Spiritualty in Management / Workplace Spirituality

z
Prof. P. K. Agarwal
Professor & Dean
Motherhood University
Roorkee, U.K., India
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Workplace
Spirituality

PROLOGUE
• Spirituality is a broad concept AND includes a sense of connection to something
bigger than ourselves, and
• it typically involves a search for meaning in life.
• As such, it is a universal human experience—something that touches us all.
• People may describe a spiritual experience as sacred or transcendent or simply a deep
sense of aliveness and interconnectedness.
• Some may find that their spiritual life is intricately linked to their association with a
temple, mosque ,church or a meditation centre.
• Others may pray or find comfort in a personal relationship with God or a higher
power.
• Still others seek meaning through their connections to nature or art.
• Like our sense of purpose, our personal definition of spirituality may change
throughout our life, adapting to our own experiences and relationships.
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CONCEPT OF SPIRITUALITY
• In Sanskrit, Spirituality is known as Adhyātma.
• It is derived from two words Adhi and Ātman (Ātmanahā).
• Adhi means pertaining to the topic and Ātmā means the Soul.
• The Soul is the God principle within each of us and is our true nature.
• It is the main component of the subtle body, which is a fractional part of the
Supreme God Principle.
• Its characteristics are Absolute Truth (Sat), Absolute Consciousness
(Chit) and Bliss (Ānand).
• The Soul is unaffected by the ups and downs (and the happiness and
unhappiness) one experiences in life as it is perpetually in a blissful state.
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• “Spirituality is the aspect of humanity that refers to the way
individuals seek and express meaning and purpose and the
way they experience their connectedness to the moment, to
self, to others, to nature, and to the significant or sacred.“
• Christina Puchalski, MD, Director of the George Washington Institute for Spirituality
and Health
 “Spirituality means any experience that is thought to bring the
experiencer into contact with the divine.”
• Mario Beauregard and Denyse O’Leary, researchers and authors of The Spiritual
Brain,
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• THUS,
• Spirituality, thus, deals with understanding the nature of the
Soul and one’s journey back to identifying with the Soul and
experiencing it as one’s true nature.
• Spirituality is the science about how to be blissful..
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 We need to stop creating a disparity of identities such as
race, age, sexual definition, and religious belief.
 A higher power is not going to just magically come down and give
us behaviors that match our words. We must give ourself the
opportunity to build our experiences and create spiritual
awareness.
 Being spiritual is the belief in something bigger than what is seen
or can be explained; something that we might call God,
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CONCEPT OF RELIGION
 Religion is in part the practice of labeling…
 This is my God and is labeled by this name, it looks like this,
it says that I believe this and these are the rules on how I
must act.
 That concept can actually create more human separation and
can get us to draw away from truly being spiritual with all others.
 A highly exclusive belief system can leave no room for
anyone else’s human experience and tends to be unbending
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SPIRITUALITY AND RELIGION
 While spirituality may incorporate elements of religion, it is generally a
broader concept. Religion and spirituality are not the same thing, nor are
they entirely distinct from one another. The best way to understand this is to
think of two overlapping circles like this:
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Where the circles overlap is the individual experience, which affects
the way we think, feel, and behave.
•In spirituality, the
questions are: where do I
personally find meaning,
connection, and value?
•In religion, the questions
are: what is true and right?

SPIRITUALITY AND RELIGION
 If you suddenly got a terminal disease, or a loved one did, would you pray? That’s
spirituality without labels. Who we pray to is religion?
 Religion’s specific rules like Commandments, puja (worship) and recitations, japa,
meditation (dhyāna), family-oriented rites of passage, annual festivals, , occasional
pilgrimages, don’t eat meat, how weput to rest a deceased body etc.
 A spiritual life is all-inclusive and allows respect of all others to live their life on an
equal basis.
 If we need prayer, it is not withheld because we look different or worship differently.
Spirituality removes all the labels that separate us.
 Without labels we are no longer rejecting a portion of ourselves.
 We no longer are affected or influenced by the judgment of others.
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IMPORTANCE OF SPIRITUALITY
 For many people, religion provides them with their first learnings
about spiritual matters and things that are beyond the physical world.
 However, religions often tend to be sectarian in nature. A ‘sect’ is a
group of people who usually think that their Path to God is the
best and the preferable one (if not the only one).
 However, one of the fundamental principles of Spirituality is that there
are as many paths to God as there are people. Just as a doctor does
not advise the same medicine for different ailments which different
people may have, similarly the same type of spiritual practice does
not necessarily benefit everyone.
 A myopic or ethnocentric outlook about religion or Spirituality often
stifles spiritual growth, thus leading to stagnation.
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 Regardless of who we are and where we come from – our need to
experience happiness in our lives drives all our worldly pursuits.
 This need is common to all of us regardless of cultural
background, religion, gender, social or financial status, etc.
 However, through spiritual research, we have found that on average
people experience happiness only 30% of the time.
 One of the main reasons we experience unhappiness is due to
problems(physical and psychological) in life.
 However, what many of us do not know is that problems that are
physical or psychological in nature can have a spiritual root cause. This
means that even though a problem is primarily due to spiritual
reasons, it can manifest as a physical or psychological problem.
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 The main spiritual problems are destiny (karma), problems due to
departed ancestors and distress due to negative energies.
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Through spiritual research, we have found that over 50% of the problems that
a person faces in life are due to spiritual reasons. All major life events such
as marriage, good and bad relationships, serious accidents and major
illnesses are mostly due to one’s destiny.

