Term paper on health and wellness

1. Workshop Six
Influencing Healthy Lifestyle Changes in the Workplace
Study Team Project
By
Team Keep It Movin’
MBA 460
Contemporary Issues in Human Resource Management
BSA 504
August 15, 2011
CERTIFICATION OF AUTHORSHIP
By my signature, and to prevent an HONOR CODE violation, I certify that I am the author of
this paper and that any assistance I received in its preparation is fully acknowledged and
disclosed in the paper. I have also cited any sources from which I used data, ideas or words,
either quoted directly or paraphrased. I also certify that this paper was prepared by me
specifically for this course.
Student(s) Signature: ____________________________________________________________

2. Influencing Healthy Lifestyle 2
Table of Contents
Abstract -------------------------------------------------------------------------- 3
Introduction------------------------------------------------------------------------ 4
Literature Review----------------------------------------------------------------- 5
Existing Situation-----------------------------------------------------------------7
Discussion-------------------------------------------------------------------------10
Further Discussion-----------------------------------------------------------------13
Conclusion--------------------------------------------------------------------------15
Reference List----------------------------------------------------------------------16

3. Influencing Healthy Lifestyle 3
Abstract
It has been suggested thatU.S. employers have the highest obesity rate amongst its employees in
comparison to other countries. This has a profound effect on the employer’s ability to help
supplement employee health care costs and remain competitive verses the cost of treating
multiple chronic illnesses and other medical conditions that affect productivity. There is
significance to implementing healthy lifestyle choices. Offering incentives for healthy lifestyle
changes benefits the employers and the employees. Research shows that changing
one’slifestylecan reduce health care costs, reduce absenteeism, improve morale,and increase
productivity. CEO’s have found that healthier lifestyle changes benefits the company because
the employees are at work more and not out sick. Therefore, the implementation of healthy
lifestyle programs benefits the entire company.

4. Influencing Healthy Lifestyle 4
Introduction
Team Keep It Movin’ strives to influence other human resource professionals to
implement healthy lifestyle choices programs for their employees by offering incentives for
healthy lifestyle changes. Why would this be significant to other human resource professionals?
The following issues will be considered for discussion:
To decrease stress and improve morale
To decrease sick time used
To lower health insurance premiums
To anticipate higher productivity
To improve company image
The implementation of healthy lifestyle changes in the workplace just makes sense, when
properly executed.

5. Influencing Healthy Lifestyle 5
Literature Review
Research was conducted on whether it was worthwhile for an organization’s human
resource department to start up a healthy lifestyle program for its employees.
The research overwhelmingly points to the fact that it is beneficial for organizations to have a
healthy lifestyle program. Greene (2011) states that hospitals like Sentara Health System in
Norfolk, VA have saved $3.4 million in health care costs during the past three years with 80% of
its employees participating in a healthy lifestyle program. Greene (2011) currently, 86% of
hospitals have some form of healthy lifestyle program.
Greene (2011) believes that the main reason that organizations are adopting the healthy
lifestyle program is to reduce health care costs. The second benefit is reducing absenteeism, and
improving morale and productivity. These programs can encourage employees to quit smoking,
exercise more, lose weight, and to eat healthier foods. It is a win-win situation for everyone
because the organization wins by saving money, and the employees win by becoming healthier.
They will be successful in all organizations, as long as they are embraced by employees, and
they save the company money (Greene, 2011).
Hamlett-Coombs (2011) notes that it is now time for all companies to consider health and
wellness programs for their employees. By having this type of program, a company will save
money and increase productivity. Employees will miss fewer days from work for being sick, and
they will have less stress. Hamlett-Coombs (2011) argues that it is important for these programs
to be led by employees since they will act to motivate each other to become healthier.
It is much more cost-effective and productive to keep employees healthy than to
rehabilitate a sick or injured employee back into the business (Hamlett-Coombs, 2011). In some

