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TIGHTENING THE LINK BETWEEN WELLBING AT WORK AND PERFORMANCE

Abstraction:

The intent of this academic essay is to reexamine the research work under the rubric ‘Tightening the nexus between employee wellbeing at work and public presentation ‘ by the erudite scholar Nicole Renee Baptiste with the purpose to take the academic treatment further. The research work is good presented and rich in footings of cognition, grounds and recommendations. The subject of research is a modern-day issue of great significance, peculiarly in this clip of economic downswing.

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Sum-total of organisational success reflects on the economic growing at the national degree and that is why effectual and efficient organisational operation, be it in the public sector or private subdivision, has ever been on the top of the docket of the policy shapers and organisational leaders.

In add-on, organisational success depends to a big portion on the well-being of the employees. In other words, a happy work force leads to better concern public presentation – is the subject under reappraisal.

Introduction:

‘Life anticipation and Numberss in employment are higher than of all time before, yet around 175 million on the job yearss were lost to illness in 2006 ( Dame Carol Black ‘s Review of the wellness of Britain ‘s working population ‘Working for a healthier tomorrow ‘ presented to the Secretary of State for Health and the Secretary of State for Work and Pensions, 17 March 2008.

The policy shapers are in the procedure of reexamining work topographic point patterns in relation to well-being and promoting thoughts to better concern public presentation to be competitory in the planetary market that signifies the importance to wellbeing every bit justly depicted by the writer.

In order to foster the academic treatment, the undermentioned points will be analyzed:

  1. The rubric of the research work: Tightening the nexus between employee wellbeing at work and public presentation.
  2. The impression of HRM as suggested on Page 2 of the research work.
  3. Performance
  4. Recent HR Concepts, e.g. , employee battle
  5. The job of such probe: how to divide well-being as a variable as a contributory factor to public presentation
  6. ‘HRM patterns ‘ on page 3 of the research paper.
  7. The HRM Practices – Employee voice – … … … ‘and it is considered indispensable that workers have the chance to show their grudges openly and independently… . ‘ Page 3 of the article may be problematic.
  8. Committedness, Job Satisfaction and Work-life balance are the constitutional elements of
  9. Wellbeing. But the issue is: committedness, occupation satisfaction and work-life balance are the result of a good well-being policy instead than being the component elements of wellbeing which may be unfastened to debate.
  10. In the Data Collection procedure male, female, age, length of service, type of business, making – all the elements were taken in into consideration but point has no reference, which is Ethnicity, which is unfastened to debate. Different ethical background may hold different perceptual experience of well-being.

From a reading of the article under reappraisal, it seems the article is normative taking to prescriptive recommended policies which reflect a kind of theoretical account, the look used to analyse HR by Mike Noon, Re-assessing Human Resource Management, edited by Paul Blyton and Peter Turnbull, Sage Publications, 1996, page 16.

Literature Reappraisal:

Employee wellbeing as a construct to better organisational public presentation from the position of HR practician can be traced to the Health and Safety at Work Act 1974 as authorities legislative intercession placed a responsibility of attention upon employers.

‘Employers have a legal responsibility under the Health and Safety at Work Act 1974 ( HSWA 1974 ) to guarantee, so far as is moderately operable, the wellness, safety and public assistance at work of their employees. ( HSWA 1974, s 2 ( 1 ) .

The term used by the authorities has been welfare instead than wellbeing, which may bear the same significance except well-being, seems to be much broader in range.

The writer takes the position that HRM is a unitary system of direction – which is a remarkable indorsement of managerial positions, is besides unfastened to debate. Today ‘s HR is really much based on common consent in about every facet of employer-employee relationship which may be in a redundancy state of affairs, enlisting and choice, subject, trade brotherhood dialogue et cetera.