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When the problem of a
patient has a spiritual root
cause, it is best to provide
spiritual help or employ a
spiritual solution to help.
Spiritual measures such as
practicing Spirituality
provide relief to the
physical and psychological
problems as well and this
is especially so if the root
cause the problem is
spiritual in nature.

SPIRITUALITY AND THE PURPOSE OF LIFE
 At some point of time in our lives some of us begin to wonder – Is this it ?
 Is this all there is to life – for example – getting a good education, earning money,
getting a loan, purchasing a car, getting an even bigger loan, purchasing a house,
purchasing a bigger house, achieving success and recognition in some field, raising a
family and then ultimately we die ? Some of us may begin to wonder whether life has
any higher purpose.
 For those of us who have gone through this stage of introspection, it is like something has
shifted deep within us. For some of us, such feelings have propelled us to embark on our
own spiritual journeys.
 According to the science of Spirituality, there are really only 2 reasons for being born :
 The first purpose of life is to complete one’s destiny or karma that one is born with.
 The second and more important purpose of life is to grow spiritually.
 Practising Spirituality as per universal principles helps with both these purposes. It helps to
burn adverse destiny that causes us unhappiness and it also helps us to grow
spiritually.
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SPIRITUALITY PATHS
 There are many generic paths to God and the most popular ones are :.
• Bhaktiyoga – The Path of Devotion
• Namsankirtanyoga – The Path of Chanting
• Karmakand – The Path of Ritualistic Worship
• Karmayoga – The Path of Action (i.e. to have no expectation of fruit from an
action which is performed)
• Dhyanyoga – The Path of Meditation
• Dnyanyoga – The Path of Knowledge (Receiving knowledge pertaining to
the Soul through Holy texts or in the subtle)
• Hathayoga – The Path of Deliberate Rigor
• Kundaliniyoga – The Path of Spiritual Energy
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SPIRITUALITY PATHS
 These paths have been designed so as to suit the temperament of the seeker.
 However, regardless of which Path to God one chooses, it is important that
one reduces the intensity of one’s personality defects.
 If one has many personality defects, one cannot sustain on any path.
 To help a seeker progress faster in his spiritual journey, His Holiness Dr
Athavale founded Gurukrupayoga (The Path of th5e Guru’s grace). This path
amalgamates the best parts of all the other paths of Spirituality.
 It recommends 8 steps of spiritual practice with an emphasis on removing
defects and reducing one’s ego.
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SPIRITUALITY IS A PRACTICAL SCIENCE
 Many of us have read books on Spirituality and spiritual concepts.
 However mere theory apart from providing direction to an individual, unless it is put
into practice can never be experienced. It remains as just intellectual spiritual
concepts to a person.
 Only when one puts that knowledge into practice, does one get spiritual
experiences or the experience of Spirituality.
 Spiritual practice truly helps a person understand the importance of Spirituality. This
is why it is said that in a person’s spiritual journey, theoretical knowledge of
Spirituality has only 2% importance, while 98% importance is for practising.
 If a person just reads about Spirituality and does not practise it, he will never
understand/experience its importance. As a result, sooner or later he may stop
having any interest in it. In fact, he may also end up doubting its usefulness in life.
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OBSTACLES IN SPIRITUALITY
 As a seeker of spiritual growth, one may come across the following obstacles in one’s spiritual journey :
 Incorrect guidance on spiritual practice : Even if one has a lot of desire to progress spiritually, but the
guidance one is following is incorrect, then months if not years can be wasted.
 Not as per universal laws : All spiritual practice should be based on universal laws/principles, else it could
lead to stagnation.
 No authority to answer one’s doubts : If doubts about Spirituality are not clarified, a seeker may end up
following a wrong path and end up losing faith in Spirituality.
 Negative energies from the spiritual dimensions often misguide seekers from the subtle.
 Sometimes what life throws at a seeker can derail his spiritual practice.
 Sometimes one may be stagnating in his spiritual practice and one may not even realise it. This is why
having a spiritual guide in one’s journey is important.
• The spiritual path to God realisation can take years if not decades. Sometimes, along the way seekers can
experience a lack of will power, diligence or perseverance in their spiritual practice which will impede their
