WELL-BEING OF EMPLOYEES IN INNOVATIVE ORGANIZATIONS
University of Maribor (SLOVENIA)
About this paper:
Appears in: ICERI2009 Proceedings
Publication year: 2009
Conference name: 2nd International Conference of Education, Research and Innovation
Dates: 16-18 November, 2009
Location: Madrid, Spain
Abstract:In recent decades the modern society has been increasingly depending on innovations. The society, in which innovative organizations do business, is full of contradictions, including the essential problem of well-being of employees. Most troubles of this kind cannot be resolved with measures of the usual management and/or economic theory that have caused these troubles. The industrial mentality is no more useful, but detrimental to humankind, because if cherishes one-sidedness too much. Therefore, the question is raised about what could be done about the well-being of employees, if principles and measures of requisite holism are used.
Organizations should consider humans as multilayered entities in synergy of physical, mental, social, spiritual, and economic attributes, marked by requisitely holistic pattern of relatively permanent characteristics, due to which individuals partly differ from each other. Employees are individuals conscious of selves as multilayered humans and professionals. They are narrow specialists needing interdisciplinary co-operation to succeed. The first step toward the organizational capacity of considering this was done through positive psychology, focused on identifying and enhancing the human strengths and virtues that make life worth living.
Well-being is a next step, being more than the absence of illness or pathology. It has subjective (self-assessed) and objective (ascribed) dimensions; it can be measured at the level of individuals, organizations, or society; it accounts for elements of life satisfaction that can neither be defined, explained, nor primarily influenced by economic growth. The meaning of well-being remains contested and key distinctions are between: (i) hedonic and eudaemonic; (ii) objective and subjective well-being.
Monitoring of well-being in the organizations as well as at the state level is necessary for well-being to become a crucial topic for the creation of the organizational policy. An accurate measuring of well-being forms a basis of such a policy. The subjective well-being should be monitored on a basis that supports people’s creative work and cooperation, enhancing the objective and personal well-being. Happiness counts as people’s constant goal and also as a comprehensive synergetic indicator of comprehensive well-being, good performance, physical, psychological, and social health of a person. In helps organization to be healthy.
Success of healthy rather than one-sidedly innovative organizations depends on interdisciplinary co-operation of multilayered employees helping them attain more subjective well-being. This impacts creativity and innovativeness of employees, reflecting positively in higher income and lower costs of organizations. All individuals in innovative organization should also be requisitely holistic co-creators, enjoying subjective and objective welfare more than the others do. Without can organizations hardly attain lasting competitiveness.
Keywords: well-being, subjective well-being, innovation.