This document discusses how promoting employee wellbeing through physical, mental, and social health initiatives can increase workplace productivity and business growth. It provides evidence that lack of exercise and sitting for long periods negatively impact physical health and productivity. Mental health issues from stress are also rising and impacting businesses through absenteeism. Flexible work schedules and support for working parents can improve social health and work-life balance. The document recommends specific initiatives employers can implement in each area of wellbeing to reap financial benefits from higher employee productivity and retention.
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.
HR Insights, 17th Sept, Breathe Spaces - Mental Health in the WorkplaceJames Cheetham
Helen Jones' slides from Breathe Spaces (part of Platfform) covering the importance of monitoring mental health in the workplace and what signs to look out for.
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.
HR Insights, 17th Sept, Breathe Spaces - Mental Health in the WorkplaceJames Cheetham
Helen Jones' slides from Breathe Spaces (part of Platfform) covering the importance of monitoring mental health in the workplace and what signs to look out for.
Corporate Wellness Solutions To Augment Productivity At The WorkplaceMahesh Pamnani
Presentation given at the Sunway Putra Hotel for the Total Rewards Management Forum in Kuala Lumpur Malaysia on 17-Sep-2015 by Mahesh Pamnani, Chief Happiness Officer of Inspire2Aspire Consulting Hong Kong.
It contains an overview of the wellness tools and techniques that can be incorporated in corporate wellness solutions to improve health, happiness, to boost positive emotions and maximize productivity and performance at the workplace.
It uses evidence-based positive psychology tools and the SPIRE model developed by the Wholebeing Institute USA.
Thank you ASLI Asian Strategy & Leadership Institute for this wonderful opportunity.
This research is based on my educational background and professional experience, it determines the work life conflict and its effect on employee performance. The technique used for data collection is structural interviews from the survey respondents residing and employed in Jeddah. The response rate is optimum due to the accessible participants. Jeddah is selected to have survey as its the prime location in KSA. Methodology adopted to find the work life issues of the people of Jeddah and the effect on the employees working in different organizations at Jeddah. Most important is that Jeddah is a part of Muslim State and mostly people are believers of Islam and national language is Arabic. Public awareness was created by the researchers regarding the problem prevailing in the country on how some organizations are getting the benefits of social support work and some don’t and found out that out of many reasons one of them is the lack of specificity and adequateness of general-ability. In this research qualitative method is used which consists of primary as well as secondary approach for gathering information and relevant data. Interview questionnaires were used in order to gather the primary data. Moreover, critical evaluation and analyzing of the data was done by finding the reliability of collected and used data which were mainly gathered from the participants or the people of Jeddah who were employed in different organizations and were facing such kind of problems relating to work life and performance drawbacks. This research provides enough information about work life conflicts and its effects on the employee performance and contribution to alter attitudes of skills. One of the illustrations of organizations in Jeddah is Arabian Gulf manufactures LTD. Co having 24 hours production who require to expand a high stage of flexibility and openness to all humans including their leaders, workers or clients. Very few organizations have an affinity to grip the ethnocentric means for company decisions to establish and for their development. Research has originate that now organizations in Saudi Arabia give more concentration to cultural know how in global business to improve more developments and betterments of their employees.
Psychological Health and Safety in the Workplace CCOHS
CSA Z1003/BNQ 9700-803-5: Psychological health and safety in the workplace. An overview of the new standard, why it matters, and resources on getting started.
With the future of work and school uncertain as a result of the coronavirus crisis, how employers reboot their workplace could make all the difference for working parents - particularly mothers who are most at risk - and the companies who want to retain them in the months and years to come. The learnings shared in this report illuminate how employers can meet the immediate challenges of working parents and provide a prescription to build a better working future for everyone. Brought to you by @Après and @NUAHR
28th December, 2015
Trimester: 153
Course ID: MGT 1307
Course Name: Principles of Management
The concept of work-life conflict has developed out of demographic and social changes that negatively resulted in a more diverse and declining workforce and different family/work models. Work-life conflict is seen as a way of distracting and not supporting the labor force for their economic well-being.
