Introduction
Contemporary businesses are continually working on improving the environment in their corporations and influencing the outcomes of various activities in a positive way. This tendency is relevant mainly because the emergence of new organizations is able to create a competitive atmosphere and challenge individuals in different ways. For this reason, it is in companies’ interest to encourage employees to complete their tasks effectively and be motivated to attain particular goals set by authoritative figures. Staff performance is proved to be “an essential requirement if an organization is to maintain its efforts towards the realization of predesigned goals” (Waititu, Kihara and Senaji, 2017, p. 613). Therefore, the heads of businesses have to ensure that employee welfare is cared for well by providing various benefits for them. In order to understand the topic of staff well-being better, the following paper will discuss this concept by mentioning some of its crucial details.
Staff Welfare and Organizational Objectives
The working achievements of employees have an enormous influence on attaining the organizational goals of any company successfully. If a worker is encouraged to communicate, support, and put effort into creating a high-quality product or content, the result is usually more positive than the one from an indifferent employee. As mentioned by Waititu, Kihara and Senaji (2017, p. 613), companies need to provide emotional support and welfare facilities for human beings in order to keep their motivation level according to the desired standard. Various measures taken by the organizations aimed at enhancing employee satisfaction and performance are essential in impacting their physical and mental well-being, morality, responsiveness, and alertness (Waititu, Kihara and Senaji, 2017, p. 613). Thus, when people feel supported and cared for while working in a specific position and are satisfied with the established conditions, they show beneficial results for the company as a whole.
Employee Welfare Assessment
Importance
It is evident that to improve the level of employee welfare, professionals need to understand its importance and the possible ways of its assessment. By researching the results of workers and highlighting the areas for growth, organizations can make a considerable contribution to a positive change in the outcomes of their operations. On a practical example of organizational performance in higher education, it was concluded that professionally assessing staff welfare serves “as a set of tools to improve the work of an institution” (Miller, 2016, p. 2). Hence, well-being assessment is vital for the advancement of businesses’ activities.
Process
The easiest and the most effective procedure towards accurately measuring staff performance consists of several steps. First, the company needs to identify vital work processes, second, understand the significance of these practices in creating quality results, and, third, measure the performance of employees during the completion of determining tasks (Miller, 2016, p. 2). After the fulfillment of the three mentioned practices, workers need to have a face-to-face conversation with an employer where they can discuss different challenges faced during work and their preferences for future interactions (Miller, 2016, p. 2). Assessing staff welfare is a critical process that includes many elements and has to be undertaken by modern organizations.
Actions in Dealing with Welfare Issue
Even though various businesses complete the requirements for increasing the job satisfaction of workers, they are at risk of suffering from staff welfare issues that have to be dealt with effectively. One of the problems that can arise in modern society is physical and emotional abuse that happens in the working environment. In case of the appearance of this issue, individuals may feel embarrassed about sharing their concerns with others and lose their motivation to work. Hence, the manager has to maintain industrial peace by establishing strong personal relationships with employees (Waititu, Kihara and Senaji, 2017, p. 615). This goal can be achieved by undertaking certain actions, such as the organization of individual meetings, teambuilding events, and sessions where people can get to know each other better (Waititu, Kihara and Senaji, 2017, p. 615). The manager can also ask for an assistance of a psychologist or a counselor and provide an employee with a paid holiday to relax and receive emotional support from relatives (Waititu, Kihara and Senaji, 2017, p. 615). Therefore, the actions taken by employers can be diverse but should focus on the goal of supporting staff.
Communicating Responsibilities to the Team
Moreover, the head manager is not the only person in the company who needs to understand the significance of staff welfare; the team also has to be aware of the influences of employee performance on the outcomes of work. As indicated by Mumby and Kuhn (2018, p. 16), organizations are essential sites of control and power that create human identities and societal meanings through constant interaction. For this particular reason, companies need to learn to communicate with specific groups about their responsibilities when it comes to maintaining the welfare of workers. The most critical element for organizational communication is honesty. The information delivered to employees has to be accurate and include as many details as possible so that individuals feel that they are trusted and highly involved in the process (Mumby and Kuhn, 2018, p. 16). Furthermore, managers need to make sure that the spoken message is heard and understood. This harmony can be easily achieved by asking questions, corresponding in a respectful way, and recognizing valuable contributions (Mumby and Kuhn, 2018, p. 16). Therefore, communication is key to the success of any business.
Records for the Demonstration of Staff Welfare
Several specific records can be kept to demonstrate that staff welfare in the company is supported. This documentation not only provides facts about the results of company operations but also analyzes staff satisfaction and performance. It is crucial for any future development the organization plans to achieve. One type of record that should always be kept is a personal file of an employee (Heathfield, 2018). This document follows all the personal information of an individual that is collected during the whole process of working for a business (Heathfield, 2018). The human resources department has to carefully analyze all the data about the absences, personal issues, illnesses, and concerns raised by employees in their confidential files (Hethfield, 2018). This documentation contributes to the overall understanding of the working environment in the company and identifies what managers have to work on in order to improve or keep employee welfare on the same level.
Conclusion
To summarize, while being worried about the results or collective work, corporations have to pay close attention to the topic of staff welfare. It is proved that employee satisfaction is essential in ensuring positive results or businesses’ operations since it motivates the workers to perform better and complete all the necessary tasks in a timely manner. Consequently, organizations need to learn to assess employee welfare, deal with emerging issues, communicate requirements to the team, and keep essential records concerning staff performance. The presented paper helped to understand what staff welfare is in more depth and explored how all the mentioned objectives can be achieved.
Reference List
Heathfield, S.M. (2018) What employee records should employers maintain?
Miller, B. A. (2016). Assessing organizational performance in higher education. San Francisco: John Wiley & Sons.
Mumby, D. K. and Kuhn, T. R. (2018). Organizational communication: a critical introduction. 2nd edn. Thousand Oaks: Sage Publications.
Waititu, F., Kihara, P. and Senaji, T. (2017). ‘Effect of employee welfare programs on employee performance: a case study of Kenya Railways Corporation,’ International Academic Journal of Human Resource and Business Administration, 2(3), pp. 611-631.