This document summarizes a student project report on influencing healthy lifestyle changes in the workplace. The report discusses how implementing healthy lifestyle programs can benefit employers by decreasing healthcare costs and improving productivity through reduced absenteeism and increased employee morale. The report reviews literature finding that such programs successfully helped reduce costs at some hospitals and small businesses. The report also discusses the existing issue of rising obesity and healthcare costs in the US workplace that motivates the need for employers to address employees' lifestyles and health.
Creating a positive Return on Investment with a corporate wellness program is a science. It is predictable, repeatable and duplicate-able. If you know what you are doing you can can create a 10 to 1 ROI but if you do not know what you are doing your wellness program can cost you hundreds of thousands of dollars in back-end profiteering from greedy health care providers.
This Return on Investment Study is a study of over 50 ROI white papers and reports from corporations the cross most industries. We put this together and will update it again in 2013 because no two corporations have the same populations, with the same health and wellness problems or with the same obstacles of creating a positive ROI. Therefore, we needed to study the studies in order to discover the commonalities between successful corporate wellness programs.
The secret to great ROI... Create sustainable behavioral change.
The dirty wellness industry secret... Out of network doctors who gain access to corporate employees through phony non-profits, health fair company fronts or simply taking advantage of good willed corporate nurses, HR or Benefits to gain access to high paying insurance networks.
You need to know what to do as well as what to avoid. In addition to this study here is a link to an article that describes this in much more detail:
http://www.healthfairsdirect.com/mktg/todays_economy_forces_corporations.pdf
Please reach out to me for more information and unbiased advice on how to create positive and provable ROI for your wellness program.
It reveals about the employee's stress level and the factors that cause dissatisfaction to the employees. It is helpful in assessing the extent of stress experienced by the employees in IFCI Financial Services Ltd and also to know how the organization gets affected due to the stress faced by the employees. This can be helpful to the management to improve its weakness and strengthen its policies by the findings of the project. This also gives suggestions to overcome the factors causing stress in the organization.
Creating a positive Return on Investment with a corporate wellness program is a science. It is predictable, repeatable and duplicate-able. If you know what you are doing you can can create a 10 to 1 ROI but if you do not know what you are doing your wellness program can cost you hundreds of thousands of dollars in back-end profiteering from greedy health care providers.
This Return on Investment Study is a study of over 50 ROI white papers and reports from corporations the cross most industries. We put this together and will update it again in 2013 because no two corporations have the same populations, with the same health and wellness problems or with the same obstacles of creating a positive ROI. Therefore, we needed to study the studies in order to discover the commonalities between successful corporate wellness programs.
The secret to great ROI... Create sustainable behavioral change.
The dirty wellness industry secret... Out of network doctors who gain access to corporate employees through phony non-profits, health fair company fronts or simply taking advantage of good willed corporate nurses, HR or Benefits to gain access to high paying insurance networks.
You need to know what to do as well as what to avoid. In addition to this study here is a link to an article that describes this in much more detail:
http://www.healthfairsdirect.com/mktg/todays_economy_forces_corporations.pdf
Please reach out to me for more information and unbiased advice on how to create positive and provable ROI for your wellness program.
It reveals about the employee's stress level and the factors that cause dissatisfaction to the employees. It is helpful in assessing the extent of stress experienced by the employees in IFCI Financial Services Ltd and also to know how the organization gets affected due to the stress faced by the employees. This can be helpful to the management to improve its weakness and strengthen its policies by the findings of the project. This also gives suggestions to overcome the factors causing stress in the organization.
Corporate Wellness Solutions To Augment Productivity At The WorkplaceMahesh Pamnani
Presentation given at the Sunway Putra Hotel for the Total Rewards Management Forum in Kuala Lumpur Malaysia on 17-Sep-2015 by Mahesh Pamnani, Chief Happiness Officer of Inspire2Aspire Consulting Hong Kong.
It contains an overview of the wellness tools and techniques that can be incorporated in corporate wellness solutions to improve health, happiness, to boost positive emotions and maximize productivity and performance at the workplace.
It uses evidence-based positive psychology tools and the SPIRE model developed by the Wholebeing Institute USA.
Thank you ASLI Asian Strategy & Leadership Institute for this wonderful opportunity.
Demonstrated a 300%+ return on investment (ROI) when an innovative combination of these components was used to treat patients that were high consumers of medical resources.
Three Approaches to Workplace Alcohol, Drug, and Rx Prevention: 20 Years of R...Joel Bennett
Reviews 20 years of research disseminating evidence-based workplace substance misuse prevention through innovative diffusions
Co-authors: Shawn Reynolds, PhD, Research Scientist, Organizational Wellness & Learning
Systems; Joel Bennett, PhD, President, Organizational Wellness & Learning Systems; Gale Lucas,
PhD, Director of Research, Organizational Wellness & Learning Systems; Brittany Linde,
PhD, Research Associate, Organizational Wellness & Learning Systems; Michael Neeper, MA,
Research Assistant, Organizational Wellness & Learning Systems
Learning a few numbers—through a health screening—will tell employees a lot about their health.
