Organizational Wellness: Reflective Essay on Key Aspects

This reflective essay examines organizational wellness, focusing on the management of emotions in the workplace and employee empowerment. The author discusses the significance of emotional intelligence, emotional dissonance, and emotional labor, drawing on personal experiences and relevant theories to highlight their impact on employee performance and organizational health. The essay also explores employee empowerment, its positive and negative aspects, and its role in fostering a healthy and productive work environment. It references structural and psychological empowerment models, as well as the Healthy and Resilient Organization (HERO) model. The author concludes with recommendations for improving emotional management and employee empowerment to enhance organizational wellness. The essay emphasizes the importance of self-awareness, self-control, and the recognition of employee rights and responsibilities to foster a positive and supportive workplace culture.

Running head: ORGANIZATIONAL WELL NESS
ORGANIZATIONAL WELL NESS
Name of the Student
Name of the University
Author Note

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Introduction:
Organizational wellness refers to the wellness program of the organization towards the
betterment and the wellbeing of the stakeholders as well as of the overall organization. In other
words, the organizational wellness entails health promotion activities in the workplace that
includes all the key stakeholders in order support the healthy behavior within the workplace and
enhance the health outcomes (Dale & Burrell, 2014). The wellness program of the organization
contains various aspects from the welfare of the employees to the development of the
organization. In other hand, the process of the organization wellness also includes various
activities such as effective leadership, commotion, employee management and empowerment
and so on. The importance and the necessity of the organizational wellness program lies in the
overall improvement of the employees and the work process which leads the organization
towards future sustainability and the success. In addition, the importance of the wellness
activities within the organization is able to reduce and avoid the illness among the employees
that lead the company towards the effective outcome from the employees. Some of the benefits
of the organizational wellness refers to the improvement of the employee health, enhancement of
the work satisfaction, employee retention and low turnover, betterment of the organization
culture and strengthening of the employee relationship, diversity management and overall the
sustainability of the organization. This reflective essay sheds light on the various aspect of the
organization in terms of providing wellbeing of the organization and betterment of the
employees within the same. However, I will discuss the topic from my own point of view.

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Topic 1:
From the reading of the topic of the management of the emotion within the workplace, I
understood that emotions play an important role in determining the image of the employees as
well as the performance of the same in the workplace. I found out that the emotional dissonance
is an important part of the management of the emotion within the workplace in order to maintain
the professional environment (Burrus et al., 2012). I came to know about the emotional
management in the workplace after experiencing situation in my workplace, which led me t the
embarrassment among my collogues. From the experience I learned that I must control and
manage my emotional expression in the professional circumstances. In fact, I had chosen the
topic for writing because I felt that there are many of the employees within most of the
organization who are unaware about the emotional management within the workplace, which can
lead them to unexpected and unwanted situation. In a professional meeting in my workplace, I
expressed my emotional outburst while making decisions on certain points, and the result of
emotional outburst affected my decision making process accordingly, which was definitely
unwanted.
Later on that day, I realized that the lack of ability to manage my emotional outburst
within the workplace is not only hampering my job, but also was projecting negative impact on
my workplace. Indeed, I felt embarrassed about my attitude in the meeting that was driven by my
emotion. In addition, I also felt the happening as the challenge to myself because it was my
emotion and only I could control and manage the same and not doing this can lead me as well as
my professional career towards a negative outcome. I felt that the emotional management is
definitely an indication towards emotional dissonance which refers to the conflicts between the
experienced and native emotion and the expressed emotion for the display to the others.

