Personal Management

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For business results and the quality of goods and services given to customers, physical and psychological conditions of employees of the company are very critical. Via a variety of channels, health and wellness concerns can impact companies: some are more apparent while others are more hard to recognize and therefore handle. Firstly, there is a shortage of workers at work due to injury, benefits or some form of holiday. The second category is less visible, sick and wounded, but with substantial productivity losses. The least obvious but chronical and the most dangerous group are employees with poor health and well-being in general, as they have a lower level of engagement and care less about company prosperity (APSC n.d.).

To identify employee health issues may be useful to organize a regular employee health screening on the workplace. As well that procedure may be applied before new employee became part of the organization (Fit for Work 2017). But some health issues are visible even without special checks just in everyday communication and of course employees’ work results.

Around the easiest to identify are such health issues as not enough sleep, not being healthy mentally, and working too much (Schofield and Harmer 2016). The person who sleeps not enough has the slower reaction, lower level of energy, and usually easy to be irritated, emotionally unstable, impulsive. As well they have problems with memory, decision making, motor skills, chronically sleeping deprived people get sick often (Swalin n.d.). The negative outcome for the organization by this particular issue is growing level of mistakes, the worse psychological climate within the organization, and much lower productivity of such employees.

Mental health issues, such as depression, anxiety, and/or high level of stress are also easy to notice through changes in worker behavior, its communication style within the team and with heads. Such tendencies may lead to burning out of the worker, sharp decrease in its productivity and sacking by employee initiative, what will lead to extra costs for HR procedures (WMHP n.d.).

The third issue, working too much, is easy to spot if there is a system of registration in the work place, so it is clear who stay long hours. However, there can be related problem – employees, who cannot stop thinking about work problems even at home, such category supposed to be irritated and dissatisfied with work/life balance. The negative outcome for the organization is a lower inside motivation of such employees and in fact lower productivity per hour of their work.

There is a number of options to address listed issues, the best practices provided by Australian health solutions recommends next ones. To level up the quality of employees' sleep the company management should:

1. Inform employees about consequences of sleep deprivation to their health with scientifically proven facts;

2. Encourage employees to have hours free of "blue screens" after 8 pm, as it negatively affects levels of melatonin and may disrupt their sleep.

3. Encourage employees to have a walk at lunchtime to get their dose of light and physical activity what may make the quality of sleep better.

For keeping workers mentally healthy, an employer should provide them enough recovery time, provide emotional support – let people feel valuable and successful in the work they do and providing a meaningful contribution to organization and clients, use empathy in the interaction with employees (Schofield and Harmer 2016, p.3-4).

Finally, to reduce overworking is recommended to “help employees to manage their workload and acknowledge and appreciate an employee’s efforts daily”. Also is used to teach workers technique "Pause of Refresh", what allows to clear mind from work questions in front of the home door and concentrate after on family (Schofield and Harmer 2016, p.6).

For the implementation of described options, there needs help by organization management, in particular, Human Resources department and line managers. With a help of Human Resources department may be organized training about healthy habits in particular in sleep, but also diet, physical activity and stress management for regular workers. On the other hand, a special training on empathy and stress reducing techniques should be provided to line managers, who will learn to play a new role of mentally health supporters. Such training is in the interest of the organization, as that reduce possible negative effects and related unpredictable extra costs, so budget for training organization may be reserved within one for employee development.

To plan the detailed program of personal effectiveness (through health and well-being) promotion, as to follow best practice, I need to pass 6 core steps. First, establish a management commitment and develop policy, where write down goals in health and well-being achievement for employees. On the next step for initial planning should be developed cooperation between employees and employer and if possible constructed a Committee for question governing.

Here, in the beginning, is important to get an informal or formal leader, who will energize and encourage other employees and participants, as well commitment from management will make a program more solid and faster developing and getting popularity. Company staff may need special encouragement to participate in the program; the best way to involve them is to show program benefits for their personal health, well-being, and next career.

