Technow Report: Essentials of People Practice, Employee Well-being

This report examines the essentials of people practice within organizations, focusing on Technow as a case study. It highlights the critical importance of achieving work-life balance for employees, emphasizing its impact on productivity, health, and relationships. The report defines employee well-being and underscores its significance in the workplace, linking it to increased morale, better team spirit, and improved employee retention. It analyzes the positive and negative aspects of employee engagement, including increased motivation and potential for burnout. Furthermore, the report delves into discrimination legislation, explaining its effects on employment relationships, and differentiates between diversity and inclusion, highlighting their importance for business and social justice. Finally, it distinguishes between fair and unfair dismissal, referencing relevant employment rights legislation, ultimately concluding that organizations must prioritize work-life balance and employee well-being to foster healthier relationships and comply with legal requirements. Desklib provides access to similar reports and solved assignments for students.

Essentials of People
Practice

Table of Contents
INTRODUCTION .............................................................................................................................3
Importance of achieving work life balance to employee relationship...........................................3
Define well-being and importance of the well-being at workplace..............................................4
Positive and negative aspect of the employee engagement that impact employment relationship
.......................................................................................................................................................4
Discrimination legislation and effect that discrimination can have throughout employment
relationship....................................................................................................................................5
Explain diversity and inclusion, how it differ from the equal opportunities and importance for
business and social justice.............................................................................................................6
Difference between fair and unfair dismissal................................................................................6
...........................................................................................................................................................7
CONCLUSION .................................................................................................................................7
REFERENCES...................................................................................................................................8

INTRODUCTION
In organization, work life balance is considered as very crucial for all the employees and
imbalance in any one front will result in to various challenges both for workers and business.
Demand to maintain a work life balance has risen unprecedentedly among the workers and
management has acknowledged its significance in current scenario (Alrawadieh and et. al., 2020).
The company chosen in this report is Technow. This report will be based on importance of the
work life balance, significance of well-being at workplace, positive and negative aspect of
workers engagement that impact work, explanation of diversity and inclusion and difference
between fair and unfair dismissal in legislation.
Importance of achieving work life balance to employee relationship
Maintaining a healthy work life balance at workplace will positively impact not only
productivity and performance, but also the health and relationship to employees. Government has
put many work life balance initiative including policies and program that help in creating better
balance between job's demand and healthy management. There are some key importance of
achieving work life balance which re mentioned below:
 Boosting engagement- By helping the team members in finding healthy balance between
their work and home, company will increase level of their engagement. In relation to
Technow, engaged employees will lead to its team member in becoming a loyal advocate
for company's product and brand.
 Improve mindfulness- At workplace, when a healthy work life balance is sustained, it
become easy for organization to control focus and attention, that make them more mindful
(Häggman‐Laitila, and Romppanen, 2018). When Technow's team become more mindful,
then they will be dedicated to given task. As a result, higher retention rate, ultimately profit
and productivity will be seen.
 Reduce health issues- in organization, when team is less stressed, then a common result of
poor work life balance, it enhance potential for the health issues. Workers who are
perpetually stressed suffer from mental and physical health problem, that means company
run risk of a higher absenteeism rates. To achieve work life balance, Technow should ask

its employees what they need and keep proper arrangement for employees protection and
safety.
Define well-being and importance of the well-being at workplace
Employee well-being is defined as overall physical, mental, health and emotion of
employees which get impacted by several factors including their relationship with co workers,
decision they take, tools and resources that have access to. In relation to Technow, importance of
well-being are mentioned below:
 When employee at workplace feel well, then they tend to perform better. It increase their
productivity and also support them to develop better habits. It is analyses that employees
are around 13 % more productive when feel happy. In relation to Technow, its policies
regarding employee well-being are good example of that how employer can aid increase
joy. Habit employee well-being ensure the business continuity, even at the time of busy
season.
 A good workers health and well-being lead to a higher employee morale and team spirit.
When worker's needs are meet, then they feel more valued (Hjálmsdóttir and Bjarnadóttir,
V.S., 2021). Technow have learned that treating workers well is key to creating great
customer experience as having a satisfied and happy staff has been shown to improve ways
client or customers feel too.
 If company is planning to recruit employees, creating a plan in order to improve workers
well being ma help them to attract skilled individual. Technow should make some
employee well-being polices so that more candidates can attract and the company become
able to retained talented individual.
Positive and negative aspect of the employee engagement that impact employment relationship
The employee engagement has both positive and negative aspect which are mentioned
below:
Positive aspects
 Increased productivity- The highly engaged workers are more efficient and also produce
a higher quality work. It is because, they are invested at personal level in their task and

