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Employee Well-being: How Managers Inspire, Facilitate, and Support Employee Caring Activities

Diversity and Inclusion, Human Resources, Leadership, Mental Health
Free 1 hr
Dr. Barrio defines employee well-being as the growth of the employee as a person through actions taken within or outside the workplace to improve the lives of others.

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An increased interest in corporate social responsibility has raised questions about the impact organizations have on employee well-being. But what is well-being? Drawing on the positive psychology movement, the definition of well-being has been broadened beyond the reduction of illness. For her research, Dr. Barrio defines employee well-being as the growth of the employee as a person through actions taken within or outside the workplace to improve the lives of others. In other words, a person’s well-being is enhanced when they contribute to others. The study identified manager behaviors that inspire, facilitate, or support employee caring activities.

Take-home messages:

  • Well-being is more than the absence of illness.
  • Other-oriented goals, such as contributing to the lives of others, are associated with well-being and personal growth.
  • Although existing research supports the notion that an essential activity of managers is employee growth, there is limited research that examines specific manager behaviors associated with employee growth.
  • Managers can play a role in enhancing employee growth by engaging in behaviors that fall into one of four themes.

Learning Outcomes

Manager behaviors fall into four themes: Build Relationship, Cultivate, Provide Resources, and Follow Up.
Building a manager/employee relationship is a foundation for the other behaviors,
Managers need to know themselves, their employees, and the organization to determine what behaviors best fit a particular employee, at a particular point in time, and in a particular context.
The similarity between some behaviors identified in this research to behaviors previously identified as effective manager behaviors suggests managers may be able to leverage existing skills in a new way. Skills traditionally viewed as contributing to the bottom line of the organization, such as planning and organizing, may also be used to contribute to employee well-being.

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Note: You are only eligible to receive a certificate if you fulfill the following.

  • For live events and facilitated e-courses, you must attend at least 50 minutes including presentation and Q&A, as well as filling the required fields in the post-survey
  • For self-paced e-courses, you must complete all required components including surveys

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If you have not entered your record ID when you created your account at the Work Wellness Institute e-campus, please note that you need to update your user profile with your record ID to receive your certificate automatically.

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