6. Influencing Healthy Lifestyle 6
cases, a healthy lifestyle program will lower an organization’s health and safety premiums. For
the program to be successful, the organization should encourage all of its employees to
participate in it. But the company should keep it voluntary, and not force people to be a part of it.
Merrill (2011) describes a study undertaken to measure the effectiveness of a wellness
program in small companies. The four indicators that were measured were physical health,
emotional health, healthy behavior, and basic access to health related services. The study was
undertaken at Lincoln Industries in Lincoln Nebraska. Nearly all of the employees participated in
this wellness program. The results were that physical health, mental health, and healthy behavior
were significantly greater for the employees of Lincoln Industries. The conclusion of the study
was that the wellness program was proven effective for the workers in this small company.
Merrill (2011) feels that this study is important, because it shows that healthy lifestyle programs
succeed not only in large companies, but in small companies as well. Hank Orme, the president
of Lincoln Industries, believes that the study shows that the wellness program can have a positive
impact on his company’s bottom line. He now feels that a healthy lifestyle program is an
investment that yields high returns in all metrics including operating profit, customer
satisfaction, and supplier satisfaction (Merrill, 2011).
Bernstein (2011) has little doubt about the value of a healthy lifestyle program in
organizations. He sees large and small companies coming to the same conclusions. Even as the
bad economy has forced companies to cut employees benefits, corporate wellness programs have
not only survived but grown. Bernstein (2011) reported that the reason, according to many
studies, is that wellness benefits provided in the workplace yield more productive employees
who require less medical care.

7. Influencing Healthy Lifestyle 7
Bernstein (2011) claims that it is not just out of the goodness of their hearts, that CEOs
are implementing healthy lifestyle programs. The CEOs know that their organizations will reap
the benefits of healthier and more efficient employees. When employees come to work more
days per year because they are healthier, then this means that more goods and services will be
produced. This leads to what an organization needs to survive, which is lower costs and
increased profits. According to Bernstein (2011), medical costs fall by about $3.27 for every
dollar spent on healthy lifestyle programs, and that absenteeism costs fall by about $2.73 for
every dollar spent.
Existing Situation
In recent years, U. S. employers have come to understand that obesity is not just an
individual issue. According to NationMaster.com, the United States at 30.6% has the highest
obesity rate in the world, which is having a profound effect on the employer’s ability to help
supplement employee health care costs and remain competitive. Because of increased obesity
rates in America, chronic illnesses are on a rapid increase. The costs of treating multiple chronic
illnesses and other medical conditions are having a direct impact on a business’s production and
bottom-line. The passage of the Patient Protection and Affordable Care Act of 2010 further
enhances the burdenon employers.
Today many employers are taking a backseat to the issue, waiting for the fallout to settle
and go away, or hoping the impact will be minimal to their operation. In fact, many employers
feel that obesity is an employee’s freedom of choice. In reality, the effects of obesity and other
life threatening acts and activities will eventually affect the employer’s bottom line and
operation. A number of organizations are taking a proactive approach to minimize the impact on

8. Influencing Healthy Lifestyle 8
this epidemic by developing positive solutions to influencing employees to live a healthy
lifestyle. The strategic approach is another method employers are using to facilitate a leaner and
more productive workforce, and to head off the serious economic threat of enormous healthcare
costs. Employers seek to take advantage of healthcare insurance providers’ healthy lifestyle
premium reduction programs.
Hence, based on the U. S. obesity rate, a condition that significantly increases the risk of
major illness and chronic diseases, it is paramount that Human Resource Department (HRD)
officials take this matter seriously. As with other functions of an organization, organizational
healthy lifestyle programs come at a cost, which calls for serious consideration to realize the rate
of return on investment. Considering the potential impact to the organization, HRD managers
have a budgetary obligation to respond appropriately to minimize the health care cost to the
organization, and ensure its employees are physically able to meet the challenges of tomorrow.
The National Business Group on Health (NBGOH) is a nonprofit organization with over
350 registered employers taking proactive approaches to put employee healthy lifestyle programs
into play. According to the National Business Group on Health’s mission statement: “National
Business Group on Health is the national voice of large employers dedicated to finding
innovative and forward-thinking solutions to the nation's most important health care
issues.”National Business Group on Health. (2011). About the business group: Governance. Retrieved
fromhttp://www.businessgrouphealth.org/about/governance.cfm
Companies such as American Airlines, Inc., AutoZone, Inc., Costco Wholesale
Corporation, General Electric Company, Kohl's Department Stores, Target Corporation, and
Wegman’s Food Markets, are examples of organizations registered as active members of the

