Select an actual organization—this can be the company where you currently work o

Question

Select an actual organization—this can be the company where you currently work or a company where you aspire to work one day.

Write a 4-5 page paper—this report is divided into TWO sections. The first is your own personal wellness plan you plan to adopt and the second section is your recommendations for an organization to adopt a wellness program.

Use APA for in-text citations and references. (see www.apastyle.org if you need information or www.owl.english.perdue.edu, Perdue University’s online writing lab). Your paper should have appropriate citations and references.

Use a cover page and put your project in a presentation sleeve.

Use headings within your paper to separate, see APA for how to use headings appropriately.

Writing errors will count, proof carefully. Review the APA websites carefully.

Appropriate business terminology and content should be demonstrated.

For Section #2, assume you are presenting this paper to the CEO and Board of Directors to encourage them to start a wellness program as part of their HR Benefits strategy or expand their current wellness program.

Outline For Project

Section One—Identify your own personal wellness needs. From the discussions, readings, and guest speakers, address the following about your current and projected wellness plan:

o Overall health awareness—use your results from the assessment in the course, first week activity (Content page—use the actual assessment I reviewed and marked)

o Current assessment (use the self-assessment as a source-take the assessment again and see if there are any changes) Include your assessments with your paper so that your changes can be clear.

o Current levels of healthy living components—exercise, nutrition, sleep, disease prevention strategies, assessment of heredity factors

o Personal Action Plan—What changes will you make? How will you change?

o Be specific as to how you will implement these personal changes; how will you hold yourself accountable?

Section Two—Assume you are the HR Manager either at your current employer or an employer of your choice, make the case for why this organization should implement a wellness program and what components the program should include. Be specific as to the organization’s employees and their type of work. Include the following:

Review of current health programs available

Rationale of cost/benefit assessment

Types of wellness programs needed

Estimated Implementation Issues—costs, facilities , third part providers needed

If the organization has a wellness program already, what changes should be made to encourage employee engagement and participation or to enhance overall results?

Make your report factual using your source materials as well as the content from the class. Incorporate charts and graphs to demonstrate your points clearly. The sources below may assist you, you are not limited to those resources.

Please follow all steps. These are paragraphs not bullets. No plagarism or previous chegg answers. They are not correct.

Explanation / Answer

A WELLNESS PROGRAM IS A COMPLETE PROJECT MEANT TO OVERHAUL YOUR LIFE. IT’S ALSO HIGHLY PERSONAL, AND ONLY YOU CAN DECIDE WHAT AREAS OF YOUR LIFE NEED TO BE CHANGED OR IMPROVED. CHANGE TAKES TIME, AND OVERWHELMING YOURSELF OR PUTTING YOUR LIFE UNDER TOO MUCH PRESSURE WILL ONLY CAUSE YOU TO QUIT. INSTEAD, FOCUS ON THE LONG-TERM RESULTS OF THE PLAN, WHICH ARE ACHIEVING A HEALTHIER, MORE BALANCED LIFE.

OVERALL HEALTH AWARENESS

STEP 1

MAKE A LIST OF THINGS YOU WANT TO IMPROVE IN YOUR LIFE. FOCUS ON AREAS WHERE YOU NEED TO MAKE CHANGES. BE AS SPECIFIC AS POSSIBLE, AND MAKE SURE YOU INCLUDE AT LEAST THREE DIFFERENT ASPECTS OF YOUR LIFE. FOR EXAMPLE, YOU MIGHT WANT TO IMPROVE YOUR STRESS LEVELS, YOUR HEALTH AND YOUR WEIGHT. OR MAYBE YOU NEED TO WORK ON TIME MANAGEMENT OR LEARN HOW TO HAVE A HEALTHIER RELATIONSHIP WITH YOURSELF.