On the third step, I conduct needs assessment: collect initiatives by involved participants from both sides (employer and employee), then rate the priority of listed interests and needs (especially workplace ones). In the organization may be already offered some initiatives related to well-being and health, they are a good point to start, that way you get recovery of old programs and energy to develop a new one. The worker's requirements should be taken into account while developing program because their real interest is only one guaranty of implementation success. The way to collect information by them dependent on the company size – in the case of a small organization is possible to interview or discussion, big one need in the procedure of surveying. Another useful procedure is an audit of company workplace issues.

The fourth step, action planning, contains the development of ideas discussed before: particular strategies and policies to motivate and teach employees and management to have a proper sleep, level of stress and work/life balance and possibly other initiatives what participants marked as critical on the previous step. This part may require consultations with experts in health questions; however, psychologists from Human Resource department can help a lot too. As result of this stage may be developed cultures, policies, strategies and other documents. An important thing to remember, the strategies should be simple. They should match the majority interests, but there can be some additional variants for others mixed with the main ones. Two major directions for strategies development – people and places orientation (ACT 2012).

Two more steps of program development and implementation include management and evaluation processes. For the fifth step, where an implementation, administration, and monitoring are processed number of roles, activities and documents are necessary. An amount of required resources will strongly depend on the size of organization and number of strategies you want to implement. In any case, there need such instruments as a record-keeping system, what allows make an order in administration and coordination processes and monitor the progress of the initiative. Such system may include next data:

Initiatives conducted,

Levels of interest,

Outcomes,

General details.

The other important document is a risk management strategy for the program, where procedures to minimize risks of delivery and provide emergency (if needed) and safety to participants written down.

Main activities on this stage are regular communication between leaders and participants, facilitation and encouraging, providing detailed information about program initiatives and progress toward goals. Attention by the organization management, its commitment to the program should be also demonstrated to employees to level up the effectiveness of realization.

On the sixth step, the program should be reviewed and evaluated. An importance of evaluation is obvious, as it allows leaders to adjust and correct details of program procedures and restart “next season” in the future with more potential success and profit for employees. Strategies of evaluation should be oriented on measuring parameters of particular strategy, policy or program.

For the base of comparison (initial conditions of evaluated object) may be used data from employees survey and workplace audits (see step 3). Data for analysis of next process and results may be taken from record-keeping system discussed before, however, new surveys (program satisfaction, for example), activity evaluation forms and discussions with staff may be applied. The other strategy of evaluation is using of benchmarking, possible variables for comparison are sick leave, productivity, participations.

Well organized evaluation strategy allow leader to check if implementation followed initial plan, notice improvement opportunities, understand popularity of program among participants and their perception of program value, measure level of satisfaction, actual changes in health and well-being, health outcomes, compare the results with costs of implementation, make a decision about program ongoing (ACT 2012).

Conclusion

Management of personal efficiency programs at the workplace is a long and complicated process, which however worth energy of its leaders and costs of organization. By implementing procedures and strategies for development healthy workplace and habits of employees, making level of their well-being higher and more stable the organization release full potential of its staff and therefore maximize company’s profit and clients experience quality.

References

ACT. (2012). Guide to Promoting Health & Wellbeing in the Workplace. [Online] (updated 2017) Available at: [Acessed Jul. 28, 2017]

APSC. (n.d.). How employee health and wellbeing affects organisational productivity. [Online] (updated 2017) Available at: [Acessed Jul. 28, 2017]

Fit for Work. (2017). Employee health screening: health checks and why they're worth doing. [Online] (updated 2017) Available at: [Acessed Jul. 28, 2017]

Schofield, L., and Harmer, S. (2016). The big issues. [Online] (updated 2017) Available at: [Acessed Jul. 28, 2017]

Swalin, R. (n.d.). 11 Signs You're Sleep Deprived. [Online] (updated 2017) Available at: [Acessed Jul. 29, 2017]

WMHP. (n.d.). Issues in the Workplace That Affect Employee Mental Health. [Online] (updated 2017) Available at: [Acessed Jul. 29, 2017]

October 12, 2022
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Economics Business

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Organization Company Employee

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6

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