This document discusses employee well-being, including its importance for both employees and employers. It outlines five domains of well-being: physical, values, psychological, personal development, and social. Examples of well-being initiatives are provided, such as exercise programs, work-life balance targets, and community involvement. The document also discusses reasons for employers to focus on well-being, like duty of care and increasing employee commitment. Specific strategies around work environment, health and safety, and work-life balance are examined. A case study of Marks & Spencer's employee well-being trial demonstrates benefits like reduced absence and improved morale.
Engage for Success Wellbeing Subgroup Whitepaper: The EvidenceEngage for Success
This document summarizes evidence on the linkages between employee wellbeing, engagement, and performance. It finds that engaged employees with high wellbeing are more attached to their organizations and that wellbeing and engagement positively reinforce each other in a "virtuous circle." Research shows relationships between engagement, lower absenteeism, job stress, and positive emotions at work. High wellbeing leads to individual outcomes like commitment and health that then improve organizational performance through higher productivity, satisfaction, and lower turnover.
In this white paper Patrick Woodman, Head of External Affairs at the Chartered Management Institute, discusses the importance of health in the workplace, not only for employees, but also for the bottom line.
The economy is of course an important factor when it comes to health and wellbeing at work. Managers are working longer hours and many organisations can’t justify giving pay rises when budgets are tight. This all impacts morale, stress levels and sickness absence.
However, Patrick highlights the true business advantages to be gained if employers invest in employee health. By implementing a well thought out health and wellbeing strategy, businesses can benefit from lower staff turnover, reduced sickness absence, and improved productivity and morale.
Patrick details some initiatives that employers can easily adopt, including examining leadership styles, to show how health and wellbeing can truly be good for business.
This Healthy Workplace Guide was developed by:
Julie Anne Mitchell, Barbara Eden, Scott Dunn, Jo Cramp: Heart Foundation
Kathy Chapman, Vikki Jayewardene: Cancer Council NSW
Lesley King, Alexis St.George: Physical Activity, Nutrition and Obesity
Research Group (PANORG)*, University of Sydney
Psychological Health and Safety: An Action Guide for EmployersCCOHS
Listen to the recorded webinar of this presentation at: http://staging.ccohs.ca/products/webinars/psych/
We have made significant progress in addressing workplace factors that impact the physical health and safety of employees; now we need to give similar attention to psychological health.
Psychological health concerns have a powerful and expanding impact on the safety, productivity and effectiveness of the workplace.
To provide employers with guidance that includes practical, accessible and actionable recommendations, the Mental Health Commission of Canada-Workforce Advisory Committee has requested the creation of a resource based on a review of the latest scientific evidence and professional practices. Psychological Health and Safety: An Action Guide for Employers is a free online resource that is available to all Canadian employers regardless of size, sector or location.
The guide provides logical implementation steps, with emphasis on clear, realistic actions that are consistent with current knowledge and are supportive of the national standard for psychological health and safety.
This presentation by the guide authors will include a brief description of the underlying research and framework, an overview of the contents, and recommendations for application and dissemination.
Organizations that implement some of the recommended actions will be encouraged to share their experiences in order to inspire and instruct others.
Quality of work life and Human resource Management in Business Process Manage...ijtsrd
Quality of work life plays an important role in the present global business environment to improve the organizational performance and excellence in terms of achieving profitability and productivity to reach the organizational goals. The work life is based on the Person's mentality and the psychological factors. Authors, people of organization, psychologists and also the management consultants agreed to give a 100% perfect definition based on their experience and observations. The happiness and behavior of the employees is measured by their way of life. The employees life style is determined with individual characteristics and individual characteristics of need pattern, tolerance of every issue in organization, work principles, values, abilities and skills of the employees. People behavior and work life balance usually varies from person to person. Reaching higher position will satisfy the mental urges. Engaging with the given work will also be helpful for balancing the personal life satisfaction. Organizational trainings and career development will be helpful to precise the quality of work life Appreciations, and Motivation, are the most important needs. It is important factor of work life status improvement. More recognition in job needs to be appreciated. Employees must be rewarded for his extra work Development and work skills. At the same time lethargic and lazy employees must be penalized. This will be helpful in motivating employees. Ms. Challa Madhavi | Dr. Nalini Bikkana"Quality of work life and Human resource Management in Business Process Management (BPM) Companies in India" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-1 | Issue-2 , February 2017, URL: http://www.ijtsrd.com/papers/ijtsrd8288.pdf http://www.ijtsrd.com/management/business-ethics/8288/quality-of-work-life-and-human-resource-management-in-business-process-management-bpm-companies-in-india/ms-challa-madhavi
Organisational leanings, Innovation and PerformanceDr-Sarfaraz
Organisational learnings, Innovation and performance.
This Edited book is the result of all quality papers, articles and research based on organisational learning, organisational behaviour, human resource management, financial performance, information technology.
In preparation for the launch of the Engage for Success movement back in 2012, a Well-being subgroup was formed and produced this document called “Sustaining Employee Engagement and Performance – Why Wellbeing Matters”. This outlined the evidence for the links between employee engagement and employee well-being (both physical and psychological).
This document discusses employee well-being, including its importance for both employees and employers. It outlines five domains of well-being: physical, values, psychological, personal development, and social. Examples of well-being initiatives are provided, such as exercise programs, work-life balance targets, and community involvement. The document also discusses reasons for employers to focus on well-being, like duty of care and increasing employee commitment. Specific strategies around work environment, health and safety, and work-life balance are examined. A case study of Marks & Spencer's employee well-being trial demonstrates benefits like reduced absence and improved morale.
Engage for Success Wellbeing Subgroup Whitepaper: The EvidenceEngage for Success
This document summarizes evidence on the linkages between employee wellbeing, engagement, and performance. It finds that engaged employees with high wellbeing are more attached to their organizations and that wellbeing and engagement positively reinforce each other in a "virtuous circle." Research shows relationships between engagement, lower absenteeism, job stress, and positive emotions at work. High wellbeing leads to individual outcomes like commitment and health that then improve organizational performance through higher productivity, satisfaction, and lower turnover.
In this white paper Patrick Woodman, Head of External Affairs at the Chartered Management Institute, discusses the importance of health in the workplace, not only for employees, but also for the bottom line.
The economy is of course an important factor when it comes to health and wellbeing at work. Managers are working longer hours and many organisations can’t justify giving pay rises when budgets are tight. This all impacts morale, stress levels and sickness absence.
