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| Health: Health Tips |
Today many employers start wellness programs at their workplace. But are these efforts wellness programs? Read on to see why they can not be.
When it comes to well-being at work, I often think that we see problems as if they were or not, rather than being inclusive. Nowadays, most wellness programs in the workplace have nothing to do with wellness but improve the health of every employee. Although the focus is on the health status of workers, this does not mean that we can not start offering interventions and social assistance programs.
What is the difference?
Although several definitions of social well-being need to be considered, I use the description and model of the National Welfare Institute (NWI). NWI defines well-being as "an active process through which people become aware and make decisions for a more successful existence." The NWI wellness model comprises six interconnected dimensions:
⧪ physically
⧪ socially
⧪ intellectual
⧪ spiritual
⧪ emotionally
⧪ professional
Health, as well as well-being, is often described as a multi-dimensional concept. Health is usually measured as:
⧪ Physical ailments such as pain, disability or life-threatening conditions
⧪ emotional conditions
⧪ social functioning
Health status is a snapshot of health at a given time. Health status can be measured individually and at the population level. The individual state of health can be measured objectively by:
⧪ the presence or absence of disease.
⧪ the presence or absence of risk factors.
⧪ The severity of an existing disease.
⧪ The general perception of health
In the workplace, the health status of employees is generally measured by health risk assessments and biometric surveys.
As far as I know, there is no absolute measure of health. And because the standard of health also includes the general perception of health, the state of health is too subjective.
If we compare the above definitions with today's well-being at work, we can see that what we now call social assistance is not a problem, social support, but an improvement in the health status of workers (EHSI). In my view, let's stop calling what we do today for well-being at work and call it improving employee health or enhancing employee health. Instead of creating fake social work programs in the workplace, we focus on building strong and effective EHSI programs.
With the current Workplace wellness program focused almost exclusively on physical health, many existing concepts and practices can be easily applied to the EHSI program model. As health conditions depend on disease states, risk factors, and overall health awareness, we are particularly interested in EHSI programs for risk reduction, control of chronic diseases, and automatic medical care. -administrés. And we help employees to understand their health better and to act better.
Since we are not confronted with any of our situations, you start wellness programs simultaneously with EHSI programs. EHSI programs will never be equal to social welfare because they are not designed to do so. At best, EHSI programs should prevent health problems. Prevention or prevention will never be enough to ensure well-being. To create prosperity, measures must be taken that go beyond prevention or do not involve health risks. Prevention and prevention are based on the model of pathogenesis, which in itself will never create well-being.
Remember the definition of well-being. Well-being is about creating opportunities for a "more successful existence." Prosperity is a process in which the health of an employee at any given time is a static snapshot. Well-being is closely linked to the concept of or the creation of health opportunities.
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| Health: Health Tips |
Since well-being is multi-dimensional, here are my current thoughts on what makes well-being in the workplace for each of the dimensions of well-being:
⧪ Physics: The EHSI program covers this area
⧪ socially: creating positive, supportive, employee-centered or employee-centered organizational cultures and work environments; random friendly acts; Volunteer programs for employees
⧪ Intellectual - health and Fitness of the brain.
⧪ Spiritual: Helping employees to find purpose at work and in life.
⧪ Emotional - promotion of mental health in the workplace; Coping with stress; Strengthen resilience.
⧪ professional integration into the safety of employees; Integration with training and employee development.
I believe that pathogenesis and are different segments of the continuum of health and well-being and can coexist with the foundations of each element. Employers can and should offer EHSI and wellness programs at their workplace.
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