spiritual growth. This is why being associated with other co-seekers or a spiritual organisation helps in
providing seekers with the necessary impetus and encouragement in their spiritual journeys.
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INTRODUCTION
 As human beings, we tend to focus more on the physical and
material aspects of life than spiritual issues. We are so engrossed
in the physical and material aspects of life that we barely find the
time to think about the spiritual issues.
 But it is essential to know that we can only find unconditional
happiness and peace if we enrich our inner spiritual lives.
 Similarly, we rarely pay heed to spirituality at work, neglecting
it, and giving little or no importance to finding meaning at
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CONCEPT
 According to Petchsawang and Duchon (2009), workplace spirituality
or spirituality at work is defined as “having compassion towards
others, experiencing a mindful inner consciousness in the pursuit
of meaningful work and that enables transcendence.”
 In simple terms, it is about finding meaning, value, and motivation
in one’s work beyond paychecks and performance. It is about
people finding a sense of oneness and togetherness in an organization
as a whole.
 Spirituality in the workplace began in the early 1920s and emerged as
a grassroots movement with individuals seeking to live their faith
and/or spiritual principles at work.
 Now, more and more organizations realize the importance of workplace
spirituality. Also, people now acknowledge the fact that work can be
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BENEFITS OF WORKPLACE SPRITUALITY
 Spirituality at work is becoming an essential aspect of organizations around the world and for
a good reason, i.e., its numerous benefits -
Improved overall well-being of employees :
 For a business to succeed in its endeavors, it is imperative for its employees to be fit and
healthy. For great workplace productivity, the health of your employees is the determining
factor.
 Health can be described as a state of complete physical, mental and social well being.
To live a healthy life, people need to have a balanced diet, exercise regularly and get enough
sleep. They must also live in a stress-free environment and have good hygiene.
 Creating a work culture that promotes health through all aspects of your employees’
lives has various health benefits. They can be fit, healthy, satisfied and happy.
 Employee health and well-being contributes massively to overall employee engagement
within the business.
 In recent times, promoting health has become an integral and accepted part of the corporate
culture. Studies show that healthy employees tend to be more productive and more
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Increased employee productivity.
 Here are some ways through which we can build a more productive and happier workforce:
 Make appreciation a norm in the organization. If an employee has done a good job,
show that you know it.
 Give continuous feedback to the team members.
 Give frequent and exciting rewards for time spent on good work.
 Involve employees in the Organisation's decision making processes. Make them feel
like they contributed to the productivity output.
 Let employees know that their opinion counts. Regularly take their input,
suggestions, and opinions into consideration.
 Invest in a corporate health care plan for better workforce productivity. Health is the
greatest form of care that you can possibly gift.
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8
Key
Strategies
To
Improve
Employee
Productivity
1. Ditch the time spent on meaningless meetings
Time spent on meetings is one of the biggest obstacles to employee
productivity. Yet we continue to schedule them, attend them and inevitably
complain about them.
Almost 47% of employees complained that the time spent on meetings
were the number one time-waster during work hours, as reported by
Atlassian.
Meetings prove to be great interrupters when employees get pulled out
of their “zone” during work hours. Only to hear information that could
have easily relayed through an email.
Also, consider the fact that employees spend an additional amount of time
to prepare for a meeting (read “waste time”) instead of focusing on
getting their actual job done.

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8
Key
Strategies
To
Improve
Employee
Productivity
But if we must conduct a meeting, we must do it as Steve Jobs did.
After every meeting, Jobs had an actionable list of tasks describing
exactly what needed to get done and which team member is
responsible for getting it done.
He even assigned a title for that particular employee- “Directly
Responsible Individual”.
As a result, every team member involved in the meeting came away with a
clear idea of what was expected from them and who were expected to do
it.

