Abstract
Practical ways that individuals can practice self-care must align with the psycho-spiritual needs recommended by psychologists. Likewise, academicians, theologians, and pastoral counselors must consider the risks of not practicing self-care. Further, the six dimensions of wellness are: physical, emotional, spiritual, intellectual, environmental, and social. The six dimensions of wellness provide a framework to help individuals deal with the spiritual, physical, intellectual, emotional, social, and environmental areas of their lives, which helps them to thoroughly connect to well-being. Likewise, workplaces must acknowledge spirituality as an aspect of well-being in employee health initiatives. Moreover, wellness professionals must understand how spirituality as a caveat of well-being may impact and affect productivity. In this way, employees work more effectively, experience improved job satisfaction, and increased organizational performance.
TopBackground
The impact of this research on organizational performance is to increase awareness for developing organizational well-being initiatives for diverse spiritual needs (Skevington & Böhnke, 2018). This research introduces organizational well-being initiatives for diverse spiritual needs as a promising practices framework to reduce barriers for employee well-being. Additionally, developing organizational well-being initiatives for diverse spiritual needs will improve employee health and well-being during crisis. Findings from the study can be transformational in reshaping professional development for developing organizational well-being initiatives for diverse spiritual needs.
Further, the six dimensions of wellness are: spiritual, physical, intellectual, emotional, social, and environmental. The six dimensions of wellness provide a framework to develop organizational well-being initiatives for diverse spiritual needs and manage the spiritual, physical, intellectual, emotional, social, and environmental areas of their lives. In turn, helping employees to connect with organizational sponsored well-being resources.
Statement of Problem
The problem is that developing organizational well-being initiatives for diverse spiritual needs requires support to help individuals cope with the stressors of working in organizations. Leaders are tasked with creating physical work environments, organizational effectiveness, productivity, communication, group interactions, leadership, morale, motivation, and other related topics to achieve organizational performance (Lewis, 2016). To identify solutions to problems that employees have with the health impacts of physical, emotional, spiritual, intellectual, environmental, and social needs. In this way, employees work more effectively, reduce stress, experience increased job satisfaction, and improve organizational performance.
Appreciative Inquiry Elevates Evidence-Based Strategy
For instance, incorporating appreciative inquiry is of interest and expand the application of organizational or individual well-being by focusing on the positive attributes of employees as they meet project or departmental goals (Buckham, 2018). Appreciative inquiry is an aspect that involves creating a means to connect with the objectives and passion of employees (Lewis, 2016). Appreciative inquiry stands as an example of the types of knowledge-based methods for evaluative practices. Moreover, the utilization of appreciative inquiry provides compassionate support needed to help developing organizational well-being initiatives for diverse spiritual needs achieve their goals, connect to the organization, and feel a sense of belonging, regardless of gender.