Stress and Health Management in Organizations - Research Paper Example

 Stress and Health Management in Organizations INTRODUCTION: In today’s fast paced world, people find it difficult to find time for their own health. We see that taking care of one’s own fitness and health are not high on the priority list for most people. People sit for hours on end in front of their televisions or their computers. Work, entertainment, eating and drinking (junk food etc) are the focus of an average person’s life. We use vehicles, elevators, escalators etc. for even the most basic transportation purposes and try to limit the amount of exercise we do as much as possible. STRESS AND HEALTH MANAGEMENT: There are approximately 1 billion overweight adults, out of which around 300 million are suffering from obesity. Obesity forms the major reason for chronic illnesses and issues related to the heart. Other diseases which can occur due to obesity and over-weightiness are Type II Diabetes, hypertension, chronic illness and some forms of cancer as well. These statistics have been taken from the World Health Organization. Why is there a staggering amount of people who are obese? There are many answers to this question. The demographic and the social life shift that has taken place makes sure that most of the people are either working throughout the day on their seats in their offices. They hardly have time to take out for themselves and their health and they neglect their body requirements in terms of exercise, good nutritional food and proper hygienic activities. As incomes are rising, women are stepping out of the house; lifestyles are increasingly becoming busier than ever; people find lesser time for themselves and their health. They are subjected to stress and health related issues due to their ever-demanding and hectic lifestyles. As incomes rise and urban populations increase, people are consuming more and more unhealthy foods and at the same time physical activity is decreasing due to automated transport, technology at home and less physically demanding leisure activities. To correct this trend, there needs to be a concerted effort by individuals. However, employers too are at stake and for the betterment of their employees need to take certain steps to control this problem and reverse this global trend. This highlights the importance of stress management and health management in organizations. The organization, Johnson and Johnson, has been chosen for this research paper. They have clearly identified the importance of stress and health management in organizations and are taking exemplary initiatives to make sure that their employees are physically and mentally fit. The research paper discusses how they have been able to achieve these wellness programs, how benefitting they have been for them and how employees are now contributing towards the betterment of the organization in the best way possible. IMPORTANCE OF STRESS AND HEALTH MANAGEMENT IN ORGANIZATIONS: Stress is a by-product of trying to be ‘everything for everyone’. This stress results in employee absenteeism and increased medical cost by employers. In fact, a staggering 70% of employee healthcare costs are due to preventable illness. By supporting and implementing worksite wellness programs that help employees exercise regularly, eat nutritiously, avoid excessive alcohol and tobacco use, and learn to manage stress, organizations can help people change their lifestyles and move towards a state of optimal health. Many wellness and health education programs are designed to be inexpensive and easy to implement, and empowers employer groups to obtain the knowledge and skills necessary to achieve optimal corporate health and manage the cost of health care. This leads to increased employee morale and satisfaction, useful in attracting and retaining personnel and thus improving the public image of the organization. Positively impacting the health of an organization is a process and it can take time, effort and resources. Once employers get the knowledge about their corporate health landscape, they can then gather employee interest data through questionnaires, surveys, focus groups and individual interviews. Worksite wellness can range from basic programs that provide employees with health education materials and occasional on-site health fairs or workshops, to comprehensive programs whereby employees take a baseline Health Risk Appraisals (HRA) and the company works to address employee health needs by providing a series of on-site health programs that address everything from diseases to fitness and nutrition incentives. Through participation in wellness programs, not only do employees benefit but also the organizations by greater employee satisfaction, higher productivity, reduced absenteeism and lower healthcare cost. In some organizations, Employees are given incentives to achieve specific wellness goals, and the healthier they get, the more they earn! COUNTERING STRESS AND HEALTH ISSUES IN ORGANIZATIONS: WELLNESS PROGRAMS With the help of wellness programs, employees can be treated for health and stress related issues so that they are able to become a productive part of their organization. Wellness programs incorporate health regimes and programs that help the employees lead a healthier lifestyle. A prime example is that of Johnson and Johnson, whose wellness programs have earned widespread recognition all over the world. Replicating their