9. Influencing Healthy Lifestyle 9
NBGOH. The NBGOH website provides immediate resources for businesses to research the
pros and cons of employer-supported healthy lifestyle programs, such as, employer case studies,
access to health policies, health tips, and obesity cost calculators that can help businesses project
health insurance and operational costs. Furthermore, the NBGOH evaluates and publicly
recognizes organizations that demonstrate the best wellness programs for the year through a
national award. The recipients of the award must have demonstrated creative, comprehensive,
and effective solutions that improve employee health, productivity, and well-being. The
following companies have received awards in the year of 2011 as Best Employers for Healthy
Lifestyles:
Aetna
American Express
H.J. Heinz
The Franciscan Clinic
Verizon
Wyndham Worldwide
Then, there are investment firms such as the Willis Group, which prides itself as offering its
clients the best risk-management advice. This matter was clearly displayed in the Willis 2009
Health and Productivity Survey, Building a Culture of Health. The survey identifies the
prevailing trend that more and more employers have health and wellness programs or plan to add
one within the next three years. The survey also points out that managers in large firms realize
that wellness programs are an important factor in achieving business success, and if the programs
are managed correctly, there is an expected return on investment in two to three years. The

10. Influencing Healthy Lifestyle 10
Willis survey collaborates with Gallup, the research firm that has studied human nature for over
70 years.
The short-term positive effects for HRD managers to refrain from healthy lifestyle
programs, are organization capital or human resource investments; no requirements to establish
professional human resource or communications personnel to manage and access the program,
also no need to provide opportunities for employees to engage in healthy lifestyle activities and
events. The inaction to create healthy lifestyle programs will inevitably make the organization
vulnerable to higher healthcare costs, including the loss of production, creativity, and
organization competiveness, and possibly create the image of an employer that is not concerned
about its employees.
Discussion
As was stated previously, research was conducted on whether it was worthwhile for an
organization’s human resource department to start a healthy lifestyle program for its employees.
The research overwhelmingly points to the fact that it is beneficial for organizations to have a
healthy lifestyle program because of the increased obesity rates and chronic illnessesin America
are increasing rapidly. The implementation of an effective wellness program is essential to a
company’s survival with the current economic conditions.
According to the Journal of the American Medical Association (2004, March 10),
smoking was the leading cause of death, killing 435,000 Americans in 2000, up from 400,000 in
1990. Poor diet and physical inactivity, running a close second, are predicted to replace
smoking as the leading cause of death in the near future. These two chronic disease risk factors
accounted for 400,000 deaths in 2000, up from 300,000 in 1990 (“Healthy Workforce 2010”

11. Influencing Healthy Lifestyle 11
2001).As a whole Americans are a very unhealthy group of people considering that the leading
causes of death are heart attack, stroke, and cancer. The overall costs of treating multiple
chronic illnesses and other medical conditions have had a direct impact on a business’s bottom-
line. The solution is to encourage businesses to identify the need and to adopt a wellness
program.
There are numerous reasons why chronic diseases and obesity flourish in the U.S. today;
we have listed a few examples. First, due to a fast-paced society no one has time to cook, this
coupled with growing numbers of fast-food restaurants on every corner. It is very convenient to
eat out daily. Secondly, vending machines, snack bars and cafeterias have few, if any; healthy
choices. Lastly, increased inactivity due to technological advances in modern labor-saving
devices such as riding lawnmowers and power tools contribute heavily. Also the use of
computers, video/DVD games and the lack of sidewalks, walking trails and bike paths, all
encourage little to no physical activity (Gould, Johnson, 2009).
Employee benefits are one of the fastest rising expenses for many companies. There is a
great need for companies to thoroughly review all theiroptions, and correctly match their needs
with the appropriate wellness plan for them. To have a successful program the company should
take the strategic approach, which entail a long term investment; which may seem expensive in
the beginning but will prove to be beneficial in the end.
Team Keep it Movin’ makes the following recommendations:
1. Identify the need for a wellness program utilizing a simple survey made up of 10 or 12
questions that can provide valuable information or use a group forum.

