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Essay / Research Paper Abstract
A 9 page paper. Companies who offer health and wellness programs for their employees gain both tangible and intangible returns. This paper discusses who initiates and leads such a program, the goals, design and components, how to motivate employees to become engaged in the program, projected costs per employee, and evaluating the success of the program. The paper is written with an emphasis on Canada. Bibliography lists 6 sources.
Page Count:
9 pages (~225 words per page)
File: ME12_PGcnhwl9.rtf
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Unformatted sample text from the term paper:
components of these programs, they can be costly to set up. For example, if an organization built an exercise room, swimming pool, etc., there would require a high capital investment.
If the program were to be only educational, it would be very inexpensive. With rising health care costs, it makes sense for organizations to initiate and implement a health
and wellness program for their employees. Gowan Consulting (2009) reported that the average number of days Canadian employees were absent from their jobs due to illness was 9.2 days and
the costs of absenteeism is increasing by at least 10 percent per year (Gowan Consulting, 2009). The incidence of new kinds of disability, like carpel tunnel syndrome and a number
of others is also on the rise (Gowan Consulting, 2009). Another fact about wellness, illness and disabilities is the population itself. It is aging. As people age, they become more
prone to contract illnesses, diseases, conditions and disabilities (McCaig, 2008). According to a survey conducted by Buffett & Company, 90 percent of the organizations surveyed had a health and wellness
program available to their employees in 2006; that represented an increase from the 44 percent in 1997 (McCaig, 2008) so over a decade, most employers saw the value of having
such a program. Who Initiates and Leads the Program The human resource department would be the group to initiate such a project. McCaig (2008) stated that "HR leadership [is]
the driving force behind their wellness initiatives" (p. 6). This department is the logical choice because health benefits are administered by this department and because they have a total picture
of how many people are out of work each day. They would even have the best idea about why those people are absent. The Canadian Centre for Occupational Health and
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