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The emotion refers to the strong feeling about something that is deeply connected or
related to the person (Ekman, Friesen & Ellsworth, (2013). In other word, the feeling can be
measured as the psychological expression based on the experience or activities. The management
of the emotion I workplace is important for the organizational wellness. For example, the
positive expression of the emotion is capable of maintaining healthy organizational culture and
the negative emotions of the employees create a negative impact on the organization which can
provide declining effect in the same. Emotional negativity of the employees in the workplace can
even contaminate any good news, whereas the positive emotional attitude of the employees can
encourage and motivate the entire team as well as the organization for the wellbeing. In short,
proper emotional management of the employees is the key determinate of the organizational
health. The management of the emotions signifies the emotional labor. As per my understanding
and experience, the emotional management was inadequate in me that not only made me feel
embarrassed but also disrupted the organizational health.
To understand the emotion and the management of the emotion I have presented some
theories based on the topic. For the understanding of the topic that relates to the workplace, I
found out that the job stress lead the employees to the burnout and declining performance. The
process is such that job stress dries the emotion and influence the behavior, the behavior further
impacts on the performance of the employee which most of the time shows declining effect. The
burnout can cause from the mental exhaustion, sense of hopelessness and helplessness and so on.
The emotional management requires emotional labor for a person. As suggested by Hochschild
the emotional labor indicates publicly observable and acceptable facial and bodily display which
hides real and actual feeling of the person (Chu, Baker & Murrmann, 2012). The emotional labor
requires suppressing the feeling of for the sustainability of the outward countenance that is

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capable of producing proper state of mind in other people. In this respect, Hochschild
categorized the emotional labor based on the performance of the same such as the surface acting
indicating the manipulation of outward display of the fake emotion and the deep acting referring
to the manipulation of the emotion within the self and feeling the same. However, it is suggested
that the emotional labor, emotional dissonance and the emotional exhaustion is interconnected
(Newnham, 2017). Another theory on this topic suggested that, emotional intelligence is the key
for the social adaptability of the emotional management (Ciarrochi & Mayer, 2013). According
to the theory the interpersonal and intrapersonal intelligence are the factors that determine the
performance outcome.
While concluding the topic, I understood and from both my experience and the evaluation
and analysis of the topic that the management of the emotion within the workplace is important
for the wellbeing of the organization. From the various theories as the measurement and
analyzing tool for the emotional management, the process for the same is clarified. According to
my opinion, the primary factor for the emotional control is self awareness and self control.
However, the reading of the various theories and my own experience regarding the emotional
management, I realized that the necessity for managing emotions in my workplace indicates
organizational wellness as well as my personal development. In addition, my positive emotional
expression and attitude can influence and effect on the organizational culture too.
However, as per my understating and experience about the management of the
emotion within the workplace and the necessity of it, I opine few recommendations for the
effective implementation of the same. It is recommended to both me and the other employees
that we should learn from our own experience about the topic. It is also implied that we must
consider and use our envy or jealousy to motivate ourselves for the positive emotional expression

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in the workplace. We also need to remember feelings of the other people in the workplace
against our emotional expression. I hope this little implication to the employees as well as myself
will be helpful in future to avoid such situation that is emerged from the negative emotional
expression.
Topic 2:
Employee empowerment is another aspect for the organizational wellness that determines
the overall development of the organization along with the development of the employees. The
employee empowerment defines the providence of the certain degree of responsibility,
accountability and the autonomy for the decision making regarding the organizational tasks
assigned to them (Fernandez & Moldogaziev, 2013). The empowerment of the employees in the
organization covers every level of the workplace from the lower to the highest level. I came to
realize about the need and importance of the employees empowerment after facing certain issues
in my workplace which was found to be emerged from the lack of employee power in the
decision making process. While working in the department of the customer service, I found out
that most of the employees were unaware of their responsibilities and thus they could not provide
full support to the customer issue. I realized, the employees as well as the organization were
lacking the implementation of the employee empowerment. I have chosen to write on this topic
because I personally feel that the empowerment of the employees is an important aspect of the
organizational wellness which discuses and makes the employee aware of their rights.
I had very poor feeling about an incident in my workplace that had made me realize the
need for the empowerment of the employees I the workplace. The incident proved that lack of
minimum power in the employees can not only demotivate their confidence for their job but also