A screening measures an employee’s risk factors, such as body weight, cholesterol, blood pressure and glucose. Screenings help employees identify issues with their health and engage in healthier behavior
ACQUIRING EMPLOYEE ENGAGEMENT TO ACHIEVE HIGH QUALITY OF CARE IN PRIMARY HEAL...JIANGUANGLUNG DANGMEI
Quality of care in the primary health care system of India is poor that often leads to high infant mortality and maternal mortality rate in the rural areas. However, there are strong evidences that demonstrate the importance of employee engagement to quality of care and patient satisfaction in the health care industry. Many health care industries have adopted employee engagement as a strategy to enhance the quality of care. Engaging the employees effectively can overcome the challenges faced by the health care system of India in the years to come and will continue to improve quality of services towards the patients. This paper explores the importance and significances of employee engagement to enhance quality of care in the primary health care of India.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
Effective Small Business Wellness (workshop)Joel Bennett
This workshop is designed to create collaborative problem solving for participants around a hypothetical scenario (See Part 4) to create a small business wellness initiative in the community.
Participants are assigned to tables for diversity of composition (employees, employers, providers, insurers, non-profits).
The room also has experts from the community available for consultation.
The goal is to identify key elements and strategy needed to launch an effective community-based wellness initiative that supports small businesses.
This full-day workshop was conducted at the Houston Wellness Association in January of 2010 with about 30 participants
This is PART 1 of the slide deck; PART 2 reviews the results of the grant-funded Small Business Wellness Initiative (www.sbwi.org)
Please contact OWLS at learn@organizationalwellness.com if you would like technical assistance or training on how to conduct this workshop and launch an SBWI in your community
Employee Well-Being and Organizational Performance: What Organizations Need t...Dana Gionta
Dana Gionta, Ph.D., a clinical psychologist and organizational consultant, presented a version of this at the 2017 Society for Consulting Psychology conference in Seattle. This presentation highlights the current ROI for organizations which invest in employee wellbeing programs, identifying select companies doing it well and shows the health-related costs of ineffective wellbeing programs. An overview of the most current research (with results) in the area of employee wellbeing and organizational performance is provided. Evidence-based employee wellbeing and organizational performance assessments (WBI) are reviewed, and related research findings discussed.
Corporate Wellness Solutions To Augment Productivity At The WorkplaceMahesh Pamnani
Presentation given at the Sunway Putra Hotel for the Total Rewards Management Forum in Kuala Lumpur Malaysia on 17-Sep-2015 by Mahesh Pamnani, Chief Happiness Officer of Inspire2Aspire Consulting Hong Kong.
It contains an overview of the wellness tools and techniques that can be incorporated in corporate wellness solutions to improve health, happiness, to boost positive emotions and maximize productivity and performance at the workplace.
It uses evidence-based positive psychology tools and the SPIRE model developed by the Wholebeing Institute USA.
Thank you ASLI Asian Strategy & Leadership Institute for this wonderful opportunity.
Demonstrated a 300%+ return on investment (ROI) when an innovative combination of these components was used to treat patients that were high consumers of medical resources.
Three Approaches to Workplace Alcohol, Drug, and Rx Prevention: 20 Years of R...Joel Bennett
Reviews 20 years of research disseminating evidence-based workplace substance misuse prevention through innovative diffusions
Co-authors: Shawn Reynolds, PhD, Research Scientist, Organizational Wellness & Learning
Systems; Joel Bennett, PhD, President, Organizational Wellness & Learning Systems; Gale Lucas,
PhD, Director of Research, Organizational Wellness & Learning Systems; Brittany Linde,
PhD, Research Associate, Organizational Wellness & Learning Systems; Michael Neeper, MA,
Research Assistant, Organizational Wellness & Learning Systems
Learning a few numbers—through a health screening—will tell employees a lot about their health.
A screening measures an employee’s risk factors, such as body weight, cholesterol, blood pressure and glucose. Screenings help employees identify issues with their health and engage in healthier behavior
ACQUIRING EMPLOYEE ENGAGEMENT TO ACHIEVE HIGH QUALITY OF CARE IN PRIMARY HEAL...JIANGUANGLUNG DANGMEI
Quality of care in the primary health care system of India is poor that often leads to high infant mortality and maternal mortality rate in the rural areas. However, there are strong evidences that demonstrate the importance of employee engagement to quality of care and patient satisfaction in the health care industry. Many health care industries have adopted employee engagement as a strategy to enhance the quality of care. Engaging the employees effectively can overcome the challenges faced by the health care system of India in the years to come and will continue to improve quality of services towards the patients. This paper explores the importance and significances of employee engagement to enhance quality of care in the primary health care of India.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
Effective Small Business Wellness (workshop)Joel Bennett
This workshop is designed to create collaborative problem solving for participants around a hypothetical scenario (See Part 4) to create a small business wellness initiative in the community.
