The Importance Of Employee Well Being For Employees

Humana Inc. is an insurance company that has been around for more than 50 years. Well-being is the core objective of Humana. Well-being remains the primary focus, but Humana is going beyond health insurance to partner with people to assist with healthier lives. Humana’s organizational behavior stands on management’s principles, visions, and values to sustain those well-being goals.

Employees are an important part of any organization and organizations need to treat them as thus. In the 21st Century, as a result of changes in the labor markets, organizations are more responsive to worker conditions and this might have resulted in the

I became really interested in the well-being of employees within a corporation. I consider that in order to obtain happiness and satisfaction of employees, human resources is very important for any type of business, even a small one.

Human Resources. From a human resource perspective, the essence of employee wellness includes positive effects of the spirit including wellness, commitment, and morale. From the human resources viewpoint it is noted that employees are committed and empowered with a strong sense of passion when spirituality takes place within the organization.

After analyzing this organization, it is apparent to that job satisfaction should be a priority for management. Job satisfaction can be best understood as a positive emotional state resulting from a perceived satisfaction from one’s job (Locke & Lathan, 2007). Employee satisfaction is an important retention strategy based on the knowledge that a satisfied employee is more effective in completing their duties, more productive, and seldom contemplates alternative employment. Achieving a goal of a high employee satisfaction rate consist of implementing compensation and reward strategies mentioned prior. It should be emphasized that employees, regardless of industry respond in a positive manner to positive recognition. Positive recognition can be achieved with more than compensation and rewards. Creating an atmosphere where employees feel like their ideas and opinions matter can be just as effective as monetary and non-monetary rewards. A routinely exchange of ideas

The reason that I chose this article is because it directly affects my life. My wife, who works in an Emergency 911 Call Center, is currently experiencing issues that were discussed in the article. In the article, it states that if an employee fails to maintain good health due to increased demand at work and work stress they will eventually become physically and emotionally worn out (Zhong et al., 2009). With the employee becoming worn out their job satisfaction will suffer and it will adversely affect the organization (Zhong et al., 2009). The main goal of modern organizational management is to increase the employee’s motivation and their capabilities so that it maximizes job satisfaction and their performance in the organization (Pfeffer,

Employees are happiest when “they can provide meaningful goals, resources, and encouragement, and they can protect their people from irrelevant demands”

Therefore, it is not easy to stir up staff 'hypnotized' by the illusion of well-being. Kotter offers the following techniques. 1. Eradication of elements of extravagance (for example, the cancellation of any benefits). 2. Establishment of higher 'bars' in the work of employees. 3. Review of mechanisms for measuring the effectiveness of employees. 4. Stimulation of collective discussion of problems.

For the state of workplace wellness the question has been asked, "Is your workplace well"? (Press, 1999) The reality of it all is some of the business leaders just don't get it. Why is stress such an issue? Why is depression such an issue? It there isn't some sensitivity to

Job satisfaction has a direct correlation to employee engagement and perceived organizational support. Businesses, firms, and agencies would do well to hire on the basis of an applicant’s core self-evaluation. As such, recruits or applicants with positive core self-evaluation are more likely to be engaged and begin the cycle of job satisfaction. That is, engaged employees more readily complete the tasks and goals of the organization and are therefore supported by the organization. As the cycle moves, output / production increase and one’s satisfaction grows.

One may arguably say "customers first" but the truth is employees are just as important as customers. Having a happy, productive workforce provides a better output and is a win-win to all parties. In fact, the image of happy workforce is a favourable brand that attracts talent. In order to accomplish this it is important that the business strategy identified should be alignment with all facet of the business which includes recruiting, selection of resources and compensation.

In terms of a business community, it is the responsibility of the leaders to promote an environment that focuses on establishing a worker's strength, discovering his or her potential, and then developing that potential in order to fulfill that person's purpose. In the business world, we see people all the time who feel their work is not fulfilling and lacking in purpose. These are also the kinds of people we see that show up to work and complete the bare minimum necessary for obtaining their paycheck. An employer who wants to have a successful company needs to promote the kind of work that is in their employees' best interests and allows them to feel useful each and every day. A happy employee will be more invested in the business's day to day operations, as well as the overall success of the organization.

Employee engagement is a method designed to ensure that employee are committed to their goals and value, motivated to contribute to business success. According to Schaufeli and Saklanova (2007), employee engagement is “important” for business organization given many challenges they face. Additionally, Sulliman (2000) claims employee engagement is essential concept for leadership and organization performance. However, it is probably difficult to get high employee engagement to organization goals. This essay will discuss whether business organization needs employee engagement to enhance business performance.

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Today’s business environment is highly competitive and rapidly changing. Many organizations are competing to survive in this environment. Motivation and the employee job satisfaction are essential for the long-term success of the organization team. Evaluation of the employees’ job satisfaction is a major problem of the Organization, until it affects the achieving of goals.