Healthy Employees and Productivity Assignment Help Table of Contents    

                                            Introduction. 3 Psychological and Physiological Basis. 3 Approaches to Employer-Sponsored Wellness Programs. 4 Advantages and Disadvantages to the Employer5 Advantages:5 Disadvantages:5 Advantages and Disadvantages to the Employees. 6 Advantages:6 Disadvantages:6 Support from Wellness Programs. 7 Conclusion. 8 References. 9    

Introduction In the current challenging business environment to increase productivity and performance of the firm, health of employees is improved. For this health care business assignment help, various wellness programs are used and implemented by the employers so that employees can be healthy and can involve in the organizational work. Such programs offer mental and physical health benefits that engage them in attaining organizational goals and objectives (Hoeger & Hoeger, 2009). There will be discussion about the psychological and physiological bases for adopting wellness programs along with defining the employer sponsored approaches for this. The benefits of such programs for employer and employees will also be discussed in this assignment help paper.

 

Psychological and Physiological Basis There are various psychological and physiological bases available for wellness programs by the firms. Firstly, wellness programs are identified as a way to decrease health care cost and reduce absenteeism in the workplace. Gaining competent medical care, cultivate a lifestyle including proper exercise and diet and positive mental outlook works as the basis for psychological concerns for adopting wellness programs at the workplace (Cummings & Worley, 2009). So that employees can be satisfied mentally and can perform their tasks and duties effectively as per the demand of their position. Along with this, minimize tension, gaining positive policies related to the healthcare, maintaining positive policies to work effectively and much more are counted as a physiological basis for adopting wellness programs at the workplace (Gaines & Worrall, 2011). It is because both psychological and physiological basis demands of the health workforce of the workplace that ensures to the higher productivity in the workplace due to promoting healthy work climate. Similarly, reduction of the fear among the employees towards using technical products is also works as a psychological and physiological basis to adopt wellness programs at the workplace (Cummings & Worley, 2009). Change in lifestyle that can reduce the fear of diseases also works as psychological basis for wellness programs. So that costly and harmful disease for life as cancer, chronic pulmonary disease, cardiovascular diseases can be avoided. Overall, to reduce the medical claim cost and provide healthy & a happy working environment that can make healthy to the employees mentally and physically, wellness programs are introduced and implemented by the firms (Arnold, 2010).

 

Approaches to Employer-Sponsored Wellness Programs Various employers sponsored approaches are used by the firms to increase participation of the employees in wellness programs. In this, outcomes-based incentive approach is used by the employers to sustain the good health of the employees at the workplace (Arnold, 2010). It is because this approach sustains to the active participation of the employees in the organizational wellness programs so that healthcare awareness among the employees can be maintained. Similarly, stress management approaches are also used by the employers to reduce the level of stress at the workplace and support wellness programs (Gaines & Worrall, 2011). It is because stress management strategies reduce stress among the employees that keep them diseases free. Additionally, the health screening approach is also used by the employer as a part of the wellness program in which unhealthy behavior of the employees is identified along with reason of such behavior. It also helps the employers to assess the clinical conditions of the organization among the employees (Arnold, 2010). So, as per the clinical status of the employees at the workplace, employer introduces wellness programs at the workplace.

 

Advantages and Disadvantages to the Employer Various advantages and disadvantages are faced by the employer in relation of adopting wellness programs. These are as follows by case study help experts of US and Australia:

 

Advantages: Various advantages are gained by the employer due to using wellness programs at the workplace these areas follow:

 

• Reduce healthcare costs of the employees at the workplace that saves money of the firm
• Offer strategic advantage through investing money in needed programs and sustaining the health of the employees (Arnold, et al. 2012).
• Reduces employee turnover and absenteeism and improving performance of the employees (Duncan, 2008).
• Increase productivity of the employees through increasing job satisfaction among the employees (Arnold, et al. 2012).
• Increasing employee retention rate through improving health care standard
• To maintain life style of the employees that also bound them with the organization for a long period of time that also supports to the organizational growth (Brody & Geigle, 2009).

Disadvantages: Although, various benefits are gained by the employers due to using wellness programs, yet, some disadvantages are also faced by the employers. These are as follows:

• Demanded time to develop and introduce programs at the workplace that diverts the mind of the employers from the main motto of the firm (Arnold, et al. 2012).
• Convince to the employees to accept and involve in the programs is also a tough task that also needs time and cost (Duncan, 2008).

