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(576, 1, '2021-02-26 13:21:11', '2021-02-26 13:21:11', '<a href="https://www.occucare.co.in/blog/How to promote Mental Health and Well-Being at Work?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\n\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency,<!--moreRead more &gt;--> strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\n\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\n\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\n\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\n\n <ul>\n   <li style="list-style-type:none;">1.&nbsp;&nbsp;&nbsp; Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\n\n  <li style="list-style-type:none;"> 2.&nbsp;&nbsp;&nbsp;Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\n\n  <li style="list-style-type:none;"> 3.&nbsp;&nbsp;&nbsp;Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.  </li>\n         <div style="padding-left:40px;">a.&nbsp;&nbsp;&nbsp; Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\n        b.&nbsp;&nbsp;&nbsp; Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\n        c.&nbsp;&nbsp;&nbsp; Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\n\n  <li style="list-style-type:none;"> 4.&nbsp;&nbsp;&nbsp;Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\nTo consider and respond to warning signs:\n    • Creating a work environment that promotes transparent and frank contact\n    • Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\n    • Ensure that there is as much natural light as possible in the work room.</li>\n\n   <li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\n<li style="list-style-type:none;">6.&nbsp;&nbsp;&nbsp;Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li>\n</ul>\n\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'How to promote Mental Health and Well-Being at Work?', '', 'inherit', 'closed', 'closed', '', '567-autosave-v1', '', '', '2021-02-26 13:21:11', '2021-02-26 13:21:11', '', 567, 'https://www.occucare.co.in/blog/567-autosave-v1', 0, 'revision', '', 0),
(577, 1, '2021-02-26 11:24:58', '2021-02-26 11:24:58', '<a href="https://www.occucare.co.in/blog/How to promote Mental Health and Well-Being at Work?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\r\n\r\n\r\n\r\n\r\n\r\n\r\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency, strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\r\n\r\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\r\n\r\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\r\n\r\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\r\n\r\n    1. Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.\r\n    2. Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.\r\n    3. Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded. \r\n    4. Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n    • Creating a work environment that promotes transparent and frank contact\r\n    • Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n    • Ensure that there is as much natural light as possible in the work room.\r\n    5. Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.\r\n    6. Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.\r\n\r\n\r\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'How to promote Mental Health and Well-Being at Work?', '', 'inherit', 'closed', 'closed', '', '567-revision-v1', '', '', '2021-02-26 11:24:58', '2021-02-26 11:24:58', '', 567, 'https://www.occucare.co.in/blog/567-revision-v1', 0, 'revision', '', 0),
(579, 1, '2021-02-26 11:34:46', '2021-02-26 11:34:46', '<a href="https://www.occucare.co.in/blog/How to promote Mental Health and Well-Being at Work?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\r\n\r\n\r\n\r\n\r\n\r\n\r\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency, strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\r\n\r\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\r\n\r\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\r\n\r\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\r\n\r\n   <ul>\r\n   <li style="list-style-type:none;">1.&nbsp;&nbsp;&nbsp; <b>Elimination –</b> Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\r\n  <li style="list-style-type:none;"> 2.&nbsp;&nbsp;&nbsp; <b>Substitution –</b> Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n  <li style="list-style-type:none;"> 3.&nbsp;&nbsp;&nbsp; <b>Engineering controls –</b> Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.  </li>\r\n         <div style="padding-left:40px;">a.&nbsp;&nbsp;&nbsp; Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\n        b.&nbsp;&nbsp;&nbsp; Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\n        c.&nbsp;&nbsp;&nbsp; Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n  <li style="list-style-type:none;"> 4.&nbsp;&nbsp;&nbsp; <b>Administrative controls –</b> If the previous methods don’t work, administrative controls are used to limit the exposure the hazard by limiting the working hours for the workers in required work processes.</li>\r\n   <li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; <b>Personal Protective Equipment –</b> These should be the last resort to fight the Hazards as use of PPEs may give produce other Hazards and sometimes may lead to worker’s inefficiency.</li>\r\n</ul>\r\n\r\n\r\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'How to promote Mental Health and Well-Being at Work?', '', 'inherit', 'closed', 'closed', '', '567-revision-v1', '', '', '2021-02-26 11:34:46', '2021-02-26 11:34:46', '', 567, 'https://www.occucare.co.in/blog/567-revision-v1', 0, 'revision', '', 0),
(580, 1, '2021-02-26 13:08:08', '2021-02-26 13:08:08', '<a href="https://www.occucare.co.in/blog/How to promote Mental Health and Well-Being at Work?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\r\n\r\n\r\n\r\n\r\n\r\n\r\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency,<!--moreRead more &gt;--> strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\r\n\r\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\r\n\r\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\r\n\r\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\r\n\r\n   <ul>\r\n   <li style="list-style-type:none;">1.&nbsp;&nbsp;&nbsp; <b>Elimination –</b> Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\r\n  <li style="list-style-type:none;"> 2.&nbsp;&nbsp;&nbsp; <b>Substitution –</b> Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n  <li style="list-style-type:none;"> 3.&nbsp;&nbsp;&nbsp; <b>Engineering controls –</b> Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.  </li>\r\n         <div style="padding-left:40px;">a.&nbsp;&nbsp;&nbsp; Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\n        b.&nbsp;&nbsp;&nbsp; Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\n        c.&nbsp;&nbsp;&nbsp; Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n  <li style="list-style-type:none;"> 4.&nbsp;&nbsp;&nbsp; <b>Administrative controls –</b> If the previous methods don’t work, administrative controls are used to limit the exposure the hazard by limiting the working hours for the workers in required work processes.</li>\r\n   <li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; <b>Personal Protective Equipment –</b> These should be the last resort to fight the Hazards as use of PPEs may give produce other Hazards and sometimes may lead to worker’s inefficiency.</li>\r\n</ul>\r\n\r\n\r\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'How to promote Mental Health and Well-Being at Work?', '', 'inherit', 'closed', 'closed', '', '567-revision-v1', '', '', '2021-02-26 13:08:08', '2021-02-26 13:08:08', '', 567, 'https://www.occucare.co.in/blog/567-revision-v1', 0, 'revision', '', 0),
(581, 1, '2021-02-26 13:13:39', '2021-02-26 13:13:39', '<a href="https://www.occucare.co.in/blog/How to promote Mental Health and Well-Being at Work?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\r\n\r\n\r\n\r\n\r\n\r\n\r\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency,<!--moreRead more &gt;--> strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\r\n\r\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\r\n\r\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\r\n\r\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\r\n\r\n   <ul>\r\n   <li style="list-style-type:none;">1.&nbsp;&nbsp;&nbsp; <b>Elimination –</b> Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\r\n  <li style="list-style-type:none;"> 2.&nbsp;&nbsp;&nbsp; <b>Substitution –</b> Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n  <li style="list-style-type:none;"> 3.&nbsp;&nbsp;&nbsp; <b>Engineering controls –</b> Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.  </li>\r\n         <div style="padding-left:40px;">a.&nbsp;&nbsp;&nbsp; Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\n        b.&nbsp;&nbsp;&nbsp; Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\n        c.&nbsp;&nbsp;&nbsp; Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n  <li style="list-style-type:none;"> 4.&nbsp;&nbsp;&nbsp; <b>Administrative controls –</b>4. Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n    • Creating a work environment that promotes transparent and frank contact\r\n    • Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n    • Ensure that there is as much natural light as possible in the work room.</li>\r\n   <li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; <b>Personal Protective Equipment –</b> Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n<li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; <b>Personal Protective Equipment –</b> Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li>\r\n\r\n</ul>\r\n\r\n\r\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'How to promote Mental Health and Well-Being at Work?', '', 'inherit', 'closed', 'closed', '', '567-revision-v1', '', '', '2021-02-26 13:13:39', '2021-02-26 13:13:39', '', 567, 'https://www.occucare.co.in/blog/567-revision-v1', 0, 'revision', '', 0),
(582, 1, '2021-02-26 13:16:20', '2021-02-26 13:16:20', '<a href="https://www.occucare.co.in/blog/How to promote Mental Health and Well-Being at Work?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\r\n\r\n\r\n\r\n\r\n\r\n\r\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency,<!--moreRead more &gt;--> strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\r\n\r\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\r\n\r\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\r\n\r\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\r\n\r\n   <ul>\r\n   <li style="list-style-type:none;">1.&nbsp;&nbsp;&nbsp; Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\r\n  <li style="list-style-type:none;"> 2.&nbsp;&nbsp;&nbsp; <b>Substitution –</b> Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n  <li style="list-style-type:none;"> 3.&nbsp;&nbsp;&nbsp;Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.  </li>\r\n         <div style="padding-left:40px;">a.&nbsp;&nbsp;&nbsp; Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\n        b.&nbsp;&nbsp;&nbsp; Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\n        c.&nbsp;&nbsp;&nbsp; Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n  <li style="list-style-type:none;"> 4.&nbsp;&nbsp;&nbsp;4. Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n    • Creating a work environment that promotes transparent and frank contact\r\n    • Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n    • Ensure that there is as much natural light as possible in the work room.</li>\r\n   <li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n<li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp;Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li>\r\n\r\n</ul>\r\n\r\n\r\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'How to promote Mental Health and Well-Being at Work?', '', 'inherit', 'closed', 'closed', '', '567-revision-v1', '', '', '2021-02-26 13:16:20', '2021-02-26 13:16:20', '', 567, 'https://www.occucare.co.in/blog/567-revision-v1', 0, 'revision', '', 0),
(583, 1, '2021-02-26 13:17:21', '2021-02-26 13:17:21', '<a href="https://www.occucare.co.in/blog/How to promote Mental Health and Well-Being at Work?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\r\n\r\n\r\n\r\n\r\n\r\n\r\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency,<!--moreRead more &gt;--> strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\r\n\r\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\r\n\r\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\r\n\r\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\r\n\r\n   <ul>\r\n   <li style="list-style-type:none;">1.&nbsp;&nbsp;&nbsp; Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\r\n  <li style="list-style-type:none;"> 2.&nbsp;&nbsp;&nbsp;Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n  <li style="list-style-type:none;"> 3.&nbsp;&nbsp;&nbsp;Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.  </li>\r\n         <div style="padding-left:40px;">a.&nbsp;&nbsp;&nbsp; Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\n        b.&nbsp;&nbsp;&nbsp; Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\n        c.&nbsp;&nbsp;&nbsp; Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n  <li style="list-style-type:none;"> 4.&nbsp;&nbsp;&nbsp;4. Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n    • Creating a work environment that promotes transparent and frank contact\r\n    • Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n    • Ensure that there is as much natural light as possible in the work room.</li>\r\n   <li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n<li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp;Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li>\r\n\r\n</ul>\r\n\r\n\r\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'How to promote Mental Health and Well-Being at Work?', '', 'inherit', 'closed', 'closed', '', '567-revision-v1', '', '', '2021-02-26 13:17:21', '2021-02-26 13:17:21', '', 567, 'https://www.occucare.co.in/blog/567-revision-v1', 0, 'revision', '', 0);
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(584, 1, '2021-02-26 13:17:59', '2021-02-26 13:17:59', '<a href="https://www.occucare.co.in/blog/How to promote Mental Health and Well-Being at Work?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\r\n\r\n\r\n\r\n\r\n\r\n\r\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency,<!--moreRead more &gt;--> strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\r\n\r\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\r\n\r\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\r\n\r\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\r\n\r\n   <ul>\r\n   <li style="list-style-type:none;">1.&nbsp;&nbsp;&nbsp; Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\r\n  <li style="list-style-type:none;"> 2.&nbsp;&nbsp;&nbsp;Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n  <li style="list-style-type:none;"> 3.&nbsp;&nbsp;&nbsp;Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.  </li>\r\n         <div style="padding-left:40px;">a.&nbsp;&nbsp;&nbsp; Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\n        b.&nbsp;&nbsp;&nbsp; Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\n        c.&nbsp;&nbsp;&nbsp; Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n  <li style="list-style-type:none;"> 4.&nbsp;&nbsp;&nbsp;Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n    • Creating a work environment that promotes transparent and frank contact\r\n    • Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n    • Ensure that there is as much natural light as possible in the work room.</li>\r\n   <li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n<li style="list-style-type:none;">6.&nbsp;&nbsp;&nbsp;Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li>\r\n\r\n</ul>\r\n\r\n\r\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'How to promote Mental Health and Well-Being at Work?', '', 'inherit', 'closed', 'closed', '', '567-revision-v1', '', '', '2021-02-26 13:17:59', '2021-02-26 13:17:59', '', 567, 'https://www.occucare.co.in/blog/567-revision-v1', 0, 'revision', '', 0),
(585, 1, '2021-02-26 13:22:16', '2021-02-26 13:22:16', '<a href="https://www.occucare.co.in/blog/How to promote Mental Health and Well-Being at Work?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\r\n\r\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency,<!--moreRead more &gt;--> strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\r\n\r\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\r\n\r\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\r\n\r\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\r\n\r\n <ul>\r\n   <li style="list-style-type:none;">1.&nbsp;&nbsp;&nbsp; Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\r\n\r\n  <li style="list-style-type:none;"> 2.&nbsp;&nbsp;&nbsp;Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n\r\n  <li style="list-style-type:none;"> 3.&nbsp;&nbsp;&nbsp;Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.  </li>\r\n         <div style="padding-left:40px;">a.&nbsp;&nbsp;&nbsp; Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\n        b.&nbsp;&nbsp;&nbsp; Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\n        c.&nbsp;&nbsp;&nbsp; Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n\r\n  <li style="list-style-type:none;"> 4.&nbsp;&nbsp;&nbsp;Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n    • Creating a work environment that promotes transparent and frank contact\r\n    • Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n    • Ensure that there is as much natural light as possible in the work room.</li>\r\n\r\n   <li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n\r\n<li style="list-style-type:none;">6.&nbsp;&nbsp;&nbsp;Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li></ul>\r\n\r\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'How to promote Mental Health and Well-Being at Work?', '', 'inherit', 'closed', 'closed', '', '567-revision-v1', '', '', '2021-02-26 13:22:16', '2021-02-26 13:22:16', '', 567, 'https://www.occucare.co.in/blog/567-revision-v1', 0, 'revision', '', 0),
