...at home and in their community. Work-life balance is different for everyone and it supports physical, emotional, family and community health and does so without grief, stress or negative impact (Workplace Mental Health Promotion, 2010). The issue of work-life balance has been discussed for many years by companies and strategists. All see the benefits of a work-life balance on their employees’ productivity and morale, thus see more happy healthy workers. According to the survey conducted by Nanos on “A snap-shot on work balance, Happiness and stress in Canada”, approximately 89 percent of Canadians are happy, depending on where one lives in Canada. 54 percentage of Quebec residents are most likely to be happy, while 39 percentage of British Columbians are the least likely to be happy (Nanos Report, 2010). From my findings a large majority of Canadians are happy with their work-life balance because these employees have the power to make it happen, they enjoy leisure time and the freedom that technology creates, and the co-operation of family and employers. First, I believe that Canadians are happy with work-life balance because...
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...Learning from the work happy masters. Contents Page # Part 1 How Does Google Create a Great Atmosphere? Part 2 How to Improve Your Work Happiness the Google Way? 29 3 Copyright © 2008 Karl Staib • Work Happy Now All rights reserved. No portion of this book may be reproduced mechanically, electronically, or by any other means, including photocopying without written permission of the publisher. The original purchaser is authorized to make one printed copy for personal use. Karl Staib Work Happy Now http://www.workhappynow.com email: karl@workhappynow.com 512-963-0828 http://www.WorkHappyNow.com | Work Happy the Google Way 2 How Does Google Create a Great Atmosphere? Google has taken great pains to create an atmosphere that promotes fun, creativity and accomplishing audacious goals. They do this because they understand people’s needs. People need to work in a place that cares about them. Google shows they care in many ways. Their perks include: 11 free gourmet cafeterias Employee lounges Massage services Free laundry and dry cleaning Oil change service Personal concierge to place dinner reservations Weekly TGIF Parties Top quality speakers visiting on a regular basis The list goes on and on. I think these are great perks, but the best part of working at Google is the ability to accomplish great things with great people. After every Google employee’s career comes to a close I guarantee they’ll remember two things: The people they worked...
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...advantage of providing benefits to employees is to reduce turnover rate and to employ new highly skilled workers at a competitive rate compared to other competition. Giving good benefits is the foundation of keeping good skilled workers. With a lower turnover rate compared to other companies with these benefits, it will allow employees to build their career within that company as provided examples by Genentech and Zappos. Also since a paycheck is not powerful enough anymore to keep skilled workers from leaving, adding additional packages for the organization's employees, gives the feeling of perks. For example, Hewitt Associates was a company that managed benefits for large corporations. One of the benefits of working at Hewitt was its free lunch program that was provided to every Hewitt employee. The main cafeteria in the building provided free lunch and breakfast every day. It was a great way to keep employees happy and to recruit new skilled workers. When Hewitt ceased this benefit, employees started leaving the company for higher pay and the company's reputation went with it. 2. Genentech is providing benefits such as "Unlimited sick leave, concierge service, child care, etc.” These great benefits give the employee a piece of mind that helps alleviate the stresses that affect them daily. Zappos on the other hand provides benefits that are more entertaining, for example, "pajama parties, nap rooms (my favorite), regular occurring happy hours, and a life coach." if more...
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...contains background on the importance of employee work/life balance on productivity, my qualifications, costs associated with the study, and a schedule for completion of the feasibility study. Attracting and retaining talent is crucial to an organisation's success and with the current trends in the labour market, retaining talent and ensuring business continuity is an ongoing challenge that requires careful human resource management. Need for a Work/Life Balance Program Research shows that to maintain a healthy lifestyle balance, a 24 hour day should be divided into thirds: one third for sleep, one third for work and one third for play. The trend in today’s workplace is for employees to work longer hours and as a result, when they arrive home they do not feel like exercising or cooking quality meals. As well, many employees are not taking their holidays. These two issues result in lethargy and absenteeism due to health issues and impact on employee productivity. A healthy staff will reduce costs to the organisation and assist in meeting budget requirements. Research also shows that work-life balance is an area that has been increasingly recognised as strategically important in attracting the best possible candidates and also retaining high quality staff. Benefits of a Work/life Balance Program Supporting and encouraging work/life balance provides the key to a successful organisation. Therefore minimising work-life conflicts helps prevent employee overload and increases work...