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8
Key
Strategies
To
Improve
Employee
Productivity
Here are some additional pointers on running productive
meetings with high-efficiency gains:
 Before scheduling the next meeting, justify the purpose of the meeting. If you can
send the same information through an email, then conducting that meeting is probably
not worth the effort.
 But if you must conduct a meeting, then go prepared with the required arsenal. Make
a list of requirements and agendas to discuss at the meeting.
 Limit the number of people allowed in the meeting. The larger the size of team
members, the larger is the possibility of increased distractions.
 Give employees the option to opt out of a meeting during their work hour if they
have some other work.
 Set a limit on the amount of time spent on the meeting.

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8
Key
Strategies
To
Improve
Employee
Productivity
2. Emphasize quality over quantity for similar work
The goal should always be not on the amount of time spent working, but rather on what do you
accomplish during the time you are working.
Bosses like to measure employee productivity by conceptualizing the idea of everyone being an
“ideal worker”.
An ideal worker comes to the office before anyone else and leaves after everyone else.
But this is hardly a suitable benchmark in measuring employee productivity as a whole.
In 2014, Stanford researchers discovered the phenomenon called “productivity cliff”. The study
found that people who put in 70 hours per week produce nothing more than those who put in 55
for similar work.
Longer hours does not always yield better results. To summarize, the quality of the work done has
larger efficiency gains than the quantity.

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8
Key
Strategies
To
Improve
Employee
Productivity
2. Emphasize quality over quantity for similar work
Here are some ways through which we can encourage a better quality of work
rather than the quantity:
 Research shows that shorter workday(such as a 6-hour workday in
Sweden) resulted in employees feeling healthier, less stressed at an
individual level and more likely to take lesser days off from work.
 Offer regular breaks at work so that employees can feel recharged at an
individual level.
 Encourage team members to leave their work at the office and not let it
hamper their personal life.

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8
Key
Strategies
To
Improve
Employee
Productivity
3. KPI’s and OKR’s to hold your employees accountable on an
individual level
The one thing that every manager should never forget about employee productivity is that Stop
managing their time. Start managing their goals.
When managers become obsessed with time tracking every aspect of employees’ work hours
(micromanaging), chances are that employees become even more prone to slacking off.
Manager’s who micromanage are more likely to be more resented by their team members.
Invest in collaboration tools, product or service that focus on completing the goals. Rather
than focusing on micromanaging your employees’ work hours.
If an employee finishes a project in half of the amount of time and spends the other half social
networking, it should be the last of your worries.
The goals are getting smashed, as far as concerned.

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8
Key
Strategies
To
Improve
Employee
Productivity
3. KPI’s and OKR’s to hold your employees accountable on an
individual level
Invest in OKRs
The term OKR, which stands for “Objectives and Key Results”, is a goal-setting
system innovated by Google.
OKR has two major components- the Objective and the Key Results:
Objectives are the SMART goals that an employee needs to complete. Objectives
should be achievable and specific.
Key Results are a set of metrics that measure one’s progress towards fulfilling the
objectives.

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8
Key
Strategies
To
Improve
Employee
Productivity
4. Make the email experience less disruptive to workforce
productivity
Adam Alter, author of Irresistible: The Rise of Addictive Technology, explains how
checking email during work hours can drastically change our level of productivity:
So, on average, we check our emails six seconds after they arrive, which is a staggering
number. Now it's staggering because when we check our email it takes about 25
minutes on average for us to get back into the zone of maximum productivity.
Once our employees get into the continuous flow of their incoming email, half of the
employee productivity battle gets lost.
After all, emails in the workplace are as similar to peanut butter and jelly in a
sandwich. There is no one without the other.
But what we can do is try to control this email flow in a way so that it affects the
workforce productivity in the minimum.
 Encourage good email etiquette among the team members for higher efficiency
gains.
 Keeping the subject lines of the emails short and describe exactly what the email is

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8
Key
Strategies
To
Improve
Employee
Productivity
5.Invest In “Still Spaces” to boost workforce productivity
Mayhem of noises, distractions, and constant interruptions at the workplace leads to
dwindling concentration, and menial productivity output.
Limiting noise and distractions can slightly be an improvement in encouraging
employee productivity but it still might not be enough.
That’s why workplaces of today are incorporating “silent thought spaces”. It’s where
employees can go to have a session of uninterrupted work done, meditate or simply
recharge their overworked minds.
To combat this, Steelcase has developed a set of five Quiet Spaces, incorporating the
Organisation's Vertical Intelligent Architecture sound proof architectural walls.
These silent settings make these “spaces” ideal for yoga, meditation, or simply
peaceful work time.

