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Table of ContentsQuestion 1: What is a coporate wellness model and why is it used? 11.1. What is coporate wellness model? 11.2. Why do we use coporate wellness model? 4Question 2: What outcomes can occur when employers begin implementing restrictions on personal behaviour, especially as they occur outside the workplace 72.1. Before employment 82.2. After employment 9Question 3: How can employees be advantages or disadvantages through employerpractices10Question 4: What are the ethical consideration in implementing such a restrictiive organization policy16References 19List of Tables:Table 2.1: Outcomes can occur when company start doing restriction policy6Table 3.1: Advantages and disadvantages for employees when company start implementing restriction policy 12Table 4.1: Ethical consideration on employers practices 16List of Figure:Figure 1.1: Example of saving healthcare cost after wellness program implementation6
i MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAM ASSIGNMENT HUMAN RESOURCE MANAGEMENT Submitted to: Dr. Pham Quoc Hung Submitted by: Huynh Thi My Dieu ID No.: CGSVN00014998 Class: MBAOUM0313 – K08A Ho Chi Minh City, March 2014 ii Acknowledgements A completed report would not be done without any assistance. First of all, I would like to express my endless thanks to lecturer Dr. Pham Quoc Hung. His kindly support and continuous advices went through the process of completion of my report. Without his motivation and instructions, the report could not be done effectively. My special thanks approve to my parents for their endless love, care and have mos t assistances and motivation me. I also would like to explain my thanks to siblings, brothers and sister for their support and care me all the time. As last, my deeply thanks come to all colleagues. Their kindly help, care, motivation gave me strength and lift me up all the trouble for the rest of my life. With kindest regards, Huynh Thi My Dieu iii Table of Contents Question 1: What is a coporate wellness model and why is it used? 1 1.1. What is coporate wellness model? 1 1.2. Why do we use coporate wellness model? 4 Question 2: What outcomes can occur when employers begin implementing restrictions on personal behaviour, especially as they occur outside the workplace 7 2.1. Before employment 8 2.2. After employment 9 Question 3: How can employees be advantages or disadvantages through employer practices 10 Question 4: What are the ethical consideration in implementing such a restrictiive organization policy 16 References 19 List of Tables: Table 2.1: Outcomes can occur when company start doing restriction policy 6 Table 3.1: Advantages and disadvantages for employees when company start implementing restriction policy 12 Table 4.1: Ethical consideration on employers practices 16 List of Figure: Figure 1.1: Example of saving healthcare cost after wellness program implementation 6 1 Question 1: What is a corporate wellness model and why is it used? 1.1. What is a corporate wellness model? There are many studies defined about wellness. Wellness was described as the active process through which the individual becomes aware of all aspects of the self and makes choices toward a more healthy existence through balance and integration across multiple life dimensions (Corbin, Lindsey, Welk, & Corbin, 2002; Hermon & Hazler, 1999; Hettler, 1980; Lent, 2004; Ryff & Keyes, 1995; Witmer & Sweeney, 1992). Wellness may be an indicator of ones self concept or sense of psychological harmony as successively and iteratively one attains satisfaction of needs (Maslow, 1999) from the basic physiological to those at a higher level of self-actualisation. This wellness model was adapted from Hettler’s six dimensional models and incorporates the notion of balance and flow (Goss, Boyd & Cuddihy). The permeable borders symbolise the interconnectedness of dimensions with each other and of the whole with external social and environmental influences. However, the model does not clearly show the roles of culture, environment and resources and the parts they play in the lives of all individuals. Therefore, in order to further develop the construct of Wellness, the nautilus shell symbol was developed to reflect these elements. UCR (Univwrsity of California, Riverside) proved seven dementions of Wellness as the following organce pie. Accordingly, wellness is much more than merely physical health, exercise or nutrition. It is the full integration of states of physical, mental, and spiritual well- being. Each of these seven dimensions act and interact in a way that contributes to our own quality of life. 2 - Social Wellness is the ability to relate to and connect with other people in our world. Our ability to establish and maintain positive relationships with family, friends and co-workers contributes to our Social Wellness. - Emotional Wellness is the ability to understand ourselves and cope with the challenges life can bring. The ability to acknowledge and share feelings of anger, fear, sadness or stress; hope, love, joy and happiness in a productive manner contributes to our Emotional Wellness. - Spiritual Wellness is the ability to establish peace and harmony in our lives. The ability to develop congruency between values and actions and to realize a common purpose that binds creation together contributes to our Spiritual Wellness. - Environmental Wellness is the ability to recognize our own responsibility for the quality of the air, the water and the land that surrounds us. The ability to make a positive impact on the quality of our environment is it our homes, our communities or our planet contributes to our Environmental Wellness. - Occupational Wellness is the ability to get personal fulfillment from our jobs or our chosen career fields while still maintaining balance in our lives. Our desire to contribute in our careers to make a positive impact on the organizations we work in and to society as a whole leads to Occupational Wellness. - Intellectual Wellness is the ability to open our minds to new ideas and experiences that can be applied to personal decisions, group interaction and community betterment. The desire to learn new concepts, improve skills and seek challenges in pursuit of lifelong learning contributes to our Intellectual Wellness. 