What makes the survey of HR hard is ‘the multiplicity of variable ‘ Charles Handy, Understanding Organizations, 4th edition, 1999, Penguin Books

Reappraisal:

Summary of the inquiries:

  • The rubric of the research work: Tightening the nexus between employee wellbeing at work and public presentation.
  • The impression of HRM as suggested on Page 2 of the research work.
  • Performance
  • Recent HR Concepts, e.g. , employee battle
  • The job of such probe: how to divide well-being as a variable as a contributory factor to public presentation
  • ‘HRM patterns ‘ on page 3 of the research paper.
  • The HRM Practices – Employee voice – … … … ‘and it is considered indispensable that workers have the chance to show their grudges openly and independently… . ‘ Page 3 of the article may be problematic.
  • Committedness, Job Satisfaction and Work-life balance are the constitutional elements of
  • Wellbeing. But the issue is: committedness, occupation satisfaction and work-life balance are the result of a good well-being policy instead than being the component elements of wellbeing which may be unfastened to debate.
  • In the Data Collection procedure male, female, age, length of service, type of business, making – all the elements were taken in into consideration but point has no reference, which is Ethnicity, which is unfastened to debate. Different ethical background may hold different perceptual experience of well-being.

Appraisal

The first issue which comes to mind as a referee is the rubric of the research paper

‘Tightening the nexus between employee wellbeing at work and public presentation. ‘

Harmonizing to the rubric, the writer does non stipulate which type of organisation is the article for, whether it is for the private sector or public sector or charity organisation, SMEs et cetera. If it assumed that the research paper is intended for all types of organisations, so the job is: the empirical analysis in local authorities in North England or an sentiment study of a peculiar group of employees working for the authorities may non be able to stand for the positions of all types of employees.

Percept on wellbeing differ from organisation to organisation. Aims and aims and public presentation are non the same or similar.

In 1961, Burns and Stalker ( Mullins, L.J. ( 2005 ) . Management and Organization completed a survey of 20 UK fabrication houses to find the types of construction that existed. Finding concluded that two fundamentally contrasting signifiers existed – mechanistic and organic.

Mechanistic Structures:

  • Have a stiff construction
  • Operate in stable environments
  • Have undertakings that are specialized and functionally differentiated
  • Have a hierarchal construction in which control and authorization predominate. #

Organic Structures:

  • Have fluid constructions that are more antiphonal to alter
  • Operate in more turbulent/constantly altering environments
  • Have undertakings that change on a regular basis with the concern
  • Have an environment where cognition is spread throughout the organisation

What has construction of an organisation got to make with wellbeing? To some extent, construction plays a really of import function in the makeup of the organisational personality which is the sum-total of the employees, direction manner, civilization of the organisation, type of employees recruited and selected, outlooks, industrial dealingss and the external environment T in which the organisation operates.

All these factors may take to a perceptual difference in which well-being is viewed.

Public or authorities sections are to some extent or similar to Mechanistic constructions where employees seem content with occupation stableness ( even the authorities sections are holding to confront up to recession ) – which means the wellbeing bundle from the perceptual experience of the contented employees may be different. This is an premise and at this minute of clip, no empirical grounds can be provided.

On the other manus, private organisations and SMEs, charity organisations have another mentality in relation to well-being because, external force per unit area of competition, the competitory nature in order to last and prolong, public presentation related in footings of finance and net income – all seem to propose, that wellbeing is approached from a more fiscal position like immense wages taken by the organisation leaders which has come under onslaught by the populace and media late.

At this minute, no empirical grounds can be provided to back up the above mentioned premises.

On page 3 of the research work, the writer has to some extent equated Employee Voice with Grievance by the statement ‘ … … … have the chance to show their grudges openly and independently, … … … ..’Grievance is non the same as raising an issue. Employee voice is about engagement, battle, audiences and discoursing issues related to work without fright. To utilize the phrase ‘Grievance ‘ seems inappropriate.

The impression of HRM

Harmonizing to the writer ‘HRM will be defined as a set of patterns used to pull off the work force of an organisation, that is recruitment and choice, preparation and development, worker engagement, wage and wagess, flexibleness, engagement in decision-making, communications and employee public assistance. ‘

If the position of the writer is taken that HRM is a set of patterns, which means it is a map or managerial tool to work out managerial jobs, so the inquiry no theory is required to back up premises or no empirical grounds is required to back up premises. There is still a batch of argument about the true nature of HRM from the academic position, practicians view point and besides, from the position point of educationists who teach this subject.

