Strategies for Wellbeing: Older Employees in the Workplace Report

This report examines the importance of wellbeing for older employees in the workplace, highlighting the benefits for both individuals and companies. It addresses sociological issues like declining productivity, health concerns, and conflicts with younger employees, which stem from age-related challenges such as vision problems, physical limitations, and differing work styles. The report outlines the aims of the study: to improve the company's image by maintaining and increasing the wellbeing of older employees, and its objectives: to identify issues, explore wellbeing concepts, and develop effective strategies. Strategies discussed include performance measurement, training programs, and policy implementation to foster a supportive environment. The main body of the report delves into the sociological issues, the concepts of wellbeing agenda, and strategies to improve wellbeing, such as training, organizational justice, and emotional support. The report emphasizes the importance of fair treatment, clear job roles, and emotional wellbeing, as well as the application of the IDEA framework. It concludes by reiterating the significance of these strategies for promoting a productive and satisfied workforce. This report provides a comprehensive analysis of the factors affecting the wellbeing of older employees in the workplace and suggests actionable steps for improvement.

Breakdown for
Wellbeing in Society
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Executive summary
This study shows importance of increasing and maintaining well being of older people at
workplace by companies. There are several benefits of increasing well being and
making people happy, healthy and improving social status of employees at workplace. It
makes them feel valued at workplace and also support companies to meet their goals.
This study also shows some societal issues related to well being of older people at
workplace such as less productivity, less focus at work due to mental, physical and
other cognitive health Due to ageing, people face problems in performing their activities
as compare to younger people. Due to vision problems, physical injury, mental health
they face problems in concentrating at work. They also use their traditional way of
performing activities as compare to younger people which sometimes become reason of
conflicts. There are some objectives and aim of conducting this study such as:
Aim
“To maintain and increase well being of older people at workplace for improving image
of the company”.
Objectives:
 To identify some issues while increasing and promoting well being at workplace
for older people.
 To explore some trends, principles and concepts of well being of older people at
workplace.
 To explore some strategies and ways to eliminate all problems and increasing
well being of older people at workplace in an effective manner.
This study shows several strategies by which companies can solve all problems and
can accomplish pre determined goal of increasing well being at workplace in an
effective manner Some strategies include using measurements of effectiveness of
performance, satisfaction, happiness level of employees at workplace for making
changes in strategies accordingly. Training and development program also plays an
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important role in measuring health, happiness and increasing skills of people and
making them able to compete with others.
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Table of Contents
Executive summary...........................................................................................................2
Table of Contents..............................................................................................................3
Topic: Well being of older people at workplace.................................................................4
INTRODUCTION...............................................................................................................4
MAIN BODY/DISCUSSSION.............................................................................................5
Emerging sociological issues related to older group at workplace................................5
2 Concepts of well being agenda along with discussion of measurement health and
happiness of older people..............................................................................................5
Strategies and initiatives which increase wellbeing for older group at workplace.........7
CONCLUSION...................................................................................................................9
REFERENCES................................................................................................................10
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Topic: Well being of older people at workplace
INTRODUCTION
Wellbeing: Wellbeing can be defined as experience of being happy, healthy and
prosperity as well (Kühnel, Yeo and Zhang, 2019). It can be measured in an individual
with an effective and good mental, physical health, satisfaction and positive attitude
towards difficult situations as well as ability to manage stress. There are several
companies who operate at national or global level and for them it is important to
maintain well being as it employs all age group, ethnicity and cultural of employees.
Nowadays as compare to young employees, older people or employees feel de-
motivated so, it is important for Tesco and other global companies to focus on well
being and ensure that older people are happy at workplace. In the context of Principles
of wellbeing it can be said that it can allow companies to promote well being of older
people at workplace. Some principles of well being include: physical engagement,
spiritual support, continuing education, lifestyle etc. It also make managers able to make
sure that wellbeing of older people are at centre of all it does. There are several types of
well being which include: social well being, physical well being, life satisfaction and
emotional wellbeing. This present study is going to show sociological issues related to
well being of older people and some well being agenda by measuring health and
happiness of older people. It makes manage able to know that whether their employees
are satisfy at their workplace or not. Further, it will also show strategies and models
which can enhance wellbeing of older people at workplace. One of the main reasons of
using strategies is to make employees feel satisfied and improve their morale at
workplace Motivated and valued employees are more likely to retain with the company
for the long run. Some strategies which this study discusses in order to promote
diversity and increasing well being of older people at workplace include: training and
development to employees which can increase their skills and learn ways of performing
activities, implementation of appropriate policies which can allow all employees to
respect views and age of all employees and encourage them to work. Exercise is other
main strategy which this study shows as it allows older employees to maintain and
improve their health and being happy at workplace as well.
