Employee Welfare Provisions

2022 ◽  
pp. 473-494
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Work Environment ◽  
Work Life ◽  
Employee Welfare ◽  
Basic Purpose

Employee welfare is a prerequisite element for the success and growth of any form of organisation. The provision of welfare facilities improves the relations among the employees and the management of an organisation. These provisions boost the competence levels and value of the employees. The balance between employees'quality of life at the workplace and home is vital, as employees are the pillars of any organisation. The central aim of any organisation in adopting the welfare schemes is to secure the workforce by providing a proper work environment and minimising its hazardous effect on the employees' work life. The basic purpose of employee welfare is to enrich the lives of employees and to keep them happy and conducted. The provision of employees' welfare may be regarded as a wise investment as these would bring a profitable return in the form of greater efficiency. The chapter focuses on determining the various employee welfare provisions adopted by different private organisations and its influence on the employee's satisfaction and effectiveness.

Employee Welfare Provisions

2020 ◽  
pp. 300-321
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Work Environment ◽  
Work Life ◽  
Employee Welfare ◽  
Basic Purpose

Employee welfare is a prerequisite element for the success and growth of any form of organisation. The provision of welfare facilities improves the relations among the employees and the management of an organisation. These provisions boost the competence levels and value of the employees. The balance between employees'quality of life at the workplace and home is vital, as employees are the pillars of any organisation. The central aim of any organisation in adopting the welfare schemes is to secure the workforce by providing a proper work environment and minimising its hazardous effect on the employees' work life. The basic purpose of employee welfare is to enrich the lives of employees and to keep them happy and conducted. The provision of employees' welfare may be regarded as a wise investment as these would bring a profitable return in the form of greater efficiency. The chapter focuses on determining the various employee welfare provisions adopted by different private organisations and its influence on the employee's satisfaction and effectiveness.

Employee Welfare Activities in Private Sector and Their Impact on Quality of Work Life

2012 ◽  
Vol 1 (2) ◽  
pp. 19-30 ◽  
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Private Sector ◽  
Work Life ◽  
Quality Of Work Life ◽  
Business Organizations ◽  
Retirement Benefits ◽  
Quality Of Work ◽  
Employee Welfare ◽  
Satisfactory Life ◽  
Basic Purpose

During the last few years the private organisations are playing an important role in the overall development of the economy. In today’s competitive economy, the business organizations need to focus explicitly on providing the welfare facilities to the employees as it results in their satisfaction towards the organisation and it results in improved quality of work life. The activity of nurturing and nourishing constitutes in essence what is called “Welfare”. Welfare facilities enable the employees to live a richer and more satisfactory life. The various Welfare activities that can be provided to the employees include provision of loans, free medical facilities, retirement benefits, education facilities for the employee’s and their families, housing benefits, etc. Many organisations facilitate these welfare activities to their employees to keep their motivation levels high. The basic purpose of employee’s welfare is to enrich the life of employees and keep them happy and contended. A study was undertaken in Visakhapatnam District at Andhra Pradesh, India to identify the various employee welfare activities practiced by different private sector undertakings and its impact on the quality of work life of the employees.

scholarly journals OP0317-PARE THE CONTEMPORARY WORK-RELATED BURDEN OF DISEASE FOR PEOPLE WITH RHEUMATIC DISEASES IN GREECE

2021 ◽  
Vol 80 (Suppl 1) ◽  
pp. 193.1-194
Author(s):  
K. Koutsogianni ◽  
F. Asimakopoulou ◽  
E. Repa ◽  
I. Papadakis ◽  
M. Chatziioannou ◽  
...  
Keyword(s):  
Work Environment ◽  
Working Conditions ◽  
Rheumatic Diseases ◽  
Burden Of Disease ◽  
Work Life ◽  
Work Setting ◽  
Work Related ◽  
Flexible Schedule ◽  
Financial Income ◽  
State Pension

