John Harris, Chairman of the Health Enhancement Research Organization (HERO), discussed the significant body of information accumulating to demonstrate the link between employee well-being, optimal wellness outcomes, and business performance.
The Healthy Workplace Model: 2014 Presentation Oregon Health SciencesJoel Bennett
Evidence-Based Tools for Teams, Leaders, and a Resilient Climate. Reviews Five fundamentals
1) The Spirit of Work
2) Relatedness
3) Social Contagion
4) Social Support
5) Leadership Ripple Effect
This study has shown that solution-focused, cognitive-behavioural life coaching
can indeed be an effective approach to creating positive change, enhancing
mental health and life experience and facilitating goal attainment. In addition to
these therapeutic aspects, life coaching and coaching psychology provide a useful
framework from which to further develop our knowledge of the psychological
processes involved in purposeful change in normal, nonclinical populations.
ExerWellness - Connected Community Wellness for healthcare cost savings. Habit change and choice powers prevention and management of chronic conditions.
The Healthy Workplace Model: 2014 Presentation Oregon Health SciencesJoel Bennett
Evidence-Based Tools for Teams, Leaders, and a Resilient Climate. Reviews Five fundamentals
1) The Spirit of Work
2) Relatedness
3) Social Contagion
4) Social Support
5) Leadership Ripple Effect
This study has shown that solution-focused, cognitive-behavioural life coaching
can indeed be an effective approach to creating positive change, enhancing
mental health and life experience and facilitating goal attainment. In addition to
these therapeutic aspects, life coaching and coaching psychology provide a useful
framework from which to further develop our knowledge of the psychological
processes involved in purposeful change in normal, nonclinical populations.
ExerWellness - Connected Community Wellness for healthcare cost savings. Habit change and choice powers prevention and management of chronic conditions.
Ændring af livstil ved hjælp af teknologi af Henrik WielandIBM Danmark
Hvordan kan IT og teknologi understøtte ændring i livstil og adfærd. Præsentation om handler hvordan nye devices og Shared Care kan motivere og understøtte øget fysisk aktivitet og dermed forbedre sundhedstilstanden hos den enkelte og i samfundet generelt.
Fra "DI ITEK netværk for sundhedsteknologi" 24/8 2011
Af Henrik Wieland, Associate Partner, Healthcare Industry Leader, IBM Denmark
Phone: +45 41203443, E-mail: hew@dk.ibm.com
Healthy Ageing Framework - Research into PracticeACH Group
Presentation delivered to the National Lutheran Aged Care Conference May 3rd 2012, by Jo Boylan - ACH Group Northern Region Residential Services Manager
Part 1 - Mystical practices are entering our Adventist Healthcare System and Hospitals, via integrative medicine, changes in our healthcare system, etc.
Lauren has been working for Interactive Health Systems for 16 years developing the content, process and testing of interactive psycho-educational software, as well as implementing and administrating its use within corporations and healthcare organizations.
KplusV behavioural change april 2019-handoutSibolt Mulder
How to translate behavioural economics theory into practical policies for sustainable behaviour. Theory summarized into worksheets for workgroups.
How to implement triggers, nudges...
A warm welcome to CREST.BD’s Bipolar Wellness Centre webinar series! These webinar slides provide a summary of current research evidence on the interplay between relationships, bipolar disorder (BD) and quality of life (QoL), as well as pointing you to some tools and resources to help you flourish in your relationships.
Promoting sustainable behaviour_april. Applying behavioural economics with nu...Sibolt Mulder
Applying the theory of behavioural economics to develop interventions to promote sustainable behaviour. Theory, examples and worksheets for workgroups.
By Sibolt Mulder, KplusV, April 2019
Wellness is an active process of becoming aware of and making choices toward a healthy and fulfilling life. Wellness is more than being free from illness, it is a dynamic process of change and growth
Retaining rewarding and motivating staff is always a challenge. Find out ways to maximize employee and organizational health thru best practices and case studies.
How can organizations maximize the resilience and productivity of the...SharpBrains
Historically, human resource departments have not had the toolkit to develop the most human resource of all – our brains. What are some large employers and insurers doing to apply emerging science and best practices in this domain, via wellness and training initiatives, and HR benefits?
