scholarly journals Leading Happiness: Leadership and Happiness at a Workplace

2019 ◽  
Vol 8 (3) ◽  
pp. 6551-6553
Keyword(s):  
Human Resources ◽  
Effective Leadership ◽  
Career Path ◽  
Well Being ◽  
Organizational Environment ◽  
Number Of Factors ◽  
Organizational Achievement

Organizational achievement is determined by a number of factors, particularly human resources. Human resources with high levels of happiness will affect productivity and the smoothness of tasks performed. Since employees spend most of their day working in an organization, it is obvious that the organizational environment will affect the employees’ emotional well-being. This article discusses the meaning of happiness at workplace and the leadership factors that influence employees’ happiness. Other than adopting effective leadership concepts, leaders who have the skills to listen and think about the career path of the employees are found to highly influence their employees' happiness in the organization

Engaged Study of the Qur'an: Gauging its Effect on the Life of the Individual and of Society

2003 ◽  
Vol 5 (2) ◽  
pp. 202-207
Author(s):  
Ruqayya Ṭā Hā Jābir al-cUlwānī
Keyword(s):  
Social Conflict ◽  
Well Being ◽  
Arabic Language ◽  
Modern World ◽  
Educational Systems ◽  
Functional Perspective ◽  
Number Of Factors ◽  
Social Advancement ◽  
Freedom Of Thought ◽  
The Individual

An engaged and perceptive contemplation of the Qur'an forms one of the most important bases for the cultural and social advancement of Muslims in all walks of life, and the absence of such study is one of the reasons behind the general cultural attenuation in the modern world. Reflection is one of the means of the construction and formation of a civilised society. The applied faculty of intellect creates an environment which allows reflective and considered thought to be developed from a functional perspective for the general well-being of society. Meanwhile the effective neglect of such study leads to the proliferation of superstition, dissent and social conflict. Indeed it can even be argued that it diminishes the significance of the laws and conventions which serve as the backbone of society. This paper reveals a number of factors which can impede the achievement of such an engaged study of the text: thus, for instance, thoughtless obedience to societal conventions; shortcomings in educational systems and syllabi; and a failure to encompass the significance of the Arabic language. Furthermore this paper presents several effective suggestions for nurturing students' potential, encouraging an environment which allows freedom of thought, and its refinement.

scholarly journals The School as an Arena for Co-Creating Participation, Equity, and Well-Being—A Photovoice Study from Norway

2021 ◽  
Vol 18 (16) ◽  
pp. 8252
Author(s):  
Camilla Ihlebæk ◽  
Camilla Castellan ◽  
Jenny Flobak ◽  
Jo Ese
Keyword(s):  
Human Resources ◽  
Essential Role ◽  
Well Being ◽  
Physical Factors ◽  
Ethnic Communities ◽  
Focus Group Discussions ◽  
School Employees ◽  
Group Discussions ◽  
Community Activities ◽  
Participatory Method

Schools may play an essential role as an arena for co-creating community activities that enhance well-being, equity, and citizenship. Still, there is limited knowledge about physical and non-physical factors that contribute to well-being within such approaches. The aim of this study was to identify important factors for well-being as perceived by pupils, school employees, and parents in a community school in Norway. The participatory method photovoice was used, and seven pupils, six employees, and four parents participated by taking photos used as the basis for six focus group discussions. Transcripts of the discussions were analyzed using Systematic Text Condensation. The analysis showed that the participants experienced that the school’s built and natural environment, the activities happening there, and the human resources and organization at the school facilitated perceptions of safety, inclusion, and cohesion, which in turn contributed to well-being. Furthermore, the results showed that co-creating schools as a community arena could be an innovative way of ensuring participation, equity, and well-being in the community. Such an approach might be especially important in deprived areas or in multi-ethnic communities. An important prerequisite to succeed is the openness of the school’s staff to engage in co-creation with other stakeholders in the community.

