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BEING MANAGED (CRITICAL PERSPECTIVES ON MANAGEMENT AND ORGANISATIONS (How…
BEING MANAGED
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EMPLOYEE WELLBEING
What is it?
- A measure of a person's happiness, psychological, emotional and mental state. Therefore it is strongly linked to how satisfied a person feels about both themselves and their life
- Why should organisations worry about employee well-being?
– Improved productivity, quality of work, and overall morale and culture of the organization
– Increased retention rates
– Better able to attract quality candidates
– More likely to avoid high costs associated with absenteeism, presenteeism, injury and illness
What leads to it?
- Work: Any instrumental activity intended to provide goods and services to support life
- Family: Persons related by biological ties, marriage, social custom, or adoption
- Life: All activities and relationships that belong to work, family, and any other domain of one’s existence
The intersection of work/family life leads to THREE main outcomes:
- Conflict: a form of inter-role conflict in which the role pressures from the work and family
domains are mutually incompatible in some respect
- Enrichment: The extent to which experiences in one role (e.g. work) improve the
quality of life in the other role” (e.g. family)
- Balance: The individual’s perception that work
and non-work activities are compatible and
promote growth in accordance with an individual’s current life priorities
Employee well-being in 21st century
- Increasing work intensity, load, and hours, especially among professionals
- Lack of job security
- Advancements in technology
- Rise in dual-income/career families
Ageing population (i.e. elderly dependents)
- Stagnant gender norms pertaining to work and non-work domains
What is work family conflict?
- Time: Earn time used in performing one role minimises an individuals ability to perform the other role
- Strain:When stressors in one role drains an individuals mental/physical energy to perform the other role
- Behaviour: When behaviours required of one role are incompatible with behavioural expectations of the other role
Conflict, coping and wellbeing
- Family-support, conflict and well-being
– Instrumentalandemotionalassistancelikelytobe
intertwined resulting in reduced F-W conflict
– Thisinturnislikelytopositivelyimpactonwell-being
- Work-support, conflict, and well-being
– Afamily-supportivesupervisorreducestheprobability
of W-F conflict, thus increasing well-being
– Complexrelationshipsexistbetweenorganisational family supportive policies such as flexitime and telework and employee experiences of conflict and therefore, well-being
- Problem-focused coping, conflict, and well-being
– Likelihoodofproblem-focusedcopingtoreduce
conflict and thus increase well-being is a function of the degree of control an individual has in relation to a given life domain
EMPLOYEE VOICE
What is it?
- The informal and discretionary communication by an employee of ideas, suggestions, concerns, or information about problems to persons who might be able to take appropriate action with the intent to bring about improvement or change
- Providing opportunities for employee’s to exercise their voice through organizational policies and culture should increasingly be considered as part of organisational CSR initiatives
Why worry about it?
- Employee voice influences:
– Violence at community level (negatively)
– Levels of unrest and corruption at country level (negatively)
– Level of peace (positively)
– Attitudes and behaviours of employees both within and outside the organisation
- Modern reality of employee voice
– The majority feel unsafe to exercise their voice, even on important concerns such as fraud, sexual harassment, medical negligence, product defects, and safety violations
– As most workplaces are hierarchies limited protection is provided for employees
– Employees remain silent due to the belief that their input will be ignored or will not make a tangible difference
Employee voice/attitudes/behaviours OUTSIDE the workplace
- Community engagement
– Opportunities for self-direction and to exercise one’s voice
likely to increase employee community engagement § Affective states
– Voice opportunities impactemployee emotions (e.g.life dissatisfaction,stress) which in turn influence their level of community engagement
- Cognitive states
– Voice opportunities impactemployee cognitive states (e.g. cynicism,alienation,helplessness) which in turn influence their lev el of c ommunity engagement
- Behavioural states
– Voice opportunities impactemployee behavioural states (e.g. depression,substance abuse) which in turn influence their lev el of c ommunity engagement
How do legal frameworks effect employee voice?
- While advocating a democratic values for the governance of society, most organisations located within democracies do not advocate the same approach for the governance of themselves
- Increase in institutional shareholders (e.g. investment companies) and concurrent decline of organised labour (e.g. unions) has resulted in declining employee voice
- Legislative frameworks that places the interests of shareholders (i.e. owners) above all other stakeholders on average reduces opportunities for employee voice
- Opportunities available for managers to encourage employee voice by citing potential benefits for shareholders in the eyes of the law
- Policy makers should consider developing legislation pertaining to organisations that provides flexibility for organisational decision-makers to think beyond shareholders
Employee voice/attitudes/behaviours INSIDE the workplace
- Perceptions of procedural justice
– Procedures that allow employee input viewed more
positively by employees
– Lack of employee input (an opportunity for) may lead to reduced levels of organisational identification, commitment, trust, job satisfaction, OCB, and increased turnover
- Perceptions of self-efficacy and self-control
– Lack of opportunities for exercising voice can lead to decline in motivation, dissatisfaction, physical and psychological withdrawal
- Cognitive dissonance
– Inconsistency between one’s beliefs and one’s behaviours
- Feelings of helplessness, apathy, and anger
– For those who value self-control, lack of voice could lead to anger