Orchard Group, a supplier of private care homes, is concerned with the following two challenges and fundamental beliefs of workplace wellbeing:

Issue 1: Work-Related Stress and Burnout: According to the job demands-resources model, an imbalance between job demands and job resources is what causes work-related stress and burnout. Job demands are the organisational, social, psychological, and physical requirements of the work that can cause stress. Contrarily, job resources are the organisational, social, psychological, and physical elements that support wellbeing by assisting people in achieving their professional objectives, lowering their workload, and managing their jobs (Zhou et al., 2022).

In the care home sector, employees, especially front-line staff, confront considerable job demands, including severe workloads, emotional labour, and navigating difficult situations. Stress levels may rise, and burnout may result from these pressures. At Orchard Group, putting the JD-R model into practice entails identifying and managing job demands through actions like workload management, offering emotional support, enhancing communication, and making sure there is enough staffing levels. The company can also concentrate on improving job resources by offering chances for training and growth, providing helpful supervision, and fostering a great work atmosphere. Orchard Group can lessen stress at work, promote employee welfare, and boost performance by putting this idea into practice.

Issue 2- Lack of Work-Life Balance: The Conservation of Resources theory highlights how crucial it is for people to gather, safeguard, and nurture resources to manage stress and improve wellbeing. Resources can be divided into four categories: things (such as tangible assets), situations (such as a positive work environment), people (such as skills and resilience), and energy (such as physical and mental energy) (Xia et al., 2019).

Because of their rigorous schedules and the emotional nature of their work, employees in the care home industry frequently struggle to strike a healthy work-life balance. This imbalance may have a detrimental effect on employee wellbeing, increase turnover, and diminish job satisfaction. The COR principle can be used by Orchard Group to provide resources that support work-life balance top priority. This can involve putting in place flexible work schedules, offering help with eldercare or childcare duties, encouraging self-care habits, and cultivating a culture inside the organisation that is empathetic and helpful (Xia et al., 2019). Orchard Group may raise retention rates by recognizing the value of work-life balance and putting protection and enhancement measures in place for individual resources.

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