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...Electronics, Inc. Deena Lampe National American University Abstract This paper is a proposal to implement an employee wellness program for the employees of Electronics, Inc. This proposal contains background on the need for, and benefits of, instituting an employee wellness program, the importance of employee wellness and productivity, and educational needs of employees to maintain health and wellness. Attracting and maintaining personnel is crucial to an organization’s success and with current trends in the labor market, retaining personnel and ensuring business stability is a continuous challenge that requires conscientious human resource management. A happy and healthy workforce facilitates productivity through wellness and physical fitness. Proposal to Implement an Employee Wellness Program at Electronics, Inc. People in the labor force, are depended upon to follow through with work commitments. A healthy employee is able to do more and feel well enough to enjoy it. With high stress jobs, increased rush hour traffic, and demanding schedules, how can employers not be concerned about the health of employees? Research shows that, to maintain a healthy lifestyle balance, one third of a 24-hour day should be for sleep, one third for work and one third for play. The trend in today’s workplace is for employees to work longer hours and as a result, when they arrive home they do not feel like exercising or cooking quality meals. The time spent on leisure activities...
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...used as a tool to help encourage employees to be more productive and committed to the organization. This is a good idea but often times it is misused. Managers often times gives rewards to people that have not earned them leaving those that have worked hard in the cold feeling unappreciated. When an employee feels unwanted or unappreciated they are less productive. A happy employee is a productive employee and an unhappy employee is a less productive employee and often time the unhappy employees leave the organization for better treatment. What makes employees happy? Pay raises, training, benefits, and the feeling of being a vital part of an organization. These are some of the things that helps make an employee loyal to the organization. “Rewards systems are one of the most significant issues of the human resource management. Throughout the literature, it is obvious that theorists and academics, as well as practitioners and managers emphasize the important factor of rewards. Additionally, job satisfaction is another crucial term within the same body of literature. Job satisfaction is likely to provide employees of all levels with feelings of fulfillment, achievement and even pleasure for their job” (Galanou, 2010). “Thus, such feelings can make people more productive, creative and therefore more profitable for the organization. Furthermore, feelings of job satisfaction can strengthen the commitment and loyalty of employees with the organization, which is...
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...is a collaboration of Top Ten HR Practices that can help you achieve your organizational goals every year Summary of practices 1. Safe, Healthy And Happy Workplace 2. Open Book Management Style 3. Performance Linked Bonuses 4. 360-Degree Performance Management Feedback System 5. Fair Evaluation System For Employees 6. Knowledge Sharing 7. Highlight Performers 8. Open House Discussions And Feedback Mechanisms 9. Reward Ceremonies 10. Delight Employees With The Unexpected [pic] 1. Safe, Healthy and Happy Workplace Creating a safe, healthy and happy workplace will ensure that your employees feel homely and stay with your organization for a very long time. Capture their pulse through employee surveys. [pic] 2. Open Book Management Style Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book process you can gradually create a culture of participative management and ignite the creative endeavor of your work force.. It involves making people an interested party to your strategic decisions, thus aligning them to your business objectives. Be as open as you can. It helps in building trust & motivates employees. Employee self service portal, Manager on-line etc. are the tools available today to the management to practice this style. [pic] 3. Performance...
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...difference, physical, generational or culture and not pretend that these barriers have been broken down. Instead celebrate the differences among their employees, and encourage them to let their individualities show. Such as not hesitating to ask someone from another culture about their culture's etiquette practices - their knowledge could prove useful to the company’s business.. An employee's worth comes from more than his ethnicity or age etc,. Diversity Training is a good idea according to David Ingram, “Diversity Training Include diversity training as part of new-hire training programs or advanced training programs for managers.” Also “Diversity education programs can help employees to recognize prejudices and cultural assumptions in their own minds, while teaching them skills to respectfully seek to understand other cultures they come in contact with. Diversity training can also teach employees effective intercultural communication skills, as well, helping them to speak clearly with and fully understand co-workers who speak English as a second or third language.” Also there is five ways to discovery and recognize the talent culture according to Forbes, first , Stop a minute and think about that last one: your employees are unhappy. And a big part of your job is keeping employees engaged, productive and happy. This is when you realize you do have a...
