Running Header: PHYSICAL WELLNESS PROGRAMS Physical Wellness Programs Student University of Maryland Global Campus 1 PHYSICAL WELLNESS PROGRAMS 2 A 2013 Rand Corporation study (Mattke et. al) indicates that upwards of 69% of employers offer some sort of wellness program as a benefit with a roughly 75% participation rate by employees. A 2011 poll by Automatic Data Processing (ADP Research Institute, 2012) shows that three of the primary reasons for such a widespread offering of this benefit are that such programs lead to increased productivity, improved health, and reduced absenteeism. Increased Productivity The link between exercise and increased productivity has been studied for several years. The broad correlation is written about routinely in common publications. Major business publications write about how to get in the habit of exercising in order to increase productivity (Friedman, 2014). The CEO of Hootsuite, an award-winning tech start-up, went so far as to make the tongue in cheek argument that “it’s time we paid employees to exercise at work” (Holmes, 2015). Twitter even has its own on-site Crossfit gym where their CEO regularly exercises (LevRam, 2015). With such support from leadership, there has to be some sort of data to back up all the money being laid-out by these businesses. A 2008 study published in the International Journal of Workplace Health Management (Coulson, McKenna, & Field, 2008) where a self-reporting group of 201 people, average age 38, consistently reported increased productivity on days they exercised as opposed to days they did not. Hogan, Mata, and Carstensen (2013) also found that exercise had observable benefits on response time and cognitive processing. Another study showed a 79% increase in work performance once a “workplace health promotion program” was implemented. (Mills, Kessler, Cooper, & Sullivan, 2007). These and many other studies consistently show a positive correlation between wellness programs and increased productivity. PHYSICAL WELLNESS PROGRAMS 3 Contrary to all of this, Sharifzadeh (2013) questioned multiple studies that all positively correlated exercise with increased productivity. He conducted a self-reporting study of 328 California State Polytechnic College of Business alumni that did not indicate a positive relationship between fitness and productivity. This was not taken as conclusive evidence of no relationship, however, but rather as evidence that further study was required (Sharifzadeh, 2013). Reduce Stress Exercise and workplace wellness programs have also been shown to reduce stress. A recent poll by Korn Ferry Institute showed that nearly 66% of people are more stressed about work than they were in previous years (Korn Ferry Institute, 2018). Periodicals routinely have articles on ways to reduce stress (Steinbrecher, 2018). Managers are encouraged to promote stress reducing activities, including exercise, to reduce associated healthcare costs (Ray, 2011). Research indicates that exercise can inoculate against uncontrolled stress (Greenwood, & Fleshner, 2011). Many jobs have stressors that are out of the employees’ power to control. Late shipments, lunch-hour rush, or the next shift calling in sick at the last second are all common stressors that employees have no power to stop. Dr. Erica Jackson (2013) even argues for exercise as part of a stress management treatment for individuals who have severe reactions to stressors. The physiological changes that happen as a result of putting it under controlled stress during aerobic exercise can temper the patient’s brain to better deal with the hormonal onslaught caused by triggering events. Even if a person can’t devote an hour at a time to exercise, a few minutes before work and throughout the day can help center a person (Jackson, 2013). Reduced Absenteeism PHYSICAL WELLNESS PROGRAMS 4 Possibly as a side effect of reducing stress, workplace wellness programs have been shown to reduce absenteeism. Absenteeism, normally seen as sick days or personal days, and the associated medical care can have substantial costs for a company. By reducing stress and improving health, companies tend to see a reduction in absenteeism (ADP Research Institute, 2012). A recent Japanese study of employees for four pharmaceutical companies found that absenteeism and medical expenses cost on average $1685 per person per year (Nagata et al., 2018). Even more startling was the cost of presenteeism, lost productivity while sick at work, was over $3000 per person (Nagata et al., 2018). These figures are comparable those found in the American Productivity Audit, which estimated that lost productivity time from personal and family health reasons averaged about $1600 per employee per year (Stewart, Ricci, Chee, & Morganstein, 2003). One of the most cost-effective ways of reducing these losses is a workplace wellness program. A year-long study conducted on 266 employees of a UK corporation saw a 45% reduction in health risk factors and 36% reduction in monthly absenteeism days as the result of a workplace health promotion program (Mills et al., 2007). The