Background:EULAR recommendations emphasize the importance of suitable working conditions for people with Rheumatic diseases (RD). Thus, opportunities and choices at work need to be increased for people with rheumatic diseases. Conversely, the COVID-19 pandemic has challenged the working population and particularly those with chronic conditions, such as those with RD. However, there is still a lack of reliable data.Objectives:To depict contemporary real-life data regarding the work-related burden of disease among Greek patients with RD. To develop a White Paper with proposals to the State in order to facilitate people with rheumatic diseases to rejoin or be retained in the work force.Methods:A 24-item quantitative questionnaire was uploaded in the website and social media of REUMAZEIN to capture patients’ responses in respect to work life. The questionnaire was online accessible for a 45-day period (15/8-30/9/2020).Results:The responses of 503 adult people with RD (M/F/NA 94/408/1), were available for analysis. Their age was stratified in decades (18-20 0.6%,21-30 5.99%, 31-40 22.36%, 41-50 38.92%, 51-60 22.16% and over 60 9.58%); totally, 83.44% were in the “work-reproductive” period. The predominant RD types were RA 30.3%, SLE 22.8%, AS 20.2% and PsA 20.2%, respectively. Nearly 90% were on medication, namely 40% on biologics, 33% on methotrexate (as a monotherapy or combined therapy), 16.2% on steroids. A minority were either on alternative therapies (2.8%) or off medication (7.5%), respectively. Most of the people were still employed (72.9%) on a full-time schedule (57.7%) and 4.8% on a part-time one, due to their RD. The rest of them (27.1%) were out of work either due to RD (17%) or retirement (1.7%) or for unrelated to the RD reasons (8.4%). The main source of financial income was personal work (52.4%), followed by a family member support (31.1%), while 11% had either a state pension (8%) or a subsidy (3.2%). In respect to the daily house-keeping, half of them (59.3%) had a varying difficulty (mild 36.3%, severe 23%) and 0.8% considered themselves as “unable”. The diagnosis was mostly established (81%) prior to the work onset. Post-diagnosis, RD had not affected their working schedule in 47.2%, 17% continued to work with respective adaptations but 30% had quitted or resigned from their work 1-7 years later. RD was notified to the work environment by 85%. As for a compassionate work management, 46% reported no change, 28% an improved policy but 28% a worse one. The development of relative adaptations in the work setting (as chairs, devices, flexible schedule) were considered as favorite factors easing the work by 85%. 17% reported an employer’s knowledge on RD related working legislation, 43% the contrary and another 38.7% wished for a future employer’s awareness. Most of the participants (58.9%) had no personal information on this field but were eager to get it. The uneventful impact of RD on finding or keeping a job was registered by 77.4% and 66.9%, respectively. During COVID, most of the participants (53%) have not asked for an RD-related leave and only 24.2% chose to telework, a policy that raised mutual satisfaction in 19%. Of note, the working conditions have not mainly been altered (67%) after the end of the 1st quarantine.Conclusion:This study highlighted that although RD predominate in females, women are more willing to participate in such projects (F 90%). The financial income was mainly based on a personal or a family member work reimbursement (83%), while 11% depended on a state pension or subsidy. The majority has notified the RD to their work environment (85%) while another 85% considered as favorite factors easing the work, several adaptations in the work setting such as chairs, devices, flexible schedule etc. Interestingly, 60% of the participants were unaware of the beneficial legal work rights and nearly 70% of them believe that RD is an obstacle for employment or working maintenance. COVID has not dramatically impaired their work life although the use of teleworking should be strengthened.Disclosure of Interests:None declared.