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8
Key
Strategies
To
Improve
Employee
Productivity
6. Exercise breaks help to improve employee productivity
Taking out time to exercise may actually help improve employee
productivity.
Frequent exercise can have innumerable benefits including:
 Keeping the mind focused and thus increasing productivity.
 Increased energy levels and improved work ethics.
 Keeps one mentally sharp and agile.
 Acts in reducing stress among employees working long hours.
Helps prevent a multitude of illnesses which brings down workforce
productivity.

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8
Key
Strategies
To
Improve
Employee
Productivity
6. Exercise breaks help to improve employee productivity
Here are some ways through which we can encourage employees to sneak in some
form of exercise in the workplace:
 Encourage employees by rewarding employees if they make their daily commute
through a cycle or by walking.
 Instead of regular desks and chairs, invest in standing desks or stability balls to sit
upon.
 Conduct “walking meetings” to utilize time spent on meetings.
 Encourage employees to work out by offering “exercise breaks”.
 Invest in a corporate wellness program to build a culture of health and ultimate
productivity in your organization.

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8
Key
Strategies
To
Improve
Employee
Productivity
7. Give them something nice to look at
Our office decor has (more than a little) significance in increasing productivity among
our employees.
Research suggests that an office enriched with potted plants can increase productivity
by up to 15 percent.

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8
Key
Strategies
To
Improve
Employee
Productivity
7. Give them something nice to look at
Here are some ways to design our office for maximum employee productivity:
 Optimizing the lighting in our workplace is one of the easiest ways to improve
employee productivity. It ensures that the eye strain gets reduced to the minimum.
 Utilize natural lighting during work hours as much as possible.
 A cluttered workplace is more likely to make someone feel far more stressed than
they actually are.
 Minimalistic working environments makes a workplace look at all kinds of chic
and inviting. It also makes it easier for employees to get their work done without
getting distracted.
 Workplace colors play a huge role in building inspiration and motivation among
employees working.
 Make sure that our workplace smells nice and fresh. Scents like peppermint aims to
refresh one’s senses. Whereas citrus scents are usually used to de-stress the
employees working.

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8
Key
Strategies
To
Improve
Employee
Productivity
8. Employee engagement to improve employee productivity
The single best thing a Organisation can do to boost employee productivity
is to ensure that employees working are happy, motivated and engaged.
A highly engaged workforce can outperform a Organisation
experiencing low employee engagement by a whopping 202%.
An engaged employee is more likely to be happier, will be more
productive, take lesser sick days, and create better working
environments.

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8
Key
Strategies
To
Improve
Employee
Productivity
Here are some ways through which you can build a more productive
and happier workforce:
 Make appreciation a norm in the organization. If an employee has
done a good job, show that you know it.
 Give continuous feedback to the team members.
 Give frequent and exciting rewards for time spent on good work.
 Involve employees in the Organisation's decision making processes.
Make them feel like they contributed to the productivity output.
 Let employees know that their opinion counts. Regularly take their
input, suggestions, and opinions into consideration.
 Invest in a corporate health care plan for better workforce
productivity. Health is the greatest form of care that we can possibly gift.

