Chat with us, powered by LiveChat Why Organizations Should Implement Health Worksite Program Essay - Uni Pal

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In SUMMARY: Please choose your topic and write your response that will include a short review and your thoughts and opinion. See also page 10 ( grading criteria) and 16 in your syllabus.
Rubric for the Reading Response#1: TOPIC: Indicate which topic you have chosen1 points#2: Please write your thoughts and opinion on the topic Include: Opinion based on information from reading or lesson, provoking or challenging new idea informed by reading, 2 any type of references, in APA or AMA style)10 points#3: Now respond specifically to the questions I have post under each topic.Include: Opinion based on information from reading, provoking or challenging new idea informed by reading14 points#4: Write: “Word count” and be sure you have 600 words minimum. If there is more it is fine, BUT not more than 800 words.5 pointsTOTAL30 pReading Response
Rubric for the Reading Response
10 choices available
Choose ONLY one from 10 choices
#1: TOPIC: Indicate which topic you have chosen
#2: Please write your thoughts and opinion on the topic
Include: Opinion based on information from reading or lesson,
provoking or challenging new idea informed by reading,
1 points
10 points
#3: Now respond specifically to the questions I have post
under each topic.
Include: Opinion based on information from reading,
provoking or challenging new idea informed by reading
14 points
#4: Write: “Word count” and be sure you have 600 words
minimum. If there is more it is fine, BUT not more than 800
words.
TOTAL
5 points
30 points
1: Topic #1: A link below: A worksite Vegan Nutrition Program is Well-Accepted and Improves Healthrelated Quality of Life and work Productivity. Please write your thoughts and opinion. Can the program
be implemented on a global level, are there countries where the implementation could be difficult,
could culture influence the implementation, how could you decrease the barriers for implementation?
You can also check the full article if you use your VPN for UCI library.https://www.ncbi.nlm.nih.gov/
pubmed/20389060?dopt=Abstract or https://www.karger.com/Article/Abstract/288281
2: Topic #2: Please write your thoughts and opinion. Could you see this program be implemented
on a global level, are there countries where the implementation could be difficult, could culture
influence the implementation, how could you decrease the barriers for implementation? http://
www.optumhealth.com/solutions-services/behavioral-solutions/international-employee-support/
3: Topic #3: A link below: Corporate Wellness – Please write your thoughts and opinion based on
the links below. How corporate wellness should be implemented, what are the components of
corporate wellness and is there a difference in the programs?
Explore below link on corporate wellness : http://www.rivalhealth.com/?
ads_cmpid=611325011&ads_adid=41541807976&ads_matchtype=b&ads_network=g&ads_creative=1
8 8501706360&utm_term=corporate%20wellness%20program%
20companies&ads_targetid=kwd-109481261352&utm_campaign=&utm_source=adwords&utm_medi
u m=ppc&ttv=2&gclid=CJX7qd-yhdUCFYi4wAodBp8Ekw
4: Topic #4: Links below: Sources for corporate wellness development– Please write your
thoughts and opinion about sources that are available for a development of a proper health worksite
program. What will be your choice if you need to develop the program and how do you develop it?
Explore below links on worksite wellness resources:
http://www.wellnessproposals.com/
http://www.wellsource.com/home.html
5: Topic #5: Readings from the “Manual” chapter 1 and chapter 2. ( from your second textbook)
Please write your thoughts, your own definition and your opinion on what is & what is not Employee
Health Promotion Program (EHPP). What are the benefits of EHPP.
6: Topic #6 : Readings from the “Manual” chapter 3 and chapter 4. ( form your second textbook)
Please write your thoughts and opinion on types of EHPP programs and evaluate the cases. Which
EPHH program would you like to recommend? What are the benefits of your selected program. See
appendix for these chapters.
7: Topic #7 : Reading from the “Manual” chapter 5, chapter 6 and chapter 7. (from your second
textbook)
Please write your thoughts and opinion on how to start the EHPP program. How do you plan to start
it? What are the first steps and what are the benefits in knowing the steps.
8: Topic #8: Reading from the “Manual” chapter 8, chapter 9 and chapter 10. (from your second
textbook)
Please write your thoughts and opinion about the changing worksite policies. Why do we need
worksite policies, how would you design a specific EHPP program and how do you plan to recruit
employee for the program? If you would be asked to do it, what would be your steps?
9: Topic #9: Reading from the “Manual” chapter 11, chapter 12 and chapter 13. ( from your second
texbook)
Please write your thoughts and opinion on how to implement, evaluate the EHPP program and what
are the tips for a successful EHPP program. What do you suggest? What you would you do differently?
How to design a successful program?
10: Topic #10: Depression Intervention in Workplace Increases Employee Productivity 2.6 Hours
a Week. Please write your thoughts and opinion about benefits of a proper health worksite program
for improving employee health. Please explore the links and the article below. Please note Wolf Kirsten
-is author of your textbook but also practices the healthy worksite programs on the global level.
http://www.who.int/occupational_health/topics/workplace/en/index.html