However, Patrick highlights the true business advantages to be gained if employers invest in employee health. By implementing a well thought out health and wellbeing strategy, businesses can benefit from lower staff turnover, reduced sickness absence, and improved productivity and morale.
Patrick details some initiatives that employers can easily adopt, including examining leadership styles, to show how health and wellbeing can truly be good for business.
This Healthy Workplace Guide was developed by:
Julie Anne Mitchell, Barbara Eden, Scott Dunn, Jo Cramp: Heart Foundation
Kathy Chapman, Vikki Jayewardene: Cancer Council NSW
Lesley King, Alexis St.George: Physical Activity, Nutrition and Obesity
Research Group (PANORG)*, University of Sydney
Psychological Health and Safety: An Action Guide for EmployersCCOHS
Listen to the recorded webinar of this presentation at: http://staging.ccohs.ca/products/webinars/psych/
We have made significant progress in addressing workplace factors that impact the physical health and safety of employees; now we need to give similar attention to psychological health.
Psychological health concerns have a powerful and expanding impact on the safety, productivity and effectiveness of the workplace.
To provide employers with guidance that includes practical, accessible and actionable recommendations, the Mental Health Commission of Canada-Workforce Advisory Committee has requested the creation of a resource based on a review of the latest scientific evidence and professional practices. Psychological Health and Safety: An Action Guide for Employers is a free online resource that is available to all Canadian employers regardless of size, sector or location.
The guide provides logical implementation steps, with emphasis on clear, realistic actions that are consistent with current knowledge and are supportive of the national standard for psychological health and safety.
This presentation by the guide authors will include a brief description of the underlying research and framework, an overview of the contents, and recommendations for application and dissemination.
Organizations that implement some of the recommended actions will be encouraged to share their experiences in order to inspire and instruct others.
Quality of work life and Human resource Management in Business Process Manage...ijtsrd
Quality of work life plays an important role in the present global business environment to improve the organizational performance and excellence in terms of achieving profitability and productivity to reach the organizational goals. The work life is based on the Person's mentality and the psychological factors. Authors, people of organization, psychologists and also the management consultants agreed to give a 100% perfect definition based on their experience and observations. The happiness and behavior of the employees is measured by their way of life. The employees life style is determined with individual characteristics and individual characteristics of need pattern, tolerance of every issue in organization, work principles, values, abilities and skills of the employees. People behavior and work life balance usually varies from person to person. Reaching higher position will satisfy the mental urges. Engaging with the given work will also be helpful for balancing the personal life satisfaction. Organizational trainings and career development will be helpful to precise the quality of work life Appreciations, and Motivation, are the most important needs. It is important factor of work life status improvement. More recognition in job needs to be appreciated. Employees must be rewarded for his extra work Development and work skills. At the same time lethargic and lazy employees must be penalized. This will be helpful in motivating employees. Ms. Challa Madhavi | Dr. Nalini Bikkana"Quality of work life and Human resource Management in Business Process Management (BPM) Companies in India" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-1 | Issue-2 , February 2017, URL: http://www.ijtsrd.com/papers/ijtsrd8288.pdf http://www.ijtsrd.com/management/business-ethics/8288/quality-of-work-life-and-human-resource-management-in-business-process-management-bpm-companies-in-india/ms-challa-madhavi
Organisational leanings, Innovation and PerformanceDr-Sarfaraz
Organisational learnings, Innovation and performance.
This Edited book is the result of all quality papers, articles and research based on organisational learning, organisational behaviour, human resource management, financial performance, information technology.
In preparation for the launch of the Engage for Success movement back in 2012, a Well-being subgroup was formed and produced this document called “Sustaining Employee Engagement and Performance – Why Wellbeing Matters”. This outlined the evidence for the links between employee engagement and employee well-being (both physical and psychological).
This document discusses how promoting health and wellbeing in the workplace can benefit businesses. It notes that healthy, engaged employees are more productive and organizations that focus on wellbeing could gain an efficiency boost of up to £77 billion. The document then provides statistics on sickness absence and lost productivity in the UK. It identifies supportive management, positive culture, managing stress, and work-life balance as key areas for businesses to focus on to improve employee wellbeing. The document concludes by offering further resources and support from the Growth Company on developing workplace wellbeing strategies.
A Study On Quality Of Work Life Of Employees at ITI, B'lorePradeep Pandian
This document provides an introduction to human resource management. It discusses that HRM involves managing employees to help an organization achieve its goals. The objectives of HRM include developing employees, meeting individual and organizational needs, improving employee satisfaction and morale, and maintaining quality of work life. It also covers the scope of HRM, which includes recruitment, training, performance management, compensation, and industrial relations. The importance of HRM is that it can improve relationships, develop organizational commitment, help organizations adapt to changing conditions, and increase pressure on employees to perform well.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
The document discusses work-life balance and its importance for employee engagement and productivity. It provides an overview of research showing that supporting work-life balance leads to increased employee engagement when the workplace culture genuinely values it. However, the benefits of work-life balance, like improved retention and discretionary effort, only occur when the entire workplace, including senior managers and colleagues, supports employees in achieving a better balance.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document summarizes a research paper that analyzes work-life balance among working mothers in India. It discusses how women now hold a variety of jobs across sectors. The paper aims to compare work-life balance for working mothers in public and private sectors through a survey. It measures six factors influencing work-life balance, including personal, balancing, organizational support, motivational, career advancement, and psychological factors. The results found differences in work-life balance based on these factors and age levels. The study aims to define HR interventions to improve work-life balance for working mothers.
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
Intro to HRM Lecture 6 - Employee WellbeingAllen Grabo
The document discusses employee assistance programs (EAPs) and strategies for promoting employee wellbeing. EAPs are based on the idea that work issues are not the cause of employee problems, but the workplace can help employees get assistance. EAPs focus on job performance and cost-effectiveness. They involve problem identification, education, referral, counseling, treatment, and follow-up. Stress in the workplace can impair health and performance through physical, mental, and social impacts. Employers can implement health promotion programs focused on nutrition, exercise, smoking cessation, and education to create healthier work environments.
Dr Stephen Williams was one of the true pioneers in the area of occupational stress diagnostics and stress management. OPRA began our relationship with Dr Williams back in the late 1990’s and this continued up to his unfortunate passing in the mid 2000’s. During this time Dr. Williams did many presentations across our regions discussing the benefits of a proactive approach to managing stress at work. The following is a key note address on the topic that he gave at the 2003 HRINZ Conference: Releasing individual potential through employee wellbeing.