(589, 1, '2021-03-24 11:09:19', '2021-03-24 11:09:19', '<a href="https://www.occucare.co.in/blog/Occupational-Health-Safety-in-SMEs-of-India"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-591" /></a>\r\n\r\n\r\n<p>The Indian SME division provides 45% of industrial production and 40 % of the nation’s total exportation.<!--moreRead more &gt;--> It consequently plays an essential part in the progression of the economy by presenting Indian entrepreneurship to the world. In another word, SMEs plays an important role in economic extension for India. There are approx 30 million SMEs in India who hire more than 60 million people by producing a large number of jobs per annum. After the agriculture industry, small companies are the second largest employer of human resources.\r\nThe biggest challenge across this sector is to manage the employee''s health as the health of employees for any company is important in many matters. Small and Medium Enterprises, face challenges with medical surveillance, risk assessment and medical examination of their employees.</p>\r\n\r\n<p>Employees in SMEs are working in Dangerous conditions and more likely to get injured if focus from work is diverted, so in this working conditions employees health should be utmost priority for the SMEs as they are boosting world wide. Several nations have commented on the potential of SMEs, and they judge the profession and economic growth to a great extent based on these companies. The objective of this blog is to share general conclusions on effective ways to prevent occupational illnesses, injuries in SMEs and to gain information related to work, wellbeing, health amenities, health knowledge and occupational health & safety management. The chapter also aims to facilitate considering an informational prospect about Occucare Occupational Health and Safety Management Systems.</p>\r\n\r\n<p>The<a href="https://www.occucare.co.in/"> Occucare occupational health management software</a> is designed to keep track of employee health data at very ease. Occupational health management software keeps track of all health and safety-related data and provides the platform for analysis and trending reports to manage the health and clinical data of your employees.</p>\r\n\r\n<p>The Occucare health Management solution includes a variety of modules that consist of the following fields: OPD and OPD reports, OPD dashboard, Almost all Lab Tests, OHC Visits record, Biomedical waste management, Immunization management, Employee reimbursement, Audit, Asset management, OHC incident reporting and management, Inventory management (Medicine, Lab chemicals, medical equipment, etc), Front office (includes Appointment and patient registration), Medical Examination, Medical surveillance, Medical examination reports, Medical examination scheduling of employees, Diagnostic module (Lab test results are updated), Medical review module, First aid, Pharmacy, Employee management, Pre-joinee management, LSD tracker, OHC expense management, Ambulance management, Canteen and Pantry management, Employee wellness, etc.</p>\r\n\r\n<p>SMEs of India should focus on their employee''s health as it is the fastest-growing sector. For an enterprise, their employee health should be the top priority so, in this blog, we would suggest all the SMEs of India or all over the world to consider Occucare health management software. SMEs can save a lot of money by implementing health management software as its very cost-effective. There is smart functionality in the software such as recording OPD records, Medical examination and inventory management, etc.\r\n</p>\r\n\r\n<p>The medical examination module in Occucare health management software enables enterprises to store medical examination data in the system. It also generates several reports related to the medical examination data of employees. The Examination module consists of a flow which is scheduling an examination of employees through the software itself. Then the medical examination data is imported into the system. According to the medical data of the employees, a health index is generated which relate to health score. Upper management can analyse the health data of their employees. It also helps them to analyse the health data of employees so that measures can be taken to control the employee''s health.</p>\r\n\r\n<p>Maintaining basic details of employees will now be easier with OccuCare software which allows SMEs to enter the employee''s detail and manage their data. Employees data is highly secured in the system and other than enterprise as no one can access it. It can be accessed by the authority from anywhere as it is web-based software.</p>\r\n\r\n<p>Medical history screen allows enterprises to analyse the employee health data from one single page and also have the functionality known as examination counselling, it allows user to counsel the employees and at the same time sending the examination counselling detail to employees on their Email Id. It helps the enterprise to improve their employee''s health and ensure that no one in the company is ill.</p>\r\n\r\n<p>The reimbursement process in registers is very difficult to maintain nowadays as digital technology has taken over it. Our OccuCare health management software stores all the data related to employees reimbursement. Expense details tracking for SMEs is very important so keeping in mind, we have also included the expense tracking functionality in which expense details can be stored as well as tracked also.</p>\r\n\r\n<p>The most important function which Occucare includes is the Safety module which can record the Accident details of employees in the company. It stores data like Incident Time, Reporting Time, Place of Incident, Nature And Extent Of Injury, Activity While Accident, PPE Used or not, Treatment type and the Body part affected. These details can be stored which are useful to analyze the incident details which helps enterprises to minimize the incident at their workplace.</p>', 'Occupational Health & Safety in SMEs of India', '', 'publish', 'open', 'open', '', 'occupational-health-safety-in-smes-of-india', '', '', '2021-03-24 13:24:14', '2021-03-24 13:24:14', '', 0, 'https://www.occucare.co.in/blog/?p=589', 0, 'post', '', 0),
(591, 1, '2021-03-24 11:08:44', '2021-03-24 11:08:44', '', 'Occupational Health & Safety in SMEs of India', '', 'inherit', 'open', 'closed', '', 'occupational-health-safety-in-smes-of-india', '', '', '2021-03-24 11:08:44', '2021-03-24 11:08:44', '', 589, 'https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg', 0, 'attachment', 'image/jpeg', 0),
(592, 1, '2021-03-24 11:09:19', '2021-03-24 11:09:19', '<a href="https://www.occucare.co.in/blog/Occupational-Health-Safety-in-SMEs-of-India.jpg"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-591" /></a>\r\n\r\n\r\n\r\n<a href="https://www.occucare.co.in/blog/How to promote Mental Health and Well-Being at Work?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\r\n\r\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency,<!--moreRead more &gt;--> strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\r\n\r\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\r\n\r\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\r\n\r\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\r\n\r\n <ul>\r\n   <li style="list-style-type:none;">1.&nbsp;&nbsp;&nbsp; Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\r\n\r\n  <li style="list-style-type:none;"> 2.&nbsp;&nbsp;&nbsp;Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n\r\n  <li style="list-style-type:none;"> 3.&nbsp;&nbsp;&nbsp;Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.  </li>\r\n         <div style="padding-left:40px;">a.&nbsp;&nbsp;&nbsp; Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\n        b.&nbsp;&nbsp;&nbsp; Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\n        c.&nbsp;&nbsp;&nbsp; Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n\r\n  <li style="list-style-type:none;"> 4.&nbsp;&nbsp;&nbsp;Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n    • Creating a work environment that promotes transparent and frank contact\r\n    • Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n    • Ensure that there is as much natural light as possible in the work room.</li>\r\n\r\n   <li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n\r\n<li style="list-style-type:none;">6.&nbsp;&nbsp;&nbsp;Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li></ul>\r\n\r\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'Occupational Health & Safety in SMEs of India', '', 'inherit', 'closed', 'closed', '', '589-revision-v1', '', '', '2021-03-24 11:09:19', '2021-03-24 11:09:19', '', 589, 'https://www.occucare.co.in/blog/589-revision-v1', 0, 'revision', '', 0),
(593, 1, '2021-04-02 05:15:45', '2021-04-02 05:15:45', '<a href="https://www.occucare.co.in/blog/Occupational-Health-Safety-in-SMEs-of-India"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-591" /></a>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n<p>The Indian SME division provides 45% of industrial production and 40 % of the nation’s total exportation.<!--moreRead more &gt;--> It consequently plays an essential part in the progression of the economy by presenting Indian entrepreneurship to the world. In another word, SMEs plays an important role in economic extension for India. There are approx 30 million SMEs in India who hire more than 60 million people by producing a large number of jobs per annum. After the agriculture industry, small companies are the second largest employer of human resources.\nThe biggest challenge across this sector is to manage the employee''s health as the health of employees for any company is important in many matters. Small and Medium Enterprises, face challenges with medical surveillance, risk assessment and medical examination of their employees.</p>\n\n<p>Employees in SMEs are working in Dangerous conditions and more likely to get injured if focus from work is diverted, so in this working conditions employees health should be utmost priority for the SMEs as they are boosting world wide. Several nations have commented on the potential of SMEs, and they judge the profession and economic growth to a great extent based on these companies. The objective of this blog is to share general conclusions on effective ways to prevent occupational illnesses, injuries in SMEs and to gain information related to work, wellbeing, health amenities, health knowledge and occupational health & safety management. The chapter also aims to facilitate considering an informational prospect about Occucare Occupational Health and Safety Management Systems.</p>\n\n<p>The<a href="https://www.occucare.co.in/"> Occucare occupational health management software</a> is designed to keep track of employee health data at very ease. Occupational health management software keeps track of all health and safety-related data and provides the platform for analysis and trending reports to manage the health and clinical data of your employees.</p>\n\n<p>The Occucare health Management solution includes a variety of modules that consist of the following fields: OPD and OPD reports, OPD dashboard, Almost all Lab Tests, OHC Visits record, Biomedical waste management, Immunization management, Employee reimbursement, Audit, Asset management, OHC incident reporting and management, Inventory management (Medicine, Lab chemicals, medical equipment, etc), Front office (includes Appointment and patient registration), Medical Examination, Medical surveillance, Medical examination reports, Medical examination scheduling of employees, Diagnostic module (Lab test results are updated), Medical review module, First aid, Pharmacy, Employee management, Pre-joinee management, LSD tracker, OHC expense management, Ambulance management, Canteen and Pantry management, Employee wellness, etc.</p>\n\n<p>SMEs of India should focus on their employee''s health as it is the fastest-growing sector. For an enterprise, their employee health should be the top priority so, in this blog, we would suggest all the SMEs of India or all over the world to consider Occucare health management software. SMEs can save a lot of money by implementing health management software as its very cost-effective. There is smart functionality in the software such as recording OPD records, Medical examination and inventory management, etc.\n</p>\n\n<p>The medical examination module in Occucare health management software enables enterprises to store medical examination data in the system. It also generates several reports related to the medical examination data of employees. The Examination module consists of a flow which is scheduling an examination of employees through the software itself. Then the medical examination data is imported into the system. According to the medical data of the employees, a health index is generated which relate to health score. Upper management can analyse the health data of their employees. It also helps them to analyse the health data of employees so that measures can be taken to control the employee''s health.</p>\n\n<p>Maintaining basic details of employees will now be easier with OccuCare software which allows SMEs to enter the employee''s detail and manage their data. Employees data is highly secured in the system and other than enterprise as no one can access it. It can be accessed by the authority from anywhere as it is web-based software.</p>\n\n<p>Medical history screen allows enterprises to analyse the employee health data from one single page and also have the functionality known as examination counselling, it allows user to counsel the employees and at the same time sending the examination counselling detail to employees on their Email Id. It helps the enterprise to improve their employee''s health and ensure that no one in the company is ill.</p>\n\n<p>The reimbursement process in registers is very difficult to maintain nowadays as digital technology has taken over it. Our OccuCare health management software stores all the data related to employees reimbursement. Expense details tracking for SMEs is very important so keeping in mind, we have also included the expense tracking functionality in which expense details can be stored as well as tracked also.</p>\n\n<p>The most important function which Occucare includes is the Safety module which can record the Accident details of employees in the company. It stores data like Incident Time, Reporting Time, Place of Incident, Nature And Extent Of Injury, Activity While Accident, PPE Used or not, Treatment type and the Body part affected. These details can be stored which are useful to analyze the incident details which helps enterprises to minimize the incident at their workplace.</p>', 'Occupational Health & Safety in SMEs of India', '', 'inherit', 'closed', 'closed', '', '589-autosave-v1', '', '', '2021-04-02 05:15:45', '2021-04-02 05:15:45', '', 589, 'https://www.occucare.co.in/blog/589-autosave-v1', 0, 'revision', '', 0),