wellness program, other organizations should make sure they are providing their employees with such programs so that both the organization as well as the employees is able to benefit from it. BENEFITS OF A WELLNESS PROGRAM Those companies which are adopting a Health and Wellness program for their employees are gaining an advantage over those which are not. A company benefits in the form of: Higher returns and cost savings because there are fewer medical claims and employees are healthier. As employees are also healthier, they are able to work harder and the efficiency with which they work increases too. Wellness programs help in increasing employee productivity because employees feel they are more active, cared for and healthy. Reduced absenteeism because when they are taken care of and have been provided the necessary healthcare there is no need for them to take time off from work. Employees will go on sick leave less often. Reduced injuries and compensation claims It shows employees that the organization is interested in them personally and is willing to spend money to take care of them. A wellness program will generate good will and encourage self-responsibility in the workforce. PROBLEMS ENCOUNTERED BY IMPLEMETING A WELLNESS PROGRAM There are some problems that the company may face when they initially introduce a Health and Wellness program within the organization. People working in the organization may think that they are fit and do not want to participate in the health and wellness program that is being initiated by their organization. Employees may also think that the results will be used by top management to make retrenchment decisions. This may one of the biggest reasons why an employee might not want to enter a wellness program in today’s volatile environment. Also, Many employees do not want to share health concerns as they may be feeling targeted by the company. As a result, many of those employees who do not participate in these wellness programs increase their healthcare costs. Employee wellbeing today is being taken seriously by all people concerned. The governments are also playing an important role in making sure that companies adopt and implement strategies which will ensure safety and wellbeing of their workforce and employees. In the USA, the act of Equal Employment Opportunity ensures that each and every individual has a right to be selected for a job if he or she has the right qualifications. There is one association which protects the rights of the employee; this organization is the OSHA (Organizational Safety and Health Association). OSHA (Organizational Safety and Health Association)- A HEALTH AND STRESS MANAGEMENT INITIATIVE: OSHA is an agency of United States Department of Labor. OSHA's role is to assure safe and healthful working conditions for working men and women; by authorizing enforcement of the standards developed under the Act; by assisting and encouraging the States in their efforts to assure safe and healthful working conditions; by providing for research, information, education, and training in the field of occupational safety and health. The various topics on which OSHA talk about or deals with are biological agents, construction, emergence preparedness, ergonomics, hazard communication, and maritime. It also provides free training on the above mentioned topics to organizations for example who are not able to bear its cost on their own. OSHA was widely criticized in its early years for confusing, burdensome regulations. Most of the criticism came because of the inconsistent enforcement during its early years and it was becoming expensive for the organization to implement the OSHA standards on their current equipment and processes. But with time, for example manufacturers of industrial equipment have included OSHA compliant safety features. This is an example of a law initiative to make sure that the employees that are working in the organizations. Health management ensures that costs related to health illness and operational accidents are not incurred at all. (United States Department of Law, 2008) PROPERTIES OF A GOOD WELLNESS PROGRAM A good wellness program should have the following characteristics; incorporate the physical and the mental health and well being of their employees: 1. Employee Assistance Programs: Issues related to relationships, child rearing, substance abuse and other sources of stress can have an impact on the health, happiness and quality of life of employees and their families. These EAPs are designed to give employees access to counseling, assessment, intervention and training. The services can be accessed electronically, via a toll-free phone number, by visiting an onsite EAP counselor or representative, or by contacting an offsite service; this makes it easier for the employees to reach out to the program. 2. Flexible Work Hours: Flexible work hours should be considered as it would provide the employees with catering to their personal life and responsibilities when they have to. Sometimes, catering to the household chores and issues becomes important; flex hours allows that employees are able to conveniently leave before time or come late to work as they see fit, providing flexibility in work schedule and a peace of mind. 3. Training to counter stress: Organizations should provide their employees with proper training programs that help them to understand the importance of stress and the damage it can do to work life and personal life. Proper programs to counter stress should be introduced before employees start feeling stressed out so that the employees proactively take measures to control any future outbursts of stress. This way, organizations will be able to cater to the psychological well being of their employees proactively. 