Things I wish I’d known: desiderata for early career psychiatrists

2016 ◽  
Vol 25 (1) ◽  
pp. 78-81 ◽  
Author(s):  
Lillian Ng ◽  
Richard Steane ◽  
Emme Chacko ◽  
Natalie Scollay
Keyword(s):  
Work Environment ◽  
Reflective Practice ◽  
Self Care ◽  
Career Progression ◽  
Work Life ◽  
Early Career ◽  
Life Balance ◽  
Career Plans ◽  
Zealand College

Objective: The objective of this study was to disseminate advice imparted to early career psychiatrists by a panel of senior colleagues at a Royal Australian and New Zealand College of Psychiatrists symposium, reflecting on things they wished they had known at the earlier stage in their careers. Methods: Key themes were extracted from notes taken at the symposium, where opinions were expressed by three senior psychiatrists. Results: There are components in building a sustainable career as a psychiatrist, which include considering one’s work environment and relationships with colleagues; self-care, mentorship and reflective practice; and seeking opportunities to teach and research for career progression. Conclusions: The mentorship and advice from senior colleagues can be highly influential. In order to sustain a career that has reward, meaning and longevity, psychiatrists would do well to pay attention to aspects of self-care, stay connected to their loved ones, seek an optimal work–life balance and take an interest in their long term career plans.

scholarly journals Telework during the COVID-19 epidemic in Portugal and determinants of job satisfaction: a cross-sectional study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Mafalda Sousa-Uva ◽  
António Sousa-Uva ◽  
Marta Mello e Sampayo ◽  
Florentino Serranheira
Keyword(s):  
Work Environment ◽  
Health And Safety ◽  
Cross Sectional Study ◽  
Work Life ◽  
Health Concern ◽  
Sectional Study ◽  
Physical And Mental Health ◽  
Online Questionnaire ◽  
Cross Sectional ◽  
Health Organization

Abstract Background Telework satisfaction is a Public Health concern, intensified by the COVID-19 pandemic, and its determinant factors may be related with the negative health effects of teleworking. However, there is still little research exploring this issue. This study aimed to characterize telework during the first wave of the COVID-19 epidemic in Portugal and to identify the major predictors of telework satisfaction. Methods This is a cross-sectional study aimed at all teleworkers working in Portugal, during the first wave of the COVID-19 epidemic. Data were collected through a Google Forms platform online questionnaire distributed by a snowball method on social networks. Descriptive statistics included crude and relative frequency data. The associations between sociodemographic characteristics, self-perceived health, organization of working time, concentration at work, work-life balance, work disconnection, working conditions, and organizational demands (flexibility and organizational trust based on E-work Life Scale) with telework satisfaction were estimated through logistic regression. Results This study included 1004 participants. Teleworkers satisfaction levels were high (69%). Better concentration at work (OR = 1.54; 95%CI 1.01–2.34); the satisfaction with the balance between work life and extra work when teleworking (OR = 1.79; 95%CI 1.17–2.74); and higher work flexibility (OR = 2.26; 95%CI 1.46–3.49) were good predictors of greater levels of satisfaction with telework. However, its major predictors were the company’s trust in teleworkers (OR = 4.50; 95%CI 2.89–7.02) and feeling good in the workspace at home (OR = 3.72; 95%CI 1.46–9.49). Conclusions Our findings point that work environment and organizational culture play a crucial role in affecting telework satisfaction. More studies are needed to monitor telework satisfaction and its effects on physical and mental health, so that Public and Occupational Health (and Safety) can be able to identify and implement the best interventions that allow promoting individual health and foster a healthy work environment for teleworkers.

scholarly journals THE INFLUENCE OF CULTURE ORGANIZATION,CAREERDEVELOPMENT, WORK ENVIRONMENT, COMPENSATION POLICY AND ATTITUDE OF EMPLOYEES OF THE WORKING LIFE QUALITY ON THE ENVIRONTMENT OF THE SECRETARIAT OF COORDINATING MINISTRY FOR ECONOMIC AFFAIRS

2016 ◽  
Vol 7 (1) ◽  
pp. 117
Author(s):  
Agung Setywan
Keyword(s):  
Career Development ◽  
Work Environment ◽  
Latent Variables ◽  
Working Life ◽  
Work Life ◽  
Quality Of Work Life ◽  
Compensation Policy ◽  
Quality Of Working Life ◽  
Quality Of Work

