IMPACT OF CULTURE ON WORKPLACEThere are a lot of factors of the culture all of which add on to the organizational personality. The examples of such the impact of decision making of the employee on the way the work is done, secondly how the employees’ behaviour is controlled. Anther one is that how an organisation sees the progress I. Individual or team work. Culture is the profound impact on the success of the organization.
EMPLOYEE ENGAGEMENTIt is the concept in which the organisation must focus on true capture of total person in acquiring the goals of the organization. The recent study by the Psychometrics Canada Inc. revealed several ways of keeping the employees engaged. Few of the step discussed in the text are as follows; Positive work relationship. Good fit between skills, job requirements, and organisation’s culture. Presence of role model. Celebrations of progress. Opportunities to learn new skills.CREATING A HEALTHY AND SAFE WORK ENVIRONMENT If the health and the safety of work environment.
The federal, provincial, and territorial governments regulate occupational health and safety. There is an influence of the health and the safety rules and the regulations. The things hat can happen while working in an organizational workplace involves occupational injury, illness, industrial disease, fracture and many more. In the workplace all the participants either the manager, supervisor and HR professional must be acknowledged about the occupational health and the safety regulations. The Ontario agency is held responsible for the safety, the workplace safety and insurance board (WSIB). Figure 1 REPRESENTS THE FEW HEALTH-RELATED SAFETY MEASUREMENTS AND A GUIDE FOR IT Figure 2; FEW OF THE SYMBOLS REPRESENTING THE SAFETY RELATED PRECAUTIONS (shponline.co.uk, n.d.) ¶ There are lot of benefits for the healthy and safe working environment. Some of them are discussed briefly over here;1. The health benefits consist of increase in life expectancy and disability-free life expectancy, in working ability and the proportion of employees free from occupational and work-related diseases and injuries, in the percentage of employees and pensioners free from serious disability due to chronic noncommunicable diseases, in the adoption of healthy lifestyles, and in equity in health. It would result in decrease of absenteeism due to disease and injury and decrease of health and safety related insurance premium. 2. The environmental benefits consist of greater efficiency in the use of natural resources, and a growing number of enterprises that manage environmental issues in compliance with legal requirements, using the principles and methods of such strategies as cleaner production, eco-efficiency, green productivity, and pollution prevention.3. The social and wellbeing benefits consist of better quality of working life and life in general for employees, improved self-esteem and motivation, increased professional skills and ability to cope with the demands of working life, and increased social capital.4. The economic benefits consist of increased productivity and economic efficiency, greater competitiveness and likelihood of economic returns on investments, a better image for the enterprise, a decrease in social insurance premiums, and lower health care costs.¶ Also, the maintenance of the environmental health safety is equally important as that of the others which can be maintained by following ways Environmental health in this context refers to the health consequences of exposure to factors present in the environment outside the enterprise premises. Every enterprise, but particularly those emitting pollutants to the ambient environment, has the potential to affect the health of people living in its neighbourhood. Integrated environmental and occupational health impact assessment should be used to assess the effect of an enterprise on the health of society, including the workforce. Every enterprise should develop and implement its own procedures for assessing and minimizing the impact on health of environmental pollution and excessive use of natural resources. To ensure optimal health for employees and the population at large, the environmental management of an enterprise should include the sustainable use of natural resources, energy efficiency, waste minimization, cleaner production, and the minimization of risks to human health by improving workplace health and safety. It should apply an integrated, preventive environmental strategy to production processes, and to products throughout their life cycle. Pollution prevention should gradually replace pollution controlBUILDING A CULTURE OF WELL-BEINGImproving work onitions is not the only thing to be considered but instead of this the social interection is also very important. There should be an understanding among the employees and tye employers they shoudhave a close relationship between physical and emotional health and job performanceHere are few of the things to be considered to create a cultural well being at workplace the health and safety of work, working methods and the work environment employees’ physical, psychological and social well-being the meaningfulness of work healthy and safe ways of organizing work risk assessment and management the control of exposure, strain and stress the development of occupational health care and rehabilitation the balance between work and leisure the role of occupational health and safety at work as a productive factor, and its role in business information and influencing attitudes the impact of work as a health-promotionThe Five Ways to Wellbeing (Connect, Be Active, Take Notice, Keep Learning, Give) are simple and proven actions that workplaces can introduce to help their people find balance, build resilience and boost mental health and wellbeing. The Five Ways to Wellbeing can also support workplaces to meet their health and safety obligations to manage risks to mental health and wellbeing. In this toolkit you’ll find a range of fact sheets, tips, tools and templates to make it easy for you to support your teams to build the Five Ways into their day-to-day lives. We wish you every success in taking action and building a flourishing workplace!T increase the wellbeing at the workplace following steps should be taken;Reduction in: Sick leave Stress Staff turnover Accidents and injuries Temporary recruitment Recruitment costs Management time Workplace conflict Overtime payments Permanent staff payroll Legal costs/claimsIncrease in: Revenues Productivity Company profile Employee health and welfare Job satisfaction Staff motivation, morale and sense of belonging Cooperative and quality workplace relationships Customer service and satisfaction Competitive advantage Attracting and keeping the best people Support goal setting Help teams and team members set goals so they can work out how to fit more of the Five Ways into work life as well as home life when they’ve clocked off. Even the practice of setting goals is good for wellbeing. There are a range of goal-setting templates Consider the best approach for your workplace While the Five Ways can be presented as a set, it is not essential to promote all at once, or encourage people to build all Five Ways into their lives at once. Many people may find such a target out of reach. You might like to take a staged approach and focus on one of the Five Ways for a month or two and then move on to another. Use Tool: Action plan template to help Evidence shows that CONNECTING with others including colleagues, friends and the idler community promotes wellbeing, and helps build a support network for when times get tough. We all need to feel close to other people and valued by them. At work, having good relationships with colleagues helps us stay motivated and engaged. Connecting is about being there for others, talking and listening, and feeling a sense of belonging.EMPLOYEE ASSISTANCE PROGRAMSAn EAP, or employee assistance program, is a confidential, short term, counselling service for employees with personal problems that affect their work performance. EAPs grew out of industrial alcoholism programs of the 1940’s. EAPs should be part of a larger company plan to promote wellness that involves written policies, supervisor and employee training, and, where appropriate, an approved drug testing program.The range of areas typically managed by an EAP provider include: Personal issues. Job stress. Relationship issues. Eldercare, childcare, parenting issues. Harassment. Substance abuse. Separation and loss. Balancing work and family. Financial or legal. Family violence.Some EAP providers are also able to offer other services including retirement or lay-off assistance, and wellness/health promotion and fitness (such as weight control, nutrition, exercise, or smoking). Others may offer advice on long-term illnesses, disability issues, counselling for crisis situations (e.g., death at work), or advice specifically for managers/supervisors in dealing with difficult situations.