STEP 2

CHOOSE AT LEAST THREE AREAS YOU WANT TO FOCUS ON, AND THEN CREATE A LIST OF CHANGES YOU WANT TO MAKE ON THOSE AREAS. FOR EXAMPLE, TO IMPROVE YOUR STRESS LEVELS, YOU CAN TRY MEDITATION, GETTING ENOUGH SLEEP AND LEARNING HOW TO DEAL WITH CONFLICT. OR YOU CAN COME UP WITH A LIST OF HEALTHIER EATING HABITS TO HELP YOU LOSE WEIGHT. ACCORDING TO THE BULLOCK FAMILY CHIROPRACTIC CENTER, YOU NEED TO BE SPECIFIC WHEN SETTING UP GOALS. DON’T SAY “TO LOSE WEIGHT” BUT INSTEAD PUT DOWN THE NUMBER OF POUNDS YOU WANT TO LOSE.

STEP 3

DIVIDE THOSE GOALS INTO SMALLER, WEEKLY GOALS. TRY TO MAKE ONE SMALL CHANGE FROM EVERY AREA EACH WEEK. FOR EXAMPLE, WEEK ONE OF TRYING TO LOSE WEIGHT CAN BE DRINKING MORE WATER. ON WEEK TWO, KEEP DRINKING WATER AND ADD A HEALTHY FRUIT SNACK AND SO ON.

STEP 4

MAKE A LIST OF THE REASONS WHY YOU’RE TRYING TO CHANGE. PRINT THE LIST AND POST IT SOMEWHERE WHERE YOU’LL SEE IT FREQUENTLY, SUCH AS THE SIDE OF YOUR MONITOR OR YOUR FRIDGE. WHEN YOU’RE FEELING DOWN AND ARE HAVING A HARD TIME KEEPING UP WITH YOUR RESOLUTIONS, READ THE LIST TO REMIND YOURSELF YOUR MOTIVATION TO CHANGE.

STEP 5

WRITE DOWN A LIST OF REWARDS YOU’LL GIVE YOURSELF FOR ACHIEVING SMALL GOALS ALONG THE WAY. ACCORDING TO PARENTING SITE WOMEN’S FORUM, YOU SHOULD HAVE SMALL REWARDS ALONG THE WAY TO HELP YOU STAY MOTIVATED AND ONE BIG REWARD AT THE END, WAITING TO SEE IF YOU ACHIEVE YOUR FINAL GOAL. REWARDS CAN BE ANYTHING THAT MAKES YOU FEEL GOOD: A BOOK YOU WANT TO READ, A MANICURE OR A MASSAGE, A NEW ELECTRONIC GADGET OR A TRIP TO THE BEACH.

STEP 6

KEEP TRACK OF YOUR PROGRESS. YOU CAN USE A JOURNAL TO WRITE DOWN YOUR FEELINGS AND ACCOMPLISHMENTS OR YOU CAN PRINT OUT A MASTER LIST WITH ALL YOUR GOALS IN IT. AS YOU ACCOMPLISH THEM, JUST CHECK THEM OR CROSS THEM OUT.

CURRENT ASSESSMENT

THE FIRST ASSESMENT HAVE BEGAN IN 1992 BY AMERICAN MEDIACL ASSOCIATE

IN 1995 HEALTH ASSESMENT CONSIDERED AS BASIC HUMAN RIGHT

THEY ARE DIVIDED INTO THREE CATEGORIES

THE ASSESMENTS ARE AT REGFULAR INTERVALS OF TIME

INCRESING CLIENT PARTICIPATION IN HEALTH CARE

ACCURATETLY DEFINE THE HEALTH AND RISK CARE NEEDS FOR INDIVIDUAL

HELATH ASSESMENT IS SHARED WITH THE CLIENT I9N A CLEARLY AND UNDERSTANDABLE MANNNER

TYPES OF ASSESMENTS

COMPREHENSIVE ASSESMENTS :

