Your business is important, and so are the employees who make it great. When they're healthier, they're happier and when they're happier, they're more engaged at work. That's why having a wellness program that works is the key.
Your business is important, and so are the employees who make it great. When they're healthier, they're happier and when they're happier, they're more engaged at work. That's why having a wellness program that works is the key.
What You'll Learn:
- The direct & indirect costs of unhappy & unhealthy employees
- How the highest rated employers have a relentless focus on wellness
- The New Corporate Strategy Pyramid
- How the weight of your employees impacts your bottom line
Why Gamification is Taking Over Wellness ProgramsTechnologyAdvice
Wellness programs aren't a new idea, but they're becoming increasingly effective thanks to the application of game-mechanics that increase user engagement and reward participation. We look at how gamification can take your wellness program to the next level, along with case studies and best practices.
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.
Why Gamification is Taking Over Wellness ProgramsTechnologyAdvice
Wellness programs aren't a new idea, but they're becoming increasingly effective thanks to the application of game-mechanics that increase user engagement and reward participation. We look at how gamification can take your wellness program to the next level, along with case studies and best practices.
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.
100+ PowerPoint presentation content slides. Does your company experience loss in employee productivity due to illness and poor health? Would you like to know how to solve this problem?
Today's companies must begin to look at employee health, not as a cost, but an investment. Data show conclusively that the health status of a company's employees is directly correlated to the profitibility and competitiveness of the company. This is not an American challenge, but a global challenge and responsibility. This was a keynote address to a dozen major US corporations in May, 2008. I'm happy to discuss with anyone of interest.
We at Just for Hearts works for preventive wellness. It is very important for any organization to have healthy employees for better productivity and work performance. Unfortunately there are very few organizations available who provides complete wellness solutions. Just for Hearts is one of them which offer complete wellness solutions under one roof starting from health awareness sessions to various wellness activities by making it available in your company premises. Here are some guidelines to have successful wellness programs based on our experience of 1000 + wellness events at Pan India level till today .
A presentation geared towards HR professionals, business owners, executives, and employees who are interested in creating a Workplace Wellness program into their Corporate Culture. Learn the benefits of corporate wellness programs and see some statistical evidence proving how they benefit the bottom line, just as much as employee moral. This presentation was created by Kara-Lee Burke, Corporate Wellness Consultant & Yoga Enthusiast. Contact Kara-Lee Burke to assist your Corporate Culture increase Happiness, Health, and Productivity
Wellness Program (Comprehensive) PowerPoint Presentation 125 slides with 2 d...Andrew Schwartz
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of wellness
• An alternative definition
• Etymology of wellness (3 points)
• Creating awareness (3 points)
• Costs of health conditions (12 points)
• Work and health (6 points)
• 8 reasons to develop a wellness program
• The benefits of a wellness program (5 slides)
• Health benefits (6 slides)
• Important components for a successful wellness program (4 slides)
• Implementation considerations (10 points)
• Marketing wellness programs (10 slides)
• Tips for ensuring longevity
• Program evaluation
• Surveys and assessments
• Employee interest surveys (5 slides)
• Organizational health surveys (4 slides)
• Health risk assessments (4 slides)
• HIPAA (8 slides)
• GINA (5 points)
• Health education, environmental health, disease and illness prevention (8 points)
• Successful wellness marketing (4 points)
• Healthy workplace behaviors (5 points)
• Wellness programs within small companies (6 slides)
• Actions steps (16 points)
Worksite Wellness Toolkit for Community Based Organizationsbeccapurnell
The Worksite Wellness toolkit was designed to serve as a resource guide for community-based organizations in order to implement worksite wellness activities and programs at little to no cost. Worksite wellness is the promotion of employee health at the worksite.
Provides an overview of wellness program trends, including a look at the role of prepaid wellness cards as a central component of employer wellness programs. We will also look at meaningful incentive thresholds and identify obstacles to program adoption.
Corporate Healthcare in India is only about providing an insurance policy but our integrated wellness programs assist corporate to counter employee sickness and subsequent health and financial effects at the nascent stage of the illness. Some of the services that we offer include:
1. Corporate Health Programs that includes stress management, weight management & diseases prevention programs etc.
2. Seminars conducted by eminent doctors/counselors/ consultants
3. Nutrition programs included seminar by nutritionist , naturopaths & dieticians
4. Men’s & Women’s health Seminars
5. Office Ergonomics sessions to help treat employee back & neck related problems
Total Well-Being is the nation’s leading provider of Personalized Corporate Well-Being. Our solutions yield sustainable engagement and behavior change – resulting in managed healthcare costs.We develop a custom wellness strategy that is tailored to optimize your unique culture and your employee’s health, happiness, and productivity.
