overall productivity as well as satisfying employees for improving performance of organisation.
Sainsbury's manage its task that relates with formulate of right strategies and policies
which is directly leads companies to achieve personal and professional goals of organisation.
Flexible strategies work as a period that is leading company to achieve its targets within decided
time period. Team work and collaboration is most effective methods which leads company to
target and build positive image of company in the market. Along with this Sainsbury's is also
providing positive working environment that got enhance participants of individuals for
generating better results in company. Along with this extra facilities that is flexible working
hours and short term appraisals also boost the morale and confidence of employees to perform its
task in minimum time period. Along with this it is also used by management for managing
business that is used to match with flexible hours in order to manage work as per dimensions that
is leading company to gain long term results with the help of managing its work as per right
situations that is well-being to create wellness at workplace. Traditional and modern work
methods both are different from each other so it is essential for manager of TESCO to adopt right
strategies in order to perform work with right resources and skills (Routledge.Vaiman and et. al.,
2018). Example- professional development program are developed to manage all task with in
appropriate manner. Strategically combined benefits leads management for providing various

benefits to all workforce. Monetary and non-monetary benefits are two methods which is leading
company to perform work with open space and correct manner. Example- Paid leaves and
incentives are most effective method for company which is leading company to work towards
accomplishment of organisational goals and objectives. This results it is essential for the
company to determine all those aspects that relates with Stakeholders of TESCO. So with the
improvement of employees productivity it is analysed that organisation overall performance is
increased through which international companies complete all task in proper manner (Wass,
2019). This also relates with performance of company that is boosting the employees
performance and morale to engage in all operations and functions of company.
Another example of company that takes initiatives regarding the well being of employees.
Well-being of employees imparts the positive approach of the company in order to get
satisfy the need and demand of the employees. As they are the most important aspect of the
company that helps to get performed all the work with an effectiveness and more efficiencies.
The initiatives that has been taken by the company in regards of their employees and in this the
first company is Tesco plc that is the multinational retailer company of groceries and
merchandiser that was established in 1919 and the founder is Jack Cohen with having the
headquarter in Welwyn, Hertfordshire, UK. Tesco in of the most largest retailing company all
across the world and listed on number 3 as per their gross revenue and on 9 position as per their
net revenue generation and they operates their function in the 6800 number of stores in 2019.
Tesco works on diversified services and in this includes the supermarkets, shops, stores,
hypermarkets and others too. They provides the employment to the 450000 number of people in
all of their centres or stores. In order to manage and control the employees different strategies
must have been appointed by the company as to get satisfies the customers. Thus they get world
to resolve the different issues as like mental illness and different issues related to the health. It
has been done by the company as to get satisfy the basic need of the customers that supports
more growth and better development (Carpitella and et. al., 2018). It also supports to gain the
higher advancement and long term sustainability within the business to get long term success and
growth.
They has the focus to develops the paramount of the health and wealth of the employees
and for this they conducts different programmes that emphasis the connectivity of them to the
employees. Company also spends the best amount to the employees as by which they always get

