The contemporary world is full of innovations, causing both good and bad
consequences, including different outcomes of well-being. Most well-being problems
cannot be resolved with the usual management and/or economic theories and practices
that have caused these problems. Therefore, the question is raised: what could be done
about the well-being of co-workers, if principles and measures of social responsibility
were used? The well-being of individuals, employees, and society can result from
technological and non-technological innovations (including honest behavior, care, and
an end of abuses by managers in their treatment of employees, business partners, the
broader society, and the natural preconditions of humankind’s survival), much more
easily than without them. This is significant because people who enjoy well-being feel
and work better, thus contributing to requisite holism and success. In this chapter the
author presents strategies for enabling the well-being of co-workers in organizations.
Keywords: Affluence, economics, employees, eudaimonic tradition, governance,
happiness, hedonic tradition, human rights, humans, innovative society,
interdependence, ISO 26000, labor relations, objective well-being, positive
psychology, psychological well-being, subjective well-being, self-determination
theory, social responsibility, well-being.