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MAIN BODY/DISCUSSSION
Emerging sociological issues related to older group at workplace
There are several sociological issues related to well being of older people at
workplace which create several other problems for younger employees. Some
sociological issues include: chronic health condition, mental health, physical injury,
cognitive health and lower productivity as compare to younger employees. With age,
people are less likely to focus on their work Some reasons by which they cannot focus
on their work effectively is vision problem, some physical problems, different
perspective and different ways of performing etc.
As compare to younger people, older employees at workplace are less likely to focus on
their work which decreases productivity of the company but there are several ways by
which Tesco and other companies can maintain wellbeing at workplace (Nielsen and
et.al, 2017). Some examples of effective ways is training, special treatment and
measuring happiness, health and prosperity of older people by which they can
cooperate company to meet their goals. This measurement allows them to know their
health and satisfaction level by which they can make changes in ways of performing etc.
Some other problems related to older people at workplace include: Sickness and
absenteeism at workplace, low morale and sometimes poor customers services can
also be some issues related to older people (Bliese, Edwards and Sonnentag, 2017).
2 Concepts of well being agenda along with discussion of measurement health and
happiness of older people
Well being is defined as an experience of health, prosperity and happiness as
well. High life satisfaction and life expectancy is one of the main measures of health,
happiness and prosperity of older people at workplace. In this context, it can be said
that people who have life expectancy and improved satisfaction towards their life are
more likely to be happy and health. Or it can also be said that people who maintain their
health and focus on exercising and others they are more likely to be happy and effective
satisfaction level towards life as compare to others. So, it can be said that happiness,
health and prosperity is linked with satisfaction level and ability to manage stress
because happy people take risks and problems as opportunities and also try to manage
them by learning some new things by it.
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Before understanding and discussing about concepts in d detailed manner it is
important to understand all types of well being as different people at workplace require
different type of well being and happiness which include:
Social: It includes ability to interact and improving meaningful relationship with others
as well as getting support to remove loneliness (Bunt and et.al., 2017).
Physical: It refers an ability by which people can improve their body functioning via
exercise and healthy eating.
Emotional: It refers an ability by which people can deal with problems and develop
stress management techniques for feeling pleased.
Workplace: An ability to pursue interest as well as values for gaining happiness and
enrichment.
Societal: Skills and ability to participate in social activities, culture and environment in
an effective manner.
2 concepts in detailed manner which can help manager of Tesco and other companies
of measuring health or satisfaction level include:
Workplace intellectual well being: It is one of the main concepts of employees well
being. It includes and related to learning at workplace, development, competencies,
creativity and productivity. It is important for older people at workplace to focus on all
these areas and elements for making themselves happy, healthier and satisfy. It direct
affects their quality of lives and improving life expectancy. Happy and satisfied
employees who focus on learning and creativity at workplace are more likely to improve
their ability to deal with complex situations without hurting anyone and managing stress
in an effective manner (Wilberforce and et.al., 2017).
Companies can make an effective use of this concept by using IDEA framework which
states:
Information collection: In this stage companies need to understand health and well
being status of their employees at workplace for knowing actual needs of them. By
making use of feedbacks, survey and interviews this step can be completed in an
effective manner (Employees’ Health and Wellbeing Mode, 2018).
Design: By taking effective designs and activities into consideration in order to know
involvement of employees and deigns which are affecting employees.
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Engage: In this stage for increasing well being of older people at workplace and making
them feel happy it is important to use some ways to engage them and their all partners
to variety of services.
Action: In this stage, managers of companies need to communicate health and well
being policy with employees in order to continue well being throughout the company.
There are several other ways by which companies can increase and measure
happiness of all concepts of older people of well being includes:
Organizational justice: For improving well being and making employees feel happy
and healthy it is important for companies to treat employees in a fair and equal manner
providing justice to employees and solving their queries and problems in a timely
manner. By developing and implementing open door policy, employers can maintain
relation with employees by allowing them to come to them anytime whenever they face
problems.
Job roles: By communicating job roles to employees and allocating them work a per
their experience, strengths and abilities, employer can increase well being and measure
health, satisfaction level and prosperity among them. It allows employees to perform
their functions in an effective manner without getting disturbed and disturbing others.
Emotional well being: It is other main type and concept of well being in which
companies require to increase emotional skills of their older group of employees. Skills
of positive thinking, dealing with complex problems in an effective manner, emotion
regulations and others. Positive mindset, self esteem and abilities to find ways to feel
positive at workplace can increase satisfaction level of employees towards their work
and life as well. Employees of older group require building varieties of these skills in
order to cope up with difficult situations. It makes them able to manage stressful
situations, handle emotions in the face of challenges and recover from disappointments
(Ardelt, 2016).
So, overall it can be said that by using these concepts, manager and employers of
Tesco can increase well being of older people at their workplace measure effectiveness
of their health, happiness at workplace and others. Employees can also enjoy their lives
and pursue their goals in an effective manner.
