The Effects Of Workplace On Health And Wellbeing Of Their Employees

Mental health refers to an individual’s psychological and emotional wellbeing (World Health Organisation, 2014). With over 25 million UK residents (Mental Health Foundation, 1999) spending a large majority of their time at work, it is important that concerns for a person’s welfare extend to the workplace. Every year mental health problems, including stress, anxiety and depression affect 1 in 6 British employees (Mental Health Foundation, 1999). Despite this, a Confederation of British Industry

It has been said that ‘Health is Wealth’ or else in another proverb said ‘What Good is Wealth without Health?’ These proverbs could greatly be related to employee’s job performance and their wellness in such a way that having a good health is precious and priceless. Wellness, according O’Donnell (1989) cited in Mulvihill (2003), is the science and art of helping people change their lifestyle to move toward a state of optimal health. However, there is an addition of definition made by Mulvihill (2003)

increasing workplace diversity, technological change and an aging workforce among others. This essay will attempt to show that the three most pressing concerns the Human Resources Professional faces today in satisfying the needs of the contemporary workforce; are those of addressing skill gaps, ensuring employee wellbeing and adapting to increased workplace diversity. Companies will need, to address these three areas; in order to become “Employers of Choice”; meet the needs of their employees and achieve

Emotions in the workplace play a crucial role in how organizations communicate within and to the outside world. Emotional states in the workplace have strong influence on the outcomes and dictates behaviors and attitudes within organizations. Positive emotions help employees attain favorable outcomes including job enrichment, achievement and higher quality social context. There is smooth relationship in the workplace when there are positive emotions. Negative emotions on the other hand change the

Literature Review evaluating the effects of ergonomics on work Ergonomics is defined as the science of designing the job to fit the worker rather than physically forcing the workers body to fit the job¹. Ergonomics combines aspects from the following scientific fields, physiology, biomechanics, kinesiology, industrial hygiene and psychology. This bibliographic analysis will concentrate on the following topics: medical aspects, productivity and product quality, the relationship between work sustainability

organization as well as its employees and their well-being (Clark, 2011). Working conditions refer to the organizational structure and environment such as terms of employment, hours of work, health and safety policies, physical environment and on-site facilities like fitness and daycare centers (Schulte and Vainio, 2010). It also includes workload, job control and support from management and colleagues (Dewe and Cooper, 2012). The International Labour Organization (2009) considers Workplace Well-being to relate

to work interviews, keeping in contact with employees on long term sick and ensuring that line managers are fully trained in absence management. ACAS have developed a five point plan for managing long term absence. The plan includes the aforementioned approaches, including keeping in regular contact with employees and conducting return to work interviews but also advises organisations to be clear about arrangements for sick pay, use occupational health and seek medical advice and ensure they develop

drastic effect on the productivity and performance of an employee as well as his behavior and personal life. In some cases it can even turn out into a fear of rejection, domination or termination. Stress is an interaction between an employee and workplace in extreme conditions. Only a few employees successfully manage their stress while most of them become victims of depression and isolation. Nowadays life is changing at a whirlwind speed and so is the workplace and technologies. Employees throughout

interventions to build thriving in individuals, families, and communities" (Seligman M. E., 2000). Definition of positive psychology in the workplace: “The study and application of positively oriented human resources strengths and psychological capacities that can be measured, developed and effectively managed for performance improvement in today’s workplace” (Luthans, 2002a, p. 59) . For decade’s psychology has focused on the negative emotions, thoughts and behaviours of human’s trying

improving a healthy workplace is to implement a strategy to success in the goal that the manager has set. The WHO model (shown in appendix B) is established for organizations to constantly develop in regards to the safety and well-being of their employees and guarantees that the model meets the requirements of everyone affected and is supportable over time. The continuous improvement model was created in 1998 through the “WHO Regional Office for the Western Pacific” (World Health Organization, 2010)