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This is done through training programs, performance evaluations, and reward programs. Employee relations deals with the concerns of employees when policies are broken, such as in cases involving harassment or discrimination. Managing employee benefits includes developing compensation structures, parental leave programs, discounts, and other ...
The employer of every employee to whom this Act applies shall be liable to pay an amount equal to three per centum (3%) of the total earnings including Wages, salary or fees, Cost of living allowance, special living allowance and other similar allowances, Payment in respect of holidays, The cost value of cooked or uncooked food provided by the employer to employees, Meal allowance and Any ...
Happiness is not fundamentally rooted in obtaining sensual pleasures and money, but those factors can influence the well-being of an individual at the workplace. [9] However, extensive research has revealed that freedom and autonomy at a workplace have the most effect on the employee's level of happiness, [ 9 ] and other important factors are ...
Organizational culture has been shown to affect important organizational outcomes such as performance, attraction, recruitment, retention, employee satisfaction, and employee well-being. [citation needed] There are three levels of organizational culture: artifacts, shared values, and basic beliefs and assumptions. [125]
In any position, an employee wants to feel that their contributions and work performance are being rewarded with their pay. [9] If an employee feels underpaid then it will result in the employee feeling hostile towards the organization and perhaps their co-workers, which may result in the employee not performing well at work anymore. [ 10 ]
This collaboration between humans and AI could effectively reduce cognitive load, improve productivity, and foster a more efficient and rewarding work experience for employees. [89] Personalized Employee Well-being Support. AI can also be leveraged to directly support and promote employee well-being initiatives within organizations.
For Ouchi, Theory Z focused on increasing employee loyalty to the company by providing a job for life with a strong focus on the well-being of the employee, both on and off the job. According to Ouchi, Theory Z management tends to promote stable employment, high productivity, and high employee morale and satisfaction.
There are various additional factors that might influence the effectiveness of WFC interventions. For example, some interventions seem more adequate to reduce family-to-work conflict (FWC) than WFC (Hammer et al., 2011). More research is still needed, before optimal treatments against WFC can be derived.