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...achieve a common goal. In order for an organization to be successful, it needs to understand that being able to convince employees that there is where they should be as well as and satisfy their needs to provide the best possible care is key. Some studies indicate the cost of turnover can average 150% of the employee's annual salary. Employee retention refers to the various policies and practices which allows employees to be part of an organization for a longer period of time. Organizations should focus on the following issues in order to maintain their qualified workforce in the long term: communication; decision making; compensation, benefits, and career development; recruitment; appreciation and understanding; and management In order to make your workplace one where happiness and productivity thrive the employer must first be a "good employer." A good employer, is one who sets clear expectations to each and every employee. The employer makes the task to be done clear, when this task need to be finished by, and what happens after that task is complete. Within the expectations provided, clear boundaries also need to be set. This includes making employees aware of specific rules, regulations, policies and procedures. In order to make these expectations clear and followed by each of its employees, the manager needs to add a personal touch by speaking with employees individually or in a group. Also, managers need to keep in mind that not mattering what expectations are set, it...
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...Perks play an important part in attracting talented employees and keeping them motivated. With free gourmet cafeterias, massage rooms, nap pods, haircuts and onsite doctors available for employee checkups (free of charge), Google is trying its best to keep employees happy. Here are some of the perks that contribute to the happiness of Googlers; * At Google’s cafeterias, gourmet chefs create a wide variety of healthy and delicious meals every day. Google also offers snacks to help satisfy its employees in between meals. * Employees can relax after a long day by playing billiards, braving the rock climbing wall, or taking a dip in the company pool. Other activities? There’s an onsite beach volleyball pit, video games, foosball, ping pong and roller hockey. * Employees can do their laundry for free in company washers and dryers; Google even provides free detergent. Dry cleaning is also available. * If employees need to take a break from their desks, they can work out in the gym or take exercise classes. In the mood for a mental workout? Googlers can also study Mandarin, Japanese, Spanish and French, or visit the mobile library. After watching the video about the life of the employees at the Google Company, I was astounded that this kind of company actually exists; I honestly couldn’t believe what I saw. Google Company seems like a very huge company wherein the company offer its best services to the employees. In all honesty, if I were an employee in this company...
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...BSB PLC 10th December, 2014. Liverpool Title: BSB Employee Wellness Programme PLAN : IN RELATION TO HEALTHY EATING AND PHYSICAL ACTIVITY. Abstract: Well-being is about staff being confident, happy and healthy and it focuses on the development of individuals. It has two main elements: psychological and physical well-being. Physical well-being is important for learning and developmental capabilities by Viv Young and Claire Bhaumik,( 2011) Health and well-being at work: a survey of employees [online]. Available at: http://research.dwp.gov.uk/asd/asd5/rrs-index.asp . Accessed on: 5th December,2014. In furtherance to the above, a number of research findings inspired by the World Health Organization (WHO) have suggested that lifestyle behavioural choices contribute to a significant proportion of chronic diseases globally, thereby necessitating strategies to improve behavioural risk factors such as healthier eating and regular physical activity to be considered in a variety of settings including the workplace. It’s pointed out that: "Workplaces are important settings for health promotion and disease prevention. People need to be given the opportunity to make healthy choices in the workplace in order to reduce their exposure to risk. Workplaces should make possible healthy food choices and support and encourage physical activity" . Agency: This can be said to be in link with the agency theory-Agency is the capacity of individuals to act independently and...
