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The employees of the company are the most important asset for the business. In case the employees are not happy then they will not be performing their work well. Thus, it is necessary for the companies whether they operate at global, national or local level that they must keep the employees happy and satisfied. For this, the compliance with job resources is very necessary as it helps the employees in reducing the stress and trying to improve the working capability of the employees. In the healthcare sector, there are many different situations in which employees may face the situation of occupational burnout or anxiety. Thus, for this, it is necessary for healthcare companies they effectively maintain a good environment so that the overall development of the work can take place. The job demand of the health care sector includes continuous communication with people and lot of hard work. Thus, as a result of roles and responsibility of healthcare worker, there are chances of burnout. For students and professionals, help in assignment writing is available to provide structured support for understanding these challenges and their impact.
Job resources are defined as the social, organizational and physical factors which are assistive to the employee in attaining the particular objective and reducing stress. When the job resources are employed well then it will be increasing the overall working objectives and profitability will increase. In case the employees are not happy and are having feelings of anxiety or stress then they will not be in a better position to work (Impact of Job Resources and Job Demands on Burnout among Physical Therapy Providers, 2021). Thus, as a result, the overall efficiency of the company will be impacted at all the level whether be it global, national or the local level. Jagodics and Szabó, (2023) stated that the compliance with the job resources is necessary because at all the level the employees need to work comfortably. In case they are not comfortable then it will be affecting the overall working. So for this, it is very crucial for the companies at all level (global, national or local) to effectively use the job resources so that the overall working can be improved. When the environment is good then automatically the employees will be happily working and consequently overall development takes place (Zhou et al, 2022). Hence, the current dissertation will discuss the importance of complying with the job resources and job demands for the management of anxiety and burnout among healthcare workers. For keeping the employees happy it is necessary to make use of the JD-R model that is Job Demand- Resources model. When the job demand is high and the resources of job are low, then the stress and burnout increases. Thus, for health care companies it is necessary that they provide for better job positives so that healthcare employees are happy working.
Research Aim
To assess the role of job resources and job demand in predicting burnout and anxiety among health and social care workers.
Research Objective
7 Years | MSc
Research Questions
For the company to be successful, it is necessary that all the employees within the workplace are happy. In case the employees will not be happy and satisfied then it will affect the operational efficiency. Thus, the reason for selecting the current research is that employees are the essential element for the successful working of the company (Barello et al, 2021). In case employees will not be operating well then the overall performance of the company will not be good. Thus, for companies to run successfully employees must be working efficiently and happily. Also, Kaiser et al, (2021) stated that another reason for selecting the current research topic is that it will help in the future improvement of the company as well. In future when the employees are stressed or anxious then it will improve the way of working and ultimately the overall efficiency will increase. Further, another reason for the selection of the current study is the personal and academic interest of the scholar (Moreno-Jiménez et al, 2021). It is due to the reason that the researcher is keen on knowing the importance of employee resources for managing burnout and anxiety and improving the overall performance of the company.
In the current competitive environment, the employees are the key resources without which the work cannot be done. When employees are happy with the offering and environment of the company then it will be helpful for them to work well. So the current study and its findings will be assistive to healthcare organizations as they will be in a position to understand the implementation of the job resources and its utility in keeping the employees connected. Also, this study is of significance to other industries as well (Blanco‐Donoso et al, 2022). It is due to the reason that occupational burnout and anxiety among employees are faced by almost every industry. Thus, the application and impact of job resources done in the current study can be applied to any of the industries. Also, the study is of significance to the other researchers who are planning to conduct the study on a similar kind of research topic. It is important as the scholar can use the findings and details of the current study to enhance their knowledge relating to job resources and their application.
The current chapter evaluated that job resources are very necessary for managing the work well and creating a good working environment. It is necessary because while working, the employees many times face stress, anxiety or even burnout. Thus, for managing such a situation the use of employee resources and other systems is very helpful in managing a good and cordial environment.
Chapter One: Introduction
This is the initial chapter of the thesis which outlines the overview of the research topic along with the clear aim and objectives. Also, it includes a discussion relating to the significance and rationale for the selection of the job resources for reducing bunout.
Chapter Two: Literature Review
This chapter includes a critical discussion of the research topic wherein the views of the different authors on the research topic are outlined relating to application of job resources for reducing burnout. It includes making different themes according to the objectives and then views of various scholars are provided to increase the understanding of the research topic.
Chapter Three: Research Methods
The third chapter of the study includes the evaluation of the various methods which are used for the completion of the study. It will include the analysis of the different methods present to be used and the rationale for selecting a particular method will also be clearly stated.
Chapter Four: Data Analysis
Within the next chapter comes the evaluation of the data or the various collected information. It is due to the reason that it is the most crucial part as when the data will not be analysed well then it will not result in better working and attainment of the objectives. Hence, this chapter includes the analysis of the data collected relating to use of job resources for reducing anxiety among healthcare workers.
Chapter Five: Conclusion and Recommendations
The last chapter is the conclusion wherein the summary is provided for the whole study. It is the last section which provides the brief crux of the whole study. Also, it provides for the recommendations which need to be kept in mind for the better working in future.
The literature review is the analysis as well as discussion of the published information within the specific subject area. This is more than just the summary of the sources, it has the organizational patterns which combine both syntheses as well as the summary. The researcher will use broad literature by referring to various articles, books and other sources which will cover the specific topic. Job resources helps the organizations to build strong work relations, autonomy, mentoring, learning as well as opportunities for the advancement which leads to reduce the burnout and anxiety.
According to Upadyaya and Salmela-Aro (2020), Job resources are the social, organizational, and social factors which assist the social and healthcare employees in accomplishing the objectives as well as reducing stress. This refers to the aspects of the job which assist in helping to reach work-related goals linked with reducing job demands as well as associated costs. Employees having high job resources lead to more motivation which results in enhancing workplace engagement. Job resources help workers against the harmful effects of the excessive work demands as well as protect the employees from damage. Companies offer employees with the required resources which allow them to meet their work needs as well as protect them from the organizational stress. Job resources are significant as they assist individuals to cope up with the work demands as well as other organizational stressors. On the critical note, Bakker and de Vries (2021) said that high job demands as well as low job resources led to job strain which resulted in anxiety and burnout among employees within the health and social care sector. Without the required resources, workers might feel an issue in completing the tasks. They might also struggle to meet deadlines which lead to reduced productivity. This can also result in delayed projects, missed deadlines as well as rising errors.
Moreno-Jiménez et al, (2021) described Burnout is the state of mental, emotional as well as physical exhaustion at the workplace. Further, burnout occurs from the chronic workplace stress which is not managed efficiently. This can have the profound impact on employees such as emotional and physical exhaustion which reduces productivity, raises absenteeism, low job satisfaction as well as long-term health issues such as depression and anxiety. However, Zhou et al, (2022) argued that organizations need to look for new ways to engage their employees in promoting retention as well as well-being. Companies can encourage managers as well as leaders to offer specific recognition for their performance.
Jagodics and Szabó, (2023) ascertained the fact that Anxiety is a feeling of anxiousness and nervousness because of the feeling stressed at workplace in the health and social care organizations. Experiencing the workplace anxiety includes worry at work as well as feeling stressed. This includes being scared, feeling uneasy as well as nervous about the tasks. Various factors contribute to anxiety such as tight deadlines, excessive workload, poor management as well as lack of job security. Employees with workplace anxiety might exhibit the behavioral changes like social interaction with family or lose interest at the work. However, Llorca-Pellicer et al, (2021) said that identifying the signs of workplace anxiety is vital for the timely as well as efficient intervention. Employees need to reduce the interactions with negative colleagues which promote a healthy workplace environment. Open communication requirements and concerns with the supervisors are significant for the support. Employees need to build a network of trust with their co-workers which can alleviate workplace stress and anxiety. Sharing the concerns with people promote the sense of support and belongingness which create a safe space for open communication.
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Han et al, (2020) ascertained the fact that mental health issues such as anxiety and burnout have the major influence on the company because of the rising absenteeism of employees. Work-related stress is the main cause of ill health, workers' errors as well as poor productivity. Employee assistance programs (EAPs) are the initiatives which designed to support workers in handling work-related challenges that might affect their productivity and performance. By educating employees regarding the resources accessible to them, leaders can reduce the stigma linked with seeking help in early intervention. EAPs also play a vital role in encouraging the work-life balance by providing support and resources for time management as well as self-care. On a critical note, Otto et al, (2021) argued that employees might fear judgment and negative consequences for seeking guidance which results in delayed engagement with EAP services. Stigma at workplace can lead discrimination for the employees such as harassment and bullying.
Patel and Bartholomew (2021) stated that Flexible schedules offer workers with the job satisfaction, enhanced work-life balance, better health as well as less stress. This also facilitates employers with high productive levels, reduces absenteeism as well as reduces turnover. The flexible workplace strategy can reduce the stress levels at the workplace by encouraging the environment based on collaboration, teamwork as well as enhanced productivity. By promoting the flexible working, companies can benefit from more encouraged workers which enhance both performance and efficiency. Remote working also offers team building atmosphere who might feel frustrated and disconnected. Physical togetherness encourages the team morale as well as communicative relationships among the team members. On the contradictory note, Trépanier et al, (2020) argued that without a clear separation between the home and work, workers might find it problematic to switch from work which leads to rising stress. Remote employees also struggle with the established boundaries which results in burnout as well as anxiety. Without the physical separation of the office, workers might feel stressed to be continuously available which leads to long working hours. This overworking can exacerbate the stress levels as well as negatively influence on the mental health.
Radic et al, (2020) assessed employee wellness programs assist workers in mental, physical as well as social health in different manner. These programs include team building as well as mindfulness exercises to make workers feel like the community. These programs focus on prevention and identification to reduce health hazards. Various companies use mobile applications and digital platforms to make activities accessible. These wellness programs also lower the healthcare expenses by long-term accidents, illness and missed work by promoting preventive care and healthy habits. Wellness programs also enhance the workplace by motivating workers to care about their health as well as support each other. On the other hand, Corso-de-Zúñiga et al, (2020) argued that these initiatives do not handle the workplace challenges which contribute to anxiety like high workload.
Singh et al, (2020) assessed companies can promote the workplace culture which focuses on employees' mental health & well-being and vital in preventing burnout. For example, social and health care organizations can set mental health as well as no-meeting days which motivate the workers to take paid off and flexible hours. Including end users is vital when implementing and developing the workplace strategies which promote employee engagement as well as alleviate burnout. Employees also find an advantage in following the routine, establishing boundaries as well as pursuing hobbies outside the work. Strategic workplace design plays a significant role in handling the burnout. This can shift the system in the manner which better supports as well as represents the diverse requirements of the organizational workforce.
According to the views of Kaiser et al, (2021) causes of workplace anxiety include stress regarding the job performance, work excessive hours, work relationships as well as toxic workplace culture. EAPs provide with the range of counseling as well as support to workers with the helpline in making an appointment with the licensed professional. This can assist employees to cope up with the wide range of challenges like anxiety, depression, abuse as well as relationship issues. EAPs can provide stress management resources which assist employees in handling stress as well as reduce its influence on mental health. Assisting workers to handle stress can help in reducing the risk of anxiety, burnout as well as depression. This provides workers with resources that assist in accomplishing a healthy work-life balance like flexible work arrangements, time management strategies as well as access to wellness programs. By promoting the work-life balance, these programs can assist workers to reduce stress as well as enhance their well-being.
On the critical note, Bakker et al, (2023) argued that while EAPs offer workers with the crisis support but might not be efficient in handling burnout and also other mental health concerns. This is also less efficient in getting members to connect with the long-term care alternatives. Another issue with EAPs is the inconsistent quality of care which workers experience. This is because of the lack of training which providers get on the evidence-based interventions. This bad quality treatment may result into poor clinical results which leave workers feeling frustrated and vulnerable.
Agyapong et al, (2022) defined various wellness programs as well as resources assist workers to focus on their mental and physical well-being and health. An employee support programs offer meditation classes, fitness classes as well as nutritional courses. Further, promotion of the wellness programs also assists workers in feeling more focused, energized as well as resilient. Using various wellness programs companies can assist workers to manage stress, enhance mental health as well as accomplish better work-life balance. This will contribute to the rising productivity as well as performance. Wellness programs allow companies to reduce turnover rates by offering workers with the guidance and support they require to handle stress. This can also lead to the more engaged and stable workforce which seems beneficial for both employees as well as organization. Job redesign is the procedure of rearranging responsibilities and tasks to align with the changing environment in and outside the organization.
On the other hand, Klaver et al, (2021) argued that despite supervisors investing in substantial resources into implementing and designing these programs might not engage all employees actively. The range of factors contributes to this such as time constraints, lack of interest as well as privacy concerns. These programs also offer the standard set of programs and activities without considering the diverse preferences and needs of workers. People have the distinct health objectives and varying levels of motivation. Personalization is significant for motivating the workers to participate in meaningful progress on their well-being. Companies might initially invest heavily in the wellness initiatives but fails in maintaining the continuous resources over the time. These wellness programs need continuous commitment as well as regular evaluation. Neglecting to sustain the momentum result into elimination of employees' interest, reduction in the program’s success as well as eliminating the return on investment.
Gerich and Weber (2020) identified in their study that flexible work arrangements can assist workers to handle stress by offering them more control over their schedule. This leads to more productivity, dedication to work as well as fewer sick leaves. The workload is the main cause of employment-related stress which offers staff with the freedom to approach tasks, companies can also help the team to handle the workload around the personal commitments. Staff working within the flexible arrangement can avoid these challenges which allow them to create their pre-work routines. Job sharing as well as employee-controlled schedules facilitated the teams to handle the workload within the specific timeframe. This also allows employees to work flexible hours which offers them with more autonomy in their professional lives. Workers who are more engaged in their work tend to be happier in their roles. However, Cheng et al, (2020) defined that factors such as poor work-life balance as well as repetitive tasks can cause the reason of unhappiness at the workplace. Flexible working hours can lead to raise in the risk of overwork and burnout, as workers might feel stressed about working longer hours. Flexible working hours can make it challenging for workers to maintain a healthy work-life balance.
The job demand-resource model (JD-R) is referred to as an occupational stress approach which recommends strain to an imbalance among demand of people and resources needed to meet those demands. The model states that when the job demands are higher as well as job resources are low leads to anxiety and burnout. This model integrated the positive emphasis on work engagement with the emphasis on burnout into the comprehensive and balanced approach. The efficient job positives help in offset the extreme job demands as well as motivate the motivation among employees within health and social care. By promoting a sense of community can assist employees in feeling less isolated as well as more support in navigating the work stress. On the other hand, (Muhamad Nasharudin et al, 2020) efficient job positives or resources can offset the impacts of the extreme job demands. Job design is the theory of motivation which is an organized as well as purposeful allocation of the tasks to the team at the workplace.
The current research has found the relationship between both anxiety as well as avoidance of the job burnout. The rising demands for high performance as well as demanding working conditions may result into high prevalence of stress, anxiety, burnout as well as emotional exhaustion. Relationship challenges among the co-workers can lead to stress and anxiety among the employees. This anxiety can cause the range of mental health issues from anxiety and depression which lead to burnout. The lack of clarity on the organization's frustration and stress can make it challenging for the workers to plan as well as make decisions. There is also a lack of research on the employees' wellness initiatives which helps in reducing anxiety as well as burnout.
Summing up, there are stressors faced by the social and health care workers. Various companies offer wellness benefits such as subscriptions, classes, and well-being days in the time management as well as productivity. Treating and preventing employee burnout needs an understanding of its root causes. Understanding the adverse impacts on people and organizations focuses on the significance of dealing with the burnout. Companies can assist workers to maintain the good work-life balance by offering remote work options, flexible work schedules as well as leave policies. Clear work-life balance practices can also sustain the healthy organizational culture. Companies can also create the empowering and productive work environment which lowers the risk of burnout by offering guidance and supporting employees' efforts. The company should also promote teamwork, open communication as well as feeling of support among the employees. By promoting the positive workplace culture, companies can reduce the stress as well as stop burnout.
A research methodology is described as a strategy as well as procedures which used to recognize as well as analyze the data on the basis of the impact of job resources and demands on employees' anxiety and burnout. This describes the strategies as well as processes used to recognize the information regarding the particular study. This is the procedure through which the analyst designs the study to accomplish using the selected methods. Research methodology is a detailed plan which assists in making the process efficient, smooth and manageable.
Research methods are mainly classified into two categories such as qualitative and quantitative. In this research, the investigator has used qualitative research which is the procedure of naturalistic inquiry which seeks an in-depth consideration of the objectives of the study. The incorporation of the qualitative research within the intervention study is to gin the rising attention across the disciplines. This method has the better influence on data collection, analysis as well as interpretation of the outcomes. Qualitative research provides a flexible approach which allows the investigator to adapt the questions which enhances responses.
This is the best procedure in which the researcher gathers, collects as well as interprets the data. There are mainly two types of approaches such as inductive and deductive. In the current study, the analyst has selected inductive research which is a method of creating generalizations on the basis of particular data and observations (Cotel et al, 2021). This is a flexible strategy which allows the investigator to change their research strategies and techniques on the information they collected. This also offers the broad view while focusing on the theories which are already set. The inductive approach helps in developing the new concepts as well as hypotheses which is useful in making the new interventions.
This is linked to the knowledge, assumption as well as nature of the research. This is a belief regarding the way in which the phenomenon must be collected, analyzed and used. There are majorly 2 categories of research philosophy like interpretivism and positivism. Because of the qualitative nature of the study, the investigator will use interpretivism philosophy. This helps in exploring complex social phenomena as well as individual perspectives which are more subjective as well as nuanced. Interpretivism study is linked with the higher level of validity as the data gathered in the study tends to be honest and trustworthy. This allows for the consideration of the various perspectives as well as interpretations which enrich the study outcomes.
Data collection is the procedure of gathering as well as analyzing the data from a range of sources which helps in analyzing the research gap. This is the procedure of collecting the information on the basis of the variable of interest which allows answering research questions and evaluating results. There are broadly two types of data collection methods such as primary and secondary methods. In this topic on the role of job resources as well as Job Demand in forecasting anxiety and burnout in Health and Social care workers, the investigator has selected a secondary data collection method (Skaalvik, 2020). This method refers to the dataset gathered by the other person which is already been gathered. The data has been gathered from various books, articles, journals, industry reports and many more. Unlike primary data that requires to be processed to gain, secondary data is already pre-processed which costs analysts no time to organize the information.
Data analysis is the procedure of systematically applying the logical strategies to illustrate and describe the data. This offers valuable insights which support the researcher in making informed decisions for better outcomes of the study. There are mainly two techniques of data analysis such as SPSS software and thematic analysis. As the nature of the study is qualitative, the investigator has used thematic analysis. This method provides more flexibility which facilitates the analyst to recognize themes with the predetermined framework. By generating themes and patterns for the meaning across the data set, the investigator can uncover the subtleties which may otherwise be discounted. This helps in revealing the intricate layers of the meaning which offer the detailed and nuanced interpretation of the information. The investigator will use thematic analysis to relate existing theories from the literature review with a robust theoretical structure.
Ethical consideration within the research is the set of principles as well as guidelines which allow the researcher to research design. The researcher has obtained informed consent from the participants involved in the study which is an ethical and legal imperative for the researcher. The researcher has also included specific provisions to maintain the confidentiality of research data of the authors gathered from secondary research. To reduce the chance of unauthorized access, the data has been stored and it encrypted.
The limitations of the study are the basic elements of the research methodology which influence the interpretation of the outcomes. Depending on the scope of the research topic, the previous research articles and studies related to the dissertation are limited. The researcher has held a biased view of specific phenomena which affects the research's legitimacy. The secondary data might be unreliable and outdated which might affect the data analysis outcomes. This data is based on the limited information which might lead to inaccurate conclusions.
By summing up, the research methodology includes the methods and techniques used by the analyst to collect and evaluate the data. The main aim of the research methodology is to gain the empirical evidence and draw meaningful conclusions form the existing body. This ensures validity, reliability and generalization of the research findings which helps in addressing the research question efficiently. By adhering to various methods and techniques, the analyst can enhance the credibility as well as influence of the study.
The result section is described as an empirical research paper which helps the researcher to analyze the data. The main aim of the findings is to evaluate the data collected by answering research questions. The findings will be presented objectively without any personal opinion and bias with the suitable methods to ensure the reliability as well as validity of the results. the findings will review the significance of stress management techniques, customized intervention as well as organizational support which address the challenge faced by the social and health care professionals.
The insight from these study has drawn attention to Job resources are significant as it helps people to cope up with their work needs as well as other organizational stressors. This can buffer employees against the potential harmful influence of the excess work demands as well as protect the workers from the damage (Shoman et al, 2021). This refers to aspects of the job which helps in reaching the work-related goals, reduce job demand, link expenses as well as stimulate personal development and growth. These resources provide social and health care workers with strong work relationships, autonomy, coaching, opportunities for advancement as well as learning and development. On the other hand, a lack of equipment, tools, support and information can create the sense of low productivity as well as hinder the ability of the workers to perform well. This can also lead to lower morale, job satisfaction as well as raise turnover as workers seek for better opportunities.
This finding demonstrate that Burnout within the healthcare professionals is linked with the unrealistic expectations of patients, work-to-family conflicts, pressure of continuous learning as well as various other issues. An increased amount of time spent on the job also poses the risk of burnout. Healthcare professionals make critical decisions under the time pressure and are faced with emotionally demanding interactions. The use of new technologies in medical care brings new issues in terms of gaining new skills and knowledge. The healthcare workers are exposed to work strain with the negative outcomes for their psychological health and well-being. The influence of job burnout as well as job engagement within the healthcare profession is understood using the JD-R model in terms of job resources and demands. However, it is significant to identify people, interpersonal as well as organizational characteristics which protect the workers from job stressors. Working in the organization needs coordinated effort by the member of the firm who share a common work atmosphere, experience as well as occupational health issues. Work engagement is characterized by higher levels of dedication, energy as well as work-driven efficiency.
The finding across these study have delivered strong evidence for Workplace anxiety is an underestimated mental health issue which affects the people in social and health care sector. This signifies as emotional distress as well as unease experienced by workers to pressure, demands as well as expectations linked with the work environment. Anxiety at the workplace is related to work stress such as workload, interpersonal conflicts, job insecurity as well as performance expectations (Lee et al, 2020). The continuous struggle against the anxiety can lead to emotional and physical exhaustion. Workers might feel fatigued, drained as well as emotionally depleted which harms their capability to cope efficiently with workplace issues. Stress and mental health issues can harm workers with work productivity and effectiveness which lead to missed deadlines. Workers struggling with the psychosocial challenges are more likely to take time off which leads to high rate of absenteeism rates as well as disruptions in the workflow. Failing to handle harassment, workplace bullying as well as other psychosocial hazards can harm the company’s brand image as well as legal to lead issues. On the other hand, the firm should promote the supportive as well as inclusive work culture where the workers feel respected and valued. They must motivate open communication as well as offer platforms for the workers to voice their concerns.
This finding has led to a deeper understanding of an EAP is a workplace benefit program is designed to offer the professional as well as confidential help to the workers who deal with work-related and personal issues which might affect their job performance and well-being. EAPs contribute to the mental health as well as stress-related concerns which major influence on their job performance. This contributes to derisking the firm by encouraging the early intervention which helps in enhancing mitigating conflicts, and employee mental health as well as ensuring compliance with the ethical standards. By investing in the wellbeing of the worker, the organization can create a more productive, healthier as well as safe work environment which reduces the potential liabilities and risks.
By offering flexible work arrangements, organization promotes the positive work environment which helps in reducing the burnout. This incorporation of flexible work arrangement can allow workers to handle work-life responsibilities more efficiently which reduces the stress levels (Cao et al, 2020). A flexible work schedule can assist workers in creating the better balance between the personal and work lives which results in mitigating the levels of stress. This allows employees to conduct personal errands as well as emphasize on mental health which prevents them from feeling emotionally drained and exhausted. These work arrangements such as remote work can save workers from the daily hassle of commuting. Workers are more likely to approach their work with the renewed energy which reduces the risk of burnout. On the critical note, flexible work arrangements can lead to communication issues which can result in delays, misunderstanding as well as lack of cohesion among teams.
The findings across this study have delivered strong evidence that employee wellness programs offer the support for workers suffering from the depression, anxiety, stress and burnout. Professional conduct guidance sessions can help workers in reaching their full potential. This highlights the high level of empathy from the workers to the team, which enhances the satisfaction as well as confidence linked with the working at the firm. The firm can also provide healthy snacks and meal choices at the workplace which helps in enhancing employees' health. Firms can set up access to fitness centres, gyms and sports sections for this purpose. This allows employees to indulge in the activities of choice which helps in improving their mental and physical health. On-site fitness programs enhance the physical health and boost morale which offers job satisfaction among workers. This contributes to the positive workplace culture centered on vitality, health as well as work-life balance. Nevertheless, these programs also offer the standard set of activities and initiatives without considering the diverse preferences and needs of the workers. Failing to diversity can lead to disengagement as well as reduce program efficiency. Employee wellness programs lack from the long-term sustainability. Companies might initially invest in the wellness programs but fails to maintain the continuous support as well as resources over the time. Wellness programs need continuous commitment, adaption to remain efficient as well as regular evaluation.
The findings demonstrate that by offering workers with access to counseling services, support for personal as well as work-related issues, EAPs assist in handling as well as managing the mental health issues. When workers get the required support in navigating the challenges must emphasize on the work and perform more effectively. This also helps in reducing absenteeism by handling the mental health concerns as well as offering strategies for handling the work-related stress. By providing confidential support, these programs can assist workers in resolving the personal issues which lead to enhanced absenteeism. However, worker turnover is expensive for the organization which includes onboarding, recruitment and training new workers. These programs contribute to high employee retention rates by offering valuable resources and support. When workers feel valued and supported by the firm are more likely to stay motivated in the long term success.
Flexible work arrangements encapsulate the types of alternative work schedules like job sharing as well as flexible starting. These plans are customized to meet both the company’s as well as worker's needs which helps in creating a balanced working environment. This instil a sense of autonomy and control which leads to low stress levels as well as enhanced job satisfaction (Kaiser et al, 2021). Working from home allows workers to dedicate more time to promoting mental health as well as self-care. This is significant in the modern fast-paced work atmosphere which can be disregard to the significance of personal well-being. On the critical note, flexible working hours can majorly influence team collaboration as well as communication. Lack of synchronous availability can harm real-time communication as well as delay decision-making procedures.
Organizations promoting the healthy eating as well as exercising can assist in reducing the health-related outcomes among workers. The reduction in health risk facilitates saving costs on the healthcare each year. Well-being programs allow peace of mind which enhances the physical fitness among workers. These programs help in reducing the change of chronic disease and promote harmony which makes the workers more productive. The high productivity also leads to better career development for the workers as well as long-term profits for the firm. A company's establishments can enhance the employees’ engagement with the wellness programs. These activities link with the strong relationship among internal teams as well as employers. The empathy as well as appreciation shown by the organization through wellness programs can make the workers feel valued. This sense of value assists in enhancing the morale which leads to an enthusiastic work environment.
On a critical note, various wellness programs emphasize on handling symptoms despite of handling the underlying causes of the health challenges (Agyapong et al, 2022). While promoting healthy behaviors, it is significant for the organization to analyze workplace stress, work-life balance and inadequate job resources which limits the efficiency of the wellness programs. Heath and social care organization needs to adopt the holistic approach which includes both psychological and physical well-being and handling the factors which contribute to employees' health issues. For worker wellness programs to succeed require to align with the existing organizational values and culture. This is vital to integrate wellness programs seamlessly which promote the culture which sustains employees' health and well-being at all levels. Employee wellness programs might face issues in reaching the employees with diverse backgrounds.
In summary, the outcomes have analyzed that emotional and workload demands are linked with the burnout. All job resources are linked with the high level of work engagement as well as a lower level of burnout among the employees. Companies need to ensure that the wellness programs are considerate, accessible and inclusive of workers' diverse needs such as mental, physical as well as cultural considerations. The organization needs to implement the efficient communication channel and schedule mechanism to allow effective collaboration among the team members despite of their work schedules
CHAPTER 5: DISCUSSION AND CONCLUSION
5.0 Introduction to the chapter
The conclusion summarizes the main points of the research as well as the discussion provides with the more detail about the results of the study. This chapter has outlined the systematic review of job resources and demands in burnout and anxiety among the health care professionals. This mainly focuses on how organization provide employees with job positives which help in enhancing their well-being and health at the workplace.
5.1 Findings and discussion of results
The outcomes of the findings shed light on preventing the burnout which enhances the psychological health of the workers under the epidemic control measures. This offers an epidemic-related organizational support system as well as job stressors. Work experience in epidemics has the long-term effects on the well-being of the healthcare workers. Job resources are mainly linked with promoting the health and well-being of the employees by offering various wellness programs and work flexibility. Collaborative workplace wellness programs are designed to improve the well-being of the workers in the shared working atmosphere. These initiatives can include the range of offerings like meditation rooms, an on-site gym as well as flexible work hours. Celebrating the employees' success is a significant aspect of wellness programs which enhances the positive workplace environment and retention. Celebrating the employees' success can take the range of aspects such as setting milestones, recognizing accomplishments as well as contributing to the company’s development. Organizations can use the range of methods to celebrate workers' success like recognition, awards, bonuses, events as well as promotions.
5.2 Conclusions
In conclusion, employers need to emphasize in promoting active engagement in wellness initiatives to prevent anxiety and burnout. Health and social care organizations need to create a culture of wellness by promoting open communication, enhancing employees' feedback as well as including workers in the program design as well as implementation procedure. Organizations can use internal communication channels like social media, newsletters as well as intranets which encourage the wellness programs as well as highlight success stories. Moving away from the one-size strategy needs to focus on personalized wellness alternatives. The firm needs to handle the range of resources as well as activities which handle mental, physical as well as emotional wellness which allows workers to select initiatives which resonate with them. Dedicated support and resources for program maintenance facilitates continuous improvement. The organization needs to develop the evaluation strategies which measure the influence of wellness initiatives. Organizations can use employees' focus groups and feedback to gain insight which program strengths as well as areas of improvement.
5.3 Recommendations
5.4 Summary of the chapter
In summary, this chapter focuses on including initiatives which encourage stress management, mental health, personal development as well as financial wellness. The organizations can collaborate with external partners which offer them comprehensive resources as well as support. This can promote the holistic approach which connects with the interconnectedness of various well-being.
References
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Introduction - GDECE 101 Foundations of early childhood education Assessment 2 Resilience is delineated as the ability to...View and Download
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Overview of business idea Entrepreneurship may be defined as procedure of finding out the opportunities, managing resources,...View and Download
Chapter 1.0: Introduction There are different factors on which the success of projects depends. Among these factors, the...View and Download
Introduction Get free samples written by our Top-Notch subject experts for taking online Assignment...View and Download
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