Running head: WORKPLACE HEALTH PROMOTION 1 Workplace Health Promotion Jamie M Fortin Holly Ehrke Ferris State University
HEALTH PROMOTION 2 Abstract Workplace health promotion examined in both an individuals and social context. This paper analyzes the importance of interventions towards interpersonal and organizational changes for health promotion and the impact the workplace has on individual health. Discusses benefits to both employers and employees in relations to social norms. Keywords: Workplace health promotion, Benefits
HEALTH PROMOTION 3 Workplace Health Promotion Health promotion programs help to improve employee health by allowing optimum individual health and improve an organization s overall economic, cultural, and long term stability by engaging and maintaining a healthy workforce. Health promotion programs are undertaken by companies to reduce health care needs by motivating employees and their families to adopt better health habits. Health insurance costs continue to climb (10% or more per year) at 2-3 times the general inflation rate. With nowhere else to turn, businesses are looking to get staff members engaged in employee wellness programs as a means of slowing health care costs and improving productivity. For example, last year 53% of large businesses offered health risk assessments for their staff, up from 35% just two years earlier, according to a Mercer survey. Change is being driven by cost, but employee wellness programs are a win-win solution for both businesses and staff members (Workplace Health Promotion). The more health risks employees have the more medical care they utilize and the more health related costs they generate. Improvement to health behavior patters will benefit both individuals and the businesses that employ them. The workplace has been established as one of the priority settings for health promotion into the 21 st century (World Health Organization). It is the perfect setting to implement health promotion by capturing the attention of part of a community. The economical, physical, and social well-being of an employee is influenced by the environment of the workplace; which indirectly influences families and the community, at large (World Health Organization). Question at Issue
HEALTH PROMOTION 4 The workplace is an important setting in which almost any lifestyle behavior can be addressed. These may include nutrition, physical activity, tobacco, sun exposure, immunizations, and drug and alcohol use. Workplaces are a good setting in which to support health promotion as most adults spend most of their waking hours at work. Many people spend one-third to one-half of their lives in organizational settings-beginning with formal day care settings and extending through primary and secondary schools, universities, and work settings-it is obvious that organizational structures and processes can have substantial influence on the health and health related behavior of individuals (McLeroy, p. 359, 1988). The institution and adoption of a workplace health promotion program impacts employees by achieving long term health and well- being, and impacts businesses by keeping people healthy and containing ballooning health care costs. Information Work place health promotion focuses on building and maintaining sustainable well-managed health and safety programs that extend beyond the workplace and impact the health of individuals throughout a life time. For employers it creates a positive image and improves job satisfaction and morale. It influences job turnover rates and reduces absenteeism in the workplace. For employees it creates better job satisfaction, improves skills for health protection, increases productivity, and improves the individual s sense of well-being. These benefits are greater for low-paid workers in high-risk occupations and settings, and in this way occupational health interventions can reduce inequalities (World Health Organization). Workplace health promotion addresses interpersonal factors such as self- concepts, knowledge, and personal behavior choices. It is targeting primary groups of people in social networks in existing support systems to challenge the social norms that have been established. Organizations provide the opportunity to build social support for behavior change, particularly if the new behavior is a group norm (McLeroy). Workplace health promotion programs focus on individuals and institutions to impact larger
HEALTH PROMOTION 5 community relationships and networks that reflect a positive view of health that address behavioral, mental, and physical health to encompass a total view of health that is beneficial to everyone (Department of Health and Human Services). Points of View Shepard (2000) stated that the major weakness of work-site programs is that they attract only a limited number of employees (Pender, 2006, p.325-327). Employees state that time and availability of on-site programs are the barriers that prohibit workplace health promotion. Nurses fight the challenge to incorporate as many employees as possible, in the workplace setting (p.327). Another view of health promotion programs is that from the health promotion practitioners and researchers themselves. Their concern is with sustainability and effectiveness long term of implementing health promotion programs a current area of concern among health promotion practitioners and researchers is the extent to which health promotion programs located within host organizations survive over a long period of time in order to become firmly rooted in their host organizations when health promotion programs do survive past the initial funding period and become integrated into the host organization, they are said to have become institutionalized (McLeroy). Workplaces and employers depend on workplace promotion programs to keep cost down, attendance high, and staff morale acceptable. Depending on a company s size between 2.5 and 4.5 percent of the money spent on salaries goes to absent employees (Brigham Young University). Assumptions Workers willingness to engage in worksite health-directed programs may depend on perceptions of whether the work environment is truly health supportive (Department of Health