Reduced absenteeism
 Encourage Good Physical And Mental Health Of The Employees
 Depression is the leading cause of absenteeism
 Also, corporate sedentary lifestyle and lack of physical activity
weakens their health, leading to more sick days and then high absenteeism.
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 Flexible work schedules
 Flexible scheduling of work diminishes absenteeism as it allows workers to
prepare their work accordingly.
 Therefore, given the variety of needs, flex timing can have a positive impact on
the workplace and absenteeism.
 For everyone, the number of hours remains the same. Management that stresses
getting the work done after specific scheduling of work has less absenteeism and more
dedication.
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 Implementing a wellness program
 Providing a wellness program to the employees is a great way to
improve the physical, emotional, and mental health of a person.
 The activities in the employee wellness programs such as weight-loss
competitions, exercise, stress management or resiliency education, and
smoking cessation programs can help employees to adapt to a healthy
lifestyle and stay fit.
 When employees are happy and healthy, they don't call in sick leaves,
reduces absenteeism, and are engaged and productive..
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Increased motivation and commitment.
 Employee motivation affects employee engagement.
 An engaged employee is emotionally committed to the Organisation.
 This commitment tends to influence his behavior towards the
organization. And this attitude impacts his motivation to work.
 Gallup did a research and found that only 15% of employees
worldwide feel engaged in their jobs.
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Increased motivation and commitment.
Motivation results from the interaction of both conscious and
unconscious factors. Which are :
 Reward value of the goal. A meaningful reward at the end of their efforts is a great way to
keep employees motivated. A reward should have a feel-good-factor attached to it. Thus, they feel
motivated to push harder, work efficiently and produce better results.
 They have leaders whom they can trust. Leaders who value them and treat them
with the same respect as they would to a senior employee. Leaders who believe in their capabilities &
include them in important decision-making processes.
 Professional advancement is another important motivation at work. Employees are highly
motivated to work if it means a career growth. Leaders who provide employees with opportunities to
develop their career have better-motivated employees.
 Happiness is probably the biggest fuel to employee motivation. An author on Forbes said, “your
motivation to achieve is ultimately based on earning a living that brings you tremendous joy and
satisfaction.”
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Increased job satisfaction.
 Employee satisfaction is the level of happiness or contentment an
employee feels for his/her job.
 Employee satisfaction is an essential aspect of any business or organization.
 When employees are happy and satisfied with the management and work
culture, they put their best effort to make the Organisation successful.
 When employees’ needs are met they develop a positive outlook towards
the organization and its goals.
 When employees are dissatisfied and unhappy with their jobs, they lose
their motivation and tend to underperform.
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Increased job satisfaction.
 Key reasons for employee dissatisfaction
• Low compensation
• Lack of Career growth
• Poor Management
• Poor Relation with Co-workers and Managers
• Lack of Appreciation and Recognition
• Poor Work-Life Balance
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Increased job satisfaction. - 9 Best Practices to Keep
Employee Satisfaction High
 1. A Positive Work Environment
 Create a positive work environment through-
 Open communication
 Building trust
 Building healthy work relationships
 Listening and promoting equal opportunities
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 2. Feedback
 The best ways to give healthy feedback are
 The positive intent.
 It should be constructive.
 It should be genuine.
 Don’t wait, give your feedback immediately.
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 3. Reward and Recognition
 Appreciating and recognizing employees from time to time keeps
employees motivated
 This energizes them to thrive to do better and outdo themselves.
 We can also offer valuable benefits and perks to your employees to
boost their morale and job satisfaction.
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 4. Work-life Balance and Employee Satisfaction
 Work-life balance helps employees to balance their professional and personal
lives.
 Here are some actionable steps:
 Initiating work-life balance programs
 To have one to one interactions
 To provide flexible work hours
 Giving them enough time for relaxation and leisure
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 5. Involve and Engage the Employees
 Teams that work together with involvement are happier and satisfied.
 The best way to encourage employees is to make them fully involved.
To hear them out in need.
 To make them realize that they are equally important, and their
contribution and hard work are always appreciated.
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 6. Develop Employee Skills
 Helping employees develop their skill sets is also one of the attributes
of employee satisfaction.