Participants are assigned to tables for diversity of composition (employees, employers, providers, insurers, non-profits).
The room also has experts from the community available for consultation.
The goal is to identify key elements and strategy needed to launch an effective community-based wellness initiative that supports small businesses.
This full-day workshop was conducted at the Houston Wellness Association in January of 2010 with about 30 participants
This is PART 1 of the slide deck; PART 2 reviews the results of the grant-funded Small Business Wellness Initiative (www.sbwi.org)
Please contact OWLS at learn@organizationalwellness.com if you would like technical assistance or training on how to conduct this workshop and launch an SBWI in your community
Employee Well-Being and Organizational Performance: What Organizations Need t...Dana Gionta
Dana Gionta, Ph.D., a clinical psychologist and organizational consultant, presented a version of this at the 2017 Society for Consulting Psychology conference in Seattle. This presentation highlights the current ROI for organizations which invest in employee wellbeing programs, identifying select companies doing it well and shows the health-related costs of ineffective wellbeing programs. An overview of the most current research (with results) in the area of employee wellbeing and organizational performance is provided. Evidence-based employee wellbeing and organizational performance assessments (WBI) are reviewed, and related research findings discussed.
Cooperative Development: A way of being?Mariam Attia
On October 31st, Julian Edge delivered this presentation at the 3rd National Symposium on Foreign Language Teacher Education and Development, Chengdu, China.
Employability Intelligence: Understanding the ‘Employableness’ Model to Fut...LessonsGoWhere
PMEs make up more than half of Singapore's workforce. During the last recession, nearly 10,000 of them were made redundant and labour economists are saying this group may again be affected as the anticipated economic slowdown looms over this region. This revealed unsettling statistics that PMEs were not insulated from such devastating economic onslaughts. In fact, anecdotal evidences indicate that PMEs could actually take longer to regain employment, and under-employment would persist for some time even after the economy recovered. Although the concept of training with incentives was introduced, there is only so much policy can help the PMEs. This has also led some researchers to question whether our education and training strategies have created an over-education but under-employment situation. With even more resources being devoted to CET for PMEs in the coming years, are we able to avoid the phenomenon of over-education-under-employment?
Global Dollar Builder Credit Cooperative offers 0% interest loans, accident insurance, medical assistance, e-Books, softwares, videos, online member site, coop share capital, dividend, business opportunity, etc.
Employee Wellness - How Does Your Workplace Make You Feel?Darren Shaw, SIOR
Colliers International Group Inc. has released “Employee Wellness: How Does Your Workplace Make You Feel?,” a white paper that examines the actions employers are taking to prioritize workplace wellness and ultimately boost employee attraction and retention, reduce sick days and decrease healthcare costs.
This white paper was written for Meritain Health, an AETNA company. It describes the value of an employee wellness program on an employer's bottom line and provides steps to successfully implementing a wellness program.
Population Health Management: a new business model for a healthier workforceInnovations2Solutions
The purpose of this piece is to discuss the high cost of poor employee health and well-being, define PHM in the workplace, and highlight PHM initiatives and outcomes
within the corporate environment. As PHM continues to mature as a model for keeping populations healthy, the programmatic elements of employer PHM efforts will also evolve.
The link between employee heath and organisation success.Amar Zerom
Imagine a workplace where employees are highly productive and thriving in terms of their health and well-being. In recent years, organizations have come to realize the significant impact that employee well-being has on overall organizational performance. This has led to a growing interest in implementing healthy lifestyle programs within the workplace. Today, I am excited to share my research on the influence of healthy lifestyle programs on employee productivity and organisational performance. By understanding the connection between employee health and organizational success, I aim to explore how these programs can drive positive outcomes. Let's delve into our research journey and discover the potential benefits of fostering a healthier workforce."
The prostate is an exocrine gland of the male mammalian reproductive system
It is a walnut-sized gland that forms part of the male reproductive system and is located in front of the rectum and just below the urinary bladder
Function is to store and secrete a clear, slightly alkaline fluid that constitutes 10-30% of the volume of the seminal fluid that along with the spermatozoa, constitutes semen
A healthy human prostate measures (4cm-vertical, by 3cm-horizontal, 2cm ant-post ).
It surrounds the urethra just below the urinary bladder. It has anterior, median, posterior and two lateral lobes
It’s work is regulated by androgens which are responsible for male sex characteristics
Generalised disease of the prostate due to hormonal derangement which leads to non malignant enlargement of the gland (increase in the number of epithelial cells and stromal tissue)to cause compression of the urethra leading to symptoms (LUTS
Anti ulcer drugs and their Advance pharmacology ||
Anti-ulcer drugs are medications used to prevent and treat ulcers in the stomach and upper part of the small intestine (duodenal ulcers). These ulcers are often caused by an imbalance between stomach acid and the mucosal lining, which protects the stomach lining.
||Scope: Overview of various classes of anti-ulcer drugs, their mechanisms of action, indications, side effects, and clinical considerations.