- Chair: Andrew Lee, Vice President at Aetna, YGL Class of 2011
- Hyong Un, Head of Employee Assistance Programs at Aetna
- Evian Gordon, Executive Chairman of Brain Resource
- David Nill, Chief Medical Officer at Cerner Corporation
This session took place at the 2013 SharpBrains Virtual Summit: http://sharpbrains.com/summit-2013/agenda/
An overview of the Initial Design and Prize Guidelines for a proposed $10M+ Healthcare X PRIZE, released for public comment on April 14, 2009. Please help us design the best competition possible in creating an Optimal Health paradigm that engages and empowers individuals and communities in a way that will dramatically improve health value.
Community Based Wellness Initiative provides participating employers with education and resources designed to identify and mitigate behavioral and lifestyle risk factors by matching them with local health and wellness professionals
Ændring af livstil ved hjælp af teknologi af Henrik WielandIBM Danmark
Hvordan kan IT og teknologi understøtte ændring i livstil og adfærd. Præsentation om handler hvordan nye devices og Shared Care kan motivere og understøtte øget fysisk aktivitet og dermed forbedre sundhedstilstanden hos den enkelte og i samfundet generelt.
Fra "DI ITEK netværk for sundhedsteknologi" 24/8 2011
Af Henrik Wieland, Associate Partner, Healthcare Industry Leader, IBM Denmark
Phone: +45 41203443, E-mail: hew@dk.ibm.com
Healthy Ageing Framework - Research into PracticeACH Group
Presentation delivered to the National Lutheran Aged Care Conference May 3rd 2012, by Jo Boylan - ACH Group Northern Region Residential Services Manager
Part 1 - Mystical practices are entering our Adventist Healthcare System and Hospitals, via integrative medicine, changes in our healthcare system, etc.
Lauren has been working for Interactive Health Systems for 16 years developing the content, process and testing of interactive psycho-educational software, as well as implementing and administrating its use within corporations and healthcare organizations.
KplusV behavioural change april 2019-handoutSibolt Mulder
How to translate behavioural economics theory into practical policies for sustainable behaviour. Theory summarized into worksheets for workgroups.
How to implement triggers, nudges...
A warm welcome to CREST.BD’s Bipolar Wellness Centre webinar series! These webinar slides provide a summary of current research evidence on the interplay between relationships, bipolar disorder (BD) and quality of life (QoL), as well as pointing you to some tools and resources to help you flourish in your relationships.
Promoting sustainable behaviour_april. Applying behavioural economics with nu...Sibolt Mulder
Applying the theory of behavioural economics to develop interventions to promote sustainable behaviour. Theory, examples and worksheets for workgroups.
By Sibolt Mulder, KplusV, April 2019
Wellness is an active process of becoming aware of and making choices toward a healthy and fulfilling life. Wellness is more than being free from illness, it is a dynamic process of change and growth
Retaining rewarding and motivating staff is always a challenge. Find out ways to maximize employee and organizational health thru best practices and case studies.
How can organizations maximize the resilience and productivity of the...SharpBrains
Historically, human resource departments have not had the toolkit to develop the most human resource of all – our brains. What are some large employers and insurers doing to apply emerging science and best practices in this domain, via wellness and training initiatives, and HR benefits?
- Chair: Andrew Lee, Vice President at Aetna, YGL Class of 2011
- Hyong Un, Head of Employee Assistance Programs at Aetna
- Evian Gordon, Executive Chairman of Brain Resource
- David Nill, Chief Medical Officer at Cerner Corporation
This session took place at the 2013 SharpBrains Virtual Summit: http://sharpbrains.com/summit-2013/agenda/
An overview of the Initial Design and Prize Guidelines for a proposed $10M+ Healthcare X PRIZE, released for public comment on April 14, 2009. Please help us design the best competition possible in creating an Optimal Health paradigm that engages and empowers individuals and communities in a way that will dramatically improve health value.
Community Based Wellness Initiative provides participating employers with education and resources designed to identify and mitigate behavioral and lifestyle risk factors by matching them with local health and wellness professionals
Corporate wellness programs are rapidly changing with advances in technology and the transfer of consumer tools into the enterprise environment. ShapeUp hosted the webinar these slides came fromto share with you the major areas of innovation that we see occurring in the wellness space so you can make sense of what’s going on, learn new ways to tackle the challenges you face, and keep an eye toward the future. Watch the full webinar at http://www.shapeup.com/lp/8-innovations-that-are-transforming-corporate-wellness-programs.
Ginsters 'considering our people as well as place' office productivity networ...Su Butcher
Presentation given by Mark Duddridge, MD of Ginsters and Jane Abraham, Healthy Workplace Advisor at European Centre for the Environment and Human Health.