 When we give our employees room for developing their skills, it
boosts their job satisfaction and increases work efficiency.
 This also signifies that, along with our organizational growth, we even
care about their career development.
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 7. Evaluate and Measure Employee Satisfaction
 Many small/big organizations conduct biannual or yearly employee engagement
surveys.
 They put up questions on the categories like teamwork, feedback, information,
work-life balance, work relationship, self-evaluation, and so on.
 Employees can put any simple suggestions they want to make or write anything that
bothers them.
 One of the other evaluation practices is one-on-one reviews. This could be very
effective to know about employee dissatisfaction and its attributes.
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 8. Employee Well-being
 ‘Health is wealth’ is an overused phrase but holds true to its meaning.
 Employers who do not emphasize employees’ physical, emotional,
psychological, and financial well-being build an inefficient
workforce.
 Employees who are healthy and stress-free have better productivity
and a greater sense of responsibility towards their job.
 The feeling of security keeps them more engaged and dedicated.
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Improved quality of life.
 Quality of work-life or QWL can be defined as the total quality of
an employee's work-life at an organization.
 6 Ways To Achieve An Excellent Quality Of Work Life
 1. Job Satisfaction
 The term "job satisfaction" refers to how satisfied an employee is at
his/her organization.
 Factors such as working environment, people at work, job security,
and work responsibilities majorly impact an individual's job
dissatisfaction levels.
 With better job satisfaction comes an improved quality of work life.
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 2. Workplace Stress
 Stress is a silent killer.
 Not only does it impact their physical health, but it affects their
emotional wellbeing as well.
 According to stress.org, workplace stress is a result of the following factors:
 Workload contributes to the primary reason for stress at almost 46%
 People Issues comes second at 28%
 Work-life balance (20%)
 Lack of job security (6%)
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 3. Financial Reimbursement
 The purpose behind any work is to get a substantial income in return.
 Rewards, pay, and benefits enhance organizational QWL.
 With better compensation, employees are more involved in their work.
 Unless the Organisation provides extrinsic motivation (in the form of
better financial gain), workers will less likely go beyond the job
requirements.
 After obtaining good pay, employees are more likely to find job
satisfaction as well as more committed to achieving the Organisation's
goals.
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 4. Work-Life Balance
 Rigid work schedules are a big no for the current millennial workforce.
 The modern employee wants to balance his life at work with his personal life. That
means more remote working and more flexible work hours.
 Splitting time, energy, and resources into two different aspects of your life is
challenging. Adding to this challenge are obstacles such as long hours of commute,
family commitments, or longer working hours.
 Flexible Working Hours
 Work from home
 Telecommunicating
 Remote Working
 Part-Time: This form of work requires the employee to work in shifts.
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 5. Working Conditions / Job Environment
 Businesses need to understand the value of a pleasant working environment for
enhanced organizational effectiveness. The job environment affects life at work, mood,
performance, and motivation.
 Improved Quality Of Lighting : Good lighting makes a drastic difference in
employees' performance and attitude. Research states that exposure to natural light
helps in improving energy, mood, focus, and productivity.
 A great alternative to natural lighting is blue-enriched light bulbs. Using such lighting
will promote calmness and positivity in the workplace.
 Comfortable Working Environment : Make an effort to provide relaxing working
conditions by providing comfy chairs, indoor plants, break rooms, and office snacks.
Make the workplace an enjoyable and fun place to be.
 Respect and Fairness : Every employee deserves to feel belonged regardless of their
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Reduced workplace stress.
 Stress can be described as harmful responses which occur if job
demands and requirements are greater than an employee’s capabilities.
 Workplace stress is the result of economic, social, physical, and
emotional factors that need a response to change. It can pose a risk to your
employees’ physical health. It can also cause injury.
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Reduced workplace stress.
 Some factors which cause
workplace stress-
 Job insecurity
 Lack of communication
 Conflict among members of the staff or
management
 Workplace bullying
 Working overtime
 Lack of employee recognition and
rewards
 No breaks during work
 Deadlines
 Lack of employee engagement
 Working shifts
 High demands
 Lack of control over the work at hand
 Discrimination in the workplace
 No work-life balance
 Low employee morale
 Traumatic life events
 Lackluster work conditions and work
environment
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Both physical and emotional problems can cause high stress in the workplace.