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Strategies and initiatives which increase wellbeing for older group at workplace
Promoting well being at workplace is important and vital of the key of the success
of companies. It is important for Tesco to satisfy needs of all age group of employees at
workplace and make them feel valued. Motivated and valued employees are more likely
to stay with the company as well as cooperate them in accomplishing their goals
include:
Training: Training is one of the effective strategies by which manager of companies
can increase skills of older group at workplace. By providing training, HR can increase
their skills and tell their different and unique ways of performing activities by which they
can perform as like younger employees in an organization, It is also important for
companies to make older people aware that adapting changes is one of the main key of
the success. As per the current changing needs in business environmental factors they
need to adapt situations and use their skills to work accordingly can promote and
maintain well being.
Exercise: By making it compulsory for all employees to take active participation in
exercise implemented by companies at their workplace can allow them to increase well
being. It is stated that as compare to younger people, older people are less likely to
focus on their work and maintain their health. With age, people become weak and it is
important for them to focus on doing physical activities and exercise. It keeps them
healthy and energetic at workplace. By exercising and physical activities, older group of
people can perform their functions in an effective manner and also improve productivity
(Sedarmayanti, 2020).
Continuous measurement: Using appropriate measurement by which companies can
know satisfaction level of employees at work, happiness of them towards their
organization and work as well as health can allow them to take appropriate actions.
These measurements also help them out in knowing effectiveness of happiness, health
and prosperity of older people at workplace. People with fresh mind and peaceful state
are more likely to perform work in an effective manner and improve their image.
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Implementation of policy: There are several policies related to anti discrimination and
others by which companies can maintain and increase well being at workplace. It is
stated that younger people discriminate older people to some extent because their
views and perspectives do not match with them. When it clashes then it becomes
reason of conflicts among them. There are some other reasons which also create
conflicts among them like older people or employees at workplace cannot work as like
younger people due to their age. It de motivates younger employees So, it can be said
that by implementing some policies which can allow younger people and all employees
to respect views of each other’s and support each others can increase well being at
workplace (Abbas and etal., 2018).
So, from the above discussed all strategies it can be said that Tesco and other global or
multinational companies can increase well being of older people at workplace and
promote diversity and equality as well.
CONCLUSION
From the above study it has been concluded that maintaining and improving well
being at workplace of older people played an important role. It is beneficial for both
employers and employees when they have different age group and cultures of people.
When an organization increases and maintains well being or make older group of
employees feel happy, improve their health and prosperity then they are more likely to
retain with the company for the long run. Further, it has also shown some societal
issues which create barriers in the path of the success and promoting well being of
older group of people at workplace. Lack focus on work, mental health, physical injury
and other problems in older people can lower productivity of employees and can also de
motivates younger people. This present study has discussed some concepts as well as
principles of well being which also played a vital role in maintaining and promoting well
being at workplace. Lastly, this study has shown some strategies by which companies
can solve all these problems and can increase well being of older people at workplace
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in an effective manner. Some strategies and ways which this study has shown include;
training to all employees, implementation of policy, exercise or physical activity and
others.
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REFERENCES
Books and journal
Abbas, A.I. and etal., 2018. Education Development Goals (EDGs) and Socio-economic
Democratic Consolidation: Reflections on Regime’s Mandates, Objectives,
Agendas, and Targets in Yobe State, Nigeria. Journal of Social Science
Studies. 5(1). pp.128-147.
Ardelt, M., 2016. Disentangling the relations between wisdom and different types of
well-being in old age: Findings from a short-term longitudinal study. Journal of
Happiness Studies. 17(5). pp.1963-1984.
Bliese, P.D., Edwards, J.R. and Sonnentag, S., 2017. Stress and well-being at work: A
century of empirical trends reflecting theoretical and societal influences. Journal
of Applied Psychology. 102(3). p.389.
Bunt, S. and et.al., 2017. Social frailty in older adults: a scoping review. European
journal of ageing. 14(3). pp.323-334.
Kühnel, J., Yeo, G. and Zhang, C., 2019, July. Improving Employees’ Well-Being and
Performance through Recovery at Work. In Academy of Management
Proceedings (Vol. 2019, No. 1, p. 15681). Briarcliff Manor, NY 10510: Academy
of Management.
Nielsen, K. and et.al, 2017. Workplace resources to improve both employee well-being
and performance: A systematic review and meta-analysis. Work & Stress 31(2).
pp.101-120.
Sedarmayanti, S., 2020. The Strategy of Link and Match between Higher Education
Quality and The Demand for The Need of Job Field to Produce Qualified
Human Resources. Jurnal Wacana Kinerja: Kajian Praktis-Akademis Kinerja
dan Administrasi Pelayanan Publik. 5(3). pp.13-20.
Wilberforce, M., and et.al., 2017. Person‐centredness in the community care of older
people: A literature‐based concept synthesis. International Journal of Social
Welfare. 26(1). pp.86-98.
Online
Employees’ Health and Wellbeing Model. 2018. [Online]. Available through
<https://gresb.com/employee-health-well-being-walk-the-talk-or-talk-the-talk/>
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