2 - Social Wellness is the ability to relate to and connect with other people in our world. Our ability to establish and maintain positive relationships with family, friends and co-workers contributes to our Social Wellness. - Emotional Wellness is the ability to understand ourselves and cope with the challenges life can bring. The ability to acknowledge and share feelings of anger, fear, sadness or stress; hope, love, joy and happiness in a productive manner contributes to our Emotional Wellness. - Spiritual Wellness is the ability to establish peace and harmony in our lives. The ability to develop congruency between values and actions and to realize a common purpose that binds creation together contributes to our Spiritual Wellness. - Environmental Wellness is the ability to recognize our own responsibility for the quality of the air, the water and the land that surrounds us. The ability to make a positive impact on the quality of our environment is it our homes, our communities or our planet contributes to our Environmental Wellness. - Occupational Wellness is the ability to get personal fulfillment from our jobs or our chosen career fields while still maintaining balance in our lives. Our desire to contribute in our careers to make a positive impact on the organizations we work in and to society as a whole leads to Occupational Wellness. - Intellectual Wellness is the ability to open our minds to new ideas and experiences that can be applied to personal decisions, group interaction and community betterment. The desire to learn new concepts, improve skills and seek challenges in pursuit of lifelong learning contributes to our Intellectual Wellness. 2 - Social Wellness is the ability to relate to and connect with other people in our world. Our ability to establish and maintain positive relationships with family, friends and co-workers contributes to our Social Wellness. - Emotional Wellness is the ability to understand ourselves and cope with the challenges life can bring. The ability to acknowledge and share feelings of anger, fear, sadness or stress; hope, love, joy and happiness in a productive manner contributes to our Emotional Wellness. - Spiritual Wellness is the ability to establish peace and harmony in our lives. The ability to develop congruency between values and actions and to realize a common purpose that binds creation together contributes to our Spiritual Wellness. - Environmental Wellness is the ability to recognize our own responsibility for the quality of the air, the water and the land that surrounds us. The ability to make a positive impact on the quality of our environment is it our homes, our communities or our planet contributes to our Environmental Wellness. - Occupational Wellness is the ability to get personal fulfillment from our jobs or our chosen career fields while still maintaining balance in our lives. Our desire to contribute in our careers to make a positive impact on the organizations we work in and to society as a whole leads to Occupational Wellness. - Intellectual Wellness is the ability to open our minds to new ideas and experiences that can be applied to personal decisions, group interaction and community betterment. The desire to learn new concepts, improve skills and seek challenges in pursuit of lifelong learning contributes to our Intellectual Wellness. 3 - Physical Wellness is the ability to maintain a healthy quality of life that allows us to get through our daily activities without undue fatigue or physical stress. The ability to recognize that our behaviors have a significant impact on our wellness and adopting healthful habits (routine check ups, a balanced diet, exercise, etc.) while avoiding destructive habits (tobacco, drugs, alcohol, etc.) will lead to optimal Physical Wellness. Corporate wellness programs are designed to nurture wellness in workers, regardless of the work environment. Corporate Wellness programs could be found in factories, corporate offices, large corporations, and small corporations alike. Company did not only want to reduce healthcare expenses they were compensating for employees, but many forward thinking companies wanted to make the work space a more inviting and relaxing environment for their employees as well. An employee wellness program also called “worksite wellness program”, is a program that promotes and supports the health, safety, and well-being of its employees. Types of Corporate Wellness Program: There are different levels of Corporate Wellness programs. One level is offering basic services and another one is referrals online. The Internet permits access to major sources of information, but many people are confused about what information is reliable and where to find specific information resources. Online Corporate Wellness programs can be set up to allow employees access to certain types of pre-screened information that is reliable and easy to