Alphabet is number 22 on the Fortune 500. Alphabet owns many common companies used every day such as Google, YouTube, and the Android operating system. Alphabet is one of the most profitable internet service and retailing companies to work for. Alphabets main company, Google, was founded in 1996 in California. Since Alphabet acquired Google in 2015, Google has begun to rapidly grow and release new products.
Google is the leading company in establishing better workplace wellness. The company has the best workplace wellness out of all its competitors. Google has free bikes on its campuses, on-call doctors, nap rooms, standing desks, on-site laundry, and cafeterias. Google encourages its employees to remain active by having an onsite gym and fun games like ping pong. By having these activities, they are increasing their employees physical and mental health. An increase in overall health of employees is the best strategy for companies because it lowers there
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Google has outstanding wellness programs that include games and a gym for physical activity in addition to nap rooms and dog programs for mental wellness. Google understands the impertinence of maintaining an aggressive free work environment and has created a Google Code of Conduct to discourage these activities. They have also increase their work safety and health by discouraging drinking in office as well as created their campuses to be a weapon free zone. Google shows they are willing to invest in their wellness program to retain employees, attract new employees and to lower their medical cost. Harvard also showed how to focus on positive reinforcement to get employees to change unhealthy behaviors. Google also focused on positive reinforcement by having games set out to encourage physical activity. Overall todays company investing in their health and wellness programs will benefit them in the
The people in the workplace can be categorized into two groups: the employer and the employees. The employees work for their employer and in turn, the employer has the duty and responsibility to ensure that the minimum safety requirements are met. However, employers are not required to provide health insurance benefits to their employees. More often than not, providing health insurance benefits is very costly to the employer and in an attempt to mitigate the costs, employers’ encourage employee participation in various healthy lifestyle programs and initiatives as well as providing incentives for their participation in such programs. These kinds of actions are not always met with enthusiasm, some find it unreasonable to be expected to do so on their own time to change their lifestyle to suit their employers.
Lastly, building a business case for the wellness initiative is an important part of the process. According to previously noted literature review, it makes good business sense. Employees with healthy behaviors, on average, are more productive when at work and incur lower medical costs than workers with less healthy behaviors. In writing a wellness operating plan, several business aspects should be addressed like the overall goal of the program, the specific objectives, the implementation strategies with a timeline, the communication methods to be used, and a detailed budget (Goetzel et. al., 2004).
Corporate wellness programs are critical to the fiscal fitness of organizations in the United States today. Corporate wellness programs vary in their methods, but the end goals are the same: decrease medical costs and increase employee productivity. Healthcare costs now consume over 50% of corporate profits and continue to increase at nearly 12% a year (Powell, 1999, p.15). This dramatic rise in costs has caused employers to look for innovative ways to combat the costs. In addition, larger companies now operate with more employees in smaller a space, which creates more stress and allows for ailments to spread faster. Corporate wellness programs focus on a proactive to employee health, as 80% of all ailments are preventable (Prevent a Disease [PD], 2000, 3). I will provide you with an overview as well as, some specific examples of these corporate wellness programs and the results they produce.
It is important to create a healthy environment in the corporation, so we must look at this as an investment in health and wellness and not an expense.
The separation of employees' work life and personal life is no longer clearly defined by a 9-5 schedule, time spent in the office or proximity to coworkers. The advancement of technology has blurred the line between work life and personal time. This blurring and overlapping of work and personal time has created a new environment to which company provided benefits much adapt. The evolution of benefit programs must support employees combined work/life overlap and must encompass both areas. There are no longer benefit programs defined by the traditional package of health coverage, dental, vision, vacation, life insurance and 401K program. Employees want and need more from their benefits programs including incentives to attract them to programs, motivate them to use the benefits and ensure healthy choices are adopted in their households. As Dave Rahill, President of Mercer's Health & Benefits business, states in the February addition of On the Clock, "This challenge puts even more pressure on employers to deeply understand and communicate the value of various benefits to their employees so they can make smart choices" (Guillaume, 2013). Employers must broaden their focus beyond just the employee to include the entire family to ensure improvement of employees lifestyles. This paper will discuss the evolution of employer benefits toward a focus in healthy living via incentives provided to employees to ensure their utilization beyond the work environment. Through analysis of employee utilization of both traditional and wellness benefit programs at Conversant the current incentives leading that utilization are evaluated and recommendations for improvement. Evaluation of Conversant’s incentive program designed to drive employee be...