Our Workplace Wellness PowerPoint addresses the concerns of today's businesses and how WillPowerUSA's Workplace Wellness Programs can reduce health care costs and disability claims, and increase productivity and workplace morale.
Worksite Wellness: Small Steps to Healthier Employeesszapp
Many chronic health problems are caused by unhealthy, modifiable risk factors. Learn the importance of a health lifestyle and how implement a healthy behavior change program within your workplace.
Companies are under attack! Not from rising energy costs, foreign competition, or regulatory pressure, but from a steady decrease in employee health & happiness. The "weight" of this problem is falling on the bottom lines of companies in the form of rapidly increasing costs and rapidly decreasing employee productivity and engagement. Once thought to be an involuntary benefit, Employee Wellness is now being discussed in corporate board rooms all over the world as a critical element of business strategy. HR is expected to understand and manage the risk associated with this problem and create a sustainability strategy that includes health & happiness. This eBook discussed the economics of this fight and how the war talent is now happening in the gym and cafeteria.
100+ PowerPoint presentation content slides. Does your company experience loss in employee productivity due to illness and poor health? Would you like to know how to solve this problem?
Today's companies must begin to look at employee health, not as a cost, but an investment. Data show conclusively that the health status of a company's employees is directly correlated to the profitibility and competitiveness of the company. This is not an American challenge, but a global challenge and responsibility. This was a keynote address to a dozen major US corporations in May, 2008. I'm happy to discuss with anyone of interest.
We at Just for Hearts works for preventive wellness. It is very important for any organization to have healthy employees for better productivity and work performance. Unfortunately there are very few organizations available who provides complete wellness solutions. Just for Hearts is one of them which offer complete wellness solutions under one roof starting from health awareness sessions to various wellness activities by making it available in your company premises. Here are some guidelines to have successful wellness programs based on our experience of 1000 + wellness events at Pan India level till today .
A presentation geared towards HR professionals, business owners, executives, and employees who are interested in creating a Workplace Wellness program into their Corporate Culture. Learn the benefits of corporate wellness programs and see some statistical evidence proving how they benefit the bottom line, just as much as employee moral. This presentation was created by Kara-Lee Burke, Corporate Wellness Consultant & Yoga Enthusiast. Contact Kara-Lee Burke to assist your Corporate Culture increase Happiness, Health, and Productivity
Wellness Program (Comprehensive) PowerPoint Presentation 125 slides with 2 d...Andrew Schwartz
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of wellness
• An alternative definition
• Etymology of wellness (3 points)
• Creating awareness (3 points)
• Costs of health conditions (12 points)
• Work and health (6 points)
• 8 reasons to develop a wellness program
• The benefits of a wellness program (5 slides)
• Health benefits (6 slides)
• Important components for a successful wellness program (4 slides)
• Implementation considerations (10 points)
• Marketing wellness programs (10 slides)
• Tips for ensuring longevity
• Program evaluation
• Surveys and assessments
• Employee interest surveys (5 slides)
• Organizational health surveys (4 slides)
• Health risk assessments (4 slides)
• HIPAA (8 slides)
• GINA (5 points)
• Health education, environmental health, disease and illness prevention (8 points)
• Successful wellness marketing (4 points)
• Healthy workplace behaviors (5 points)
• Wellness programs within small companies (6 slides)
• Actions steps (16 points)
Worksite Wellness Toolkit for Community Based Organizationsbeccapurnell
The Worksite Wellness toolkit was designed to serve as a resource guide for community-based organizations in order to implement worksite wellness activities and programs at little to no cost. Worksite wellness is the promotion of employee health at the worksite.
Provides an overview of wellness program trends, including a look at the role of prepaid wellness cards as a central component of employer wellness programs. We will also look at meaningful incentive thresholds and identify obstacles to program adoption.
Corporate Healthcare in India is only about providing an insurance policy but our integrated wellness programs assist corporate to counter employee sickness and subsequent health and financial effects at the nascent stage of the illness. Some of the services that we offer include:
1. Corporate Health Programs that includes stress management, weight management & diseases prevention programs etc.
2. Seminars conducted by eminent doctors/counselors/ consultants
3. Nutrition programs included seminar by nutritionist , naturopaths & dieticians
4. Men’s & Women’s health Seminars
5. Office Ergonomics sessions to help treat employee back & neck related problems
Total Well-Being is the nation’s leading provider of Personalized Corporate Well-Being. Our solutions yield sustainable engagement and behavior change – resulting in managed healthcare costs.We develop a custom wellness strategy that is tailored to optimize your unique culture and your employee’s health, happiness, and productivity.