Lung Cancer: Artificial Intelligence, Synergetics, Complex System Analysis, S...Oleg Kshivets
RESULTS: Overall life span (LS) was 2252.1±1742.5 days and cumulative 5-year survival (5YS) reached 73.2%, 10 years – 64.8%, 20 years – 42.5%. 513 LCP lived more than 5 years (LS=3124.6±1525.6 days), 148 LCP – more than 10 years (LS=5054.4±1504.1 days).199 LCP died because of LC (LS=562.7±374.5 days). 5YS of LCP after bi/lobectomies was significantly superior in comparison with LCP after pneumonectomies (78.1% vs.63.7%, P=0.00001 by log-rank test). AT significantly improved 5YS (66.3% vs. 34.8%) (P=0.00000 by log-rank test) only for LCP with N1-2. Cox modeling displayed that 5YS of LCP significantly depended on: phase transition (PT) early-invasive LC in terms of synergetics, PT N0—N12, cell ratio factors (ratio between cancer cells- CC and blood cells subpopulations), G1-3, histology, glucose, AT, blood cell circuit, prothrombin index, heparin tolerance, recalcification time (P=0.000-0.038). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and PT early-invasive LC (rank=1), PT N0—N12 (rank=2), thrombocytes/CC (3), erythrocytes/CC (4), eosinophils/CC (5), healthy cells/CC (6), lymphocytes/CC (7), segmented neutrophils/CC (8), stick neutrophils/CC (9), monocytes/CC (10); leucocytes/CC (11). Correct prediction of 5YS was 100% by neural networks computing (area under ROC curve=1.0; error=0.0).
CONCLUSIONS: 5YS of LCP after radical procedures significantly depended on: 1) PT early-invasive cancer; 2) PT N0--N12; 3) cell ratio factors; 4) blood cell circuit; 5) biochemical factors; 6) hemostasis system; 7) AT; 8) LC characteristics; 9) LC cell dynamics; 10) surgery type: lobectomy/pneumonectomy; 11) anthropometric data. Optimal diagnosis and treatment strategies for LC are: 1) screening and early detection of LC; 2) availability of experienced thoracic surgeons because of complexity of radical procedures; 3) aggressive en block surgery and adequate lymph node dissection for completeness; 4) precise prediction; 5) adjuvant chemoimmunoradiotherapy for LCP with unfavorable prognosis.
TEST BANK for Operations Management, 14th Edition by William J. Stevenson, Ve...kevinkariuki227
TEST BANK for Operations Management, 14th Edition by William J. Stevenson, Verified Chapters 1 - 19, Complete Newest Version.pdf
TEST BANK for Operations Management, 14th Edition by William J. Stevenson, Verified Chapters 1 - 19, Complete Newest Version.pdf
Pulmonary Thromboembolism - etilogy, types, medical- Surgical and nursing man...VarunMahajani
Disruption of blood supply to lung alveoli due to blockage of one or more pulmonary blood vessels is called as Pulmonary thromboembolism. In this presentation we will discuss its causes, types and its management in depth.
Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
micro teaching on communication m.sc nursing.pdfAnurag Sharma
Microteaching is a unique model of practice teaching. It is a viable instrument for the. desired change in the teaching behavior or the behavior potential which, in specified types of real. classroom situations, tends to facilitate the achievement of specified types of objectives.
Title: Sense of Smell
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the primary categories of smells and the concept of odor blindness.
Explain the structure and location of the olfactory membrane and mucosa, including the types and roles of cells involved in olfaction.
Describe the pathway and mechanisms of olfactory signal transmission from the olfactory receptors to the brain.
Illustrate the biochemical cascade triggered by odorant binding to olfactory receptors, including the role of G-proteins and second messengers in generating an action potential.
Identify different types of olfactory disorders such as anosmia, hyposmia, hyperosmia, and dysosmia, including their potential causes.
Key Topics:
Olfactory Genes:
3% of the human genome accounts for olfactory genes.
400 genes for odorant receptors.
Olfactory Membrane:
Located in the superior part of the nasal cavity.
Medially: Folds downward along the superior septum.
Laterally: Folds over the superior turbinate and upper surface of the middle turbinate.
Total surface area: 5-10 square centimeters.
Olfactory Mucosa:
Olfactory Cells: Bipolar nerve cells derived from the CNS (100 million), with 4-25 olfactory cilia per cell.
Sustentacular Cells: Produce mucus and maintain ionic and molecular environment.
Basal Cells: Replace worn-out olfactory cells with an average lifespan of 1-2 months.
Bowman’s Gland: Secretes mucus.
Stimulation of Olfactory Cells:
Odorant dissolves in mucus and attaches to receptors on olfactory cilia.
