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2. Corporate Wellness And Excellence
Through Yoga`
Rudra Bhandari
Acharya Balkrishna
University of Patanjali, Haridwar, Uttarakhand, India
S.Ananthanarayana Sharma
Ranjit Gupta Centre for Documentation of Action Research,
Madurai , Tamilnadu 2

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Roadmap
1. Globalization & its impacts on Sustainable Corporate Success
2. Revisiting the concepts of Corporate Excellence (CE)
3. People’s Health issues in corporate organizations
4. Corporate Wellness (CW) to integrate individual health
concerns with corporate management- Concept, Elements,
Costs & Value
5. Yoga- Concept, its trend and relevance for CW & CE

4. Globalisation & Its Impacts
 “Globalization is a process that encompasses the causes, course, and
consequences of transnational and transcultural integration of
human and non-human activities.”
 Globalisation of markets, information, capital, and to some
extent people has created new business opportunities for
corporates . This has also forced corporates to drastically
rethink their existing business processes and practices.
 Corporate organisations rooted in the traditional business
models -usually from colonial European countries and
cultures , have been eliminated in the market space.
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Devastating corporate scandals, over the last decade has
changed the external image and internal culture of corporates.
I n Europe, the crisis extended to the Government itself. For
some time, Iceland as a country was barred from operating its
accounts, to compensate bond holders. Large banks in
England, Scotland and Germany were affected. Corporate
Europe was plunged into a recession from which it still
appears to be suffering.
CE is no longer a luxury– but a necessity to survive in these
times of disruptive change.
Al-Rodhan, N. R. F. & Gérard, S. (2006). Definitions of Globalization, A Comprehensive
Overview and a Proposed Definition. Program on the Geopolitical Implications of
Globalization and Transnational Security. Geneva: Centre for Security Policy.

6. 1. Waste Management Scandal (1998),
2. Enron Scandal (2001), which also shut down Arthur Anderson
3. WorldCom Scandal (2002),
4. Tyco Scandal (2002),
5. HealthSouth Scandal (2003),
6. Freddie Mac (2003),
7. American International Group (AIG) Scandal (2005),
8. Lehman Brothers Scandal (2008),
9. Bernie Madoff Scandal (2008), and
10. Satyam Scandal (2009)
.
The 10 worst Corporate Accounting Scandals of All Time. (2013). Retrieved
February 23, 2013 from www.accounting degree.org/scandals/.
Devastating Corporate Scandals in the last decade-
examples of changes due to globalisation

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Peters, T. J. & Waterman, R. H. (1982). In Search of Excellence - Lessons from
America’s Best-Run Companies. London: HarperCollins Publishers

8. The Search For CE
 The search for CE became an operative buzz word - since 1982. Peters
and Waterman (1982) published their famous book “In Search of Excellence
- Lessons from America’s Best-Run Companies” - based on a Mckinsey
consultancy experiences and documents.
 Besides, Hard Variables (Strategy, Structure, Systems), they found that
the management of Softer Human Variables (Staff, Shared values, Skills,
and Style )play an important role in CE.
 CE is a function of how management understands and handles the
complexities of the 7-S Model.
 Reminded the world of professional managers that soft (people)variables
should have the highest focus on the journey to CE.
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9. This CE Model was further simplified by Peters and Austen (1985) . The
“management variables” were simplified to People (Organisation Staff),
Customers, Innovations with Leadership holding all these together.
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Further Refinements In Models Of CE
Peters, T. J. & Austin, N. (1985). A Passion for Excellence – The Leadership Difference. London, UK:
HarperCollins Publishers.