12. Influencing Healthy Lifestyle 12
2. Establish a wellness committee.Employee involvement is vital to the success of any
wellness program. To obtain good results, employees should be involved in the wellness
program planning process. It encourages “buy in” from both management and potential
program participants.
3. Select wellness program incentives.Incentives attempt to build motivation by offering
individuals external rewards for taking steps in the right direction. The most common
wellness program incentives are toestablish behavioral changes thatwill
resultindiscounted health insurance premiums.
4. Obtain support for the wellness program which is vital for the program’s success.
Different types of wellness program support addressed, include the following (Gould,
Johnson, 2009):
•Management support for the wellness program
•Employee support for the wellness program
•Financial support for the wellness program
•Governmental support for the wellness initiative
The most important factor to the success of the wellness program is to obtain financial
support from the organization. A study in the Harvard Business Review (2010, December),
found that companies with comprehensive, well run programs can see an average return on their
investments of two to three dollars for every dollar spent and on the high side six dollars for
every dollar spent.
Wellness program materials are also available free of charge by accessing the Internet.

13. Influencing Healthy Lifestyle 13
For example, wellness tool kits, newsletters, nutrition pamphlets and posters, fitness
pamphlets and posters and wellness glossaries can be found. There are additional sources of
information, such as, voluntary health organizations, local public health departments, and state
andnational government agencies. Additionally, many pharmaceutical companies market
disease- management programs for many conditions, including diabetes, high blood pressure,
weight management and depression (Gould, Johnson, 2011).
An effective program will prove to reduce health care costs and absenteeism, eventually
yielding an increase in productivity. At the software firm SAS Institute, voluntary turnover is
just 4%, thanks in part to such a program; at the Biltmore tourism enterprise, the rate was 9% in
2009, down from 19% in 2005. According to Vicki Banks, Biltmore’s director of benefits and
compensation, “Employees who participate in our wellness programs do not leave.” (Berry,
Mirabito, Baun, 2010). Ultimately, the implementation of the wellness program will be
beneficial to employers and employees alike.
Further Discussion
In all organizations, employees are an expense as well as valuable resources (Noe,
Hollenbeck, Gerhart& Wright, 2009, p. 505). How can an organization survive and be
profitable with its entire employee’s home in bed sick? Two plus two does not equal five.Unless
Human Resource Professionals get serious about implementing healthy lifestyle programs; health
care costs will continue to be a huge liability in organizations. Healthy lifestyle programs possess
certain strengths, weaknesses, opportunities and threats to an organization.
Healthy lifestyle programs can strengthen an organization by lowering health insurance
premiums and medical claims. Employee’s productivity and morale increases while stress and

14. Influencing Healthy Lifestyle 14
the use of sick leave decreases. The overall image of an organization improves when employees
are healthy and take pride in their appearance. When employees are healthy, an organization can
focus more on achieving its strategic mission, and less on nursing the workforce back to health.
Some weaknesses HR professionals face when implementing healthy lifestyle programs
are cost, passive programs and privacy concerns. The cost to implement wellness programs can
sometime exceed what’s in the company’s budget to spend. Some employees may not want to
share health information with their employer. Most wellness programs “obtain baseline measures
on various indicators (weight, blood pressure, lung capacity, and so on) and measure individuals’
progress relative to these indicators over time” (Noe et al., 2009, p.605). Some employees may
view wellness programs as a privacy violation. Passive wellness programs do not “support” or
encourage employees to become active participants (Noe et al., 2009, p. 605). Organizations with
passive wellness programs lose money on their investment because the health of employees does
not improve, and health insurance premiums stay the same or increase.
Three opportunities HR professionals may experience in employee wellness program are
improved corporate culture, employee retention and organizational competitiveness. The
definition of corporate culture is “the way people dress, talk to one another and greet customers”
(Kotler& Keller, 2011, p.46). Organizations that care about their employees breed employees
who care about their job responsibilities, customers and each other. Employee retention increases
because the work environment is less stressful and more engaging. An organization with healthy
employees can better compete as opposed to those who do not invest in the health of their
employees. Healthy employees have the energy, creativity and drive to follow through with the
organization’s strategic goals.

