Environments and Organizational Commitment †MyAssignmenthelp.com

Question: Discuss about the Environments and Organizational Commitment. Answer: Introduction: Organizational wellness refers to the wellness program of the organization towards the betterment and the wellbeing of the stakeholders as well as of the overall organization. In other words, the organizational wellness entails health promotion activities in the workplace that includes all the key stakeholders in order support the healthy behavior within the workplace and enhance the health outcomes (Dale Burrell, 2014). The wellness program of the organization contains various aspects from the welfare of the employees to the development of the organization. In other hand, the process of the organization wellness also includes various activities such as effective leadership, commotion, employee management and empowerment and so on. The importance and the necessity of the organizational wellness program lies in the overall improvement of the employees and the work process which leads the organization towards future sustainability and the success. In addition, the importance of the we llness activities within the organization is able to reduce and avoid the illness among the employees that lead the company towards the effective outcome from the employees. Some of the benefits of the organizational wellness refers to the improvement of the employee health, enhancement of the work satisfaction, employee retention and low turnover, betterment of the organization culture and strengthening of the employee relationship, diversity management and overall the sustainability of the organization. This reflective essay sheds light on the various aspect of the organization in terms of providing wellbeing of the organization and betterment of the employees within the same. However, I will discuss the topic from my own point of view. From the reading of the topic of the management of the emotion within the workplace, I understood that emotions play an important role in determining the image of the employees as well as the performance of the same in the workplace. I found out that the emotional dissonance is an important part of the management of the emotion within the workplace in order to maintain the professional environment (Burrus et al., 2012). I came to know about the emotional management in the workplace after experiencing situation in my workplace, which led me t the embarrassment among my collogues. From the experience I learned that I must control and manage my emotional expression in the professional circumstances. In fact, I had chosen the topic for writing because I felt that there are many of the employees within most of the organization who are unaware about the emotional management within the workplace, which can lead them to unexpected and unwanted situation. In a professional meeting in my workp lace, I expressed my emotional outburst while making decisions on certain points, and the result of emotional outburst affected my decision making process accordingly, which was definitely unwanted. Later on that day, I realized that the lack of ability to manage my emotional outburst within the workplace is not only hampering my job, but also was projecting negative impact on my workplace. Indeed, I felt embarrassed about my attitude in the meeting that was driven by my emotion. In addition, I also felt the happening as the challenge to myself because it was my emotion and only I could control and manage the same and not doing this can lead me as well as my professional career towards a negative outcome. I felt that the emotional management is definitely an indication towards emotional dissonance which refers to the conflicts between the experienced and native emotion and the expressed emotion for the display to the others. The emotion refers to the strong feeling about something that is deeply connected or related to the person (Ekman, Friesen Ellsworth, (2013). In other word, the feeling can be measured as the psychological expression based on the experience or activities. The management of the emotion I workplace is important for the organizational wellness. For example, the positive expression of the emotion is capable of maintaining healthy organizational culture and the negative emotions of the employees create a negative impact on the organization which can provide declining effect in the same. Emotional negativity of the employees in the workplace can even contaminate any good news, whereas the positive emotional attitude of the employees can encourage and motivate the entire team as well as the organization for the wellbeing. In short, proper emotional management of the employees is the key determinate of the organizational health. The management of the emotions signifies the emotional labor. As per my understanding and experience, the emotional management was inadequate in me that not only made me feel embarrassed but also disrupted the organizational health. To understand the emotion and the management of the emotion I have presented some theories based on the topic. For the understanding of the topic that relates to the workplace, I found out that the job stress lead the employees to the burnout and declining performance. The process is such that job stress dries the emotion and influence the behavior, the behavior further impacts on the performance of the employee which most of the time shows declining effect. The burnout can cause from the mental exhaustion, sense of hopelessness and helplessness and so on. The emotional management requires emotional labor for a person. As suggested by Hochschild the emotional labor indicates publicly observable and acceptable facial and bodily display which hides real and actual feeling of the person (Chu, Baker Murrmann, 2012). The emotional labor requires suppressing the feeling of for the sustainability of the outward countenance that is capable of producing proper state of mind in other people. In this respect, Hochschild categorized the emotional labor based on the performance of the same such as the surface acting indicating the manipulation of outward display of the fake emotion and the deep acting referring to the manipulation of the emotion within the self and feeling the same. However, it is suggested that the emotional labor, emotional dissonance