Human Resources Psychology Essay Example

promote better eating habits but also showcases the company's commitment to employee health. Alongside financial incentives, non-financial perks can improve work-life balance and personal growth, influencing the recruitment of high-quality staff, as well as enhancing employee retention, motivation, morale, loyalty, productivity, target focus, and teamwork. These perks can also reduce absenteeism (http://www.duport.co.uk). Striking the right balance in incentives requires time and effort. While employees may not initially fully appreciate them, once they do so, these perks can greatly enhance morale and motivation within an organization. With increasing competition for highly skilled and well-trained personnel , more companies are recognizing the cost-effective advantages of non-financial perks.

• What impact does employee wellness have on the perception of non-monetary benefits mentioned in this article?

Even though non-financial benefits may not be as immediately appealing as monetary ones, it is commonly believed that employees do not find them particularly beneficial. However, the approaches discussed by HR professionals in this article can greatly and lasting affect employee well-being, benefiting both the company and its workforce. By adopting healthier habits, employees become aware of and value these advantages. Stress, obesity, and chronic pain are all factors that can lead to decreased productivity.

By implementing strategies tailored to the workforce's needs, productivity and employee satisfaction can be effectively increased. These strategies include providing free healthy meals and allowing employees to bring their children to the office. Research has shown that these benefits make employees feel valued and perform at their best.

A remarkable example of the positive impact of these strategies is Karen Thayer, a 56-year-old Webcor employee who took part in her company's stair challenge. In just six months, Karen lost 50 pounds and was

able to stop taking one of her blood-pressure medications. As a reward for her achievements, she received an extra day off and won an Apple Touch in a quarterly raffle. "I never thought I could climb stairs like this," she exclaimed.

But she was determined to work through the pain from a knee replacement and other physical hurdles. Now she can climb 36 flights in 15 minutes. Thayer said she's confident she can lose another 40 pounds. "It definitely came from a behavior change because of the program that I constantly got out there and did it and did it and did it” (http://www.watkobenefit.com).

• In what way does the negative value of taking away an existing non financial perk like those discussed in the article detract from morale more than the positive boost obtained by providing that same perk in the first place?

The negative value of removing a non-financial perk that employees were accustomed to has a significant impact on morale. When individuals become accustomed to specific perks or treatment at work, and it is reduced or taken away, it can greatly demoralize them.

From a corporate perspective, it may seem insignificant for employees to endure this sacrifice. However, there is a possibility that employees will not take it lightly and even if they do, there is a point of no return. Once that threshold is crossed and they become increasingly frustrated with the reduction of the comforts they have become accustomed to, conversations among employees will inevitably lead to dissatisfaction and a desire to seek employment elsewhere offering more. While some employees change jobs due to

financial reasons, many also leave because of grievances arising from significant cost-cutting measures implemented by companies. These measures are often seen as an indication that they are considered replaceable when circumstances arise. Not everyone will passively accept this; thus, it is crucial for companies to consider the concerns of their valuable employees.