Harmonizing to Torrington et at. , ( 2005 ) , define HRM as, ‘Resource centered, directed chiefly at direction ‘s demands for HR ( non needfully employees ) to be provided and deployed. Demand instead than supply is the focal point on the activity. There is greater accent on planning, monitoring and control instead than mediation. Problem-solving is undertaken with other members of the direction on HR issues instead than straight with employees or their representatives. ‘

This definition is besides similar to the writer which focuses on Practice.

Harmonizing to bookmans like Guest, it is more than merely a set of pattern – the subject has good tested theoretical accounts and theories which provide the decisions with more authorization which is why empirical grounds is provided to back up findings.

Performance is another issue which requires elucidation.

The writer does non truly stipulate when covering with public presentation as to which public presentation is being referred to:

  • Organizational public presentation
  • HR public presentation
  • Employee public presentation

Wellbeing is related to public presentation but which public presentation. If well-being is related to organisational public presentation, so wellbeing demands to be separated from the remainder of the other variables which is hard to make. Compartmentalizing Wellbeing, if possible, may take to different decisions. Wellbeing will so be examined against the organisational public presentation indexs and see how wellbeing contributes to the overall public presentation of the organisation.

In these times when the traveling gets tough, employees try to set on their best show, merely to be in occupations. Performance additions as times get tough ( People Management, published by the Chartered Institute of Personnel and Development, July issues, 2009 ) .

Wellbeing non needfully leads to better public presentation. But without a shadow of uncertainty, plays a important function taking to effectual public presentation.

In a stable status, occupation security, committedness and work-family enterprises have been through empirical observation evidenced by the writer that wellbeing improves public presentation. It is agreed.

But does the same clasp for in an unstable status where occupations are vanishing, people being made redundant, re-structuring return topographic point merely to salvage money, preparation is traveling through the Windowss due to shortage of financess, enlisting freezing in some industries – it is a affair of uncertainty.

    Committedness, Job Satisfaction and Work-life balance are the constitutional elements of Wellbeing. But the issue is: committedness, occupation satisfaction and work-life balance are the result of a good well-being policy instead than being the component elements of wellbeing which may be unfastened to debate. This is another point seems to be unfastened to debate.

    A good well-being policy will take to greater committedness, occupation satisfaction and work-life balance.

    By following a Cause and Effect analysis, it can be safely assumed that committedness, occupation satisfaction and work-life balance is the terminal consequence or the consequence of a good well-being policy instead than being the component elements of well-being policy.

    From an HR practician ‘s point of position, well-being is made up of:

    • Effective communicating ( ACAS ) ( 2005 )
    • Honesty ( from both the employers and employees )
    • An inspiring civilization
    • Better footings and conditions of employment
    • Better and competitory benefits in footings of fiscal and non-financial
    • Competitive wages scheme
    • Schemes like proviso for looking after the aged, immature kids or taking time-off for looking after the aged, immature kids or people with disablements which may necessitate to be farther examined and defined. Disability is a long term inauspicious status of a individual ( mental or physical ) which will adversely impact a individual ‘s work related public presentation.
    • Better periphery benefits
    • Secured pensions
    • Et cetera

These may be the constitutional elements of wellbeing. If decently executed or implemented, it may take to enhanced committedness, occupation satisfaction and work-life balance.

Critical Evaluation of Methodology

The methodological analysis employed is the standard methodological analysis for analysis and the writer has taken into consideration all the elements necessary except one point – ethnicity. There seems to be no reference of ethnicity in the methodological analysis. From the cultural point of position, wellbeing possibly perceived otherwise by people coming from assorted cultural background. This is approximately diversified background. Peoples are different and may hold different sentiment on wellbeing. May be the empirical consequences would be the same, yet it is of import to understand wellbeing from different cultural backgrounds.

Harmonizing to Professor Binna Kandola OBE in his latest book provinces ‘We are so witting of the demand to look just that we conceal our biass, sometimes even from ourselves ‘ take from People Management 30 July 2009, page figure 26.

Hypothesis 1

Social relationships that exist between line directors and employees that are built on support and trust in direction from HRM patterns play an of import long-run function in the development of positive employee attitudes and behavior that constitute employee wellbeing at work and enhanced public presentation. Organizations that do non prosecute in these types of relationships will therefore perform worse in the long term than those that do non.