Based on the condition and circumstance of quality of work life at  the Secretariat of the Coordinator Ministry for Economic Affairs, Jakarta, which is based on preliminary research show its not satisfactory, the purpose of this study was to: (1) determine the influence of organizational culture on quality of work life, (2) the effect of career development on the quality of work life, (3) the effect of the work environment on the quality of work life, (4) the effect of compensation policy and benefit on the quality of work life, and (5) the effect of employee attitudes to job towards the quality of working life. Methodologically, the research approach is a quantitative approach. The method research instrument is a questionnaire containing 89-point declaration from the six latent variables in the study, using the Likert Scale 1-5. The independent latent variable is the quality of work life, while independent latent variables are organizational culture, career development, work environment, compensation policy and benefit, and employee attitudes to work. Location of the study at the Secretariat of the Coordinator Ministry for Economic Affairs, Jakarta, with a population of 116 employees.Data were analyzed using Partial Least Square (PLS) Structural Equation Modeling (SEM), with software SmartPLS 3. The result showed that the fifth independent variable only one influential positive and significant on the quality of working life Which means the fifth independent variable having value predictive (predictive relevance) on the quality of working life.Meanwhile the fifth regression variable indepedenshow different results: ( i ) insignificant between cultures organization with the quality of working life, ( ii ) there is a positive connection between development and significant career with the working life , ( iii ) insignificant between the workplace with the working life , ( iv ) insignificant policy of compensation and benefit with the working life; ( v ) insignificant between the employees to the quality of working life.   Keywords:   Quality of work life, cultural organization, career development, work environment, compensation policy and benefit, employee attitude to work.

scholarly journals Quality Nursing Work Life Dan Burnout Syndrome Pada Perawat

2020 ◽  
Vol 7 (1) ◽  
pp. 123-129
Author(s):  
Dhina Widayati
Keyword(s):  
Work Environment ◽  
Negative Relationship ◽  
Work Life ◽  
Burnout Syndrome ◽  
Rank Test ◽  
P Value ◽  
Cross Sectional ◽  
Spearman Rank ◽  
Purposive Sampling ◽  
Cross Sectional Design

Salah satu SDM (Sumber Daya Manusia) di RS yang mempunyai waktu bersama pasien paling lama adalah perawat. Pada pemberian asuhan keperawatan yang berkualitas diperlukan suatau kinerja yang baik. Terdapat beberapa hal yang mempengaruhi kinerja, salah satunya adalah quality nursing work life (QNWL). Perawat dengan beban kerja yang tinggi dan desain kerja yang monoton rentan mengalami burnout syndrome (stres kerja). Penelitian ini mempunyai tujuan untuk mengetahui hubungan QNWL dengan burnout syndrome. Korelasional dan crosssectional menjadi desain dan pendekatan dalam studi ini. QNWL merupakan variabel independen dan burnout syndrome variabel dependennya. Data diperoleh melalui kuesioner. Besar sampel sejumlah 30 responden yang diperoleh secara purposive sampling. Analisa data dilakukan dengan Spearman Rank Test dengan p value 0,009 dan coefisien correlation -0,56 yang menunjukkan bahwa terdapat hubungan dengan tingkatan sedang antara QNWL dengan kejadian burnout syndrome dengan arah hubungan negatif, artinya semakin baik QNWL maka semakin meminimalkan burnout syndrome. Salah satu faktor yang mempengaruhi QNWL adalah lingkungan kerja yang kondusif, oleh karena itu diharapkan kepada perawat untuk dapat menjalin kerjasama yang baik antar tim agar tercipta suasana kerja yang harmonis dan lingkungan kerja yang harmonis, dengan demikian maka akan menurunkan kejadian burnout pada perawat. One of the HR (Human Resources) in a hospital that has the longest time with patients is a nurse. In the provision of quality nursing care required a good performance. There are several things that affect performance, one of which is quality nursing work life (QNWL). Nurses with high workloads and monotonous work designs are prone to experiencing burnout syndrome (work stress). This study aims to determine the relationship of QNWL with burnout syndrome. Correlational and cross sectional design was used in this study. QNWL is an independent variable and burnout syndrome is the dependent variable. Data obtained through a questionnaire. The sample size of 30 respondents obtained by purposive sampling. Data analysis was performed with the Spearman Rank Test with p value 0.009 and the correlation coefficient of -0.56 which showed that there was a moderate level of correlation between QNWL and the incidence of burnout syndrome with the direction of the negative relationship, meaning that the better QNWL, the more minimizing burnout syndrome. One of the factors that influence QNWL is a conducive work environment, therefore it is expected that nurses will be able to establish good cooperation between teams in order to create a harmonious work atmosphere and a harmonious work environment, thereby reducing the incidence of burnout to nurse

