Abstract
ABSTRACTThis study explores managers’ perspective on how co-worker dialogue [CWD] can foster co-worker health and personal development, and contribute to an empowering development culture in the wo...
Highlights
There are many challenges in the work life to preserve and improve employee health and personal development, thereby promoting organizational development for efficiency and productivity
This study explores managers’ perspective on how co-worker dialogue [CWD] can foster coworker health and personal development, and contribute to an empowering development culture in the workplace
Quality criteria for WHP are focusing on three parts; improvement of the organization and the work environment, promoting active participation, and encouraging personal development and empowerment (European Network for Workplace Health Promotion [ENWHP], 1999)
Summary
There are many challenges in the work life to preserve and improve employee health and personal development, thereby promoting organizational development for efficiency and productivity. Workplace Health Promotion [WHP] focuses on the co-workers’ work-related health and well-being as a means to reach organizational goals. Quality criteria for WHP are focusing on three parts; improvement of the organization and the work environment, promoting active participation, and encouraging personal development and empowerment (European Network for Workplace Health Promotion [ENWHP], 1999). To empower co-workers’ health promoting self-management and encourage health promoting work processes (Dietscher, Winter, & Pelikan, 2017; Pelikan, Dietscher, Krajic, & Nowak, 2005), work-related resources and solutions should be focused on a participatory and continuous process at the workplace, and annual CWDs could be used as a practical tool as it contributes to shed light on coworker health and personal development, as well as workplace improvements. Due to all the negative criticism of being ineffective and not developing for the coworkers (Bouskila-Yam & Kluger, 2011; Gordon & Stewart, 2009; Roberts, 2003; Spence & Wood, 2007), some attempts have been made over the years to conduct PAs according to more employee-centred models
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