10. The Toyota Model of CE
 Toyota company seems to best exemplify this shift in thinking.
 Toyota started much later than its American and European
counterparts, has become the largest automobile company worldwide
in terms of revenue and production: because of its innovative “lean
management systems” -with its “Just in Time” inventory systems.
 Liker (2004) authored a book- The Toyota Way & listed 14 management
principles, behind the success of Toyota in car manufacturing &
divided them into four categories (4 Ps)– Philosophy, Process,
People/Partners & Problem Solving.
 HRM again comes up as a critical variable for CE in this model.
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Liker, J. K. (2004). The Toyota Way – 14 Management Principles from the world’s
Greatest Manufacturer. New York: McGraw-Hill,

11. Pictorial Description Of Toyota Model
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12. A Well Known Model For HRM
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Beer, M., Spector, B., Lawrence, P.R., Quinn Mills, D. & Walton, R.E. (1984). Managing
Human Assets. New York, NY: The Free Press

13. Implications of the HR model for CE
 HRM as an “open system” model includes Stakeholders outside the formal
corporate organisational boundaries (Government and community), Social
factors (societal values and laws) & Economic factors (labour market & business
conditions) into the model of decision making & also clearly recognises the
impact of the “HRM decisions” on societal wellbeing.
 This trend of “opening up the boundaries of decision making” pushes corporate
decision makers to rethink what is excellence in corporate management and to
identify new managerial concepts- Emotional Intelligence(EI) &
Transformational Leadership(TL) with HRs.
 The locus of decision making seems to be inexorably pushing deeper into the
personality and personal value choices of the corporate manager.
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14. New problems for corporates -Rising Cost, Worsening
Health Risks
Source: 2010 World Economic Forum
AONHewitt. (2012). Health Care Survey 2012. Retrieved March 1, 2013 from
www.aonhewitt.com
Since 2006, employer costs for health care have risen 40%,
while employee costs (out-of-paycheck and out-of-pocket) have risen 82%.

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A very quick review of the literature suggests two general
views on CE (Johnson, 2006)-
1. Productivity and improving work processes
2. Economic Success and Social Advancement
Johnson, D. (2006). Corporate excellence, ethics and the role of IT. Business and
Society Review, 111(4), 457-475
CE = f( Wellness, YLS )

17. Wellness
“Wellness is the optimal state of health of individuals and
groups that has two focal concerns: the realization of the
fullest potential of an individual physically, psychologically,
socially, spiritually and economically, and the fulfillment of
one’s role expectations in the family, community, place of
worship, workplace and other settings”.
Smith, B. J., Tang, K. C. & Nutbeam, D. (2006, September 7). “WHO Health
Promotion Glossary: new terms”. Geneva: Oxford University Press.

18. A New Leadership Concept For Integrating Wellness, Individual EI and
SI To Managerial Decision Making
Yogic Leadership Style (YLS)
YLS = f( Body/Kinaesthetic Intelligence, Mental Intelligence, EI, SI)
Where,
 Body Kinaesthetic Intelligence: Control of body movements, and capacity to physically handle objects.
 Rational intelligence (MI): Capacity for logic, abstraction, analysis, reasoning, problem solving and
dealing with numbers.
 EI: Ability to identify, assess and control emotions of oneself and of others . Teaching, management,
leadership, team building, social work, counselling, interpersonal relationship etc are the function of EI.
 SI: Ability to produce personal meaning, reach transcendental awareness, enter and exit higher states of
consciousness and engage in critical existential thinking. Some of the Indicators of SI are Envisioning,
Interconnectedness, CSR, Conscience, Farsightedness, Global Love, Intuition, and Highly immune to
adversities .
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Bhandari, R. B., Acharya, B., Sharma, G. D., Rajput, A., & Sharma, S. A. (January 7-10, 2013). Yogic Leadership Style of Swami Ramdev
for Social Transformation. Paper at Second International Conference on Yoga for Health and Social Transformation, at
Patanjali Yogpeeth University, Hardwar, Uttarakhand, INDIA.

19. YSL & Covey’s Concept Of Management
CE = f ( SI, EI, MI, PI)
1. SI (farsightedness, conscience, interconnectedness, meaning production,
critical existential thinking, transcendental awareness and conscious state
expansion)- BEING- To Leave Legacy
2. EI (loving relationship with family and society; God’s compassion is
unbounded, transfer of privilege, team building, leadership, empathy,
civility)- FEELING - Passion
3. Mental Intelligence (creativity, innovation, managerial capability, job
placements, technical performances) – THINKING- Talent
4. Physical intelligence (behavior) – DOING- Need
(Covey, 2006; King, 2008)
These 4 Intelligences can be improved through regular CY practices. This
warrants need of CY at workplace.
Covey, S. R., (2006). The 8th Habit from effectiveness to greatness. London: Simon &
Schuster UK Ltd.