This white paper discusses the important roles that culture, leadership and
communication play in developing successful wellbeing strategies in the
workplace.
Professor Cary Cooper, a renowned expert in organisational psychology,
discusses the reasons for implementing wellbeing strategies. Although creating
a motivated, flexible and committed workforce may be the crucial driver
for employers, they should also understand the moral aspect to improving
employees’ wellbeing. Employees will respond negatively to wellbeing initiatives
if they believe they are merely being implemented to get them to work harder.
That is why harnessing the right culture within a workplace is important, so
there is an environment where employee wellbeing can flourish. Leadership
is key to developing this culture and its success relies upon the buy in and
cooperation of all leaders from the board down.
Communication is then vital as engaging with employees about the wellbeing
programme will help to demonstrate that it is ongoing and not just a fad.
Continually surveying employees to seek their views on the programme will
then ensure that it remains relevant and continues to meet their needs.
Quality of work life is a multi-faceted concept that aims to improve employee satisfaction and organizational effectiveness by making work less routine and more rewarding. When quality of work life is high, employees experience more autonomy, recognition, and satisfaction in their work. However, mass production has made many jobs monotonous, reducing meaning and resulting in issues like absenteeism and low performance. Improving factors like working conditions, job content, wages and benefits can enhance quality of work life.
Employee Well Being - New Rules For A Better WorkplaceJbAloy
The document discusses the importance of employee well-being for organizations. It notes that poor mental health like depression and stress negatively impact employee productivity and retention. Surveys of Canadian employees show many experience stress and believe their employers do not pay enough attention to well-being, work-life balance, and skill development. The document argues that improving well-being requires a holistic approach beyond superficial perks to addressing key issues like work conditions, compensation, and training opportunities.
This document discusses quality of work life (QWL) at two case studies - CMC Ltd. and Pune Municipal Transport (PMT).
For CMC Ltd., the company focuses on developing people through an open culture with flexibility, trust, autonomy, and collaboration. This leads to benefits like employee involvement, innovation, and flexible policies. However, some negatives were also reported like ambiguity, need for streamlining, and potential for misuse of flexibility.
For PMT bus drivers, issues with QWL included lack of decision making, fatigue, fear of assault, tight schedules, poor working conditions, and work-life imbalance. Strategies proposed to improve QWL included social facilities, teamwork, flexible
THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE AND EMPLOYEE PERFORMANCERobinson Omamo
This study focuses on one flexible working practice, homeworking, and examines its benefits at the individual level. I question the employee's perception of homeworking as a benefit. For example, in the case of an organization where homeworking has a long history and has become a common and extended practice among employees over time, I argue that employees may not perceive homeworking as a discretionary benefit, but as an entitlement. Since the research questions of this study are of an exploratory nature, I applied qualitative analysis to primary interview data obtained in Samba Financial Group. The interview data allowed examination of the ways in which research participants perceived and experienced past employee-organization exchanges and, thus, address the research questions regarding the perceptions of the content and quality of the employee organization relationship (EOR). I supported the qualitative results with quantitative analysis of survey data the research team collected from the same organization and other internal organizational data. The results support past research that shows working from home brings benefits such as helping employees with balancing their home and work commitments with becoming more productive as they have fewer distractions than when working at the office This study seeks to contribute to the on-going debate about the consequences of homeworking focusing on the employee-organization relationship and drawing from the social exchange theory and the inducements-contributions model.
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
The document summarizes a case study on the return on investment (ROI) of an executive coaching program at a Fortune 500 company. The study found that coaching produced a 529% ROI and significant intangible benefits. Productivity and employee satisfaction were most positively impacted. Coaching improved decision-making, team performance, and motivation. The study recommends managing the coaching process, preparing clients, allowing client choice in coaches, providing organizational support, ensuring coach knowledge of the business, and measuring performance to maximize ROI from executive coaching.
Corporate Wellness Solutions To Augment Productivity At The WorkplaceMahesh Pamnani
This document discusses the benefits of corporate wellness programs for augmenting productivity in the workplace. It outlines several elements that make for an effective wellness program, including focusing on happiness using evidence-based scientific techniques. The document promotes developing the whole person by focusing on spiritual, physical, intellectual, relational and emotional well-being. It provides examples of wellness activities companies can implement, such as meditation, walking meetings, yoga, and positive emotions training. Evaluating programs using metrics like performance and health outcomes is recommended.
IKEA is a Swedish home goods retailer known for its work-life balance policies that are rooted in Swedish culture. These policies include flex-time, part-time work, leave for life events, and most notably, free health services for employees like podiatry and massage. This case study examines IKEA's Glasgow, Scotland store, where these benefits are popular with employees and seen as investments in their well-being. Outcomes include higher morale, loyalty, and retention rates. IKEA's approach demonstrates how work-life balance extends from an organization's culture and values.
This document provides an introduction and background to a research paper on work-life balance policies and their impact on employee job satisfaction and turnover intention among Malaysian organizations. It discusses how work-life balance has become an important issue for human resource management as organizations face demands to improve efficiency while supporting employees' personal lives. The research aims to analyze work-life balance practices in Malaysian companies, particularly in the oil and gas industry, through interviews with HR professionals and employee surveys. The goal is to identify factors inhibiting effective work-life balance and areas of best practice, and develop a framework for managing it systematically while conforming to local cultural norms.
This document discusses work-life balance and how to achieve it. It defines work-life balance as meaningful achievement and enjoyment in all aspects of life, including work, family, friends, and oneself. The document outlines common myths about work-life balance and the business impact of stress. It provides tips for evaluating personal stress levels and improving work-life balance through better time management, setting boundaries, and stress management techniques. Finally, it discusses creating an organizational culture that supports work-life balance through flexible work arrangements, telecommuting options, and seasonal scheduling adjustments.
This document provides basic best practices for using Twitter to promote non-profit organizations, including how to use hashtags and live tweeting to engage followers, analyzing conversations on Twitter, staying organized using lists, and connecting with donors and potential supporters through retweeting and thanking donors. The goals of using Twitter for non-profits are to increase exposure to donors and supporters, make the organization more accessible, and further promote projects and events.
Actividad de Aprendizaje 2 - Geometría IAlain Serrano
Este documento contiene el registro de actividades de dibujo técnico realizadas por el alumno Alain Serrano Bautista para su clase de geometría descriptiva. Presenta bocetos, dibujos finales y soluciones gráficas a 10 problemas que involucran ángulos, perpendiculares, divisiones de segmentos y empalmes con arcos.