This review of research and literature in the areas of work-life conflict, work-place culture, employee engagement, discretionary effort and productivity aims to demonstrate the links between these factors.
This research includes case study and reviews of number of studies. However, workplace culture is identified as an intermediary factor in whether work-life conflict is related to decreased productivity.
Key aspects of workplace culture that negatively affects the link between work-life balance and productivity are managerial support, career consequences, gender differences in attitudes and use, attitudes and expectations of hours spent in the workplace and perception of fairness in eligibility for work-life options.
Although little research has been done specially linking solution for work-life conflict that whole heartedly supports work life balance.
Psychological Health and Safety: An Action Guide for EmployersCCOHS
Listen to the recorded webinar of this presentation at: http://staging.ccohs.ca/products/webinars/psych/
We have made significant progress in addressing workplace factors that impact the physical health and safety of employees; now we need to give similar attention to psychological health.
Psychological health concerns have a powerful and expanding impact on the safety, productivity and effectiveness of the workplace.
To provide employers with guidance that includes practical, accessible and actionable recommendations, the Mental Health Commission of Canada-Workforce Advisory Committee has requested the creation of a resource based on a review of the latest scientific evidence and professional practices. Psychological Health and Safety: An Action Guide for Employers is a free online resource that is available to all Canadian employers regardless of size, sector or location.
The guide provides logical implementation steps, with emphasis on clear, realistic actions that are consistent with current knowledge and are supportive of the national standard for psychological health and safety.
This presentation by the guide authors will include a brief description of the underlying research and framework, an overview of the contents, and recommendations for application and dissemination.
Organizations that implement some of the recommended actions will be encouraged to share their experiences in order to inspire and instruct others.
The presentation will address how corporate climate relates to worker psychological health, and what can be done to
improve it. It will discuss the Psychosocial Safety Climate Observatory, a UniSA research platform to gather, analyse, and
synthesise, national and international data relating to corporate PSC. The idea is to inspire Australian world-class
researchers and organisations to build state of the art knowledge and tools for work climate change. In this Australia will be an authoritative leader in human-centred, more psychologically healthy, innovative and productive workplaces
Employers responsibility for employees mental health – by Charles LindenThe Linden Method
Let’s look at how employers can encourage good mental health practices within their daily operations to better support staff, and retain their best people even under challenging and stressful job circumstances.
Corporate Wellness Solutions To Augment Productivity At The WorkplaceMahesh Pamnani
Presentation given at the Sunway Putra Hotel for the Total Rewards Management Forum in Kuala Lumpur Malaysia on 17-Sep-2015 by Mahesh Pamnani, Chief Happiness Officer of Inspire2Aspire Consulting Hong Kong.
It contains an overview of the wellness tools and techniques that can be incorporated in corporate wellness solutions to improve health, happiness, to boost positive emotions and maximize productivity and performance at the workplace.
It uses evidence-based positive psychology tools and the SPIRE model developed by the Wholebeing Institute USA.
Thank you ASLI Asian Strategy & Leadership Institute for this wonderful opportunity.