Our Workplace Wellness PowerPoint addresses the concerns of today's businesses and how WillPowerUSA's Workplace Wellness Programs can reduce health care costs and disability claims, and increase productivity and workplace morale.
Worksite Wellness: Small Steps to Healthier Employeesszapp
Many chronic health problems are caused by unhealthy, modifiable risk factors. Learn the importance of a health lifestyle and how implement a healthy behavior change program within your workplace.
Companies are under attack! Not from rising energy costs, foreign competition, or regulatory pressure, but from a steady decrease in employee health & happiness. The "weight" of this problem is falling on the bottom lines of companies in the form of rapidly increasing costs and rapidly decreasing employee productivity and engagement. Once thought to be an involuntary benefit, Employee Wellness is now being discussed in corporate board rooms all over the world as a critical element of business strategy. HR is expected to understand and manage the risk associated with this problem and create a sustainability strategy that includes health & happiness. This eBook discussed the economics of this fight and how the war talent is now happening in the gym and cafeteria.
Health & Wellness 2014 Snapshot (Look for the 2015 Update by Schieber Research)Hamutal Schieber
Market and consumer trends in the health & wellness sphere, particularly relevant to F&B/ Retail companies.
For the 2015 report http://www.slideshare.net/hamutalewin/2015-consumer-trends-in-fb-insights-from-sial-paris
Report: What Employees Want In Corporate Wellness ProgramsShapeUp
ShapeUp has completed its survey of one thousand employees, and the surprising results show what employees think about corporate wellness programs.
View the webinar slides here and download the complete report to discover what employees are saying about wellness, including:
* Their top wellness goals
* Most popular wellness program components
* Why they join corporate wellness programs
* How you can pique their interest in wellness
* What programs they are willing to pay for out-of-pocket
* Strategies to keep them constantly engaged
And much more! Download the full report at http://www.shapeup.com/employee-wellness-survey/
When you’re busy at work it’s often easy to let your health fall by the wayside. We’ve all chosen a slice of pizza over a healthy salad plenty of times, or missed a week at the gym because we’re too busy working on a big project. These moments are sometimes unavoidable, but there are some super easy ways to prioritize your health without sacrificing anything on the job.
Gordon MacDonald, WorkSafe NZ - presentation at ComplyWith Unplugged, April 2016ComplyWith NZ Ltd
The CE of WorkSafe NZ gave the keynote presentation to ComplyWith Unplugged, 12 April 2016 at Te Papa Tongarewa, Wellington NZ. The event had a strong health and safety theme with the new workplace safety legislation having recently come into force in April 2016.
An event report with links to other presentations on SlideShare can be found here:
http://www.complywith.co.nz/news/unplugged-event-report
And a copy of the event programme is here:
http://www.complywith.co.nz/assets/assets/ComplyWith-Unplugged-Programme-12April2016.pdf
For more information on how ComplyWith NZ helps NZ businesses and boards understand their health and safety legal obligations, please go to: http://www.complywith.co.nz/health-and-safety
Proko's Guide to Positivity and Effective Employee EngagementLeeWills3
Proko allows your employees to easily share good things about your culture and career opportunities, or simply acknowledge the people that are making work great.
Create e-cards and other sharable assets that employees can select, personalize, and share.
Import content to an easy-to-use, customizable microsite.
Track sharing activity and leverage those insights for future employer branding and employee advocacy activities.
Website: https://www.proko.co/product
Summary of 9 workplace wellness trends to watch in 2019 - as financial wellbeing experts, Wellthy is pleased to see access to financial wellness programs is one of them!
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.
WORK-LIFE BALANCEDear Boss Your Team Wants Youto Go o.docxwashingtonrosy
WORK-LIFE BALANCE
Dear Boss: Your Team Wants You
to Go on Vacation
by Ron Friedman
JUNE 18, 2015
Over the past decade, a staggering number of studies have demonstrated that our work performance
plummets when we work prolonged periods without a break. We know that overworked employees
are prone to mood swings, impulsive decision-making, and poor concentration. They’re more likely
to lash out at perceived slights and struggle to empathize with colleagues. Worse still, they are
prone to negativity — and that negativity is contagious.