and the emotional exhaustion is interconnected (Newnham, 2017). Another theory on this topic suggested that, emotional intelligence is the key for the social adaptability of the emotional management (Ciarrochi Mayer, 2013). According to the theory the interpersonal and intrapersonal intelligence are the factors that determine the performance outcome. While concluding the topic, I understood and from both my experience and the evaluation and analysis of the topic that the management of the emotion within the workplace is important for the wellbeing of the organization. From the various theories as the measurement and analyzing tool for the emotional management, the process for the same is clarified. According to my opinion, the primary factor for the emotional control is self awareness and self control. However, the reading of the various theories and my own experience regarding the emotional management, I realized that the necessity for managing emotions in my workplace indicates organizational wellness as well as my personal development. In addition, my positive emotional expression and attitude can influence and effect on the organizational culture too. However, as per my understating and experience about the management of the emotion within the workplace and the necessity of it, I opine few recommendations for the effective implementation of the same. It is recommended to both me and the other employees that we should learn from our own experience about the topic. It is also implied that we must consider and use our envy or jealousy to motivate ourselves for the positive emotional expression in the workplace. We also need to remember feelings of the other people in the workplace against our emotional expression. I hope this little implication to the employees as well as myself will be helpful in future to avoid such situation that is emerged from the negative emotional expression. Employee empowerment is another aspect for the organizational wellness that determines the overall development of the organization along with the development of the employees. The employee empowerment defines the providence of the certain degree of responsibility, accountability and the autonomy for the decision making regarding the organizational tasks assigned to them (Fernandez Moldogaziev, 2013). The empowerment of the employees in the organization covers every level of the workplace from the lower to the highest level. I came to realize about the need and importance of the employees empowerment after facing certain issues in my workplace which was found to be emerged from the lack of employee power in the decision making process. While working in the department of the customer service, I found out that most of the employees were unaware of their responsibilities and thus they could not provide full support to the customer issue. I realized, the employees as well as the organiza tion were lacking the implementation of the employee empowerment. I have chosen to write on this topic because I personally feel that the empowerment of the employees is an important aspect of the organizational wellness which discuses and makes the employee aware of their rights. I had very poor feeling about an incident in my workplace that had made me realize the need for the empowerment of the employees I the workplace. The incident proved that lack of minimum power in the employees can not only demotivate their confidence for their job but also can also disrupt the culture of the organization. Initially I felt frustrated about an incident in the workplace that reflected the inability of the employees in decision making process for the organization. Later on I realized that, I must ensure the empowerment of the employees in order to make them aware of their rights as and avoid unwanted situations. I felt poor because I realized the condition of the employees being unaware of their rights and responsibilities. Apart from that, I felt frustrated because it seemed to me that it is the duty and responsibilities of the organization to provide certain power to the employees. However, in this section I will discuss the positive and negative aspect of the employee empowerment determining the organizational development as the whole. The empowerment of the employees definitely proposes positive impact on both the employees and the organization. the positive impacts of the employee empowerment are greater job satisfaction, the motivation and the increased productivity and reduces cost, increased efficiency and owner ship, quality outcome and the awareness of the own right and responsibilities. The empowerment of the employee is also capable of strengthening the relationship between the employer and the employees. In other hand, the employee empowerment also includes some risks for the organization. I found out that the empowerment of the employees makes them arrogant which is capable of the creating conflicts within the organization. However, as per my experience from one of the incident indicating poor condition of the employees, the significance of the empl oyee empowerment proposes that for the organizational wellness the role of the employee empowerment is crucial, but the same need delicate and proper handling by the organization. There are several theories and models that indicate the empowerment of the employees. The empowerment model is divided I the structural empowerment and the psychological empowerment of the employees. The structural empowerment refers to the notions of power that is related to the structure of the organization influencing the employees as the autonomous body of the organization (Yang et al., 2013). In other hand, the psychological empowerment of denotes the cognitive empowerment of the employees indicating the competence, abilities and the perception of the individuals (Chiang Hsieh, 2012). Both the empowerment models determine the success of the organization in terms of achieving the objectives through the overall development of the employees. Another model called Healthy and Resilient Organization (HERO) suggests that the empowered and engaged employees deliver work with more efficacy and competence and admit their responsibilities and accountability for the same (Salanova et al., 2012). From the study of the employee empowerment, I found out that there are some