This research is based on my educational background and professional experience, it determines the work life conflict and its effect on employee performance. The technique used for data collection is structural interviews from the survey respondents residing and employed in Jeddah. The response rate is optimum due to the accessible participants. Jeddah is selected to have survey as its the prime location in KSA. Methodology adopted to find the work life issues of the people of Jeddah and the effect on the employees working in different organizations at Jeddah. Most important is that Jeddah is a part of Muslim State and mostly people are believers of Islam and national language is Arabic. Public awareness was created by the researchers regarding the problem prevailing in the country on how some organizations are getting the benefits of social support work and some don’t and found out that out of many reasons one of them is the lack of specificity and adequateness of general-ability. In this research qualitative method is used which consists of primary as well as secondary approach for gathering information and relevant data. Interview questionnaires were used in order to gather the primary data. Moreover, critical evaluation and analyzing of the data was done by finding the reliability of collected and used data which were mainly gathered from the participants or the people of Jeddah who were employed in different organizations and were facing such kind of problems relating to work life and performance drawbacks. This research provides enough information about work life conflicts and its effects on the employee performance and contribution to alter attitudes of skills. One of the illustrations of organizations in Jeddah is Arabian Gulf manufactures LTD. Co having 24 hours production who require to expand a high stage of flexibility and openness to all humans including their leaders, workers or clients. Very few organizations have an affinity to grip the ethnocentric means for company decisions to establish and for their development. Research has originate that now organizations in Saudi Arabia give more concentration to cultural know how in global business to improve more developments and betterments of their employees.
Psychological Health and Safety in the Workplace CCOHS
CSA Z1003/BNQ 9700-803-5: Psychological health and safety in the workplace. An overview of the new standard, why it matters, and resources on getting started.
With the future of work and school uncertain as a result of the coronavirus crisis, how employers reboot their workplace could make all the difference for working parents - particularly mothers who are most at risk - and the companies who want to retain them in the months and years to come. The learnings shared in this report illuminate how employers can meet the immediate challenges of working parents and provide a prescription to build a better working future for everyone. Brought to you by @Après and @NUAHR
28th December, 2015
Trimester: 153
Course ID: MGT 1307
Course Name: Principles of Management
The concept of work-life conflict has developed out of demographic and social changes that negatively resulted in a more diverse and declining workforce and different family/work models. Work-life conflict is seen as a way of distracting and not supporting the labor force for their economic well-being.
This review of research and literature in the areas of work-life conflict, work-place culture, employee engagement, discretionary effort and productivity aims to demonstrate the links between these factors.
This research includes case study and reviews of number of studies. However, workplace culture is identified as an intermediary factor in whether work-life conflict is related to decreased productivity.
Key aspects of workplace culture that negatively affects the link between work-life balance and productivity are managerial support, career consequences, gender differences in attitudes and use, attitudes and expectations of hours spent in the workplace and perception of fairness in eligibility for work-life options.
Although little research has been done specially linking solution for work-life conflict that whole heartedly supports work life balance.
Psychological Health and Safety: An Action Guide for EmployersCCOHS
Listen to the recorded webinar of this presentation at: http://staging.ccohs.ca/products/webinars/psych/
We have made significant progress in addressing workplace factors that impact the physical health and safety of employees; now we need to give similar attention to psychological health.
Psychological health concerns have a powerful and expanding impact on the safety, productivity and effectiveness of the workplace.
To provide employers with guidance that includes practical, accessible and actionable recommendations, the Mental Health Commission of Canada-Workforce Advisory Committee has requested the creation of a resource based on a review of the latest scientific evidence and professional practices. Psychological Health and Safety: An Action Guide for Employers is a free online resource that is available to all Canadian employers regardless of size, sector or location.
The guide provides logical implementation steps, with emphasis on clear, realistic actions that are consistent with current knowledge and are supportive of the national standard for psychological health and safety.
This presentation by the guide authors will include a brief description of the underlying research and framework, an overview of the contents, and recommendations for application and dissemination.
Organizations that implement some of the recommended actions will be encouraged to share their experiences in order to inspire and instruct others.
The presentation will address how corporate climate relates to worker psychological health, and what can be done to
improve it. It will discuss the Psychosocial Safety Climate Observatory, a UniSA research platform to gather, analyse, and
synthesise, national and international data relating to corporate PSC. The idea is to inspire Australian world-class
researchers and organisations to build state of the art knowledge and tools for work climate change. In this Australia will be an authoritative leader in human-centred, more psychologically healthy, innovative and productive workplaces
Employers responsibility for employees mental health – by Charles LindenThe Linden Method
Let’s look at how employers can encourage good mental health practices within their daily operations to better support staff, and retain their best people even under challenging and stressful job circumstances.