their performance also matter to them. In relation to Technow, its employees are aligned
with team and organizational goals. They are liable for their individual contribution that
increased productivity in team.
 Increase motivation- The employee engagement can be used in order to motivate
employees. The engaged employees show willingness and commitment to help out beyond
actual job that lead to a better business performance (Holland, P. and et. al., 2019).
Technow's manager empower rather than control its staff as it is beneficial from improve
motivational level with its workforce.
Negative aspect
 Pushing employees into the burnout- It is analyzed that highly engaged employees tend
to suffer family/work interfere more frequently, in this situation employees who fail to take
down time may end up a damage their own health. In Technow, when engaged workers
become burned out workers, on job performance can suffer.
 Manager employee boundary- There is risk of distinction between employee level and
management level become blurred. In relation to Technow, allowing workers to share
their ideas without having them push envelop and try to get on responsibilities that are
reserved for the management level is considered as real risk.
Discrimination legislation and effect that discrimination can have throughout employment
relationship
At workplace, discrimination exist where employer treat employees less or more favorably
only because of an individual's race religion, color, gender identity, disability, sexual orientation
and status. For this government has make an Equality act 2010 that make it unlawful to
discrimination against a person on the ground of any type of difference. If necessary, it is the court
that will decide f any discrimination can be justified.
Discrimination may be in direct or indirect form at workplace. For instance when individual is
treated very unfairly because of any protected characteristic including sex or race then it is direct
discrimination. Whereas, if there are certain rules that apply to a particular group of employees,
but in practices are less fair to some protected characteristic, then it is indirect discrimination
(Kim, and et. al., 2020).

Discrimination impact the employer and employee relationship, as when employee feel that they
are not being treated like other or fairly, then they start to feel resentful towards company's
management and sometime get against the employer that can lead negative working environment.
Explain diversity and inclusion, how it differ from the equal opportunities and importance for
business and social justice
The diversity and inclusion both conception are interconnected but having some
interchangeable term. The diversity is representation of an entity whereas inclusion is related
about hoe contribution, presence and different people group perspective are valued & integrated
with environment. This in workplace make everyone to feel equally involved and supported in all
areas of workplace (Matli, 2020). It is important in workplace which helps in high revenue
growth, great readiness to innovate. The diversity and inclusion differs from equal opportunities as
equality is related to the equal opportunities which helps in preventing from discrimination and
diversity helps in appreciating, respecting and valuing the differences in people. This is important
for the business and society as equitable competitors respect the unique needs, perspective and
potential of all team members which is important in earning trust and more commitment from its
employees in technow company.
Difference between fair and unfair dismissal
The fair dismissal procedure has valid reason to dismiss and in circumstances acts reasonably. In
relation to employment right act 1996 the fair reasons for dismissal are as it is related to employee
conduct, capability or qualification for the role. The unfair dismissal is considered unfair if
employer is not following fair disciplinary or dismissal process. The decision to dismiss were
outside range of reasonable responses open to employer (Spieler, Scheibe and Stamov Roßnagel,
2018). There are five reason for dismissal and fair procedure needs to be followed such as
misconduct, capability, redundancy, Contravention of a Statutory Duty or Restriction, Some Other
Substantial Reason (SOSR).

CONCLUSION
From the above report it is analysed that it is essential that, organisation consider the work
life balance as it is very significant for workers. It reduce the health issues of employees and also
boost their productivity. It is responsibility for companies to conduct employee well-being as it
create a healthier relationship between employer and employees. Government has made regulation
to protect employees form any type of the discrimination as there is diversity in organisation that
create situation of favouritism. This company should follow government law efficiently to protect
their business from legal issues.

REFERENCES
Books and Journals
Alrawadieh, Z. and et. al., 2020. The impact of emotional dissonance on quality of work life and
life satisfaction of tour guides. The Service Industries Journal, 40(1-2), pp.50-64.
Häggman‐Laitila, A. and Romppanen, J., 2018. Outcomes of interventions for nurse leaders’ well‐
being at work: A quantitative systematic review. Journal of Advanced Nursing, 74(1),
pp.34-44.
Hjálmsdóttir, A. and Bjarnadóttir, V.S., 2021. “I have turned into a foreman here at home”:
Families and work–life balance in times of COVID‐19 in a gender equality paradise.
Gender, Work & Organization, 28(1), pp.268-283.
Holland, P. and et. al., 2019. The impact of perceived workload on nurse satisfaction with work-
life balance and intention to leave the occupation. Applied nursing research, 49, pp.70-
76.
Kim, J. and et. al., 2020. Workplace flexibility and worker well‐being by gender. Journal of
Marriage and Family, 82(3), pp.892-910.
Matli, W., 2020. The changing work landscape as a result of the Covid-19 pandemic: insights from
remote workers life situations in South Africa. International Journal of Sociology and
Social Policy.
Spieler, I., Scheibe, S. and Stamov Roßnagel, C., 2018. Keeping work and private life apart: Age‐
related differences in managing the work–nonwork interface. Journal of Organizational
Behavior, 39(10), pp.1233-1251.