Este documento proporciona información sobre el contexto institucional y de curso en el que se desarrollará el internado pedagógico de una estudiante de pedagogía. Describe los detalles de la escuela, incluida su infraestructura, proyecto educativo y recursos. Luego presenta datos sobre el curso de tercer año básico en el que se realizará el internado, incluido el número de estudiantes, edades y resultados de evaluaciones diagnósticas. Finalmente, analiza los intereses y necesidades de aprendizaje detect
This document discusses how promoting health and wellbeing in the workplace can benefit businesses. It notes that healthy, engaged employees are more productive and organizations that focus on wellbeing could gain an efficiency boost of up to £77 billion. The document then provides statistics on sickness absence and lost productivity in the UK. It identifies supportive management, positive culture, managing stress, and work-life balance as key areas for businesses to focus on to improve employee wellbeing. The document concludes by offering further resources and support from the Growth Company on developing workplace wellbeing strategies.
A Study On Quality Of Work Life Of Employees at ITI, B'lorePradeep Pandian
This document provides an introduction to human resource management. It discusses that HRM involves managing employees to help an organization achieve its goals. The objectives of HRM include developing employees, meeting individual and organizational needs, improving employee satisfaction and morale, and maintaining quality of work life. It also covers the scope of HRM, which includes recruitment, training, performance management, compensation, and industrial relations. The importance of HRM is that it can improve relationships, develop organizational commitment, help organizations adapt to changing conditions, and increase pressure on employees to perform well.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
The document discusses work-life balance and its importance for employee engagement and productivity. It provides an overview of research showing that supporting work-life balance leads to increased employee engagement when the workplace culture genuinely values it. However, the benefits of work-life balance, like improved retention and discretionary effort, only occur when the entire workplace, including senior managers and colleagues, supports employees in achieving a better balance.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document summarizes a research paper that analyzes work-life balance among working mothers in India. It discusses how women now hold a variety of jobs across sectors. The paper aims to compare work-life balance for working mothers in public and private sectors through a survey. It measures six factors influencing work-life balance, including personal, balancing, organizational support, motivational, career advancement, and psychological factors. The results found differences in work-life balance based on these factors and age levels. The study aims to define HR interventions to improve work-life balance for working mothers.
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
Intro to HRM Lecture 6 - Employee WellbeingAllen Grabo
The document discusses employee assistance programs (EAPs) and strategies for promoting employee wellbeing. EAPs are based on the idea that work issues are not the cause of employee problems, but the workplace can help employees get assistance. EAPs focus on job performance and cost-effectiveness. They involve problem identification, education, referral, counseling, treatment, and follow-up. Stress in the workplace can impair health and performance through physical, mental, and social impacts. Employers can implement health promotion programs focused on nutrition, exercise, smoking cessation, and education to create healthier work environments.
Dr Stephen Williams was one of the true pioneers in the area of occupational stress diagnostics and stress management. OPRA began our relationship with Dr Williams back in the late 1990’s and this continued up to his unfortunate passing in the mid 2000’s. During this time Dr. Williams did many presentations across our regions discussing the benefits of a proactive approach to managing stress at work. The following is a key note address on the topic that he gave at the 2003 HRINZ Conference: Releasing individual potential through employee wellbeing.
This white paper discusses the important roles that culture, leadership and
communication play in developing successful wellbeing strategies in the
workplace.
Professor Cary Cooper, a renowned expert in organisational psychology,
discusses the reasons for implementing wellbeing strategies. Although creating
a motivated, flexible and committed workforce may be the crucial driver
for employers, they should also understand the moral aspect to improving
employees’ wellbeing. Employees will respond negatively to wellbeing initiatives
if they believe they are merely being implemented to get them to work harder.
That is why harnessing the right culture within a workplace is important, so
there is an environment where employee wellbeing can flourish. Leadership
is key to developing this culture and its success relies upon the buy in and
cooperation of all leaders from the board down.
Communication is then vital as engaging with employees about the wellbeing
programme will help to demonstrate that it is ongoing and not just a fad.
Continually surveying employees to seek their views on the programme will
then ensure that it remains relevant and continues to meet their needs.
Quality of work life is a multi-faceted concept that aims to improve employee satisfaction and organizational effectiveness by making work less routine and more rewarding. When quality of work life is high, employees experience more autonomy, recognition, and satisfaction in their work. However, mass production has made many jobs monotonous, reducing meaning and resulting in issues like absenteeism and low performance. Improving factors like working conditions, job content, wages and benefits can enhance quality of work life.
Employee Well Being - New Rules For A Better WorkplaceJbAloy
The document discusses the importance of employee well-being for organizations. It notes that poor mental health like depression and stress negatively impact employee productivity and retention. Surveys of Canadian employees show many experience stress and believe their employers do not pay enough attention to well-being, work-life balance, and skill development. The document argues that improving well-being requires a holistic approach beyond superficial perks to addressing key issues like work conditions, compensation, and training opportunities.
This document discusses quality of work life (QWL) at two case studies - CMC Ltd. and Pune Municipal Transport (PMT).
For CMC Ltd., the company focuses on developing people through an open culture with flexibility, trust, autonomy, and collaboration. This leads to benefits like employee involvement, innovation, and flexible policies. However, some negatives were also reported like ambiguity, need for streamlining, and potential for misuse of flexibility.
For PMT bus drivers, issues with QWL included lack of decision making, fatigue, fear of assault, tight schedules, poor working conditions, and work-life imbalance. Strategies proposed to improve QWL included social facilities, teamwork, flexible
THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE AND EMPLOYEE PERFORMANCERobinson Omamo
This study focuses on one flexible working practice, homeworking, and examines its benefits at the individual level. I question the employee's perception of homeworking as a benefit. For example, in the case of an organization where homeworking has a long history and has become a common and extended practice among employees over time, I argue that employees may not perceive homeworking as a discretionary benefit, but as an entitlement. Since the research questions of this study are of an exploratory nature, I applied qualitative analysis to primary interview data obtained in Samba Financial Group. The interview data allowed examination of the ways in which research participants perceived and experienced past employee-organization exchanges and, thus, address the research questions regarding the perceptions of the content and quality of the employee organization relationship (EOR). I supported the qualitative results with quantitative analysis of survey data the research team collected from the same organization and other internal organizational data. The results support past research that shows working from home brings benefits such as helping employees with balancing their home and work commitments with becoming more productive as they have fewer distractions than when working at the office This study seeks to contribute to the on-going debate about the consequences of homeworking focusing on the employee-organization relationship and drawing from the social exchange theory and the inducements-contributions model.
