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Failure to examine the wellbeing of the employees impacts directly on the profitability and profitability of the organisation. Also, failure by the management to support the wellbeing of the employees has various effects on the business such as increased operation costs and poor public relations (Rees and French, 2013). There are different descriptions of well being of employees in various employment contexts. According to research, the workers’ wellbeing should balance their needs with those of the company. In this case, the concept of wellbeing refers to the creation of an environment for the promotion of a state of satisfaction among the workers as well as achieves their maximum potential for personal and organization’s benefit (Anjum, 2010).
The wellbeing of the workers entails more than the aspect of preventing sickness at the workplace. It involves a wider bio-psycho-social structure that includes mental, physical and social health. Normally, employees are mentally and physically capable of contributing at the workplace and become more engaged to their work under good working conditions. Well-being at the workplace, therefore, does not involve the management of the cultural and physical environment with the aim of safeguarding workers from harm. However, it requires corporations to assist individuals to maximise their mental and physical health. The approach for wellbeing benefits individuals both inside and outside the work environment (Jibeen, 2013). In addition, it promotes various aspects of the workplace such as productivity, morale and commitment. Positive wellbeing at the workplace can also benefit the community that is essential for enhancing the public relations of the organisation. It is important for the management and leadership of various organisations to support the wellbeing of the employees because of various reasons such as promotion of employees’ morale, commitment, transparency, productivity, public relations and efficiency
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