study further showed that the program yielded a return on investment of roughly six dollars for every dollar spent on the health promotion program. Similar results were found by a group of Harvard economists in 2010 (Baicker, Cutler, & Song). They conducted analysis on thirty-six studies about employee wellness program and absenteeism. Employers saved an average of about three dollars in health care costs and three dollars in absenteeism costs for every dollar they spend on wellness programs (Baicker et al., PHYSICAL WELLNESS PROGRAMS 5 2010). Over half of the programs studied focused on weight loss and fitness and other risk factors, while a third had added incentives for participation. Conclusion Studies over the course of several decades consistently line up with anecdotal evidence to show that workplace fitness and overall wellness programs can increase productivity, reduce stress, and reduce absenteeism. Increased productivity could be the result of improved mood or from physiological changes in the brain. Reduced stress can be achieved through chemical changes that take place as a result of prolonged aerobic exercise or even a few brief time-outs for yoga. Absenteeism is reduced because general health improves with stress reduction and weight loss. Management and C-suite leadership to encourage wellness programs and time for exercise when they are aware of the benefits. Increased productivity means more work gets done. Reduced stress leads to lower health care costs and increased productivity. Reduced absenteeism means an almost guaranteed return on investment. There is very little, if any, evidence against a workplace wellness program. PHYSICAL WELLNESS PROGRAMS 6 References ADP Research Institute (2012). Why you should care about wellness programs. ADP Research Institute. Retrieved from: https://www.adp.com/tools-and-resources/adp-researchinstitute/research-and-trends/~/media/RI/whitepapers/Why-You-Should-Care-AboutWellness-Programs.ashx. Baicker, K., Cutler, D., Song, Z. (2010, February 1). Workplace wellness programs can generate savings. Health Affairs, 29(2). doi: 10.1377/hlthaff.2009.0626. Coulson, J.C., McKenna, J., Field, M. (2008, September). Exercising at work and self-reported work performance. International Journal of Workplace Health Management, 1(3), pp. 176-197. doi: 10.1108/17538350810926534. Friedman, R. (2014). Regular exercise is part of your job. Harvard Business Review. Retrieved from: https://hbr.org/2014/10/regular-exercise-is-part-of-your-job Greenwood, B. N., & Fleshner, M. (2011, July). Exercise, stress resistance, and central serotonergic systems. Exercise and Sports Sciences Reviews, 39(3), pp. 140-149. doi: 10.1097/JES.0b013e31821f7e45 Hogan, C. L., Mata, J., Carstensen, L. L. (2013, June). Exercise holds immediate benefits for affect and cognition in younger and older adults. Psychology and Aging, 28(2), pp. 587594. doi: 10.1037/a0032634. Jackson, E. (2013, May/June). Stress Relief: The role of exercise in stress management. American College of Sports Medicine. doi: 10.1249/FIT.0b013e31828cb1c9 Korn Ferry Institute (2018, November 14). Workplace stress continues to mount. Reports & Insights. Retrieved from: https://www.kornferry.com/institute/workplace-stressmotivation. PHYSICAL WELLNESS PROGRAMS 7 Mattke, S., Kapinos, K.A. Caloyeras, J. P., Taylor, E. A., Batorsky, B. S., Harry H. Liu, H. H., et al. (2014). Newberry, workplace wellness programs: services offered, participation, and incentives. RAND Corporation. Retreived from: https://www.rand.org/pubs/research_reports/RR724.html. Mills, P.R., Kessler, R. C., Cooper, J., Sullivan, S. (2007, September). Impact of a health promotion program on employee health risks and work productivity. American Journal of Health Promotion, 22(1), pp. 45-53. Retrieved from https://pdfs.semanticscholar.org/672b/12e1fb6138f955e8153e7fffbf20aa73c559.pdf. Nagata, T., Mori, K., Ohtani, M., Nagata, M., Kajiki, S., Fujino, Y., et al. (2018, May). Total health-related costs due to absenteeism, presenteeism, and medical and pharmaceutical expenses in Japanese employers. Journal of Occupational and Environmental Medicine. doi:10.1097/JOM.0000000000001291. Ray, A. (2011, December 20). To promote wellness, help employees reduce workplace stress. Society for Human Resource Management. Retrieved from: https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/reducestress.aspx. Sharifzadeh, M. (2013). Does fitness and exercises increase productivity? assessing health, fitness and productivity relationship. American Journal of Management, 13(1), pp. 32-52. Retrieved from: http://www.na-businesspress.com/AJM/SharifzadehM_Web13_1_.pdf Steinbrecher, S. (2018, May 29). 7 easy practices to reduce work stress. Inc. Retrieved from: https://www.inc.com/susan-steinbrecher/7-easy-practices-to-reduce-work-stress.html Stewart, W. F., Ricci, J. A., Chee, E., Morganstein, D. (2003, December). Lost productive work time costs from health conditions in the United States: Results from the American PHYSICAL WELLNESS PROGRAMS productivity audit. Journal of Occupational and Environmental Medicine, 45(12), pp 1234-1246. doi: 10.1097/01.jom.0000099999.27348.78. 