HRIOP84
Assignment 2
2023
, 1
Table of Contents
1. Introduction ............................................................................................................................
2
2. Rationale for promotion of employee and organisational wellbeing .....................................
2
3. Etiological factors that may cause psychopathology and work dysfunctions .......................
2
3.1 Etiological factors of psychopathology ................................................................. 2
3.1.1 Biological / genetic factors ................................................................... 2
3.1.2 Psychological factors ............................................................................ 3
3.1.3 Sociocultural factors ............................................................................. 3
3.1.4 Work-related factors ............................................................................. 4
3.1.5 External / environmental factors........................................................... 4
3.2 Etiological factors of work dysfunctions ............................................................... 4
3.2.1 Factors in individuals ........................................................................... 4
3.2.2 Work-related factors ............................................................................ 5
3.2.3 Factors in the organisation .................................................................... 5
3.2.4 Factors in management ......................................................................... 5
3.2.5 External / environmental factors........................................................... 6
4. An overview of EAPs and HPPs ............................................................................................
6
4.1 Health promotion programmes (HPPs) ................................................................. 6
4.2 Employee assistance programmes (EAPs) ............................................................ 6
5. Planning and implementing the EAPs ...................................................................................
9
5.1 Planning ................................................................................................................. 9
5.2 Implementation .................................................................................................... 10
6. Conclusion ...........................................................................................................................
10
7. Self-evaluation .....................................................................................................................
11
8. References ............................................................................................................................
12
Turnitin originality report ........................................................................................................
14
, 2
1. Introduction
This paper will consider the highlighted concerns relevant to the employees and the
organisation (EGI Manufacturing) described in the case study. It will provide the rationale for
promoting employee and organisational wellbeing as well as discuss the etiological factors
that may cause psychopathology and/or work dysfunctions. Finally, health promotion
programmes (HPPs) and employee assistance programmes (EAPs) will be examined and a
proposal compiled for EGI Manufacturing aimed to address poor health behaviours identified
among their employees.
2. Rationale for promotion of employee and organisational wellbeing
The success of an organisation is largely dependent on organisational
effectiveness and the physical as well as psychological wellbeing of its employees. According
to Bergh and Geldenhuys (2014) the relationship between positive business outcomes and
employee wellness is bidirectional. This proposes that increased organisational productivity
will improve employee wellbeing, and conversely increased employee wellbeing will
improve organisational productivity. The importance of ensuring employee wellbeing is thus
evident, as it directly impacts the productivity and successes of the organisation.
Referring to the case study, EGI Manufacturing has reported increased tardiness and sick
leave, increased turnover rates, losses in work time, decreased productivity levels, and
unhealthy habits on the part of their employees. These factors are bound to have a negative
impact on the organisation, emphasising the lack of employee as well as organisational
wellbeing. Therefore, a potential solution may be to increase EGI Manufacturing’s
employees’ wellbeing with the aim of increasing productivity, decreasing absenteeism and
turnover rates, enhancing job satisfaction and morale, and improving healthy habits. A
discussion on the etiological factors that may cause psychopathology and/or work
dysfunctions will now follow.
3. Etiological factors that may cause psychopathology and work dysfunctions
In order to properly diagnose a situation in the work context and subsequently
plan a suitable intervention strategy, it is important to understand how maladjustment and
Assignment 2
2023
, 1
Table of Contents
1. Introduction ............................................................................................................................
2
2. Rationale for promotion of employee and organisational wellbeing .....................................
2
3. Etiological factors that may cause psychopathology and work dysfunctions .......................
2
3.1 Etiological factors of psychopathology ................................................................. 2
3.1.1 Biological / genetic factors ................................................................... 2
3.1.2 Psychological factors ............................................................................ 3
3.1.3 Sociocultural factors ............................................................................. 3
3.1.4 Work-related factors ............................................................................. 4
3.1.5 External / environmental factors........................................................... 4
3.2 Etiological factors of work dysfunctions ............................................................... 4
3.2.1 Factors in individuals ........................................................................... 4
3.2.2 Work-related factors ............................................................................ 5
3.2.3 Factors in the organisation .................................................................... 5
3.2.4 Factors in management ......................................................................... 5
3.2.5 External / environmental factors........................................................... 6
4. An overview of EAPs and HPPs ............................................................................................
6
4.1 Health promotion programmes (HPPs) ................................................................. 6
4.2 Employee assistance programmes (EAPs) ............................................................ 6
5. Planning and implementing the EAPs ...................................................................................
9
5.1 Planning ................................................................................................................. 9
5.2 Implementation .................................................................................................... 10
6. Conclusion ...........................................................................................................................
10
7. Self-evaluation .....................................................................................................................
11
8. References ............................................................................................................................
12
Turnitin originality report ........................................................................................................
14
, 2
1. Introduction
This paper will consider the highlighted concerns relevant to the employees and the
organisation (EGI Manufacturing) described in the case study. It will provide the rationale for
promoting employee and organisational wellbeing as well as discuss the etiological factors
that may cause psychopathology and/or work dysfunctions. Finally, health promotion
programmes (HPPs) and employee assistance programmes (EAPs) will be examined and a
proposal compiled for EGI Manufacturing aimed to address poor health behaviours identified
among their employees.
2. Rationale for promotion of employee and organisational wellbeing
The success of an organisation is largely dependent on organisational
effectiveness and the physical as well as psychological wellbeing of its employees. According
to Bergh and Geldenhuys (2014) the relationship between positive business outcomes and
employee wellness is bidirectional. This proposes that increased organisational productivity
will improve employee wellbeing, and conversely increased employee wellbeing will
improve organisational productivity. The importance of ensuring employee wellbeing is thus
evident, as it directly impacts the productivity and successes of the organisation.
Referring to the case study, EGI Manufacturing has reported increased tardiness and sick
leave, increased turnover rates, losses in work time, decreased productivity levels, and
unhealthy habits on the part of their employees. These factors are bound to have a negative
impact on the organisation, emphasising the lack of employee as well as organisational
wellbeing. Therefore, a potential solution may be to increase EGI Manufacturing’s
employees’ wellbeing with the aim of increasing productivity, decreasing absenteeism and
turnover rates, enhancing job satisfaction and morale, and improving healthy habits. A
discussion on the etiological factors that may cause psychopathology and/or work
dysfunctions will now follow.
3. Etiological factors that may cause psychopathology and work dysfunctions
In order to properly diagnose a situation in the work context and subsequently
plan a suitable intervention strategy, it is important to understand how maladjustment and