20. Worksite Wellness Program(WWP)
“An organized program in the worksite that is intended to
assist employees and their family members (and/or retirees) in
making voluntary behavior changes which reduce their health
and injury risks, improve their health, consumer skills, and
enhance their individual productivity and well-being”.
Purpose of WWP
The purpose of worksite wellness programs is to improve the
health and productivity of the staff and reduce health-related
costs by helping to change towards a healthy lifestyle.
Hunnicutt, D. (2006). Planning wellness getting off a good start, The Absolute
Advantage, 5(4), p. 4. Retrieved from
http://www.welcoa.org/freeresources/pdf/financial_wellness.pdf .

21. Targets Of WHP
WHPs aims at
1. Back care and Injury Prevention,
2. Physical Exercise, Stress Management,
3. Cessation of Tobacco use,
4. Substance abuse prevention,
5. Weight management,
6. Medical Self-Care,
7. Consumer Health Education,
8. Cholesterol Reduction,
9. Nutritional Interventions,
10. Selected Biometrics Testing and
11. Hypertension management.
Hunnicutt, D. (2006). Planning wellness getting off a good start, The Absolute Advantage, 5(4), p.
4. Retrieved from http://www.welcoa.org/freeresources/pdf/financial_wellness.pdf
.

22. Cost of WWP
A good ballpark estimate is somewhere in the neighborhood of $100 to
$150 per eligible employee, per year regardless of whether the program is
delivered in-house or by a third party vendor (Goetzel, 2004).
Worksite health promotion programs may take 2 to 5 years to realize
positive ROIs (Aldana, 2001; Goetzel, Judy & Ozminkowski, 1999; Pelletier,
2001).
Goetzel, R. (2004). A WELCOA Interview Report: The Cost of Wellness. Omaha:
WELCOA.

23. Tangible Benefits Intangible Benefits
Reductions in
 Sick leave
 Absenteeism
 Use of health benefit
 Workers’compensation
 Injury experience
 Presenteeism losses
Improved employee morale & decision-
making ability
↑employee loyalty
↓organizational conflict
↑productive work force
Value of WWP/CWP
(Hunnicutt, 2006, p. 16-17)

24. Globally, when WWP/CWP is promoted, organizations are
viewed by employees as being
2.5 times more likely to be a best performer,
3 times more likely to be productive,
3.5 times more likely to encourage creativity & innovation, and
4 times less likely to lose talent within the next year;
and employees are 8 times more likely to be engaged
(Dornan, Jane-Llopis, Kimoui & Radjy, 2010).
Dornan, A. & Jane-Llopis, E. (2010). The Wellness Imperative: Creating More
Effective Organizations. Geneva: World Economic Forum
Cost savings garnered by WWPs reported the medical costs return on
investment (ROI) to be $3.27 for every dollar spent and the
absenteeism ROI to be $2.73 for every dollar spent (Baicker, Cutler
& Song, 2010).

25. Wellness Savings
Company $Saved/Spent
Bank of America (Fries) – $5.96/$1
PacBell – $3.10/$1
Wisconsin School District Insurance Group – $4.47/$1
Prudential Insurance – $2.90/$1
Bank of America (Leigh) – $4.73/$1
General Mills – $3.50/$1
Marry, Q. (n.d). Decreasing the increase of Health care costs: A tale of two government
entities. Slide Presentation made on behalf of ShawHankins Inc.