satisfied with them. Tesco prevents the flexibility in the working hour as it is the very well
known organisation that has wider acceptability in the market as well and they take the employee
well-being even more seriously. The manger develops different strategies and tactics to provide
equal opportunities to all the business. Thus for this Tesco must provides the best and balanced
environment by providing the flexibility in the working hours and different policies as like
career break and child nativity services as well as per the different shifts as like morning,
evening and night. In addition to this Tesco develops different policies as like work from home
in which the online work must be get handled from the home as well and that is implies when the
employees has an urgency. Back to work also be the policy in which the short time period will
be provided to the employees by the company in which employee is free to whatever they want
to without any restrictions. Tesco also provides the free counselling to the employees in which
the manager presents the different ideas through which employee measure and gain more success
in their life (Collings, Wood and Szamosi, 2018). Tesco provides the special offers and
vouchers to the employees by which they could easily purchase anything from the store with
minimum prices. They also provides the adequate knowledge to get stop smoking as it is
injurious for the health and other programmes as well that has positive impact on the mental
sightedness of the employees (A healthy workforce: the employers taking staff well-being
seriously, 2020).
In addition to this, TESCO is providing better educational and training awareness
programmes for the individuals that provides different benefits to first aid kits, health and job
specific backs that is used to support and generates long term results for securing employees
health and programmes. This is also used by company for reducing the absent number of
employees and other staff on daily basis. Along with this right health programmes and strategies
is leading companies to deal with issue of early retirements due to retain number of employees is
directly increased. According to the manager of TESCO, most of the stores are facing problems
or challenges due to the high turnover rate of employees. So it is the responsibility of manager to
deal with such problems by generating right assumption for the staff members. Healthy and fit
employees leads management to increase strength of company. It is also increasing that number
of staff because healthy employees perform its work to develop positive work environment in the
company. This results it is easy for company to implement right practices such as engagement of
large number of employees to complete all task as a team. Moreover, with right outcomes it is

easy for management to recognise those aspects that is enhancing employees performance by
recognition employee needs and wants.
In the context of TESCO management concern that its wellness strategies work and
improve performance as per continuous basis for providing better platform to all of its
employees. Physical benefits generates regular changes in wellness programmes that is used to
make long term results (Guest, 2017). With the involvement of right employees it is identified
that collaboration of workforces leads company to manage there work with health of employee
benefits. Gym facility is a way to improve physical capability of employees. On the other side,
for improving mental state of employees TESCO developed playing area to relax mind of
consumers the staff. So with both facilitates overall employees performance is increased and
leads the company to gain long term success in market. With reducing low turnover of
employees it is analysed company manage its work and boost overall performance of
organisation.
CONCLUSION
From the above report it is summarised that employees are the most important asset for
an organisation which are managing the employee work to work with productivity and
profitability. This is also used to perform work that is used to work as employee recognition.
Along with this it requires several initiatives and strategies for improving overall health of
employees. This is also used to gain and understand mental and physical challenges in order to
increase confidence level of workforce. Along with detail examination relates with well-being of
workforce and its scope is considered to analyse business measures for gaining success and
effectiveness in organisational work. In addition to this, managers also develop right strategy to
understand concept of workplace in order to formulate right strategy to gain maximum results
from all operations.

REFERENCES
Books and Journals
Arnold, K.A., 2017. Transformational leadership and employee psychological well-being: A
review and directions for future research. Journal of Occupational Health
Psychology .22(3). p.381.
Pawar, B.S., 2016. Workplace spirituality and employee well-being: An empirical examination.
Employee Relations.
Zheng and et. al., 2016. Impact of individual coping strategies and organisational work–life
balance programmes on Australian employee well-being. The International Journal of
Human Resource Management .27(5). pp.501-526.
Khandelwal, K. and Upadhyay, A.K., 2019. Virtual reality interventions in developing and
managing human resources. Human Resource Development International, pp.1-15.
Riccucci, N., 2018. Managing diversity in public sector workforces: Essentials of public policy
and administration series.
Routledge.Vaiman, V. and et. al., 2018. Macro talent management: A global perspective on
managing talent in developed markets. Routledge.
Wass, V., 2019. Personnel economics: managing human resources through performance-related
pay. In Elgar Introduction to Theories of Human Resources and Employment Relations.
Edward Elgar Publishing.]
Carpitella, S and et. al., 2018. Managing human factors to reduce organisational risk in industry.
Mathematical and Computational Applications. 23(4). p.67.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human resource management (pp. 1-23). Routledge.
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.
Schultz, P. P. and et. al., 2015. Mindfulness, work climate, and psychological need satisfaction
in employee well-being. Mindfulness. 6(5). pp.971-985.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Morgeson, F. P., Brannick, M. T. and Levine, E. L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Online
Key Disadvantages of Employee Wellness Programs. 2019. [Online] Available through:
<https://website101.com/small-business/disadvantages-employee-wellness-programs/
#.XkuvWi0zab->.