Last year, we observed the changes in GlaxoSmithKline. This trend has deeply modified the way to consider the work atmosphere. New policies are applied to ensure that employees feel good at work and to increase their commitment as well. Companies were forced by the market pressure to adapt themselves to this new trend to keep their staff motivated and remain competitive and informed. We have chosen the well-being topic since we will soon be in the corporate world and we would like to know how the employees are treated in companies. Through this work, we will present the policies of well-being in GlaxoSmithKline. A few decades ago, it was unthinkable that women would be a part of the labor market. The women inculcated the concept of "work-life balance" and "family friendly policies". The workplace is not just the place where you earn some money, it also supports your personal and social life.
[...] The impact of legislation6 Huge differences can be determined between different parts in Europe. Western Europe has already integrated the idea of family-friendly concerns whereas a lot of countries in Southern and Eastern Europe keep to their old line of thought where the woman is responsible for the household and the children and the father needs to do the work. Despite recent implementations of the family-friendly concept and work-life balance, they are not seen as a priority neither can it be seen on the shop floor. [...]
[...] The well-being is something that can increase and decrease. It is proved that when someone reaches a high salary level, it will not have any impact anymore on his well-being. The richest people have obtained the highest well-being, sometimes even before they were born, and this means they cannot get it increased any further in the current and in the following generations. Efforts can lead to higher performance In the long run, people are more productive when they find themselves in a positive emotional state. [...]
[...] Not totally, of course, but not all parts of the theory are being respected. That is what we will try to demonstrate with the well-being policy in GSK. On one hand, we will show the application of the theory and, on the other hand, the gaps between the theory and the practical. Like in the theory About the mergers and acquisitions, we noticed that people are afraid about keeping their job and that also is a great challenge for the company's culture. [...]
[...] This has some advantages and disadvantages. Line managers are close to their employees and can react more quickly on each individual's needs, but on the other hand, they can abuse their position. The “middle managers” cannot get a lot of things done because they are normally found under the “HR director”. There is a major issue when it comes to managing senior managers. HR does not have a lot of influence on them as in most of the companies because a lot of time is spend on those who are new in the company. [...]
[...] To develop and to understand in what consists precisely these policies, we investigated GlaxoSmithKline Biologicals a pharmaceutical company. Due to the high number of employees, several thousands, the development of well-being policies becomes widespread among all staff. The well-being can be found in several forms like: - Health concerns Security at work Environment Social integration and work atmosphere These points are supposed to increase the well-being of employees at work but also at home to make them more productive at work and develop their commitment in the social community. [...]
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