Image by kevin dooley via Flickr
Achieving organizational well-being and adhering to the bottom line are not mutually exclusive. Organizational well-being is about providing a working environment that produces smarter, healthier and happier employees while at the same time enhancing the community around them. Common practice among many companies around the world have done the bare minimum to achieve the appearance of organizational well-being while really serving the bottom line exclusively. Strict adherence to the bottom line without regard to other factors will become less prevalent as workers will flock to companies that value their contributions and the old guard will be forced to adapt or lose significant market share. Leadership in various industries have already spearheaded this effort around the globe. Morten T. Hansen, Herminia Ibarra, and Urs Peyer examine this trend and identify several companies that are outperforming in both financial and social efforts.
Many management thinkers argue that it is no longer enough to do well financially; companies also need to improve the well-being of (or at least not harm) the communities in which they operate, the environment, and their employees. (See, for example, “Creating Shared Value,” by Michael E. Porter and Mark R. Kramer.) That's the good news. The bad news is that stellar performance on both dimensions is no common or easy feat.
...More at Can Companies Both Do Well and Do Good?
Leadership at these companies are making a conscientious effort to innovate and ensure that their practices are serving their financial and organizational goals. We see that more and more companies are striving to achieve organizational well-being through community engagement, employee enhancement, and generous benefits/perks packages. This push toward a well-rounded workforce can, and often will, lead toward enhanced productivity which helps boost the bottom line. Hansen et al. have shown that this is no guarantee and that there is a spectrum of achievement as each company works towards optimizing both their organizational well-being and their bottom line.
Image by Pink Sherbet Photography via Flickr
A company that takes time to reflect and act on all aspects of their business and supply chain are working on organizational well-being through proper alignment. A company has to be in sync from the lowest man all the way to the CEO. Proper alignment involves many people and processes that are hardly ever in a one-to-one linear relationship with each other. There are many aspects of a business that must be coordinated to achieve success and vitality through good alignment. Integral Advisors
bring us some thoughts on alignment of a company to bring about organizational well-being.
Every organization faces a delicate balancing act: How do you align the objectives of the organization, with the capabilities of the management team, and the needs of the employees…while taking care of the customers?
It is the most common question I have wrestled with over the last 20 years as I have worked with hundreds of organizations to help them achieve the results and sense of well-being they desire.
Where there is alignment – things work well: stuff gets done and folks feel good.
Where there is not alignment – things don’t work well: stuff does not get done and folks feel lousy.
The three main tools or methods that organizations have available to them to create this desired alignment is Strategic Planning, Team Building and Leadership Development.
…More at A Delicate Balancing Act: Organizational Alignment « Integral Advisors …
Alignment of an organization to keep all parts driving towards: a greater purpose, delivering superior products and keeping employees healthy is not an easy task to accomplish. Proper alignment of a company is a time-consuming process and one that takes a concerted persistent effort. The process of re-aligning your company could be a challenging and painful one that will experience setbacks. It is a necessary step to keeping your company on the road to success though. Achieving organizational well-being through proper alignment is a truly great reward.
Image by darren-johnson via Flickr
It can be hard to determine the wellness or well-being of an organization without knowing what organizational well-being is. There are certain characteristics that help to guide us which may include: respect, collaboration, and fairness. These tenets are driven by company culture which starts with the leaders of a company and trickle down. It is a leader's job to dictate the type of environment that they want to perpetuate for their company. Stephanie Andel and Rachel Permuth-Levine write about the close inter-connection between employee well-being and organinzational well-being.
Richmond and colleagues (2006) explain that job-related stress and job dissatisfaction is evident in those who work in environments with little managerial support. In fact, in a survey of over 90,000 employees, management’s interest in the well-being of employees was one of the main factors for motivation (Gallup, 2011). The question then becomes: how do we cultivate a workplace filled with enhanced psychological well-being? What can managers do to ensure that their employees are happy and healthy?
outlines various methods in which management can focus upon employee wellness, such as (1) clearly stating expectations, (2) allowing flexibility in the workplace, (3) recognizing employees for their efforts, and (4) providing opportunities for personal development within the workplace can have a serious impact on employees’ motivation and job satisfaction. All of these components tie into the psychological well-being of employees.
…More at 'The Manager's Role in the Psychological Well-Being of Staff', Rachel
The overall well-being of an organization depends directly on the well-being of each and every member of the team. It is the job of leaders within an organization to foster an environment conducive to psychological well-being. Employees often thrive in an environment that has clear expectations but that allow for flexibility within that structure. A place where achievements are recognized and rewards are given are aspects of positive workplaces. Employees also flourish when given the opportunity to develop personally and have the time to work on their growth. Leaders must pay attention to their management strategies because they can have a major impact on the well-being of their organization and all employees.