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...Employees’ Union Elaina Griffin MGT/210 03/26/2012 Melinda Murphree Employees’ Union As a supervisor I got news that the unionized employees were getting ready to take their complaints to upper management. After checking into the complaints, I found out what they were looking for and came up with some solutions to please both management and the unionized employees. The first of which is better and more equipped lunch room facilities. The second is a better percentage of dental coverage. The third is to have their union dues deducted before taxes and or the company pays for half of the employee’s yearly union dues. For the first item I would propose the company provide more modern lunch room facilities. This means better equipment and vending machines with healthy selections with all proceeds going toward a charity of the employee’s choice. The second is the employees are asking for better dental coverage, asking for 100% coverage. I would first consider that the company is already paying 25% of all union employees’ dental coverage. I would first propose the company only raise that to 40%, meaning the employees contribution will be 60% instead of 75%. The reason I would propose this is so the company will also be able to pay half of all their union employees’ yearly union dues. This not only benefits the company but the employees. The first will create a tax write off for the company by just replacing a few lunch room appliances. All of these...
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...maintain a healthy work life balance. Burnout accounts for many of the medication errors and patient injuries in healthcare facilities. Most nurses are overwhelmed because of the caseload and longer workdays necessary to complete charting. Many nurses are also disgruntled because of denied vacation requests that cannot be approved because of non-coverage. Research has shown that when employees are happy then there are less errors and injuries in the workplace. It’s ironic that nurses care for patients but they don’t feel as though the healthcare facility cares for them. Many things can be done to boost employee morale which in turn will increase the quality of care that the patients receive. Adequate coverage needs to be address and using temporary staffing is a way to fill chronic vacant positions so that float RN’s are available for PTO requests. Insurance credits and consumer discounts can be used as incentives for those employees that practice healthy living activities. Staff meetings held during work hours, discussion boxes, timeout rooms, and partnerships with massage clinics are all changes that can provide stress relief for nurses. These changes are not too costly for the facility, and in the end, will result in less money spent on errors and injuries. The issues and changes must be discussed with a representative at each level (nurse, manager, supervisor, and budget analyzer). Technical changes encounter less resistance than social changes. Employees should...
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...perspective and a stereotype of a group of people. According to Gloria Naylor “words themselves are innocuous; it is consensus that gives them true power” (Peterson 234). The primary reason the United States Constitution was established was to promote the general welfare of the people, and for the government to preserve the welfare of the people. This essay will explain the origin of the word “welfare” and will consider the use of the word regarding employees’ welfare, the lesser known corporate welfare, and the welfare state. In particular, the term itself engenders such notions as health, happiness and prosperity. Originally, welfare meant being healthy and having prosperity, not necessarily enjoying wellbeing or being happy. If you study economics, “welfare or wellbeing refers to a status of emphasizing happiness and contentment, which includes one's living standards” (McQuillin 563). However, even economists realize that not all happiness derives from being financially well off. Almost everyone knows being wealthy is not the same as being happy. When Aristotle described the good life he explained, “that it is full of happiness and happiness is the most desirable of all good things” (Soccio 166). Successful businesses have acknowledged one of the primary...
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...crucial to the success of a company. Happy employees are more willing to give 110% versus employees who hate their jobs. I have personally experienced this. I worked for a company that had a fantastic culture and was a great place to work. I enjoyed working there for many reasons. The office was nice and my coworkers and I worked very well together. I looked forward to going to work every day, because it didn’t truly seem like work. I was able to do something I enjoyed with people I liked. I have also worked in a place that I hated. With this job, I was habitually late and often called out sick. I was not productive and spent a lot of time on the internet and on the phone. I finally couldn’t take it anymore and quit. I have developed the following ideas to prevent my employees from mimicking that behavior: Ergonomic Workspaces According to the Bureau of Labor Statistics, Musculoskeletal Disorder cases accounted for 33% of all worker injury and illness cases in 2011. OSHA indicates that there is a way to prevent these injuries from occurring, and that is to create ergonomic workspaces. “But work-related MSDs can be prevented. Ergonomics --- fitting a job to a person --- helps lessen muscle fatigue, increases productivity and reduces the number and severity of work-related MSDs.” I would create Ergonomic workspaces for all employees that would include plenty of natural sunlight. Healthy Snack Choices I would offer my employees healthy food choices for snacks. Items would...
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