Presentation
Group No : 08
Group Members:
Muhammad Yousuf Khan 3G
Program:
BS Commerce
Course Title :
Interpersonal
Skills Presented
to :
Mam Sadiya Shaukat
Psychological factors contributing to
workplace happiness and satisfaction
Workplace happiness is influenced by various psychological
factors.
• Job Satisfaction: Feeling content with one's job tasks,
responsibilities, and overall role in the organization
significantly impacts happiness at work. When employees
feel their work is meaningful and aligned with their skills and
values, they are more likely to be happy.
• Workplace Relationships: Positive relationships with
colleagues and supervisors foster a supportive and enjoyable
work environment. Social connections at work provide
emotional support, reduce stress, and contribute to a sense
of belonging.
• Recognition and Appreciation:
Feeling valued and recognized for one’s contributions boosts
morale and motivation. Regular acknowledgment of achievements
and efforts from supervisors and peers enhances job satisfaction
and overall happiness.
• Work-Life Balance:
Striking a balance between work and personal life is crucial for
well- being. Organizations that prioritize flexible work
arrangements, provide adequate time off, and promote
boundaries between work and personal life contribute to happier
employees.
• Opportunities for Growth and Development:
Employees who have access to opportunities for learning,
skill development, and career advancement tend to be
more satisfied and engaged. Feeling challenged and having
a clear path for progression enhances motivation and
happiness.
Positive Psychological Interventions
Positive psychological interventions in organizations aim to promote
well-
being among employees. Here’s a brief summary:
•Gratitude Practices:
Encourage employees to cultivate gratitude through activities like
keeping gratitude journals or expressing appreciation to colleagues.
•Strengths-Based Approaches:
Help employees identify and leverage their strengths in their
roles, fostering a sense of competence and fulfilment.
Positive Feedback and Recognition: Implement systems for regular
positive
feedback and recognition to boost morale and motivation.
• Work-Life Balance Initiatives:
Support initiatives such as flexible work arrangements
and wellness programs to promote a healthy balance
between work and personal life.
•Employee Engagement Activities:
Organize team-building exercises, social events, and
volunteering opportunities to foster positive
relationships and a sense of belonging.
•Training on Resilience:
Provide resilience training to help employees cope with
challenges, setbacks, and adversity effectively.
• Goal Setting and Progress Monitoring:
Assist employees in setting meaningful goals and provide support
for achieving them, promoting a sense of purpose and
accomplishment.
•Promote Social Connections:
Facilitate opportunities for social interaction and
collaboration among employees to strengthen relationships
and build a supportive workplace culture.
•Leadership Development:
Train leaders to embody positive leadership qualities,
such as empathy, authenticity, and optimism, to create
a psychologically safe and inspiring work environment.
Analysing Organizational Policies and
Practices
Organisation polices:
Organisation policy Is a set of rules,responsibility,process
that govern behaviour of various entities connect with
organisation like employee, partners.
Here some polices play a crucial role in positive work environment
.
• Diversity and inclusion policy:
Diversity is having rights make of people who can bring in
different perspectives to business. Inclusion is that
everyone is able to equally contribute.
•Work-Life Balance Policies:
An equilibrium between work and personal life.
Why is it important?
• It increases productivity
• It reduces absenteeism
• Maintain good health
• Less mental stress
• Communication Policies:
> Communication within organisation is lifeblood without
which organisation cannot exist. The main purpose of every
communication in business is to secure an action from
receiver of message.
•Health and wellness initiatives:
> The worth of wellness program is being
valued by organisation. More of 90 percent of
companies agree that wellness program increase
organisation productivity .
• Organisation practices:
> Organisation practices are behaviour and action of
employee. Some organisation practices are;
•Effective leadership:
> Effective leadership is process by which a manager can
direct guide and influence the behaviour and work of other
towards accomplish specific goals.
•Team building activities:
> A team building is a small number of people with
complementary skills Who are committed to common
purpose .
• Employee empowerment:
> Employee empowerment is define as ways in which
organisation provide their employee certain degree of authority
and control day to day activities.
Investing the correlation between
employee happiness,productivity,creativity
and retention
•Introduction to the importance of employee happiness
in the
workplace:
Brief explanation of the objectives:
>To explore the relationship between employee
happiness and key performance metrics: productivity,
creativity, and retention.
>Mention that the analysis is based on data collected
from your organization or industry.
• Data on Productivity:
• Data points could include:
> Average productivity levels (e.g., sales figures, project
completion rates) over a period.
> Employee satisfaction scores correlated with productivity
metrics.
•Analysis of the data:
> Highlight any trends or patterns that suggest a positive
correlation between happiness and productivity.
•Data on Creativity:
• Data points could include:
> Number of innovative ideas generated.
> Participation in brainstorming sessions or creative
workshops. Quality of creative output.
• Analysis of the data:
> Discuss how happier employees tend to
demonstrate more creative thinking and contribute
to innovative solutions.
•Data On Retention:
• Data points could include:
> Employee turnover rates over time.
> Average tenure of employees.
•Analysis of the data:
> How higher employee happiness correlates with lower
turnover rates and increased employee tenure, leading
to better retention.
•Conclusions and Recommendations:
• Summary of findings:
• Reinforce the positive correlation between employee
happiness and performance metrics.
• Recommendations for fostering employee happiness:
• Implement regular feedback mechanisms.
• Provide opportunities for growth and development.
• Cultivate a positive work culture and environment.
• Encourage further research and initiatives to continuously
improve employee happiness and organizational
performance.
Implement e Employee well being
initiatives and measuring their
effectiveness through surveys and
feedback Mechanisms
•Employee Well-being:
> Employee well being refers to overall physical
,mental and emotional health of your employee.
Here some effective initiatives are.
•Flexible work arrangement:
> Flexible work arrangement refers to any non
traditional work schedule or location that allow
employee when ,where how they work .
•Heath and wellness program :
>Employee wellness program are initiatives implemented by
companies to promote well being of their employee. Program
include activities and resources improve employee mental and
physical health.
•Work place safety:
> A safe work place promotes worker from physical and
psychological harm promotes worker health at work and
supports ability of ageing worker.
•Recognition and reward:
> Reward is motivational practice that help companies keep its
employee happy and ambitious. The aim is to reward employee
for their achievement at work.
Measuring effectiveness through survey and
feedback
Steps to measure effectiveness through survey and
feedback.
•Survey design :
Survey design is a process of creating survey with goal of
receiving maximum insights from survey research.
• Frequency:
> The frequency of measuring employee wellness depend on
your company size ,industry and your wellness program goal.
> Quarterly measurement allow you to track employee health
and wellness change over time and effaluate effectiveness of
your program.
• Open ended questions:
Open ended questions are questions that cannot be answered
with simple yes or no.
> How would you rate employee overall physical health farm 1 to
10
> Would you be interested in program focused on mental
wellness.
• Qualitative feedback:
Qualitative feedback often focus on overall impression ,ideas and
emotions.
For example
If a customer say they love your product.
• Continuous improvement:
> Continuous improvement encourage all employees to look
for ways to enhance business operations.
> This include ideas to improve efficiencies,evaluating current
process and finding opportunity to cut unproductive work .