8 To: John Smith, Department Head From: Student, Work Center Supervisor Date: March 23, 2019 Subject: Request to Conduct Research on Workplace Wellness Programs Summary A great deal of productivity is lost to employees calling in sick or showing up to work sick. Of the over 100 employees we have in the department, there are at least 5 out at medical or dental appointments every week. Even more productivity is lost to out-of-shape employees who either struggle or are unable to do their jobs anymore due to joint or back pain but can’t be let go because of their contracts. Many employees quit when their contracts expire because of inability to deal with stress at work. Loss of qualified, competent employees costs the company to hire and train to refill their spots. With your permission, I would like to implement a workplace wellness program for six months and study the effects on employee performance to determine the effectiveness of it. What the Problem Is and Why It Needs to Be Investigated The problem is that not enough people prioritize health and wellness, and this leads to the detriment of their work. During the work day, employees are busy with their duties and either do not have time or do not make time around the work day to exercise or plan healthy meals. Far too often I see people walk in with a McDonalds breakfast, see them leave to grab a Burger King lunch, and hear them talk about picking up a Little Caesars dinner. Eating habits like this are bad for our employees’ health and cost the company money in lost time for doctor’s appointments and lost productivity from weight related health problems. These employees are not going to the gym before or after work to try to counterbalance the detrimental effects of such a diet. Many of them get winded going up the stairs or work up a sweat walking to the office from their cars. The problem of employees not prioritizing health and wellness needs to be investigated because it is costing the company money. Productivity loss from absenteeism, presenteeism, and a high turnover rate are all things that can be mitigated. I believe the implementation of a multifaceted workplace wellness program can fix the productivity loss problem. What Secondary Research Has Been Conducted About the Problem I will use secondary research to show that loss of productivity and increased health care expenses due to poor choices can be reversed through education and incentivization. Many Fortune 500 companies, such as Twitter and Google, have implemented workplace wellness programs. They tend to see happier and healthier employees because of it. Academic studies of the effects of proper diet and exercise back-up this anecdotal evidence. Surveys and lab studies consistently show the benefits of workplace wellness programs. Short term and sporadic absenteeism, such as that caused by multiple single day medical appointments or short-term illness, has been shown to negatively impact productivity far more than long term periods of absence. Regular exercise and a good diet decrease absenteeism through improved physical health and ability to deal with stress. If employees are healthier and less stressed about coming to work on a day-to-day basis, they will call in sick less often and be more productive when they are at work. What Primary Research You Will Conduct About the Problem I will conduct primary research by interviewing a 25 randomly-selected employees from my department to determine how many of them regularly exercise and eat well. I will then compare that to quarterly performance reviews to see if there is a direct relationship in my office between them. I will also poll all our employees to determine motivations for participation in a workplace wellness program. This will help determine if there is enough interest to implement a smoking cessation program or other such more specialized programs. I will interview ten percent of employees every month to track ongoing perceptions of and suggestions for our workplace wellness. After six months of implementing a program, I will reinterview employees to see how effective the program was. If leadership determines the program to be sufficiently effective to warrant continuing, then I would re-interview again after another six months. By gathering more data points about the effects of our program, we will be able to show executive-level leadership the result trends and convince them to implement a companywide wellness program. Preliminary Ideas for Solving This Problem I intend to increase productivity by decreasing absenteeism and presenteeism through the most cost effective means possible, which appears to be implementing a workplace wellness program. I think most people want to be healthier, they just don’t know how or lack the support system to change habits. My ideas for this program involve daily, weekly, monthly, and bi-annual workplace initiatives. Daily, we can start the day with stretching or other low intensity exercise. Throughout the day, work center supervisors can encourage