(594, 1, '2021-03-24 11:15:29', '2021-03-24 11:15:29', '<a href="https://www.occucare.co.in/blog/Occupational-Health-Safety-in-SMEs-of-India.jpg"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-591" /></a>\r\n\r\n\r\n\r\n<a href="https://www.occucare.co.in/blog/How to promote Mental Health and Well-Being at Work?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\r\n\r\n<p>The Indian SME division provides 45% of industrial production and 40 % of the nation’s total exportation. It consequently plays an essential part in the progression of the economy by presenting Indian entrepreneurship to the world. In another word, SMEs plays an important role in economic extension for India. There are approx 30 million SMEs in India who hire more than 60 million people by producing a large number of jobs per annum. After the agriculture industry, small companies are the second largest employer of human resources.\r\nThe biggest challenge across this sector is to manage the employee''s health as the health of employees for any company is important in many matters. Small and Medium Enterprises, face challenges with medical surveillance, risk assessment and medical examination of their employees.</p>\r\n\r\n<p>Employees in SMEs are working in Dangerous conditions and more likely to get injured if focus from work is diverted, so in this working conditions employees health should be utmost priority for the SMEs as they are boosting world wide. Several nations have commented on the potential of SMEs, and they judge the profession and economic growth to a great extent based on these companies. The objective of this blog is to share general conclusions on effective ways to prevent occupational illnesses, injuries in SMEs and to gain information related to work, wellbeing, health amenities, health knowledge and occupational health & safety management. The chapter also aims to facilitate considering an informational prospect about Occucare Occupational Health and Safety Management Systems.</p>\r\n\r\n<p>The Occucare occupational health management software is designed to keep track of employee health data at very ease. Occupational health management software keeps track of all health and safety-related data and provides the platform for analysis and trending reports to manage the health and clinical data of your employees.</p>\r\n\r\n<p>The Occucare health Management solution includes a variety of modules that consist of the following fields: OPD and OPD reports, OPD dashboard, Almost all Lab Tests, OHC Visits record, Biomedical waste management, Immunization management, Employee reimbursement, Audit, Asset management, OHC incident reporting and management, Inventory management (Medicine, Lab chemicals, medical equipment, etc), Front office (includes Appointment and patient registration), Medical Examination, Medical surveillance, Medical examination reports, Medical examination scheduling of employees, Diagnostic module (Lab test results are updated), Medical review module, First aid, Pharmacy, Employee management, Pre-joinee management, LSD tracker, OHC expense management, Ambulance management, Canteen and Pantry management, Employee wellness, etc.</p>\r\n\r\n<p>SMEs of India should focus on their employee''s health as it is the fastest-growing sector. For an enterprise, their employee health should be the top priority so, in this blog, we would suggest all the SMEs of India or all over the world to consider Occucare health management software. SMEs can save a lot of money by implementing health management software as its very cost-effective. There is smart functionality in the software such as recording OPD records, Medical examination and inventory management, etc.\r\n</p>\r\n\r\n<p>The medical examination module in Occucare health management software enables enterprises to store medical examination data in the system. It also generates several reports related to the medical examination data of employees. The Examination module consists of a flow which is scheduling an examination of employees through the software itself. Then the medical examination data is imported into the system. According to the medical data of the employees, a health index is generated which relate to health score. Upper management can analyse the health data of their employees. It also helps them to analyse the health data of employees so that measures can be taken to control the employee''s health.</p>\r\n\r\n<p>Maintaining basic details of employees will now be easier with OccuCare software which allows SMEs to enter the employee''s detail and manage their data. Employees data is highly secured in the system and other than enterprise as no one can access it. It can be accessed by the authority from anywhere as it is web-based software.</p>\r\n\r\n<p>Medical history screen allows enterprises to analyse the employee health data from one single page and also have the functionality known as examination counselling, it allows user to counsel the employees and at the same time sending the examination counselling detail to employees on their Email Id. It helps the enterprise to improve their employee''s health and ensure that no one in the company is ill.</p>\r\n\r\n<p>The reimbursement process in registers is very difficult to maintain nowadays as digital technology has taken over it. Our OccuCare health management software stores all the data related to employees reimbursement. Expense details tracking for SMEs is very important so keeping in mind, we have also included the expense tracking functionality in which expense details can be stored as well as tracked also.</p>\r\n\r\n<p>The most important function which Occucare includes is the Safety module which can record the Accident details of employees in the company. It stores data like Incident Time, Reporting Time, Place of Incident, Nature And Extent Of Injury, Activity While Accident, PPE Used or not, Treatment type and the Body part affected. These details can be stored which are useful to analyze the incident details which helps enterprises to minimize the incident at their workplace.</p>', 'Occupational Health & Safety in SMEs of India', '', 'inherit', 'closed', 'closed', '', '589-revision-v1', '', '', '2021-03-24 11:15:29', '2021-03-24 11:15:29', '', 589, 'https://www.occucare.co.in/blog/589-revision-v1', 0, 'revision', '', 0),
(596, 1, '2021-03-24 11:19:25', '2021-03-24 11:19:25', '<a href="https://www.occucare.co.in/blog/Occupational-Health-Safety-in-SMEs-of-India"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-591" /></a>\r\n\r\n\r\n<p>The Indian SME division provides 45% of industrial production and 40 % of the nation’s total exportation. It consequently plays an essential part in the progression of the economy by presenting Indian entrepreneurship to the world. In another word, SMEs plays an important role in economic extension for India. There are approx 30 million SMEs in India who hire more than 60 million people by producing a large number of jobs per annum. After the agriculture industry, small companies are the second largest employer of human resources.\r\nThe biggest challenge across this sector is to manage the employee''s health as the health of employees for any company is important in many matters. Small and Medium Enterprises, face challenges with medical surveillance, risk assessment and medical examination of their employees.</p>\r\n\r\n<p>Employees in SMEs are working in Dangerous conditions and more likely to get injured if focus from work is diverted, so in this working conditions employees health should be utmost priority for the SMEs as they are boosting world wide. Several nations have commented on the potential of SMEs, and they judge the profession and economic growth to a great extent based on these companies. The objective of this blog is to share general conclusions on effective ways to prevent occupational illnesses, injuries in SMEs and to gain information related to work, wellbeing, health amenities, health knowledge and occupational health & safety management. The chapter also aims to facilitate considering an informational prospect about Occucare Occupational Health and Safety Management Systems.</p>\r\n\r\n<p>The Occucare occupational health management software is designed to keep track of employee health data at very ease. Occupational health management software keeps track of all health and safety-related data and provides the platform for analysis and trending reports to manage the health and clinical data of your employees.</p>\r\n\r\n<p>The Occucare health Management solution includes a variety of modules that consist of the following fields: OPD and OPD reports, OPD dashboard, Almost all Lab Tests, OHC Visits record, Biomedical waste management, Immunization management, Employee reimbursement, Audit, Asset management, OHC incident reporting and management, Inventory management (Medicine, Lab chemicals, medical equipment, etc), Front office (includes Appointment and patient registration), Medical Examination, Medical surveillance, Medical examination reports, Medical examination scheduling of employees, Diagnostic module (Lab test results are updated), Medical review module, First aid, Pharmacy, Employee management, Pre-joinee management, LSD tracker, OHC expense management, Ambulance management, Canteen and Pantry management, Employee wellness, etc.</p>\r\n\r\n<p>SMEs of India should focus on their employee''s health as it is the fastest-growing sector. For an enterprise, their employee health should be the top priority so, in this blog, we would suggest all the SMEs of India or all over the world to consider Occucare health management software. SMEs can save a lot of money by implementing health management software as its very cost-effective. There is smart functionality in the software such as recording OPD records, Medical examination and inventory management, etc.\r\n</p>\r\n\r\n<p>The medical examination module in Occucare health management software enables enterprises to store medical examination data in the system. It also generates several reports related to the medical examination data of employees. The Examination module consists of a flow which is scheduling an examination of employees through the software itself. Then the medical examination data is imported into the system. According to the medical data of the employees, a health index is generated which relate to health score. Upper management can analyse the health data of their employees. It also helps them to analyse the health data of employees so that measures can be taken to control the employee''s health.</p>\r\n\r\n<p>Maintaining basic details of employees will now be easier with OccuCare software which allows SMEs to enter the employee''s detail and manage their data. Employees data is highly secured in the system and other than enterprise as no one can access it. It can be accessed by the authority from anywhere as it is web-based software.</p>\r\n\r\n<p>Medical history screen allows enterprises to analyse the employee health data from one single page and also have the functionality known as examination counselling, it allows user to counsel the employees and at the same time sending the examination counselling detail to employees on their Email Id. It helps the enterprise to improve their employee''s health and ensure that no one in the company is ill.</p>\r\n\r\n<p>The reimbursement process in registers is very difficult to maintain nowadays as digital technology has taken over it. Our OccuCare health management software stores all the data related to employees reimbursement. Expense details tracking for SMEs is very important so keeping in mind, we have also included the expense tracking functionality in which expense details can be stored as well as tracked also.</p>\r\n\r\n<p>The most important function which Occucare includes is the Safety module which can record the Accident details of employees in the company. It stores data like Incident Time, Reporting Time, Place of Incident, Nature And Extent Of Injury, Activity While Accident, PPE Used or not, Treatment type and the Body part affected. These details can be stored which are useful to analyze the incident details which helps enterprises to minimize the incident at their workplace.</p>', 'Occupational Health & Safety in SMEs of India', '', 'inherit', 'closed', 'closed', '', '589-revision-v1', '', '', '2021-03-24 11:19:25', '2021-03-24 11:19:25', '', 589, 'https://www.occucare.co.in/blog/589-revision-v1', 0, 'revision', '', 0);
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(598, 1, '2021-03-24 11:20:34', '2021-03-24 11:20:34', '<a href="https://www.occucare.co.in/blog/Occupational-Health-Safety-in-SMEs-of-India"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-591" /></a>\r\n\r\n\r\n<p>The Indian SME division provides 45% of industrial production and 40 % of the nation’s total exportation.<!--moreRead more &gt;--> It consequently plays an essential part in the progression of the economy by presenting Indian entrepreneurship to the world. In another word, SMEs plays an important role in economic extension for India. There are approx 30 million SMEs in India who hire more than 60 million people by producing a large number of jobs per annum. After the agriculture industry, small companies are the second largest employer of human resources.\r\nThe biggest challenge across this sector is to manage the employee''s health as the health of employees for any company is important in many matters. Small and Medium Enterprises, face challenges with medical surveillance, risk assessment and medical examination of their employees.</p>\r\n\r\n<p>Employees in SMEs are working in Dangerous conditions and more likely to get injured if focus from work is diverted, so in this working conditions employees health should be utmost priority for the SMEs as they are boosting world wide. Several nations have commented on the potential of SMEs, and they judge the profession and economic growth to a great extent based on these companies. The objective of this blog is to share general conclusions on effective ways to prevent occupational illnesses, injuries in SMEs and to gain information related to work, wellbeing, health amenities, health knowledge and occupational health & safety management. The chapter also aims to facilitate considering an informational prospect about Occucare Occupational Health and Safety Management Systems.</p>\r\n\r\n<p>The Occucare occupational health management software is designed to keep track of employee health data at very ease. Occupational health management software keeps track of all health and safety-related data and provides the platform for analysis and trending reports to manage the health and clinical data of your employees.</p>\r\n\r\n<p>The Occucare health Management solution includes a variety of modules that consist of the following fields: OPD and OPD reports, OPD dashboard, Almost all Lab Tests, OHC Visits record, Biomedical waste management, Immunization management, Employee reimbursement, Audit, Asset management, OHC incident reporting and management, Inventory management (Medicine, Lab chemicals, medical equipment, etc), Front office (includes Appointment and patient registration), Medical Examination, Medical surveillance, Medical examination reports, Medical examination scheduling of employees, Diagnostic module (Lab test results are updated), Medical review module, First aid, Pharmacy, Employee management, Pre-joinee management, LSD tracker, OHC expense management, Ambulance management, Canteen and Pantry management, Employee wellness, etc.</p>\r\n\r\n<p>SMEs of India should focus on their employee''s health as it is the fastest-growing sector. For an enterprise, their employee health should be the top priority so, in this blog, we would suggest all the SMEs of India or all over the world to consider Occucare health management software. SMEs can save a lot of money by implementing health management software as its very cost-effective. There is smart functionality in the software such as recording OPD records, Medical examination and inventory management, etc.\r\n</p>\r\n\r\n<p>The medical examination module in Occucare health management software enables enterprises to store medical examination data in the system. It also generates several reports related to the medical examination data of employees. The Examination module consists of a flow which is scheduling an examination of employees through the software itself. Then the medical examination data is imported into the system. According to the medical data of the employees, a health index is generated which relate to health score. Upper management can analyse the health data of their employees. It also helps them to analyse the health data of employees so that measures can be taken to control the employee''s health.</p>\r\n\r\n<p>Maintaining basic details of employees will now be easier with OccuCare software which allows SMEs to enter the employee''s detail and manage their data. Employees data is highly secured in the system and other than enterprise as no one can access it. It can be accessed by the authority from anywhere as it is web-based software.</p>\r\n\r\n<p>Medical history screen allows enterprises to analyse the employee health data from one single page and also have the functionality known as examination counselling, it allows user to counsel the employees and at the same time sending the examination counselling detail to employees on their Email Id. It helps the enterprise to improve their employee''s health and ensure that no one in the company is ill.</p>\r\n\r\n<p>The reimbursement process in registers is very difficult to maintain nowadays as digital technology has taken over it. Our OccuCare health management software stores all the data related to employees reimbursement. Expense details tracking for SMEs is very important so keeping in mind, we have also included the expense tracking functionality in which expense details can be stored as well as tracked also.</p>\r\n\r\n<p>The most important function which Occucare includes is the Safety module which can record the Accident details of employees in the company. It stores data like Incident Time, Reporting Time, Place of Incident, Nature And Extent Of Injury, Activity While Accident, PPE Used or not, Treatment type and the Body part affected. These details can be stored which are useful to analyze the incident details which helps enterprises to minimize the incident at their workplace.</p>', 'Occupational Health & Safety in SMEs of India', '', 'inherit', 'closed', 'closed', '', '589-revision-v1', '', '', '2021-03-24 11:20:34', '2021-03-24 11:20:34', '', 589, 'https://www.occucare.co.in/blog/589-revision-v1', 0, 'revision', '', 0),
