The Needs of Educating Smoking Employees - Essay Example

Introduction Smoking has adverse health and economic effects on smokers and non-smokers alike, resulting in over five million preventable deaths. According to the S. Department of Health and Human Services, which published The Health Consequences of Involuntary Exposure to Tobacco Smoke: A Report of the Surgeon General: “Involuntary smoking is a cause of disease, including lung cancer, in healthy nonsmokers” (4). Clearly, smoking has significant harms to people, especially non-smokers, because they are not smoking, yet they are breathing in polluted air that harms them, when they are working in a workplace that allows smoking in or around its premises. The costs of smoking can be found in the workplace too, in terms of illnesses, tardiness, and other behavioral problems caused by heavy smoking. The National Cancer Institute provides updated information on the deathly costs of smoking: “People who smoke are up to six times more likely to suffer a heart attack than nonsmokers, and the risk increases with the number of cigarettes smoked. Smoking also causes most cases of chronic lung disease.” Clara Phyllis, an employee in the organization, testified to the harms of smoking: “I’ve been smoking since I was 14 years old. Now, I have lung cancer. I wish I quit earlier.” Cigarette smoking is connected to the productivity of employees and the performance of the organization because it impacts their welfare. Smokers are three times likely to be absent or late because of their smoking-related illnesses, John Hopkins, a human resource staff, reports. Hopkins underscores the need for addressing smoking at work because he notes that people spend more time working than at other places. He advocates for a centralized effort in addressing this health and firm problem. Since smoking occurs at the workplace, it is important that the company implement a comprehensive workplace-smoking program to benefit the employees and the organization. This paper proposes a wide-ranging workplace-smoking program for the company. Background The organization needs a program that will address the needs of educating smoking employees about the consequences of their smoking and helping them to quit this bad habit. Alley Dimple, another HR staff, has recently collected information about smokers at work. She says: “Around 5 out of 10 people are smoking several times a day. Many of them are constantly sick with colds and other smoking-related diseases. They are more absent, or late, or in need of medical insurance because of smoking.” Her report shows the urgency of addressing smoking because it affects the health of the employees, while reducing their respective performance. Dimple notes that people need to be educated in why they have to stop smoking and how they can do it: “Smokers need guidance. They need to be directed on their way towards recovery. This addiction can be stopped, but it is not something they can or we can do overnight.” She emphasizes the importance of education at the workplace to this effort. Smokers can change their smoking behaviors through education and other organization forms of support. HR staff Hopkins agrees with Dimple that firms need to support smoking cessation programs: “Smokers are not fully aware of the impacts of their smoking on themselves on others. At the same time, they need help quitting their bad habit. Getting help, however, is not something they do voluntarily easily.” He underscores the role of companies as networks of support. Healey and Zimmerman assert in their book that workplace smoking cessation programs are “more cost effective than many other clinical prevention services” (321). Adult smokers quit more rapidly when their workplaces are supportive of their efforts (Healey and Zimmerman 321). Apparently, a workplace systems approach can be used to understand the impact of organizations on employees. See figure 1, The Smoker in the Workplace. It explains the environmental factors that impact smoking cessation. Figure 1: The Smoker in the Workplace Source: Author of this paper Based on this illustration, the organization is an important external variable for smoking habits. Other variables are also important; especially the commitment of the smoker to the program, but the organization can play a larger role in helping employees to quit smoking habits. There are four authorities required to implement this program: The Human Resource Manager since he is in charge of approving policies and solutions that influence the welfare of the employees, the finance department, the Chief executive officer and the board of directors. The HR Manager will approve the proposal, which the student can help implement. The role of the student is the advocate of the proposal, as well as educator, when necessary. As noted by several sources, education and therapy are important to quitting smoking. Healey and Walker assert in their book that successful smoking cessation programs combine “education and therapy” (18). They offered evidence-based practices that can be included in this proposal. The HR and the author of this paper will also conduct an evaluation component for the effectiveness of this program. Scutchfield and Keck stress the significance of “long-term evaluation” in determining the effects and costs of smoking cessation programs (340). Evaluation can also enhance the effectiveness of the program by making necessary changes along the course of its implementation. Recommended Course of Action This student offers a comprehensive workplace-smoking program. The program will provide health benefits support for tobacco cessation and communicating tobacco free worksite policies and educating the employees on the social, health, economic and ethical effects of smoking so that they are encouraged to quit. The American Lung Association gives useful information on the effects of smoking on people and its own program “Freedom from Smoking.” Public measures for assessing the success of the program, whilst existing resources used for motivating smoking cessation behaviors, will also be provided. The American Lung Association and U.S. Department of Health and Human Services, among others, can provide free services and resources for this program. Conclusion 1) This student proposes a value-based package that promotes overall tobacco cessation, benefits of the smoking, information about other rehabilitation centers/programs and general health philosophy in the work place. See Figure 2 for the Conceptual Framework of the Program. The most critical component is the design of the smoking cessation program policy. Boerm, Gingiss, and Roberts-Gray note in their study that such policies can and have decreased smoking practices in school. They affirm the education for the educators because the latter must be prepared in competently answering the questions and other queries of employees. A manual for HR and educators can be made. This manual will be based on the existing resources that can be gathered for free online and from other resources. Figure 2: Conceptual Framework of the Program Source: Author of this paper Figure 2 shows the interaction among resources, networks, and the program, as well as the stakeholders. The firm provides the program that maximizes existing resources and networks. It will offer the foundation that will help smokers quit, while non-smokers can support smokers without judging them. The aspect of the interaction between smokers and non-smokers is important because it shows a collaborative effort, and not a competitive or aggressive one. Smokers should feel that they are not being forced into not smoking, specifically for those who think that they have a right to smoke. Phyllis noted: “I used to think that I have a right to my smoke. If I pollute the air, that is my share of air. This thinking must be removed.” The American Lung Association offers ways in how to enhance the cooperative atmosphere at work. Several websites in this paper gives insight on how smokers can be facilitated in changing their attitudes toward smoking. 