University Name - Occupational Management: Workplace Well-being Report

This report delves into the critical aspects of workplace well-being, emphasizing its significance in fostering a healthy and productive work environment. It examines various issues such as stress, mental health challenges, workload pressures, and conflicts that negatively impact employees and organizational performance. The report explores the impacts of these issues on employer behavior and organizational outcomes, highlighting the importance of employee wellness programs and supportive workplace environments. It also discusses the role of legislation, particularly in contexts like Singapore, in promoting workplace safety and health. The report further analyzes job complexities, emotional barriers, and interpersonal skills within the workplace, emphasizing the need for proactive measures to address these challenges and ensure a positive and effective work environment. Ultimately, the report underscores the necessity of prioritizing employee well-being to enhance productivity, foster positive employer-employee relationships, and achieve overall organizational success.

Running head: OCCUPATIONAL MANAGEMENT
Workplace well being
Name of the student:
Name of the university:
Author note

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Table of Contents
Assessment criteria 1..................................................................................................................2
Introduction:...............................................................................................................................2
Discussion:.................................................................................................................................3
Workplace well being issues:.................................................................................................3
Impacts on employer behaviour and organization performances:..........................................6
Conclusion:................................................................................................................................9
Reference:................................................................................................................................11

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Assessment criteria 1
Introduction:
A healthy workplace environment helps a business to grow up in a prosperous way
and keep the employees motivated for the work. Workplace well being is a common and
popular terms in case of modern business process. According to the International Labour
Organisation (ILO), workplace well being concentrates on both quality and safety of
working environment and manage to improvise an atmosphere so that the workers can remain
healthy and satisfied in the workplace. In the present time, many countries are giving
additional emphasis on workplace well being, as the development of business criteria is very
much depending on this mandates. There are tons of workplace problems cropped up such as
stress, conflicts, abuse, mental pressure and that may affect the employees and the
productivity of the organisation. Therefore, employee wellness programs are necessary. In
business countries like Singapore, workplace well beings play an important aspect for gradual
development. According to the Director of Health Promotion Board of Singapore, Mr. Sim
Beng Khoon, it is the duty of the government as well as the employers of the respective
companies to take proper care for the well being of the employees so that they can lead a
healthy life. CEO of AIA Singapore, Mr. Patrick Teow concentrates on the strategic
development on the employee health. There are certain legislations that have been
implemented for providing workplace safety to the workers of Singapore. Organising well
being program has been treated as the duty of care of the employers.

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Discussion:
Workplace well being issues:
The main objective of the workplace well being is to concentrate on the physical
health of the employee so that the working problems can be overcome. The mental health of
the employees must be stable for the gradual improvement of the organisation and therefore,
well being plays as the game changer in the business organisations. The significant attribution
of the wellness and the influencing factors of the well being issues are the main discussed
topic in this report and an attempt has been taken to point out all the related provisions on this
topic. Before entering into the main topic, it is important to understand the objective of the
company. Every company put additional emphasis on the increment of performance and
productivity. Employees are the main source of these improvements. Fenton et al., (2014) in
their report on Workplace well being programmes had pointed out the importance of
workplace well being and various issues that affected the employees’ performance and
organisational behaviour.
The workplace related issues can be categorised as stress, mental agony, workload,
abuse, smoking issues, conflicts and these may create negative implication on the workplace
and directly or indirectly affected the employees. Excessive work pressure creates stress and
that leads to the workplace conflicts. Pressures are treated as one of the business motivation
processes but excessive pressure may lead to the mental agony of the employees and the
health of the employees may also get inflicted for the same (Putz-Anderson 2017).
It has been observed in many cases that the excessive stress in the workplace
causes mental imbalance within the employees and it is not possible to detect the exact time
when stress causes mental agony. According to James K. Harter, the excessive pressure may
lead to create psychological problem within an employee and the employees become