Reduced employee burnout.
 Employee burnout happens when our once productive employees
become exhausted both physically and mentally in the workplace.
 It is thought of as a psychological process and happens due to a
prolonged period of stress or excessive work hours.
 Signs of burnout include the feeling of emptiness, frustration and
exhaustion, getting irritated, cynicism, depression, sickness and
mistakes related to tasks.
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 Reasons behind employee burnout:
 1. The pressure at Work
 2. Unfair treatment
 3. Lack of specific role: What? Why? Where?
 4. Lack of support
 5. Time pressure
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 Tackling employee burnout:
 Discussing it out: The one-on-one conference
 Maintaining the balance
 Providing autonomy
 Showing appreciation
 Providing clearer goals and objectives to your employees about their jobs.
 Letting the employees have a break in between their work so that they can get
loads of fresh air.
 Allowing them to resort to music to boost their concentration.
 Providing them with adequate training to enhance their skills.
 Taking the team members out for lunch once every month.
 Dealing with mental health problems with programs that tackle it.
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Reduced employee turnover rates.
Hiring top talent can be expensive, tiresome, and stressful. Subsequently, when the
high performing employee chooses to leave, things become complicated.
 So why are your high performing employees walking away?
 According to a Gallup survey, these following reasons drive employee turnover in
companies:
 Managers influence at least 75% of the reasons for voluntary turnover.
 "Career Advancement" contributes to 32% of those voluntarily quitting jobs.
 "Pay and benefits" was the second most common answer (22%) to why employees
make the decision to leave.
 20.2% said that they quit because they were not suited for that job.
 Much smaller percentages quit because of flexibility or scheduling (7.7%) or job
security (1.7%).
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Reduced employee turnover rates.
 Factors Influencing The High Employee Turnover Rate
 1. Less Training Equals Higher Voluntary Turnover
 2. The Culture Problem (Work Environment Matters!)
 3. A Bad Hiring Process Affects Employee Turnover Rates
 4. Defining The Right Roles Influences Employee Engagement : A clear role
definition helps employees to exactly understand what’s expected of them and they Feel
confident about their contribution to the organization; Focus their time and
efforts on doing tasks that they have suitable expertise in; Avoid working on tasks
that are unrelated to their skillset; Spend less time trying to get a grasp of their
duties and responsibilities ; They already know what their priorities are ;Feel less
stressed.
 5. Opportunities For Mobility Within The Organization
 6. Work-Life Balance Is A Key Tool For Retention
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Improved work performance.
 Work performance is the process of carrying out or accomplishing an
action, task, or function. Your employee can achieve the expectations of
your Organisation.
 Productivity is defined as the amount of work our employee did on a
particular day irrespective of the quality.
 Performance is something that we need to work on day in and day out to
get the best result and at the same time, make room for improvement.
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Improved work performance.
Tips to Improve Work Performance:
 1. Setting Up Milestones:
 2. Prioritizing:
 3. Dropping the idea of Multitasking:
 4. Finishing up the pending work:
 5. Communication:
 6. Taking Breaks:
 7. Working on weak spots:
 8. Avoiding Distractions:
 10. Being Punctual:
 11. Stop Procrastinating:
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SPIRITUALITY IN EDUCATION
• Spirituality involves the recognition of a feeling or sense or
belief that there is something greater than myself, something
more to being human than sensory experience, and that the
greater whole of which we are part is cosmic or divine in nature.
• ... An opening of the heart is an essential aspect of true
spirituality.
• Spirituality in education refers to no more—and no less—than
a deep connection between student, teacher, and subject—a
connection so honest, vital, and vibrant that it cannot help but be
intensely relevant.
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DEVELOPING SPIRITUALITY IN STUDENTS
 Providing experiences of awe for their students through art,
music, nature, or studying great people are helping their
students connect to something larger than themselves.
 Teach prosocial skills such as gratitude, compassion, empathy,
mindfulness, and altruism
 and helping the students develop positive relationships.
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WHY IS IT IMPORTANT?
 Healthy spirituality gives a sense of peace, wholeness and
balance among the physical, emotional, social
and spiritual aspects of our lives.
 However, for most people the path to such spirituality passes
through struggles and suffering, and
 often includes experiences that are frightening and painful.
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WAYS TO ENCOURAGE SPIRITUALITY IN THE
WORKPLACE
Define and set a clear mission and purpose on how our Organisation
will serve your clients with .
Making sure that any action our organisation takes does not
negatively affect other people and other organisations.
Hire and recruit people who understand our Organisation's mission
statement and actively work according to our Organisation's
purpose.
Make sure all our existing employees and managers are aware of
our Organisation's purpose.
Create an environment of inclusion, diversity in our Organisation.
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WORKPLACE
Educate and train the employees in the skills of self-leadership and
self-awareness.
Train the employees on proper business conduct so that they can
serve the clients in a better, meaningful way.
Encourage the employees to be more creative.
Discourage and eliminate fear among the employees. For example, if
employees are afraid of making mistakes, they will never be able to
learn from them.
Foster an environment of trust in the workplace where employees
can work, learn, and contribute together for a more significant
cause.
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WORKPLACE
Promote and encourage meditation and yoga among employees
which makes help people become more self-aware, eliminate stress
and stress-related problems, and improve their overall well-being.
Organize personality development seminars for employees in the
workplace to manage our social, personal, and professional lives
better.
Get to know each of employees individually and also encourage
them to learn more about each other. it will create a better work
environment, boosting team morale and productivity.
Encourage employees to spend time on their families, personal lives,
health, and so on. Doing so will help them find happiness,
contentment, and peace of mind in their own lives and at work.
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EPILOGUE
 Spirituality does not mean any particular practice.
 It is a certain way of being. To get there, there are many things to
do.
 This is like a garden in our house. If the soil, sunlight or stem of a
plant is in a certain way, it won’t yield flowers, we have to do
something. we have to take care of those things.
 So if we cultivate your body, mind, emotions and energies to a
certain level of maturity, something else blossoms within us – that
is what is spirituality.
 When our rationale is immature, it doubts everything. When our
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EPILOGUE
 In today’s workplace we must step outside restrictive labels and
understand that others have different beliefs that are equally as
important to them as our personal beliefs are to us.
 It’s important to respect that there is no right or wrong way to spirit.
 Respect leads to successfully coming together with temperament thus
permitting a civilization that can achieve a common goal.
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EPILOGUE
 Happiness Index is a major talking point in today’s world.
 Spirituality and Happiness Index can bring a positive transition in
management education for the youth.
 Spirituality in management, and in particular in management education,
is sorely lacking in many countries but awareness of this need is
gradually increasing.
 Management education in respect to Care for Society, Ethical Leadership
and Spiritual Culture.
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Spiritualty in Management / Workplace Spirituality

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