CIPD Level 5OS07 Example

Workplaces can be a really strong source of happiness or stress, it totally depends on the environment. In order to have a great work experience which is beneficial for your mental health as well as your overall well-being, it is really important to create a positive work environment.

In creating a positive work environment you can take the following steps:

·  Taking breaks.

·  Communicating effectively with your co-workers

·  Maintaining a positive attitude

·  Being mindful of your surroundings.

It doesn’t matter if you are starting your career in HR or trying to polish your skills related to your well-being knowledge, our CIPD Level 5OS07 assignment example for well-being at work can help. This proper assignment guide covers everything you need to know about creating a healthy workplace, from the importance of employee wellbeing to the benefits of flexible working arrangements.

So, below is a proper guide for you to write CIPD Level 5OS07 Well-Being at Work Assignment specially for UK, USA and KSA

Table of Contents

1) 5OS07 Assignment Task: Get proper knowledge about wellbeing and its relevance to workplaces.

·  1.1 Define the roll of wellbeing in supporting organisational goals.

·  1.2 Describe the value of adopting wellbeing practices in an organisation.

2) CIPD 5OS07 Assignment Activity: Define how internal and external context of organization shapes the wellbeing.

·  2.1 Identify the roles of key stakeholders in improving and contributing wellbeing at work.

·  2.2 Define shaping of well-being according to organisational context.

3) 5SO07 CIPD Learning Outcome: Be able to develop a wellbeing programme.

·  3.1 Describe the suitable way of implementing a wellbeing programme for the organisation.

·  3.2 Explain the evaluation and monitoring of a wellbeing programme.

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1) 5OS07 Assignment Task: Get proper knowledge about wellbeing and its relevance to workplaces.

1.1 Define the roll of wellbeing in supporting organisational goals.

There are multiple evidence that shows the impact of wellbeing strongly influence the organizational goals. Employees are more creative and productive when they feel supported and they are happy. Even if the pay is less they don’t try to switch their jobs and they don’t get absent much.

Organizations can manage wellbeing in an organization in number of ways, such as:

·  By making workplace policies.

·  By providing benefits to employees.

·  Making programmes that help employees maintain a healthy work-life balance.

·  Organisations can also support employee wellbeing by creating a positive workplace culture and providing opportunities for employees to socialize with one another.

1.2 Describe the value of adopting wellbeing practices in an organisation.

Adapting wellbeing in an organization is highly valuable. The basic values are as follows:

·  In an organization where wellbeing is in practice has happy and satisfied employees and where employees are satisfied they are more productive and creative. They also take less leaves and they are highly engaged in their work.

·  By investing in the wellbeing of employees, an organization creates a culture of health and wellness in the organization that benefits everyone. This can reduce stress and anxiety as well as lower the healthcare cost in an organization.

Ultimately, investing in employee wellbeing makes good sense for organisations and their employees alike. By creating a supportive environment where employees feel valued and appreciated, organisations can reap the benefits of increased productivity, creativity, and reduced healthcare costs.

2) CIPD 5OS07 Assignment Activity: Define how internal and external context of organization shapes the wellbeing.

2.1 Identify the roles of key stakeholders in improving and contributing wellbeing at work.

Key stakeholders are a really important part of an organization. There are plenty ways in which key stakeholders can contribute to improve the wellbeing in an organization. The most obvious ways are as follows:

·  Perhaps the most obvious is by ensuring that employees have the resources and support they need to do their jobs effectively. This also includes providing access to training and development opportunities, and offering support with work-related stressors.

·  Key stakeholders can also play a role in promoting a healthy workplace culture. This might involve initiatives such as encouraging regular breaks, fostering open communication, and investing in employee wellbeing programs.

By creating such type of environment that helps employees mentally and emotionally can help to improve employees’ overall wellbeing at work.

2.2 Define shaping of well-being according to organisational context.

There are multiple factors that contributes I building the wellbeing of an individual, one’s work environment or organizational work context is also the part of it. The happiness and mental health of employees totally depend on the way a business is structured, the policies that are in place, the culture that is cultivated etcetera.

When we are talking about organizational context and wellbeing, there are always some key factors that you should consider.

• There is the physical environment, in which you have to consider factors such as:

·  Is the workplace safe and clean?

·  Are employees able to take breaks throughout the day?

·  Do they have access to good quality resources?

One should always consider such factors as all of these factors can play a role in employee health and wellbeing.

• In case of social environment, you have to consider factors such as:

·  Does the organization promote a supportive and collaborative culture?

·  Do employees feel like they can openly communicate with their managers and colleagues?

·  Do they have a strong sense of community within the workplace?

·  A positive social environment can do wonders for employee morale and motivation.

• The third case can be consider as the psychological environment, in which following factors should be considered such as.

·  Does the organization foster a healthy work-life balance?

·  Do employees feel like they are able to achieve a good work-life balance?

·  Do they feel like their work is meaningful and fulfilling?

·  A positive psychological environment can help employees to feel happier and more engaged in their work.

3) 5SO07 CIPD Learning Outcome: Be able to develop a wellbeing programme.

3.1 Describe the suitable way of implementing a wellbeing programme for the organisation.

To implement a wellbeing programme within an organisation is not easy, it can be a difficult and daunting task. However there are certain steps that can be taken in order to make the process as smooth and successful as possible. These steps are as follows:

·  The first step is to consult with employees in order to find out what type of programme would be most beneficial for them.

·  It is important to take into account the various needs of different employees, as not everyone will have the same requirements.

·  Once you have consulted with employees, you can then start to put together a plan for the wellbeing programme. This plan should include what the aims and objectives of the programme are, who will be responsible for delivery, how it will be funded and how it will be evaluated. Once you have put together a plan, you can then start to implement the programme within the organisation.

3.2 Explain the evaluation and monitoring of a wellbeing programme.

In implementing the wellbeing programme the first step is the evaluation and monitoring process to develop a clear and concise plan. This plan should be designed to answer all of the essential questions, including:

·  What are the goals of the programme?

·  Who is responsible for implementing and overseeing it?

·  What resources (time, money, and personnel) will be necessary?

·  How will success be measured?

Once the evaluation and monitoring plan is in place, regular data collection and analysis should take place to track progress against objectives. Any changes or adjustments to the programme should then be made based on this proper analysis. Finally, periodic reviews should be conducted to ensure that the programme remains relevant and effective.

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