Workplace Trends Conference 2012: Wellbeing and Performance, Thursday 25 October 2012, One Bishop's Square, London, E1 6AD
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.
A cooperative effort between the county commissioners and the live healthy live well team of OSU Extension. Several short educational sessions have been developed based on the needs assessment completed by the commissioners. This continues to be a work in progress as new topics, evaluation methods and deliver methods are considered.
Added value of Positive health concept to WHO health definition in peoples’ p...JohnDierx
Presentation of results of research showing that the approach of health through the concept of Positive Health has added value over the WHO-definition in the perception of average dutch population.
Similar to March Webinar: One Million Data Points: The Link Between Well-Being, Optimal Wellness Outcomes, and Business Performance (20)
The Worksite Wellness Council of Massachusetts (WWCMA) presented our 2016 WorkWell MA Award Winners with their plaques at the Annual Conference during an awards ceremony.
The 2016 WWCMA 5th Annual Conference - Shifting the Focus to Employee Well-being was a huge success with enriching educational sessions, networking opportunities and great vendors on a beautiful fall New England day.
WWCMA WorkWell Massachusetts 2015 Award Winners. The inaugural award program for the Worksite Wellness Council of Massachusetts. Winners include Berkshire Health Systems, Web Industries, athenahealth, Borislow Insurance, Cambridge Health Alliance, Celldex Therapeutics, Injured Workers Pharmacy (IWP), OMAM, Trip Advisor, A.I.M Mutual Insurance Companies, Babson College, Endurance International Group, Kronos, Incorporated. The 2016 program will open in April 2016.
Explore natural remedies for syphilis treatment in Singapore. Discover alternative therapies, herbal remedies, and lifestyle changes that may complement conventional treatments. Learn about holistic approaches to managing syphilis symptoms and supporting overall health.
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
Tom Selleck Health: A Comprehensive Look at the Iconic Actor’s Wellness Journeygreendigital
Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
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Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
Recomendações da OMS sobre cuidados maternos e neonatais para uma experiência pós-natal positiva.
Em consonância com os ODS – Objetivos do Desenvolvimento Sustentável e a Estratégia Global para a Saúde das Mulheres, Crianças e Adolescentes, e aplicando uma abordagem baseada nos direitos humanos, os esforços de cuidados pós-natais devem expandir-se para além da cobertura e da simples sobrevivência, de modo a incluir cuidados de qualidade.
Estas diretrizes visam melhorar a qualidade dos cuidados pós-natais essenciais e de rotina prestados às mulheres e aos recém-nascidos, com o objetivo final de melhorar a saúde e o bem-estar materno e neonatal.
Uma “experiência pós-natal positiva” é um resultado importante para todas as mulheres que dão à luz e para os seus recém-nascidos, estabelecendo as bases para a melhoria da saúde e do bem-estar a curto e longo prazo. Uma experiência pós-natal positiva é definida como aquela em que as mulheres, pessoas que gestam, os recém-nascidos, os casais, os pais, os cuidadores e as famílias recebem informação consistente, garantia e apoio de profissionais de saúde motivados; e onde um sistema de saúde flexível e com recursos reconheça as necessidades das mulheres e dos bebês e respeite o seu contexto cultural.
Estas diretrizes consolidadas apresentam algumas recomendações novas e já bem fundamentadas sobre cuidados pós-natais de rotina para mulheres e neonatos que recebem cuidados no pós-parto em unidades de saúde ou na comunidade, independentemente dos recursos disponíveis.
É fornecido um conjunto abrangente de recomendações para cuidados durante o período puerperal, com ênfase nos cuidados essenciais que todas as mulheres e recém-nascidos devem receber, e com a devida atenção à qualidade dos cuidados; isto é, a entrega e a experiência do cuidado recebido. Estas diretrizes atualizam e ampliam as recomendações da OMS de 2014 sobre cuidados pós-natais da mãe e do recém-nascido e complementam as atuais diretrizes da OMS sobre a gestão de complicações pós-natais.
O estabelecimento da amamentação e o manejo das principais intercorrências é contemplada.
Recomendamos muito.
Vamos discutir essas recomendações no nosso curso de pós-graduação em Aleitamento no Instituto Ciclos.
Esta publicação só está disponível em inglês até o momento.