strategies that the organization with the empowered employees follows for the organization wellness. The strategies are assessment and evaluation of employee engagement, designing or redesigning and changing of job and the organization, enhancement of positive and empowering leadership, providence of training in efficacy beliefs, management of career, potentiating individual employees. It can be concluded from the understanding of the employee empowerment that the same is needed for the overall; development of the organization. I understood and realized from my own experience in the workplace that every organization must focus on the development of the employees by empowering them in order avoid any disruption and conflicts in the workplace. However, it is true that the employee empowerment can lead the employees to be arrogant leading to the increase of risks in the organization, but keeping the negativity behind, we must try to see the positive aspect of the empowerment of the employees. From the study of the discussed models in the above section, the necessity of the topic and the implementation of the same are clear. Therefore, the empowerment of the employees can be recognized as one of the components of the organizational wellness. In this section I am presenting am recommendation based on the employee empowerment for the better implementation of the same within the organization. The dimension of the empowerment must be considered while executing the process of empowering the employees within the organization. The dimensions are self-determination, meaning, competence and the impact as these are determine the successful empowerment of the employees as well as the wellbeing of the organization. Other implication for the employee empowerment refers to the effective communication, contextual providence, supporting and appreciating the effort of the employees, effective leadership and the definition of the individual roles. I hope this recommendation will be helpful in executing the empowerment process for the employees as well as my professional career on the long term basis in the future. In the complete understanding of the organization wellness, the third and my last topic chosen is the culture, communication and making of the healthier workplace. The topic refers to the maintenance of the organizational culture, effective communication within the workplace and the process of making the workplace healthier. Definitely the need of the healthier organization indicates the organization wellness, which I came to realize from my professional experience. The organizational culture refers to the system of integrated and shared values, assumptions and beliefs governed by the people of the organization (Alvesson, 2012). In other hand, the organizational culture to some extent based on the communication which is again a mark of the better and healthier workplace. As per my experience in my workplace, I observed that the lack of the communication within the organization and accordingly lack of the organizational culture indicates the poor health of the organization. I chose to write about this topic because I personally feel that this is one of the major and primary aspects of the organizational wellness that is capable of recognizing the internal environment of the organization. The feeling of mine about the poor organizational culture was disgusting, but later on I felt challenging because of the difficulties in the process of enriching the organizational culture. As because the effective communication and the organizational culture led the organization towards the healthy workplace, I felt the need for the development in the communication as well as in the environment of the organization. I found out that communication is basis of both the organizational culture and the healthier workplace. In other words, I felt that the reverse idea was also true in terms of the making the communication effective by the enrichment of the organizational culture and health. In addition, I felt challenging because I realized that it is difficult as well as time consuming for any organization to enrich the health and the culture of the organization. Every aspect of the organizational wellness is based on both the positive and negative impact. For the organizational culture, I personally feel that the organizational culture provides the employees a sense of identity, maintains professional behaviors among the employees and overall provides healthier workplace. The negative impact of the organizational culture is capable of disrupting the reputation of the organization within the employees and the creating conflicts within the workplace. In other hand, the communication determining the culture of the organization impact on the same in the short term basis and on the health of the organization in a long term basis. I am able to relate that the ineffectiveness of the communication within my workplace which was leading my organization towards the unhealthy organizational culture. Therefore, the significance of the healthier workplace lies in the very initial stage of basic communication and resulting into the enrichment of the workin g and overall culture of the organization. Based on the academic study on the topic of the healthier workplace within the organization, I personally consider model of the working well. This particular model based on the message from the employers and the feedback of the employees in a circular motion. Another model by the NIOSH (2012) also refers to the total worker health framework indicating the employment relationship, workplace and the workers. As I have repeatedly emphasized on the organizational culture as the key determinates of the healthier workplace. The organizational culture climate model is referred by Ostroff et al. (2003) that depict the overall development of the environment of the firm and the health of the same. The model also suggests the development of both the physical and the mental health, which is again an indication of the maintenance of health and safety standard in the organizational culture. The next aspect of the organizational health being the communication, the academic reference provides variou s ways of communication within the workplace. The sense giving way of communication implies to the employer for the providence of