IT IS USUALLY THE INITIAL ASSESMENT IT VERY THROUGH AND INCLUEDS DETAILED HEALTH HISTORY AND PHYSICAL EXAMINATION AND EXAMINE THE CLIENT OVERALL HEALTH STATUS

FOCUSED ASSESMENT

THIS IS PROBLEM ORIOENTED AND MAY BE THE INITIAL ASSESMENT OR AN ON GOING ASSESMENT

CURRENT ACTION PLAN

NUTRITION   

NUTRITION SCOURE   

EXCERSICE FITNESS

DISESE PREVENTION

DISESE PREVENTION SCORE      

PEERSONAL ACTION PLAN

PHYSICAL WELLNESS

TO MAINTAIN OVERALL PHYSICAL HEALTH AND ENGAGE IN APPROPRIATE PHYSICAL ACTIVITY (EXAMPLE : STAMINA, STRENGTH , FLEXIBILITY, HEALTHY BODY, COMPOSITION)

EMOTIONAL WELLNESS

TO HAVE A POSITIVE SELF CONFIDENCE, DEAL CONSTRUCTIVELY WITH YOUR FEELINGS AND DEVELOPE POSITIVE QUALITIES

INTELLECTUAL WELLENSS

TO PURSURE AND RETAIN KNOWLEDGE, THINK CRITICALLY ABOUT ISSUE MAKE SOUND DESICION, IDENTIFY PROBLEMS, FIND SOLUTIONS

SPIRITUAL WELLNESS

TO DEVELOPE A SET OF BELIFS PRINCIPLES OR VALUES THAT GIVE MEANING OR PURPOSE TO YOUR KLIFE: TO DEVELOPE FAITH IN SOMETHING BEYOND YOURSELF

PERSONAL ASESMENT

DETERMINE BY TRUE OR FALSE

ASSEST YOUR STAGE

STRATERGIES FOR CHANGES

PRECONTEMPLATION

EMPLOYEE WELLNESS PROGRAMS HAVE PROVEN AND DOCUMENTED POSITIVE RETURNS FOR BOTH EMPLOYERS AND EMPLOYEES. WHY, THEN, DOESN’T THE ENTIRE WORKFORCE PARTICIPATE? THEORIES AND EMPLOYEE SURVEYS SUGGEST THERE ARE SEVERAL REASONS WHY AN EMPLOYEE MIGHT NOT CHOOSE TO PARTICIPATE IN AN EMPLOYEE-SPONSORED WELLNESS PROGRAM. EMPLOYERS THAT ADDRESS THESE HEAD-ON CAN ENCOURAGE GREATER PARTICIPATION:

· EMPLOYEES THINK THE EMPLOYER IS TRYING TO LEARN ABOUT THEIR HEALTH ISSUES TO SOMEHOW USE THAT INFORMATION AGAINST THEM.

· THEY DO NOT BELIEVE THAT HEALTH RISK ASSESSMENTS ARE REPORTED IN THE AGGREGATE AND WILL NOT HAVE THEIR NAME ASSOCIATED WITH THEIR INDIVIDUAL RESULTS.

· THEY ARE NOT INTERESTED IN IMPROVING THEIR HEALTH (MOST SMOKERS UNDERSTAND THAT IT'S UNHEALTHY, YET THEY ARE NOT READY TO MAKE THE EFFORT TO QUIT).

· SOME EMPLOYEES DO NOT NEED HELP AND ARE ALREADY LIVING A HEALTHY LIFESTYLE.

· THE COMPANY SENDS MIXED MESSAGES: IT ENCOURAGES PARTICIPATION IN THE WELLNESS PROGRAM, YET STILL OFFERS HIGH-FAT "JUNK" FOODS IN THE CAFETERIA AND VENDING MACHINES.

· THE COMPANY LEADERS DON'T PARTICIPATE, SO EMPLOYEES DON'T BELIEVE IT'S IMPORTANT.

