Employees Engagement through Personal Fitness and Health
Dr. J. Arthi, Associate Professor, Avinashilingam School of Management Technology Avinashilingam Institute for Home Science and Higher Education for Women, Coimbatore (Tamil Nadu), India.
Manuscript received on April 15, 2019. | Revised Manuscript received on May 09, 2019. | Manuscript published on May 15, 2019. | PP: 8-11 | Volume-3 Issue-9, May 2019. | Retrieval Number: I0242043919/19©BEIESP
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© The Authors. Published By: Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: Employee engagement portrays the commitment and energy that employees bring to work and is a vital indicator of their involvement and engagement to the organization. Employees who are engaged are more productive, content and more likely to be loyal to an organization. The growing attractiveness of wellness programs shows that more and more operatives have come to realize that a healthier workforce offers a way to control continually increasing healthcare costs and contribute productively towards organizational excellence. When organizations employ sound HR practices in place, they are more likely to discover that employees feel satisfied, happy, secured and will work to their full potential. Engaging an employee actively is more holistic and takes into consideration the physical, environmental, intellectual, emotional, spiritual, occupational and mental health of employees. Employee Wellness doesn’t just benefit the employee — an organisation filled with healthy, balanced and fulfilled employees is a conducive workplace that retains its employees. Gallup defines engaged employees as those who are involved in and enthusiastic about their work and workplace. But the majority of employees are indifferent, sleepwalking through their workday without regard for their performance or their organization’s performance. As a result, vital economic influencers such as growth and innovation are at risk. Employees feel miserable while at work, and that misery follows them home, compounding their stress and negatively affecting their overall well-being. Organizations need to understand what managers are doing in the workplace to create or destroy engagement. Engaged employees are more likely than their colleagues to say their managers help them set work priorities and performance goals.
Keywords: Employee Engagement, Wellness, HR practices, Holistic involvement, Organisational Excellence.