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
The document summarizes a case study on the return on investment (ROI) of an executive coaching program at a Fortune 500 company. The study found that coaching produced a 529% ROI and significant intangible benefits. Productivity and employee satisfaction were most positively impacted. Coaching improved decision-making, team performance, and motivation. The study recommends managing the coaching process, preparing clients, allowing client choice in coaches, providing organizational support, ensuring coach knowledge of the business, and measuring performance to maximize ROI from executive coaching.
Corporate Wellness Solutions To Augment Productivity At The WorkplaceMahesh Pamnani
This document discusses the benefits of corporate wellness programs for augmenting productivity in the workplace. It outlines several elements that make for an effective wellness program, including focusing on happiness using evidence-based scientific techniques. The document promotes developing the whole person by focusing on spiritual, physical, intellectual, relational and emotional well-being. It provides examples of wellness activities companies can implement, such as meditation, walking meetings, yoga, and positive emotions training. Evaluating programs using metrics like performance and health outcomes is recommended.
IKEA is a Swedish home goods retailer known for its work-life balance policies that are rooted in Swedish culture. These policies include flex-time, part-time work, leave for life events, and most notably, free health services for employees like podiatry and massage. This case study examines IKEA's Glasgow, Scotland store, where these benefits are popular with employees and seen as investments in their well-being. Outcomes include higher morale, loyalty, and retention rates. IKEA's approach demonstrates how work-life balance extends from an organization's culture and values.
This document provides an introduction and background to a research paper on work-life balance policies and their impact on employee job satisfaction and turnover intention among Malaysian organizations. It discusses how work-life balance has become an important issue for human resource management as organizations face demands to improve efficiency while supporting employees' personal lives. The research aims to analyze work-life balance practices in Malaysian companies, particularly in the oil and gas industry, through interviews with HR professionals and employee surveys. The goal is to identify factors inhibiting effective work-life balance and areas of best practice, and develop a framework for managing it systematically while conforming to local cultural norms.
This document discusses work-life balance and how to achieve it. It defines work-life balance as meaningful achievement and enjoyment in all aspects of life, including work, family, friends, and oneself. The document outlines common myths about work-life balance and the business impact of stress. It provides tips for evaluating personal stress levels and improving work-life balance through better time management, setting boundaries, and stress management techniques. Finally, it discusses creating an organizational culture that supports work-life balance through flexible work arrangements, telecommuting options, and seasonal scheduling adjustments.
This document provides basic best practices for using Twitter to promote non-profit organizations, including how to use hashtags and live tweeting to engage followers, analyzing conversations on Twitter, staying organized using lists, and connecting with donors and potential supporters through retweeting and thanking donors. The goals of using Twitter for non-profits are to increase exposure to donors and supporters, make the organization more accessible, and further promote projects and events.
Actividad de Aprendizaje 2 - Geometría IAlain Serrano
Este documento contiene el registro de actividades de dibujo técnico realizadas por el alumno Alain Serrano Bautista para su clase de geometría descriptiva. Presenta bocetos, dibujos finales y soluciones gráficas a 10 problemas que involucran ángulos, perpendiculares, divisiones de segmentos y empalmes con arcos.
Este documento proporciona información sobre el contexto institucional y de curso en el que se desarrollará el internado pedagógico de una estudiante de pedagogía. Describe los detalles de la escuela, incluida su infraestructura, proyecto educativo y recursos. Luego presenta datos sobre el curso de tercer año básico en el que se realizará el internado, incluido el número de estudiantes, edades y resultados de evaluaciones diagnósticas. Finalmente, analiza los intereses y necesidades de aprendizaje detect
El documento describe los aspectos fundamentales del recurso contencioso tributario en Venezuela. Se explica que este recurso puede interponerse contra actos de efectos particulares de la Administración Tributaria que determinen tributos, apliquen sanciones o afecten derechos. También puede interponerse si el recurso jerárquico fue denegado o resuelto parcialmente en contra del contribuyente. El recurso contencioso tributario tiene como objetivo anular el acto administrativo impugnado y puede ser apelado si es declarado inadmisible.
Kennis en ervaring hebben veel waarde. Deze waarde kan omgezet worden in nieuwe opdrachten. Xperwise is dé B2B portal waar bedrijven en organisaties hun kennis publiceren en delen om in aanmerking te komen voor nieuwe opdrachten
El documento habla sobre la tecnología moderna. Explica que el desarrollo tecnológico permitió a la humanidad explorar el espacio exterior en la década de 1960. Define la tecnología como el conjunto de conocimientos técnicos que permiten crear bienes y servicios para satisfacer las necesidades humanas. Además, señala que la historia moderna está relacionada con la historia de la ciencia debido a que los nuevos descubrimientos científicos han permitido crear nuevas tecnologías.
Uma loja de esportes na Noruega ofereceu vestir gratuitamente os primeiros clientes que chegassem nus à nova loja para a liquidação de abertura. Nenhum cliente apareceu nu e a promoção foi apenas uma estratégia criativa de marketing.
S-MAC is an energy-efficient MAC protocol for wireless sensor networks where nodes follow a listen-sleep cycle. Nodes synchronize their schedules by broadcasting SYNC messages. A node can be a synchronizer that independently chooses a schedule, or a follower that adopts the schedule of its neighbors. Adaptive listening is proposed to reduce latency by allowing nodes to wake up briefly after overhearing transmissions. Later protocols like DW-MAC and AS-MAC use scheduled wake-ups to improve energy efficiency while allowing variable length transmissions. Q-MAC and R-MAC incorporate routing by dynamically adjusting schedules for query and data transmissions between multiple hops to the destination.
Gravity is a natural force that pulls all objects toward the center of the Earth. Gravity has a stronger force on objects with greater mass, so while a bouncy ball and marble fall at the same rate of speed due to gravity, the marble experiences a harder fall due to its greater mass. Gravity also requires the application of greater force to overcome for objects with higher mass, as it is harder to throw a basketball into the air than a bean bag due to the basketball's larger mass.
Tides are the periodic rise and fall of ocean water levels caused by the gravitational forces of the moon and sun. The moon has the strongest effect due to its closer proximity to Earth. This causes bulges in the ocean on opposite sides of Earth called high tides, with low tides occurring between them. The tidal range, or difference between high and low tide, varies depending on the alignment of the sun, Earth, and moon, causing either spring tides with a large range or neap tides with a minimum range.
