Organization And Productivity Significantly Essay

Question:

Discuss About The Organization And Productivity Significantly?

Answer:

Health issues affect productivity

From the evaluation of research addressed that there are some significant kinds of health issues that can affect the productivity at the workplace in a significant manner. These are development of conflict, work stress, and addicted of smoke can create issue for the organization to successfully accomplish the task in long-term. At the same time, it can also be said that such health issues can directly affect the performance of an organization and decline the productivity significantly.

Standard approaches

Conflict management

An organization has used collaborating approach and competitive approach to manage conflict at the working place and manage the health problems of employees. At the same time, a management of conflict can support to enhance the productivity of an organization (Battilana, et al., 2015).

Work stress management

In addition to this, a corporate can used some significant approaches such as counselling, time management skills, relaxation training, and stress management training are supportive to improve the productivity. Moreover, such factors can support to successfully manage the stress level of employees and makes a friendly and relax environment at the working place.

Mitigate the habit of Smoke

Along with this, some employees are habitual of smoke that also spread a bad environment in the working place and create a health issue, which can decline the productivity of an organization. Therefore, an organization has used different kinds of approaches to mitigate such kinds of bad habits of employees. These are develop a programme, comprehensive approach and facilitated approach are benefit to the employees because such programs can aware the employees regarding disadvantages of smoke and importance of life. Additionally, it can be said that such kinds of programme can also be supportive to inspire the employees to make a happiest life that can boost the performance of organization (Cummings, et al., 2014).

Senior management for approval to develop a program

The work stress management is main issue for an organization it can directly influence the productivity of a corporate. Therefore, an organization should conduct stress management training twice in a month. It is because, such kinds of training can decline the stress of employees and aware them regarding the time management skills. It can also be supportive to make healthier environment and decline absenteeism of employees in the working place.

Approval of suggested programme by senior management

After the approval of suggested programme by senior management has needed to identify the following areas:

Program scope/objectives

The main objective of this programme or training is to eliminate the level of work stress to decline the health issue of employees and enhance productivity in a significant manner (Day, et al., 2015).

Managerial and reporting structure for implementation

An organization should appoint a mentor to deliver the training programme in a significant manner. At the same time, it can also be said that one expert can deliver a message effectively. So, an organization can implement the training programme to obtain the positive response significantly.

Engagement plan for employees

An organization should provide the training programme to manage the stress of work at the working place. At the same time, it can be said that the training regarding the work stress can support to complete the goal of an organization in a significant manner with a flexible manner (Gonzales, et al., 2015).

Evaluation method

Evaluation method is significant for an organization due to enhance the productivity and growth in long-term. Additionally, an organization should use biofeedback and psychological method to evaluate effectiveness of training programme significantly. Moreover, such methods are effective to evaluate the actual performance of training.

Implementation of Employee Assistance Programme (EAP)

Implementation of EAP programme will be significant to assist the employee to resolve the personal and professional issue in a significant manner. The following points demonstrate the effectiveness of EAP:

Relevant policies for the program

An organization will offer confidential and voluntary assistance by using the EAP to every employee and its relatives who might be suffered with dynamic issues of legal, finance, drug, and marital issues. Others are relative illness, emotive doubts, and baby care difficulties. Therefore, to improve the wellness of workforce similarly makes a productive business; organization has encouraged the workforces to obtain the positive outcomes with a corporate (Jex, eta l., 2014).

Program guidelines

The following steps will be used to implement EAP:

Standards can be significant to operate the effective employee assistance program at the working place. An effective EAP would meet all the issues of employees significantly.

Intent demonstrates the responsibilities of every standard in the operative EAP

Indispensable Components

Indispensable Components might be demonstrated to an EAP for accomplishing the standards.

Recommended components

Suggested factors or components are needed in an employee assistance programme to accomplish the goal significantly (Kossek, et al., 2014).

Program milestones and timelines

  • Employee Assistance Programme has offer services to the employees and their relatives or family
  • It also offer advantages by providing disability carrier (CIGNA)
  • It provides service for their employees 24/7.
  • Offers its own web site where user id and password are offered to the employees to resolve their issues.

Tracking system for monitoring progress

Tracking system significant way for monitoring progress and enhance the productivity f an organization in long-term. An organization has given the opportunity to HRM department to track the record of EAP and evaluate the whole programme due to getting the actual benefit of programme (Lavy, et al., 2014).

Template for progress reports

The following template shows the progress report regarding the EAP:

From the evaluation of case study addressed that an organization has conduct an EAP to its employees and conduct a health campaign to their employees but due to uncomfortable time of programme an employees are not able to participate in the workshop. Additionally, it is also found that organization spend $5,700 to eliminate the health issue of employee and enhance the productivity of an organization. At the same time, it is also found that 50% employees are participating in the workshop and they get benefit from the campaign. But remaining 50% were not satisfied by the programme because due to odd time of programme. Some employees give their negative feedback towards the programme, they did not want to participate in the campaign due to smoke breaks time and campaign time is same. Therefore, it can be difficult to attend the program. At the same time, some employees seeks that higher work pressure cannot permits to attend the additional programme.

Moreover, organization should make a flexible environment at the working place together with making a robust relationship with employees. It can be supportive to easily mitigate issues of employees and improve productivity of an organization (Wagner et al., 2014).

References

Battilana, J., Sengul, M., Pache, A. C., & Model, J. (2015). Harnessing productive tensions in hybrid organizations: The case of work integration social enterprises. Academy of Management Journal, 58(6), 1658-1685.

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. USA: Cengage learning.

Day, J. K., & Gunderson, D. E. (2015). Understanding high performance buildings: The link between occupant knowledge of passive design systems, corresponding behaviors, occupant comfort and environmental satisfaction. Building and Environment, 84, 114-124.

Gonzales, E., Matz-Costa, C., & Morrow-Howell, N. (2015). Increasing opportunities for the productive engagement of older adults: A response to population aging. The Gerontologist, 55(2), 252-261.

Jex, S. M., & Britt, T. W. (2014). Organizational psychology: A scientist-practitioner approach. USA: John Wiley & Sons.

Kossek, E. E., Hammer, L. B., Kelly, E. L., & Moen, P. (2014). Designing work, family & health organizational change initiatives. Organizational dynamics, 43(1),53.

Lavy, S., A. Garcia, J., & K. Dixit, M. (2014). KPIs for facility's performance assessment, Part I: identification and categorization of core indicators. Facilities, 32(5/6), 256-274.

Wagner III, J. A., & Hollenbeck, J. R. (2014). Organizational behavior: Securing competitive advantage. UK: Routledge.

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