Involves a cascade effect through G-proteins and second messengers, leading to depolarization and action potential generation in the olfactory nerve.
Quality of a Good Odorant:
Small (3-20 Carbon atoms), volatile, water-soluble, and lipid-soluble.
Facilitated by odorant-binding proteins in mucus.
Membrane Potential and Action Potential:
Resting membrane potential: -55mV.
Action potential frequency in the olfactory nerve increases with odorant strength.
Adaptation Towards the Sense of Smell:
Rapid adaptation within the first second, with further slow adaptation.
Psychological adaptation greater than receptor adaptation, involving feedback inhibition from the central nervous system.
Primary Sensations of Smell:
Camphoraceous, Musky, Floral, Pepperminty, Ethereal, Pungent, Putrid.
Odor Detection Threshold:
Examples: Hydrogen sulfide (0.0005 ppm), Methyl-mercaptan (0.002 ppm).
Some toxic substances are odorless at lethal concentrations.
Characteristics of Smell:
Odor blindness for single substances due to lack of appropriate receptor protein.
Behavioral and emotional influences of smell.
Transmission of Olfactory Signals:
From olfactory cells to glomeruli in the olfactory bulb, involving lateral inhibition.
Primitive, less old, and new olfactory systems with different path
MANAGEMENT OF ATRIOVENTRICULAR CONDUCTION BLOCK.pdfJim Jacob Roy
Cardiac conduction defects can occur due to various causes.
Atrioventricular conduction blocks ( AV blocks ) are classified into 3 types.
This document describes the acute management of AV block.
MANAGEMENT OF ATRIOVENTRICULAR CONDUCTION BLOCK.pdf
Influencing healthy lifestyle changes
1. Workshop Six
Influencing Healthy Lifestyle Changes in the Workplace
Study Team Project
By
Team Keep It Movin’
MBA 460
Contemporary Issues in Human Resource Management
BSA 504
August 15, 2011
CERTIFICATION OF AUTHORSHIP
By my signature, and to prevent an HONOR CODE violation, I certify that I am the author of
this paper and that any assistance I received in its preparation is fully acknowledged and
disclosed in the paper. I have also cited any sources from which I used data, ideas or words,
either quoted directly or paraphrased. I also certify that this paper was prepared by me
specifically for this course.
Student(s) Signature: ____________________________________________________________
2. Influencing Healthy Lifestyle 2
Table of Contents
Abstract -------------------------------------------------------------------------- 3
Introduction------------------------------------------------------------------------ 4
Literature Review----------------------------------------------------------------- 5
Existing Situation-----------------------------------------------------------------7
Discussion-------------------------------------------------------------------------10
Further Discussion-----------------------------------------------------------------13
Conclusion--------------------------------------------------------------------------15
Reference List----------------------------------------------------------------------16
3. Influencing Healthy Lifestyle 3
Abstract
It has been suggested thatU.S. employers have the highest obesity rate amongst its employees in
comparison to other countries. This has a profound effect on the employer’s ability to help
supplement employee health care costs and remain competitive verses the cost of treating
multiple chronic illnesses and other medical conditions that affect productivity. There is
significance to implementing healthy lifestyle choices. Offering incentives for healthy lifestyle
changes benefits the employers and the employees. Research shows that changing
one’slifestylecan reduce health care costs, reduce absenteeism, improve morale,and increase
productivity. CEO’s have found that healthier lifestyle changes benefits the company because
the employees are at work more and not out sick. Therefore, the implementation of healthy
lifestyle programs benefits the entire company.
4. Influencing Healthy Lifestyle 4
Introduction
Team Keep It Movin’ strives to influence other human resource professionals to
implement healthy lifestyle choices programs for their employees by offering incentives for
healthy lifestyle changes. Why would this be significant to other human resource professionals?
The following issues will be considered for discussion:
To decrease stress and improve morale
To decrease sick time used
To lower health insurance premiums
To anticipate higher productivity
To improve company image
The implementation of healthy lifestyle changes in the workplace just makes sense, when
properly executed.
5. Influencing Healthy Lifestyle 5
Literature Review
Research was conducted on whether it was worthwhile for an organization’s human
resource department to start up a healthy lifestyle program for its employees.
The research overwhelmingly points to the fact that it is beneficial for organizations to have a
healthy lifestyle program. Greene (2011) states that hospitals like Sentara Health System in
Norfolk, VA have saved $3.4 million in health care costs during the past three years with 80% of
its employees participating in a healthy lifestyle program. Greene (2011) currently, 86% of
hospitals have some form of healthy lifestyle program.
Greene (2011) believes that the main reason that organizations are adopting the healthy
lifestyle program is to reduce health care costs. The second benefit is reducing absenteeism, and
improving morale and productivity. These programs can encourage employees to quit smoking,
exercise more, lose weight, and to eat healthier foods. It is a win-win situation for everyone
because the organization wins by saving money, and the employees win by becoming healthier.