ADVANTAGES TO THE EMPLOYER

WHETHER OR NOT THEY HAVE MADE THE MOVE TO INVEST IN THE HEALTH OF THEIR EMPLOYEES, MOST COMPANY LEADERS ACKNOWLEDGE THAT A HEALTHIER WORKFORCE WILL BENEFIT THEM, AND WHY NOT? ACCORDING TO THE WELLNESS COUNCIL OF AMERICA, RESULTS ARE IMPRESSIVE:

· A COMPANY GAINS AN AVERAGE OF $5.81 FOR EVERY DOLLAR INVESTED IN HEALTH MANAGEMENT PROGRAMS.

·THEY REDUCE SICK-LEAVE ABSENTEEISM BY AN AVERAGE OF 26.8 PERCENT.

·THEY REDUCE HEALTH CARE COSTS BY 26 PERCENT.

·THEY REDUCE WORKER'S COMPENSATION AND DISABILITY MANAGEMENT CLAIMS COSTS BY 32 PERCENT.

ADVANTAGES TO THE EMPLOYEE

LIKEWISE, EMPLOYEES ARE SEEING THE BENEFITS OF WELLNESS PROGRAMS. ACCORDING TO THE PRINCIPAL FINANCIAL WELL-BEING INDEX FOR AMERICAN WORKERS, 62 PERCENT OF EMPLOYEES BELIEVE WORKPLACE WELLNESS ACTIVITIES ARE SUCCESSFUL IN IMPROVING HEALTH AND REDUCING RISKS (UP FROM 55 PERCENT IN 2011).

AMERICAN EMPLOYEES WHO ARE HEALTHIER APPROACH THEIR WORK WITH MORE ENERGY AND MOTIVATION. HERE ARE SOME BENEFITS THEY CITE:

·51 PERCENT OF PARTICIPANTS SAY THEY WORK HARDER AND PERFORM BETTER

·59 PERCENT SAY THEY HAVE MORE ENERGY AND ARE MORE PRODUCTIVE

·EMPLOYEES EXPECT THEIR EMPLOYERS TO OFFER WELLNESS PROGRAMS

·45 PERCENT SAY THAT HEALTH-RELATED PROGRAMS ENCOURAGE THEM TO STAY IN THEIR CURRENT POSITION

·43 PERCENT SAY THEY MISS FEWER DAYS OF WORK AS A RESULT OF WELLNESS PROGRAMS

WALMART

·TRYING TO MAKE FOOD HEALTHIER AND MORE AFFORDABLE BY WORKING WITH SUPPLIERS TO REDUCE SODIUM AND SUGAR IN KEY PRODUCTS.

·ALSO AIMING TO DOUBLE THE AMOUNT OF ORGANIC PRODUCE THEY BUY AND LOWER COSTS TO CONSUMERS.

·WALMART IS CONTINUALLY WORKING TO PROVIDE THE 1.1 MILLION WALMART ASSOCIATES AND FAMILY MEMBERS COVERED BY WALMART HEALTH CARE PLANS WITH ACCESS TO AFFORDABLE, COMPREHENSIVE MEDICAL COVERAGE AS WELL AS TOOLS, RESOURCES AND INNOVATIVE NEW BENEFITS TO HELP THEM MANAGE THEIR HEALTH AND WELL-BEING.

·FOR $7-10 A PAYCHECK EMPLOYEES CAN USE THE WALMART FITNESS CENTER, WHICH HAS A TRACK, EXERCISE EQUIPMENT, A SWIMMING POOL, CLASSES, ETC.

EXXON-MOBIL

·HE NEW NORTH HOUSTON HEAD CAMPUS IS DESIGNED IN THE SAME VEIN AS THE GOOGLEPLEX, THE CALIFORNIA HEADQUARTERS OF TECH GIANT GOOGLE THAT DOUBLES AS AN ADULT PLAYGROUND, WITH VOLLEYBALL GAMES, FREE HAIRCUTS AND RECREATION ROOMS.

