Moodwork addresses an overlooked part of QWL – the individual!
Well-being at work is defined by WHO as “a state of mind characterized by a satisfactory harmony between the skills, needs and aspirations of the worker and the constraints and opportunities of the workplace”. It is particularly influenced by the physical, material and psychological factors that characterize the situation in the workplace and the employee.
Research in psychology shows that well-being at work comes in particular from a match between the employee's expectations and needs on the one hand, and his or her working environment on the other. A situation of suffering at work is therefore often due to a combination of variables. These are classified into 2 categories:
- Organizational factors, which correspond to the characteristics of the work or the company that can lead to a situation of suffering. These may be overwork, problematic management, lack of material resources, unsuitable working hours, etc.
- Individual factors, which correspond to the characteristics and skills of the employee and which make him/her more or less likely to develop a work-related ill-being. These include the way the person will manage their emotions, communicate with colleagues and hierarchy, the esteem they have for themselves and their work, etc.
QWL policies often focus only on organizational factors that promote well-being. This is not a bad choice: organizational factors are the easiest for companies to address. However, this leads to neglecting a whole part of the problem, namely individuals! Moreover, this positioning conveys the idea that individuals have no room for manoeuvre to influence their own professional well-being, which can affect employee motivation.
At Moodwork, we have therefore decided to fill this gap in order to not only address a so far neglected aspect of professional well-being, but also and above all empower employees to improve their Quality of Work Life!
In order to do this, we offer employees the opportunity to take action on individual well-being factors, while getting support from QWL professionals.
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