find. In addition to internet based tools, many Corporate Wellness programs can modify resources and data to each employee. Treating each employee and their concerns sensitively and in a timely manner, can help them see the importance of their health issues as well. Just because an individual has diabetes does not mean they have all the most up-to-date information on how to best live with diabetes. Oftentimes, diet and exercise alone can control 4 diabetes and eliminate the need for medication or more invasive treatments. Corporate Wellness programs are most successful when the business and workers are fully engaged in the program with good health in mind. A successful workplace isn’t about the bottom line alone. It also means creating a safe and healthy workplace for each individual. A wellness program may include some or all of the following components: - Wellness newsletter - Health risk assessments - Health screenings - Workshops on wellness issues - Walking groups - Health fairs - Healthy potlucks and healthy snacks for meetings and breaks - Physical activity breaks - Fitness classes - Smoking cessation classes - Incentive such as water bottles, insulated lunch bags, tote bags, stress balls, pedometers, and cookbooks. 1.2. Why do we use Corporate Wellness Model? - Corporate Wellness is among the most vital investments that a company can make. Businesses that start Corporate Wellness programs aren’t only investing in the physical wellness, safety, and mental health of their employees, but are also taking preventive measures by creating a healthier environment. - By starting a Corporate Wellness program, corporations are able to improve the overall productivity and are able to save money on health care expenses. Often, corporations are 5 concerned about the actual wellness ROI (return on investment) but the fact is that by encouraging healthier lifestyles, corporations are creating healthier employees who will work more diligently and miss fewer days of work due to illness. - It is imperative that companies not only provide Corporate Wellness solutions for their staff members, but that they also maintain ongoing knowledge about safety and wellness techniques. Businesses need to keep up to date on health statistics and stay aware of ways to encourage specific wellness issues like use of tobacco cessation or weight loss. - It’s often helpful for a company to consult with physicians who participate in medical CME so that they’re up to date with how they can assist their employees in maintaining wellness. - Also, when a corporation maintains an on-site fitness club, it’s necessary that the corporation employs person who have received the proper training and certification, which makes up the fitness club management, for assist workers with exercising safely. - Although businesses may establish a comprehensive Corporate Wellness program with many options, an incentive Corporate Wellness program is often necessary for encourage employees to actually participate in the programs. Providing incentives for employees, In June 27 th , 2012 - Scottsdale, AZ - In honor of National Employee Wellness Month, a survey was conducted by Workforce Management magazine and Virgin HealthMiles to assess the perspectives of both employers and employees regarding health & wellness programs. Organizations are increasingly using employee health and wellness programs as a key strategy to create healthier, less costly, and more productive workforces. According to the survey, more employers are offering health and wellness programs, and top priorities for doing so include reducing healthcare costs (81%), creating a culture of health (70%), and improving workforce productivity (40%). [Source: Woldatwork.org, 2014]. 6 such as a free lunch or gift cards, may be simple enough rewards to encourage employees to participate in Corporate Wellness. Figure 1.1: Example of saving healthcare cost after wellness program implementation. Back to the case of the Cleveland Clinic, they applied a program of wellness is the concern for employee health by the “smoking cessation”. To complete the mission of the company is that “as a leading healthcare organization dedicated to fighting disease and advocating healthy living, our policies and procedures reflect that commitment”. The policy is that “applicants who test positive for tobacco products will not be considered for employment and will be referred to tobaco cessation resources paid for by Cleveland Clinic. After 90 days, applicants successful in quiting will be encouraged to reapply. However, existing personnel are not covered by this policy and The Clinic continues to offer existing personnel extensive support and guidance to quit using tobacco”. [Source: http://www.bpcwell.com, 2014] 7 The purpose of the wellness model is: to reduce the demand and subsequent cost of healthcare and to promte a healthier and more productive work-force. The concern for employee health is appreciated. But there are some risen questions are that How can one implement such a policy and be fair? And if it’s illegal in so many states, is a restrictive policy on personal behaviour ethical? In America, 21% of citizents adults smoke and could not work at the Cleveland clinic. There are also the individual differnces such as young people that smoke rarely while having a few beers with friends versus reformed older people that smoked for decades but have stopped. Question 2: What outcomes can occur when employers begin implementing restrictions on personal behaviors, especially as they occur outside the workplace? One of the most difficult issues in the