Health Status Improvement

Worksite Wellness and Employee Health Status Improvement

Today, many employers are offering wellness programs at their workplaces. Are they really health programs? Check out the reasons how they could not be.

In the context of workplace wellness, I often find ourselves thinking of issues as either/or rather than as inclusive. Many of the programs for wellness at work nowadays aren’t about wellbeing in any way however, rather they focus on improving the health of employees in particular. While we are focusing our attention on the health of our employees however, that doesn’t necessarily mean we cannot also begin to provide wellness-related programs and other interventions too.

What is the difference?

There are many of definitions of wellness to be considered, I’ll adopt the definition and model that is provided by the National Wellness Institute (NWI). NWI describes wellness as “an active process through which people become aware of and make choices toward a more successful existence.” Its NWI definition of health is made up of six interconnected dimensions:

  • Physical
  • Social
  • Intellectual
  • Spiritual
  • Emotional
  • Occupational

As with the concept of wellness, health is usually described as multi-dimensional. The definition of health is typically using the following criteria:

  • Physical ailments like disability, pain, or conditions that could cause death
  • Emotional disorders
  • Social functioning

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Health status represents a snapshot of health at any particular time. The health status of a person can be assessed on both an individual as well as at the population levels. The health of an individual can be assessed objectively by:

  • The absence or presence of illness

It is the presence, or lack risk factors

It is the severity and extent of disease that are present

  • Health perception overall

When we compare the above definitions with the way that worksite wellness is practice today. It is clear that what we call wellness today isn’t really the same as wellness. But is actually improving the health of employees (EHSI). In my opinion we should put aside the term “worksite wellness” and call what we are doing in the present worksite wellness and label it improving employee health status (or employee health improvement) instead. Instead of creating fake worksite wellness programs, we should instead focus on creating effective EHSI programs that are effective and efficient.

Because your health is an integral reflection of the state of health, risk factors , and general health perception We should focus the attention of EHSI programs to the reduction of risk, chronic disease control, self-care for medical issues, and helping employees better understand and take action on their health condition.

Because we don’t have to deal with an either/or scenario in this case, we can also begin to implement wellness programs while we’re doing EHSI programs. Avoidance or prevention alone is not enough to achieve health. To achieve wellness, you must take a series of intentional actions to go beyond the level of prevention, or eliminating health risk.

Take note of the definition of the term “wellness. It is about creating opportunities to lead “a more successful existence.” The process of wellness is one in which employees’ health status is an indeterminate snapshot at an exact moment in time. It closely relates to the notion of salutogenesis which is the creation of opportunities to improve health.

Because the concept of wellness has multiple dimensions. Here are my current ideas about. what I consider to be wellness-relate programming at the workplace to address every dimension of wellness:

  • Physical The physical domain will be cover under the EHSI program.
  • Social – Promoting positive. supportive. And employee first or employee-centric workplace cultures and climates and random acts of kindness and employee volunteer programs
  • Health of the brain – intellectual and fitness
  • “Spiritual” – Helping staff discover the meaning and purpose of their work and in life
  • Emotional – Workplace Mental health promotion, managing stress and building resilience
  • Workplace – Integration into employee safety and training and development of employees

I believe that pathogenesis and salutogenesis are distinct parts of the health-wellbeing continuum. And they can coexist through leveraging one another’s fundamental principles. Employers are able to and should offer both EHSI and workplace wellness programs.

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