Self-management and well being

The business case for organisations to develop a sound well-being strategy stems from the strong research evidence linking stress to the costs of absenteeism, loss of talent through prolonged sickness absence, and the costs associated with recruitment to replace those leaving the organisation for stress-related causes (Eurofound, 2012; Foresight, 2008; CIPD, 2013). Additionally, pressures derived from tight deadlines and work intensification are leading to higher presenteeism in the workplace which can have damaging effects for both the employee and the organisation in terms of lower productivity, for example (CIPD, 2013).

As an HR practitioner, you should develop the skills involved in carrying out self-audits about the effects of your work practices on your own effectiveness and well-being (Cartwright and Cooper, 1997). You will practise carrying out self-audits in Activity 2.