Promote Personal Effectiveness: Health, Wellbeing, and Productivity

This report examines the promotion of personal effectiveness within a workplace context. It addresses various health issues impacting productivity, including conflict, work stress, and smoking habits, proposing standard approaches and strategies for their mitigation. The report outlines the process of obtaining senior management approval for a program, defining program scope, managerial structures, employee engagement plans, and evaluation methods. Furthermore, it details the implementation of an Employee Assistance Programme (EAP), including relevant policies, program guidelines, milestones, tracking systems, and progress report templates. Finally, the report evaluates a case study, highlighting the impact of the EAP and health campaigns on employee participation and organizational productivity, alongside recommendations for improvement.

Running Head: PROMOTE PERSONAL EFFECTIVENESS
Promote Personal Effectiveness

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Table of Contents
Assessment 1..............................................................................................................................2
Health issues affect productivity............................................................................................2
Standard approaches...............................................................................................................2
Conflict management..........................................................................................................2
Work stress management....................................................................................................2
Mitigate the habit of Smoke................................................................................................2
Senior management for approval to develop a program........................................................3
Assessment 2..............................................................................................................................3
Approval of suggested programme by senior management...................................................3
Program scope/objectives...................................................................................................3
Managerial and reporting structure for implementation.....................................................3
Engagement plan for employees.........................................................................................3
Evaluation method..............................................................................................................4
Assessment 3..............................................................................................................................4
Implementation of Employee Assistance Programme (EAP)................................................4
Relevant policies for the program.......................................................................................4
Program guidelines.............................................................................................................4
Program milestones and timelines......................................................................................5
Tracking system for monitoring progress...........................................................................5
Template for progress reports.............................................................................................5
Assessment 4..............................................................................................................................6
References..................................................................................................................................8

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Assessment 1
Health issues affect productivity
From the evaluation of research addressed that there are some significant kinds of health
issues that can affect the productivity at the workplace in a significant manner. These are
development of conflict, work stress, and addicted of smoke can create issue for the
organization to successfully accomplish the task in long-term. At the same time, it can also be
said that such health issues can directly affect the performance of an organization and decline
the productivity significantly.
Standard approaches
Conflict management
An organization has used collaborating approach and competitive approach to manage
conflict at the working place and manage the health problems of employees. At the same
time, a management of conflict can support to enhance the productivity of an organization
(Battilana, et al., 2015).
Work stress management
In addition to this, a corporate can used some significant approaches such as counselling,
time management skills, relaxation training, and stress management training are supportive to
improve the productivity. Moreover, such factors can support to successfully manage the
stress level of employees and makes a friendly and relax environment at the working place.
Mitigate the habit of Smoke
Along with this, some employees are habitual of smoke that also spread a bad environment in
the working place and create a health issue, which can decline the productivity of an
organization. Therefore, an organization has used different kinds of approaches to mitigate
such kinds of bad habits of employees. These are develop a programme, comprehensive
approach and facilitated approach are benefit to the employees because such programs can

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aware the employees regarding disadvantages of smoke and importance of life. Additionally,
it can be said that such kinds of programme can also be supportive to inspire the employees
to make a happiest life that can boost the performance of organization (Cummings, et al.,
2014).
Senior management for approval to develop a program
The work stress management is main issue for an organization it can directly influence the
productivity of a corporate. Therefore, an organization should conduct stress management
training twice in a month. It is because, such kinds of training can decline the stress of
employees and aware them regarding the time management skills. It can also be supportive to
make healthier environment and decline absenteeism of employees in the working place.
Assessment 2
Approval of suggested programme by senior management
After the approval of suggested programme by senior management has needed to identify the
following areas:
Program scope/objectives
The main objective of this programme or training is to eliminate the level of work stress to
decline the health issue of employees and enhance productivity in a significant manner (Day,
et al., 2015).
Managerial and reporting structure for implementation
An organization should appoint a mentor to deliver the training programme in a significant
manner. At the same time, it can also be said that one expert can deliver a message
effectively. So, an organization can implement the training programme to obtain the positive
response significantly.