the proper and effective message to the employees that will help the firm to ensure the health of the same. The way of sense making way of communication refers valuing of the opinion and vision of other employees and acquiring new ways in the organization for the enrichment and enhancement of the organizational culture. This process of the sense giving and sense making will be helpful for the organization in determining the strong relationship among the employees along with ensuring the health of the firm (Colville, Brown Pye, 2012). The integrative model based on the three different phases ensures the health of the organization (Wahl, Iwarsson Oswald, 2012). The phases are the gradual way for ensuring the health of the firm that includes assessment, change, leadership communication and implementation. Based o my personal opinion, I feel that this model s will be helpful in determining the healthier organization. I personally feel that the conclusion for the understanding of the topic of healthier organization, the role of the organizational culture and effective communication is important. Based on my experience and the models on the particular topic, I feel that healthier organization definitely refers to the organizational wellness. It is evident from the discussion that the importance and necessity of the organizational health as well as the culture is dependent on the effective communication within the workplace as well as within the every level of the organization. In addition, it is also important for the organization to implement the models and strategies based on the development of the organizational health for the enhancement of the sane. However, the recommendation on the making of the healthier organization is entirely based on my personal opinion and experience. I recommend that the leaders of the organization must listen to the opinions of the employees about any issue irrespective of the importance of the same, and therefore the employees will be motivated to share their problem with the leaders. Thus the culture and the environment of the firm will be communicative and rich. From the other recommendation, I opine that the employees also must be communicative and comfortable in sharing their problems and issues with their leaders as well as other employees. I strongly feel that this will broaden the way for the resolving of any issue in a short span of time and overall will improve the organizational health. Conclusion: Therefore, it can be concluded from the above discourse that the organizational wellness is based on the activities of the key stakeholders within the organizations workplace. The above discussion makes it clear that the every smaller activity is responsible for ensuring the wellbeing of the organization in the broader sense. The three topics I have covered in the essay presents the importance of the various and completely different aspect in ensuring the betterment of the firm. The emotional management of the employees is equally important as the empowerment of the employees. In other hand, the communication, culture and the healthier workplace is also necessary for the development of the organization. I have presented my own experience in the essay, from which I have realized the importance of the covered topic in determining the wellbeing of the organization. However, I admit that there are many other topics in the context of the organizational wellness which I have not covered in the easy. Therefore, the wellness of the organization is not limited in this essay. However, the three covered topics I felt to be most important and major in ensuring the organizational wellness. Reference: Alvesson, M. (2012).Understanding organizational culture. Sage. Burrus, J., Betancourt, A., Holtzman, S., Minsky, J., MacCann, C., Roberts, R. D. (2012). Emotional intelligence relates to well?being: Evidence from the Situational Judgment Test of Emotional Management.Applied Psychology: Health and Well?Being,4(2), 151-166. Chiang, C. F., Hsieh, T. S. (2012). The impacts of perceived organizational support and psychological empowerment on job performance: The mediating effects of organizational citizenship behavior.International journal of hospitality management,31(1), 180-190. Chu, K. H., Baker, M. A., Murrmann, S. K. (2012). When we are onstage, we smile: The effects of emotional labor on employee work outcomes.International Journal of Hospitality Management,31(3), 906-915. Ciarrochi, J., Mayer, J. D. (2013).Applying emotional intelligence: A practitioner's guide. Psychology Press. Colville, I., Brown, A. D., Pye, A. (2012). Simplexity: Sensemaking, organizing and storytelling for our time.Human Relations,65(1), 5-15. Dale, K., Burrell, G. (2014). Being occupied: An embodied re-reading of organizational wellness.Organization,21(2), 159-177. Ekman, P., Friesen, W. V., Ellsworth, P. (2013).Emotion in the human face: Guidelines for research and an integration of findings. Elsevier. Fernandez, S., Moldogaziev, T. (2013). Employee empowerment, employee attitudes, and performance: Testing a causal model.Public Administration Review,73(3), 490-506. Goetzel, R. Z. (2012). NIOSH 2012. Research Compendium: The NIOSH Total Worker Health Program: Seminal research papers 2012. Washington, DC: Department of Health and Human Services.Public Health Service, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, DHHS (NIOSH),10214. Newnham, M. P. (2017). A comparison of the enactment and consequences of emotional labor between frontline hotel workers in two contrasting societal cultures.Journal of Human Resources in Hospitality Tourism,16(2), 192-214. Ostroff, C., Kinicki, A. J., Tamkins, M. M. (2003).Organizational culture and climate. John Wiley Sons, Inc.. Salanova, M., Llorens, S., Cifre, E., Martnez, I. M. (2012). We need a hero! Toward a validation of the healthy and resilient organization (HERO) model.Group Organization Management,37(6), 785-822. Wahl, H. W., Iwarsson, S., Oswald, F. (2012). Aging well and the environment: Toward an integrative model and research agenda for the future.The Gerontologist,52(3), 306-316. Yang, J., Liu, Y., Huang, C., Zhu, L. (2013). Impact of empowerment on professional practice environments and organizational commitment among nurses: A structural equation approach.International journal of nursing practice,19(S1), 44-55.