Prof. Marcus Renato de Carvalho
www.agostodourado.com
263778731218 Abortion Clinic /Pills In Harare ,sisternakatoto
263778731218 Abortion Clinic /Pills In Harare ,ABORTION WOMEN’S CLINIC +27730423979 IN women clinic we believe that every woman should be able to make choices in her pregnancy. Our job is to provide compassionate care, safety,affordable and confidential services. That’s why we have won the trust from all generations of women all over the world. we use non surgical method(Abortion pills) to terminate…Dr.LISA +27730423979women Clinic is committed to providing the highest quality of obstetrical and gynecological care to women of all ages. Our dedicated staff aim to treat each patient and her health concerns with compassion and respect.Our dedicated group ABORTION WOMEN’S CLINIC +27730423979 IN women clinic we believe that every woman should be able to make choices in her pregnancy. Our job is to provide compassionate care, safety,affordable and confidential services. That’s why we have won the trust from all generations of women all over the world. we use non surgical method(Abortion pills) to terminate…Dr.LISA +27730423979women Clinic is committed to providing the highest quality of obstetrical and gynecological care to women of all ages. Our dedicated staff aim to treat each patient and her health concerns with compassion and respect.Our dedicated group of receptionists, nurses, and physicians have worked together as a teamof receptionists, nurses, and physicians have worked together as a team wwww.lisywomensclinic.co.za/
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
NVBDCP.pptx Nation vector borne disease control programSapna Thakur
NVBDCP was launched in 2003-2004 . Vector-Borne Disease: Disease that results from an infection transmitted to humans and other animals by blood-feeding arthropods, such as mosquitoes, ticks, and fleas. Examples of vector-borne diseases include Dengue fever, West Nile Virus, Lyme disease, and malaria.
Report Back from SGO 2024: What’s the Latest in Cervical Cancer?bkling
Are you curious about what’s new in cervical cancer research or unsure what the findings mean? Join Dr. Emily Ko, a gynecologic oncologist at Penn Medicine, to learn about the latest updates from the Society of Gynecologic Oncology (SGO) 2024 Annual Meeting on Women’s Cancer. Dr. Ko will discuss what the research presented at the conference means for you and answer your questions about the new developments.
Knee anatomy and clinical tests 2024.pdfvimalpl1234
This includes all relevant anatomy and clinical tests compiled from standard textbooks, Campbell,netter etc..It is comprehensive and best suited for orthopaedicians and orthopaedic residents.
ARTIFICIAL INTELLIGENCE IN HEALTHCARE.pdfAnujkumaranit
Artificial intelligence (AI) refers to the simulation of human intelligence processes by machines, especially computer systems. It encompasses tasks such as learning, reasoning, problem-solving, perception, and language understanding. AI technologies are revolutionizing various fields, from healthcare to finance, by enabling machines to perform tasks that typically require human intelligence.
Ocular injury ppt Upendra pal optometrist upums saifai etawah
March Webinar: One Million Data Points: The Link Between Well-Being, Optimal Wellness Outcomes, and Business Performance
1. O N E M I L L I O N D ATA P O I N T S
The Link Between Well-Being, Optimal Wellness
Outcomes, & Business Performance
Worksite Wellness Council of Massachusetts
John Harris, Chairman
HERO
March 20, 2012
Health Enhancement Research Organization
John.h.harris3rd@gmail.com
Follow me on Twitter: @johnhharris
2. R e s e a r c h & To o l s A d v a n c i n g t h e F i e l d
• HERO Scorecard
• Gallup-Healthways Well-Being Index®
• Healthways Well-Being Assessment
• Other Peer Reviewed Research
HEROTHINKTANK 2
3. Results from The HERO Employee Health Management Best
Practice Score Card 2010 Annual Report
HEROTHINKTANK 3
4. Results from The HERO Employee Health Management
Best Practice Score Card 2010 Annual Report
HEROTHINKTANK 4
5. Results from The HERO Employee Health Management Best
Practice Score Card 2010 Annual Report
HEROTHINKTANK 5
6. Results from The HERO Employee Health Management