HEALTH PROMOTION 6 and Human Services). In order for workplace health promotion to be effective the work environment must change as a collective whole both physically and socially to align with health goals. An example of this is smoking. A worker is more likely to quit and remain tobacco free if worksite tobacco cessation programs create policies and eliminate existing signs or smells of tobacco within the workplace environment. Concepts Work affects one s health, just as health affects one s work. For example, optimal health is needed for employment; especially for labor-intensive jobs. The workplace affects the health of its employees and influences the well-being of families. Physical traits of the work environment, such as daily strain to the body and hazardous exposures, affect the physical and mental health of employees. Protecting employees from daily exposures is important to employers, but policies to promote healthier work environments have become recent practice. Many companies participate in health and safety trainings and offer improved ergonomics to reduce work-related injuries; thus reducing disability claims. Programs to reduce work-related stress promote stability within the family. For example, in 2005, Best Buy established an innovative workplace flexibility initiative called Results Only Work Environment (ROWE), which focuses on productivity and results of employees work efforts rather than on time at work (Robert Wood Johnson Foundation). This program encourages employees to take control of their work schedule, allowing time for family needs. Other ideas that companies support include providing health and wellness screenings and promoting healthy behaviors at work. Examples are: smoke-free environments, exercise equipment to be used on off- hours, breastfeeding programs, and elimination of soda machines. Improving health through workbased promotion of healthier behaviors and disease prevention creates work environments that
HEALTH PROMOTION 7 are more conductive to healthy behaviors. Improving health through programs/policies focused on work-related resources and opportunities enables workers to take better care of themselves and their families by providing worker education training to increase access to high-status and higher-wage jobs (Robert Wood Johnson Foundation). Inference How effective could workplace health promotion be? Employees who participate in workplace health promotion programs miss fewer workdays than those who choose not to participate, with a decrease in absenteeism translating into a cost savings of nearly $16 for each dollar spent on the program (Brigham Young University). To be successful programs have to involve both employees and employers in planning and implementing unified goals towards health promotion, this increases control over personal health at all levels within a company and makes individuals take ownership over their own health. Implications To the Employee Workforce health promotion has many benefits to the employee. It creates a safe and healthy working environment for the employee. This type of working environment increases job satisfaction by boosting self-esteem and improving morale; thus reducing stress. Employees also receive knowledge to enrich health promotion practices and directly have improved health (World Health Organization). To the Employer A well-managed health promotion workforce program has benefits also to the employer. It sets an example of a positive work environment that respects the employees and their wellbeing. This optimistic environment increases morale and productivity, and decreases absenteeism
HEALTH PROMOTION 8 and disability claims. Employers also benefit because employees are healthier and thus reduce health care and insurance costs (World Health Organization). Conclusion Work-site health-promotion programs are projected to expand in the future, as healthy lifestyles help contain health care costs. Programs that include attention to physical and mental, as well as social health, increase the overall effectiveness of the company as well as the health and life quality of the employee (Pender, 2006, p.327).
HEALTH PROMOTION 9 References Brigham Young University, & MediLexicon International Ltd. (2010). Promotion Program Shows 16:1 Return on Investment. Retrieved from http://www.medicalnewstoday.com/articles/21141.php Department of Health and Human Services, Centers for Disease Control and Prevention, & National Institute for Occupational Safety and Health. (2008, October). Essential Elements of Effective Workplace Programs and Policies for Improving Worker Health and Wellbeing. Retrieved from http://www.cdc.gov/niosh/worklife/pdfs/worklifeessential.pdf McLeroy, K. R., Bibeau, D., Steckler, A., & Glanz, K. (1988, Winter). An Ecological Perspective on Health Promotion Programs. Health Education Quarterly, Vol. 15, 351-377. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/3068205 Pender, N.J., Murdaugh, C.L., Parsons, M.A. (2006). Health promotion in nursing practice. (5 th ed.).upper Saddle River, NJ: Pearson Prentice Hall. Robert Wood Johnson Foundation. Commission to Build a Healthier America. (2008, December). Work Matters for Health. Retrieved from http://commissionhealth.org. Workplace Health Promotion. (2009, February 5). Employee Wellness Programs Result in a Healthier Bottom-lines. Retrieved from http://workplace-health-promotion.org/ workplace-health-promotion-plan-trends/ World Health Organization. (2010). The Workplace: A Priority Setting for Health Promotion Retrieved from http://www.who.int/occupational_health/topics/workplace/en/
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