Home

If any links above don’t work and you prefer topic #11 – you are welcome to
use this topic – please label it correctly based on your topic (be creative)
11: Topic #11: Please write your thoughts and opinion about benefits of a proper health worksite
program for improving employee health.
You may use help from this article below: Journal of the American Medical Association publishes first study
to examine depression outreach impact on worker productivity in employed population
decreased sickness, lower work-absence and increased work productivity. The study was published in today‟s
Journal of the American Medical Association. It was funded by the National Institute of Mental Health.
The article entitled, “Telephone Screening, Outreach and Care Management for Depressed Workers and Impact on
Clinical and Work Productivity Outcomes: A Randomized Controlled Trial,” is the first study to examine the impact
on clinical outcomes and work productivity from an employer-based depression screening, outreach and treatment
program. The telephone intervention program included proactive outreach, systematic needs assessment for
psychotherapy and pharmacotherapy, monitoring and support for treatment adherence, and for those refusing
treatment, included telephonic psychotherapy.
“This study provides clear evidence that implementing depression care programs through employer-sponsored
managed behavioral health not only lessens depression, but helps employees to retain their jobs and perform more
effectively in those jobs,” said Jeanne Miranda, Ph.D., professor, Department of Psychiatry and Biobehavioral
Sciences at the University of California, Los Angeles. “The approach can be characterized as „building a village‟ of
health plans, clinicians, and resources to „surround‟ depressed persons with opportunities to learn about and engage
in quality care for their depression. The benefits from such care extend beyond the employee and his or her family
and community and into the workplace as well.”
“As the study shows, employer-sponsored depression programs like those offered by OptumHealth Behavioral
Solutions can help lessen depression and increase the number of hours worked, as well as employee retention,” said
Francisca Azocar, Ph.D., assistant vice president of OptumHealth Behavioral Solutions‟ Behavioral Health Sciences
Group and study co-author.
Participants in the study included 604 employees who met the criteria for depression through the World Health
Organization Health and Productivity Questionnaire (HPQ). The participants were 18 years and older, enrolled in
OptumHealth Behavioral Solutions and spanned the spectrum of 16 large companies from diverse sectors including
airline, insurance, banking, public utility, state government and manufacturing. Identified participants were further
screened using the Quick Inventory of Depression Symptoms Self-Report (QIDS-SR) assessment. Those identified
with moderate depression were randomized into an intervention group or usual care group.
For the intervention group, blinded outcomes assessments using the QIDS-SR were conducted at baseline, six and
12 months to measure outcomes. The HPQ measured work hours (absenteeism), job performance, job turnover and
critical workplace incidents also at baseline, six and 12 months.
Key findings:
Work Performance Outcomes


There was a 2.6 hour improvement per week in overall work functioning among intervention participants
due to a combination of increased job retention, decreased sickness absence and increased hours worked.
While actual dollar figures were not part of the study, the $1,800 annualized value of higher mean hours
worked among intervention participants (based on the median annual salary in the U.S. Civilian labor
force), by itself, far exceeds the $100 to $400 outreach and care management costs associated with lower to
moderate intensity interventions used in the study.
Depression Outcomes



QIDS-SR scores were significantly lower in the intervention group than in the usual care group by six
months (10 percent vs. 11 percent). This was also true at the 12-month mark (8.9 percent vs. 10 percent).
The proportion of participants whose symptoms improved was significantly higher among the intervention
group than the usual care group at the 12-month mark (30.9 percent vs. 21.6 percent).
The proportion of participants experiencing recovery was significantly higher in the intervention group than
the usual care group at 12 months (26.2 percent vs. 17.7 percent).
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Intervention group participants were more likely than those in usual care to receive mental health specialty
treatment (but somewhat less likely to obtain any depression treatment in primary care).
“Outreach and enhanced care for depressed workers might be better thought of as an opportunity to invest in
improving the productive capacity of workforces rather than as workplace costs, especially when you factor in the
cost of hiring and training new workers,” said Azocar.
About OptumHealth
As one of the nation‟s largest health and well-being companies, OptumHealth makes health care easier and better for
employers, health plans, public sector entities and the 58 million people with access to its services. The Company‟s
goal is to optimize health, well-being and financial security, while lowering benefit costs and helping consumers
make informed decisions about their health through standalone or integrated services. OptumHealth is a division of
UnitedHealth Group (NYSE:UNH). More information about OptumHealth can be found at www.OptumHealth.com.
Survey Results: The Road Ahead: Driving Productivity by Investing in Health 2008
by Hewitt Associates
Hewitt’s The Road Ahead: Driving Productivity by Investing in Health 2008 survey found that employers are
beginning to develop long-term health and productivity strategies to tackle rising health care costs and improve
employees’ overall health.
Employers are recognizing that their employees’ health has a direct impact on the bottom line and it is more
than a Benefit/HR issue — it is a business issue. In fact, according to this recent Hewitt survey, “less than a
quarter (23%) of employers currently have a formal health and productivity strategy in place, but 60% more
intend to develop that strategy in the next five years.”
The Road Ahead: Driving Productivity by Investing in Health 2008 survey collected information about the
health and productivity actions organizations are taking or are interested in taking in the following areas:





