The Workplace PERMA profiler measurement tool provides an opportunity for individuals to assess the perception of their wellbeing at the workplace. The PERMA profiler tool measures the perception of wellbeing in five main dimensions, which include positive emotion, engagement, relationships, meaning, and accomplishment (Butler & Kern, 2016). After taking the PERMA profiler measurement tool, I feel that the tool is sufficient in measuring the level of workplace wellbeing because of the different questions addressed in the survey. I pointed out that the tool seeks to understand the emotion of an individual at the workplace to gauge it as positive or negative. As such, one is able to realize if they have positive emotions at work. Consequently, the PERMA profiler also asks questions that relate to someone’s engagement at the workplace, which according to me is key in helping individuals to enhance their levels of engagement at the workplace.
The questions asked in the PERMA profiler tool also sought to understand my relationships with colleagues at the workplace. Hence, through the PERMA profiler, one can realize the kind of relationship they have with colleagues at work. I have realized that aspects like support and appreciation from coworkers are key in strengthening the satisfaction of workplace relationships. Subsequently, the PERMA profiler also provides questions that gauge the meaning or significance of the job to an individual (Butler & Kern, 2016). Using the tool, I was able to comprehend the meaning of my work based on different perceptions such as my ability to handle various work-related responsibilities. I also realized that the PERMA profiler takes work accomplishments as core in determining the overall workplace wellbeing of an individual. Based on my perception of wellbeing, work accomplishment is a vital aspect of improving my wellbeing and satisfaction. Thus, the PERMA profiler has core aspects that relate to my perception of workplace wellbeing.
The Islamic culture has a different view of workplace wellbeing, given that majority of the people determine wellbeing based on the core tenets of Islam. As such, this culture has a different approach to workplace wellbeing as compared to my own culture. Various codes developed in Islam guide the well-being of employees at the workplace. To begin with, Islamic law imposes a duty on the employer to guarantee that the safety, health, and welfare of employees is provided (Rahman, 2006). Based on Islamic culture, workplace wellbeing must be accompanied by the provision of safety, health, and welfare policies at work. This view of wellbeing in Islam was developed from the teachings of the prophet Muhammad, who asserted the need for employers to ensure the safety and health of their workers (Rahman, 2006). Consequently, the Islamic view of wellbeing also depicts that workers should be burdened with work beyond their capabilities. In this regard, the Islamic culture would view such work as slavery if it’s a burden to the employees. The teachings on Islam stipulate that employers should not exploit their employees by giving them work that is beyond their capability. However, the extent to which a given work or task is categorized as beyond the capability of employees is subjective and would depend on individuals. Lastly, in Islamic culture well-being is also achieved by showing kindness and mercy to employees and not mistreating them (Rahman, 2006). The Islamic culture requires workers to be treated with dignity and honour. In this regard, employers that are kind and merciful to their employees are assumed to be minding their wellbeing and welfare. It is evident that Islamic culture views wellbeing on the basis of the established doctrines of Islam.
The organization that I worked for previously had taken some considerable steps in enhancing the wellbeing of workers particularly because of the caring management that was established in the firm. One aspect that the organization provided to improve the wellbeing of workers is the provision of regular training. The organization conducted semi-annual training that was aimed at skills development and self-development of the employees. The provision of training was vital in augmenting the accomplishments of workers, which in turn, boosted their wellbeing. Another area that the organization did well in increasing the well-being of workers is by the provision of work/life balance arrangements that enabled individuals to achieve a sense of balance between their work and life responsibilities. The organization also performed well by offering a respectable and inclusive culture that encourages decision-making at all levels of the firm, as well as, not tolerating any form of bullying.