(599, 1, '2021-03-24 11:24:16', '2021-03-24 11:24:16', '<a href="https://www.occucare.co.in/blog/Occupational-Health-Safety-in-SMEs-of-India"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-591" /></a>\r\n\r\n\r\n<p>The Indian SME division provides 45% of industrial production and 40 % of the nation’s total exportation. It consequently plays an essential part in the progression of the economy by presenting Indian entrepreneurship to the world. In another word, SMEs plays an important role in economic extension for India. <!--moreRead more &gt;-->There are approx 30 million SMEs in India who hire more than 60 million people by producing a large number of jobs per annum. After the agriculture industry, small companies are the second largest employer of human resources.\r\nThe biggest challenge across this sector is to manage the employee''s health as the health of employees for any company is important in many matters. Small and Medium Enterprises, face challenges with medical surveillance, risk assessment and medical examination of their employees.</p>\r\n\r\n<p>Employees in SMEs are working in Dangerous conditions and more likely to get injured if focus from work is diverted, so in this working conditions employees health should be utmost priority for the SMEs as they are boosting world wide. Several nations have commented on the potential of SMEs, and they judge the profession and economic growth to a great extent based on these companies. The objective of this blog is to share general conclusions on effective ways to prevent occupational illnesses, injuries in SMEs and to gain information related to work, wellbeing, health amenities, health knowledge and occupational health & safety management. The chapter also aims to facilitate considering an informational prospect about Occucare Occupational Health and Safety Management Systems.</p>\r\n\r\n<p>The Occucare occupational health management software is designed to keep track of employee health data at very ease. Occupational health management software keeps track of all health and safety-related data and provides the platform for analysis and trending reports to manage the health and clinical data of your employees.</p>\r\n\r\n<p>The Occucare health Management solution includes a variety of modules that consist of the following fields: OPD and OPD reports, OPD dashboard, Almost all Lab Tests, OHC Visits record, Biomedical waste management, Immunization management, Employee reimbursement, Audit, Asset management, OHC incident reporting and management, Inventory management (Medicine, Lab chemicals, medical equipment, etc), Front office (includes Appointment and patient registration), Medical Examination, Medical surveillance, Medical examination reports, Medical examination scheduling of employees, Diagnostic module (Lab test results are updated), Medical review module, First aid, Pharmacy, Employee management, Pre-joinee management, LSD tracker, OHC expense management, Ambulance management, Canteen and Pantry management, Employee wellness, etc.</p>\r\n\r\n<p>SMEs of India should focus on their employee''s health as it is the fastest-growing sector. For an enterprise, their employee health should be the top priority so, in this blog, we would suggest all the SMEs of India or all over the world to consider Occucare health management software. SMEs can save a lot of money by implementing health management software as its very cost-effective. There is smart functionality in the software such as recording OPD records, Medical examination and inventory management, etc.\r\n</p>\r\n\r\n<p>The medical examination module in Occucare health management software enables enterprises to store medical examination data in the system. It also generates several reports related to the medical examination data of employees. The Examination module consists of a flow which is scheduling an examination of employees through the software itself. Then the medical examination data is imported into the system. According to the medical data of the employees, a health index is generated which relate to health score. Upper management can analyse the health data of their employees. It also helps them to analyse the health data of employees so that measures can be taken to control the employee''s health.</p>\r\n\r\n<p>Maintaining basic details of employees will now be easier with OccuCare software which allows SMEs to enter the employee''s detail and manage their data. Employees data is highly secured in the system and other than enterprise as no one can access it. It can be accessed by the authority from anywhere as it is web-based software.</p>\r\n\r\n<p>Medical history screen allows enterprises to analyse the employee health data from one single page and also have the functionality known as examination counselling, it allows user to counsel the employees and at the same time sending the examination counselling detail to employees on their Email Id. It helps the enterprise to improve their employee''s health and ensure that no one in the company is ill.</p>\r\n\r\n<p>The reimbursement process in registers is very difficult to maintain nowadays as digital technology has taken over it. Our OccuCare health management software stores all the data related to employees reimbursement. Expense details tracking for SMEs is very important so keeping in mind, we have also included the expense tracking functionality in which expense details can be stored as well as tracked also.</p>\r\n\r\n<p>The most important function which Occucare includes is the Safety module which can record the Accident details of employees in the company. It stores data like Incident Time, Reporting Time, Place of Incident, Nature And Extent Of Injury, Activity While Accident, PPE Used or not, Treatment type and the Body part affected. These details can be stored which are useful to analyze the incident details which helps enterprises to minimize the incident at their workplace.</p>', 'Occupational Health & Safety in SMEs of India', '', 'inherit', 'closed', 'closed', '', '589-revision-v1', '', '', '2021-03-24 11:24:16', '2021-03-24 11:24:16', '', 589, 'https://www.occucare.co.in/blog/589-revision-v1', 0, 'revision', '', 0),
(600, 1, '2021-03-24 11:24:33', '2021-03-24 11:24:33', '<a href="https://www.occucare.co.in/blog/Occupational-Health-Safety-in-SMEs-of-India"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-591" /></a>\r\n\r\n\r\n<p>The Indian SME division provides 45% of industrial production and 40 % of the nation’s total exportation. It consequently plays an essential part in the progression of the economy by presenting Indian entrepreneurship to the world.<!--moreRead more &gt;--> In another word, SMEs plays an important role in economic extension for India. There are approx 30 million SMEs in India who hire more than 60 million people by producing a large number of jobs per annum. After the agriculture industry, small companies are the second largest employer of human resources.\r\nThe biggest challenge across this sector is to manage the employee''s health as the health of employees for any company is important in many matters. Small and Medium Enterprises, face challenges with medical surveillance, risk assessment and medical examination of their employees.</p>\r\n\r\n<p>Employees in SMEs are working in Dangerous conditions and more likely to get injured if focus from work is diverted, so in this working conditions employees health should be utmost priority for the SMEs as they are boosting world wide. Several nations have commented on the potential of SMEs, and they judge the profession and economic growth to a great extent based on these companies. The objective of this blog is to share general conclusions on effective ways to prevent occupational illnesses, injuries in SMEs and to gain information related to work, wellbeing, health amenities, health knowledge and occupational health & safety management. The chapter also aims to facilitate considering an informational prospect about Occucare Occupational Health and Safety Management Systems.</p>\r\n\r\n<p>The Occucare occupational health management software is designed to keep track of employee health data at very ease. Occupational health management software keeps track of all health and safety-related data and provides the platform for analysis and trending reports to manage the health and clinical data of your employees.</p>\r\n\r\n<p>The Occucare health Management solution includes a variety of modules that consist of the following fields: OPD and OPD reports, OPD dashboard, Almost all Lab Tests, OHC Visits record, Biomedical waste management, Immunization management, Employee reimbursement, Audit, Asset management, OHC incident reporting and management, Inventory management (Medicine, Lab chemicals, medical equipment, etc), Front office (includes Appointment and patient registration), Medical Examination, Medical surveillance, Medical examination reports, Medical examination scheduling of employees, Diagnostic module (Lab test results are updated), Medical review module, First aid, Pharmacy, Employee management, Pre-joinee management, LSD tracker, OHC expense management, Ambulance management, Canteen and Pantry management, Employee wellness, etc.</p>\r\n\r\n<p>SMEs of India should focus on their employee''s health as it is the fastest-growing sector. For an enterprise, their employee health should be the top priority so, in this blog, we would suggest all the SMEs of India or all over the world to consider Occucare health management software. SMEs can save a lot of money by implementing health management software as its very cost-effective. There is smart functionality in the software such as recording OPD records, Medical examination and inventory management, etc.\r\n</p>\r\n\r\n<p>The medical examination module in Occucare health management software enables enterprises to store medical examination data in the system. It also generates several reports related to the medical examination data of employees. The Examination module consists of a flow which is scheduling an examination of employees through the software itself. Then the medical examination data is imported into the system. According to the medical data of the employees, a health index is generated which relate to health score. Upper management can analyse the health data of their employees. It also helps them to analyse the health data of employees so that measures can be taken to control the employee''s health.</p>\r\n\r\n<p>Maintaining basic details of employees will now be easier with OccuCare software which allows SMEs to enter the employee''s detail and manage their data. Employees data is highly secured in the system and other than enterprise as no one can access it. It can be accessed by the authority from anywhere as it is web-based software.</p>\r\n\r\n<p>Medical history screen allows enterprises to analyse the employee health data from one single page and also have the functionality known as examination counselling, it allows user to counsel the employees and at the same time sending the examination counselling detail to employees on their Email Id. It helps the enterprise to improve their employee''s health and ensure that no one in the company is ill.</p>\r\n\r\n<p>The reimbursement process in registers is very difficult to maintain nowadays as digital technology has taken over it. Our OccuCare health management software stores all the data related to employees reimbursement. Expense details tracking for SMEs is very important so keeping in mind, we have also included the expense tracking functionality in which expense details can be stored as well as tracked also.</p>\r\n\r\n<p>The most important function which Occucare includes is the Safety module which can record the Accident details of employees in the company. It stores data like Incident Time, Reporting Time, Place of Incident, Nature And Extent Of Injury, Activity While Accident, PPE Used or not, Treatment type and the Body part affected. These details can be stored which are useful to analyze the incident details which helps enterprises to minimize the incident at their workplace.</p>', 'Occupational Health & Safety in SMEs of India', '', 'inherit', 'closed', 'closed', '', '589-revision-v1', '', '', '2021-03-24 11:24:33', '2021-03-24 11:24:33', '', 589, 'https://www.occucare.co.in/blog/589-revision-v1', 0, 'revision', '', 0),
(601, 1, '2021-03-24 11:24:54', '2021-03-24 11:24:54', '<a href="https://www.occucare.co.in/blog/Occupational-Health-Safety-in-SMEs-of-India"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-591" /></a>\r\n\r\n\r\n<p>The Indian SME division provides 45% of industrial production and 40 % of the nation’s total exportation.<!--moreRead more &gt;--> It consequently plays an essential part in the progression of the economy by presenting Indian entrepreneurship to the world. In another word, SMEs plays an important role in economic extension for India. There are approx 30 million SMEs in India who hire more than 60 million people by producing a large number of jobs per annum. After the agriculture industry, small companies are the second largest employer of human resources.\r\nThe biggest challenge across this sector is to manage the employee''s health as the health of employees for any company is important in many matters. Small and Medium Enterprises, face challenges with medical surveillance, risk assessment and medical examination of their employees.</p>\r\n\r\n<p>Employees in SMEs are working in Dangerous conditions and more likely to get injured if focus from work is diverted, so in this working conditions employees health should be utmost priority for the SMEs as they are boosting world wide. Several nations have commented on the potential of SMEs, and they judge the profession and economic growth to a great extent based on these companies. The objective of this blog is to share general conclusions on effective ways to prevent occupational illnesses, injuries in SMEs and to gain information related to work, wellbeing, health amenities, health knowledge and occupational health & safety management. The chapter also aims to facilitate considering an informational prospect about Occucare Occupational Health and Safety Management Systems.</p>\r\n\r\n<p>The Occucare occupational health management software is designed to keep track of employee health data at very ease. Occupational health management software keeps track of all health and safety-related data and provides the platform for analysis and trending reports to manage the health and clinical data of your employees.</p>\r\n\r\n<p>The Occucare health Management solution includes a variety of modules that consist of the following fields: OPD and OPD reports, OPD dashboard, Almost all Lab Tests, OHC Visits record, Biomedical waste management, Immunization management, Employee reimbursement, Audit, Asset management, OHC incident reporting and management, Inventory management (Medicine, Lab chemicals, medical equipment, etc), Front office (includes Appointment and patient registration), Medical Examination, Medical surveillance, Medical examination reports, Medical examination scheduling of employees, Diagnostic module (Lab test results are updated), Medical review module, First aid, Pharmacy, Employee management, Pre-joinee management, LSD tracker, OHC expense management, Ambulance management, Canteen and Pantry management, Employee wellness, etc.</p>\r\n\r\n<p>SMEs of India should focus on their employee''s health as it is the fastest-growing sector. For an enterprise, their employee health should be the top priority so, in this blog, we would suggest all the SMEs of India or all over the world to consider Occucare health management software. SMEs can save a lot of money by implementing health management software as its very cost-effective. There is smart functionality in the software such as recording OPD records, Medical examination and inventory management, etc.\r\n</p>\r\n\r\n<p>The medical examination module in Occucare health management software enables enterprises to store medical examination data in the system. It also generates several reports related to the medical examination data of employees. The Examination module consists of a flow which is scheduling an examination of employees through the software itself. Then the medical examination data is imported into the system. According to the medical data of the employees, a health index is generated which relate to health score. Upper management can analyse the health data of their employees. It also helps them to analyse the health data of employees so that measures can be taken to control the employee''s health.</p>\r\n\r\n<p>Maintaining basic details of employees will now be easier with OccuCare software which allows SMEs to enter the employee''s detail and manage their data. Employees data is highly secured in the system and other than enterprise as no one can access it. It can be accessed by the authority from anywhere as it is web-based software.</p>\r\n\r\n<p>Medical history screen allows enterprises to analyse the employee health data from one single page and also have the functionality known as examination counselling, it allows user to counsel the employees and at the same time sending the examination counselling detail to employees on their Email Id. It helps the enterprise to improve their employee''s health and ensure that no one in the company is ill.</p>\r\n\r\n<p>The reimbursement process in registers is very difficult to maintain nowadays as digital technology has taken over it. Our OccuCare health management software stores all the data related to employees reimbursement. Expense details tracking for SMEs is very important so keeping in mind, we have also included the expense tracking functionality in which expense details can be stored as well as tracked also.</p>\r\n\r\n<p>The most important function which Occucare includes is the Safety module which can record the Accident details of employees in the company. It stores data like Incident Time, Reporting Time, Place of Incident, Nature And Extent Of Injury, Activity While Accident, PPE Used or not, Treatment type and the Body part affected. These details can be stored which are useful to analyze the incident details which helps enterprises to minimize the incident at their workplace.</p>', 'Occupational Health & Safety in SMEs of India', '', 'inherit', 'closed', 'closed', '', '589-revision-v1', '', '', '2021-03-24 11:24:54', '2021-03-24 11:24:54', '', 589, 'https://www.occucare.co.in/blog/589-revision-v1', 0, 'revision', '', 0),