employees to take stretch and walk breaks as opposed to smoke breaks. A weekly lunchtime walking group can be organized to end Fridays on a high note with a walk around the campus, allowing for networking and exercise at the same time. Before lunch hour on the first Wednesday of every month the department will have training about eating healthier, led by a licensed dietician. Finally, this summer at the company picnic we will hold a 5k fun run and walk. This capstone event can be a celebration of all the hard work our employees have put in and the accomplishments they have made. Conclusion Productivity at work suffers because our employees don’t take care of themselves. They either do not know how to or do not allow for time to do so. By showing them that leadership does care about their wellbeing and helping them take better care of themselves, the company will see considerable returns in terms of decreased absenteeism, presenteeism, and turnover rate. Decreasing Absenteeism, Presenteeism, and Improving Employee Health through a Workplace Wellness Program Submitted to John Smith Department Head, Department 4 By Student Work Center Supervisor, Department 4 March 30, 20__ 1 March 30, 2019 Mr. John Smith Department Head, Department #4 Business Company Inc. 1000 Business St. Augusta, GA 30905 Dear Mr. Smith: Enclosed is my report, “Decreasing Absenteeism, Presenteeism, and Improving Employee Health through a Workplace Wellness Program,” that you requested based on my memo at last quarter’s leadership innovation forum. My report shows the need for a workplace wellness program to meet operational requirements. Multiple surveys were conducted to gather data about current deficiencies and provide direction on how we can best implement a plan that is effective for our employees. Thank you for your time. I look forward to any questions or suggestions you might have regarding implementation if you wish us to move forward with the proposed program. Sincerely, Student Work Center Supervisor, Department #4 2 Table of Contents Table of Figures …………………………………………………………………………………4 Executive Summary ……………………………………………………………………….…….5 Purpose and method of this report.………………………………………………………5 Findings and Conclusions.……………………………………………………………….5 Recommendations ……………………………………………………………………….5 Introduction ……………………………………………………………………………………...6 Background …………………………………………...…………………………………6 Purpose ……………………………………………….….………………………………6 Overview of Methodology ………………………………………………………………6 Methods ………………………………………………………………………………….………7 Primary Research ……………………………………………………………….……….7 Secondary Research ……………………………………………….….…………………7 Results ………………………………………………………………………………...…………8 Absenteeism and Presenteeism ………………………………………………………….8 Stress in the Workplace …………………………………………………………….……9 Exercise to Increase Productivity ……………………………………………….………10 Recommendations ………………………………………………………………………………11 References ………………………………………………………………………………………12 Appendix A: Survey ………………………………………….…………………………………15 3 Table of Figures Figure One: Most recent absence reason…………………………………………………………8 Figure Two: Number of absences due to illness or medical appointment…………..……………8 Figure Three: Number of absences due to illness or medical appointment………………………9 4 Executive Summary Purpose and method of this report Last month, our Department Head mentioned during a weekly meeting that he felt like there have been a lot of employees calling in sick or leaving early for doctor’s appointments. At the behest of mid-level management, a study was conducted to determine the truth of this matter and any related trending productivity deficiencies. Research was conducted to determine solutions for these problems. A survey was created and conducted to determine the following: • Rates of absenteeism • Rates of presenteeism • Forms and causes of decreased productivity. • Resources employees are interested in to improve health Findings and Conclusions The survey indicates that employees averaged 3 sick days out of work per month. Additionally, 70% admitted to being present at work while sick. 50% also indicated other health concerns, including a general feeling of stress, that may impact workplace productivity. Research of academic journals and peer reviewed studies show that a workplace wellness program along with a shift led by management toward a culture of fitness is the most costeffective answer. By helping our employees take care of themselves, they will be more productive and take better care of the company. Recommendations We recommend the following actions be taken to improve our workforce productivity: • • • • Work Center Supervisors lead morning group meditation or quiet time to prepare everyone for the work day. Our company provide gym memberships to a local fitness center as an employee benefit to encourage physical fitness outside of work. Leadership invite a local healthy food truck once a week for a low calorie and low stress lunch option. Department Workplace Wellness Program Lead coordinate a monthly training on topics such as meal planning and smoking cessation to encourage a healthy lifestyle. 