FURTHER READING
Yet at the average American company, 4 out of 10 employees (including those in management roles)
will forfeit vacation time this year.
There is every reason to believe that the cost of the mental and physical depletion that invariably
results is exponential when its victim is a manager. Not just because a supervisor’s mood and
decision-making affects more people, but because when a manager chooses to forgo time off, it
starts a domino effect that shapes cultural norms.
As I describe in a new book on the science of building a great workplace, organizational culture has
little to do with a company’s mission or vision statement. It is determined by the behaviors of those
at the top. As humans, we’ve evolved to mimic those around us, especially those in higher status
roles. Lower-status group members often copy the behaviors of those in leadership positions
because it helps align them with individuals who hold more influence in the group. The best
managers know that as leaders, their actions influence the behaviors of everyone around them.
When managers forgo vacation time, it not only
places them squarely on the road to burnout, it
also generates unspoken pressures for everyone
on their team to do the same. And ignoring the
body’s need for rest is not just a poor long-term
strategy. It also comes with considerable
opportunity cost.
We now have compelling evidence that the
restorative experiences we have on vacations bring us a sharpened attention, mental clarity, and
inspired insights. Take reaction time – a simple measure that indicates how quickly we pick up on
new information. Research commissioned by NASA found that after just a few days of vacation,
people’s reaction time jumps by an astonishing 80%.
Studies on creativity have found that spending time outdoors and traveling to a foreign country —
two activities people commonly engage in when they go on vacation — are among the most effective
ways of finding fresh perspectives and creative solutions. Simply put, you’re far more likely to have
HBR’s 10 Must Reads on
Managing Yourself
MANAGING YOURSELF BOOK
$24.95 ADD TO CART
SAVE � SHARE
a breakthrough idea while lounging on a beach in St. Martin than you are while typing away in your
office cubicle.
Vacations are not only a boon to the way we think; they also foster greater life satisfaction. Just last
year, Gallup released an eye-opening study showi ...
WORK-LIFE BALANCEDear Boss Your Team Wants Youto Go orosacrosdale
WORK-LIFE BALANCE
Dear Boss: Your Team Wants You
to Go on Vacation
by Ron Friedman
JUNE 18, 2015
Over the past decade, a staggering number of studies have demonstrated that our work performance
plummets when we work prolonged periods without a break. We know that overworked employees
are prone to mood swings, impulsive decision-making, and poor concentration. They’re more likely
to lash out at perceived slights and struggle to empathize with colleagues. Worse still, they are
prone to negativity — and that negativity is contagious.
FURTHER READING
Yet at the average American company, 4 out of 10 employees (including those in management roles)
will forfeit vacation time this year.
There is every reason to believe that the cost of the mental and physical depletion that invariably
results is exponential when its victim is a manager. Not just because a supervisor’s mood and
decision-making affects more people, but because when a manager chooses to forgo time off, it
starts a domino effect that shapes cultural norms.
As I describe in a new book on the science of building a great workplace, organizational culture has
little to do with a company’s mission or vision statement. It is determined by the behaviors of those
at the top. As humans, we’ve evolved to mimic those around us, especially those in higher status
roles. Lower-status group members often copy the behaviors of those in leadership positions
because it helps align them with individuals who hold more influence in the group. The best
managers know that as leaders, their actions influence the behaviors of everyone around them.
When managers forgo vacation time, it not only
places them squarely on the road to burnout, it
also generates unspoken pressures for everyone
on their team to do the same. And ignoring the
body’s need for rest is not just a poor long-term
strategy. It also comes with considerable
opportunity cost.
We now have compelling evidence that the
restorative experiences we have on vacations bring us a sharpened attention, mental clarity, and
inspired insights. Take reaction time – a simple measure that indicates how quickly we pick up on
new information. Research commissioned by NASA found that after just a few days of vacation,
people’s reaction time jumps by an astonishing 80%.
Studies on creativity have found that spending time outdoors and traveling to a foreign country —
two activities people commonly engage in when they go on vacation — are among the most effective
ways of finding fresh perspectives and creative solutions. Simply put, you’re far more likely to have
HBR’s 10 Must Reads on
Managing Yourself
MANAGING YOURSELF BOOK
$24.95 ADD TO CART
SAVE � SHARE
a breakthrough idea while lounging on a beach in St. Martin than you are while typing away in your
office cubicle.
Vacations are not only a boon to the way we think; they also foster greater life satisfaction. Just last
year, Gallup released an eye-opening study showi ...