Best Practice Score Card 2010 Annual Report
HEROTHINKTANK 6
7. Other HERO Scorecard Findings
• Over 600 companies, evenly • Scorecard users who believe the
divided between large, medium, health benefit design is very
and small companies supportive are far more likely to
report that EHM programs have
• Strong leadership and cultural
had a substantial positive impact
support results in better EHM
on medical plan cost trend
program participation
• Scorecard users reporting
• Larger organizations more likely
highest levels of consumerism
to collect and use EHM data
are far more likely to report a
• Strongly integrated programs substantial positive impact on
produce greater employee cost trend
engagement and better outcomes
• Just under two-thirds of
• % of employers that believe Scorecard respondents say that
health plan is supportive of EHM medical plan access and design
– 57% very supportive support EHM program objectives:
– 40% somewhat supportive – “Effectively” (55%)
– 3% not at all supportive – “Very effectively” (9%)
7
HEROTHINKTANK
8. The Gallup | Healthways Well-Being
Index
• 25-year commitment initiated January 2, 2008 Six Domains:
• 1,000 telephonic “community” surveys completed 1. Life Evaluation
per day, 7 days/week
2. Emotional Health
• Approaching 1.5 million completed surveys
• For results based on this sample of respondents, the maximum 95% margin 3. Physical Health
of sampling error is ±0.1 percentage points
4. Healthy Behavior
• Design support and oversight from leading
behavioral economists, psychologists, and experts 5. Work Environment
in psychometric survey design and statistical
6. Basic Access
analysis
• Largest and most comprehensive health survey and
database
HEROTHINKTANK 8
9. The Healthways Well-Being Assessment
Gallup-Healthways Well-Being Index® Healthways Well-Being Assessment™
Community Individual and Organization
Life Healthy
Evaluation Behavior
Life Healthy
Work Emotional Evaluation Behavior
HRA
Quality Health
Work Emotional
Basic Physical Quality Health
Productivity
Access Health
Biometrics Basic Physical
Access Health
HEROTHINKTANK 9
10. Making the Transition from Health to Well-Being
Well-being is bigger
than Physical Health Community
Financial
Physical
Social
Emotional
Career
Proprietary Healthways Construct
Individuals ● Experts ● Social Connections ● Environment ●
Policy
HEROTHINKTANK
11. The Interconnectedness of All Domains
Healthy Eating Drivers of BMI Risks: Example of New Insight
Height Weight
Energy Level
Exercise
Physical Health
# of Health Risks
BMI Risk
Coping with Stress
Emotional Health
Negative Affect
Personal Sources
of Presenteeism Recognition at
Financial Stress
Work
Days of Best Work
Source: Healthways Internal Analysis traditional approach current approach future areas of exploration
HEROTHINKTANK 11
12. Cost Disparity of Life Evaluation
& Possible Reasons Why
“Please imagine a ladder with steps numbered from zero at the bottom to
ten at the top. The top of the ladder represents the best possible life for you
and the bottom of the ladder represents the worst possible life for you.
On which step of the ladder would you say you personally feel you stand at this time?”
Thriving
Average 20% Lower
Six well-being Medical Costs
domains
1. Life Evaluation 7.0
2. Work Quality
3. Basic Access Struggling
4. Healthy Behavior
5. Physical Health
4.0
6. Emotional Health
Suffering
Average 50% Higher
Medical Cost
Source: Gallup-Healthways Well-Being Index Community Survey and Wellmark Corporate Survey 2008
HEROTHINKTANK 12
13. Risk Disparity By Life Evaluation
Risk Category by Life Evaluation
80%
60% 0-1 risks
2-3 risks
40% 4-5 risks
6-9 risks
20%
0%
Suffering Struggling Thriving
Toward Integration to Enhance Health and Well-Being by Evers, KE, Prochaska, JO, Castle, P. & Prochaska, JM. 2009
HEROTHINKTANK 13
14. L i f e E v a l u a t i o n & O t h e r Va r i a b l e s
% With Significant Stress % Feeling Well Rested
Suffering 80% Suffering 30%
Struggling 61% Struggling 57%
Thriving 33% Thriving 82%
0% 20% 40% 60% 80% 100% 0% 20% 40% 60% 80% 100%
% With Sufficient Energy % Satisfied with Job
Suffering 50% Suffering 50%
Struggling 79% Struggling 74%
Thriving 95% Thriving 91%