5 Introduction Background A great deal of productivity is lost to employees calling in sick or showing up to work sick. Of the over 100 employees we have in the department, there are at least 5 out at medical or dental appointments every week. Even more productivity is lost to out-of-shape employees who either struggle or are unable to do their jobs anymore due to joint or back pain but can’t be let go because of their contracts. Many employees quit when their contracts expire because of inability to deal with stress at work. Loss of qualified, competent employees costs the company to hire and train to refill their spots. Purpose This study was conducted to determine the causes of employee absenteeism, presenteeism, decreased productivity, and increased stress. Analysis of the survey results and research of academic studies on improving workplace productivity resulted in recommendations to implement a workplace wellness program that will increase productivity. Overview of Methodology To establish the problem and form a recommendation, the we did the following: • Surveyed employees to determine rates of absenteeism and presenteeism and to identify common stressors. • Analyzed primary research data to establish the validity of perceived problems. • Conducted secondary research to find scientifically proven methods to improve identified conditions. 6 Methods Primary Research Primary research was conducted in Department 4. 25 employees from multiple work centers took an anonymous survey to determine rates of absenteeism and presenteeism and to identify common stressors. The results of the survey were used to verify the management’s perceptions of decreased productivity due to these causes and shape the direction of secondary research. Secondary Research Secondary research was conducted to determine what experts say are the best methods to improve the identified problems. Multiple academic journals were consulted, and studies were analyzed to find solutions that have the best cost-benefit ratio. 7 Results Absenteeism and Presenteeism. 52% of our employees responded to the survey that their most recent absence was illness related. This result was roughly in line with a 2014 study by Morneau Shepell (Allen & Bourgeois, 2015). Medical appointment or illness related Not ilness related 48% 52% Figure One: Most recent absence reason All employees reported being absent at least once within the last quarter due to a medical appointment or illness, with over 25% being absent four or more times. 4 or more absences 25% 1 absence 17% 2 absences 21% 3 absences 37% Figure Two: Number of absences due to illness or medical appointment 8 Almost 70% reported showing up to work at least once while feeling ill. 1 22% 4 or more 26% 2 22% 0 30% Figure Three: Number employees admitting to showing up at work while sick A recent Japanese study of employees for four pharmaceutical companies found that absenteeism and medical expenses cost on average $1685 per person per year (Nagata et al., 2018). Even more startling was the cost of presenteeism, lost productivity while sick at work, was over $3000 per person (Nagata et al., 2018). These figures are comparable those found in the American Productivity Audit, which estimated that lost productivity time from personal and family health reasons averaged about $1600 per employee per year (Stewart, Ricci, Chee, & Morganstein, 2003). A year-long study conducted on 266 employees of a UK corporation saw a 45% reduction in health risk factors and 36% reduction in monthly absenteeism days as the result of a workplace health promotion program (Mills et al., 2007). The study further showed that the program yielded a return on investment of roughly six dollars for every dollar spent on the health promotion program. Similar results were found by a group of Harvard economists in 2010 (Baicker, Cutler, & Song). They conducted analysis on thirty-six studies about employee wellness program and absenteeism. Employers saved an average of about three dollars in health care costs and three dollars in absenteeism costs for every dollar they spend on wellness programs (Baicker et al., 2010). Over half of the programs studied focused on weight loss and fitness and other risk factors, while a third had added incentives for participation. Stress in the Workplace 9 Overall stress turned out to be less severe than anecdotal observations suggested. 