·HAS A STATE OF THE ART FITNESS CENTER AVAILABLE TO EMPLOYEES.

·GLOBALFIT DISCOUNT PROGRAM: THIS FITNESS DISCOUNT PROGRAM ALLOWS EMPLOYEES, RETIREES AND THEIR FAMILIES TO JOIN TOP-RATED HEALTH CLUBS AT SUBSTANTIALLY DISCOUNTED RATES.

COST BENEFIT

A COST-BENEFIT ANALYSIS IS A PROCESS BY WHICH BUSINESS DECISIONS ARE ANALYZED. THE BENEFITS OF A GIVEN SITUATION OR BUSINESS-RELATED ACTION ARE SUMMED, AND THEN THE COSTS ASSOCIATED WITH TAKING THAT ACTION ARE SUBTRACTED. SOME CONSULTANTS OR ANALYSTS ALSO BUILD THE MODEL TO PUT A DOLLAR VALUE ON INTANGIBLE ITEMS, SUCH AS THE BENEFITS AND COSTS ASSOCIATED WITH LIVING IN A CERTAIN TOWN, AND MOST ANALYSTS WILL ALSO FACTOR OPPORTUNITY COST INTO SUCH EQUATIONS.

THE COST-BENEFIT ANALYSIS PROCESS

THE FIRST STEP IN THE PROCESS IS TO COMPILE A COMPREHENSIVE LIST OF ALL THE COSTS AND BENEFITS ASSOCIATED WITH THE PROJECT OR DECISION. COSTS SHOULD INCLUDE DIRECT AND INDIRECT COSTS, INTANGIBLE COSTS, OPPORTUNITY COSTS AND THE COST OF POTENTIAL RISKS. BENEFITS SHOULD INCLUDE ALL DIRECT AND INDIRECT REVENUES AND INTANGIBLE BENEFITS, SUCH AS INCREASED PRODUCTION FROM IMPROVED EMPLOYEE SAFETY AND MORALE, OR INCREASED SALES FROM CUSTOMER GOODWILL. A COMMON UNIT OF MONETARY MEASUREMENT SHOULD THEN BE APPLIED TO ALL ITEMS ON THE LIST. CARE SHOULD BE TAKEN TO NOT UNDERESTIMATE COSTS OR OVERESTIMATE BENEFITS. A CONSERVATIVE APPROACH WITH A CONSCIOUS EFFORT TO AVOID ANY SUBJECTIVE TENDENCIES WHEN CALCULATING ESTIMATES IS BEST SUITED WHEN ASSIGNING VALUE TO BOTH COSTS AND BENEFITS FOR THE PURPOSE OF A COST-BENEFIT ANALYSIS.

THE FINAL STEP IS TO QUANTITATIVELY COMPARE THE RESULTS OF THE AGGREGATE COSTS AND BENEFITS TO DETERMINE IF THE BENEFITS OUTWEIGH THE COSTS. IF SO, THEN THE RATIONAL DECISION IS TO GO FORWARD WITH PROJECT. IN NOT, A REVIEW OF THE PROJECT IS WARRANTED TO SEE IF ADJUSTMENTS CAN BE MADE TO EITHER INCREASE BENEFITS AND/OR DECREASE COSTS TO MAKE THE PROJECT VIABLE. IF NOT, THE PROJECT MAY BE ABANDONED.

