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Work Place Well Being is a Myth

GROUP 7

Roll No.: 9, 16, 24, 31, 43 & 53

Guidance From : Prof. F.M. Sahoo

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The Reservoir of Well-Being

Boss irritates!

Boss irritates!

Boss irritates!Too much

travel

Boss irritates!Too much

travel

Boss irritates!Too much

travel

Unreasonable

demands

Boss irritates!Too much

travel

Unreasonable

demands

Boss irritates!Too much

travel

Unreasonable

demands

Difficultcolleagues

Conflictinggoals Too much

travel

Unreasonable

demands

Working withdifficult people

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the myths

Work life balance costs too much and small businesscant afford it

Discussions on work life balance only applyto people with families

If youre really serious about your career, you wontopt for flexible work arrangements

At desk means on task

We have a work/life policy in our workplace (thats allwe need)

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the myths continued

Employees undertaking a work life balance approach aretaking advantage of the organizationGetting to work early and staying late = productivity

Flexible working is a luxury

Working from home means staff spend more time doingdomestic tasks instead of completing project work

Work life balance policies are fine, but not applicable toanyone in a management position

If you push for work life balance, you are less committed

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NEW CHALLENGES

Market Dynamics from production to service

sector.Highly competitive business situation.High Intra and Inter Competition between

individuals and companies.Highly dynamic job requirement.

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Recent Trends and Developments

A shift from physical to psychological work stressors Physical work stress reduced Environmental stressors reduced Instead: Psychological stressors

Consequence:Increase in stress-related illnesses Anxiety & depression Psychosomatic symptoms Burnout

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Recent Trends and Developments

* Stressors and resources at work

Stressors have negative consequences on health Resources have positive consequences well-being and

personal development

Resources buffer against stress Decrease stressors, increase resources

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Psychological Stressors at Work

Task related and organisational stressors High workload, time pressure

Role conflicts, organisational constraints Social stressors colleagues, supervisors, subordinates Negative social climate Task conflicts, relationship conflicts Unfair behaviour, destructive leadership, workplace bullying

Social and Emotional stressors customers, clients Customer-related social stressor: Aggressive customers, exaggerated

customer expectations Emotional dissonance

Job insecurity and unemployment

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When it goes wrong

Mentally or physically ill

Present but at risk

Short-term

Long-term

Permanently

out of work

Unhealthy organisationalpractices

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Occupational

healthHealth and Safety

HR

A strategic approach

Mentally or physically ill

Present but at risk

Engaged and well

HR

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HR

When it goes right

Mentally or physically ill

Present but at risk

Engaged and well

Short-term

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Pressure, stress and Performance Managing psychological well-being at work

P e r f o r m a n c

e

Pressure

Stressed OutSwitched Off

Feel Good

ZonePeak Performance

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Building personal resilience

Self awareness - Inbuilt personality

Understanding workplace pressures

Dealing effectively with workplace pressures

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Common themes

Work is good for peoplePositive mental well-being brings benefits for organisations and individualsA strategic approach is requiredKey workplace factors influence psychological well-beingManagement behaviour is important but people canbe helped to help themselves

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Solutions

Emphasizing Control and a focus on relationships- Employee job control.- Employee influence in teams and the organization- Leaders providing employees with support

(instrumental and emotional), feedback, information,access to resources, and interpersonal exchangesthat will help them perform effectively

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HSE Management Standards

A Preventive, Population-based approach to

reducing work-related stress.

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Real Practising CEO

30 Second CEOs speech Coca-cola

Mr. Bryan Dysan.Life is with 5 Ball: Work, Family, Health,Friends, Spirit.Work is like rubber ball : Drop it, it bounces.The other 4 balls are like Glass: Drop it, ithas irrevocable damage.Work Efficiently give time to other 4 balls

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ConclusionImprovement for well being requires

combination of educational, organizationaland environmental activities.Clearly defined roles, carrier developmentoption.

Pastoral counseling, yoga, exercise andother interventions to combat negativeelements.

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Conclusion Cont.Small improvements in controls, support, and communicationscan disproportionately benefit employee mental health,absence levels and cost savings for organizations.

That is, changes do not have to be large or expensive to havemeaningful health and productivity impact.

Given that small improvements in work design can lead to bothmental health and business benefits, it is little wonder that thereis an increasing trend for organizations to tackle work-relatedstress by improving work design.

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THANK YOU CLASS

FOR YOUR

PATIENT HEARING