0% 20% 40% 60% 80% 100% 0% 20% 40% 60% 80% 100%
Source: Gallup-Healthways Well-Being Index Community Survey and Healthways Well-Being Assessment
HEROTHINKTANK
15. Life Evaluation & Presenteeism
Drivers
During the past four weeks (28 days), how often have you been at work but had
trouble concentrating or doing your best because of:
Thriving Struggling Suffering Thriving Struggling Suffering
80% 69% 70%
65% 60%
70% 60%
60% 54% 49% 48%
50%
50%
40% 33% 40% 35%
24% 24% 30%
30% 21% 30%
20% 11% 20% 15%
10% 10% 11% 7%
0% 10% 4%
% With Personal % With Financial % With Caregiver 0%
Problems Stress or Responsibilities Depression/Anxiety Health and Regulatory/Legal
Concerns Physical Condition Issue
Thriving Struggling Suffering Thriving Struggling Suffering
80% 45% 42%
70%
70% 65% 40%
35% 32% 32%
60% 53% 30%
30%
50% 45% 25% 20%
39% 18% 19%
40% 33% 20%
30% 15% 11%
30% 23% 9%
10%
20% 13% 5%
10% 0%
0% Supervisor Issues Insufficient Lack of
Job Overload Co-Worker Technology Training Resources to
Issues Issues Effectively do
Source: Gallup-Healthways Well-Being Index Community Survey and Healthways Well-Being Assessment
Work
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16. Productivity Impairment Disparity by
Life Evaluation
Activity Impairment, Work Presenteeism and Work Productivity Loss by Life Evaluation
25%
Productivity Impairment
Activity Impairment
20%
Work Presenteeism
15%
10% Work Productivity Loss
5%
0%
Suffering Struggling Thriving
Source: Toward Integration to Enhance Health and Well-Being by Evers, KE, Prochaska, JO, Castle, P. & Prochaska, JM. 2009
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17. C ommute Ti me & Wel l - Bei ng
%%% %% Obese
Eating Healthy
Exercising
Feeling Well Rested
Reporting Anger
15 minutes or less
15 minutes or less less
15 minutes or 58%
67%
28%
1-15 Minutes
15 Minutes or Less 13% 71%
16-30 minutes
16-30 minutes 56% 69%67%
16-30 16-30 Minutes
16-30 minutes
Minutes 29%14%
31-45 Minutes
31-4531-45 minutes
31-4531-45 minutes
Minutes
minutes 52% 67%
65% 14%
32%
46-60 Minutes 66%
46-6046-60 minutes
Minutes
46-60 minutes
46-60 minutes 63% 15%
34%
50%
Over 60 Minutes 64%
Over 60 Minutes
Over 60 minutes 63% 17%
Over 60 minutes
Over 60 minutes 50% 36%
60% 62% 64% 66% 68% 70% 72%
0%61%
0% 2%
5%
62% 4%
10% 6% 15%
63% 8%
64%
20% 10% 25%
65% 12% 66%30%
14% 16%
67%
35% 18%
68%
40%
46% 48% 50% 52% 54% 56% 58% 60%
Source: Gallup-Healthways Well-Being Index Community Survey
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18. Work Environment Impact on
Employees With Chronic Conditions
Days Unable to Carry Out Usual Activities Per Year
80 16.2 Days/Year
68.9
70
60
52.7
50
40
30 6.6 Days/Year
20.1
20
13.5
10
0
1-3 Conditions 4+ Conditions
Neutral or Positive Work Negative Work
Source: Gallup-Healthways Well-Being Index Community Survey and Healthways Well-Being Assessment
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19. Other Research
Price Waters
Cooper, 2010 – 1 in 4
Gallup Research – Only high-potential
28% of American workers employees intend to
are engaged in their work leave their employers
in the next 12 months
Research by Ratey in
AON Hewitt – Global a book published in
engagement scores 2008 – People learn
are on the decline with vocabulary words
recent drops being the 20% faster after
largest in 15 years exercise than before
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21. W e l l - B e i n g R e l a t i o n s h i p t o To t a l
Medical Costs
ANNUAL MEDICAL AND RX CLAIMS COST | Low:High Well-Being = ~3.5x more cost
Annual Costs
(Indexed)
4.0
3.0
2.0
1.0
0-50 (n=109) >50-60 >60-70 >70-80 >80-90 >90-100
(n=151) (n=347) (n=582) (n=683) (n=363)
Low Well-Being Score (Composite) High
Source: Wellmark Data, Healthways Center for Health Research Analysis (n=2,235)
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22. Well-Being & Productivity
HIGHER OVERALL WELL-BEING IS ASSOCIATED WITH HIGHER PERFORMANCE & PRODUCTIVITY
Well-Being and Performance Well-Being and Absenteeism
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Source: Healthways Well-Being Assessment and , Healthways Center for Health Research Analysis
23. Well-Being and Work Withdrawal
HIGHER OVERALL WELL-BEING IS ASSOCIATED WITH HIGHER ENGAGEMENT AND RETENTION