DIFFERENT TYPES OF WELLNESS PROGRAM

CORPORATE NUTRITION COMPANIES

COMPANY KITCHEN

EMPLOYEE NUTRITION IS VITAL FOR ENHANCING THE PRODUCTIVITY OF A WORK ENVIRONMENT. COMPANY KITCHEN OFFERS AN ARRAY OF WORKSITE WEIGHTLOSS PROGRAMS WHICH INVOLVE PROVIDING CORPORATE NUTRITION AND FOOD SERVICES TO THE CAFETERIAS AND BREAK ROOMS WITHIN AN ORGANIZATION. COMPANY KITCHEN CAN ALSO TRACK THE NUTRITIONAL HEALTH OF EACH EMPLOYEE AND THEN PROVIDE THEIR COMPANY’S HUMAN RESOURCES DEPARTMENT WITH INFORMATION ABOUT EACH EMPLOYEE’S CURRENT STATE OF HEALTH. BY UTILIZING THE LATEST TECHNOLOGY AND SOFTWARE, COMPANY KITCHEN IS ABLE TO KEEP UPDATED INFORMATION ABOUT THE HEALTH OF EACH EMPLOYEE WITHIN AN ORGANIZATION. AND IF SOMEONE’S HEALTH IS POOR DUE TO BAD NUTRITION, THEN HEALTHIER FOODS AND DIET PLANS WILL BE RECOMMENDED TO THEM

DIETTOGO

DIETTOGO BELIEVES THAT EMPLOYEE NUTRITION IS ESSENTIAL FOR THE PRODUCTIVITY AND SUCCESS OF A COMPANY. FOR YEARS, DIETTOGO HAS DEVELOPED WORKSITE WEIGHTLOSS PROGRAMS WHICH HAVE HELPED NUMEROUS EMPLOYEES THROUGHOUT THE COUNTRY LOSE WEIGHT AND STAY IN SHAPE. STATISTICS HAVE SHOWN THAT COMPANIES INCUR BILLIONS OF DOLLARS IN MEDICAL EXPENSES EACH YEAR BECAUSE OF THEIR OVERWEIGHT EMPLOYEES. DIETTOGO WORKS TO FIX THIS PROBLEM BY INTRODUCING A CORPORATE NUTRITION PROGRAM TO CLIENTS THAT TEACH THEIR EMPLOYEES HOW TO EAT PROPERLY AND STAY CONSISTENT WITH THEIR NUTRITION. EMPLOYEE NUTRITION IS ALL ABOUT SUPPLYING THEM WITH PORTION-CONTROLLED MEALS THAT ARE HEALTHY AND BENEFICIAL TO THEIR PHYSICAL HEALTH. AFTER A WHILE, THEY’LL START TO FEEL BETTER, HAVE MORE ENERGY, AND WORK HARDER AT THEIR JOB. AT THE SAME TIME, THEIR EMPLOYERS WILL SAVE MONEY ON MEDICAL EXPENSES AND PROFIT MORE FROM THE INCREASED PRODUCTIVITY.

GROW

GROW IS A CORPORATE NUTRITION COMPANY WHICH IS COMPRISED OF A TEAM OF HEALTH AND NUTRITION EXPERTS WHO STRIVE TO HELP CHANGE THE WAY EMPLOYEES EAT. COMPANIES HIRE GROW TO HELP THEM INTEGRATE HEALTHIER FOOD OPTIONS INTO THEIR ORGANIZATION FOR THEIR EMPLOYEES TO TAKE ADVANTAGE OF. THIS INCLUDES THE REVOLUTIONARY G3 HEALTHY VENDING MACHINE WHICH IS A SPECIAL VENDING MACHINE THAT CONTAINS ONLY HEALTHY FOOD SNACKS, RATHER THAN THE TYPICAL JUNK FOOD SNACKS YOU’D FIND IN OTHER VENDING MACHINES. THAT WAY, EMPLOYEE NUTRITION CAN BE SUSTAINED WITHIN THE ORGANIZATION AT ALL LEVELS. MICRO MARKETS CAN ALSO BE INTRODUCED TO ENHANCE THIS EXPERIENCE AS WELL