Advantages and Disadvantages to the Employees Advantages: Various advantages are offered by the wellness programs to the employees. These are as follows:

• Improve health of the employees through reducing diseases level among them (Brody & Geigle, 2009).
• Increase stamina of the employees and improve fitness of them (Duncan, 2008).
• Increase individual performance and capacity of the employees
• Improve lifestyle and make them happy (Arnold, et al. 2012).
• Reduce stress level among the employees through providing a healthy working environment (Hoeger & Hoeger, 2009).
• Increase self image and self esteem among the employees’ along with reducing stress level among them
• Increase chances of individual growth due to performing well (Arnold, et al. 2012).
• The results of the wellness programs are slow (Hoeger & Hoeger, 2009).
• It may create balancing problems for the individuals between work life and social life due to involving in such programs (Arnold, et al. 2012).

Disadvantages: Above disadvantage may be faced by employees while involving in the wellness programs at the workplace. But these are negligible as these do not have any mean for the employees and employers in against of the benefits of wellness programs (Hoeger & Hoeger, 2009).

 

Support of Wellness Programs Well-structured wellness programs support to the organizational culture, strategic goals and performance management positively. In this, well structured programs to directly influence the health status of the employees that also influence their work behavior, attendance and performance (Hoeger & Hoeger, 2007). It is because such programs improve employees well being at the workplace through providing them a healthy working environment that created happy and supportive working culture at the workplace. It also resulted into high productivity workforce through improving their health status (Chenoweth). Additionally, wellness programs also create exemplary management support through encouraging employees of the firm to participate effectively in the organizational growth through improving their performance and being healthy (Miller, 2009). It is because such programs comprise two various strategically positive aspects those support changes in the lifestyle of the employees through developing policies and activities, thus reduce health risk and provides supportive and healthy working environment. So, through maintaining the interest of the employees in improving their individual and organizational performance and growth in the healthy working environment helps the management to prepare and achieve the strategic goals into a positive direction (Chenoweth). Wellness programs also ensure to the risk management at the workplace through using wellness initiatives that also engages employees and assist the leaders to use workforce strategically at a higher level to reach at the organizational goals and objectives (Miller, 2009). It also support to the effective performance management along with increasing performance of the employees. It is because healthy employees work more effectively and efficiently that improves effectiveness of the performance management of the firm (Hoeger & Hoeger, 2007). Conclusion On the basis of the above discussion by healthy employees case study assignment help experts , it can be inferred that wellness programs play a crucial role in organizational growth and success as it supports to the positive and healthy working environment. It can be also concluded that wellness programs also offer benefits to the employer and employees through reducing health related risks and cost.

 

References   Arnold, M. S., Lukcso, D. G., Stecklow, M., Green-McKenzie, J., Bender, J., O’Hara, K & Rothstein, M. A. (2012). Occupational Health Services: A Practical Approach. USA: Routledge. Arnold, V. (2010). Advances in Accounting in Behavioral Research. UK: Emerald Group Publishing. Brody, P. T & Geigle, P. R. (2009). Aquatic Exercise for Rehabilitation Training. USA: Human Kinetics 10%. Chenoweth, D. (n.d.). Wellness Strategies to Improve Employee Health, Performance and the Bottom Line. Retrieved from http://www.shrm.org/about/foundation/products/documents/wellness%20exec%20briefing-final.pdf Cummings, T. G & Worley, C. G. (2009). Organization Development & Change. USA: Cengage Learning. Duncan, I. G. (2008). Managing and Evaluating Healthcare Intervention Programs. USA: ACTEX Publications. Gaines, L. K & Worrall, J. L. (2011). Police Administration. USA: Cengage Learning. Hoeger, W. W. K & Hoeger, S. A. (2007). Lifetime Physical Fitness And Wellness: A Personalized Program. USA: Cengage Learning. Hoeger, W. W. K. & Hoeger, S. A. (2009). Principles and Labs for Fitness and Wellness. USA: Cengage Learning. Miller, C. (2009). Nursing for Wellness in Older Adults. USA: Lippincott Williams & Wilkins. You can get 24X7 business and case study assignment help services from our experts. We assure you that you will get original assignment help with in the deadline and your assignment paper will not be discussed with our clients.