15. Influencing Healthy Lifestyle 15
Threats that HR faces when implementing employee wellness programs are economic
recession, possible layoffs and employee financial worries. In these tough economic times,
organizations are struggling to survive, therefore implementing wellness programs are not at the
top of the agenda. Many organizations can’t afford to retain all employees, and employees are
upset and discouraged about the financial future for themselves and their families.
What strategic methods of implementing healthy lifestyle programs actually work and are
recommended? First, evidence suggests that the support of management is crucial. It is human
nature for people to follow the leader. When managers lead by example and actively participate
in an organization’s healthy lifestyle program, employees tend to willingly participate. It would
also be wise for managers to appoint one of their employees as a healthy lifestyles ambassador.
This employee should be well-liked, possess leadership qualities and truly support the program.
Employees should join the program at will and not be coerced to join. HR professionals should
use the “follow up model” when implementing a healthy lifestyles program. Employees should
have access to exercise equipment, outreach counselors, individualized health assessment, and
nutritious meals at work.
Conclusion
To conclude, when executed correctly, the implementation of healthy lifestyle program in
organizations just make sense. Exercise and a well-balanced diet are two key factors in keeping
employees healthy and therefore ready to carry out the organization’s mission, which is to
survive and stay profitable.

16. Influencing Healthy Lifestyle 16
References
Bernstein, L. (2011, July 4).Corporate fitness programs survive hard times. The
Washington Post.
Greene, J. (2011, Feb.).Employee wellness proves its worth. Trustee.
Vol. 64. Issue 2. Pages 8-13. Retrieved July 22, 2011 from ABI Inform.
Hamlett-Coombs, K. (2011, Feb. 4). Healthy workplace good for all.The Daily Post.
Retrieved July 22, 2011 from Factiva.
Merrill, R. (2011, April). Evaluation of a best-practice worksite wellness program in
a small-employer setting using selected well-being indices. Journal of
Occupational and Environmental Medicine. Vol. 53.Issue 4.Pages 448-454.
NationMaster.com (2011). Health statistics obesity by country.Retrieved July 28, 2011, from
http://www.nationmaster.com/graph/hea_obe-health-obesity
National Business Group on Health. (2011). About the business group: Awards program.
Retrieved from http://www.businessgrouphealth.org/about/awards.cfm
Willis. (2011). 2009 Health and productivity survey: Building a culture of health. Retrieved July
21, 2011. from http://www.willis.com/documents/services
/Employee%20Benefits/publications/Willis_Productivity_Survey_2009.pdf
Baun, W., Berry, L., Mirabito, A., (2010, Dec.) What’s the hard return on employee wellness
programs? Harvard Business Review.
Retrieved August 13, 2011 from,http://hbr.org
Gould, R., Johnson, R., (2009) Healthy Workforce 2010 and Beyond: An essential health
promotion sourcebook, Retrieved July 28, 2011 from,
http://prevent.org/data/files/topics/healthyworkforce2010andbeyond.pdf

17. Influencing Healthy Lifestyle 17
Healthy Workforce 2010: An essential health promotions sourcebook for employers,
large and small (2001). Retrieved July 28, 2011 from,
http://www.ascworkplacesolutions.com/documents/healthy_workforce_2010.pdf
Noe, R.A., Hollenbeck, J.R., Gerhart, B., & Wright, P.M. (2009). Human resource management: Gaining
a competitive edge (7th ed.). New York, NY: McGraw Hill Irwin.
Kotler, P., Keller, K. L. (2009). Marketing management(13th ed.). Upper Saddle River,
NJ: Pearson Prentice Hall.