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discouraged from doing the work properly (Sears et al. 2014). That creates implications on
their performance and productivity of the organisation.
According to the CNN Health Article 2009, smoking causes serious impacts on the
performance of the employees and it has been noticed that the healthy workers sustained
more stamina and abilities to perform effectively (Day, Kelloway and Hurrell 2014).
Emotional well being is also necessary in these cases. It has also been prescribed that abusive
mentality of the workers or conflicts in between the colleagues can hamper the working
culture and the mental agony of the employees can be increased. The overall effect of these
issues will deteriorate the gradual development of workforce and the company will lost its
flow in case of all future events.
However, there are certain criticisms generated against the workplace well being
program. It has been observed that the companies have to invest lots of money behind the
wellness programs and the employees are also not regular in these programs. The terms of the
program are costly and the result of the program is uncertain in nature. In the words of MT
Schimitt (2014), the privacy of the employee can be infringed during the training program
(Gonzalez-Mulé, Mount and Oh 2014). The process of health screening can identify an
underlying health issue of the employee and that can be shared within the office premises.
Team resource can also be a threat for the effective employee’s wellness programs. A
specific team should be employed for managing the whole program. However, it is not
possible for every company to appoint separate team and therefore, complexities can be
cropped up. Additionally, it can be stated that conducting employee wellness program is not
mandatory. In a company where there are healthy employees, conducting these programs is
not right fit. There are certain scopes of legal liabilities also present. The well being programs
makes an attempt to change the diets and life style of the employees (Ferfolja and Hopkins
2013). There is a possibility that those strategies can cause harm to the employees and they

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can fall in ill. The wings of the employee program should be effectively chalked out and any
mistake regarding the method could lead towards the ultimate failure of the entire program.
The Workplace Safety and Health Act 2006 deals with the workplace related
problems in Singapore and according to chapter 354A of the Act, in case of any safety or
health issue arises from the workplace can apply to the government for further action (Teo,
Ofori and Tjandra 2015).
Source: (Ong, 2017)
In spite of these loopholes, workplace well being programs is important in nature.
According to Poorna Rodrigo (CIPD, 2017), the employers of the Singaporean companies
are promoting creative ideas to reduce the work stress. However, job stress is the common
factors and can be generated due to excessive task load. Job complexity can cause challenges
to the employability skills and motivational forces. Job complexities give birth to emotional
and psychological deterioration to the employees and the flow of productivity of a company
is being affected. According to Kember (2010), workload and task complexities create
negative significance within the workplace environment (Kyndt et al. 2013).

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Psychological stresses are working as a multi-dimensional factor in a workplace
and it affects the attitude and behaviour of the employees. Stresses are working as the
intermediary in between the work pressure and performance (Beehr 2014). Active
participation of the employees will assist the company to develop their status and
productivity. On the contrary, if the employees become stressed, adverse situation can be
taken place. Job complexities may create harm on the interaction of the employees and many
employees will become introvert and lost their energy for completing a task actively.
According to Hughes (2014), these emotional barriers create a negative relation in between
the employees and laxity in case of interpersonal skills takes place (Hughes et al. 2014). In
the words of Terrion (2002), appropriate expression regarding certain emotions help to
reduce the working pressure within the employees but job complexities provoke the negative
sides of the employees and they will lag behind in their work place. Therefore, it is important
to resolve all the issues related to the workplace and well being program of the employees are
needed to be conducted with utmost priorities.
Impacts on employer behaviour and organization performances:
The nature of the workplace has been changed a lot in modern times and the working
methods have become more complex and collaborative. Social skills are important to deal
with this new job performance (McGurk 2014). However, it can be observed that there are
certain complexities cropped up in the workplaces now a days that create negative impacts on
the behaviour of the employees/ employers and on the organisational framework of the
company. The workloads are increased gradually in the work places and dilemmas are
generated due to workplace complexities. Employees and the employers are playing an
important role in job place and therefore, the impacts of the job complexities on them should
be discussed on thorough basis.

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There are certain behavioural elements present within the employers and the
employees (Gekara et al. 2014). The nature of these behaviours is quite important to deal
with the clients and perform the organisational works. Employers are treated as the
representative of the respective company and the clients are determining the behaviour of the
company by experiencing the behaviour of the employers. Therefore, attitude of the
employers are secured an important place. Attitude of the employers are depending on the job
environment. In case of any complexities, the attitude of the employers can be affected and
the anger can be reflected in case of client dealing process. In case of any adverse situation,
the nature of the attitudes of the employers can create negative impression on the customer
relationship.
Job complexities create dangerous impacts on the performance of the employees and
the employers. If the workload of the company is excessive and most of the employees are
experiencing emotional stress that will definitely reduce the performance stamina of the
employers. Mental agony could lead towards the professional failure. It is the duty of the
employers to take necessary care for the employees and conduct all possible trainings for
reducing the threat to the employees. If the job complexities harm the employees, the
performance of the employers will also get inflicted (Ohme and Zacher 2015).
Further, it can be stated that an employer has to perform certain duties that are serious
in nature. They are the representative of the company. Therefore, they need a proper
workplace environment without any complexities. If job complexities arose and the
employees become affected due to this, the job performance of the employer will also get
affected and that will reciprocally affect the development process of the workplace.
It has been pointed out by Hughes (2014) that job complexities are creating a
destructive effect on the interpersonal skill of the employees and they become introvert due