Teleworker performance in the COVID-19 era in Japan

2020 ◽  
pp. 1-37
Author(s):  
Toshihiro Okubo ◽  
Atsushi Inoue ◽  
Kozue Sekijima
Keyword(s):  
Mental Health ◽  
Work Environment ◽  
Survey Data ◽  
Work Life ◽  
Working Time ◽  
Work Life Balance ◽  
Life Balance ◽  
Japanese Workers ◽  
Good Mental Health ◽  
Flexible Working

This paper investigates teleworkers' efficiency in Japan in the COVID-19 era by using unique survey data on telework. Many Japanese workers started teleworking during the pandemic and found both benefits as well as impediments. Overall, we find that telework experience and the work environment (e.g., having clearly specified tasks and a flexible working system), changes in work-life balance (e.g., working time), and good mental health improves teleworkers' efficiency.

Espousal of Welfare Schemes

2017 ◽  
Vol 8 (3) ◽  
pp. 36-51 ◽  
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Labour Force ◽  
Family Members ◽  
Critical Factor ◽  
Work Life ◽  
Human Condition ◽  
Pharmaceutical Companies ◽  
Employee Welfare ◽  
Organizational Relations

Employee welfare is a prerequisite and critical factor for growth of any organization. The welfare facilities improve the organizational relations, and also enhance the competence and effectiveness of the employees. The employees' work life is vital, as they are the pillars of an organization. The main aim of implementing the welfare schemes in any organization is to secure the labour force by providing proper human condition of work and minimizing its hazardous effect on the life of the employees and their family members. The present study is an attempt to determine the various employee welfare schemes adopted by different private pharmaceutical companies, and its impact on the employee's satisfaction on work life.

scholarly journals Fulfillment of Work–Life Balance From the Organizational Perspective: A Case Study

2013 ◽  
Vol 48 (5) ◽  
pp. 668-677 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Ashley Goodman
Keyword(s):  
Work Environment ◽  
Athletic Training ◽  
Ncaa Division I ◽  
Clinical Setting ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Theory Approach ◽  
Life Balance ◽  
Family Friendly

Context: Researchers studying work–life balance have examined policy development and implementation to create a family-friendly work environment from an individualistic perspective rather than from a cohort of employees working under the same supervisor. Objective: To investigate what factors influence work–life balance within the National Collegiate Athletic Association (NCAA) Division I clinical setting from the perspective of an athletic training staff. Design: Qualitative study. Setting: Web-based management system. Patients or Other Participants: Eight athletic trainers (5 men, 3 women; age = 38 ± 7 years) in the NCAA Division I setting. Data Collection and Analysis: Participants responded to a series of questions by journaling their thoughts and experiences. We included data-source triangulation, multiple-analyst triangulation, and peer review to establish data credibility. We analyzed the data via a grounded theory approach. Results: Three themes emerged from the data. Family-oriented and supportive work environment was described as a workplace that fosters and encourages work–life balance through professionally and personally shared goals. Nonwork outlets included activities, such as exercise and personal hobbies, that provide time away from the role of the athletic trainer. Individualistic strategies reflected that although the athletic training staff must work together and support one another, each staff member must have his or her own personal strategies to manage personal and professional responsibilities. Conclusions: The foundation for a successful work environment in the NCAA Division I clinical setting potentially can center on the management style of the supervisor, especially one who promotes teamwork among his or her staff members. Although a family-friendly work environment is necessary for work–life balance, each member of the athletic training staff must have personal strategies in place to fully achieve a balance.

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