4. Healthy work environment: Healthy work environment should be ensured; this should include occupational health, Toxicology and industrial hygiene. A healthy work environment promises that the people of the organization will be working in a disease free environment, ensuring their physical well being. Along with the above mentioned areas, there can be industry-specific connotations that can be added to this list to ensure that employees are safe, physically and mentally. CONCLUSION Stress and health management in organizations is now gaining popularity. Employers all over the world now understand the importance of a healthy work force and the competitiveness and efficiency it brings to their organization. Therefore, employees are now being offered competitive programs where they are ensured physical and mental safety; they are able to work in safe ergonomic conditions and enjoy their flexibility to contribute in a constructive manner to their organization. SURVEY: 1. Warm-up Questions: a. Thank you sir Thank you for taking out time to complete the survey for us. b. Choice of Organization/ Rational of choice The reason that we have chosen the organization is that there are many issues related to the stress and health management of this organization. Although they have a wellness program it still doesn’t work well to cater to the needs of their employees in a effective manner. c. Current status Increasing status of stress is seen in the organization. d. Organizational perception of stress Stress is taken as a negative connotation; however is prevalent in many people in the organization. They are feeling the pressure of the bureaucratic organization where they have to report on time, work tight schedules to meet a deadline and are not provided with many incentives and health benefits. The management understand the importance of stress and hence makes the employees attend seminars regarding the issue, however, that is all that they are doing to counter stress in their organization. 2. Factual Questions on stress and health management a. Major causes of stress in the work place Major cause of stress in the work place is the excessive workload that may be present on eat employees, random interruptions that take place as time management becomes an issue, unfairness and an air of mistrust, career and job ambiguity, lack of proper communication channels in the organization, lack of control and no appreciation; all can contribute towards stress in an employee’s workplace. b. With which causes would your organization identify with? The major cause of stress in the workplace are the lack of flexible work hours that are present, working conditions are not favorable, the culture of the organization is bureaucratic and also there are issues related to prejudice and favoritism. There is also a lack of health programs which should’ve been present considering it is an organization of more than 50 people working. They provide the basic health insurance as instructed per law, however, fail to provide any other incentive to the employees so that they may take care of their health and be a healthy part of their organization. c. Do you have measuring tools for evaluating these causes? The organization does not have any tools to measure the causes of health issues and stress problems. d. What are the negative effects/cost to your organization? The employee productivity goes down when they are not feeling well. Similarly, added health costs are also a burden on the cost sheet of the organization. Absenteeism and turnover also increase the hidden costs to the organization. e. Absenteeism (and Orgs. Policy)/Turnover/Burnout Absenteeism is on the rise, employees are frequently taking offs and complaining of burnouts. f. Creativity/ Productivity/Performance affection by stress. Stress is greatly affecting the creativity and productivity of employees at the workplace at this time. 3. Programs in place a. What health and stress management programs are implemented? There are no wellness programs working in the organization. The organization is just covering the basic health insurance of their employees as per the laws and regulations. Apart from this, the organization makes sure that their employees attend seminars related to stress management and health management. b. Your assessment of the usefulness of these programs The programs are not of much use as they are not translating into reducing stress in their organization. Seminars are not adding value to the employees as employees are not implementing it at their workplace. Therefore, they are of no use to the organization and are just adding costs. c. Cost/Risk/Benefits The costs associated with health issues are tremendous. The wellness program that is working is currently not translating into benefits, adding costs to the organization. BIBLIOGRAPHY 1. Employee Wellness Program, Rossiter & Co. Benefits. http://www.rossiterandco.com/Employee-Wellness-Program/EmployeeWellnessProgramImplementation.htm [April 14, 2010] 2. United Stated Department of Labor, (2008) OSHA’s Role, http://www.osha.gov/oshinfo/mission.html [April 14, 2010] Read More