How Financial Incentives/Disincentives Undermine WellnessHES
Making wellness rewarding without rewards
- Examine why paying employees to get healthy is a bad idea
- Learn 20 ways to foster intrinsic motivation, the linchpin for lasting behavior change
- Confirm your commitment to build a culture of health in your organization.
Productivity and its importance in the modern worldSpotivity
Productivity is defined as an individual’s capability to complete a given task with utmost efficiency. It generally involves a positive outcome. With educational institutions, as well as corporations, keeping productivity as the main agenda for measuring an individual’s work, it is essential to understand its importance.
Importance of Employee Engagement Programs - Employee Engagement, Employee Em...Xoxoday
A brief guide explaining the importance of employee engagement in the organisation. This guide will explain, how employee engagement improves the business.
Employee Engagement and Social Media Pecha Kucha - Caroline KealeyCarolineKealey
Caroline Kealey's Pecha Kucha presentation on Employee Engagement and Social Media for the February 9, 2011 Conference Board of Canada’s Public Sector Human Resources Conference, HR Excellence in a Changing World.
Connect with Caroline Kealey at Ingenium Communications:
WEBSITE: http://www.ingeniumcommunications.com
TWITTER: @CarolineKealey
SUBSCRIBE to the Results Map Blog: http://www.resultsmap.com/category/blog/
Motivation is the reason that drives all of our actions. An individual expects that if they behave a certain way or perform certain tasks, they will achieve their desired outcome. In the workplace, this outcome, as long as it’s positive, is the driver that can impact if and how the tasks given to employees are performed. The key to reaching the highest possible results lies in being able to identify the factors that drive each individual in a workforce. In this SlideShare we discuss 9 main components that contribute to employees motivation.
On behalf of the Safety Institute of Australia, we invite you to join us for an informative webinar at 2:30pm (AEST) on Wednesday 11 April 2018 titled: From Research to Best Practice in Workplace Health and Wellbeing.
This session takes attendees through the learning from current research and how that translates into practical workplace programs in the digital era.
The presentation will include case studies from building, construction and transport industries.
SPEAKER
James Mills, Director of Operations ,OzHelp | Director – National Workplace Wellness Symposium
James is passionate about using innovation and technology to drive operational and service excellence. James was the driving force behind the design and implementation of the Workplace Tune Up program in conjunction with the University of Wollongong Graduate School of Medicine. A program that gives organisations unprecedented capability in identifying and supporting their at risk employees whilst at the same time gaining an understanding of the impact of workplace practices on the mental health and wellbeing of employees.
James combines a degree in psychology from the Australian National University with experience in senior private sector leadership roles, small business and most recently in the mental health sector to bring innovative and effective solutions to employee health and wellbeing programs reaching over 30,000 employees per- annum.
WORK-LIFE BALANCEDear Boss Your Team Wants Youto Go o.docxdunnramage
WORK-LIFE BALANCE
Dear Boss: Your Team Wants You
to Go on Vacation
by Ron Friedman
JUNE 18, 2015
Over the past decade, a staggering number of studies have demonstrated that our work performance
plummets when we work prolonged periods without a break. We know that overworked employees
are prone to mood swings, impulsive decision-making, and poor concentration. They’re more likely
to lash out at perceived slights and struggle to empathize with colleagues. Worse still, they are
prone to negativity — and that negativity is contagious.
FURTHER READING
Yet at the average American company, 4 out of 10 employees (including those in management roles)
will forfeit vacation time this year.
There is every reason to believe that the cost of the mental and physical depletion that invariably
results is exponential when its victim is a manager. Not just because a supervisor’s mood and
decision-making affects more people, but because when a manager chooses to forgo time off, it
starts a domino effect that shapes cultural norms.
As I describe in a new book on the science of building a great workplace, organizational culture has
little to do with a company’s mission or vision statement. It is determined by the behaviors of those
at the top. As humans, we’ve evolved to mimic those around us, especially those in higher status
roles. Lower-status group members often copy the behaviors of those in leadership positions
because it helps align them with individuals who hold more influence in the group. The best
managers know that as leaders, their actions influence the behaviors of everyone around them.
When managers forgo vacation time, it not only
places them squarely on the road to burnout, it
also generates unspoken pressures for everyone
on their team to do the same. And ignoring the
body’s need for rest is not just a poor long-term
strategy. It also comes with considerable
opportunity cost.
