Presentation To Company Staff As Per Week 2 Discussion

Presentation To Company Staffas Per The Week 2 Discussion Imagine Tha

Imagine that you have recently been hired as a health promotion specialist at a large company to coordinate their worksite wellness program. Your supervisor approved your request to conduct a needs assessment with the staff, and you have received the results. Knowing that you have been collecting information from staff and are starting to create your wellness program, people at the company are interested to know what it is you plan to do. They want to know that the information you gathered from them is actually being used and that you listened to what they have to say. Your supervisor suggests that you draw on the results of the needs assessment to create a mission and vision statement for your department that gives everyone an idea about what you plan to do.

You also know it’s important to create goals and objectives based on the needs assessment you conducted. Your supervisor would like you to host an informational session that employees could attend to learn more about the program and ask questions about how the program will be rolled out. For your post, you will create a presentation that provides an overview of your program. Your presentation should be structured exactly as if you were “live” in front of an audience of the staff at the company. Your post should include an “announcement” to your classmates about your presentation (similar to an email or flyer you might create to advertise your presentation to the company) and the URL link to your presentation.

Please also post or attach a SCRIPT of your presentation for those who are unable to hear the audio. For your presentation, you should create your program’s mission and vision, justify why you created the mission and vision as you did, illustrate how your program will address at least one health topic/issue, and create one goal with associated process, impact, and outcome objectives based on Chapter 6, specifically box 6.3. You should demonstrate how you would use each objective in relation to evaluating your program.

Paper For Above instruction

Introduction

In the context of workplace health promotion, establishing a clear and compelling mission and vision statement is essential to guiding the development and implementation of effective wellness programs. These statements serve as the foundational pillars that communicate the purpose and aspirations of the program to all stakeholders, fostering engagement and alignment with organizational goals. This paper outlines the process of creating mission and vision statements based on a needs assessment, addresses a selected health issue relevant to employees, and establishes measurable goals and objectives to evaluate program effectiveness.

Development of Mission and Vision Statements

The needs assessment revealed key health concerns among employees, including high stress levels, sedentary behavior, and poor nutritional habits. Drawing from these insights, the mission statement was crafted to emphasize promoting a healthier and more productive workforce through evidence-based interventions. The mission statement reads: "Our mission is to enhance employee well-being by promoting healthy lifestyle choices, fostering a supportive environment, and empowering employees to achieve optimal health." The vision statement reflects the long-term aspiration of the program: "To cultivate a vibrant, health-conscious workplace where every employee thrives physically, mentally, and emotionally."

These statements were created with careful consideration of employee feedback and organizational objectives, ensuring they are both inspiring and practical. They aim to motivate participation and emphasize the company's commitment to employee wellness, which aligns with best practices in health promotion literature (Noar & Zimmerman, 2005).

Addressing a Health Topic/Issue

The program will specifically target sedentary behavior, which was identified as a significant concern in the needs assessment. Prolonged sitting has been linked to increased risk of cardiovascular disease, obesity, and musculoskeletal problems (Biswas et al., 2015). To address this, the program will implement initiatives such as scheduled activity breaks, ergonomic workstations, and promoting active commuting options. These interventions are supported by research indicating their effectiveness in reducing sedentary time and improving overall health (Chau et al., 2018).

Goals and Objectives

The overarching goal of the program is to decrease sedentary behavior among employees by promoting active lifestyles during the workday. As an example, one specific goal is: "Increase the number of employees taking regular activity breaks during work hours from 20% to 50% within six months."

Aligned with this goal, the following process, impact, and outcome objectives are established:

• Process Objective: Implement scheduled activity breaks for at least 75% of employees within three months.
• Impact Objective: Improve employees' awareness of sedentary risks and benefits of activity, measured by pre- and post-surveys, with at least 70% reporting increased knowledge after three months.
• Outcome Objective: Reduce the average daily sedentary time by 20% among participating employees within six months, as measured by self-report logs or wearable activity trackers.

Each objective supports evaluation efforts: process objectives ensure program delivery fidelity, impact objectives assess immediate behavioral and cognitive changes, and outcome objectives evaluate long-term health impacts, aligning with best practices in health program evaluation (Kellogg Foundation, 2004).

Program Evaluation

The use of specific objectives enables continuous monitoring and improvement of the wellness program. Process evaluations will track participation rates and adherence to activity break schedules. Impact evaluations will analyze employee survey data to assess awareness and attitude changes, while outcome evaluations will measure reductions in sedentary time and related health indicators. Collectively, these evaluations provide comprehensive insights into program effectiveness and inform future iterations (Rossi, Lipsey, & Freeman, 2004).

Conclusion

Developing a worksite wellness program informed by thorough needs assessment and grounded in clear mission and vision statements ensures that efforts are aligned with employee needs and organizational goals. By addressing specific health issues such as sedentary behavior through measurable objectives and evaluation strategies, the program has the potential to significantly improve employee health outcomes, boost productivity, and foster a culture of wellness within the organization.

References

• Biswas, A., Oh, p. S., Faulkner, G. E., et al. (2015). Sedentary time and its association with risk for disease incidence, mortality, and hospitalization: A meta-analysis. Annals of Internal Medicine, 162(2), 123-132.
• Chau, J. Y., Merom, D., Van Uffelen, J. G., et al. (2018). ActDeps: Promoting activity breaks at work to interrupt sedentary time. Journal of Occupational & Environmental Medicine, 60(1), 8-15.
• Kellogg Foundation. (2004). Logic model development guide. Kellogg Foundation.
• Noar, S. M., & Zimmerman, R. S. (2005). Health behavior theory and cumulative knowledge regarding health behaviors: Are we moving in the right direction? Health Education Research, 20(3), 275-290.
• Rossi, P. H., Lipsey, M. W., & Freeman, H. E. (2004). Evaluation: A systematic approach. Sage Publications.