Patterns of Social Relationships and Psychological Well-being among the Elderly

1997 ◽  
Vol 21 (3) ◽  
pp. 417-430 ◽  
Author(s):  
Keiko Takahashi ◽  
Junko Tamura ◽  
Makiko Tokoro
Keyword(s):  
Human Resources ◽  
Social Relationships ◽  
Well Being ◽  
The Elderly ◽  
Self Esteem ◽  
Subjective Health ◽  
Self Report ◽  
Subjective Well Being ◽  
Psychological Well Being ◽  
Type Method

On the premise that social relationships among elderly adults differ in terms of the most significant, dominant figure, this study aimed to examine: (1) whether there were qualitative differences in supportive functions between family-dominant and friend-dominant affective relationships, and (2) whether “lone wolves”, who were deficient in human resources, had difficulties in maintaining their well-being. A total of 148 Japanese, over the age of 65, both living in communities and in institutions were individually interviewed about their social relationships using a self-report type method, the Picture Affective Relationships test, and their well-being was assessed using Depression, Self-esteem, Life satisfaction, and Subjective health scales. Results showed that there were no differences in psychological well-being between family-dominant and friend-dominant participants, but those who lacked affective figures had lower scores in subjective well-being than did their family-dominant and friend-dominant counterparts. The generalisation of these findings to other cultures is discussed.

scholarly journals HUMAN RESOURCES AS A FACTOR OF PROVIDING UKRAINE SOCIAL SECURITY SYSTEM IN MODERN CONDITIONS

2019 ◽  
pp. 124-132
Author(s):  
N. I. Stavnycha
Keyword(s):  
Social Security ◽  
Human Resources ◽  
Human Development ◽  
National Income ◽  
Well Being ◽  
The State ◽  
Modern Concept ◽  
Security Level ◽  
Main Task ◽  
Life Expectancy At Birth

The purpose of the article is to research and analyze indicators that directly effect on the level of country’s human resources development, and assessment of Ukraine’s rating place among other countries. The following methods of scientific research, such as generalization, comparison and analysis were used to achieve the goal. The attention is focused on the fact that in conditions of post-industrial economy, the role of human and its knowledge increase, resulting in implementing the human development concept. This concept is aimed at forming measures to prevent the population impoverishment, unemployment, loss of health by stimulating human development, increasing its role in society, and, at the same time, increasing responsibility to society. The main task of the concept is to ensure the welfare of the person. The article shows the comparative assessment of Ukraine’s ranking among other countries  according to the human development index and its components. The following indicators such as gross national income per capita, average and expected duration of training, average life expectancy at birth were analyzed. It was agreed that economic ability to create and use human resources to a greater extent determines human well-being and is the main criteria for assessing the social security level. Since the background for well-being is income, education, and human health, social security becomes an integrating link between the modern concept of human development and the state social policy. In this manner, everything that reduces welfare, harms a particular person and society as a whole are factors that threaten social security. In this context human resources emerged as a key resource to the state development.

Unpaid informal carers: The ‘shadow’ workforce in health care

2020 ◽  
pp. 33-58
Author(s):  
A. Paul Williams ◽  
Janet M. Lum
Keyword(s):  
Human Resources ◽  
Well Being ◽  
Social Needs ◽  
Health Human Resource ◽  
Policy Makers ◽  
Social Closure ◽  
Personal Support ◽  
The Family ◽  
Personal Support Workers ◽  
Informal Carers

Much of the international literature on health human resources focuses on highly trained, regulated and visible professionals with exclusionary social closure in neo-Weberian terms, such as doctors and nurses. However, researchers and policy makers are now paying more attention to the increasingly important role played by less well-trained, often unregulated, and less visible occupations such as personal support workers. Beyond these categories of paid workers exists another mostly uncharted health human resource: unpaid, little trained, largely unregulated and invisible informal carers. They include the family, friends and neighbours who provide the bulk of everyday care required to support the well being and independence of growing numbers of people facing multiple chronic health and social needs in community settings. Focusing on Canada, this chapter documents the characteristics and contributions of informal carers, and highlights the challenging realities of informal caregiving – both from the perspective of carers and policy makers considering how best to support and encourage unpaid, informal carers without driving up formal health system costs.