We now have compelling evidence that the
restorative experiences we have on vacations bring us a sharpened attention, mental clarity, and
inspired insights. Take reaction time – a simple measure that indicates how quickly we pick up on
new information. Research commissioned by NASA found that after just a few days of vacation,
people’s reaction time jumps by an astonishing 80%.
Studies on creativity have found that spending time outdoors and traveling to a foreign country —
two activities people commonly engage in when they go on vacation — are among the most effective
ways of finding fresh perspectives and creative solutions. Simply put, you’re far more likely to have
HBR’s 10 Must Reads on
Managing Yourself
MANAGING YOURSELF BOOK
$24.95 ADD TO CART
SAVE � SHARE
a breakthrough idea while lounging on a beach in St. Martin than you are while typing away in your
office cubicle.
Vacations are not only a boon to the way we think; they also foster greater life satisfaction. Just last
year, Gallup released an eye-opening study showi.
Similar to The 10 Commandments of Employee Wellness (20)
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Title: Sense of Taste
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 structure and function of taste buds.
Describe the relationship between the taste threshold and taste index of common substances.
Explain the chemical basis and signal transduction of taste perception for each type of primary taste sensation.
Recognize different abnormalities of taste perception and their causes.
Key Topics:
Significance of Taste Sensation:
Differentiation between pleasant and harmful food
Influence on behavior
Selection of food based on metabolic needs
Receptors of Taste:
Taste buds on the tongue
Influence of sense of smell, texture of food, and pain stimulation (e.g., by pepper)
Primary and Secondary Taste Sensations:
Primary taste sensations: Sweet, Sour, Salty, Bitter, Umami
Chemical basis and signal transduction mechanisms for each taste
Taste Threshold and Index:
Taste threshold values for Sweet (sucrose), Salty (NaCl), Sour (HCl), and Bitter (Quinine)
Taste index relationship: Inversely proportional to taste threshold
Taste Blindness:
Inability to taste certain substances, particularly thiourea compounds
Example: Phenylthiocarbamide
Structure and Function of Taste Buds:
Composition: Epithelial cells, Sustentacular/Supporting cells, Taste cells, Basal cells
Features: Taste pores, Taste hairs/microvilli, and Taste nerve fibers
Location of Taste Buds:
Found in papillae of the tongue (Fungiform, Circumvallate, Foliate)
Also present on the palate, tonsillar pillars, epiglottis, and proximal esophagus
Mechanism of Taste Stimulation:
Interaction of taste substances with receptors on microvilli
Signal transduction pathways for Umami, Sweet, Bitter, Sour, and Salty tastes
Taste Sensitivity and Adaptation:
Decrease in sensitivity with age
Rapid adaptation of taste sensation
Role of Saliva in Taste:
Dissolution of tastants to reach receptors
Washing away the stimulus
Taste Preferences and Aversions:
Mechanisms behind taste preference and aversion
Influence of receptors and neural pathways
Impact of Sensory Nerve Damage:
Degeneration of taste buds if the sensory nerve fiber is cut
Abnormalities of Taste Detection:
Conditions: Ageusia, Hypogeusia, Dysgeusia (parageusia)
Causes: Nerve damage, neurological disorders, infections, poor oral hygiene, adverse drug effects, deficiencies, aging, tobacco use, altered neurotransmitter levels
Neurotransmitters and Taste Threshold:
Effects of serotonin (5-HT) and norepinephrine (NE) on taste sensitivity
Supertasters:
25% of the population with heightened sensitivity to taste, especially bitterness
Increased number of fungiform papillae
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
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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
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- Video recording of this lecture in English language: https://youtu.be/lK81BzxMqdo
- Video recording of this lecture in Arabic language: https://youtu.be/Ve4P0COk9OI
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
1. 10
The
COMMANDMENTS
OF
EMPLOYEE
WELLNESS
presented by
2. IT’S TIME TO
RETHINK WELLNESS.
Your business is important, and so are the employees
who make it great. When they’re healthier, they’re
happier and when they’re happier, they’re more
engaged at work. That’s why having a wellness
program that works—one that’s used, enjoyed
and proven—is crucial. If you’ve tried programs
before with little success, don’t be discouraged.
Keep reading and find the 10 keys to bringing a
successful wellness program to your workforce.
You’ll see how motivating your employees to feel
better about themselves and their work is
easier—and more important—than you may think.
Just consult this handy checklist before embarking on
your next employee wellness program.
3. I
PUT WELLNESS FRONT AND CENTER.