workplace is concern about when employers start applying new policies related to personal behaviour. Often people are hesitant to say anything. However, the best approach is to address the concerned issues early, before the problem impacts the safety of the employees or of others. A common perception of a problem is when an individual cannot live without his or her personal life, is often under the influence, uses daily, or is irresponsible and cannot hold down a job. When employers start doing such policies restriction related to personal behaviour, there may some aspects of this issue as listed in the following summarized table: Restriction policy implemetation Employees concern purposes Objective aims of employers Before employment - Good for employees, they know what to do and do not, just follow the rules. - Company can hire quality human source. - May loose a group of good people to work with. - Less trustworthy [...]... It is often difficult for the individuals to take the time out for such initiatives In wellness programs for employees, the prime issue is the ability of the company to create an atmosphere of active participation, while committing the required resources to sustain the program The set up investment is often significant and will take time before being actually realized in the form of bottom-line savings... permitted; this is discrimination in favor of those with a health condition For example, those with a chronic condition may be rewarded for participating in a wellness or disease management program Health plans may also require the completion of a health-risk appraisal 17 (HRA) for benefits eligibility, provided that the information acquired is not used to restrict eligibility or benefits or determine... then, we also considers the outcome based on two criteria: For employees concern purpose: - This may create an unfair working environment; employees may have the feeling that they are not being respected For instant, from the case of Cleveland Clinic, policy ammounce that: “Applicants who test positive for tobacco products will not be considered for employment … But existing personnel are not covered... policies as required - On the other side, company can hire quality staff It means that if company informed such restriction policies in advance, those meet their requirements and be able to obey the policies should be qualify for being hired Therefore, company at from the beinging time of searching for qualify staff, they surely can get those Due to objective aims of employers: - At this point of... before implementing There are two sides of the ethical consideration which are negative and positive: Negative - Positive Earning potential - Employees productivities The employee feeling “to be forced” to - Employees moral do this program - - the invasion of privacy - The corporate wellness model could be - Bring benefits for both related parties and The company use the penalties instead of even for. .. company For example, people have their bad habit like smoking and one of the requirements of company said that: “You are not allowing to smoking during working time”, then surely, he/she will skip this position - Less trustworthy: Even company can hire good people to work for but they do not work for long time and may move up soon due to this restriction policies are disturbing and make them feel uncomfortable... Workplace Wellness Program Retrieved from http://www.sparkpeople.com /resource/ wellness_articles.asp?id=246 6 Totalhrmanagement.com (2014) 12 Companies with Seriously Impressive Corporate Wellness Programs Retrieved from http://www.totalhrmanagement.com/12-companieswith-seriously-impressive-corporate-wellness-programs 7 University of California, Riverside - UCR (2012) Seven Dimensions of Wellness Retrieved... - If there is good policy and effective in work or employees implementing well, employees get performance benefits - Cause illegal or un-lawfull Table 2.1: Outcomes can occur when company start doing restriction policy 2.1 Before employment: This means that such restriction policies have been noticed before or as soon as candidates apply into any position of the company; or as after being hired Since... Some may do not agaisnt but also do not follow this policy, then finally there will lead to the case that employees working with no motivation, and do not pay most efford to complete the job well For example, some staff currenltly working for Cleveland Clinic, when employers have imposed restrictions on employee smoking, some have gone so far as to terminate smokers or ban them from employment, some... provisions set criteria for rewards provided to group health plan members who achieve a health standard These rewards are permitted only if the value is limited to 20% of the cost of the member’s coverage, if the program is designed to promote health or prevent disease, if the member has the chance to qualify for the reward at least annually, if alternative standards are set for those members with medical . all of the following components: - Wellness newsletter - Health risk assessments - Health screenings - Workshops on wellness issues - Walking groups - Health fairs - Healthy potlucks and healthy. following: Advantages Disadvantages - Develop themselves with new change. - Healthier. - Better employee morale. - Prevent diseases. - Benefit on health care, feel care and valued. - Enhance knowledge, improve. training program. - Lower absenteeism - Higher employee productivity - Break old habit, be boring, must have will. - Be required behavior changes are new, challenging, sustain difficultly. - Must drive