Health and clinical programs;
Pharmacy;
Behavioral health;
Absence management; and
Vendor performance assessment.
Nearly 250 organizations participated in the survey, representing programs affecting nearly 4.4 million
employees. The survey report presents current health and productivity trends and likely employer strategies for
the next two to five years.
Proper attention to workers’ health and safety has extensive benefits:





healthy workers are productive and raise healthy families; thus healthy workers are a key strategy, i.e.
goal, for overcoming poverty.
workplace health risks are higher in the informal sector and small industry which are key arenas of
action on poverty alleviation, where people can work their way out of poverty;
safe workplaces contribute to sustainable development, which is the key to poverty reduction;
the processes of protecting workers, surrounding communities and the environment for future
generations have important common elements, such as pollution control and exposure reduction;
much pollution and many environmental exposures that are hazardous to health arise from industrial
processes, that may be influenced by occupational health and safety programmes;
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occupational safety and health can contribute to improving the employability of workers, through
workplace (re)design, maintenance of a healthy and safe work environment, training and retraining,
assessment of work demands, medical diagnosis, health screening and assessment of functional
capacities;
occupational health is fundamental to public health, for it is increasingly clear that major diseases (e.g.
AIDS, heart disease) need workplace programmes as part of the disease control strategy.
Benefits of Workforce Health Promotion
To the organization
To the employee
a well-managed health and safety programme a safe and healthy work environment
a positive and caring image
enhanced self-esteem
improved staff morale
reduced stress
reduced staff turnover
improved morale
reduced absenteeism
increased job satisfaction
increased productivity
increased skills for health protection
reduced health care/insurance costs
improved health
reduced risk of fines and litigation
improved 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 inequities. Efforts made by WHO and its partners to strengthen
key aspects of occupational health focus on increasing the coverage of workers in under-served countries and
regions with basic occupational health services.
Workplace health promotion – What is it?
The European Network for Workplace Health Promotion has defined workplace health promotion as the
combined efforts of employers, employees and society to improve the health and well-being of people at work.
This vision of workplace health promotion places particular emphasis on improving the work organization and
working environment, increasing workers’ participation in shaping the working environment, and encouraging
personal skills and professional development.
Workplace health promotion focuses on a number of factors that may not be sufficiently covered in the
legislation and practice of occupational health programmes, such as the organizational environment, the
promotion of healthy lifestyles, and non-occupational factors in the general environment. Non-occupational
factors include family welfare, home and commuting conditions, and community factors which affect workers’
health.
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Workplace health promotion supports a participatory process to help promote a stronger implementation of
occupational and environmental health legislation. It suggests tools for maintaining or strengthening a national
healthy workplace initiative, such as an awards system as an incentive for participating enterprises, and creation
of healthy workplace networks. To be successful, workplace health promotion has to involve the participation
of employees, management and other stakeholders in the implementation of jointly agreed initiatives and should
help employers and employees at all levels to increase control over and improve their health.
While some health promotion activities in the workplace tend to focus on a single illness or risk factor (e.g.
prevention of heart disease) or on changing personal health practices and behaviours (e.g. smoking, diet), there
is a growing appreciation that there are multiple determinants of workers‟ health. In addition to person-focused
interventions, workforce health promotion initiatives have moved toward a more comprehensive approach,
which acknowledges the combined influence of personal, environmental, organizational, community and
societal factors on employee well-being. A health-promoting workplace recognizes that a healthy workforce is
essential and integrates policies, systems and practices conducive to health at all levels of the organization.
Rather than a series of projects, workforce health promotion is an ongoing process for improving work and
health. Effective health promotion assists employers to adopt appropriate administrative procedures and
workers to use safe working practices. Occupational health personnel benefit from training and education in
health promotion to enable them to implement it as a part of their occupational health practice.
Experience in workplace health promotion has shown that competitions and awards are valuable in engaging
enterprises in occupational health and safety activities. Firms and enterprises achieve valuable publicity and a
boost in staff morale through competing to become the most healthy and caring company.
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