(602, 1, '2021-03-24 13:23:33', '2021-03-24 13:23:33', '<a href="https://www.occucare.co.in/blog/Occupational-Health-Safety-in-SMEs-of-India"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-591" /></a>\r\n\r\n\r\n<p>The Indian SME division provides 45% of industrial production and 40 % of the nation’s total exportation.<!--moreRead more &gt;--> It consequently plays an essential part in the progression of the economy by presenting Indian entrepreneurship to the world. In another word, SMEs plays an important role in economic extension for India. There are approx 30 million SMEs in India who hire more than 60 million people by producing a large number of jobs per annum. After the agriculture industry, small companies are the second largest employer of human resources.\r\nThe biggest challenge across this sector is to manage the employee''s health as the health of employees for any company is important in many matters. Small and Medium Enterprises, face challenges with medical surveillance, risk assessment and medical examination of their employees.</p>\r\n\r\n<p>Employees in SMEs are working in Dangerous conditions and more likely to get injured if focus from work is diverted, so in this working conditions employees health should be utmost priority for the SMEs as they are boosting world wide. Several nations have commented on the potential of SMEs, and they judge the profession and economic growth to a great extent based on these companies. The objective of this blog is to share general conclusions on effective ways to prevent occupational illnesses, injuries in SMEs and to gain information related to work, wellbeing, health amenities, health knowledge and occupational health & safety management. The chapter also aims to facilitate considering an informational prospect about Occucare Occupational Health and Safety Management Systems.</p>\r\n\r\n<p>The<a href="https://www.occucare.co.in/occupational-health/software/csr-and-wellness-program"> Occucare occupational health management software</a> is designed to keep track of employee health data at very ease. Occupational health management software keeps track of all health and safety-related data and provides the platform for analysis and trending reports to manage the health and clinical data of your employees.</p>\r\n\r\n<p>The Occucare health Management solution includes a variety of modules that consist of the following fields: OPD and OPD reports, OPD dashboard, Almost all Lab Tests, OHC Visits record, Biomedical waste management, Immunization management, Employee reimbursement, Audit, Asset management, OHC incident reporting and management, Inventory management (Medicine, Lab chemicals, medical equipment, etc), Front office (includes Appointment and patient registration), Medical Examination, Medical surveillance, Medical examination reports, Medical examination scheduling of employees, Diagnostic module (Lab test results are updated), Medical review module, First aid, Pharmacy, Employee management, Pre-joinee management, LSD tracker, OHC expense management, Ambulance management, Canteen and Pantry management, Employee wellness, etc.</p>\r\n\r\n<p>SMEs of India should focus on their employee''s health as it is the fastest-growing sector. For an enterprise, their employee health should be the top priority so, in this blog, we would suggest all the SMEs of India or all over the world to consider Occucare health management software. SMEs can save a lot of money by implementing health management software as its very cost-effective. There is smart functionality in the software such as recording OPD records, Medical examination and inventory management, etc.\r\n</p>\r\n\r\n<p>The medical examination module in Occucare health management software enables enterprises to store medical examination data in the system. It also generates several reports related to the medical examination data of employees. The Examination module consists of a flow which is scheduling an examination of employees through the software itself. Then the medical examination data is imported into the system. According to the medical data of the employees, a health index is generated which relate to health score. Upper management can analyse the health data of their employees. It also helps them to analyse the health data of employees so that measures can be taken to control the employee''s health.</p>\r\n\r\n<p>Maintaining basic details of employees will now be easier with OccuCare software which allows SMEs to enter the employee''s detail and manage their data. Employees data is highly secured in the system and other than enterprise as no one can access it. It can be accessed by the authority from anywhere as it is web-based software.</p>\r\n\r\n<p>Medical history screen allows enterprises to analyse the employee health data from one single page and also have the functionality known as examination counselling, it allows user to counsel the employees and at the same time sending the examination counselling detail to employees on their Email Id. It helps the enterprise to improve their employee''s health and ensure that no one in the company is ill.</p>\r\n\r\n<p>The reimbursement process in registers is very difficult to maintain nowadays as digital technology has taken over it. Our OccuCare health management software stores all the data related to employees reimbursement. Expense details tracking for SMEs is very important so keeping in mind, we have also included the expense tracking functionality in which expense details can be stored as well as tracked also.</p>\r\n\r\n<p>The most important function which Occucare includes is the Safety module which can record the Accident details of employees in the company. It stores data like Incident Time, Reporting Time, Place of Incident, Nature And Extent Of Injury, Activity While Accident, PPE Used or not, Treatment type and the Body part affected. These details can be stored which are useful to analyze the incident details which helps enterprises to minimize the incident at their workplace.</p>', 'Occupational Health & Safety in SMEs of India', '', 'inherit', 'closed', 'closed', '', '589-revision-v1', '', '', '2021-03-24 13:23:33', '2021-03-24 13:23:33', '', 589, 'https://www.occucare.co.in/blog/589-revision-v1', 0, 'revision', '', 0),
(603, 1, '2021-03-24 13:24:14', '2021-03-24 13:24:14', '<a href="https://www.occucare.co.in/blog/Occupational-Health-Safety-in-SMEs-of-India"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/03/Occupational-Health-Safety-in-SMEs-of-India.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-591" /></a>\r\n\r\n\r\n<p>The Indian SME division provides 45% of industrial production and 40 % of the nation’s total exportation.<!--moreRead more &gt;--> It consequently plays an essential part in the progression of the economy by presenting Indian entrepreneurship to the world. In another word, SMEs plays an important role in economic extension for India. There are approx 30 million SMEs in India who hire more than 60 million people by producing a large number of jobs per annum. After the agriculture industry, small companies are the second largest employer of human resources.\r\nThe biggest challenge across this sector is to manage the employee''s health as the health of employees for any company is important in many matters. Small and Medium Enterprises, face challenges with medical surveillance, risk assessment and medical examination of their employees.</p>\r\n\r\n<p>Employees in SMEs are working in Dangerous conditions and more likely to get injured if focus from work is diverted, so in this working conditions employees health should be utmost priority for the SMEs as they are boosting world wide. Several nations have commented on the potential of SMEs, and they judge the profession and economic growth to a great extent based on these companies. The objective of this blog is to share general conclusions on effective ways to prevent occupational illnesses, injuries in SMEs and to gain information related to work, wellbeing, health amenities, health knowledge and occupational health & safety management. The chapter also aims to facilitate considering an informational prospect about Occucare Occupational Health and Safety Management Systems.</p>\r\n\r\n<p>The<a href="https://www.occucare.co.in/"> Occucare occupational health management software</a> is designed to keep track of employee health data at very ease. Occupational health management software keeps track of all health and safety-related data and provides the platform for analysis and trending reports to manage the health and clinical data of your employees.</p>\r\n\r\n<p>The Occucare health Management solution includes a variety of modules that consist of the following fields: OPD and OPD reports, OPD dashboard, Almost all Lab Tests, OHC Visits record, Biomedical waste management, Immunization management, Employee reimbursement, Audit, Asset management, OHC incident reporting and management, Inventory management (Medicine, Lab chemicals, medical equipment, etc), Front office (includes Appointment and patient registration), Medical Examination, Medical surveillance, Medical examination reports, Medical examination scheduling of employees, Diagnostic module (Lab test results are updated), Medical review module, First aid, Pharmacy, Employee management, Pre-joinee management, LSD tracker, OHC expense management, Ambulance management, Canteen and Pantry management, Employee wellness, etc.</p>\r\n\r\n<p>SMEs of India should focus on their employee''s health as it is the fastest-growing sector. For an enterprise, their employee health should be the top priority so, in this blog, we would suggest all the SMEs of India or all over the world to consider Occucare health management software. SMEs can save a lot of money by implementing health management software as its very cost-effective. There is smart functionality in the software such as recording OPD records, Medical examination and inventory management, etc.\r\n</p>\r\n\r\n<p>The medical examination module in Occucare health management software enables enterprises to store medical examination data in the system. It also generates several reports related to the medical examination data of employees. The Examination module consists of a flow which is scheduling an examination of employees through the software itself. Then the medical examination data is imported into the system. According to the medical data of the employees, a health index is generated which relate to health score. Upper management can analyse the health data of their employees. It also helps them to analyse the health data of employees so that measures can be taken to control the employee''s health.</p>\r\n\r\n<p>Maintaining basic details of employees will now be easier with OccuCare software which allows SMEs to enter the employee''s detail and manage their data. Employees data is highly secured in the system and other than enterprise as no one can access it. It can be accessed by the authority from anywhere as it is web-based software.</p>\r\n\r\n<p>Medical history screen allows enterprises to analyse the employee health data from one single page and also have the functionality known as examination counselling, it allows user to counsel the employees and at the same time sending the examination counselling detail to employees on their Email Id. It helps the enterprise to improve their employee''s health and ensure that no one in the company is ill.</p>\r\n\r\n<p>The reimbursement process in registers is very difficult to maintain nowadays as digital technology has taken over it. Our OccuCare health management software stores all the data related to employees reimbursement. Expense details tracking for SMEs is very important so keeping in mind, we have also included the expense tracking functionality in which expense details can be stored as well as tracked also.</p>\r\n\r\n<p>The most important function which Occucare includes is the Safety module which can record the Accident details of employees in the company. It stores data like Incident Time, Reporting Time, Place of Incident, Nature And Extent Of Injury, Activity While Accident, PPE Used or not, Treatment type and the Body part affected. These details can be stored which are useful to analyze the incident details which helps enterprises to minimize the incident at their workplace.</p>', 'Occupational Health & Safety in SMEs of India', '', 'inherit', 'closed', 'closed', '', '589-revision-v1', '', '', '2021-03-24 13:24:14', '2021-03-24 13:24:14', '', 589, 'https://www.occucare.co.in/blog/589-revision-v1', 0, 'revision', '', 0),
(606, 1, '2021-04-02 05:55:40', '2021-04-02 05:55:40', '<a href="/blog/are-health-safety-hygiene-factor-or-motivation-factors"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'publish', 'open', 'open', '', 'are-health-safety-hygiene-factor-or-motivation-factors', '', '', '2021-04-02 07:59:13', '2021-04-02 07:59:13', '', 0, 'https://www.occucare.co.in/blog/?p=606', 0, 'post', '', 0),
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(614, 1, '2021-04-02 05:50:16', '2021-04-02 05:50:16', '', 'OHS in SMEs of India', '', 'inherit', 'open', 'closed', '', 'ohs-in-smes-of-india', '', '', '2021-04-02 05:50:16', '2021-04-02 05:50:16', '', 0, 'https://www.occucare.co.in/blog/wp-content/uploads/2021/04/OHS-in-SMEs-of-India.doc', 0, 'attachment', 'application/msword', 0);
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(615, 1, '2021-04-02 05:50:29', '2021-04-02 05:50:29', '', 'Are Health & Safety Hygiene factors or Motivation factors', '', 'inherit', 'open', 'closed', '', 'are-health-safety-hygiene-factors-or-motivation-factors-2', '', '', '2021-04-02 05:50:29', '2021-04-02 05:50:29', '', 0, 'https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors-1.jpg', 0, 'attachment', 'image/jpeg', 0),
(621, 1, '2021-04-02 05:55:40', '2021-04-02 05:55:40', '\r\n<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency,<!--moreRead more &gt;--> strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\r\n\r\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\r\n\r\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\r\n\r\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\r\n\r\n <ul>\r\n   <li style="list-style-type:none;">1.&nbsp;&nbsp;&nbsp; Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\r\n\r\n  <li style="list-style-type:none;"> 2.&nbsp;&nbsp;&nbsp;Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n\r\n  <li style="list-style-type:none;"> 3.&nbsp;&nbsp;&nbsp;Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.  </li>\r\n         <div style="padding-left:40px;">a.&nbsp;&nbsp;&nbsp; Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\n        b.&nbsp;&nbsp;&nbsp; Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\n        c.&nbsp;&nbsp;&nbsp; Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n\r\n  <li style="list-style-type:none;"> 4.&nbsp;&nbsp;&nbsp;Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n    • Creating a work environment that promotes transparent and frank contact\r\n    • Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n    • Ensure that there is as much natural light as possible in the work room.</li>\r\n\r\n   <li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n\r\n<li style="list-style-type:none;">6.&nbsp;&nbsp;&nbsp;Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li></ul>\r\n\r\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 05:55:40', '2021-04-02 05:55:40', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(622, 1, '2021-04-02 05:56:28', '2021-04-02 05:56:28', '<a href="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors-1.jpg"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors-1.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-615" /></a>', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 05:56:28', '2021-04-02 05:56:28', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(623, 1, '2021-04-02 07:13:24', '2021-04-02 07:13:24', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-autosave-v1', '', '', '2021-04-02 07:13:24', '2021-04-02 07:13:24', '', 606, 'https://www.occucare.co.in/blog/606-autosave-v1', 0, 'revision', '', 0),
