CIPD Level 7OS06 Example

In today’s industry work related stress is a very common for both individuals and the organizations which often results in negative consequences. The vast range of research shows that the job stress can results in many types of medical issues such as: high blood pressure, heart disease, diabetes etc. Peoples who are under constant stress often faces issues in sleeping and fatigue which decreases their productivity.

It is really important to release this stress as it can be harmful for individuals as well as the organization. There are multiple ways to reduce work stress. First of all people professionals have to design a cabinet which consist of educated people who address the work related stress and comes up with solutions to overcome them. If one can’t change their aspect of job, then they have to come up with some steps to reduce it.

For example, exercise regularly, take breaks during the day, and get enough sleep etc.

We have designed a proper sample specially for the students of UK, USA and KSA, so they can understand these issues and come up with some solutions to overcome the stress, let’s take a look at it.

Table of Contents:

1) CIPD Level 7OS06 Task: Get knowledge about wellbeing and its relevance at workplace.

·  1.1 Describe the importance of wellbeing for employees and employers.

·  1.2 Examine organizational responsibilities of wellbeing at workplace.

2) CIPD 7OS06 Assignment Example: Get knowledge about the relation between health, work, wellbeing and people management practices and processes.

·  2.1 Examine the factors that impact wellbeing for both individual and group at work.

·  2.2 Describe what impacts lack of support for employee wellbeing will make on their outcomes.

·  2.3 Examine the role of wellbeing initiatives such as health promotion programmes and other type’s interventions in the workplace.

3) CIPD 7OS06 Assignment Activity: Define the alignment of employer and employee wellbeing with strategy.

·  3.1 To provide evidence based approach evaluate the assessments and tools used for wellbeing at workplace.

·  3.2 To maintain and create wellbeing strategies define some key domains.

·  3.3 Evaluate the impact of wellbeing strategies on employer and employee experiences.

4) CIPD 7OS06 Learning Outcome: To sustain organizational performance determine the importance of wellbeing strategy.

·  4.1 Describe how organisational culture and control shapes wellbeing.

·  4.2 Evaluate the problems with individualising wellbeing initiatives.

5) We provide CIPD level 7 assignments in highly affordable price.

1) CIPD Level 7OS06 Task: Get knowledge about wellbeing and its relevance at workplace.

1.1 Describe the importance of wellbeing for employees and employers.

Employee being is very important for any organization, and there are plenty of reasons that employees should care about the wellbeing at workplace.

Few of them are mentioned below:

·  The employees must remain healthy and happy, in this way they are more productive, take less time off and likely to make fewer mistakes.

·  If an organization cares for wellbeing, this shows that you care for employees in general.

·  If employees remain happy then they are likely to spread good news about their employers.

1.2 Examine organizational responsibilities of wellbeing at workplace.

When it comes to engaging with workplace, there are many responsibilities of the organization.

Some of these responsibilities are as follows:

·  The organizations should assess their policies and programs to ensure effecting workplace wellbeing.

·  Organisations should create a culture that supports wellbeing and values employees’ health and well-being.

·  Employees should be encouraged by the organization to take care of their mental and physical health.

·  Organisations should provide employees with the resources they need to be healthy and productive.

2) CIPD 7OS06 Assignment Example: Get knowledge about the relation between health, work, wellbeing and people management practices and processes.

2.1 Examine the factors that impact wellbeing for both individual and group at work.

If we talk about factors which impacts wellbeing at work, there are multiple types of group and individual factors that impacts wellbeing at work. Some factors are controlled by individuals and some are by groups. These factors are divided below:

Individual Factors:

·  Job satisfaction.

·  Job security.

·  Work life balance.

·  Pay and benefits.

Group Factors:

·  Team dynamics.

·  Company culture.

·  Supportive management.

2.2 Describe what impacts lack of support for employee wellbeing will make on their outcomes.

For both organization and employees the lack of support to wellbeing may lead to several negative outcomes. For both parties it is defined below:

For the organisation:

A lack of support for employee wellbeing may lead to decreased productivity, reduced creativity, and higher rates of staff turnover. In addition, it can be costly for organisations to replace employees who leave prematurely, so a lack of support for employee wellbeing can be very costly in the long run.