26. 1. Establish clear goals and objectives
2. Link to business objectives
3. Effective communication and engagement of employees
4. Creation of supportive environments
5. Use of incentives
6. Social environment, norms and support
7. Tailored and multi-component program (WEF, 2008, para.7)
( Incorporating Health education, linking to employee services,
integration of health culture to organizational values, and employee
screening with adequate treatment and follow-up) (CDCP, 2012)
Elements of Effective WWP/CWP
Centers for Disease Control and Prevention (2012). The CDC Worksite Health ScoreCard: An Assessment Tool for
Employers to Prevent Heart Disease, Stroke, and Related Health Conditions. Atlanta: U.S. Department
of Health and Human Services.
World Economic Forum. (2008). Workplace Wellness in India. Retrieved from
http://www.weforum.org/pdf/Wellness/India-Wellness-2pg.pdf

27. Corporate Yoga (CY)
Yoga is excellence in action (Shrimad Bhagvat Gita, 2:50).
CY is an attempt to bring the ancient yoga practices into the
office in informative and innovative manner that helps
companies and employees to improve their holistic health, get
motivated, teamwork and performance at individual and
corporate level.
CY may reach most of the targets of WWP/CWP

28. Companies Using Yoga
INFOSYS MICROSOFT INTEL
GE
PepsiCo
United Airlines
HP
IBM
Cigna
NIKE HBO NTPC
APPLE ABN AMRO PEPSICO
NEW YORK POLICE DEPT MAHINDRA & MAHINDRA JM MORGAN STANLEY
MARUTI UDYOG TATA MOTORS CISCO SYSTEMS
ABB
Intuit General Mills
LEXMARK
Eddie Bauer
NEXXCOMM
Boeing
At & T
FORBES US MARINES
NYNEX CHASE MANHATT BHPL
(Arora, n.d.)

29. Khalsa, S. (2004). Bibilometirc study on therapeutic interventions of Yoga. Indian Journal of
Physiology and Pharmacology, 48(3): 269-285. Retrieved from
http://www.ijpp.com/vol48_3/vol48_no3_spl_invt_art.pdf
Health Benefits of Yoga

30. Khalsa, S. (2004). Bibilometirc study on therapeutic interventions of Yoga. Indian Journal of
Physiology and Pharmacology, 48(3): 269-285. Retrieved from
http://www.ijpp.com/vol48_3/vol48_no3_spl_invt_art.pdf

31. Some Of The NCDs Benefitted By Yoga
Diabetes ≥ 7, Congestive Heart Failure ≥ 2, Post Heart Attack
Rehabilitation ≥1, Heart Disease ≥ 11, Cancer ≥ 9,
Back Pain ≥ 7, (COPD) ≥ 5, Depression ≥ 6,
RA ≥ 6, OA ≥ 4, HBP ≥ 7,
Alcoholism & Other Drug Abuse ≥ 3, Anxiety ≥ 13,
ADHD = 1, Carpal Tunnel Syndrome ≥1, Insomnia≥3,
Migraine and Tension Headaches ≥ 4,
Menopausal & Premenopausal Symptoms ≥ 6, Drug Withdrawal-1,
Eating Disorders- 1,
McCall, T. (2009).Yoga as Medicine: The Yogic Prescription for Health and Healing…….:
Bantam. Retrieved from www.DrMcCall.com

32. Burton, J. (2010, February). WHO Healthy Workplace Framework and Model, Background and Supporting Literatureand
Practices. Submitted to Evelyn Kortum WHO Headquarters, Geneva, Switzerland. Retrieved at
www.who.int/entity/occupational../healthy_workplace_framework.

33. Yogic Insight from Personal Excellence to CE
9 Hurdles of Personal Success:
1. Disease,
2. Dullness,
3. Doubt,
4. Procrastination,
5. Laziness,
6. Sensual pleasure (indulgence),
7. Delusion/erroneous perception,
8. Inability and
9. Instability (Patanjali Yoga Sutra, 1/30)

34. Yogic Model For Personal Excellence

35. Yogic Prescription for CE
YP presumes human personality of four types-emotive, rational,
volitional and dynamic prescribes four streams of yoga- Bhakti, Gyan,
Raj and Karma for their optimal development (Satyananda, 2002).
a)Physique: Postures, Optimal Diet, Dicipline, Fasting and Pancha
Tattwa Sadhna
b) Mind: Pranayam, Gestures, Psychic Locks, Mantra, Tratak, Study of
Self Introspective Literatures , Tanmatra Sadhana
c) Heart: Meditation, Atamabodha, Tattwabodha, CSR
d) Spirit: Donation, Service, Soham Sadhana, Nadyog

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