WELLNESS CAMPAIGN PROVIDERS

HEALTH ENHANCEMENT SYSTEMS   

HEALTH MANAGEMENT SYSTEMS IS A WELLBEING COMPANY WHICH CREATES SOME OF THE BEST INCENTIVE PROGRAMS FOR EMPLOYEES AT THEIR WORKPLACE. SINCE 1992, HES HAS DEVELOPED WELLNESS PROGRAMS IN THE WORKPLACE FOR HOSPITALS, NONPROFIT ORGANIZATIONS, GOVERNMENT AGENCIES, CORPORATIONS, EDUCATIONAL INSTITUTIONS, AND OTHER BUSINESSES. NOT ONLY HAVE THEIR HEALTH AND WELLNESS PROGRAMS IMPROVED THE LIVES OF AMERICAN WORKERS, BUT THEY’VE ALSO SPREAD THEIR EMPLOYEE WELLNESS PROGRAMS EXAMPLES TO COUNTRIES IN AFRICA, ASIA, AND EUROPE AS WELL. HES HELPS ENHANCE ALL AREAS OF EMPLOYEE HEALTH INCLUDING STRESS, WEIGHT, NUTRITION, AND FITNESS.

3) WELLNESS PORTALS

HEALTHBREAK INC.

HEALTHBREAK IS A WELLBEING COMPANY FOUNDED BACK IN 1990. OVER THE LAST 25 YEARS, THEY’VE BECOME THE NATION’S LEADING PROVIDER OF WELLNESS PROGRAMS IN THE WORKPLACE. THEY PRODUCE THE VERY BEST INCENTIVE PROGRAMS FOR EMPLOYEES WHICH ENABLE THEM TO CHANGE THEIR BEHAVIORS AND EMBRACE A WELLNESS LIFESTYLE WHERE THEY MAKE HEALTHIER CHOICES FOR THEMSELVES. AT THE SAME TIME, IT REDUCES THE HEALTHCARE COSTS THAT EMPLOYERS GENERALLY HAVE TO PAY AS A RESULT OF THEIR EMPLOYEES LIVING UNHEALTHY LIFESTYLES. THEREFORE, HEALTHBREAK’S HEALTH AND WELLNESS PROGRAMS ARE A WIN-WIN FOR BOTH THE EMPLOYEES AND THEIR EMPLOYERS. HEALTHBREAK IS BASED IN GOLDEN, COLORADO AND HAS A REGIONAL OFFICE IN OMAHA, NEBRASKA. THEIR GOAL IS TO CREATE A CULTURE OF WELLNESS IN THE WORKPLACE FOR ALL EMPLOYEES.

WELLNESS INCENTIVE COMPANIES

INCENTAHEALTH

INCENTAHEALTH HAS ONE PRIMARY GOAL FOR ITS HEALTH AND WELLNESS PROGRAMS: HELP AT LEAST 100 MILLION PEOPLE CHANGE THEIR LIVES BY EATING HEALTHIER AND BEING MORE ACTIVE. THAT WAY, THE OBESITY EPIDEMIC THAT’S TAKEN OVER THE COUNTRY CAN FINALLY BE PUT UNDER CONTROL. AS A WELLBEING COMPANY, THEY WORK WITH COMPANIES AND THEIR EMPLOYEES TO REDUCE OBESITY BY HAVING THEM TAKE PART IN SOME OF THE BEST INCENTIVE PROGRAMS FOR EMPLOYEES YOU’VE EVER SEE. THESE INCENTIVES ARE DIFFERENT THAN WHAT YOU MAY FIND IN ANOTHER WELLBEING COMPANY. INSTEAD OF JUST GETTING THE INCENTIVE TO LOSE WEIGHT, INCENTAHEALTH ACTUALLY PAYS PARTICIPANTS BASED ON THEIR PERFORMANCE LEVEL IN THEIR HEALTH AND WELLNESS PROGRAMS. THE BETTER THEY DO, THE BIGGER THEIR REWARD.