Work Stress and Coping in Organizations: Progress and Prospects

Beyond Coping ◽  
2002 ◽  
pp. 83-106 ◽  
Author(s):  
Ronald J. Burke
Keyword(s):  
Organizational Change ◽  
Work Stress ◽  
Cognitive Appraisal ◽  
Well Being ◽  
Stress And Coping ◽  
Psychological Effects ◽  
Organizational Environment ◽  
And Coping ◽  
Health And Well Being ◽  
Coping Behaviours

Chapter 5 discusses work stress and coping in organizations. It reviews the coping literature focusing on the workplace, presents a framework for the study of coping in organizations (including the organizational environment, cognitive appraisal, individual stress and coping behaviours). It discusses managerial health and well-being, the psychological effects of organizational change, and draws conclusions about coping with work stress.

Getting Senior Leadership on Board

2020 ◽  
pp. 61-72
Author(s):  
Stephen J. Swensen ◽  
Tait D. Shanafelt
Keyword(s):  
Health Care ◽  
Health Care Professionals ◽  
Business Strategy ◽  
Well Being ◽  
Business Case ◽  
Organizational Environment ◽  
Senior Leadership ◽  
Senior Leaders

Optimizing the organizational environment to promote esprit de corps can’t happen without senior leadership prioritizing the issues and dedicating time, attention, and other resources to address them. For meaningful and sustainable results, the commitment by leadership must be authentic. In other words, leaders must embrace this quest because they genuinely care, not just because they believe it is a good business strategy. There are four triggers for senior leaders to become committed to the well-being of the health care professionals in their organization: the moral/ethical case, the business case, the regulatory case, or the tragic case.

scholarly journals Raising the Curtain in People Management by Exploring How Sustainable HRM Translates to Practice: The Case of Lithuanian Organizations

2018 ◽  
Vol 10 (12) ◽  
pp. 4356 ◽  
Author(s):  
Živilė Stankevičiūtė ◽  
Asta Savanevičienė
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Well Being ◽  
Structured Interviews ◽  
Hrm Practices ◽  
Human Aspects ◽  
Real People ◽  
And Performance ◽  
Hr Managers ◽  
Core Characteristics

Arguing for the necessity to re-think human resource management (HRM), as human resources are becoming scarce, HRM practices themselves can be even harmful for employees, and the mainstream HRM is more interested not in the employee well-being, but in the search for the link between HRM and performance, the paper introduces sustainable HRM as an alternative approach to people management. Sustainable HRM is seen as a design option, which allows one to maintain, renew and restore human resources. Although previous works have broadened the understanding of the meaning given to sustainable HRM and its core characteristics, research into how sustainable HRM translates into practice is still lacking. Thus, the purpose of the paper is to reveal the practices through which 11 characteristics of sustainable HRM are expressed in real people management in organizations. In doing this, qualitative data were collected from Lithuanian organizations using semi-structured interviews with 19 human resource (HR) managers. The research indicated a variety of applied practices, which differ by maturity. Care of employees, profitability, external partnership, fairness and equality, and employee development were revealed as the characteristics of sustainable HRM most explicitly expressed through HRM practices. Nonetheless, the organizations need more heterogeneous HRM activities, which simultaneously consider the economy, environment, society, and human aspects.

Rewriting the HR Playbook for the Future

2020 ◽  
Vol 13 (4) ◽  
pp. 442-453
Author(s):  
Sadhna Dash
Keyword(s):  
Human Resources ◽  
Well Being ◽  
The Other ◽  
Pivotal Role ◽  
High Tech ◽  
Counselling Services ◽  
Work World ◽  
The One ◽  
Hr Function

As organisations deal with the evolving nature of the new normal, the role of the human resources (HR) is getting redefined to meet the ongoing needs of its workforce. Designing employee–HR experiences in an uncertain and ambiguous work world emerges as one of the top challenges for HR leaders. On the one hand, employee well-being initiatives like employee mentoring, virtual mindfulness workshops, health tips and free consulting and counselling services are becoming the norm. On the other hand, the HR function is itself being re-crafted for the emergent workplace. Technology plays a pivotal role, fuelling the need for scaling HR activities to provide next-gen employee experiences. As the war for high-tech talent increases, organisations are re-crafting an all new HR playbook to differentiate themselves as preferred employers. Within the transforming work and workplace context, the worker continues to be in the eye of the storm and demands both attention and action.

Sign in / Sign up

Export Citation Format

Share Document