The Pros And Cons Of Employee Programs

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Employee Programs
Employees who comply with regulations get the job done, but committed employees do a better job. Frankel (1992) describes coaching as a style of management that is participative and consultative. Coaching is a way of identifying goals and developing an understanding on how they are to be attained by both managers and employees. Performance management is important in organizations as it brings an aspect of accountability to employees, therefore, improving their skills in the long run (Heinrich, 2004). The Office of Disability Employment Policy, ODEP, (2009) defines employee assistance programs as programs set up in workplaces to assist workers identify and resolve concerns that affect their work performance at the personal
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Recent evidence indicates that interventions for smoking cessations on a personal level increases the chances of a smoker quitting. Diet interventions at the workplace increase the chances of employees being careful about their eating habits, and hence reducing the occurences of obesity and other diet related illnesses. Problems such as back pains are also significantly reduced by the physical activities introduced in the work places (Australian Government, 2012). Research on health and productivity also indicates that unhealthy workers are less productive than healthy ones. Apart from the fact that unhealthy workers are likely to be absent, they cumulatively have more idle time than healthy workers when they report to work. Apart from the direct effects on health, the employee wellbeing programs make employees feel that they are valued by the employer, thus increasing their motivation. These programs help attract high quality employees and motivate existing ones to stay. This guarantees the company motivated, highly competent employees with low rates of employee turnover and optimized productivity. All these factors have the ripple effect of saving costs in the long run (Australian Government,

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