INCREASING EMPLOYEE HAPPINESS IN A TAKAFUL INSURANCE FIRM
How satisfaction leads to higher performance
This Quick Insight delves into the relationship between employee happiness and organizational performance within a Takaful insurance company in Dubai. It underscores the importance of the Happiness at Work (HAW) model and the High Performance Organization (HPO) framework. Beyond just compensation, the attractiveness of an organization plays a crucial role in retaining and attracting talent. The case study showcases the tangible benefits of prioritizing workplace happiness. This piece is essential for business leaders, HR professionals, and researchers interested in the connection between workplace happiness and organizational performance.
“Our study reveals that the HPO framework directly increases organizational appeal and enhances employee satisfaction.”
KEY TAKEAWAYS: INCREASING EMPLOYEE HAPPINESS IN A TAKAFUL INSURANCE FIRM – How satisfaction leads to higher performance
- The HAW Model’s Significance: Employee happiness at work is a multifaceted concept, best measured using the Happiness at Work (HAW) model. This model emphasizes three core factors: emotional connection to work, job satisfaction, and a sense of belonging. Implementing metrics that measure these factors helps to improve workplace contentment.
- The HPO Framework’s Impact: Organizations aspiring long-term success should adopt the High Performance Organization (HPO) framework. This framework effectively elevates both performance levels and employee happiness, on the short and long term.
- Organizational Appeal Matters: Beyond salary and job content, organizational attractiveness plays a pivotal role in retaining existing employees and attracting potential new employees. Two crucial components of this appeal are general attractiveness of the company and subsequent intent of candidates to pursue job offerings, yielding insights into how ‘magnetic’ a company is to potential hires.
- Practical Application: The case company’s initiative, the ‘One Big Family’ program, underlines the real-world impact of prioritizing happiness at work. By creating a ‘happiness department’ and emphasizing employees’ worth to the organization, the case company serves as a practical example for businesses seeking to create a happy and productive workforce.