Your business strategy is no longer just about Unhealthy workers cost
meeting the goals of the organization—it’s employers an average of
$11,176
about meeting the needs of the people who
are investing their time and energy into it,
too. Employee wellness matters. A lot.
per active employee every year. 1
CASE IN POINT
Executives in a 2010 study ranked employee
Do the math and you quickly realize that omitting
health, satisfaction and productivity above employee health and happiness from your talent
energy costs and real estate as top corporate management “stack” is also unhealthy for your
concerns. 2
company.
1.“Employee Health, Productivity, Gain Importance in Sustainability Survey,” CoreNet Global/Jones Lang LaSalle Sustainability Survey,
National Real Estate Investor, 14 February 2011, http://nreionline.com/brokernews/greenbuildingnews/news/employee_health_survey_0214/
2. The Road Ahead: Shaping Health Care Strategy in a Post-Reform Environment, 16th Annual Towers Watson/National Business Group on
Health Employer Survey on Purchasing Value in Health Care, 2011.
4. II
SOME VIRUSES ARE GOOD.
MAKE PARTICIPATION CONTAGIOUS.
Viruses are notorious for infecting all who come in contact with them,
but don’t get out the vitamins just yet. Going viral doesn’t always result
in unhealthy outcomes. When your wellness program goes viral, it’s
quick to catch on. And (unlike a real virus) it leads to happier, healthier
employees—and higher engagement.
CASE IN POINT
Pinterest became an
(almost) overnight
sensation, reaching
11.7 M
users in nine months 3
and then cracking the top 30 U.S. websites. 4 How?
By using social registration: invitation-only access
and tight integrations with Facebook and Twitter.
One way to promote virality is by using proven social media and online
game mechanics to create contagious actions and elements. A well-
designed wellness program will employ tactics such as personal
invites, social sharing and community activity to draw participants in
and keep them interested.
3. http://thenextweb.com/insider/2012/02/08/formspring-beat-pinterest-to-10-million-active-users-by-months
4. http://thenextweb.com/insider/2012/03/12/pinterest-continues-explosive-growth-cracks-top-30-websites-in-the-us
5. III
MAKE WELLNESS FRIENDLY: MORE
LIKE FACEBOOK, LESS TEXTBOOK.
Wellness can be overwhelming, but it doesn’t
have to be. By offering your wellness program
as an interactive social platform, people will
actually want to participate.
CASE IN POINT
Creating a program that looks and works 1 in With the average person
online for 2.3 hours every
like Facebook feels comfortable. It also every 6
day, that’s 23 minutes a day
engenders a sense of community, a common minutes on social networks. Imagine
connection between all participants. In this spent if people spent just a fraction
empowering, supportive community, people online is in of that time learning about
social health and working toward
track and share their progress, build rela-
networking. fitness goals every day. 5
tionships with co-workers and have fun!
5. comScore 2012 U.S. Digital Future in Focus
6. IV
KEEP THEM ENGAGED. MAKE IT A GAME.
Getting healthy takes effort. But when you turn health into a
game, that effort seems more like fun and less like work.
Games are powerful motivators that are proven to change
behaviors. By creating a wellness program that incorporates
interactive games and fosters competition, employees are
motivated to challenge themselves and those they compete
against to develop healthy habits.
Games help sustain engagement
CASE IN POINT over time, too. Employees will stay
On average, more money into Why? Low employee committed to the game because
Human Resource health and wellness engagement is the
they want to win—and they’ll have
teams are investing programs this year, 6 number one obstacle to
but the solutions are behavior change. You just fun doing it! Offering cash, prizes
35% still sadly underuti-
lized.
can’t buy health. or other incentives is a great way
to add an extra element of fun and
keep employees committed to
improving health.
6. “Wellness Spend Up, But Measurement is Lacking,” Human Resource Executive Online, 1 April 2011,
http://www.hreonline.com/HRE/story.jsp?storyId=533334568
7. V
MAKE IT COOPERATIVE. TEAMS WORK.
Peer pressure is a good thing when it affects the good of the
group. People don’t want to let their co-workers down. That’s
one reason that social reinforcement from multiple health
buddies creates a 166% increase in participants’ willingness
to change behavior. 7
Employees participating Team members make sure that everyone is
on teams are
succeeding and meeting goals on both a
600%+
personal level and as a group. And because
of that, employees are more likely to stay
committed to the program until the very end.
more likely to sustain engagement
over time 8
7. MIT study by Damon Centola et al. 2010 http://web.mit.edu/press/2010/health-networks.html
8. Keas Pfizer Challenge
8. VI
MAKE IT COMPETITIVE
—AND OFFER INCENTIVES.