25% responded as feeling “very stressed” throughout the average work day, though only two of those employees said they were unable to deal with stress effectively. Exercise and workplace wellness programs have been shown to reduce stress. A recent poll by Korn Ferry Institute showed that nearly 66% of people are more stressed about work than they were in previous years (Korn Ferry Institute, 2018). Managers are encouraged to promote stress reducing activities, including exercise, to reduce associated healthcare costs (Ray, 2011). Research indicates that exercise can inoculate against uncontrolled stress (Greenwood, & Fleshner, 2011). Many jobs have stressors that are out of the employees’ power to control. Late shipments, lunch-hour rush, or the next shift calling in sick at the last second are all common stressors that employees have no power to stop. Dr. Erica Jackson (2013) even argues for exercise as part of a stress management treatment for individuals who have severe reactions to stressors. The physiological changes that happen as a result of putting it under controlled stress during aerobic exercise can temper the patient’s brain to better deal with the hormonal onslaught caused by triggering events. Even if a person can’t devote an hour at a time to exercise, a few minutes before work and throughout the day can help center a person (Jackson, 2013). Exercise to Increase Productivity A common theme running through evidence in ways to improve health and reduce stress was exercise. Further research indicates that there are additional productivity benefits to exercise. A 2008 study published in the International Journal of Workplace Health Management (Coulson, McKenna, & Field, 2008) where a self-reporting group of 201 people, average age 38, consistently reported increased productivity on days they exercised as opposed to days they did not. Hogan, Mata, and Carstensen (2013) also found that exercise had observable benefits on response time and cognitive processing. Another study showed a 79% increase in work performance once a “workplace health promotion program” was implemented. (Mills, Kessler, Cooper, & Sullivan, 2007). These and many other studies consistently show a positive correlation between wellness programs and increased productivity. 10 Recommendations Based on our research, the department should implement a workplace wellness program. This will provide an excellent return on investment by reducing absenteeism, presenteeism, and reducing stress. Work center supervisors should lead morning group meditation or quiet time to mentally prepare everyone for the work day. Because our work center supervisors are not fitness experts, it wouldn’t be safe for them to lead their work centers in morning calisthenics. We can give them the time and space to encourage employees to relax before the work day truly starts, which will decrease stress throughout the day. We would like to see our company provide gym memberships to a local fitness center as an employee benefit to encourage physical fitness outside of work. Gym memberships to chain fitness centers, such as Gold’s Gym or Planet Fitness, cost about $10 per employee per month with corporate memberships often costing less. This is a tiny cost when weighed against the morale and health benefits. These centers generally offer classes, childcare, and other activities that will improve the overall happiness and wellbeing of our employees. We encourage leadership to invite a local healthy food truck once a week for a low calorie and low stress lunch option. Smokehouse BBQ, Fat Man’s Café, and The Brown Bag are regular options during lunch time that provide convenient options when employees are too busy in the morning wrangling kids to pack their own lunches. None of these food trucks provide healthy, low calorie options though. Inviting food trucks from The Skinny Taco or Diablo’s Southwestern Grill would provide a few low calorie and vegetarian options. Finally, the Department Workplace Wellness Program Lead should coordinate a monthly training on topics such as meal planning and smoking cessation to encourage a healthy lifestyle. Over half of our survey respondents indicated interest in a smoking cessation program. While we might not be able to provide such a program directly, the company can help employees find resources to help themselves makes changes. These initial recommendations are in response to survey results. As our company moves toward a culture of fitness and employee’s needs change, the company should re-evaluate if existing initiatives are still necessary and if new ones should be brought online. 11 References ADP Research Institute (2012). Why you should care about wellness programs. ADP Research Institute. Retrieved from: https://www.adp.com/tools-and-resources/adp-researchinstitute/research-and-trends/~/media/RI/whitepapers/Why-You-Should-Care-AboutWellness-Programs.ashx. Allen, P., & Bourgeois, L. (2015, June 8). A true picture of workplace absenteeism. A Morneau Sheppel research report. Retrieved from: http://www.morneaushepell.com/sites/default/files/documents/3679-true-pictureworkplace-absenteeism/9933/absencemanagementreport06-08-15.pdf. Baicker, K., Cutler, D., & Song, Z. (2010, February 1). Workplace wellness programs can generate savings. Health Affairs, 29(2). doi: 10.1377/hlthaff.2009.0626. Coulson, J.C., McKenna, J., & Field, M. (2008, September). Exercising at work and self-reported work performance. International Journal of Workplace Health Management, 1(3), pp. 176-197. doi: 10.1108/17538350810926534. Friedman, R. (2014). Regular exercise is part of your job. Harvard Business Review. Retrieved from: https://hbr.org/2014/10/regular-exercise-is-part-of-your-job Greenwood, B. N., & Fleshner, M. (2011, July). Exercise, stress resistance, and