El Catàleg de paisatge de les Comarques Gironines. Els paisatges de la GarrotxaPere Sala i Martí
Presentació a Olot, el 7 d'abril de 2015, organitzat per l'Ajuntament d'Olot i l'Observatori del Paisatge de Catalunya.
Presentación en Olot, el 7 de abril de 2015, organizado por el Ayuntamiento de Olot y el Observatorio del Paisaje de Cataluña.
Presentation in Olot, 7 April 2015, organized by the Council of Olot and the Landscape Observatory of Catalonia.
Las Coplas y Rimas para Niños MATERIAL PARA IMPRIMIR
Las Coplas y Rimas para Niños son composiciones poéticas, generalmente tienen estrofas de cuatro versos, por lo general se utiliza en las canciones populares.
Esta poesía se compone de cuatro estrofas también pueden ser de redondilla, seguidilla o de cuarteta de romance.
La Redondilla
Es una Estrofa de cuatro versos,
En las coplas se narran historias muy apasionadas, que pueden ser desde muy alegres hasta muy tristes como el desamor o la muerte.
Las coplas a parte de usarlas para cuentos o historias, también se pueden utilizar para narrar echos históricos o costumbres.
que-son-las-coplas-y-ejemplos
que-es-una-copla-ejemplos
ejemplos-de-coplas-para-ninos
Mirco hering devops for systems of record finalMirco Hering
1) The document discusses DevOps for systems of record (SOR), also known as packaged software, non-custom code, or older custom code.
2) It provides 3 simple steps to start a DevOps journey for SORs: find the code, create an "IKEA manual", and understand the path to production.
3) Significant benefits are possible from adopting DevOps practices for SORs, such as reducing merge times from 2 weeks to 3 days, but challenges remain around issues like unit testing and configuration management.
El documento define el acto jurídico como una manifestación de voluntad destinada a crear, regular, modificar o extinguir relaciones jurídicas. Explica que para la validez de un acto jurídico se requiere un agente capaz, un objeto física y jurídicamente posible, un fin lícito y la observancia de la forma prescrita. Además, identifica cuatro vicios de la voluntad que pueden afectar la validez de un acto jurídico: el error, el dolo, la violencia y la intimidación. Final
Demonstrated a 300%+ return on investment (ROI) when an innovative combination of these components was used to treat patients that were high consumers of medical resources.
This document summarizes a seminar on human resource management and career management. It discusses developing effectiveness in HR and managing careers. It covers general topics of the seminar, goals and objectives development, key assets to manage like lifelong learning and relationships. It also discusses career concepts like linear, expert, spiral and roamer careers. It outlines stages of managing careers from growth to disengagement. Finally, it discusses traditional and contemporary frameworks of career management between the organization and employee.
This document discusses building resilience in organizational cultures. It begins by noting that only 35% of employees feel engaged according to a 2012 study, and resilience has become a priority for organizations. The document then explores why resilience is important for organizations, defines resilience, and discusses how to develop resilient cultures. It provides examples of companies that have implemented resilience initiatives with benefits like increased productivity and engagement. Finally, it offers steps for HR professionals to introduce resilience, such as obtaining leadership support, building secure work communities, empowering employees, and having leaders lead by example.
The document discusses work-life balance and its importance for both employees and organizations. It defines work-life balance and discusses its six key components: self-management, technology management, leisure management, time management, stress management, and change management. It then outlines the impacts of work-life balance issues like stress and lack of balance on employee absenteeism, turnover, and productivity. Finally, it provides examples of work-life programs and policies that companies can implement to improve balance for their employees.
This document provides information on training programs offered by Lion Global HR Pty Ltd, including summaries of individual programs on topics such as performance management, time management, stress management, presentation skills, and more. It includes biographies of the company's senior facilitators, Mark Moore and Graham Blackley, as well as an overview of the company's training philosophy which focuses on blending theory with practical lessons and workplace examples. Program durations and outlines with learning objectives are provided for each of the training courses.
Case study - Workplace wellbeing - Mental health in the workplace Australia...Pat Armitstead
It was my privilege to work with 450 leaders from Programmed, a company with 26,000 staff delivering a program that fulfilled on their need for matured thinking around mental heath states and conditions. A one day program designed to build a safe, supportive 21st century workplace culture where leaders are educated and skilled to embrace vulnerability and
the human condition with empathy, compassion and confidence .
Organisation status post engagement
Consistently in upper quartile for EAP usage in Australia
General upskilling senior and middle managers and supervisors around mental health and similar issues
Supervising groups educated and aware behaviour changes and charged to take action with empathy
Increased understanding and use of tools and allowed to take action and use them
Matured thinking on mental health and psychosocial hazards and effect on wellbeing, and now using service readily available in the business such as Super, Gym, medical care and discounts
Most significant though was the vulnerable sharing in every session as people were able to open up in the high trust environment created!
Dave McKenzie-Clarke: How to Have a Healthy Companynickidavey
The document discusses using a wellness management approach to improve organizational performance and employee well-being. It promotes an integrated model called 3D Wellness Management that focuses on health, business, and people management. The approach aims to create "well people" and "well managed" organizations through positive initiatives like wellness profiling, coaching, and leadership development. Case studies from Devon and Cornwall Police show improved absence rates, engagement, and productivity using these wellness tools and metrics.
Building a coaching culture for change management 2018Alex Clapson
Building a Coaching Culture for Change Management is the fifth annual research paper on Coaching cultures within organisations. A partnership between the Human Capital Institute (HCI) & the International Coaching Federation (ICF).
The Skillhippo Corporate Program aims to address the learning, development and recreational needs of companies through a variety of workshops. These include workshops on health and well-being, team building, simulations, inclusion and diversity, on-the-job skills, behavioral skills, and training for non-executive staff. Skillhippo works with over 100 trainers to provide customized and holistic solutions to reduce the HR/L&D burden on companies. Their workshops aim to increase productivity, retention, employee engagement and promote desired workplace culture.
For 20 years Pat has been delivering keynotes and facilitating transformational programs that change lives by creating high trust environments and using conversational and emotional intelligence. Her recent work is captured in this case study that demonstrates profound change among 450 leaders in a company of 26,000 people.
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
Your organization's greatest assets are the human capital. Are you investing in them wisely?
An insurance company I conducted sales leadership training for saw new sales go up by 20% as a result of the training.
Another company I conducted employee motivation training for, saw absences and “call in sicks” reduce by a whopping 37.67%.