They will be successful in all organizations, as long as they are embraced by employees, and
they save the company money (Greene, 2011).
Hamlett-Coombs (2011) notes that it is now time for all companies to consider health and
wellness programs for their employees. By having this type of program, a company will save
money and increase productivity. Employees will miss fewer days from work for being sick, and
they will have less stress. Hamlett-Coombs (2011) argues that it is important for these programs
to be led by employees since they will act to motivate each other to become healthier.
It is much more cost-effective and productive to keep employees healthy than to
rehabilitate a sick or injured employee back into the business (Hamlett-Coombs, 2011). In some
6. Influencing Healthy Lifestyle 6
cases, a healthy lifestyle program will lower an organization’s health and safety premiums. For
the program to be successful, the organization should encourage all of its employees to
participate in it. But the company should keep it voluntary, and not force people to be a part of it.
Merrill (2011) describes a study undertaken to measure the effectiveness of a wellness
program in small companies. The four indicators that were measured were physical health,
emotional health, healthy behavior, and basic access to health related services. The study was
undertaken at Lincoln Industries in Lincoln Nebraska. Nearly all of the employees participated in
this wellness program. The results were that physical health, mental health, and healthy behavior
were significantly greater for the employees of Lincoln Industries. The conclusion of the study
was that the wellness program was proven effective for the workers in this small company.
Merrill (2011) feels that this study is important, because it shows that healthy lifestyle programs
succeed not only in large companies, but in small companies as well. Hank Orme, the president
of Lincoln Industries, believes that the study shows that the wellness program can have a positive
impact on his company’s bottom line. He now feels that a healthy lifestyle program is an
investment that yields high returns in all metrics including operating profit, customer
satisfaction, and supplier satisfaction (Merrill, 2011).
Bernstein (2011) has little doubt about the value of a healthy lifestyle program in
organizations. He sees large and small companies coming to the same conclusions. Even as the
bad economy has forced companies to cut employees benefits, corporate wellness programs have
not only survived but grown. Bernstein (2011) reported that the reason, according to many
studies, is that wellness benefits provided in the workplace yield more productive employees
who require less medical care.
7. Influencing Healthy Lifestyle 7
Bernstein (2011) claims that it is not just out of the goodness of their hearts, that CEOs
are implementing healthy lifestyle programs. The CEOs know that their organizations will reap
the benefits of healthier and more efficient employees. When employees come to work more
days per year because they are healthier, then this means that more goods and services will be
produced. This leads to what an organization needs to survive, which is lower costs and
increased profits. According to Bernstein (2011), medical costs fall by about $3.27 for every
dollar spent on healthy lifestyle programs, and that absenteeism costs fall by about $2.73 for
every dollar spent.
Existing Situation
In recent years, U. S. employers have come to understand that obesity is not just an
individual issue. According to NationMaster.com, the United States at 30.6% has the highest
obesity rate in the world, which is having a profound effect on the employer’s ability to help
supplement employee health care costs and remain competitive. Because of increased obesity
rates in America, chronic illnesses are on a rapid increase. The costs of treating multiple chronic
illnesses and other medical conditions are having a direct impact on a business’s production and
bottom-line. The passage of the Patient Protection and Affordable Care Act of 2010 further
enhances the burdenon employers.
Today many employers are taking a backseat to the issue, waiting for the fallout to settle
and go away, or hoping the impact will be minimal to their operation. In fact, many employers
feel that obesity is an employee’s freedom of choice. In reality, the effects of obesity and other
life threatening acts and activities will eventually affect the employer’s bottom line and
operation. A number of organizations are taking a proactive approach to minimize the impact on
8. Influencing Healthy Lifestyle 8
this epidemic by developing positive solutions to influencing employees to live a healthy
lifestyle. The strategic approach is another method employers are using to facilitate a leaner and
more productive workforce, and to head off the serious economic threat of enormous healthcare
costs. Employers seek to take advantage of healthcare insurance providers’ healthy lifestyle
premium reduction programs.
Hence, based on the U. S. obesity rate, a condition that significantly increases the risk of
major illness and chronic diseases, it is paramount that Human Resource Department (HRD)
officials take this matter seriously. As with other functions of an organization, organizational
healthy lifestyle programs come at a cost, which calls for serious consideration to realize the rate
of return on investment. Considering the potential impact to the organization, HRD managers
have a budgetary obligation to respond appropriately to minimize the health care cost to the
organization, and ensure its employees are physically able to meet the challenges of tomorrow.
