Measures can be taken to deal with problems (e.g. conflict management) or to remedy the consequences of problems (e.g. trauma support). In addition, action can be taken to prevent possible problems (e.g. online tool to improve your resilience).
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Measures can be taken to deal with problems (e.g. conflict management) or to remedy the consequences of problems (e.g. trauma support). In addition, action can be taken to prevent possible problems (e.g. online tool to improve your resilience).
Measures can be taken to deal with problems (e.g. conflict management) or to remedy the consequences of problems (e.g. trauma support). In addition, action can be taken to prevent possible problems (e.g. online tool to improve your resilience).
Measures can be taken to deal with problems (e.g. conflict management) or to remedy the consequences of problems (e.g. trauma support). In addition, action can be taken to prevent possible problems (e.g. online tool to improve your resilience).
An increased stress level, demotivation and reduced well-being at work are not only the result of factors related to the task, team and organization. Also the wider socio-economic context (e.g. job insecurity) can influence your well-being.
A positive perception of work is partially determined by the way the work is organized and the policy pursued by the management. Elements that influence the way employees feel are for example sufficient means and staff, remuneration, safety, communication and participation.
A good social atmosphere and sufficient support of colleagues and supervisors can reduce your stress level and raise the commitment and performance of employees. ISW Limits helps you to strengthen the atmosphere in your team and the leadership qualities of the supervisor.
A task has both demanding and motivating aspects. Demands of a task can be the workload or complexity of the job, motivators can be variation, autonomy and skill utilisation in the job. Well-being at work can be improved by balancing the demanding and motivating aspects of the task.
A person's characteristics (e.g. the way one copes with stressful situations) partially determine how one feels at work. ISW Limits helps to improve resilience, commitment and motivation by offering group trainings, individual counselling and online courses.
By working on well-being, not only negative consequences of 'ill-being' like stress, dissatisfaction and conflicts, will decrease, but positive effects like motivation, commitment and performance, will increase.
This is the ISW Limited integrated model for well-being at work. This model is based on scientific research and serves as the starting point for developing the research instruments, carrying out organisation measurements, setting up training and education, designing and implementing company interventions, and individual counselling and coaching of employees.
A properly structured psycho-social policy strives to achieve the optimal harmony between the objectives of the organisation and the objectives of the personnel. Good harmony leads to a general feeling of well-being in the workplace.
Well-being, and therefore productivity, the satisfaction and the loyalty of your personnel can be influenced by activities in the areas of management, organisation, team and distribution of tasks.
That vision is supported by research and forms a solid basis for the development of research instruments, carrying out measurements and self-assessments, giving training, setting up coaching programmes and designing and implementing a well-being policy.
Knowing the factors that contribute to better harmony between the objectives of your organisation and the well-being of your employees gives you practical tools for optimising that balance.
In addition, the employer is legally obligated to identify the risks of psychosocial pressures caused by the work, to take the appropriate prevention measures and to implement a policy to prevent such issues from arising.