Do you want to supercharge your organization’s performance?
Do you feel like there’s more that your business could be accomplishing?
Are you ready to take your employees or members to another level?
Looking for a keynote speaker at your next event?
I offer customized lectures, seminars and workshops for small, medium and large organizations with the desire of equipping their employees with the skills and knowledge they need for increased productivity and results.
Some popular courses I offer are:
Overcoming Obstacles & Challenges
Customer Service
Leadership & Influence
Employee Motivation
Leading Innovation and Change
Digital Marketing Basics
Workplace Stress Management
Effective Communications
Building Passionate Teams
Performance Management
Business Ethics
Business Writing
Emotional Intelligence
Consultative Selling
Strategic Planning
Facilitation Skills
Coaching & Mentoring
Busy executives often receive training on the various skillsets they need to carry out their duties but rarely receive the training they need to operate optimally in today’s fast-paced modern world.
From balancing time between work and personal life to stresses brought about by incredible expectations and pressures, it can be difficult for executives to find the time or energy to make good choices for their health.
Chapman Institute’s WellCert program is the premier, and most established, professional certification program in the U.S. for Worksite Wellness practitioners.
This document is a minor project report submitted by Sher Singh to fulfill the requirements for a Bachelor of Business Administration degree. It examines the topic of quality of work life. The report includes a student declaration, certificate from the project guide, acknowledgements, contents page, and the beginning of chapter 1 which defines quality of work life and discusses its measurement. It also provides a conceptual model showing the interrelationship between job characteristics, satisfaction, competence and other factors.
This document provides instructions for a management and organizational behavior assignment with 7 questions. It gives answers to questions 1-3, providing explanations of strategic management in response to challenges of uncertainty, applying organizational behavior concepts to healthcare institutions, and detailing the Managerial Grid model. Questions 4-7 are listed without answers, relating to theories of motivation for healthcare staff, indicators of an organization's human resource development climate, and describing elements of HRD systems. Students are instructed to send their semester/specialization details to receive fully solved assignments via email or phone.
On behalf of the Safety Institute of Australia, we invite you to join us for an informative webinar at 2:30pm (AEST) on Wednesday 11 April 2018 titled: From Research to Best Practice in Workplace Health and Wellbeing.
This session takes attendees through the learning from current research and how that translates into practical workplace programs in the digital era.
The presentation will include case studies from building, construction and transport industries.
SPEAKER
James Mills, Director of Operations ,OzHelp | Director – National Workplace Wellness Symposium
James is passionate about using innovation and technology to drive operational and service excellence. James was the driving force behind the design and implementation of the Workplace Tune Up program in conjunction with the University of Wollongong Graduate School of Medicine. A program that gives organisations unprecedented capability in identifying and supporting their at risk employees whilst at the same time gaining an understanding of the impact of workplace practices on the mental health and wellbeing of employees.
James combines a degree in psychology from the Australian National University with experience in senior private sector leadership roles, small business and most recently in the mental health sector to bring innovative and effective solutions to employee health and wellbeing programs reaching over 30,000 employees per- annum.
'Always on managers' are now working 29 days extra a year and are suffering rising levels of stress according to the 2016 Quality of Working Life study.
CMI and Work Psychology Group surveyed 1,574 UK managers. Read on to:
Find out what’s driving the long-hours culture and the impact it has on workers and employers
Learn from case studies of progressive businesses finding innovative ways to improve the quality of their employees’ working lives
Take away recommendations on the effective management skills that improve welfare at work
More at: http://www.managers.org.uk/qualityofworkinglife
1. 1
Human Energy Management
— Shanghai Zenith Advisory
Energize Individual, Improve Efficiency, Excel in Performance
2. 2
Energy is the currency for sustainable
outstanding performance and healthy life.
— Dr. Jim Loehr
Human Performance Institute
Increasingly demanding workload and performance requirements, alongside alarming over-time,
over-work, work-life imbalance and deteriorating personal health, show no signs of ease but
intensifying, presenting huge challenges to the professionals of the 21st century. Productivity,
however, has not yet reached levels anywhere near satisfaction.
3. 3
Employers require employees to increase engagement to gain
efficiency, but have difficulties to find where to start
Increasing over-time does not improve performance but brings
fatigue, exhaustion and health problems to the work force, which
further hinders efficiency
Background
Lack of time, too much stress and worries of health are common concerns
at work place; while on the other hand, most staff are low in engagement
and efficiency. With the Y-generation joining the work force, who prefers
more individualism over sacrificing their personal life and hard-working
for employers like their parents did, the issues are worsening. All
organizations, managers and professionals are facing these challenges:
4. 4
And yet, most people are misled by traditional but wrong and sometimes harmful common sense… Amid the worsening
situation, borrowing the most updated scientific research and practices from around the world, we have developed
Human Energy Management training for our corporate clients, aiming to help people break misconceptions, learn and
apply scientific and effective techniques to their work and life, so to continue on an up-track to better performance,
healthier, more balanced and sustainable career and personal life.
Human Energy Management was initially used by professional athletes 30 years ago as basic training, later adopted by
people of stressful and risky jobs such as military special forces, FBI, police, fire fighters, 911 etc. It has been adopted by
the corporate world for over a decade. It is proven to be able to effectively improve efficiency and personal health,
which will produce substantial return to investment in these areas:
Background
Performances: raise people’s potential, improve engagement and efficiency, so to improve performance
Stress management: help people positively manage stress instead of negatively reacting to stress
People development: “Personal Development” in “Leadership Development”
Employer branding: e.g. “Best Place to Work”, “Employee Care/Wellbeing”, “Work-Life Balance” etc.
5. 5
Acquiring
Practice
Improving
Win-Win
Acquire new knowledge,
management skills and
personal development skills
in a brand new area
Improvements attendees
make after training,
regardless of big or small,
demonstrate positive results
Learn, through practices,
simple and practical techniques
to change behaviors and
improve energy
Achieve “win-win”:
mutually beneficial to
both organizations and
employees
Values of the Course
6. 6
1
2
3
Corporate executives, managers and supervisors,
sales professionals and people at key positions,
who face high stress, risks and responsibilities,
who are always short of time, and who are eager
to make positive changes over current situation
“Hipos” that employers prepare to invest in, to
further develop their personal and leadership
potentials
Attendees should be open-minded, willing to learn
and change, motivated to further improve
Who Should Attend?
7. 7
Objectives of Learning:
Energize individual, improve efficiency,
excel in performance
Unique Selling Points:
Objectives and U.S.P.
