Problem 02 - Employee well-being and mental health.

  Description

The meaning of "employee well-being" defines the overall physical, mental, and emotional health of workers, including their capacity to effectively handle stress levels, job, and personal duties. The psychological and emotional components of well-being, such as how workers control their thoughts and feelings at work, deal with stress, and remain resilient, are the particular focus of mental health. It has a significant impact on engagement, productivity, and job satisfaction. Employee well-being is not a priority for the organization, resulting in a weakness relationship between employees and the organization. Furthermore, since employees find it difficult to perform their duties with a clear mind, the overall productivity of the organization decreases. "High performance demands, workplace rivalry, and hierarchical corporate structures have contributed to extreme stress and burnout among Samsung employees (Indeed, n.d.). Employees often struggle to balance work and personal life due to strict discipline and restructuring policies." Finaly, employee satisfaction with their job’s decreases and increase employee turnover.

How Specific HRM Theories Models can be Applied to Solve This Issue and the Potential Impact of this Strategies on Employee Wealth

Herzberg’s Two-Factor Theory

A harmonious balance between motivators and hygiene factors creates effective implementation of Herzberg’s Two-Factor Theory according to reality. Workers who receive just remuneration along with supportive conditions and job stability remain avert dissatisfaction although this does not automatically produce high motivation. The true sense of job satisfaction stems from feeling appreciated in conjunction with professional development chances and working on compelling activities. Employees who earn high salaries but work under abusive management remain dissatisfied at work even though someone with lower pay yet decent leadership and career progression becomes wholeheartedly fulfilled. Companies achieve superior workplace dynamics by managing the employee-job decision equation which produces environments that help employees succeed thus boosting loyalty levels and organizational productivity and employee well-being.

Herzberg's theory divides job factors into two parts as motivational and hygiene factors.   Motivated employees are more productive than others and are more likely to receive bonuses and promotions, resulting in higher job satisfaction for these employees, which can lead to wealth accumulation. Job satisfaction contributes to their long-term wealth by promoting job stability and better compensation.

Maslow’s Hierarchy of Needs

Established wages together with active roles recognition combined with healthcare benefits and a positive work culture enable employees to trust management while decreasing stress levels and lifting motivation which benefits mental health across the organization.

This theory highlights the significance it is to attend to basic needs before solving the greater ones. Employees can continue work in a safe environment when their employers provide for their basic needs, such as health insurance and job security. Employees will look at possibilities for advancement that increase their economic potential when they feel comfortable.

Self-Determination Theory

Through its implementation of autonomy, competence and relatedness the Self-Determination Theory establishes positive employee mindset and mental health maintenance through employee value elevation as well as stress reduction and job satisfaction enhancement together with a wholesome workplace culture that promotes long-term worker engagement and wellness.

The theory of self-determination According to the self-determination theory, workers are inspired when they feel autonomous, qualified, and a part of the team. Employees are more likely to perform effectively and receive rewards for their contributions when they feel creatively motivated and satisfied, which can result in better salaries and wealth accumulation. Choosing empowerment and autonomy will increase job satisfaction and employee retention, which will help create wealth over time.

Innovative HR Strategies or Practices to Solve this Issue

AI-Based Mental Health Chatbots

With the help of AI powered mental health chat bots such as Woebot and Wysa employees can overcome their feelings like stress, anxiety and other emotional challenges. These chatbots use cognitive-behavioral therapy (CBT) techniques to help employees manage their mental health effectively.

Anonymous Employee Feedback Platforms

Many employees are afraid to talk about their workplace stress because of stigmatization. To solve this, entities can put anonymous feedback platforms so the HR teams can take the necessary steps to improve the workplace conditions.

Onsite or Virtual Counseling Services

If an entity can arrange professional counselling services for their employees whether it’s in person or online it will ensure that the employees will receive the support that they need. To handle psychological issues, businesses can work with mental health specialists or provide Employee Assistance Programs (EAPs).