(624, 1, '2021-04-02 06:02:29', '2021-04-02 06:02:29', '<a href="https://www.occucare.co.in/blog/Are Health &amp; Safety Hygiene factor or Motivation factors?"><img class="alignnone size-full wp-image-615" src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors-1.jpg" alt="" width="618" height="309" /></a>\r\n\r\nFrederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).\r\n\r\nAny employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.\r\n\r\nLet us know what Frederick Herzberg theory is:\r\n\r\nHerzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.\r\n\r\nDespite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">\r\n<ul>\r\n 	<li style="list-style-type: none;">1.    Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\r\n 	<li style="list-style-type: none;">2.   Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n 	<li style="list-style-type: none;">3.   Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.</li>\r\n</ul>\r\n</li>\r\n</ul>\r\n<div style="padding-left: 40px;">a.    Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\nb.    Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\nc.    Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n<ul>\r\n 	<li style="list-style-type: none;">4.   Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n• Creating a work environment that promotes transparent and frank contact\r\n• Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n• Ensure that there is as much natural light as possible in the work room.</li>\r\n 	<li style="list-style-type: none;">5.    Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n 	<li style="list-style-type: none;">6.   Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li>\r\n</ul>\r\nMental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:02:29', '2021-04-02 06:02:29', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(625, 1, '2021-04-02 06:04:04', '2021-04-02 06:04:04', '<a href="https://www.occucare.co.in/blog/Are Health &amp; Safety Hygiene factor or Motivation factors?"><img class="alignnone size-full wp-image-615" src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors-1.jpg" alt="" width="618" height="309" /></a>\r\n\r\nFrederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).\r\n\r\nAny employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.\r\n\r\nLet us know what Frederick Herzberg theory is:\r\n\r\nHerzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.\r\n\r\nDespite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <p><b>Wage</b></p>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.   Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n 	<li style="list-style-type: none;">3.   Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.</li>\r\n</ul>\r\n</li>\r\n</ul>\r\n<div style="padding-left: 40px;">a.    Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\nb.    Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\nc.    Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n<ul>\r\n 	<li style="list-style-type: none;">4.   Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n• Creating a work environment that promotes transparent and frank contact\r\n• Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n• Ensure that there is as much natural light as possible in the work room.</li>\r\n 	<li style="list-style-type: none;">5.    Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n 	<li style="list-style-type: none;">6.   Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li>\r\n</ul>\r\nMental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:04:04', '2021-04-02 06:04:04', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(626, 1, '2021-04-02 06:05:56', '2021-04-02 06:05:56', '<a href="https://www.occucare.co.in/blog/Are Health &amp; Safety Hygiene factor or Motivation factors?"><img class="alignnone size-full wp-image-615" src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors-1.jpg" alt="" width="618" height="309" /></a>\r\n\r\nFrederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).\r\n\r\nAny employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.\r\n\r\nLet us know what Frederick Herzberg theory is:\r\n\r\nHerzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.\r\n\r\nDespite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.   Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n 	<li style="list-style-type: none;">3.   Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.</li>\r\n</ul>\r\n</li>\r\n</ul>\r\n<div style="padding-left: 40px;">a.    Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\nb.    Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\nc.    Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n<ul>\r\n 	<li style="list-style-type: none;">4.   Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n• Creating a work environment that promotes transparent and frank contact\r\n• Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n• Ensure that there is as much natural light as possible in the work room.</li>\r\n 	<li style="list-style-type: none;">5.    Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n 	<li style="list-style-type: none;">6.   Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li>\r\n</ul>\r\nMental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:05:56', '2021-04-02 06:05:56', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(628, 1, '2021-04-02 06:07:30', '2021-04-02 06:07:30', '<a href="https://www.occucare.co.in/blog/Are Health &amp; Safety Hygiene factor or Motivation factors?"><img class="alignnone size-full wp-image-615" src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors-1.jpg" alt="" width="618" height="309" /></a>\r\n\r\nFrederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).\r\n\r\nAny employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.\r\n\r\nLet us know what Frederick Herzberg theory is:\r\n\r\nHerzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.\r\n\r\nDespite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.   Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n 	<li style="list-style-type: none;">3.   Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.</li>\r\n</ul>\r\n</li>\r\n</ul>\r\n<div style="padding-left: 40px;">a.    Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\nb.    Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\nc.    Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n<ul>\r\n 	<li style="list-style-type: none;">4.   Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n• Creating a work environment that promotes transparent and frank contact\r\n• Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n• Ensure that there is as much natural light as possible in the work room.</li>\r\n 	<li style="list-style-type: none;">5.    Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n 	<li style="list-style-type: none;">6.   Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li>\r\n</ul>\r\nMental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:07:30', '2021-04-02 06:07:30', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0);
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(629, 1, '2021-04-02 06:09:33', '2021-04-02 06:09:33', '<a href="https://www.occucare.co.in/blog/Are Health &amp; Safety Hygiene factor or Motivation factors?"><img class="alignnone size-full wp-image-615" src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors-1.jpg" alt="" width="618" height="309" /></a>\r\n\r\nFrederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).\r\n\r\nAny employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.\r\n\r\nLet us know what Frederick Herzberg theory is:\r\n\r\nHerzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.\r\n\r\nDespite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">1.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">1.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">1.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<div style="padding-left: 40px;">a.    Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\nb.    Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\nc.    Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n<ul>\r\n 	<li style="list-style-type: none;">4.   Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n• Creating a work environment that promotes transparent and frank contact\r\n• Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n• Ensure that there is as much natural light as possible in the work room.</li>\r\n 	<li style="list-style-type: none;">5.    Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n 	<li style="list-style-type: none;">6.   Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li>\r\n</ul>\r\nMental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:09:33', '2021-04-02 06:09:33', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(630, 1, '2021-04-02 06:15:26', '2021-04-02 06:15:26', '<a href="https://www.occucare.co.in/blog/Are Health &amp; Safety Hygiene factor or Motivation factors?"><img class="alignnone size-full wp-image-615" src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors-1.jpg" alt="" width="618" height="309" /></a>\r\n\r\nFrederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).\r\n\r\nAny employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.\r\n\r\nLet us know what Frederick Herzberg theory is:\r\n\r\nHerzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.\r\n\r\nDespite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:15:26', '2021-04-02 06:15:26', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(631, 1, '2021-04-02 06:18:36', '2021-04-02 06:18:36', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img class="alignnone size-full wp-image-615" src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors-1.jpg" alt="" width="618" height="309" /></a>\r\n\r\nFrederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).\r\n\r\nAny employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.\r\n\r\nLet us know what Frederick Herzberg theory is:\r\n\r\nHerzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.\r\n\r\nDespite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:18:36', '2021-04-02 06:18:36', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(632, 1, '2021-04-02 06:22:22', '2021-04-02 06:22:22', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n\r\n\r\nFrederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).\r\n\r\nAny employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.\r\n\r\nLet us know what Frederick Herzberg theory is:\r\n\r\nHerzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.\r\n\r\nDespite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:22:22', '2021-04-02 06:22:22', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(633, 1, '2021-04-02 06:23:31', '2021-04-02 06:23:31', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:23:31', '2021-04-02 06:23:31', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0);
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(634, 1, '2021-04-02 06:26:28', '2021-04-02 06:26:28', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:26:28', '2021-04-02 06:26:28', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(635, 1, '2021-04-02 06:29:32', '2021-04-02 06:29:32', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2020/12/image-1.jpg" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2020/12/image-1.jpg" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:29:32', '2021-04-02 06:29:32', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(636, 1, '2021-04-02 06:38:42', '2021-04-02 06:38:42', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2020/12/M95l1U.png" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2020/12/image-1.jpg" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:38:42', '2021-04-02 06:38:42', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(637, 1, '2021-04-02 06:40:23', '2021-04-02 06:40:23', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2020/12/M95l1U.png" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2020/12/tRGErU.png" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:40:23', '2021-04-02 06:40:23', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
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(639, 1, '2021-04-02 06:50:44', '2021-04-02 06:50:44', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2020/12/M95l1U.png" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2020/12/<a href="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU.png"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU-1024x539.png" alt="" width="590" height="311" class="alignnone size-large wp-image-638" /></a>tRGErU.png" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:50:44', '2021-04-02 06:50:44', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(640, 1, '2021-04-02 06:56:54', '2021-04-02 06:56:54', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2020/12/M95l1U.png" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU-1024x539.png" alt="" width="590" height="311" class="alignnone size-large wp-image-638" />\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:56:54', '2021-04-02 06:56:54', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(641, 1, '2021-04-02 06:57:58', '2021-04-02 06:57:58', '', 'M95l1U', '', 'inherit', 'open', 'closed', '', 'm95l1u', '', '', '2021-04-02 06:57:58', '2021-04-02 06:57:58', '', 606, 'https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png', 0, 'attachment', 'image/png', 0),
(642, 1, '2021-04-02 06:58:10', '2021-04-02 06:58:10', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n<a href="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png" alt="" width="640" height="500" class="alignnone size-full wp-image-641" /></a>\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU-1024x539.png" alt="" width="590" height="311" class="alignnone size-large wp-image-638" />\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:58:10', '2021-04-02 06:58:10', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(643, 1, '2021-04-02 06:59:19', '2021-04-02 06:59:19', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n<a href="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png" alt="" width="640" height="500" class="alignnone size-full wp-image-641" /></a>\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU-1024x539.png" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 06:59:19', '2021-04-02 06:59:19', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0);
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(644, 1, '2021-04-02 07:00:24', '2021-04-02 07:00:24', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU-1024x539.png" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 07:00:24', '2021-04-02 07:00:24', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(645, 1, '2021-04-02 07:09:20', '2021-04-02 07:09:20', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU-1024x539.png" alt="" width="616" height="172" class="alignnone size-full wp-image-477" />\r\n\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 07:09:20', '2021-04-02 07:09:20', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(646, 1, '2021-04-02 07:09:42', '2021-04-02 07:09:42', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 07:09:42', '2021-04-02 07:09:42', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(647, 1, '2021-04-02 07:10:55', '2021-04-02 07:10:55', '<a href="https://www.occucare.co.in/blog/Are Health & Safety Hygiene factor or Motivation factors?"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 07:10:55', '2021-04-02 07:10:55', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0);