White Paper: Increase Profitability Through Financial Literacy - Restore Prod...Frank Wiginton
Employee financial education and financial literacy can dramatically improve your companies bottom line. Check out this short white paper that explains the problems financial distress can have on employees well-being.
White Paper: Workplace Financial Education - The Benefits and Rewards of a Fi...Frank Wiginton
Part 2 in a 3 part series on defining financial literacy in the workplace. Part 2 explains why companies should offer an employee financial education program. How it impacts the in employee and in turn the employer.
Demonstrated a 300%+ return on investment (ROI) when an innovative combination of these components was used to treat patients that were high consumers of medical resources.
Emergence of mental health as a threat to business profitabilityDamien Foo
Employee mental health guide for HR professionals. If your employee engagement program does not address mental health, it's time you found one that does.
Health in the Workplace Report - IrelandSam Wheway
Health is dominating the technology landscape at the moment, with fitness and wellbeing becoming more important than ever. We all like to think we are looking after ourselves, but how much do businesses consider the importance of health and fitness for their staff?
We commissioned research to find out the true value of health and wellbeing in the workplace - find out the results in our Health in the Workplace report.
A guide for employers about the value of promoting health and healthy work-life balance for their employees. This guide outlines the cost benefits of investing in health prevention and promotion activities. This guide contains a list of local resources available in the Grand Erie region of Ontario, Canada.
Healthy Work-Life Balance: A Guide for Employers Mark Skeffington
A publication of the Workforce Planning Board of Grand Erie, written by me. A guide for employers, especially those in Grand Erie region of Ontario, Canada, on the importance of healthy workplaces and the return on investment in healthy work-life balance for their employees.
A Proactive HR Approach To Workplace Stress ManagementBernie McCann
A Presentation to Human Resources Committee of a local Chamber of Commerce to illustrate the "big picture" of organizational development approaches to managing stress in the workplace.
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.
Depression supporting the return to work of employees
Wellbeing POV
1. A Look at Employee
Wellbeing and
Workplace
Environment:
Generating Higher
Productivity through
Simple Initiatives
Out of all our waking hours in the
day, half are spent on the job.Work
is undisputedly an essential and
meaningful part of most adult lives.
What happens at work has the
potential to affect not only economic
outcomes, but life satisfaction and
wellbeing.
By Jordan Rothwell, Ahmed Syed, Anagh Trivedi
2. -
Wellbeing in the
workplace can
encapsulate physical
health, mental health,
and social health. These
three pillars can directly
affect worker productivity,
which is the core of profit
making. Low productivity
leads to low output which
subsequently leads to a
failed company. If a worker is
satisfied and has a high level
of wellbeing, then they will
produce value for the
company and contribute to
business growth. Businesses
that focus on high returns
with no regard for worker
well being contribute to the
misfortune of overworked,
overstressed, and unhappy
employees.
With the changing culture of
the workforce, implementing
programs and initiatives that
put an emphasis on
promoting well being will
lead to higher productivity
and help retain motivated
and valuable employees for a
company.
3. Exercise is proven to help
reduce stress because of the
endorphins it releases to the
brain. Lack of exercise can
lead to physical ailments as
well as mental ailments which
lower the quantity and quality
of work- hurting the profits of
the business.
Physical Health
Not necessarily lack of
commitment, but lack of
time leading to low levels of
exercise
In a survey we conducted with
business professionals from
different industries, 43.5% of
people reported only exercising
1-2 days a week. Of the same
people surveyed, 73.9% wished
that they exercised more.With
an average workday of 8 hours,
often more, employees can find
it hard to workout.A large
majority of the participants said
if they worked less, they would
take advantage of the time by
exercising more.
It should be important for a
business to create
opportunities and encourage its
employees to find time to
exercise because their profits
depend on it.