The National Business Group on Health (NBGOH) is a nonprofit organization with over
350 registered employers taking proactive approaches to put employee healthy lifestyle programs
into play. According to the National Business Group on Health’s mission statement: “National
Business Group on Health is the national voice of large employers dedicated to finding
innovative and forward-thinking solutions to the nation's most important health care
issues.”National Business Group on Health. (2011). About the business group: Governance. Retrieved
fromhttp://www.businessgrouphealth.org/about/governance.cfm
Companies such as American Airlines, Inc., AutoZone, Inc., Costco Wholesale
Corporation, General Electric Company, Kohl's Department Stores, Target Corporation, and
Wegman’s Food Markets, are examples of organizations registered as active members of the
9. Influencing Healthy Lifestyle 9
NBGOH. The NBGOH website provides immediate resources for businesses to research the
pros and cons of employer-supported healthy lifestyle programs, such as, employer case studies,
access to health policies, health tips, and obesity cost calculators that can help businesses project
health insurance and operational costs. Furthermore, the NBGOH evaluates and publicly
recognizes organizations that demonstrate the best wellness programs for the year through a
national award. The recipients of the award must have demonstrated creative, comprehensive,
and effective solutions that improve employee health, productivity, and well-being. The
following companies have received awards in the year of 2011 as Best Employers for Healthy
Lifestyles:
Aetna
American Express
H.J. Heinz
The Franciscan Clinic
Verizon
Wyndham Worldwide
Then, there are investment firms such as the Willis Group, which prides itself as offering its
clients the best risk-management advice. This matter was clearly displayed in the Willis 2009
Health and Productivity Survey, Building a Culture of Health. The survey identifies the
prevailing trend that more and more employers have health and wellness programs or plan to add
one within the next three years. The survey also points out that managers in large firms realize
that wellness programs are an important factor in achieving business success, and if the programs
are managed correctly, there is an expected return on investment in two to three years. The
10. Influencing Healthy Lifestyle 10
Willis survey collaborates with Gallup, the research firm that has studied human nature for over
70 years.
The short-term positive effects for HRD managers to refrain from healthy lifestyle
programs, are organization capital or human resource investments; no requirements to establish
professional human resource or communications personnel to manage and access the program,
also no need to provide opportunities for employees to engage in healthy lifestyle activities and
events. The inaction to create healthy lifestyle programs will inevitably make the organization
vulnerable to higher healthcare costs, including the loss of production, creativity, and
organization competiveness, and possibly create the image of an employer that is not concerned
about its employees.
Discussion
As was stated previously, research was conducted on whether it was worthwhile for an
organization’s human resource department to start a healthy lifestyle program for its employees.
The research overwhelmingly points to the fact that it is beneficial for organizations to have a
healthy lifestyle program because of the increased obesity rates and chronic illnessesin America
are increasing rapidly. The implementation of an effective wellness program is essential to a
company’s survival with the current economic conditions.
According to the Journal of the American Medical Association (2004, March 10),
smoking was the leading cause of death, killing 435,000 Americans in 2000, up from 400,000 in
1990. Poor diet and physical inactivity, running a close second, are predicted to replace
smoking as the leading cause of death in the near future. These two chronic disease risk factors
accounted for 400,000 deaths in 2000, up from 300,000 in 1990 (“Healthy Workforce 2010”
11. Influencing Healthy Lifestyle 11
2001).As a whole Americans are a very unhealthy group of people considering that the leading
causes of death are heart attack, stroke, and cancer. The overall costs of treating multiple
chronic illnesses and other medical conditions have had a direct impact on a business’s bottom-
line. The solution is to encourage businesses to identify the need and to adopt a wellness
program.
There are numerous reasons why chronic diseases and obesity flourish in the U.S. today;
we have listed a few examples. First, due to a fast-paced society no one has time to cook, this
coupled with growing numbers of fast-food restaurants on every corner. It is very convenient to
eat out daily. Secondly, vending machines, snack bars and cafeterias have few, if any; healthy
choices. Lastly, increased inactivity due to technological advances in modern labor-saving
devices such as riding lawnmowers and power tools contribute heavily. Also the use of
computers, video/DVD games and the lack of sidewalks, walking trails and bike paths, all
encourage little to no physical activity (Gould, Johnson, 2009).
Employee benefits are one of the fastest rising expenses for many companies. There is a
great need for companies to thoroughly review all theiroptions, and correctly match their needs
with the appropriate wellness plan for them. To have a successful program the company should
take the strategic approach, which entail a long term investment; which may seem expensive in
the beginning but will prove to be beneficial in the end.
Team Keep it Movin’ makes the following recommendations:
1. Identify the need for a wellness program utilizing a simple survey made up of 10 or 12
questions that can provide valuable information or use a group forum.
12. Influencing Healthy Lifestyle 12
2. Establish a wellness committee.Employee involvement is vital to the success of any
wellness program. To obtain good results, employees should be involved in the wellness
program planning process. It encourages “buy in” from both management and potential
program participants.
3. Select wellness program incentives.Incentives attempt to build motivation by offering
individuals external rewards for taking steps in the right direction. The most common
wellness program incentives are toestablish behavioral changes thatwill
resultindiscounted health insurance premiums.
