This may simply consist of a comparison of the demographic characteristics of the workforce with morbidity and mortality data reported by public health authorities for such population cohorts in the area, or it may comprise the aggregate analyses of company-specific health-related data, such as health care insurance claims and the recorded causes of absenteeism and of disability retirement.
At this point, the sequence is repeated. The wellness programme recognizes that their health concerns cannot be confined within the boundaries of the plant or office, that problems arising in the workplace inevitably affect the health and well-being of workers and, by extension, also their families in the home and in the community and that, just as inevitably, problems arising outside of work affect attendance and work performance.
While it is desirable to have evidence confirming the effectiveness and value of worksite health promotion programmes, the fact is that such proof has rarely been required for the decision to initiate a programme. After a time, however, in larger organizations, they are often pulled together into a more or less coherent framework, labelled "a programme," and made the responsibility of an individual designated as programme director, coordinator or given some other title.
The evaluation may range from simple tabulations of participation including drop-outs coupled with expressions of employee satisfaction solicited and unsolicited to more formal surveys.
Workplace features and policies supplementary to those addressing occupational health and safety activities would include personal washing-up and locker facilities, laundry service where needed, catering facilities offering nutrition advice and helpful food choices, and the establishment of a smoke-free and drug-free workplace, among others.
They also include counseling and behaviour modification in relation to weight control, fitness, smoking cessation and other lifestyle factors. Such needs assessments are not only useful in selecting and prioritizing programme activities but also in planning to "market" them to the employees most likely to find them beneficial.
This approach, Schneider and his co-authors state, maximizes involvement of available corporate and community resources, encourages employee participation by sequential attention to different issues, and affords the opportunity for directing attention to programme revisions and additions based on medical and scientific advances.
Advice should be given with regard to the following concerns: In some instances, programmes have been stimulated by interest articulated by employees and, occasionally, by the unexpected death of a top executive or a key employee from cancer or heart disease and the fond hope that a preventive programme will keep "lightning from striking twice".
Education to promote awareness of potential diseases, the importance of controlling risk factors, and the value of maintaining healthy lifestyles, for instance, through weight control, fitness training and smoking cessation.
Health screening programmes can serve to identify those for whom specific activities are indicated. The first year the Year of the Heart focuses on cardiovascular disease prevention; the second the Year of the Body addresses AIDS and early cancer detection and prevention; the third the Year of the Mind deals with psychological and social issues; and the fourth the Year of Good Health covers such significant topics as adult immunization, arthritis and osteoporosis, accident prevention, diabetes and healthy pregnancy.
The data obtained by all these means will demonstrate the degree of utilization and the popularity of the programme as a whole entity and of its individual components, and are usually readily available soon after the end of the evaluation period. Many programmes schedule activities to take advantage of the publicity generated by the categorical voluntary health agencies in connection with their annual fund-raising campaigns, for example, Heart Month, or National Fitness and Sports Week.
Factors common to the successful programmes, he noted, included specific programme goals and objectives, easy access to the programme and facilities, incentives for participation, respect and confidentiality, support of top management and a corporate culture that encourages health promotion efforts Pelletier The study can be enlarged to correlate rates of absenteeism of the two cohorts and compare the programme costs with the direct and indirect savings accrued by the organization.
Help can also be provided for workers who need to deal with work and family problems such as family planning, prenatal care, dependant care, parenting, and so forth. However, it will take at least one and probably several decades to demonstrate a reduction in morbidity and mortality from coronary heart disease in an employee population cohort.
Selection of activities for the programme may be dictated by the responses to employee interest surveys, secular events, the calendar or the suitability of the available resources.
They are correct insofar as overly paternalistic and coercive approaches are employed. Coping skills to be developed include, for example, stress management, pre-retirement planning and outplacement. Structure of a Comprehensive Programme In many organizations, particularly smaller ones, the health promotion and disease prevention programme consists merely of one or more largely ad hoc activities that are informally related to each other, if at all, that have little or no continuity, and that often are triggered by a particular event and abandoned as it fades into memory.
In recent decades, however, employers have begun to recognize that disabilities and absences are costly even when they originate outside the workplace.
Most programmes have been based on the persuasive power of the conviction that prevention does work. Even more valuable, however, are data reflecting the outcomes of the programme.
There is perhaps a higher level of scepticism about the value of worksite health promotion programmes. He defined "comprehensive programs" as those which "provide an ongoing, integrated program of health promotion and disease prevention that knits the particular components smoking cessation, stress management, coronary risk reduction, etc.
These require health professionals and include:Unweighted base = 1, Other matters that were investigated included the decision-making process, budgets, workforce consultation, awareness of information and advice, benefits of health promotion activity to employer and employee, difficulties in implementation, and perception of the importance of health promotion.
Summary of Creatine Primary Information, Benefits, Effects, and Important Facts. Creatine is a molecule produced in the body.
It stores high-energy phosphate groups in the form of phosphocreatine.Download