2) The package will be designed using existing smoking cessation benchmark programs. The emphasis is on the advantages of the program for the smokers and the organizations. Some of the advantages for smokers are: 1) Better health. 2) Longer life. 3) Additional money and savings. 4) Health insurance incentive for successful smokers. For the company, some of the significant benefits are: 1) Improved health of employees. 2) Better performance. 3) Less absences and late attendances. 4) High morale. Cheong, Yong, and Borland differentiate immediate quitting from staggered quitting. From their study, those who immediately quit are more successful than those who staggered their quitting habits. For this proposal, these kinds of options will be presented to all, since every smoker has his/her own mentality when it comes to smoking. The designing of the program will take a week to make way for research and asking feedback from smoking employees. For instance, Phyllis already provided information that smokers need a support group that will help them stop their cravings for smoking. This group can celebrate milestones and support their need for companionship and socialization. 5) After one week, the program will be proposed to the HR Manager and other involved managers. Their comments and suggestions will be integrated into the program. Experts on the field, such as psychologists and doctors will also be consulted. Participation of decision makers is significant because their support also matter in these initiatives. If they are smokers, the more that they should be role models who will be exemplary examples to others. At the same time, they must show support through letters and actions. 6) A communications strategy will be designed. This will include the communication strategies for the following critical stakeholder groups: a) smoking employees, b) non-smoking employees, c) private organizations and centers that provide therapy and other support to these programs, and d) public organizations and non-profit institutions that offer free resources that help smokers. Sherman and Primack assert from their study of smoking cessation programs that the successful ones use marketing strategies that are specified to the market. This idea will be helpful for the organization, where different market segments are present. For instance, differences between regular and occasional smokers cannot be undermined, as well has young and old smokers. Marketing strategy for specific markets will ensure that the right messages are sent to them and these messages are effective because they consider the needs and concerns of the market. In addition, proper appeals and language will be used. Respectful and non-patronizing tone will help smokers understand the sincerity of the program. 7) The final draft of the program will be submitted to the HR manager for approval after one week. Revisions will be made after the manager’s comments. Polishing the program includes consider other effects of the program and revising the components. This action will allow for better language and other components. 8) The program will be announced to the workplace using the communications strategy. Feedback on effectiveness of the communications and reactions to the program will be collected after three days. Effectiveness will be rated according to the following variables: a) Quit rate every quarter and year b) Positive feedback from smokers and non-smokers c) Positive feedback from implementors 9) Another survey will be conducted after one month to determine participation rates and comments from stakeholders. Evaluation is critical to the success of the program. It will determine the strengths and weaknesses, according to important stakeholder groups. To conclude, the program cannot be successful without the support of the management. They will ensure the proper implementation and evaluation of the program too. Furthermore, an effective communications marketing strategy identifies the needs and concerns of specific markets. Marketing will ensure that different issues are determined and included in designing the program. Finally, evaluation is critical to the long-term success of the company. This component will push the program to revision according to changing smoking attitudes and habits, or lack thereof. Works Cited American Lung Association. Workplace Wellness. 2012. Web. 2 Nov. 2012. < http://www.lung.org/stop-smoking/how-to-quit/freedom-from-smoking/>. Boerm, Melynda, Gingiss, Phyllis, and Cynthia Roberts-Gray. “Association of the Presence of State and District Health Education Policies with School Tobacco Prevention Program Practices.” Journal of School Health 77.4 (2007): 207-214. Print. Cheong, Y., Yong, H., and R. Borland. “Does How You Quit Affect Success? A Comparison Between Abrupt And Gradual Methods Using Data From The International Tobacco Control Policy Evaluation Study.” Nicotine & Tobacco Research 9.8 (2007): 801-810. Print. Dimple, Alley. Personal interview. 2 Nov. 2012. Healey, Bernard, and Robert S. Zimmerman. The New World of Health Promotion: New Program Development, Implementation and Evaluation. Massachusetts: Jones & Bartlett, 2011. Print. Healey, Bernard, and Kenneth T. Walker. Introduction to Occupational Health in Public Health Practice. California: Jossey-Bass, 2009. Print. Hopkins, John. Personal interview. 2 Nov. 2012. National Cancer Institute. Free Help to Quit Smoking. 2012. Web. 2 Nov. 2012. . Phyllis, Clara. Personal interview. 2 Nov. 2012. Scutchfield, F. Douglas, and C. William Keck. Principles of Public Health Practice. 2nd ed.New York: Thomson, 2003. Print. Sherman, E.J. and B.A. Primack, B.A. “What Works To Prevent Adolescent Smoking? A Systematic Review of the National Cancer Institutes Research-Tested Intervention Programs.” Journal of School Health 79.9 (2009): 391-399. Print. U.S. Department of Health and Human Services. The Health Consequences of Involuntary Exposure to Tobacco Smoke: A Report of the Surgeon General. 2006. Web. 2 Nov. 2012. . Read More