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Organizational health accounts for a holistic approach to determining a firm’s ability to achieve business success. It focuses on the organization’s strategy, operations, culture, and leadership. In a healthy organization, good culture and practices provide a conducive environment that promotes organizational progress and employees’ health and safety (Reece et al., 2021). Healthy organizations start from a perspective targeting prominence by using the primary preventive approach. It majors on a positive attitude that provides solutions to challenges at all levels. There are four considerable factors in a healthy organization, including individuals, groups, the organization, and inter-organizational interactions. Business success relies on maintaining a healthy organization that promotes the psychological well-being of the employees through strategies such as role crafting.
At the individual level, a healthy organization offers an opportunity to improve the employees’ psychological health. This intervention enriches the workers’ jobs and motivates them by providing feedback and giving them participation opportunities. At the group level, a group is termed healthy if it respects its members. The group pays attention to the views of its participants and accepts their way of resolving issues. At all times, a healthy group ought to provide a win-win solution for its members. Strategies for improving the team should be worked on through group training, creative thinking, and providing relational civility at the workplace. Through group building, members create strong bonds and social support amongst themselves.
A healthy organization faces challenges in its daily operations. The organization works on making itself more efficient and providing a convenient workplace for its members. The organization should create a culture that promotes creativity and innovation, a good work climate, and competition (Reece et al., 2021). A healthy organization empowers its employees by supporting good relationships, autonomy, and self-organization. In an inter-organizational capacity, the focus is aimed at improving the organization’s relationship with other organizations. The unity can be achieved through partnership, networking, and community involvement.
Mental health issues are increasingly becoming high, pausing a public health challenge. Though workplaces provide workers with an opportunity for achievements and fulfillment, they also present work tasks and social interaction challenges. The working environment can trigger psychological risks and an imbalanced work-life. The risks that influence stress levels at work include workloads, quality expectations, relational conflicts, and restructuring (Korneeva & Simonova, 2019). Chronic experience of psychological risks will consistently result in mental disorders such as depression.
Psychological risks negatively impact employees’ productivity and work efficiency. The stress results in misconduct such as absenteeism which will cause a delay in clearing the tasks. Quality at the workplace is compromised as the worker cannot focus well enough when performing various tasks. Mental disorders such as depression result in poor social relations. The employee fails to build stable relationships with both the employer and coworkers. Unstable relationship undermines teamwork in the workplace which lead to dire performance. The employer may perceive the employee to be unable to effectively perform the task making him or her terminate the work contract rendering them jobless.
Psychological disorders result in employees dropping out of their workplaces. The dropouts lead to organization disability as its operations are affected. Increased absenteeism of workers, which impacts productivity, also causes a drop in profitability (Korneeva & Simonova, 2019). In the workplace, employee psychological risks make them prone to human errors. Chances for accidents are high, compromising the safety of both employees and equipment. Because of the negative repercussions psychological risks have on organization success, they should be solved. Employee mental health can be promoted by assessing the stressor factors and solving them early enough.
Job crafting entails strategic remodeling of work by reviewing tasks, relations, and role understanding. Task drafting is the active shaping of the employees’ roles. It involves increasing or decreasing one’s responsibilities in the organization. Composing can also be in the form of changing the nature of the time’s roles without affecting the duties one was hired to perform. Relationship framing reshapes the interactions people have in their workplaces. This can involve changing partners and communication channels. Cognitive crafting changes people’s mindset about the roles they perform. It enables people to redefine, reimagine and get a better perspective of their responsibilities.
Job restructuring can provide a short-term solution to the employees’ satisfaction and productivity. Therefore, for it to be efficient, it should be done often. Role casting is salient to the employees as it gives them control over their work. This gives them purpose and positive self-esteem, making them more productive (Kooij et al., 2017). Framing provided a conducive environment for interactions amongst employees and enabled meaningful team working. The worker’s passion for a specific occupation is satisfied through job crafting. The challenges of adaptation to work people face are also solved. Task shaping gives the employee the capabilities to cope with various adversities at work.
Job modeling provides satisfaction for the employees’ needs by providing a positive experience. Through the process, the employees not only enjoy work but also achieve an occupational goal. With time competence at work and personal growth are also attained. Job crafting, however, may at times fail to solve employee expectations or even worsen their situation. The process can cause the employee unexpected negative encounters that will result in additional stress and unproductiveness at work.
From a personal perspective, the performance of the personnel in executing tasks is determined by the organizational and psychological aspects. A healthy organization not only provides a conducive working conditions for the workers but also acts as a motivation. Constant remodeling of the duty structure of the organization provides employees with mental rest and prevents them from prevailing psychological risks. In conclusion, ensuring a healthy firm that maintains the well-being of its workers will promote the sustainability and prominence of the business.
References
Kooij, D. T., van Woerkom, M., Wilkenloh, J., Dorenbosch, L., & Denissen, J. J. (2017). Job crafting towards strengths and interests: The effects of a job crafting intervention on person–job fit and the role of age. Journal of Applied Psychology, 102(6), 971. Web.
Korneeva, Y., & Simonova, N. (2019). Psychological risks for shift workers in the Far North and south of Russia. In II International Scientific-Practical Conference” Psychology of Extreme Professions”(ISPCPEP 2019) (pp. 98-102). Atlantis Press. Web.
Reece, A., Yaden, D., Kellerman, G., Robichaux, A., Goldstein, R., Schwartz, B., Seligman, M., & Baumeister, R. (2021). Mattering is an indicator of organizational health and employee success. The Journal of Positive Psychology, 16(2), 228-248. Web.
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