LIFEDOJO

LIFEDOJO IS ALL ABOUT CREATING THE BEST INCENTIVE PROGRAMS FOR EMPLOYEES SO THEY CAN EVENTUALLY FEEL MOTIVATED TO LEAD A HEALTHIER LIFESTYLE ON THEIR OWN. FIRST, THIS WILL REQUIRE THEM TO PARTICIPATE IN WELLNESS PROGRAMS IN THE WORKPLACE THAT ARE BOTH ENGAGING AND SCIENTIFIC. OVER TIME, IT WILL CHANGE THE HABIT OF THE EMPLOYEES FROM A SELF-DESTRUCTIVE ONE TO A HEALTHY LIVING ONE. SOME OF THE HEALTH AND WELLNESS PROGRAMS PROMOTED BY LIFEDOJO IN THE WORKPLACE INCLUDE EXERCISE, HEALTHY EATING, STRESS REDUCTION TECHNIQUES, AND RESILIENCE INCREASING TECHNIQUES. EMPLOYEES WILL ALSO BE TAUGHT THE IMPORTANCE OF SLEEPING, STOPPING TOBACCO USE, AND TAKING CONTROL OF THEIR FINANCES.

ONSITE MASSAGE COMPANIES

MASSAGE AT WORK

MASSAGE AT WORK IS A UNIQUE KIND OF WELLBEING COMPANY THAT EMPHASIZES THE USE OF MASSAGE CHAIRS INTO THEIR HEALTH AND WELLNESS PROGRAMS. COMPANIES HIRE MASSAGE AT WORK TO INSTALL THEIR CHAIRS INTO THE WORK ENVIRONMENT SO THAT EMPLOYEES CAN USE THEM. MASSAGE CHAIRS HAVE BEEN FOUND TO REDUCE STRESS, INCREASE BLOOD CIRCULATION, AND REDUCE BACK AND NECK PAIN. MOST WELLNESS PROGRAMS IN THE WORKPLACE WILL SAVE COMPANIES AROUND $5 FOR EVERY $1 INVESTMENT THEY MAKE INTO THEM. WITH THE MASSAGE CHAIRS BY MASSAGE AT WORK, COMPANIES WILL SAVE EVEN MORE MONEY WITH THEIR INVESTMENT BECAUSE THESE CHAIRS JUST KEEP SATISFYING EMPLOYEES OVER AND OVER AGAIN. THEY’LL BE MUCH MORE COMFORTABLE AND PRODUCTIVE THROUGHOUT THE REST OF THEIR WORK DAY.

6) WELLNESS MANAGEMENT COMPANIES

HEALTHFORCE

HEALTHFORCE HELPS EMPLOYERS BUILD AND MAINTAIN A HEALTHY WORKFORCE. WE DELIVER HEALTH INFORMATION, EXPERT ADVICE AND PROFESSIONAL SERVICES WHERE AND WHEN NEEDED. THEY PROVIDE ONLINE MANAGEMENT OF JOB-BASED HEALTH QUESTIONNAIRES, PHYSICAL EXAMS AND MEDICAL CLEARANCES FOR ONBOARDING, REGULATORY COMPLIANCE AND RETURN-TO-WORK. ORCHESTRATE FROM YOUR DESKTOP. PHYSICIAN HEALTHLINE™. EMPLOYEES GET TELEPHONE AND E-MAIL ACCESS TO DOCTORS 24/7/365 FOR EXPOSURE TO WORKPLACE RISKS. THE WELLNESS CHALLENGE® IS A CRITERIA BASED WELLNESS STRATEGY THAT ENGAGES EMPLOYEE’S LONG-TERM AND FOSTER’S TOTAL WELL-BEING. EMPLOYERS CAN ALSO GET STAFFING AND MANAGEMENT OF WORKSITE HEALTH CLINICS AND ON-DEMAND DELIVERY OF HEALTH TESTING, SCREENING AND EXAMINATION SERVICES AT THE WORKSITE.

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