4. Obtain support for the wellness program which is vital for the program’s success.
Different types of wellness program support addressed, include the following (Gould,
Johnson, 2009):
•Management support for the wellness program
•Employee support for the wellness program
•Financial support for the wellness program
•Governmental support for the wellness initiative
The most important factor to the success of the wellness program is to obtain financial
support from the organization. A study in the Harvard Business Review (2010, December),
found that companies with comprehensive, well run programs can see an average return on their
investments of two to three dollars for every dollar spent and on the high side six dollars for
every dollar spent.
Wellness program materials are also available free of charge by accessing the Internet.
13. Influencing Healthy Lifestyle 13
For example, wellness tool kits, newsletters, nutrition pamphlets and posters, fitness
pamphlets and posters and wellness glossaries can be found. There are additional sources of
information, such as, voluntary health organizations, local public health departments, and state
andnational government agencies. Additionally, many pharmaceutical companies market
disease- management programs for many conditions, including diabetes, high blood pressure,
weight management and depression (Gould, Johnson, 2011).
An effective program will prove to reduce health care costs and absenteeism, eventually
yielding an increase in productivity. At the software firm SAS Institute, voluntary turnover is
just 4%, thanks in part to such a program; at the Biltmore tourism enterprise, the rate was 9% in
2009, down from 19% in 2005. According to Vicki Banks, Biltmore’s director of benefits and
compensation, “Employees who participate in our wellness programs do not leave.” (Berry,
Mirabito, Baun, 2010). Ultimately, the implementation of the wellness program will be
beneficial to employers and employees alike.
Further Discussion
In all organizations, employees are an expense as well as valuable resources (Noe,
Hollenbeck, Gerhart& Wright, 2009, p. 505). How can an organization survive and be
profitable with its entire employee’s home in bed sick? Two plus two does not equal five.Unless
Human Resource Professionals get serious about implementing healthy lifestyle programs; health
care costs will continue to be a huge liability in organizations. Healthy lifestyle programs possess
certain strengths, weaknesses, opportunities and threats to an organization.
Healthy lifestyle programs can strengthen an organization by lowering health insurance
premiums and medical claims. Employee’s productivity and morale increases while stress and
14. Influencing Healthy Lifestyle 14
the use of sick leave decreases. The overall image of an organization improves when employees
are healthy and take pride in their appearance. When employees are healthy, an organization can
focus more on achieving its strategic mission, and less on nursing the workforce back to health.
Some weaknesses HR professionals face when implementing healthy lifestyle programs
are cost, passive programs and privacy concerns. The cost to implement wellness programs can
sometime exceed what’s in the company’s budget to spend. Some employees may not want to
share health information with their employer. Most wellness programs “obtain baseline measures
on various indicators (weight, blood pressure, lung capacity, and so on) and measure individuals’
progress relative to these indicators over time” (Noe et al., 2009, p.605). Some employees may
view wellness programs as a privacy violation. Passive wellness programs do not “support” or
encourage employees to become active participants (Noe et al., 2009, p. 605). Organizations with
passive wellness programs lose money on their investment because the health of employees does
not improve, and health insurance premiums stay the same or increase.
Three opportunities HR professionals may experience in employee wellness program are
improved corporate culture, employee retention and organizational competitiveness. The
definition of corporate culture is “the way people dress, talk to one another and greet customers”
(Kotler& Keller, 2011, p.46). Organizations that care about their employees breed employees
who care about their job responsibilities, customers and each other. Employee retention increases
because the work environment is less stressful and more engaging. An organization with healthy
employees can better compete as opposed to those who do not invest in the health of their
employees. Healthy employees have the energy, creativity and drive to follow through with the
organization’s strategic goals.
15. Influencing Healthy Lifestyle 15
Threats that HR faces when implementing employee wellness programs are economic
recession, possible layoffs and employee financial worries. In these tough economic times,
organizations are struggling to survive, therefore implementing wellness programs are not at the
top of the agenda. Many organizations can’t afford to retain all employees, and employees are
upset and discouraged about the financial future for themselves and their families.
What strategic methods of implementing healthy lifestyle programs actually work and are
recommended? First, evidence suggests that the support of management is crucial. It is human
nature for people to follow the leader. When managers lead by example and actively participate
in an organization’s healthy lifestyle program, employees tend to willingly participate. It would
also be wise for managers to appoint one of their employees as a healthy lifestyles ambassador.
This employee should be well-liked, possess leadership qualities and truly support the program.
Employees should join the program at will and not be coerced to join. HR professionals should
use the “follow up model” when implementing a healthy lifestyles program. Employees should
have access to exercise equipment, outreach counselors, individualized health assessment, and
nutritious meals at work.
Conclusion
To conclude, when executed correctly, the implementation of healthy lifestyle program in
organizations just make sense. Exercise and a well-balanced diet are two key factors in keeping
employees healthy and therefore ready to carry out the organization’s mission, which is to
survive and stay profitable.
16. Influencing Healthy Lifestyle 16
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