Well-Being and Engagement Well-Being and Retention
Source: Healthways Well-Being Assessment and , Healthways Center for Health Research Analysis
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24. W e l l - B e i n g & Te a m
Effectiveness, Leadership and
Productivity
Implementation of Survey: March, 2010
Well-Being and Team Effectiveness
************* NO INCENTIVES *************
84
Team Effectiveness Score
Eligible WBA Population: 27,090 employees
82 WBA Completion Rate: 52.7%
80 Completed Surveys: 14,276 employees
78
76 80 Well-Being and Productivity
74 75
64 to 66 67 to 69 70 to 72 73+
Well-Being Score 70
Well-Being Score
65
Well-Being and Leadership
86
60
84
Leadership Score
55
82
80 50
78
45
76
74 40
64 to 66 67 to 69 70 to 72 73+ 1 2 3 4 5 6 7 8 9 10
Well-Being Score
N= 11 32 88 337 564 2,133 4,980 4,267 1,582
Overall Productivity
Source: Healthways Well-Being Assessment and , Healthways Center for Health Research Analysis Self-reported on a scale of 1-10
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25. W e l l - B e i n g & Te a m F i n a n c i a l
Performance
TOP QUINTILE 2ND QUINTILE 3rd QUINTILE 4TH QUINTILE 5TH QUINTILE
Source: Healthways Well-Being Assessment and , Healthways Center for Health Research Analysis
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26. W e l l - B e i n g & Te a m F i n a n c i a l
Performance
Well-Being Assessment Results by Business Unit
Life Emotional Physical Healthy Work % at Optimal
Overall Evaluation Health Health Behavior Environment Basic Access Income
Caterpillar 68.4 60.9 76.4 78.1 62.6 46.9 85.5 41.7%
BU #16 68.6 61.6 75.5 76.8 65.2 46.4 86.2 51.8%
BU #17 68.6 59.6 76.3 80.3 66.4 44.4 84.8 41.6%
BU #18 68.1 59.9 77.9 78.9 61.5 45.3 85.0 40.8%
BU #19 67.8 58.0 75.7 78.1 63.9 43.4 87.7 57.2%
BU #20 66.3 58.3 74.7 76.4 59.2 46.0 83.3 31.7%
BU #21 66.2 52.4 75.0 76.9 61.1 45.4 86.5 37.9%
BU #22 65.8 59.1 76.4 75.8 53.4 45.6 84.2 28.4%
BU #23 65.7 57.3 73.9 76.8 61.7 40.1 84.2 36.6%
BU #24 65.5 56.8 76.3 76.7 56.8 43.2 83.4 28.3%
BU #25 64.5 52.5 73.0 75.3 60.2 42.4 83.8 26.8%
TOP QUINTILE 2ND QUINTILE 3rd QUINTILE 4TH QUINTILE 5TH QUINTILE
High Well-Being BUs
vs. + 84% Better Performance
Low Well-Being BUs
HEROTHINKTANK 26 Healthways Well-Being Assessment and , Healthways Center for Health Research Analysis
Source:
27. E x p a n d e d Va l u e P r o p o s i t i o n
Improve Reduce Total Increase Increase Total
Well-Being Medical Cost Performance Economic Value
Adopt or maintain • Hospitalizations • Productivity • States
healthy behaviors
• Event Rates • Engagement • Communities
Reduce health-related risks
• Disease Rates • Absence • Sponsors
Optimize care for health
conditions and disease • Lifestyle Risks • Work Impairment • Individuals
Proprietary Healthways Construct
Prevent or delay next new case of disease or condition
Economic Prevent or reduce impact of the next new episode of care
Drivers
Enhance one’s ability to actively manage their well-being
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28. Lincoln Industries
A Culture of Well-Being for the Whole Person
• Vertically integrated manufacturer of Program Elements
metal finishing-intensive parts 4 “levels” of participation
• 600 employees Each level is based on seven criteria:
• 15% revenue growth rate per year • Tobacco use, quarterly checks (blood
pressure, flexibility, body fat),
sustained for 15 years participation in wellness events, health
information update, health risk appraisal,
• “50 Best Small and Medium Companies blood profile, behavior based safety
to Work For” for five years in a row participation and work behavior
Highest level are eligible for a company-
• Culture of caring for people and paid trip to climb a 14,000 foot mountain
innovative wellness program • Last year 77 made the climb
Wellness for the Four dedicated wellness resources
Whole Person: Focus on “Wellness for the Whole
Company “Wellness Wheel” Person” based on six domains (shown
Intellectual left)
Occupational
Numerous program components
Physical including free pedometers, tobacco free
Social campus, onsite tobacco cessation, health
education seminars, gym
Spiritual Emotional reimbursements, annual “poker walk”,
“brain „n pain challenge”, etc.
