wellness management in the workplace: rethinking change
DESCRIPTION
Wellness Management in the Workplace: Rethinking Change. Jane Ellery, Ph.D. Assistant Professor Associate Director, Wellness Management [email protected] http :// bsu.idwellness.org (graduate student blog). Fisher Institute for Wellness and Gerontology. What is Wellness?. - PowerPoint PPT PresentationTRANSCRIPT
Fisher Institute for Wellness and Gerontology
JANE ELLERY, PH.D.ASSISTANT PROFESSORASSOCIATE DIRECTOR, WELLNESS [email protected]://bsu.idwellness.org (graduate student blog)
WELLNESS MANAGEMENT IN THE WORKPLACE: RETHINKING CHANGE
How does your company view human assets?How does your wellness plan fit within your company’s mission?What is important to your employees?What are your employees willing to change?How can you help make the “healthiest choice” the “easiest choice.”
What is Wellness?
Where are we now?
Healthier Employees
Incen
tives
Employee Assistance
ProgramsNutritio
n
Interventions
Small Business
Wellness Tax Credit
Physical Fitness
Initiatives
Weight Loss and Obesity Prevention
Cultural Assessments
Employee Health
Plans
Consumer Drive
n
Health Plans
Integrated Solutions
Health Risk
Assessments
Health and
Productivity
Management
Occu
patio
nal H
ealth
and S
afety
It’s a full-time job to think
about all of this!
If you want to think about it full time… Fisher Institute for Wellness and
Gerontology graduate degree program in Wellness Management
2 year MA/MS program that combines health enhancement thinking with a foundations of business minor
What’s a part-timer to do? Hire a vendor – make sure they develop
into a partner AND they have a monetary investment in assuring participation and change in your employees (maybe split payment for services into 50% for delivering services and 50% for achieving outcomes)
Send your HR manager to receive some training (See University of Southern Indiana and IP-FW offerings… coming soon – certificate in workplace wellness at Ball State)
Partner with the Wellness Council of Indiana and/or develop a local support structure
These may be good actions… But start with thinking!
Best Thinkin
g
Best Planni
ngBest
Doing
Start by thinking Help your company develop:
The “lens” you use to look at workplace wellness
Balanced thinking A framework to use for intervention
thinking Innovative ideas for wellbeing/health
enhancement practice
Self DeterminationRyan and Deci – University of Rochester
9
Wellness An integrated method of functioning
which is oriented toward maximizing the potential of which the individual is capable, within the environment where he is functioning
Halbert Dunn, 1977
Supporting opportunities to impact the diverse, multi-dimensional processes important in preserving and protecting health and wellbeing by encouraging Complete Thinking, Balanced Valuing, and Flexibility (Passionate) Intervening at multiple levels
Wellness Management
Maximizing Human
PotentialBy Supporting Personal/Professional Growth and
Development
Generalist Practitioners
Source: International Commission on Education for Sustainable Development Practice (October 2008, Columbia University)
Health Science
Natural Science
and Engineeri
ng
Social Science
Management
Linking the
practices together
Investing in solutions for the future – and rethinking our approach!
“The Last Mile Solution”
http://www.ted.com/talks/sendhil_mullainathan.html
AntonovskySense of CoherenceGeneralized Resistance Resources
Salutogenesis
Salutogenesis Pathogenesis – the origins of disease Salutogenesis - the origins of health Sense of Coherence (Antonovsky):
Your world is understandable: Stimuli from internal and external sources is perceived as structured and predictable. (Comprehensible)
Your world is manageable: Resources exist to meet demands posed by stimuli (Manageability)
Your world has meaning: Demands are challenges worth spending energy/effort on (Meaningfulness)
Health ease/dis-ease continuum
14
GRR-RDs Generalized Resistance resources – resistance deficits
Generalized Resistance Resources: Properties of a person, a collective or a
situation that facilitate successful coping with the inherent stressors of human existence.
GRRs foster repeated life experiences which helped one see the world as 'making sense', cognitively, instrumentally and emotionally.
Wealth, ego strength, cultural stability, environment, support structures, etc.
Moving toward the positive end of the continuum – resource… the negative end – deficit
16
Questions to consider… What makes us strong? What experiences make us more
resilient? What opens us to more fully experience
life? What in organizations makes us grow? How can we give meaning to life? How can we support the development of
GRRs?
17
Tasks to consider… Manage the pace of life Set priorities Develop needed personal and
occupational skills Connect people
As a manager, think about the needs of the whole person… body, mind, and spirit… and think of each individual as an individual rather than as a disease, potential disease, or disease risk factor
www.well-beingindex.com/files/2011WBIrankings/IN_StateReport.pdf
IN #6 (Pence)Rank = 412/436 Lowest in Indiana (next lowest - 387)
How does your company view human assets?How does your wellness plan fit within your company’s mission?What is important to your employees?What are your employees willing to change?How can you help make the “healthiest choice” the “easiest choice.”
What is Wellness?
JANE ELLERY, PH.D.ASSISTANT PROFESSORASSOCIATE DIRECTOR, WELLNESS MANAGEMENTFISHER INSTITUTE FOR WELLNESS AND GERONTOLOGY
BALL STATE UNIVERSITY: EDUCATION REDEFINED
Contact Information:[email protected]/wellness765-285-8259