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to this. Interpersonal skills include the communication power of the employees and the
employers and the development of a company is depending on effective client
communication skill of the employers (Hughes et al. 2014). In case of non-communicative
nature of the employers, huge distraction within the employees may take place and the
respective company has to face lots of dilemma regarding the same.
In the words of Lisa McQuerrey (2012), corporate representation is getting affected
due to job complexities (Vandhana and Sowmya 2015). Employers are working as
representative of the company and therefore, any misbehaviour to the clients can be proved as
detrimental for the company in the long run.
The organisational complexities can affect the behavioural change of the employers in
four ways such as cognitive competence, social competence, psychological contract in
between employees and employers and procedural changes. Cognitive competence means
ability of the employers completes a task in different situation (Simon and Halford 2015). It
is the duty of the employer to execute a task effectively by the employees. In this case, the
employer needs to have certain skills such as analytical skills and judgmental capabilities. If
complexities are cropped up within the workplace and affected the employees, the behaviour
of the employer will automatically change and kaleidoscope thinking capabilities of the
employer will be endangered (Weissberg et al. 2015).
The performance of the employer creates impact on the overall performance of the
organisation. In the words of Olivier Serrat (2017), tackling the dynamics of organizational
performance is difficult (Serrat 2017). He disaggregates performance and its management
into several critical components, including performance discouraging factors; performance
metrics; talent management; and, learning at the organizational level. According to him,
organisational performance may be getting affected by way of certain processes such as

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office politics, organisational learning, organisational adaptability and inability of the
workplace in case of managing top talent.
An example of performance discourage in the workplace is office politics. However,
office politics owe to more than the mere absence of corrective mechanisms. The structure of
an organization itself can fire them up. Hierarchical, centralized, or control-oriented
structures tend to separate thinking and acting, and entrust strategy and policy making to
particular departments, offices, and senior managers. Their top-down flows are often inimical
to teamwork within and across units. They exacerbate office politics: in the worst cases, the
priority of staff members is not collaboration but protecting or advancing their position, unit,
or budget. Performance measurement systems that feel the pulse of the organization and feed
lessons back to the system are essential. Regrettably, even if interest in performance
measurement grows daily, the state of the art leaves much to be desired. Performance
indicators are simultaneously misunderstood, over-promoted, and misused (Pettigrew 2014).
Pfeffer (2015) has argued that the empirical support for contingencies is sufficiently
weak that a "best practice" perspective should be the preferred approach (Goh et al. 2015).
However, even within the best practices approach, researchers have much to learn about what
constitutes a high performance Human Resources strategy. Studies of so-called high
performance work systems differs significantly as to the practices included and sometimes
even as to whether a practice is likely to be positively or negatively related to high
performance.
According to Swarbrick (2016), the nature of relationships and the organisational
culture make a huge amount of difference at times of stress (Dowding et al. 2016). The
tendency is often to “splinter and retreat into our own little groups, rather than help each
other – and leaders are clearly critical in role-modelling the latter”. But HR has a role in

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every organisation, not only in developing leadership capability but also ensuring that there is
space for open and honest conversations that generate positive action rather than blame.
Conclusion:
To sum up, it can be stated that the workplace well being is an effective measure that
has been taken for the betterment of the employees so that they may not getting inflicted
mentally or physically by the organisational complexities and perform in a smooth manner. It
has been observed that there are number of workplace complexities present in the workplace
that can create negative impacts on the performance of the employers and the organisation as
well. The main objective of the workplace well being is to concentrate on the physical health
of the employee so that the working problems can be overcome. The mental health of the
employees must be stable for the gradual improvement of the organisation and therefore,
workplace well being plays as the game changer in the business organisations. However, the
development of business organisation is depending on the performance of the employees and
the employer. Therefore, well being program for the employees should be conducted and the
complexities should be removed for the gradual improvement of the commercial institution.

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