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Engagement plan for employees
An organization should provide the training programme to manage the stress of work at the
working place. At the same time, it can be said that the training regarding the work stress can
support to complete the goal of an organization in a significant manner with a flexible
manner (Gonzales, et al., 2015).
Evaluation method
Evaluation method is significant for an organization due to enhance the productivity and
growth in long-term. Additionally, an organization should use biofeedback and psychological
method to evaluate effectiveness of training programme significantly. Moreover, such
methods are effective to evaluate the actual performance of training.
Assessment 3
Implementation of Employee Assistance Programme (EAP)
Implementation of EAP programme will be significant to assist the employee to resolve the
personal and professional issue in a significant manner. The following points demonstrate the
effectiveness of EAP:
Relevant policies for the program
An organization will offer confidential and voluntary assistance by using the EAP to every
employee and its relatives who might be suffered with dynamic issues of legal, finance, drug,
and marital issues. Others are relative illness, emotive doubts, and baby care difficulties.
Therefore, to improve the wellness of workforce similarly makes a productive business;
organization has encouraged the workforces to obtain the positive outcomes with a corporate
(Jex, eta l., 2014).
Program guidelines
The following steps will be used to implement EAP:
Standard

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Standards can be significant to operate the effective employee assistance program at the
working place. An effective EAP would meet all the issues of employees significantly.
Intent
Intent demonstrates the responsibilities of every standard in the operative EAP
Indispensable Components
Indispensable Components might be demonstrated to an EAP for accomplishing the
standards.
Recommended components
Suggested factors or components are needed in an employee assistance programme to
accomplish the goal significantly (Kossek, et al., 2014).
Program milestones and timelines
 Employee Assistance Programme has offer services to the employees and their
relatives or family
 It also offer advantages by providing disability carrier (CIGNA)
 It provides service for their employees 24/7.
 Offers its own web site where user id and password are offered to the employees to
resolve their issues.
Tracking system for monitoring progress
Tracking system significant way for monitoring progress and enhance the productivity f an
organization in long-term. An organization has given the opportunity to HRM department to
track the record of EAP and evaluate the whole programme due to getting the actual benefit
of programme (Lavy, et al., 2014).
Template for progress reports
The following template shows the progress report regarding the EAP:

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Assessment 4
From the evaluation of case study addressed that an organization has conduct an EAP to its
employees and conduct a health campaign to their employees but due to uncomfortable time
of programme an employees are not able to participate in the workshop. Additionally, it is
also found that organization spend $5,700 to eliminate the health issue of employee and
enhance the productivity of an organization. At the same time, it is also found that 50%
employees are participating in the workshop and they get benefit from the campaign. But
remaining 50% were not satisfied by the programme because due to odd time of programme.
Some employees give their negative feedback towards the programme, they did not want to
participate in the campaign due to smoke breaks time and campaign time is same. Therefore,
it can be difficult to attend the program. At the same time, some employees seeks that higher
work pressure cannot permits to attend the additional programme.

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Moreover, organization should make a flexible environment at the working place together
with making a robust relationship with employees. It can be supportive to easily mitigate
issues of employees and improve productivity of an organization (Wagner et al., 2014).

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References
Battilana, J., Sengul, M., Pache, A. C., & Model, J. (2015). Harnessing productive tensions in
hybrid organizations: The case of work integration social enterprises. Academy of
Management Journal, 58(6), 1658-1685.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. USA:
Cengage learning.
Day, J. K., & Gunderson, D. E. (2015). Understanding high performance buildings: The link
between occupant knowledge of passive design systems, corresponding behaviors,
occupant comfort and environmental satisfaction. Building and Environment, 84, 114-
124.
Gonzales, E., Matz-Costa, C., & Morrow-Howell, N. (2015). Increasing opportunities for the
productive engagement of older adults: A response to population aging. The
Gerontologist, 55(2), 252-261.
Jex, S. M., & Britt, T. W. (2014). Organizational psychology: A scientist-practitioner
approach. USA: John Wiley & Sons.
Kossek, E. E., Hammer, L. B., Kelly, E. L., & Moen, P. (2014). Designing work, family &
health organizational change initiatives. Organizational dynamics, 43(1),53.
Lavy, S., A. Garcia, J., & K. Dixit, M. (2014). KPIs for facility's performance assessment,
Part I: identification and categorization of core indicators. Facilities, 32(5/6), 256-
274.
Wagner III, J. A., & Hollenbeck, J. R. (2014). Organizational behavior: Securing competitive
advantage. UK: Routledge.