The Importance Of Employee Well Being And Productivity

Employee Engagement - This is the communication between an employee and staff on all levels. There are 3 dimensions of employee engagement - Intellectual, Affective and Social. If these dimensions are positive, encouraging and work related, staff will feel valued and make greater contributions towards the organisation.

Consider the different methods used to give effective voice to employees and critically evaluate the importance of this to the employment relationship

• Thirdly, the suggestions and complaints provided by employees are treated of equal importance. In the same way, they have a right to participate in the process of revising company policies as well as a manager. In

Employees are the most important asset of an organization and organization has the responsibility to keep happy, motivated and satisfied so that their interest does not diminish in work. Moreover, when employees are kept happy and satisfied then their productivity rises as they feel that the company has given them the importance.

Two ways that a supervisor can promote productivity improvement for staff members is to provide employees with the necessary resources to effectively perform their work duties and to foster a work environment of open communication and trust. If a supervisor can provide the necessary training and resources to maintain employee training, employee productivity would maintain at a constant rate or productivity would improve. Well trained and knowledgeable employees translate into a productive work environment. Employees that are well versed in their roles and have the necessary training and resources are more effective and productive within their work environment. An open communication environment would also help employees maintain or increase productivity. If employees feel like they have a voice or their opinion matters, employees tend to be happier within the workplace. If a supervisor’s team of employees is unhappy or feel like there are no open lines of communication, quality of production may suffer or decrease. A supervisor could potentially promote productivity improvement whining his or her team by providing the necessary resources for success and maintain an open environment of communication. Both providing necessary resources for success and open lines of communication promote improvement and maintain higher levels of

One of the primary factors in employee engagement is a person’s relationship with his or her direct manager. Some managers are excellent at managing teams and making each person feel valued, while others don’t have the same abilities. Train your managers in the skills that can improve employee engagement, and it can boost your organization’s overall results. Most employees fear their supervisors, so they choose to leave because they don’t want to work in a stressful environment. However, they don’t always express their

Employees are the most important, and often, most costly asset within any organisation. Ensuring they are fully engaged and committed to the success of the business is crucial. Listed below are the activities needed to reinforce the connection employees have with their company, job and colleagues, leading to a more satisfied and motivated workforce.

Employee engagement and motivation can be increased by providing clear line of sight, providing right job knowledge with required resources, supportive supervision, incentives and rewards.

1.2 Analyse the three principle dimensions of employee engagement (the emotional, the cognitive and the physical)

There might come situations like interpersonal conflict, work-family conflict, job – security, sexual harassment which may reduce which reduce work engagement under which a firm must adopt much programs and policies like job redesign, Family-friendly human resource policies, stress management programs, work-life balance programs which helps in building work engagement.

A healthy work environment “is a set of interconnecting surroundings, circumambiencies, and conditions that determine, influence, and guide growth and action” (Kramer, Schmalenberg, & Maguire, 2010, p. 4). There is a variety of different characteristics surrounding a healthy work environment. Some characteristics are “a culture of collaboration and communication, adequate and appropriate staffing, authentic leadership, meaningful recognition, and continued professional development” (Sanders, Krugman, & Schloffman, 2013, p. 346). A healthy work environment assists in satisfied employees, which in turn retains

Question 6: EXPLAIN WHAT IS MEANT BY EMPLOYEE VOICE AND THE MAIN MOTIVATION FOR ESTABLISHING MECHANISMS FOR VOICE IN THE WORK PLACE.

Employee satisfaction doesn’t necessarily mean employees are engaged. Employees can be happy, show up for work daily, but that doesn’t mean they are being productive or mindful of patient’s needs. When employees are engaged, they care. Examples would be a hospital employee making eye contact with visitors and patients, another would be a night shift worker being aware of quiet time during their shift. (Kruse, 2015) Leaders need to know what drives employees’ engagement. Leaders that behave consistently with the organizations core values and show a sincere interest in the employee’s well-being have been a link to improving employee engagement.

Besides, power imbalance between employer and employee in the workplace seems to be unavoidable. As noted by Wilkinson et al. (2014), employees are citizens who have the right to be informed and consulted; therefore, the aim of employee voice is to communicate with management and express employees’ concerns about their work situation. Nevertheless, in recent years, decreasing union density has gradually shifted the form of voice in most organisations and countries from collective and unionized channels to direct and individualized mechanisms (Wilkinson et al., 2014).

Communication is essential in all facets of an organization. It can aid in decision making, planning and conflict resolution. The ability to effectively communicate allows facilitation of relationships between superiors and subordinates; essentially this creates higher job satisfaction (Dogra, A., 2012). Open communication where employees have opportunity to voice their ideas and concerns, corelates to employees feeling a sense of value within the organization, which creates motivation (Dogra, A., 2012). Furthermore, in conjunction with these ideas, a sense of partnership and loyalty begin to develop between subordinates and superiors. The responses to this are typically seen in greater responsibility being given to the subordinate.