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can also disrupt the culture of the organization. Initially I felt frustrated about an incident in the
workplace that reflected the inability of the employees in decision making process for the
organization. Later on I realized that, I must ensure the empowerment of the employees in order
to make them aware of their rights as and avoid unwanted situations. I felt poor because I
realized the condition of the employees being unaware of their rights and responsibilities. Apart
from that, I felt frustrated because it seemed to me that it is the duty and responsibilities of the
organization to provide certain power to the employees.
However, in this section I will discuss the positive and negative aspect of the employee
empowerment determining the organizational development as the whole. The empowerment of
the employees definitely proposes positive impact on both the employees and the organization.
the positive impacts of the employee empowerment are greater job satisfaction, the motivation
and the increased productivity and reduces cost, increased efficiency and owner ship, quality
outcome and the awareness of the own right and responsibilities. The empowerment of the
employee is also capable of strengthening the relationship between the employer and the
employees. In other hand, the employee empowerment also includes some risks for the
organization. I found out that the empowerment of the employees makes them arrogant which is
capable of the creating conflicts within the organization. However, as per my experience from
one of the incident indicating poor condition of the employees, the significance of the employee
empowerment proposes that for the organizational wellness the role of the employee
empowerment is crucial, but the same need delicate and proper handling by the organization.
There are several theories and models that indicate the empowerment of the employees.
The empowerment model is divided I the structural empowerment and the psychological
empowerment of the employees. The structural empowerment refers to the notions of power that

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is related to the structure of the organization influencing the employees as the autonomous body
of the organization (Yang et al., 2013). In other hand, the psychological empowerment of
denotes the cognitive empowerment of the employees indicating the competence, abilities and
the perception of the individuals (Chiang & Hsieh, 2012). Both the empowerment models
determine the success of the organization in terms of achieving the objectives through the overall
development of the employees. Another model called Healthy and Resilient Organization
(HERO) suggests that the empowered and engaged employees deliver work with more efficacy
and competence and admit their responsibilities and accountability for the same (Salanova et al.,
2012). From the study of the employee empowerment, I found out that there are some strategies
that the organization with the empowered employees follows for the organization wellness. The
strategies are assessment and evaluation of employee engagement, designing or redesigning and
changing of job and the organization, enhancement of positive and empowering leadership,
providence of training in efficacy beliefs, management of career, potentiating individual
employees.
It can be concluded from the understanding of the employee empowerment that the same
is needed for the overall; development of the organization. I understood and realized from my
own experience in the workplace that every organization must focus on the development of the
employees by empowering them in order avoid any disruption and conflicts in the workplace.
However, it is true that the employee empowerment can lead the employees to be arrogant
leading to the increase of risks in the organization, but keeping the negativity behind, we must
try to see the positive aspect of the empowerment of the employees. From the study of the
discussed models in the above section, the necessity of the topic and the implementation of the

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same are clear. Therefore, the empowerment of the employees can be recognized as one of the
components of the organizational wellness.
In this section I am presenting am recommendation based on the employee empowerment
for the better implementation of the same within the organization. The dimension of the
empowerment must be considered while executing the process of empowering the employees
within the organization. The dimensions are self-determination, meaning, competence and the
impact as these are determine the successful empowerment of the employees as well as the
wellbeing of the organization. Other implication for the employee empowerment refers to the
effective communication, contextual providence, supporting and appreciating the effort of the
employees, effective leadership and the definition of the individual roles. I hope this
recommendation will be helpful in executing the empowerment process for the employees as
well as my professional career on the long term basis in the future.
Topic 3:
In the complete understanding of the organization wellness, the third and my last topic
chosen is the culture, communication and making of the healthier workplace. The topic refers to
the maintenance of the organizational culture, effective communication within the workplace and
the process of making the workplace healthier. Definitely the need of the healthier organization
indicates the organization wellness, which I came to realize from my professional experience.
The organizational culture refers to the system of integrated and shared values, assumptions and
beliefs governed by the people of the organization (Alvesson, 2012). In other hand, the
organizational culture to some extent based on the communication which is again a mark of the
better and healthier workplace. As per my experience in my workplace, I observed that the lack