We asked respondents if
they were satisfied with the
amount they exercised in a
week. Here are the results
4. Poor physical health
reduces productivity and
costs the company.
Physicians are worried that
American workers are too
inactive while at work. Studies
done by Loughborough
University show that sitting for
more than 8 hours a day
leads to a 48% increased risk
of diabetes, high blood
pressure and obesity.
Extended periods of sitting and
stress have also been linked to
higher risk of MSD’s
(Musculoskeletal disorders) that
affect bones, joints, and
connective tissues.These
problems cause employees to
take off from work, costing the
companies millions of dollars a
year.Across the EU, 44 million
workers experience MSD’s. The
cost of lost productivity and
absenteeism due to sickness
amounted to 2% of total GDP.
In the US, employees using paid
sick leave increased from 59% in
1993 to 73% in 2012. Following
with the same pattern, costs
rose from $0.17 to $0.35.
respectively.
Absenteeism due to sickness
and MSD’s can be attributed
to both high stress work
environments and the lack of
self care taken by employees.
In the face of increasing costs,
it is then the job of business’
to step in and introduce
preventative initiatives.
5. Other health promotion
programs have been
implemented in Canada to
educate employees about
healthy practices. These
initiatives have led to
returns of $8.81 per dollar
spent.
What Is Being Done?
The World Health Organization
is also encouraging business’ to
rethink their workplace layout.
They advise employers to:
• Encourage employees to take the stairs
over the elevator
• Encourage employees to drink more
water to ensure more bathroom breaks
• Encourage employees to walk over to
colleagues to discuss business matters
instead of sending emails
• Hold standing or walking meetings
• Set up hall tennis to be used during breaks
6. Mental Health
With increasing demands at
work and larger external
pressures, mental health has
become a significant issue in
the 21st century.
Stress related illnesses have
been increasing in recent
years.When accumulated,
these absences result in high
costs for employers, due to a
loss in productivity. Stress is
linked to longer work
hours, poor
communication, and a
stark contrast between
work and personal
commitments. Employees
are being overworked and are
underperforming because of it.
More than 50% of those
surveyed work 8-10 hours a
day, while 82% of those
surveyed said that they are
working below productivity.
It doesn’t help that mental
health is stigmatized in the
workplace. Studies have found
that the stigma associated with
mental health has deterred
people from seeking treatment
fearing that it will hinder their
future career aspirations. 62%
of american employees have
not used their allotted vacation
time in the past year.The most
grave cases of mental health
stigma have resulted in
workplace suicides, which are
foreshadowed by a high amount
of overtime work and low
amount of self care.
7. In the American market, 1,000,000
US employees call off work each
day due to workplace stress.
Paid personal leave increased from
20% to 49% between 1993 and 2012.
Productivity losses related to
these absences are valued at
$1,685 per employee per year
($225.8B annually).
Some employers have taken
steps to combat the work-
related stress their employees
face. In 2010, companies with the
most effective health and
productivity programs:
• Achieved 11% more revenue
per employee
• Delivers 28% higher
shareholder returns
• Faced lower medical trends for
their employees
• Had fewer absences per
employee
All of these results lead directly
to business growth, which
reinforces the fact that it is in
the company’s best interest to
manage the mental health of
their employees.
8. Social Health
The Need for a More
Flexible Workday
65.2% of people we surveyed
said that they are not happy
given their current work
situation.With the need to
create high returns for investors,
employers often require workers
to work long hours or during
times that are not always when
they are most productive.The
Majority of participants reported
being productive in between
hours not captured by the
traditional 9-5 work day; with
the exception of a few, everyone
believed flexible hours would
help increase their productivity
and usefulness to the company.
“I work when I want, where I
want and I can manage my
time according to my own
needs, not that of my employer.
This means I can work when I
feel productive and my outputs
are better.”
