What About Child And Elder Care Wellness Programs?

What About Child And Elder Care Wellness Programsquestion Amany Orga

Many organizations are concerned about the rising cost of employee benefits and question their value to the organization and to the employees. In your opinion, what benefits are of the greatest value to employees? To the organization? Why?

To live a healthy life, medical professionals say we need to identify those things we currently do to that either impair or contribute to our health. Discuss with your classmates a way to develop a lifetime program for a health program. W6 Lecture 1 “Make the Benefits Package Good Enough to Make Your Mother Smile!†Human Resource Strategies Make the Benefits Package Good Enough to Make Your Mother Smile! Many years ago, if someone had a really nice job with benefits, medical, dental, vision, among a few others like a 401K plan, it seemed to be a secure future. Nowadays, these are considered basic and employees desire more comprehensive coverage.

I recall in 2007 when my husband retired from the United States Army Reserve after 26 years of service. We had a two-and-a-half-year-old daughter and were expecting another baby. At that time, my husband didn't include us on his civilian employer’s insurance plan because my plan seemed to have better premiums. However, by September/October, our premiums soared from $225 to approximately $465 monthly. I was shocked when I saw this deduction on my paystub. Unfortunately, nothing could be done to lower the premium as it was caused by an increase in claims due to factors like high obesity rates, an aging economy, and other health trends.

I raised these concerns with management, questioning why premiums were so high and whether there was any way to mitigate these costs. Management responded that it couldn't be avoided, which felt dismissive given the financial strain. I felt compelled to seek alternative coverage options. The rise in healthcare premiums exemplifies broader issues stemming from chronic conditions such as diabetes, hypertension, and asthma, which significantly increase healthcare costs and insurance premiums. Employers are increasingly adopting value-based health initiatives to address these challenges, aiming to prevent severe health complications and reduce emergency visits.

Wellness programs, typically employer-sponsored, encourage employees to adopt healthier lifestyles, thereby reducing the incidence of costly health conditions. These programs may include health screenings, fitness incentives, nutritional counseling, and stress management workshops. By focusing on prevention, companies can lower overall healthcare expenditures while improving employee well-being and productivity.

Legally mandated benefits constitute approximately twenty-five percent of benefits offerings. These include Social Security, Unemployment Insurance, Workers' Compensation, and State Disability Insurance. Social Security, funded through payroll taxes, provides retirement benefits, disability benefits, and survivor benefits. Additionally, benefit packages often cover paid holidays, sick leave, severance pay, and sabbaticals, which enhance employee satisfaction and security.

Paper For Above instruction

In contemporary organizational settings, employee benefits serve as a critical component of overall compensation packages, influencing both employee satisfaction and organizational productivity. As healthcare costs continue to escalate, organizations are compelled to evaluate which benefits yield the highest value for employees and the company, fostering a balance between cost containment and employee well-being. Among the benefits, health-related programs—particularly wellness initiatives—stand out due to their potential to improve health outcomes and reduce long-term costs.

Employee wellness programs encompass a variety of initiatives designed to promote healthier lifestyles. These programs often include health screenings, vaccination drives, nutritional guidance, physical activity incentives, and stress management workshops. Their primary objective is to prevent chronic illnesses such as diabetes, hypertension, and cardiovascular diseases, which are significant drivers of healthcare expenses. Research indicates that wellness programs not only improve employee health but also lead to increased productivity and reduced absenteeism, creating a tangible return on investment for organizations (Goetzel et al., 2014).

From the organizational perspective, investing in wellness initiatives can enhance employee morale and engagement, which directly correlates with improved organizational outcomes. Reduced healthcare utilization results in lower insurance premiums and associated costs, contributing to the financial health of the organization. Moreover, wellness programs align with corporate social responsibility goals by fostering a culture of health and well-being, which can serve as a recruitment and retention tool (Baicker, Cutler, & Song, 2010).

However, developing an effective lifetime health program requires a comprehensive approach that integrates education, preventive care, and behavioral change strategies. It begins with health risk assessments, which identify individual risk factors and tailor interventions accordingly. Continuous health education raises awareness of healthy habits, such as proper nutrition, regular exercise, and smoking cessation. Incorporating behavioral incentives, such as rewards for meeting health goals, can motivate sustained engagement (Murphy et al., 2012).

Furthermore, organizations need to foster a supportive environment that encourages healthy choices. This includes providing access to fitness facilities, healthier food options, and flexible work schedules to accommodate physical activity. Collaborating with healthcare providers to deliver preventive services and chronic disease management ensures a holistic approach. Over time, such integrated programs promote lifelong health, reduce disease burden, and enhance quality of life.

In conclusion, employee benefits, especially wellness programs, play a pivotal role in promoting health and productivity within organizations. By aligning benefits with employees’ health needs and organizational goals, companies can create sustainable programs that deliver mutual value. As healthcare costs continue rising, a proactive, prevention-focused strategy becomes indispensable, ultimately leading to healthier employees and more resilient organizations (Goetzel et al., 2014).

References

• Baicker, K., Cutler, D., & Song, Z. (2010). Workplace Wellness Programs Can Generate Savings. Health Affairs, 29(2), 304–311.
• Goetzel, R. Z., Roemer, E. C., & Liss-Levinson, R. (2014). Workplace health promotion best practices. American Journal of Preventive Medicine, 46(5), 644–652.
• Murphy, R. A., Henderson, K. A., & Brown, A. (2012). Incentivizing health behavior change in organizations: A systematic review. Journal of Occupational and Environmental Medicine, 54(6), 710–718.
• Baicker, K., Cutler, D., & Song, Z. (2010). Workplace Wellness Programs Can Generate Savings. Health Affairs, 29(2), 304–311.
• Chapman, L. S. (2011). Meta-evaluation of workplace health promotion economic return studies: 2005–2010. United States. American Journal of Health Promotion, 25(3), e1–e14.
• Goetzel, R. Z., Roemer, E. C., & Liss-Levinson, R. (2014). Workplace health promotion best practices. American Journal of Preventive Medicine, 46(5), 644–652.
• Pronk, N. P., & Kottke, T. E. (2009). Physical activity promotion as a strategic organizational health benefit. Journal of Occupational and Environmental Medicine, 51(7), 782–790.
• Sorensen, G., Stoddard, A. M., & Hunt, M. K. (2012). The Occupational Health and Safety Act and its implications for worker health. American Journal of Industrial Medicine, 55(4), 266–273.
• Wolff, C., & colleagues. (2013). Long-term effects of health promotion on employee health and productivity. Journal of Occupational Medicine and Toxicology, 8(1), 20.
• Yancey, A. K., et al. (2006). Matching the message to the audience: Developing effective health communication strategies. Preventing Chronic Disease, 3(4), A105.