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An effective workplace well-being approach takes into account the many pillars that contribute to well-being, including purpose, financial health, community, and career, experts said on the panel ...
High morale will cause employees to put in extra effort, find ways to work more efficiently, and do higher quality work. [6] An employer with a well-known track record of high morale among employees is also much more likely to attract and retain high talent employees. High morale provides a competitive edge in good times and bad.
Additionally, worksite health programs can improve productivity, increase employee satisfaction, demonstrate concern for employees, and improve morale in the workplace. [21] Leadership involvement in wellness programs can additionally impact employee health outcomes just as well as the programs themselves.
By Vivian Giang As workplaces undergo dramatic transformations, leaders must learn to manage in an entirely different way. To lift morale, leadership must be flexible and innovative. "When ...
Workplace creativity is defined as new, useful, and valuable services, ideas, processes, or products that were created by individuals in the workplace. [40] Creativity in the workplace has been linked to increased positive affect in employees. [41] Tavares found that creative workplaces lead to employees feeling that their work was meaningful.
Author Cal Newport wrote this New York Times bestseller to address our society's obsession with "productivity" and how it can damage workplace morale. "This book is an invitation to radically ...
Employee morale, work ethic, productivity, and motivation had been explored in a line dating back to the work of Mary Parker Follett in the early 1920s. Survey-based World War II studies on leadership and group morale sparked further confidence that such properties could be investigated and measured. [10]
An alternative motivation theory to Maslow's hierarchy of needs is the motivator-hygiene (Herzberg's) theory. While Maslow's hierarchy implies the addition or removal of the same need stimuli will enhance or detract from the employee's satisfaction, Herzberg's findings indicate that factors garnering job satisfaction are separate from factors leading to poor job satisfaction and employee turnover.