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(648, 1, '2021-04-02 07:58:46', '2021-04-02 07:58:46', '<a href="https://www.occucare.co.in/blog/are-health-safety-hygiene-factor-or-motivation-factors"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 07:58:46', '2021-04-02 07:58:46', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(649, 1, '2021-04-02 07:59:13', '2021-04-02 07:59:13', '<a href="/blog/are-health-safety-hygiene-factor-or-motivation-factors"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/Are-Health-Safety-Hygiene-factors-or-Motivation-factors.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-607" /></a>\r\n\r\n\r\n<p>Frederick Herzberg''s research, which answered the issue, "What do people really want from their work experience?" <!--moreRead more &gt;--> made a significant contribution to our understanding of individual motivation. Herzberg polled a large number of workers in the late 1950s to find out what aspects of their employment made them feel particularly good or poor. Some work variables are reliably linked to employee job satisfaction, while others may trigger job dissatisfaction, according to the findings. Motivating factors (also known as work satisfiers) are mainly intrinsic job elements that contribute to satisfaction, according to Herzberg. Extrinsic components of the work environment are hygiene variables (also known as task dissatisfiers).</p>\r\n\r\n<p>Any employer''s role includes ensuring high employee satisfaction in order to attract high-quality employees and boost productivity. Herzberg''s two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg''s dual-factor principle is used by businesses all over the world, and knowing how it works will help you boost your workers'' lives and the company''s productivity.</p>\r\n\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/M95l1U.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n<p>Let us know what Frederick Herzberg theory is:</p>\r\n\r\n<p>Herzberg''s two-factor theory is a psychological theory on organizational motivation formulated in the 1960s by psychologist Frederick Herzberg. Herzberg''s theory divided workplace requirements into two categories: motivation factors that provide workers with a sense of fulfilment, and hygiene factors that decide the basic level of job stability and security.</p>\r\n\r\n<p>Despite the fact that Herzberg''s ideas have been widely read and his suggestions implemented at a number of companies over the years, there are some valid concerns about his work. Although his findings have been used to describe employee motivation, his research focused on job satisfaction, which is a different (but related) concept than motivation. Other criticisms centre on Herzberg''s methodology''s inconsistency, the theory''s failure to account for the effect of individual characteristics, and the presumed correlation between performance and retention. Nonetheless, Herzberg''s queries about the related to job fulfilment and the impacts of internal and external factors on employee behaviour have proven to be an important addition to the development of performance and employee fulfilment concepts.</p>\r\n\r\n<p><b>Hygiene Factors:</b></p>\r\n\r\n<p>According to Herzberg, having a clean work environment is essential for preventing employee dissatisfaction. Because the two-factor theory states that motivational and hygiene factors must be discussed separately, employers must understand what hygiene factors are and how to improve them. According to Herzberg, the following are some of the most important hygiene factors (also known as maintenance factors):</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  <b>Wage</b>: Low pay can quickly lead to employee disappointment. To keep job dissatisfaction low, workers should be properly compensated.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  <b>Perks</b>: Most full-time workers expect additional benefits, so they fall under the category of hygiene. An employer should make sure that the benefits they offer are comparable to those offered by other businesses in their field.</li>\r\n\r\n 	<li style="list-style-type: none;">3.  <b>Job stability</b>: When workers feel comfortable in their jobs, they are less likely to be dissatisfied at work. Employers who want to improve workplace hygiene should let workers know how much they are appreciated and how safe their jobs are.</li>\r\n\r\n        <li style="list-style-type: none;">4.  <b>Workplace environments</b>: Workers accept their employers to provide them with pleasant and secure working environments. Companies should not cut standards when it comes to the wellbeing and safety of their workers in order to achieve high hygiene.</li>\r\n\r\n</ul>\r\n\r\n<p><b>Motivational Factors:</b></p>\r\n\r\n<p>These are all directly linked to the job. The presence of these elements creates a highly motivating environment. Their absence, on the other hand, does not cause any disappointment. Recognition for accomplishments, progress in the work itself, the potential of growth and development, and responsibility are all motivating factors.</p>\r\n\r\n<p>Accomplishment and obligation are two factors that are related to the job itself, while others are obtained from it. These elements are referred to as motivators or satisfiers. They are job-related and focused on the job''s content.</p>\r\n\r\n<p>The industry has benefited from Herzberg''s model, which has provided new opportunities and perspectives. ''Job enrichment'' is one of these options. It is the activity of enhancing the work in such a way that more motivators are available. The main goal of job enrichment is to maintain a high level of hygiene (maintenance) while boosting motivational factors.</p>\r\n\r\n<p>The terms "job enrichment" and "job enlargement" are not interchangeable. The goal of job expansion is to make the job more complex and diverse in order to avoid monotony. Job enrichment aspects motivate workers more by associating greater responsibility and increasing the level of difficulty, resulting in job satisfaction.</p>\r\n\r\n<p>Only a difficult job can bring work satisfaction. Herzberg''s motivation factors are inextricably linked to the nature of the work. The central theme of his theory is that a worker derives genuine pleasure from his work. When we consider the situation in India, workers place a higher value on job security because employment opportunities are limited due to a large number of applicants.</p>\r\n\r\n<p>There is another theory proposed by Maslow. Maslow''s hierarchy of needs is a psychological motivational theory that consists of a five-tier characteristic of social needs, which is often represented as hierarchical levels within a pyramid. Physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization are the needs from the bottom of the hierarchy up. Entities must attend to lower-level needs before they can attend to higher-level needs.</p>\r\n\r\n<p style="text-align:center"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/tRGErU.png" alt="" width="300" height="200" class="alignnone size-full wp-image-477"></p>\r\n\r\n\r\n<p>The five stages of the original hierarchy of needs model are as follows:</p>\r\n\r\n<p>Individuals are inspired to meet certain needs, according to Maslow (1943, 1954), and also some needs take priority over others.</p>\r\n\r\n<p>Physical survival is our most fundamental need, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on.</p>\r\n\r\n<ul>\r\n 	<li style="list-style-type: none;">1.  Physiological needs- air, food, drink, shelter, clothing, warmth, and sleep are all biological necessities for human survival.\r\n\r\nThe human body cannot function optimally if these needs are not met. Physiological needs are the most important, according to Maslow, since all other needs are secondary until these are met.</li>\r\n\r\n 	<li style="list-style-type: none;">2.  Safety needs- Once a person''s physiological needs are met, security and safety become more important. In their daily lives, people seek order, consistency, and control. These requirements can be met by the family and society.\r\nEmotional security, financial security, law and order, fearlessness, social stability, property, health and wellbeing are just a few examples.</li>\r\n\r\n 	<li style="list-style-type: none;">3.Needs for love and belonging - after physiological and safety needs are met, the third level of human needs is social, which includes feelings of belonging. Behavior is driven by the need for interpersonal relationships.\r\nFriendship, intimacy, trust, and acceptance, as well as receiving and giving affection and love, are examples. Belonging to a community, affiliating (family, friends, work).</li>\r\n\r\n        <li style="list-style-type: none;">4.  Maslow divided esteem needs into two categories: (I) reverence for oneself (dignity, accomplishment, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow stated that for children and adolescents, the need for respect or reputation is the most important, and that it comes before true self-esteem or dignity.</li>\r\n\r\n<li style="list-style-type: none;">5.  The highest level in Maslow''s hierarchy, self-actualization needs refer to the realisation of a person''s potential, self-fulfillment, personal development, and peak experiences. This level is defined by Maslow (1943) as the desire to achieve everything one can, to become the best one can be.</li>\r\n\r\n</ul>\r\n\r\n\r\n\r\n\r\n<p>Herzberg''s Motivation Theory model, also known as the Two Factor Theory, identifies two factors that influence workplace motivation. Hygiene and motivational factors are two of these factors. If hygiene factors are not present, an employee will work less. If motivating factors are present, an employee would be encouraged to work harder. Hence, health and safety comes under Frederick Herzberg’s Hygiene factor.</p>\r\n', 'Are Health & Safety Hygiene factor or Motivation factors?', '', 'inherit', 'closed', 'closed', '', '606-revision-v1', '', '', '2021-04-02 07:59:13', '2021-04-02 07:59:13', '', 606, 'https://www.occucare.co.in/blog/606-revision-v1', 0, 'revision', '', 0),
(650, 1, '2021-04-02 08:00:48', '2021-04-02 08:00:48', '<a href="/blog/how-to-promote-mental-health-and-well-being-at-work"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/How-to-promote-Mental-Health-and-Well-Being-at-Work11.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-568" /></a>\r\n\r\n<p>The value of mental wellbeing is understood more than ever today, with research showing that welfare interventions can increase efficiency,<!--moreRead more &gt;--> strengthen the atmosphere of the workplace and even have a positive effect on physical health. However, this need not be a daunting job, since not all projects need to be time-consuming and resource-consuming. </p>\r\n\r\n<p>According to worksite health research by the CDC, forty percent of workers say that their careers are extremely stressful, while a fifth of employees describe their career as the highest stressor in their lives. Since work stress is a greater indicator of health concerns than personal, financial, or family problems, these figures are cause for concern: stressful employment can cause high healthcare costs, lost productivity, and unwanted staff turnover in addition to affecting the well-being of workers. High work stress is often triggered by temporary circumstances, such as new management, open enrollment, conversion of systems, or busy seasons. But if a highly stressful work climate is a persistent issue, it may cause the company to have enduring fiscal and personnel issues.</p>\r\n\r\n<p>All facets of our lives are influenced by mental health, including our work life. As such, it makes good sense for companies to think about their workers'' psychological well-being and to take constructive action to help them generally improve their psychological health.</p>\r\n\r\n<p>Fortunately, companies can do so many things, both large and small, to have a positive effect on the mental health of workers. Some examples of ways employers can assist are here:</p>\r\n\r\n <ul>\r\n   <li style="list-style-type:none;">1.&nbsp;&nbsp;&nbsp; Establish transparent health and safety workplace guidelines: Start building a healthy working atmosphere by developing, implementing and enforcing consistent policies and procedures for health and safety. The safety and health guidelines of your organisation will help establish processes to resolve depression, burnout, drug abuse and other mental health problems for prevention, early detection, support and recovery. The establishment of rules prohibiting harassment and bullying, a method for investigating complaints and the consequences of violations is also relevant.</li>\r\n\r\n  <li style="list-style-type:none;"> 2.&nbsp;&nbsp;&nbsp;Establish and regularly talk about an employee assistance programme: Employee assistance programmes (EAPs) are employer-sponsored benefit programmes intended to help workers deal with personal challenges that can impair their work performance, physical health or mental and emotional well-being and overcome them. These services can help workers work through a number of mental health issues, including work-related stress, anxiety, depression, emotional distress, concerns about marital and family relationships, drug abuse, problems with child or elder care, financial problems, and more.</li>\r\n\r\n  <li style="list-style-type:none;"> 3.&nbsp;&nbsp;&nbsp;Reduce the stigma associated with problems or issues about mental health: The best way to reduce the stigma frequently associated with mental health topics is to normalise discussions around mental health within the workforce. In developing work environments where workers feel encouraged and comfortable to share their own experiences, organisations whose leaders have been freely able to address their own mental health issues and experiences with their teams have succeeded.  </li>\r\n         <div style="padding-left:40px;">a.&nbsp;&nbsp;&nbsp; Enclosure – enclose the work process where Hazard can’t be eliminated or substitute to minimize the risks for the workers.\r\n        b.&nbsp;&nbsp;&nbsp; Isolation – move the work process where there is minimal density of workers to reduce the no. of workers exposed to Hazard.\r\n        c.&nbsp;&nbsp;&nbsp; Ventilation – helps to prevent environment to be extreme, and help the to diffuse the hazards in air.</div>\r\n\r\n  <li style="list-style-type:none;"> 4.&nbsp;&nbsp;&nbsp;Provide mental health instruction to supervisors and administrators: Including mental health training in the management training curriculum of your organisation offers the leadership team the tools, resources, expertise and skills they need to promote a mentally stable workforce effectively. Management Mental Health Preparation will cover subjects such as:\r\nTo consider and respond to warning signs:\r\n    • Creating a work environment that promotes transparent and frank contact\r\n    • Understanding how to avoid and recognise possible emotional stimuli associated with the workplace\r\n    • Ensure that there is as much natural light as possible in the work room.</li>\r\n\r\n   <li style="list-style-type:none;">5.&nbsp;&nbsp;&nbsp; Build a safe job atmosphere: It is recognised that the work climate has a direct influence on the mental well-being of workers, efficiency, job turnover and net income. By maintaining an appropriate policy, keeping staff aware of trends, departmental changes, company priorities, and strategies, leaders will affect a safe working climate. These provide guidance, create morale, and decrease stress on employees. There are also top-down policy improvements that can help the workers, including flexible schedules so that staff can get workouts and take care of personal needs while also completing a full day of work and work-from-home choices, whether it''s a full transfer to a home office or one or two days a week.</li>\r\n\r\n<li style="list-style-type:none;">6.&nbsp;&nbsp;&nbsp;Convey that you value: Care is an integral component of an organisation when individuals and groups of like-minded people recognise and care about the beliefs and circumstances of other individuals and groups. It is illustrated every day in our personal and professional relationships by sharing and embracing treatment. For those of us in the fields of fitness, wellness, and well-being, we interact everyday with concern, according to Dee Edington, a renowned worksite wellness specialist.</li></ul>\r\n\r\n<p>Mental health matters in the workplace. It can influence the lives of workers and their families, the organization''s productivity, income, and overall success. It''s easy to get started with accessible mental health resources and research-backed reasons to encourage it.</p>', 'How to promote Mental Health and Well-Being at Work?', '', 'inherit', 'closed', 'closed', '', '567-revision-v1', '', '', '2021-04-02 08:00:48', '2021-04-02 08:00:48', '', 567, 'https://www.occucare.co.in/blog/567-revision-v1', 0, 'revision', '', 0),