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of the communication within the organization and accordingly lack of the organizational culture
indicates the poor health of the organization. I chose to write about this topic because I
personally feel that this is one of the major and primary aspects of the organizational wellness
that is capable of recognizing the internal environment of the organization.
The feeling of mine about the poor organizational culture was disgusting, but later on I
felt challenging because of the difficulties in the process of enriching the organizational culture.
As because the effective communication and the organizational culture led the organization
towards the healthy workplace, I felt the need for the development in the communication as well
as in the environment of the organization. I found out that communication is basis of both the
organizational culture and the healthier workplace. In other words, I felt that the reverse idea was
also true in terms of the making the communication effective by the enrichment of the
organizational culture and health. In addition, I felt challenging because I realized that it is
difficult as well as time consuming for any organization to enrich the health and the culture of
the organization.
Every aspect of the organizational wellness is based on both the positive and negative
impact. For the organizational culture, I personally feel that the organizational culture provides
the employees a sense of identity, maintains professional behaviors among the employees and
overall provides healthier workplace. The negative impact of the organizational culture is
capable of disrupting the reputation of the organization within the employees and the creating
conflicts within the workplace. In other hand, the communication determining the culture of the
organization impact on the same in the short term basis and on the health of the organization in a
long term basis. I am able to relate that the ineffectiveness of the communication within my
workplace which was leading my organization towards the unhealthy organizational culture.

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Therefore, the significance of the healthier workplace lies in the very initial stage of basic
communication and resulting into the enrichment of the working and overall culture of the
organization.
Based on the academic study on the topic of the healthier workplace within the
organization, I personally consider model of the working well. This particular model based on
the message from the employers and the feedback of the employees in a circular motion. Another
model by the NIOSH (2012) also refers to the total worker health framework indicating the
employment relationship, workplace and the workers. As I have repeatedly emphasized on the
organizational culture as the key determinates of the healthier workplace. The organizational
culture climate model is referred by Ostroff et al. (2003) that depict the overall development of
the environment of the firm and the health of the same. The model also suggests the development
of both the physical and the mental health, which is again an indication of the maintenance of
health and safety standard in the organizational culture. The next aspect of the organizational
health being the communication, the academic reference provides various ways of
communication within the workplace. The sense giving way of communication implies to the
employer for the providence of the proper and effective message to the employees that will help
the firm to ensure the health of the same. The way of sense making way of communication refers
valuing of the opinion and vision of other employees and acquiring new ways in the organization
for the enrichment and enhancement of the organizational culture. This process of the sense
giving and sense making will be helpful for the organization in determining the strong
relationship among the employees along with ensuring the health of the firm (Colville, Brown &
Pye, 2012). The integrative model based on the three different phases ensures the health of the
organization (Wahl, Iwarsson & Oswald, 2012). The phases are the gradual way for ensuring the

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health of the firm that includes assessment, change, leadership communication and
implementation. Based o my personal opinion, I feel that this models will be helpful in
determining the healthier organization.
I personally feel that the conclusion for the understanding of the topic of healthier
organization, the role of the organizational culture and effective communication is important.
Based on my experience and the models on the particular topic, I feel that healthier organization
definitely refers to the organizational wellness. It is evident from the discussion that the
importance and necessity of the organizational health as well as the culture is dependent on the
effective communication within the workplace as well as within the every level of the
organization. In addition, it is also important for the organization to implement the models and
strategies based on the development of the organizational health for the enhancement of the sane.
However, the recommendation on the making of the healthier organization is entirely
based on my personal opinion and experience. I recommend that the leaders of the organization
must listen to the opinions of the employees about any issue irrespective of the importance of the
same, and therefore the employees will be motivated to share their problem with the leaders.
Thus the culture and the environment of the firm will be communicative and rich. From the other
recommendation, I opine that the employees also must be communicative and comfortable in
sharing their problems and issues with their leaders as well as other employees. I strongly feel
that this will broaden the way for the resolving of any issue in a short span of time and overall
will improve the organizational health.