The inclusive culture coupled with the constant training was key in improving the wellbeing of workers in the organization. However, despite these positive attributes of the well-being approach of the organization, there were other aspects that could have been done better to enhance wellbeing. For instance, the organization did not have an adequate open communication policy, which is key in facilitating the well-being of employees. The lack of open communication implied that workers did not have the opportunity to air out their challenges and vulnerabilities that affect their wellbeing. Another area that the organization could have done better is the provision of health insurance covers to the employees because they are relevant in enhancing workplace wellbeing. Lastly, the organization also lacked employee assistance programs and annual health checks, which could have gone a long way in helping improve the wellbeing of employees.
|PERMA+||Application in own life and workplace|
|Positive emotions||Positive emotions have significance in evaluating my well-being in my own life. For instance, having positive emotions in a romantic relationship signifies that it is a strong relationship while negative emotions would signify that the relationship is not healthy. At the workplace, having positive emotions is an indication that my welfare is guaranteed, which thus implies that I will be more interested in being at that workplace. Therefore, positive emotions guide me in understanding the value of my presence at the workplace and my own life issues.|
|Engagement||I apply engagement in my own life to understand my interest and welfare in a given aspect or event. To me, engagement is my focus or concentration on a given matter. If I have great engagement in a particular life issue, then that implies I am interested in it and my welfare is ascertained. At the workplace, engagement helps me in understanding my capability in work tasks, as well as my preferences of work tasks.|
|Relationships||Relationships are a key element of my life and hence are easily applicable to my own life and work. Having strong social relationships in my own life is a sign of happiness and positive outcomes. This type of relationship also depicts that my own life is progressing well. On the other hand, at the workplace having strong ties with my colleagues is also a goal that symbolizes my pleasure and contentment at work. I also gauge my relationships based on the support received from my friends and colleagues.|
|Meaning||In my own life, I always look at the meaning of where I am headed or the sense of direction in whatever issue I place my mind on. In this regard, I look out if it is worthwhile to undertake a given aspect in my own life. Conversely, at the workplace, meaning is depicted by the value attained from the job. I apply this aspect by finding out if the job leads me to a better purpose than live me satisfied.|
|Accomplishment||Accomplishment is a key aspect that I use to measure my own life as well as my workplace performance. I set targets that I need to realize in my own life within specific timelines. Consequently, I also set targets that I need to accomplish in my workplace. The accomplishment of the targets helps enhance my performance and efficiency at work. As such, accomplishments both in my own life and at the workplace are crucial in boosting my overall wellbeing.|
|Sleep||Sleep is an essential determinant of my physical health. For instance, in my own life, my sleeping patterns help me understand if I have any kind of stress or maybe unhealthy. Particularly, the lack of sleep is a strong indicator that all is not well with my health. The lack of sleep or irregular sleeping pattern signifies that my well-being is deprived. I also apply lack of sleep and irregular sleeping patterns to know if I am undergoing any workplace stress or any issues affecting my health at the workplace. Consequently, a job that denies me an opportunity to sleep affects my well-being at the workplace and in life.|
|Nutrition||Nutrition influences the wellbeing of individuals because as the saying goes “we are what we eat.” I gauge my well-being in my own life and at the workplace by evaluating my eating pattern. At times when I am consuming a nutritionally balanced diet, I enhance my wellbeing. With this in mind, I strive to achieve a nutritional balance in what I eat to increase satisfaction with my own life and the workplace.|
|Activity/Movement||Activity or exercise is essential in improving the health of individuals. The body requires movement or exercise in order to burn calories and rejuvenate the much-needed energy for carrying out day-to-day activities. I, therefore, undertake an exercise to boost the well-being of my own life. I also appreciate that movements at the workplace also help to increase happiness and satisfaction. Thus, I apply this PERMA Plus aspect to regulate my wellbeing in my own life and at the workplace.|