Extravagant wellness projects are been taken at corporates so as to ensure the wellbeing of the employees. It is a fact and an observation that on average employees spends the major part of their life cycle at work. Corporate social responsibility has by and large focused on maintaining “goodness” at workplace. The way we feel is reflected in the work we do.
Over the last decade, with the rising rate of chronic disease and increasing health care cost in the United States, more and more employers started to concern about the impact of this trend, therefore, they have implemented employee wellness incentive program in their organization. Many of those employers believe that such program not only can reduce their financial burden and improve employees’ health, but also can reduce absenteeism and improve morale and productivity within organization. Meanwhile, some studies have been conducted to assess the effectiveness of employee wellness incentive program.
A few companies today have a wellness program for employees. The wellness program is for employees to receive certain goods, such as discounted gym membership, massages or even receives discounts at health food stores, etc. Within this article, it states that a few companies are refusing to put a wellness program within the company budget. Companies in America find that it is a waste of money, time and unimportant for his or her staff. Amanda Richardson says it should be the foundation of the company (Richardson, Huffington Post). The reason for this is that there is a higher chance of productivity going up, profits increasing and employees becoming more engaged.
They want to improve productivity and reduce healthcare costs by improving their employees’ health. Health and wellness companies such as Tivity Health, Virgin Pulse, etc., have wellness programs to improve total population health. Health insurers offer discounts to employers who spend on corporate wellness programs which leads to many employers spending money on these programs. Typically, these corporate wellness programs offer biometric screenings, on-site blood drives, flu shot clinics, on-site fitness centers, offer discounts on gym memberships, etc. These programs are often plagued with low participation rates, and now fitness trackers can be used to incentivize employees to stay active and improve participation rates. For example, Virgin Pulse’s corporate wellness programs offer fitness trackers to participants to track activities and offer financial incentives to achieve goals. Recently, Virgin Pulse has partnered with Fitbit and will be using Fitbit trackers as recommended fitness trackers. According to Virgin Pulse, fitness trackers are helping the company to improve its corporate wellness programs’ participation
As of 2012, 17.2 million adults that were unable to walk a quarter of a mile and this numbers are expected to continue to grow rapidly over time (National Center for Health Statistics [NCHS], 2014, table 49). This means that not only will the employees benefit from utilizing the wellness program by reducing stress, but also reducing their possibility to be one of the individuals listed as a statistic. Presumably, employees who take advantage of wellness programs tend to be absent less often, manage stress more effectively, and control their weight (Martocchio, 2014, p. 263). These are all areas that everyone should be concerned with, and by incorporating a wellness center, the employees of Premier Financial Services will benefit
In this article, it starts by pointing out all the good that wellness programs have on the workplace. Most employers now are asking their employees to participate in wellness programs. For the employee, it has all sorts of
Google Inc. is a company that started in 2002 and has gradually grown to become an international technology company. Google’s business is mainly focused around vital areas, like advertising, search, operating systems and platforms, hardware products and enterprise. The company produces its revenue mainly by distributing online advertising. Google also produces revenue from Motorola through selling products. The company offers its services and products in over 100 languages and in over 50 regions, territories and countries.
Human resources will need to place emphasis on employee wellness my initiating programs that “include work-life balance processes, stress management, and therapy programs, and facilitating an open dialogue about mental health and illness to remove much of the stigma that plagues the conversation and ailments (Guppta, 2016).” By utilizing flexible work schedule options, demanding jobs with high-stress levels are possible because employees’ free time does not have to be sacrificed.
Methodology: The collection data primary and secondary sources were used. For primary data, some interviews were conducted with employees so that a detailed overview of the programs can be analyzed. Whereas, most of the work is based on secondary research for which the relevant websites of the companies, books, and journal articles were consulted. Identification of the most appropriate wellness plan
Google is a good work place and provides numerous work opportunities for people in diverse fields. Google has invested in several areas including advertisements, operating systems, sales, search, and hardware products. A significant proportion of Google’s income comes from making online advertisement. The company was founded by Larry Page and Sergey Brin while they were PhD at Stanford University. The two founders together own almost 16% of the company’s shares. It was primarily incorporated as a private company in the year 1998 before the IPO in the year 2004. The mission statement of the company was to organize the world’s information by making it globally accessible and useful. The rapid growth environment characterized by numerous competitive ventures has led the company into adopting a series of strategies involving the chain of products, acquisitions and partnership s that transcend the core function s of the company or the search engine. The company has product offerings in the likes