According to Hurley & Schlaadt (1992), when one talks about wellness we understand it to be an approach that is geared towards and individual’s health in a personal capacity where the emphasis would be on the individual to enhance their level of well-being by adopting the practice of lifestyle behaviours that will ultimately promote and individuals level of health (as cited in Botha & Brand, 2009).
Wellness does not necessarily only appear to be evident in an individual’s personal life but would also be apparent in an occupational context. Occupational wellness centres around two main characteristics, namely job satisfactions and work-life balance. De Cieri, Holmes, Abbott & Pettit (2005) described work-life balance as the careful maintenance of the balancing act between an individual’s responsibilities associated with work and the responsibilities one may associate with home (as cited in Botha & Brand, 2009).
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The adjustment of employees into their jobs and working environment is something that needs to be of importance in any organisation. According to Davis & Lafquist (1984), Maladjustment is also something that needs to be addressed very carefully in an organisation as not all maladjusted employee cases are due to their individual personality characteristics but could be due to the lack of congruence between an employee and their working environment (as cited in Acutt & Hattingh, 2011).
Some of the criteria’s used to distinguish between adjustment and maladjustment in the workplace as described by Bergh (1992), is as follows:
• An individual’s attitude and observations towards their own personality
• An individual’s level of growth, development as well as self-actualisation in a particular role in the organisation
• An individual’s ability to embrace as well as cope with certain environmental impacts or