- iX Survey Respondent
9. For working mothers, the
rigidity of work schedules
can lead to work-life
imbalance and additional
stress and unhappiness
The US is one of three nations that does not
require businesses to offer paid maternity leave.
Mothers are forced to take unpaid work leave if they
extend what their business allows. Decreased pay and
increased responsibility post childbirth result in
increased stress which affects productivity levels.
¼ have missed
two or more
significant events
in their child’s life
in the last year.
⅓ of working mothers would
take a pay cut to spend more
time with their children.
6 in 10 moms say that balancing
work and family is difficult.
10. What Is Being Done?
Tech companies are leading the
way in offering better work-
family balance incorporation.
Amazon has begun to offer
paternal leave and has made
family-forward policies part of its
norm. Other employers should
recognize the benefits of offering
flexible hours, not only for
working parents, but all
employees in their company-
optimizing on when employees
are most productive- in order to
recognize the highest profits.
Looking at the Future: Millenials
Millennials are increasingly
choosing medium and small sized
firms to work for over larger,
less personalized ones. Growing
up in the digital age in which
customization is a given, they are
not attracted to the one-size-fits
all methodology.They want to
feel valued, treated as an
individual, not lost in the
mix.
Business’ that want to
appeal to the youngest and
brightest minds must
incorporate flexible work
hours to ensure that they
provide a healthy social
environment necessary to
attract the future of their
company.
11. Ways Employers Can Begin to Focus on
Wellbeing in the Workplace
Incorporating Physical Health Initiatives to Increase
Productivity
Here are some ways that employers can promote an
active lifestyle in the workplace:
• Attach a health section to newsletter with recent trends or
health facts
• Put up informational signs in places where employees are
most likely to view them
• Provide gym or sports club memberships
• Extend lunch hour
• Allow employees to workout
• Start a company sports team
• Utilize treadmill desks and sit stand desks
• Studies done found that sitting decreased by 29%
12. Incorporating Mental Health Initiatives to Increase
Productivity
Incorporating Social Health Initiatives to Increase
Productivity
Employers should incorporate programs into
mandatory training that address mental health issues
• Anti-stigma intervention program to improve employee
knowledge and support to those of their colleagues with
mental disorders as well encourage those suffering to seek
help
• Evidence that targeted interventions have helped erode
stigma
• Bring in a yoga specialist once a week
Employers should allow for some flexibility in the
workplace
• Email Meetings - our survey shows a range
of numbers and hours of meetings per
week; clear majority found that at least
some meetings served no purpose
• Flexible Work Day
• Allow employees to work from home on certain days
• Allow employees to come in late or leave early
depending on preferences
• Provide childcare for working parents, allowing them to attend
doctor appointments, work out, or take a break when stressed
13. Sources
An Introduction to Comprehensive Workplace Health Promotion. Rep. 1.1st ed. Ontario: Banting
Institute, 2004. Print.
Fermin, Jeff. "19 Frightening Workplace Mental Health Statistics." Officevibe. N.p., 06 May 2014.Web. 17
June 2016.
"Get Up, Stand Up, Get Moving." Occupational Health (2016): 11-13.Web. 10 June 2016.
Hanisch, Sabine E., Conal D.Twomey,Andrew C. H. Szeto, Ulrich W. Birner, Dennis Nowak, and Carla
Sabariego. "The Effectiveness of Interventions Targeting the Stigma of Mental Illness at the Workplace:
A Systematic Review." BMC Psychiatry 16.1 (2016): n. pag.Web. 14 June 2016.
Kashen, Julie. "Tech Companies Are Leading the Way on Paid Family Leave." The Century Foundation.
N.p., 10 Nov. 2015.Web. 17 June 2016.
Segal, Ph.D., Jeanne, Lawrence Robinson, and Melinda Smith, M.A. "The Mental Health Benefits of
Exercise." HelpGuide. N.p., May 2016.Web. 10 June 2016.
Smith, David, Katherine LaVelle, Mary Lyons, andYaarit Silverstone.