Scientific, simple, practical, innovative
Improve performances through improving
personal health – achieve “win-win”
Easy to practice, even minor changes can
bring positive impacts
The most favorite course amongst attendees,
according to after-training surveys
8. 8
Human Energy Management
Part One
Introduction
Part Two
Quantity of
Energy
Part Three
Growth of
Energy
Part Four
Quality of
Energy
Part Five
Power of
Energy
Part Six
Direction of
Energy
Structure and Contents
Part Seven
Review and
Plan of Actions
9. 9
What is energy?
History of Energy
Management
Challenges that
individuals and
corporate are
facing
About time
management
Four dimensions of
energy;
Supply & demand of
energy;
Objectives of energy
management
Energy Management
Introduction
10. 10
1
The human body: where is our energy
coming from?
Myths about foods and diet
How to improve our health and efficiency
through better managing our diet?
Breathing, water drinking and sleeping
Stories of muscles: growth of our
physical energy
b
m
h
Quantity of Energy
Physical Energy
2
3
4
5
6
7
8
Exercises: aerobic and anaerobic
Obesity, and how to get rid of fat
Review and plan of actions
11. 11
Growth of Energy
1 How does Human Energy grow?
Let’s revisit stress
The importance of breaks
Avoid fatigue, exhaustion and Karoshi
The core of Human Energy Management and
ideal career life
2
3
4
5
6
7
How to better manage our energy in a day?
Review and plan of actions7
12. 12
1 Positive and negative emotions and
their effects
Four quadrants of emotional energy
Most often encountered negative
emotions
How to turn negative energy into
positive?
Strengths of emotions and switches
between emotions
b
m
h
Quality of Energy
Emotional Energy
2
3
4
5
6
7
Strengthen our emotional energy
Review and plan of actions
13. 13Power of Energy
Mental Energy
1 Mental dimension of Human Energy
Focus of energy and “Flow”
Barriers to focus and how to overcome the barriers?
Switch of focuses among different tasks, and “turn-off”
Growth of mental energy
2
3
4
5
6
7
Strengths of mental energy
Review and plan of actions
14. 14
1 Spiritual dimension of Human Energy
Our life mission guides the direction of
our energy flow
Self-assessment
How to uncover our true life mission?
About “success” and “happiness”
b
m
h
Direction of Energy
Spiritual Energy
2
3
4
5
6
7
Review
15. 15
1 Correlations of the four energy dimensions
Review what we have learned
How to manage team’s energy to achieve
outstanding team performance?
About family and applying Energy Management
to our families
Review and final plan of actions
2
3
4
5
Review, Comprehension and Final Plan of Actions
16. 16About the Course
Developer and Facilitator
Energy Management changed Rick’s life after he
attended the training in 2010. He quit the
corporate world in late 2012 and has since been
fully engaged in Energy Management training and
practices. Standing over the shoulders of the great
professionals’ in this field, studying up-to-date
research and practices, collecting feedbacks from
executives and HR professionals, combining his
own experiences, Rick has re-developed this unique,
innovative, simple and scientific course that is
proven to improve people’s energy, efficiency and
potential, so to achieve sustainable outstanding
performance and happy career life with healthier
life style through effective management of energy.
Rick has M.S. from University of Massachusetts at
Amherst, and B.E. from Tsinghua University. Rick is
a guest speaker and lecturer at well-known
business schools to MBA and EMBA students.
Rick XU is a seasoned corporate
executive with over 20 years of
management experiences at
various Foreign-Invested-
Enterprises (FIE) in China and
abroad, including:
Rick Xu
Edenred (ex-Accor Services), Managing Director, Great China1
2
3
4
5
6
International SOS, General Manager, Business Development
& Marketing, Great China
EntMaster, Chairman and CEO
MedPharm, CEO
Cargill Foods, Senior Manager, China
Louis Dreyfus, Manager & Director, China
17. 17
01
03
02
Human Energy Management provides guidance and methodologies to
improve efficiency and healthy life. Rick is an excellent facilitator. He
made the training simple and fascinating with his own managerial and
personal experiences from many years’. Every participant expressed
about their strong impressions and surprising gains from this training.
—Tao DENG, executive coach, former Vice President, Google Asia Pacific
Rick presented the whole new Human Energy Management uniquely
combined with his experiences. His course led us reconsider our lifestyle
and its impact to our energy, and learn how to better manage our
energy to achieve efficient work and healthy life. Rick’s course is very
useful to today’s fast-pacing professionals who are under high stress.
It is a very worthy training.
—Dan SHAO, CEO, Cartus China
Human Energy Management is one of the best life-long beneficial
training I received. It provides professionals with techniques and
methodologies to improve quality of life and pursue outstanding
performance. Rick leveraged his rich management and life experiences
to deliver the training. It is really helpful.
—Patty WANG, Global HR President, Tyco Perseverant Circuit
Testimonials from Training Participants
Standard time length of the training is 2-day, but
can be modified to 1.5-day or 1-day based on
client’s requirements, can be delivered in
Chinese or English.
Class size is usually 15-20. There are work-out
sessions during the training. Course includes
participants’ self-assessment and mobile work-
out APP. There are many interactions such as Q
& A, discussions, case studies and practices.
Conclusions are generally reached by the
participants themselves through discussions.
Each attendee is required to plan his(er) own
follow-up actions, which Zenith Advisory may
facilitate with client to follow up, so to further
improve results.
The training can also be customized to 1-5 hours’
sharing sessions, workshops or speeches.
18. 18
Partial list of clients:
General Electric, L’Oreal, McKinsey, UOB Bank, Towers Watson, Deloitte & Touche, Cigna Insurance, TNT, TTi,
Thermo Fisher Scientific, Luxottica, PPG, Keppel, IFF, PTC, Silicon Valley Bank, Dunhill, Otis, Radware, Siemens
Medical, Etam, Bekaert, Manchester GEMBA, Kedge MBA and EMBA, Tongji MBA, CEIBS MBA, People’s
University EMBA……
Expanding Clientele
Many companies have shown great interests in this training and many projects are up coming.
Please book Rick’s time well in advance.
19. 19
Contact Us
15/F One Corporate Avenue
222 Hu Bin Road
Shanghai, China 200021
(86) 21 6122 1299
service@zenithchina.com
www.zenithchina.com
Rick’s email: rick.xu@zenithchina.com
Shanghai Zenith Advisory Ltd. Sina Weibo:
Wechat: