You willbe required to post a substantive reply of at least 300 words to a classmates threads.

       You must use at least 1 peer-reviewed reference publishedwithin the past 4 yeras (and not used in the original posting) in yourresponse.  The reference must be from the Liberty University library.

       Do not simply revisit what was discussed in the thread, butadd information from the unique article you researched on the concept andcompare the findings.  Did the findingsof the article you found and the articles used in the original thread agree,disagree, address different aspects of the concept?

       Only the substantive part of the response will be countedtoward the word count.

       Use APA format and write in 3^rd person.  

Liberty University Login: 

username: [email protected]

pwd: Kase0303$$

Discussion Board to reply too:

Shiloh Ford 

RE: Employee Well-Being

Employee Well-Being

Definition:

What exactly is Employee Well-being? Employee Well-being refers to the way in which the dynamic of a company affects the mental and physical state of an employee within and sometimes outside of the workplace.

Summary:

The article chosen begins with discussing the fact that Employee Well-being or EW has largely focused on employees’ subjective experiences and has generally assumed that managers interpretations of EW are consistent and non-problematic. (Vakkayil et al.). It then goes to say that existing tensions in managing as well as the view that senior managers have on the practices of EW have not been thoroughly investigated. The article is written in an attempt to fill the gap by discussing the perceptions of senior managers with human resources (HR) responsibilities affecting EW. (Vakkayil et al.). They also have a specific discussion on the tensions perceived by senior managers and the actions they take in order to dissolve the issues. The study consists of data collected from a group of 20 senior managers from companies that are based in Milan County, Italy. The data goes on to bring to light four dimensions of EW as well as four different resolution strategies.

Discussion:

The articles chosen for this discussion board are titled, It’s not how it looks! Exploring managerial perspectives on employee wellbeing which will be referred to as EWM was written by Jacob Vakkayil (IESEG School of Management, 3 rue de la Digue, 59000 Lille, France), Edoardo Della Torre (Universita degli Studi di Bergamo, Via dei Caniana 2, 24127 Bergamo, Italy), and Antonio Giangreco (LEM-CNRS (UMR 9221), Lille, France) and Workplace spirituality, employee wellbeing and intention to stay A multi-group analysis of teachers career choice which will be referred to as EWT was written by Nimitha Aboobaker, Manoj Edward and Zakkariya K.A. (School of Management Studies, Cochin University of Science and Technology, Kochi, India). In the EWT article, the writers discuss the influence of workplace spirituality on employee well-being and intention to stay with the organization among teachers in technical higher education institutions. (Aboobaker et al.). The article also goes deeper into trying to find the difference between two different groups of teachers that differentiate in their intentional career choice. The EWM article, on the other hand, discusses the perspective that senior managers have on the practices used for EW by looking into human resources or HRs responsibilities. It also goes on to discuss the many tensions and how senior managers deal with those situations as mentioned previously. Going back to the EWT article, the authors move on to explore multiple hypotheses during their research which include, H1a. There is a significant positive relationship between meaningful work and well-being at work. H1b. There is a significant positive relationship between sense of community and well-being at work. H1c. There is a significant positive relationship between alignment with organizational values and well-being at work. H2. There is a significant positive relationship between well-being at work and intention to stay with the organization. H3. Workplace spirituality will have an indirect effect on intention to stay, through well-being at work. H4. The relationship between workplace spirituality and well-being will vary among teachers for whom teaching was an intentional career choice and otherwise. H5. The relationship between well-being and intention to stay will vary among teachers for whom teaching was an intentional career choice and otherwise. (Aboobaker et al.). The article then goes into the research methodology that includes an overview of the sample and procedures as well as the measures taken for the procedure. Jumping back to the EWM article, the question that these authors have developed to try and answer is What are the strategies developed by senior managers to manage tensions in their perceptions of employee wellbeing? (Vakkayil et al.). This is followed by the research and context methods that include the research setting, data collection, and data analysis which is in turn followed by findings that consist of many tables worth of data that will not be discussed in depth because there is simply too much information to go through. After the data had been reviewed for the EWT article they listed their results in a table which will also not be discussed as there is just too much information to go through. However, following that they discuss what exactly their results mean. The study emphasized the strong association between meaningful work and well-being at work and identified a strong association between sense of community and employee well-being which means that the first and second hypothesis, H1a and H1b were both found to be true (Aboobaker et al.). According to the article, however, unlike what other studies had found, this study found that alignment with organizational values had no influence employee well-being meaning that the third hypothesis H1c was not found to be true (Aboobaker et al.). The article goes on to say that well-being at work (higher positive emotions) was positively associated with higher intention to stay with the organization meaning that H2 was supported by the findings (Aboobaker et al.). Well-being mediated the relationships between meaningful work intention to stay and sense of community intention to stay but had no mediating effect in the relationship between alignment with organizational values intention to stay and The relationships between meaningful work well-being and alignment with organizational values well-being did not significantly differ among the two. However, the path coefficients between sense of community well-being at work groups meaning that both H3 and H4 are only partially supported by the findings (Aboobaker et al.). Finally, The relationship between well-being at work intention to stay varied among the two groups which means that the last hypothesis H5 was found to be true (Aboobaker et al.). Going back to the EWM article, the findings consisted of many different things. The first thing they found was the issue of conflicting outcomes from multiple practices is evident in the notion of authenticity, where the perceived impersonal element found in organizational systems had to be reconciled with the need for personal attention and care. (Vakkayil et al.). Next, they found that oppositions inherent in people-oriented managerial roles are illustrated in the tension experienced between two images., the ambiguous relationship of EW efforts and performance is exemplified in the tension between a process-oriented idea of involvement, and a result-oriented interpretation where performance is approached in different ways., and it was clearly evident that senior managers struggled to reconcile the broad ideals that drove EW efforts with existing organizational realities. (Vakkayil et al.). The article then lists a few different strategies which are as follows, . In the first strategy, managers used ideas with a great deal of interpretive flexibility (flexible thinking) in order to handle tensions they experienced. Here the meanings of concepts associated with wellbeing are either broadened or narrowed to overcome tensions., A second strategy consists of adopting a both-and approach rather than an either-or approach (integrative thinking)., Third, senior managers cognitively separated beneficiary groups of EW practices according to different employee characteristics such as age, organizational level and nationality (separated thinking)., and Finally, senior managers resorted to the idea of reciprocity as a strategy to address tensions (reciprocal thinking), especially in the area of EW as professional development. (Vakkayil et al.). At the end of the EWT article, some limitations and recommendations for future research are discussed. The study was performed on a group of teachers within a small community so in the future that could be expanded. Demographic factors were not taken into account in this study so they should be in the future. Career choice was only measured with one thing so that could change in the future as well as finding the possible moderating and mediating influence of organizational variables in the relationship between alignment with organizational values and well-being at work. (Aboobaker et al.). Lastly, the authors would like to see a study that tries to find something that would stimulate experience of workplace spirituality and well-being at work. (Aboobaker et al.). In closing for the EWM article, the authors hope that further research might advance our findings by specifically examining issues associated with various contextual factors such as culture of a region or values of particular organizations and explore how senior managers perceptions and strategies are influenced by cultural assumptions. (Vakkayil et al.).

Biblical Integration:

Matthew 7:16-20 says, You will recognize them by their fruits. Are grapes gathered from thornbushes, or figs from thistles? So, every healthy tree bears good fruit, but the diseased tree bears bad fruit. A healthy tree cannot bear bad fruit, nor can a diseased tree bear good fruit. Every tree that does not bear good fruit is cut down and thrown into the fire. Thus you will recognize them by their fruits. (ESV). If an employee has a good well-being, then it will be noticed. It is up to the employers, management, coworkers, and everyone within a workplace to ensure that everyone is giving their all and being treated fairly. Those who do well will be recognized by their fruits as it says in Matthew, but those who do not do well will be cut down. A good Employee Well-being is important for all employees in a workplace, but it doesnt just take on person to achieve it, it takes the whole team.

References

Aboobaker, N., Edward, M., & A., Z. K. (2019, January 7). Workplace spirituality, employee wellbeing and intention to stay: A multi-group analysis of teachers career choice. https://www-emerald-com.ezproxy.liberty.edu/insight/content/doi/10.1108/IJEM-02-2018-0049/full/html#loginreload.

Vakkayil, J., Della Torre, E., & Giangreco, A. (2017, August). It’s not how it looks! Exploring managerial perspectives on employee wellbeing. https://www-sciencedirect-com.ezproxy.liberty.edu/science/article/pii/S0263237316301311?via%3Dihub.

Our website has a team of professional writers who can help you write any of your homework. They will write your papers from scratch. We also have a team of editors just to make sure all papers are of HIGH QUALITY & PLAGIARISM FREE. To make an Order you only need to click Ask A Question and we will direct you to our Order Page at WriteEdu. Then fill Our Order Form with all your assignment instructions. Select your deadline and pay for your paper. You will get it few hours before your set deadline.

Do you need help with this question?

Get assignment help from WriteEdu.com Paper Writing Website and forget about your problems.

WriteEdu provides custom & cheap essay writing 100% original, plagiarism free essays, assignments & dissertations.

With an exceptional team of professional academic experts in a wide range of subjects, we can guarantee you an unrivaled quality of custom-written papers.

Chat with us today! We are always waiting to answer all your questions.

Click here to Place your Order Now