WELLNESS AT WORK

Wellness at Work

Wellness at Work

Introduction

The purpose of this study is to expand the boundaries of the author's knowledge by exploring some relevant facts related to the phenomenon of wellness at work. An employee with a good quality of life in their day to day work, that is, they know that their needs are important and heard by their superiors, have better health, which will lead to have fewer absences, become more committed and motivated with the organization and, in turn, become more productive. The health of people has a lot to do with their customs, performing daily activities and quality of all aspects that make each of their days, in which labour and industrial relations weigh significantly important, indicating that the latter are essential for good health and keep in time (Judge, 2001, 376-407).

Human resources management (HRM) is a term that encapsulates the approach and process of managing people who work for an organization. This work can be either paid or undertaken in a voluntary capacity. HRM frames all people-related matters within an organization, including planning for new appointments, recruitment and selection, induction, performance management, reward and incentive structures, training and development, and when and how to let people go. Effective HRM is a vital component in the operation and success of any sport organization. Typically only larger organizations, those with more than 100 employees or volunteers, will have a specific human resources staff member or functional area. Therefore, the direct line manager will be responsible for the functions of HRM. While many HRM principles and practices are relatively generic across industry sectors, sport organizations possess many unique characteristics, notably in aspects of governance, performance measures, incentive structures, public and media scrutiny, and reliance on volunteers (Hackman, 1980, pp. 112-132).

A safe and healthy workplace is one that is relatively free from biological, chemical, ergonomic, physical, and psychosocial hazards. Controlling the risk of harm or adverse health effects because of hazards is the mutual responsibility of the organization and its employees.

In this paper, the author will examine the issue of health and wellness at work in an organization (AT&T). The scenario will set out the context for the resourcing problem and describe the nature of the problem.

Problem Analysis

AT&T is a company that provides telecommunication services, including cell phones, wireless, U-verse, digital TV, high speed internet, DSL and home phone. AT&T provides its customers, from revolutionary smart-phones to next-generation TV services and sophisticated solutions for multi-national businesses. However, for the past 3 to 4 years the company has not been able to perform well as compared to the other firms in the industry.

Apart from the external factors affecting the performance of the company, Human resource issues are also among the primary contributors. In general, the employee turnover at AT& T has risen significantly over the years due to excessive work load and work life balance issues. These issues are having a combined effect on the health and well being of employees working at AT& ...