The hypothesis is good founded, but in times of alteration, recession, ‘latest unemployment figures revealed that 7.1 per cent of the work force is now out of a occupation, the latest CIPD labor Market Outlook study, compiled by the professional services house KPMG ‘ People Management 21 May 2009, page7 the normative recommendations by the writer may non be compatible in today ‘s context..

Hypothesis 2

Organizations that promote and maintain committedness, occupation satisfaction and work-life balance ( wellbeing ) of their employees through the execution of high committedness, HRM patterns will profit most by superior organisational results and productiveness through set uping long-run relationships of support and trust with employees. Organizations that do non pay attending to employee wellbeing at work will hold in the long term to cover with the effects of less productive employees.

The methodological analysis employed is compatible with the hypothesis. But the hypothesis seems to propose, a long term position, within which type of organisation is what needs to be established.

Evidence to back up the decision is good founded.

Statement of parts

It needs to be acknowledged that the British Library and on line library has greatly facilitated the procedure of deriving cognition and using the cognition in the reappraisal.

At the same clip, the counsel provided by the HR lector has besides enhanced the reappraisal accomplishments which has been applied and will be put to prove in all future research work. Besides, People Management published by the Chartered Institute of Personnel and Development has provided the modern-day HR issues.

Discussion and Decision

From a reading of the scholarly work of Nicole Renee Baptiste, it is clear from the writers ‘ statement the well-being, the cardinal subject, is viewed as ‘People ‘s overall sense of felicity. ‘

In other words, what makes employees happy at work or why should employees wish to work for one company instead than another? What information influences employee ‘s determination to do that kind of pick?

Harmonizing to the writer, HR patterns make the difference which is supported by the empirical probe and is besides endorsed by modern-day and direction gurus.

But, from a practician ‘s point of position, HR Practices require more elucidation.

HR PRACTICES

It is the benefits which are seeable, attracts employees and it is the existent demands of the current and possible employees which may represent employee well-being and do employees experience happy to work for the organisation.

This being the ground, employee perceptual experience on the constitutional elements of wellbeing may convey light a more practical attack to the subject of wellbeing and associate it to public presentation by good devised research methodological analysis.

What makes the survey of HR interesting is all HR issues are linked to other maps and detaching HR from the other maps is hard. The brave effort by the writer is to foreground Wellbeing must be appreciated.

In decision, wellbeing must and will mount up the ladder of HR docket which is witnessed by recent formation of the Institute of Wellbeing, ( People Management, August 2009 ) .

Mentions:

    Advisory, Conciliation and Arbitration Service ( ACAS ) ( 2005 )

    Health and Safety at Work Act 1974.

    ‘Life anticipation and Numberss in employment are higher than of all time before, yet around 175 million on the job yearss were lost to illness in 2006 ( Dame Carol Black ‘s Review of the wellness of Britain ‘s working population ‘Working for a healthier tomorrow ‘ presented to the Secretary of State for Health and the Secretary of State for Work and Pensions, 17 March 2008.

    Mike Noon, Re-assessing Human Resource Management, edited by Paul Blyton and Peter Turnbull, Sage Publications, 1996, page 16.

    Mullins, L.J. ( 2005 ) . Management and Organizational Behaviour, 7th Edition. , FT Prentice Hall

    Peoples Management published by the Chartered Institute of Personnel and Development ( all the diaries have been consulted from January 1 2009 boulder clay day of the month )

    Peoples Management, January 2009 published by the Chartered Institute of Personnel and Development

    Peoples Management, 30 May 2009 published by the Chartered Institute of Personnel and Development

    Peoples Management 30 July 2009 and August published by the Chartered Institute of Personnel and Development

    Personnel Manager, Law Pack Publishing, 2005

    Monetary value, A. ( 2004 ) . Human Resource Management in a Business Context, 2nd Edition, Thomson Learning

    Torrington, D. , Hall, L. and Taylor, S ( 2005 ) Human Resource Management, 6th Edition. , FT Prentice Hall















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TIGHTENING THE LINK BETWEEN WELLBING AT WORK AND PERFORMANCE. (2018, Aug 28). Retrieved January 24, 2019, from https://phdessay.com/tightening-the-link-between-wellbing-at-work-and-performance/