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29. Well-Being Culture Impact
Exceptional Performance on All Dimensions
• Since 2000, tobacco use has gone from 77% to 23%
• The industry average of health care costs per person is almost $10,000; for
Lincoln Industries, it is just over $3,500 per person
• In 2003, workers compensation costs were over $500,000; in 2006, these
costs were less than $50,000 Life Evaluation Healthy Behavior
Well-Being Assessment: Nation 58.8 Nation 60.5
Gallup-Healthways Well-Being Index
Local City 48.6 Local City 58.2
Company 65.1 Company 60.9
Nation 69.1
Emotional Health Work Environment
Nation 80.6 Nation 48.7
Local City 66.4
Local City 78.5 Local City 49.6
Company 82.4 Company 57.2
Company 72.2 Physical Health Basic Access
Nation 81.6 Nation 84.1
62 64 66 68 70 72 74 Local City 78.3 Local City 84.8
Participation rate = 87% Company 82.5 Company 85.4
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30. The Lincoln Industries Story
Four well-being domains according to company and selected
demographic variables, 100 point scale, 2009
Lincoln Mental &
Physical Health Basic
Industries Number % Environmental
Health Behavior Access
Employee Health
Mean* Mean* Mean* Mean*
Yes 422 25 79.4 80.8 61.7 84.4
No 1,276 75 76.5 77.2 56.0 83.4
Note: Shaded estimates reflect significant difference at the 0.05 level.
*Means were simultaneously estimated for each of the variables shown in the table.
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32. We Can‟t Rely on the Status Quo
• Worksite health programs have been in existence for about 40 years
• There is evidence that these programs can generate an ROI
• However, penetration and sustained engagement have been lacking
The Result?
• 67% of American adults overweight or obese
• 60% do not exercise
• 83% report high to moderate levels of stress
• 21% still smoke
• 56% have at least one chronic illness
Insanity: doing the same thing over and over again and expecting different results
- Albert Einstein
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33. The Best Science Behavioral Change
Prochaska’s Transtheoretical Model
Decision • Rational decision-making through stages of change
Making • Leveraging of learning style, decisional balance, and other techniques
Predictably irrational decision making in humans
Behavioral • Dynamic intermittent reinforcement
Economics • Hyperbolic discounting
• Stimulating pleasure centers of the brain
Neuro-plasticity and other approaches
• Paying attention in a particular way: on purpose, in the
Mindfulness present moment, and non-judgmentally
• The changing of neurons via new experiences
• Archetyping
Social Social Networks
• A social structure of “nodes” which are connected by
Connectivity one or more specific types of interdependency, such as
friendship, kinship, common interest, knowledge, etc.
Gaming Theory
• Fun vs. fulfillment
Gamification • Appealing to all…Explorer, achiever, socializer, competitor
• Small actions
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34. The Theory of Small Actions
Source: BJ Fogg, Stanford University
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35. The Daily Challenge –
B y M e Yo u H e a l t h
Small Daily Actions | Conversations | Assessment | Social Engagement
1. Complete Daily Challenges 3. Assess & track well-being
2. Share, discuss, celebrate
4. Social support & comparison
www.dailychallenge.com MeYou Health is a wholly owned subsidiary of Healthways
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36. Make it Fulfilling – “Gamification”
Adapted from Dr. Richard Bartle
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37. Make it Social
• Social graph
analysis
provides “Dynamics of
breakthrough Smoking
insights Cessation,” -
• Dense social Christakis &
ties drive Fowler
sustained
health
behavior
change
• Facebook
integration
creates
immediate &
social context
and diffusion
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38. Make it Grow
Daily Challenge members invite their friends to form therapeutic communities
38
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39. Make it Realistic
The likely impact of one person reducing
their soft drink consumption over time?
• They lose weight
• Their overweight friends may lose
weight
• Their normal weight friends will be less
likely to gain weight
Now, imagine if
100,000 people
do it?
39
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40. Make it Accessible Anywhere
Smart Phones and Mobile Devices
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