Signs of Organizational Wellbeing - Essay Example

? Organizational Wellbeing Introduction Organizational wellbeing is the potential of an organization to support and maintain the physical, psychological, and societal employees’ wellbeing at the entire ranks and for each work. A poor institutional climate can lead to issues of burn-out and makes further possible trends that include psychological violence and harassment. Organizational wellbeing can lead to positive results having achieved in an organization and thus the organization prospers well. Am currently working in a health organization where wellbeing for the employees has had consideration and thus the success of the organization. Health centers are one of the most sensitive organizations in many parts of the world where great wellbeing must have assurance. This essay focuses on the signs, sources, and strategies to improve wellbeing in the health organization (Cooper, 2009). Signs of organizational wellbeing In the health organization, wellbeing is present because it has manifestations through several factors. One, in the organization, there are clearly set goals of the management to remain achieved, the organization has performance ethics, and integrity, admiration for variety is present as well as good communication among the staff and the management. Everyone in the organization acts responsibly and accountable for their actions, there is freedom of expression in the organization, people work together in harmony and cooperation to explore new opportunities in their fields and encounter the anticipated challenges thereafter. The organization has a well-organized framework of performance, and the management has the power to evaluate, assess, and supervise the activities of the subordinate staff with ease and enthusiasm (Prilleltensky, 2006). Motivation in the organization is great, the executives have respect for the employees’ welfare, and this gives the employees confidence and self-control in their performance and thus always exhibit a high level of activity. The organizational wellbeing cumulatively covers the wellbeing of the employees and the collective wellbeing, hence the main goal of all this is to support organizational well being. Each of these complements one another and thus works for the benefit of the organization. The factors leading to organizational wellbeing are many, however, they are only distinct to specific organizations, therefore, for my organization, and these are the key signs of well being in the organization. Thus, promotion institutions foster self-determination of their people, and simply societies input to individual development by a fair sharing of opportunities in the community. The wellbeing of an organization determines its level of performance, the image of the institution as well as the output of the society (Robertson, 2011). Sources of organizational wellbeing Organizational wellbeing originates from the signs of well being in an organization; however, they can have three descriptions as values, power, and interests. The values dictate the daily operations of the organization in terms of decision-making and trends. Interests refer to thin following of individual advantages in disregard of the effects for the collectivism, whereas power is a mixture of the potential and the chance to support values and interests of the organization. For instance, the diversity wellbeing factor of my organization originated from the understanding that currently the world is dynamic and thus for any organization to survive it must diversify its operations. This enabled us as workers to work for the common good of the institution. Good communication originated from the strategically organized organization structure that facilitated the smooth flow of information and interactive moments among us, the staff, and management personnel (Cooper, 2009). The transparency and accountability originated from the management giving us, the employees’ autonomy and trust in our operations so that we can exhibit our potential and creativity. This enabled us to feel valued and important to the organization all the time. Performance ethics and integrity came from the dedication of the organization to give us as staff clear guidelines of performance, ensuring that we operate in a safe environment that does not expose us to risks, enabling us to read and understand the rules and policies of the organization and the dire consequences when we misbehave. The anticipation of challenges originated from the knowledge that in venturing into new areas, we must face some uncertainties, which we should conquer always to make the organization a success. Therefore, sources of wellbeing in an organization must have clear identification to create an enabling environment for operation all the time; hence, mostly, the sources of wellbeing in our organization mainly came from the vision and mission statements of the organization (Palgrave, 2011). Strategies for wellbeing The key to prosperity tactics is that they should be particular enough to handle every one of the locations, signs, and corresponding origins of wellbeing at similar moments. Interventions that focus mainly on individual locations ignore the several resources that institutions and societies lead to individual wellbeing. The strategies that can have application in the organization to enhance its wellbeing include (Prilleltensky, 2006): Positive job culture This is a custom with obvious vision and aim; where us as staff, will be conscious of our personal input. This enables us as staff to have involvement in the victory of the organization. This can as well remain created through offering the chance for exercising, motivating teamwork by significant exercise, and through efficient communication. Organizational management structure The organization can have flat easy frameworks that facilitate better control of staff wellbeing. This will enable a collective involvement of the whole staff in decision -making, hence creating a collective responsibility for everyone. Since, the organization has just a manageable number of staff, the flat and simple structure will serve better to facilitate wellbeing in the institution. Training and development Exercising introduces individuals to unique and fascinating learning and growth that remain commonly optimistic and motivational. The organization through training and growth opportunities will add value to the employees and enable us to feel significant and worth venturing for the prospect. Employees will have the chance to learn as well on how to counter anticipated challenges while maintaining organizational wellbeing focus (Robertson, 2011). Pay and remuneration, working hours, and other terms of employment Contractual pay and terms must reflect the roles of the specific responsibility, and the worth the responsibility symbolizes to the institution. Those workers working for extra hours must have fair pay through either overtime payments or moment off in lieu. This will increase motivation to the workers and give them courage to perform harder. Job protection and threat of redundancy The management has to reassure the employees and in the matter of possible idleness, visibility, timely and excellent communications are important to avoid inconveniences. The management must appraise staff for developments in their areas, and should maintain transparency and integrity in their operations. This will create a sense of belief in the employees (Prilleltensky, 2006). Conclusion Organizational wellbeing promotes success in an organization and instills self-belief to the employees. Several researchers have studied about organizational wellbeing and given their conclusions, which help organizations to remain focused always. In my organization, though there is a wellbeing, I have learned that more can yet remain carried out to improve on the wellbeing of the organization. This will only have achieved through vivid cooperation of management and the employees better to address a common purpose and move in the same direction. Organizations that have a sound wellbeing enjoy much success in the market and they have a high chance of embracing new opportunities once they emerge; with ease and determination to achieve their aim and mission (Cartwright, 2009). References Cartwright, S., & Cooper, C. L. (2009). The Oxford handbook of organizational well-being. Oxford: Oxford University Press. Prilleltensky, I. (2006). Promoting Well-Being: Linking Personal, Organizational, and Community Change. Hoboken: John Wiley & Sons. Robertson, I. T., Cooper, C. L., & Palgrave Connect (Online service). (2011). Well-being: Productivity and happiness at work. Basingstoke: Palgrave Macmillan. Read More