Competition is fun, especially when there is something
worth winning.
Creating challenges or quests is a fun way to motivate
employees and increase engagement in your wellness
program. Implementing a points system or offering incen-
tives and rewards can help drive healthy behaviors that
will help employees reach their health and fitness goals.
CASE IN POINT According to the Incentive
Research Foundation, “Less
than one in five employees
will participate in wellness
programs that do not offer
rewards.”
4 in 5 will participate
when incentives are offered.
— Rodger Stotz, IRF Chief Research Officer 9
9. incentive Research Foundation, August 2011 (http://theirf.org/.6078726.html)
9. VII
MAKE IT FUN FOR EVERYONE.
Whether your company is a modest family empire or a billion-dollar enterprise, each employee
has different needs and is on a different path to health.
When creating a wellness program, it’s important to keep the needs of everyone in mind.
“Wellness” isn’t just about dieting and exercise. It’s about making improvements to nearly
every aspect of our being—physical, emotional and spiritual. If your program only targets
people who want to lose weight, those who are more concerned with reducing stress are less
likely to participate.
Allow employees to customize their program by setting
personal goals that cover the gamut of wellbeing. They’ll
not only feel more involved in the overall process but
also want to see it through to the end.
10. VIII
MEASURE SUSTAINED ENGAGEMENT
AND HEALTHY BEHAVIORS.
A successful wellness program tracks more than just registrations. It measures sustained
engagement of employees and tracks progress toward healthy behaviors as it occurs. Tracking
progress and engagement is the most important part of any wellness program because it allows
employees to visually compare individual and team progress to help determine which goals need
to be set and compare goals that have already been met.
Speaking of goals, what do you measure?
We recommend tracking these benchmark healthy behaviors:
Do you smoke? Do you exercise Do you have a Do you eat enough How many nights per
regularly (3x/week healthy BMI? fruits and week do you get eight
or more)? vegetables? hours of sleep?
11. IX
MAKE YOUR CASE BY REFOCUSING
THE ROI CONVERSATION.
Measuring ROI for your wellness program is more than calculating insurance premium savings. A
successful wellness program requires companies to shift their focus from dollars to healthier lifestyles.
These are just a few of the questions employers Happier & healthier
can ask to measure the ROI of a company’s employees raise productivity
wellness program: and increase work
performance naturally.
How many pounds have been lost overall?
They feel better about the work
Has there been a reduction in employee they produce and they enjoy doing
stress levels? it, too. And that’s all great for your
bottom line.
Are employees exercising more?
Are they changing their diets?
Have any employees quit smoking?
Are employees getting more sleep?
12. X
SOME COMPANIES “GET IT.” (SOME DON’T.)
CHOOSE CAREFULLY.
As with everything else these days, trails, emails and outdated
methodologies for supporting software, now’s the time to get with
wellness are evolving rapidly. the program and find a
Technological advance- forward-thinking wellness
ments make it easier than partner.
ever to connect people
throughout your company, collect Look beyond the sizzle and make
data and distribute information. And sure you’ve found an innovative
people are now more likely to con- company that’s incorporating
sume their media on a smartphone behavioral research, gamification
than at their computer. principles and human factors stud-
ies to improve engagement and
If your company is using an external participation in their corporate
vendor that’s still relying on paper well-being program.
13. HOW MANY COMMANDMENTS
ARE YOU BREAKING?
1. Do you see wellness as core to your business strategy? YES / NO
2. Is participation social? YES / NO
3. Does your program make wellness approachable? YES / NO
4. Are you using game dynamics to keep employees engaged? YES / NO
5. Are you promoting the formation of teams? YES / NO
6. Is healthy competition key to the program? YES / NO
7. Does it meet the needs of all your employees? YES / NO
8. Does it measure both sustained engagement and healthy behaviors? YES / NO
9. Are you evaluating wellness ROI beyond insurance premium savings? YES / NO
10. Are you working with a partner who really understands wellness? YES / NO
If you answered YES to more than 8, congratulations! You are on the right track.
If you answered YES to 8 or fewer, it’s time to call Keas and get serious about supporting
wellness throughout your organization.
14. KEAS IS THE FUTURE OF
CORPORATE WELLNESS.
Call or email us today to schedule a demo and see how Keas can help you.
415-537-7669
sales@keas.com
Twitter: @keas
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