|Optimism/Hope||Optimism is a core value that helps individuals to avoid the stress that comes with different negative aspects of life and work. I apply optimism at the workplace by remaining hopeful that all my plans and targets will get accomplished as expected. As such, optimism helps me relieve any workplace stress that could arise. Consequently, I employ optimism in my own life by making sure I have confidence in what the future holds for me.|
|Control||Control is an aspect that many individuals desire to achieve and uphold. Having a sense of control over one’s life or workplace responsibilities improves wellbeing. I apply control in my own life by assessing my ability to control different things that affect my life. Consequently, I also evaluate my control of work-related issues at the workplace. Having control over my own life and at the workplace ascertains guarantees my wellbeing|
|Work Health and Safety Act 2011 (Vic)||This law stipulates the protection of the safety, health, and welfare of all employees at work. The law also protects other individuals that might be affected by the work.|
|Safety, Rehabilitation and Compensation Act (SRC Act) (ACT)||Provides compensation and rehabilitation support to all Australian government workers and Australian Capital Territory government workers, as well as, employees of private corporations who are insured under the Comcare scheme.|
|Occupational Health and Safety Act 2004 (Vic)||As the main OHS law in Victoria, this law protects the safety, health, and welfare of workers and other people at work. It also makes sure that the safety and health of the public are not jeopardized by work activities.|
|Workplace Injury Rehabilitation and Compensation Act 2013 (Vic)||Discusses the provision of the rehabilitation and compensation of injured workers with respect to the injuries or death arising from activities at the workplace. The Act also streamlines the provisions in accordance with the Accident Compensation Act 1985.|
|Workers Compensation Act 1958 (Vic)||It consolidates the law relating to the compensation of workers for injuries arising out of work activities or in the course of employment.|
|Workers Compensation and Injury Management Act 1981 (WA)||Discusses the amendment and consolidation of the law concerning the compensation and management of work-related injuries, as well as the provision of work cover and dispute resolution.|
|Occupational Health, Safety and Welfare Act 1986 (SA)||It highlights the provision of the safety, health, and welfare of individuals at work and other purposes including compensation of injuries related to employment.|
One key Employee Assistance Program (EAP) is employee counselling. Employee counselling is aimed at fostering support for employees, resolving their issues, and also enhancing their productivity and performance at work. This program offers coaching and counselling for employees undergoing work-related or personal issues. The employee counselling program also plays the crucial role of resolving workplace conflicts and providing team-building strategies and tools. Employee counselling seeks to provide priority support that incorporates early intervention and a solution-focused approach that empowers workers to develop efficient coping strategies at home and the workplace. The counselling program is undertaken following face to face communication, as well as using video and phone. The program is accessible from different EAP providers in Victoria. For instance, Psychology Melbourne is one of the notable organizations that provide this EAP program in conjunction with employers.
|Indicator of Risk||Level of Risk||Response|
|Directly threatening to commit suicide||High||Positive engagement, referral to a general practitioner, and counselling services|
|History of drugs and substance abuse||Moderate||Referral to counselling services and available EAP programs|
|Withdrawal from family and friends and relationship problems||Low||Positive engagement, provision of counselling services, and the available EAP program|
|Deliberate self-harm||High||Boosting their self-esteem, coping and problem-solving skills, and access to counselling services|
|History of mental health condition or depression||High||Increasing connection with friends and family, support systems, and referral to counselling services|
|Recent bereavement of a close friend or family member||Low||Increasing connection with friends and family, access to available EAP programs and counselling, support systems|
|Continued exposure to bullying or cyberbullying||Moderate||Boosting the self-esteem, coping and problem-solving skills, support systems, and counselling services|
|Unexpected and sudden changes, for example, personality, behaviour, work routine, sleeping patterns, social appearance, and eating habits||Low||Boosting their self-esteem, coping and problem-solving skills, support systems, and access to the available EAP program|
Butler, J., & Kern, M. L. (2016). The PERMA-Profiler: A brief multidimensional measure of flourishing. International Journal of Wellbeing, 6(3).
Rahman, R. A. (2006). Protection of safety, health and welfare of employees at the workplace under Islamic law. IIUM Law Journal, 14(1).