“Job insecurity, long working hours, stress and lack of autonomy are major enemies of Human Flourishing”.
Therefore, given this scenario, where we observe that human flourishing is not only personal, but also environmental (i.e., our immediate environment can be a facilitator or a stumbling block), what can organisations do to encourage or facilitate the Human Flourishing of their employees?
Belinda Carreira, a member of the South African Institute of Chartered Accountants’ Health and Wellbeing Advisory Group and co-founder of #SustainableSA, suggests three important steps in an interesting article on what organisations can do about this new challenge:
* Mitigate the fear that artificial intelligence (AI) makes us humans more redundant. Sometimes we allow, probably unconsciously, some messages to circulate more easily than others. One is the future of AI and jobs. Organisations, as key social actors in 21st century society, would contribute to the flourishing of their employees by reinforcing the message that people will always remain the main asset and AI just a good complement, not the other way around. Offering employees security and reducing their uncertainties is a step towards Human Flourishing.
* Reflect on and articulate all those benefits that can contribute to personal flourishing, which need not necessarily come at a cost, or at least an exorbitant cost. These could be support in planning career paths, offering spaces for silence, mindfulness training, help with time management, training on caring for the body and the mind, as well as new avenues and spaces for individual and collective creativity.
* Reduce stress and excessive workload. As both Ryff’s and VanderWeele’s models showed, work stress, long working hours and workload in general are great enemies of human flourishing. In a way, they stifle it. Stress causes illnesses… In Japan there’s even a word for death from overwork, Organisations can make an effort to rethink the workload and the stress suffered by each person within the organisation. They can also offer decent contracts, and spaces in which to foster quality relationships.
Organisations don’t’ have the solution, nor the ultimate responsibility, but as key social actors, they can be good facilitators of Human Flourishing. These are small quality steps towards a more flourishing society.
References
Ryff, C. D. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology,57 (6), 1069-1081. Retrieved from https://psycnet.apa.org/buy/1990-12288-001
VanderWeele, T. J. (2017). On the promotion of human flourishing. Proceedings of the National Academy of Sciences of the United States of America,114 (31), 8148-8156. https://doi.org/10.1073/pnas.1702996114