central serotonergic systems. Exercise and Sports Sciences Reviews, 39(3), pp. 140-149. doi: 10.1097/JES.0b013e31821f7e45 Hogan, C. L., Mata, J., & Carstensen, L. L. (2013, June). Exercise holds immediate benefits for affect and cognition in younger and older adults. Psychology and Aging, 28(2), pp. 587594. doi: 10.1037/a0032634. Jackson, E. (2013, May/June). Stress Relief: The role of exercise in stress management. American College of Sports Medicine. doi: 10.1249/FIT.0b013e31828cb1c9 12 Korn Ferry Institute (2018, November 14). Workplace stress continues to mount. Reports & Insights. Retrieved from: https://www.kornferry.com/institute/workplace-stressmotivation. Mattke, S., Kapinos, K.A. Caloyeras, J. P., Taylor, E. A., Batorsky, B. S., Harry H. Liu, H. H., et al. (2014). Newberry, workplace wellness programs: services offered, participation, and incentives. RAND Corporation. Retreived from: https://www.rand.org/pubs/research_reports/RR724.html. Mills, P.R., Kessler, R. C., Cooper, J., & Sullivan, S. (2007, September). Impact of a health promotion program on employee health risks and work productivity. American Journal of Health Promotion, 22(1), pp. 45-53. Retrieved from https://pdfs.semanticscholar.org/672b/12e1fb6138f955e8153e7fffbf20aa73c559.pdf. Nagata, T., Mori, K., Ohtani, M., Nagata, M., Kajiki, S., Fujino, Y., et al. (2018, May). Total health-related costs due to absenteeism, presenteeism, and medical and pharmaceutical expenses in Japanese employers. Journal of Occupational and Environmental Medicine. doi:10.1097/JOM.0000000000001291. Ray, A. (2011, December 20). To promote wellness, help employees reduce workplace stress. Society for Human Resource Management. Retrieved from: https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/reducestress.aspx. Sharifzadeh, M. (2013). Does fitness and exercises increase productivity? assessing health, fitness and productivity relationship. American Journal of Management, 13(1), pp. 32-52. Retrieved from: http://www.na-businesspress.com/AJM/SharifzadehM_Web13_1_.pdf Steinbrecher, S. (2018, May 29). 7 easy practices to reduce work stress. Inc. Retrieved from: https://www.inc.com/susan-steinbrecher/7-easy-practices-to-reduce-work-stress.html 13 Stewart, W. F., Ricci, J. A., Chee, E., & Morganstein, D. (2003, December). Lost productive work time costs from health conditions in the United States: Results from the American productivity audit. Journal of Occupational and Environmental Medicine, 45(12), pp 1234-1246. doi: 10.1097/01.jom.0000099999.27348.78. 14 Appendix A: Survey 1. How would you characterize your most recent absence? o Illness related (e.g. Cold, flu, etc.) o Non-illness related (e.g. Personal day) 2. In the past quarter, how often were you absent from work for a medical appointment or due to illness? o Never o Once o Twice o Three times o Four times or more 3. In the past quarter, how often did you come to work while feeling ill? o Never o Once o Twice o Three times o Four times or more 4. Throughout your average work day, how do you generally feel? o Very stressed o A little stressed o Not very stressed o Not stressed at all 5. Throughout your work day, how do you feel you are able to manage your stress? o Very effectively o Somewhat effectively o Not effectively 6. How do you generally feel coming to work in the morning? o Apprehensive or anxious o Apathetic or indifferent o Confident or hopeful 7. Would you be interested in participating in classes on any of the following as part of a workplace wellness program? o Smoking Cessation o Meal Prep o Low Intensity Exercise (e.g. Yoga, Tai Chi, etc.) o Other _____________________ 15 Please use these sample papers to help you answer the following questions: 1. Peruse the sample Synthesis Lit Review (WA#2). This assignment calls for the student writer to use scholarly (academic) and professional (trade) sources. Does the student do this successfully? Name one example of each type of source used in this sample student-written assignment. 2. Examine the sample Research Proposal Memo (WA#3). Has the writer identified a problem and suggested possible solutions? What has the writer asked permission to do? What kind of primary research has the writer proposed to do? 3. Take a look at the sample Research Report (WA#4). Has the writer followed through on conducting and using the primary research proposed in the memo in the report? How has the writer presented the research? (Due to the Corona virus pandemic you may not be able to do primary research for your later writing assignments, the proposal memo and research report; however, it's important that you know how and why this research is used in business reports.) 4. One final task. Look at the secondary research sources used in the Synthesis Lit Review and the Research Report. Writing on the same topic for WA#2 and WA#4 made the writing of the research report an easier task than it would have been if different topics had been chosen. Comment on how the writing on the same topic for both these assignments helped the writer.
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