For employees:

A lack of support for employee well-being can lead to physical and mental health problems, decreased job satisfaction, and increased stress levels. In addition, employees who don’t feel supported in their work may be more likely to leave their job, which can be costly for the organisation.

2.3 Examine the role of wellbeing initiatives such as health promotion programmes and other type’s interventions in the workplace.

To support employees wellbeing and health there are multiple wellbeing initiatives that can be taken by the organization. These can include workplace interventions, health promotion programmes, and other support mechanisms.

Health promotion programmes are a key way to raise awareness of healthy lifestyle choices and encourage employees to make positive changes. Workplace interventions can also be effective in promoting health and wellbeing, by providing support and guidance on how to make healthier choices in the workplace.

When designing wellbeing initiatives, it is important to consider the needs of the organisation and its employees. What works for one organisation may not be appropriate for another. It is also important to evaluate the impact of any programmes or interventions that are put in place, to ensure that they are having the desired effect.

3) CIPD 7OS06 Assignment Activity: Define the alignment of employer and employee wellbeing with strategy.

3.1 To provide evidence based approach evaluate the assessments and tools used for wellbeing at workplace.

The tools and assessments are very important to measure the outcomes of employee wellbeing, there are variety of these tools and assessments that can be used to evaluate and improve them. Some of these are as follows:

·  Health risk assessments.

·  Workplace health surveys.

·  Absenteeism data.

3.2 To maintain and create wellbeing strategies define some key domains.

Creating and maintain the wellbeing strategy is always a tough part, but there are some key domains which will you in this regards, these are as follows:

·  Communication and consultation.

·  Work-life balance.

·  Workplace environment.

·  Reward and recognition.

·  Job design.

·  Training and development.

The key driver to business success is employee wellbeing. By maintain and creating such strategies, employees can create improve bottom line results, more productive and healthier work environment.

3.3 Evaluate the impact of wellbeing strategies on employer and employee experiences.

It is shown by a number of evidences that proves workplace wellbeing strategies have a positive impact on employees and employers both.

Organizations and small businesses that choose to adopt wellbeing strategies have higher level of employee engagement, job satisfaction, and organizational commitment. Individuals who are satisfied with their work more likely to leave their organization, this can lead to lower turnover rates and reduced costs associated with recruiting and training new employees.

4) CIPD 7OS06 Learning Outcome: To sustain organizational performance determine the importance of wellbeing strategy.

4.1 Describe how organisational culture and control shapes wellbeing.

A significant impact on employee wellbeing is made by organisational culture and control. If we talk about organizational culture it can refer to shared values, beliefs and norms that characterise an organisation and its members. It can also include the organisation’s physical environment, as well as the way in which work is designed and carried out.

If we talk about control, the control can involve things like monitoring employee behaviour, setting rules and regulations, and imposing penalties for non-compliance.

Organisations must consider both negative and positive impacts of their control and culture and control while implementing and designing wellbeing strategies. Moreover, organizations should ensure to align strategy with their overall business strategy. It will help to maximise chance of sustaining long term organisational performance.

4.2 Evaluate the problems with individualising wellbeing initiatives.

To ensure that employees are productive and healthy it is important to have a wellbeing strategy in place. There can be some problems which occurs in individualising wellbeing initiatives.

Many people feels that they are treated differently or being singled out if they are given specialised support for their wellbeing. This often leads to feelings of exclusion or resentment.

Well there are some employees who do not participates in wellbeing activities, because they do not feel the needs of it. They think it is the waste of resource and time.

So, for an organization to be successful it is important to make sure that all employees are aware of the importance of wellbeing. It is also important for people to understand that wellbeing is not an individual effort, it is don only by the team efforts with their proper coordination.

Organisations that invest in supporting their line managers to implement sustainable wellbeing policies can reap a number of benefits. These benefits include improved employee morale, reduced turnover rates and improved overall performance.

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