Posted by Company Wellness | Posted in Company Wellness | Posted on 13-11-2008
As the field of Corporate Health Promotion Programs continues to evolve, the need to define succinctly the components of this broad-based approach increases. In 1987 Allensworth and Kolbe (1987) expanded the prevailing definition of broad-based school health to include the domains of Health Instruction, Healthy Environment, Health Services, Physical Fitness Education, Counseling and Psychological Services, School Food Service, Corporate Health Promotion Programs for Faculty and Staff, and the Integration of School and Community Resources.
To promote the health of school children, prevention specialists have realized that an integrated broad-based approach is the most effective strategy. Relying only on health education or Physical Fitness Education initiatives to foster children’s health has demonstrated limited effectiveness. Consistent health messages delivered by numerous agents increases the possibility of attaining health goals and objectives. A similar model is critical if Corporate Health Promotion Programs are to impact positively on the health and performance of all workers.
A broad-based model of Corporate Health Promotion Programs includes the following components; Health Education Programs, worker Health Services and Benefits, physical fitness and nutrition Programs, Company Wellness Program Policies and Procedures, Counseling and Employee Assistance Programs, a Safe and Healthy Work Environment, and the Integration of Company and Community Resources. This model can be used to evaluate and plan for Corporate Health Promotion Programs that are truly broad-based in nature, focusing on primary, secondary, and tertiary prevention strategies for workers.
One value of a truly broad-based model is that it is possible to promote a holistic approach of worker health. A healthy, productive worker is one who is given the opportunity to develop emotionally, physically, intellectually, socially and spiritually. In addition, this model supports the ideals of wellness and optimal health by encouraging worksites to go beyond initiatives designed to only reduce healthcare costs, prevent disease, or maintain health.
A primary factor in the utility of this model is the integration and overlap of responsibilities. Implementation and design are dependent upon the motivation of qualified – and ideally – credentialed professionals throughout the administrative structure of a corporation. Such a model requires consistent communication between health educators, medical staff, human resource managers, physical therapists, industrial hygienists, physical fitness physiologists, ergonomic engineers, dietitians, occupational therapists, psychologists and independent consultants. Planning must also incorporate active involvement of workers, administrators, family members, and corporation retirees at all stages of the development, implementation and evaluation stages. All must be committed to the development of a healthy organization where workers are happy and proud to work.
Various professional organizations are working to advance the science of Corporate Health Promotion Programs. Health educators have the expertise and training to be leaders in this area. On the basis of theoretical foundations of behavior and the results of empirical research, we must begin to articulate a clear vision of what optimal initiatives should consist of. Components of this model are included below for reference and will be discussed individually in coming posts.
• Health Education
• physical fitness and nutrition Programs
• worker Health Services and worker Benefits
• Counseling & Employee Assistance Programs
• Health and Safe Work Environment
• Health Related corporation Policies and Procedures
• Integration of corporation and Community Resources