(651, 1, '2021-04-02 08:01:41', '2021-04-02 08:01:41', '<a href="/blog/the-hazards-of-new-technology-and-the-need-for-occupational-health-software"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/02/The-Hazards-of-New-Technology-and-The-Need-for-Occupational-Health-Software.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-554" /></a>\r\n\r\n\r\n\r\n<p>The Internet has made us all connected, with the help of smart technologies it is easier to complete every work with more comfort and in less time.<!--moreRead more &gt;--> Nowadays, everything is getting digital whether it is the health care industry or any other industry. The new technologies in health care industries are remarkable and very useful, these technologies are in high demand because digitization is what the organizations are looking for. </p>\r\n\r\n<p>Health technologies evolve continually, but now there is a phenomenon towards a streamlined approach which cut costs and make the entire health management software more efficient from registration of OPD to Medical surveillance.</p>\r\n\r\n<p>These new technologies are certainly working to decrease morbidity and mortality but certain things need to be considered outside of the myriad benefits provided to patients and professionals alike. The main reason for concern with anything that software is digital and something can go wrong and it often does. OHC staff can mishandled or make mistakes if they are not trained to use these new technologies, understand the data outputs correctly. The safety and security of all the employees in an organization are of utmost importance as they are the ones who are ultimately going to provide good productivity and make their organization the best in the market. Fortunately, OccuCare health management software can be utilized to protect workers and manage their data.</p>\r\n\r\n<b>Software training for Employees (As a priority)</b>\r\n\r\n<p>Just as factory workers need to train about their job profile, health workers also need to get trained about how to use health management software. Nowadays health management software is very sensitive in terms of data security which is a big problem for every organization. Medical examination data of employees are to be kept very secret for any organization, and if it''s been mishandled by any health staff, then the organization is responsible for it.</p>\r\n\r\n<p>Providing training to health care workers will strengthen software security and module wise permission can be a good solution for data security.</p>\r\n\r\n<b>The need for occupational health management software</b>\r\n\r\n<p>Employee details can be entered into the system whether they are permanent employees or contract workers i.e employees details like basic details, job, family, employment history can be managed from the software itself. Apart from this OPD module is a very major thing in the software as it lets doctors perform digital OPD by entering employee disease, prescribing medicine, prescribing tests, referring to any other hospital for some reason, update life style disease of a particular employee.The safety module helps manage the data of an accident that occurred in the company by capturing the details like accident date, time nature of the injury, etc.</p>\r\n\r\n<p>Medical examination of employees is necessary for every organization and in context with it health management software has a module which captures medical examination data of employees. According to examination data, health score can also be generated which helps doctors to analyse the health data of their company. It also provides medical counselling to employees those in need. medical counselling provided to employees are also getting an email which states diagnosis and remark given by doctors, it helps employees to improve their health by referring the doctors advice.Well-being and health of employees is the top priority for any organization, Occucare health management software helps manage the same. Details of any health event can be entered in the software.</p>\r\n\r\n<p>Medicine which is used in OHC is streamlined in every manner, the very first process is the registration of medicine, lab chemicals, or medical instruments in the system. after registration their quantity and cost can be updated. This enables doctors to prescribe the medicine from OPD as medicine that are registered and quantity and cost are updated will reflect in the prescription section.</b>\r\n\r\n<p>A very important module which is MIS, it enables doctors and upper management level to analyse the health data of the whole organisation.</p>\r\n\r\n<b>Maintaining Compliance report</b>\r\n\r\n<p>All types of report and report format are available in Occucare health management software so doctors need not worry about any type of compliance report.</p>\r\n\r\n<p>There are numerous reports regarding the medical examination of employees which can be submitted to the government and also helpful in analysing the medical data of employees in a single place.</p>\r\n\r\n<p>Occupational health management software is progressing continuously as per the requirement of occupational health units. Huge demand for Occucare health management software is proof that organization are strongly convinced to use health management software. It helps them in every aspect whether it is managing employee details, Medicine stock, OPD records, Biomedical waste records, Employee reimbursements records. canteen and pantry management, Lifestyle disease tracking of employees, Document management, and much more functionality can also be managed from the software.</p>\r\n\r\n<p>As health technology is emerging every single day, hazards are also increasing which is to be controlled by implementing tight security in the health management software.</p>\r\n', 'The Hazards of New Technology and The Need for Occupational Health Software', '', 'inherit', 'closed', 'closed', '', '551-revision-v1', '', '', '2021-04-02 08:01:41', '2021-04-02 08:01:41', '', 551, 'https://www.occucare.co.in/blog/551-revision-v1', 0, 'revision', '', 0),
(652, 1, '2021-04-02 08:02:25', '2021-04-02 08:02:25', '<a href="/blog/how-employee-wellness-programs-save-your-company-money"><img src="/blog/wp-content/uploads/2021/02/How-Employee-Wellness-Programs-Save-Your-Company-Money-11.jpg" alt="How Employee Wellness Programs Save Your Company Money" width="618" height="309" class="alignnone size-full wp-image-526" /></a>\r\n\r\n<p>Workplace wellbeing is criticized by observers who argue that the return on investment (ROI) in wellness programs does not support their expenditures.<!--moreRead more &gt;-->s The latest ROI discussion has focused upon which one type of wellness program, health maintenance (food, exercise, and lifestyle changes), can reduce medical care expenses and lead to reduced costs. Here, with opponents, I acknowledge that life-style programs may not dramatically decrease the cost of claims. </p>\r\n\r\n<p>With premium appearing constant as they keep growing annually, even with company culture being a highest concern for most companies, the center stage is quickly shuffled by major and minor employee health programs. Plus sing optimistic songs to save the corporation''s money in addition to the cost of employee health care, absences, turn over, and other company constraints.</p>\r\n\r\n<p>It is extremely valid to ask if wellness programmes are just a concept or if they have tangible value for employee wellbeing and engagement, as a leader who is exploring a wellness initiative for their company or searching for options to the programme that is currently implemented.</p>\r\n\r\n<p>Then there is bound to be critics and proponents on either side of the discussion, based on where you turn for perspective.</p>\r\n\r\n<p>The advantages of facilities and amenities for workers go further than simple cost savings. The initiatives you want to adopt will become part of tradition of your corporation.</p>\r\n\r\n<p>The importance of health services for workers goes beyond the simple cost savings. The services you want to introduce are becoming part of your culture of business.</p>\r\n\r\n<p><a href="https://www.occucare.co.in/occupational-health/software/csr-and-wellness-program">Employee wellness services</a> will also help you reduce cases of absenteeism and attrition by motivating your workers to live healthier lifestyles inside your business framework.</p>\r\n\r\n<p>You would need to figure out what your workers'' needs are and find ways to teach them new techniques in order to be effective in introducing a new wellness programme in your company.</p>\r\n\r\n<b>Ripple Health Impact Services</b>\r\n\r\n<p>Your workers become much more conscious not only of their own wellbeing, as well as of how they can integrate other activities into their schedules to make things easier when you introduce wellness services into the workplace.</p>\r\n\r\n<p>On a regular basis, they begin to concentrate on improving their results. This shift is powerful on an individual level. But, whenever the effect takes place at the level of a team, that is when a complete improvement in the workplace can be seen.</p>\r\n\r\n<p>Your workers will aim to approach out more to each other, influencing each other positively on a constant schedule.</p>\r\n\r\n<p>Your workers will start to reach out more to each other, influencing each other positively on a regular basis:</p>\r\n<ul>\r\n    \r\n    - Goals are reached by the squad\r\n    - Individuals carry instruments and conduct assignments\r\n    - In efficiency\r\n    - Better results because of improved sleep\r\n    - With a more centred workforce\r\n    - Happier, cleaner, happier staff\r\n    \r\n</ul>\r\n\r\n<p>One will find that the business takes less clinical audit, has fewer cases of injuries, and interaction will strengthen around the board if the software is thriving. In exchange, these improvements contribute to big savings for your business and its end result.</p>\r\n\r\n<b>Examples of Services for Wellbeing:</b>\r\n\r\n<p>Wellness programmes for workers come in various different shapes and sizes. Wellness services for workers may be a regular series of tasks and can even be one-time events. Some suggestions are given below, but the options for various wellness services are endless.</p>\r\n\r\n<ul>\r\n   \r\n    - Seek to pay for, or subsidise, memberships in the gym or workout class. For many businesses, this is a common first initiative to motivate workers to get involved and safe.\r\n    - Provide staff with standing chairs. Standing desks have several health advantages, including, but not limited to, minimising weight gain and decreasing back pain.\r\n    - Provide nutritious snacks for staff. It is an easy programme to implement and can increase energy, help in weight control and boost mood by providing healthy snacks.\r\n    - Organize your organization with a games team. Heading a games team such as softball or volleyball, will not only contribute to health, but also offer the opportunity for co-workers to bond and build relationships. \r\n    - Post signage urging workers to take the stairs rather than the elevator. To promote this healthy action, a simple "burn calories, not electricity, take the stairs" sign is all it takes.\r\n    - Develop a fitness challenge with rewards. For starters, drinking eight glasses of water per day or walking at least one mile per day are challenges.\r\n    - Host a contest for safe cooking. A easy, entertaining, and hopefully delicious choice.\r\n    - Enable in-office pets. Getting dogs in the workplace, for instance, may relieve tension and the owners normally have to take several walks a day.\r\n    - Facilitate the sharing of rides, using public transit, cycling, and walking.\r\n    - Install chairs for massages. It is understood that the use of massage chairs reduces tension and anxiety.\r\n    \r\n</ul>\r\n\r\n<p>You may opt to take a passive healthcare strategy, where once they arise and begin to see the healthcare expenses rise, you pay for health conditions. Or you could just take the appropriate steps, where you engage in your staff''s wellbeing, cut healthcare expenses, and increase efficiency. For staff and employers, the positive health approach obviously makes good business sense.</p>\r\n', 'How Employee Wellness Programs Save Your Company Money?', '', 'inherit', 'closed', 'closed', '', '525-revision-v1', '', '', '2021-04-02 08:02:25', '2021-04-02 08:02:25', '', 525, 'https://www.occucare.co.in/blog/525-revision-v1', 0, 'revision', '', 0),
(654, 1, '2021-04-22 11:45:23', '2021-04-22 11:45:23', '<a href="https://www.occucare.co.in/blog/what-are-the-major-safety-trainings-which-should-be-conducted"><img src="https://www.occucare.co.in/blog/wp-content/uploads/2021/04/What-are-the-major-safety-training-which-should-be-conducted.jpg" alt="" width="618" height="309" class="alignnone size-full wp-image-656" /></a>\r\n\r\n\r\n<p>There are thousands of death and injuries reported in the workplace due to a lack of proper safety training for employees.<!--moreRead more &gt;--> Employees who are working in a dangerous working environment where injuries are more likely to occur should be provided with safety training. Preventing injuries at the workplace by providing effective safety training to employees should be the topmost priority for any organisation.</p>\r\n\r\n<p>Providing health and safety training to employees helps organisation to ensure that employee''s don''t suffer from any injuries or illness due to the work they do.\r\nEmployers in India should train workers on all workplace safety measures and the risks that their workers may face while on the job, and providing effective training on how to deal with hazards.</p>\r\n\r\n<p>The safety training of employees should include,</p>\r\n<ul>\r\n 	<li style="list-style-type: none;"> 1. Prevention of safety and promoting safety standards.</li>\r\n\r\n 	<li style="list-style-type: none;">2. Reporting of safety (Compliance).</li>\r\n\r\n 	<li style="list-style-type: none;">3. Responding in emergency condition and Accident.</li>\r\n\r\n        <li style="list-style-type: none;">4. Involvement of employees.</li>\r\n         \r\n        <li style="list-style-type: none;">5. Danger and hazards at the workplace./li>\r\n\r\n        <li style="list-style-type: none;">6. Safety regarding chemicals used at the workplace.</li>\r\n\r\n        <li style="list-style-type: none;">7. Heavy machinery and equipment.</li>\r\n\r\n        <li style="list-style-type: none;">8. Using of Personal protective equipment.</li>\r\n\r\n        <li style="list-style-type: none;">9. Safety standards practice.</li>\r\n</ul>\r\n\r\n<p>Organisation can document or record all the training modules which are to be provided to employees. Creating a planned training will help employers to keep track of those employees who are trained, what was the date when they completed safety training and what is the date of refresher safety training, these data helps a lot to maintain the safety training schedule of employees. Employers can also have a mobile application regarding employees safety training schedule that can be easily accessible. The mobile application can play a very vital role in terms of providing safety training, keeping track of employees whose safety training is due. Safety training videos can also be uploaded that can be easily seen by employees.</p>\r\n\r\n<p>Examinations or tests, quizzes, puzzles on the mobile application can help improvisation of employee understanding on safety standards. They can focus on topics based on exam result.\r\nEmployers should prepare a safety training sign-in sheet that should be maintained by a safety trainer. Employees whose safety training is completed should sign the sheet which will serve as proof that they have received quality and proper safety training.</p>\r\n\r\n<p>There are a lot of employees who don''t know the English language, the non-speaking English population is continuously growing in every sector and therefore an employer needs to provide bilingual safety training to those employees who don''t understand the English language.\r\nThere are large numbers of employees who display disinterest in attending safety training provided by employer''s, trainer feels frustrates and unappreciated due to employees attitude of disinterest so it''s the trainer duty to ensure that safety training includes a fun activity, quizzes, prize distribution, etc. so that employee enjoys the course and also understand the importance of safety at workplaces.</p>\r\n\r\n<p><b>Importance of Effective safety training.</b></br>An effective safety training helps organisation to reduce the number of injury-related cases, damages to property, illness of employees, claims of employees and most importantly employee absenteeism is reduced. An effective safety training program also helps the organisation to keep up with the safety standards training courses directed by the government of India.\r\nSafety training sessions help to discover a safety culture within the workplace and employees help themselves to a proper understanding of safety protocols that are to be maintained on the job.</p>\r\n\r\n<p><b>An effective safety training includes the flow as follows,</b></p>\r\n\r\n<p><b>Employer''s need to determine if training is needed.</b></p>\r\n\r\n<p>If the situation can be solved by safety training, training is the best possible solution to problems like unfamiliar with heavy machinery, lack of understanding on how to use Personal protective equipment, lack of focus at the workplace, incorrect execution of work, and lastly lack of motivation to employees.</p>\r\n\r\n<p><b>Goals & Objective</b> should be identified by the safety trainer, trainer should prepare a list of materials that are needed for effective safety training for employees and also it is equally important that unnecessary material should not be included in the training to avoid the frustration of employees. At the starting of every session, the trainer should iterate the topics that will be covered and should provide a brief introduction to employees so that employees have a rough idea in their mind that what they are going to learn. The trainer should demonstrate the live scenarios which can happen at their workplace and how to tackle the same, this will help employees to understand better and properly.</p>\r\n\r\n<p><b>Learning attitude development</b>- A safety trainer can simulate the dangerous conditions through which an incident takes place. Trainers can demonstrate the live scenarios which also includes role-playing. Trainers can also include presentation through charts, PowerPoint presentation and videos to increase employees participation. These ways are very useful to make the safety training more effective.</p>\r\n\r\n<p>Employees should be provided with safety learning materials such as safety document that help''s employees to refer it anytime in case they forgot something. Evaluating the safety training program and working on increasing the effectiveness of the safety training is also essential.</p>\r\n\r\n\r\n\r\n\r\n', 'What are the major safety training''s which should be conducted?', '', 'publish', 'open', 'open', '', 'what-are-the-major-safety-trainings-which-should-be-conducted', '', '', '2021-04-22 12:53:24', '2021-04-22 12:53:24', '', 0, 'https://www.occucare.co.in/blog/?p=654', 0, 'post', '', 0),
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