ADT’s Wellness Program: What Works and What Doesn’t
There is the saying, “when you look good, you feel good”; which can be transparent in the world of health. In the case of ADT’s employees, who are becoming exposed to the wellness program, it poses a great advantage for the employees to learn about how to become healthier and become proactive on the different health topics. On the contrary, the underlying purpose of implementing a wellness program (which is to increase ADT’s profitability margins) should not be the focal purpose of initiating a wellness program. By incentivizing the employees to complete the wellness survey, should not be the reason why the assessment is taken in the first place. In addition, an online assessment should not be the basis of health for an individual. For one, there is no physical assessment being conducted, rather an easily manipulated online assessment is what needs to be completed.
Bottom line: does this wellness program actually work? From an employee standpoint, it does work. ADT wanted a program that would motivate its employees, which this program has done effectively. Employees are filling out the assessment and receiving their $200 bonus paycheck. In my opinion, from the employer standpoint, it does not work because taking a wellness assessment that will give you $200 does not directly impact and improve the actual productivity of the company. Thus, it does not motivate the employees to work more efficiently. In fact, it is merely motivating the employees to complete the assessment and to refer other employees to take this assessment so that they, too, would be able to receive their bonus paycheck.
ADT Always Cares – Community Involvement
A little over a year ago the company created a c...
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Employee wellness programs, also known as a “worksite wellness program”, are programs that are designed to promote and support the health, safety, and well being of a company’s employees. Wellness programs are meant to improve the health of the staff, their morale, and in turn also help improve their productivity. There are many components that make up employee wellness programs, for example; Health Screenings, Health Fairs, Fitness classes, Smoking cessation classes, and even wellness issue workshops. Employers have begun adopting these programs in hopes of helping their employees while they are at an age when health interventions can still help transform their long-term health choice. This paper will focus on trends found between employee weight and productivity, and the impacts these could have on a business overall.
The people in the workplace can be categorize 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 action 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.
Thank you for the opportunity to share more about HealthyWage and our challenges. We work hand in hand with Weight Watchers; they actually take advantage of our challenges and run them internally. HealthyWage is working directly with Weight Watchers so that it is an integrated promotion of weight management programming. You can run our challenges in parallel to other challenges that you may have in place. In addition, HealthyWage can be a great marketing vehicle to make your participants aware of all the resources they have available through your health plan and wellness program to help them lose weight. Accordingly, HealthyWage results in huge engagement by employees, (most Ceo’s participate), and results in huge behavior change.
Steers, T. M., Mowday, R. T., & Shapiro, D. L. (2004). Introduction to Special Topic Forum: The Future of Work Motivation Theory. The Academy of Management Review, 29 (3), 379-387.
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
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The second ideal is healthy weight, this includes access to “tools and resources that any employee can use to help reach and maintain a healthy weight” (HealthAhead). The final portion of this program is Healthy in a Click, this is a computer based program offering access to information regarding living a healthy lifestyle including, recipes, wellness topics, and ways to challenge each other to fitness related goals (HealthAhead). This program is clearly working to help avoid downtime as the corporation has shown a 12% decrease in health related absenteeism, which can result in a huge gain regarding overall output per employee (GE Goals and
Steers, Richard M., Richard T. Mowday, and Debra L. Shapiro. "Introduction to Special Topic Forum: The Future of Work Motivation Theory." The Academy of Management Review 29.3 (2004): 379. Print.
Other major issue is the absence of personalized training plans for each client. Usually to each client is given a standard plan which will only be modified if the client requests a new physical evaluation. In the Active Life chain, the monitoring of the training is done differently, as we will see in more detail when we describe the Wellness System from Technogym, but even here the problems with specific training plans to each client remains. The main motivation for this project is to apply the knowledge in technology and human machine interaction and to apply these concepts in this expanding market with the objective of optimizing the processes and the client’s satisfaction. Combine the taste in user centered conception with the human sciences was great motivations for this
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
There is no shortage of motivational theories, just as there is none for leadership theories; however there are a few particularly important ones. It is interesting to note that even some of the most notable ideas of motivation are nothing more than untested hypotheses with simple anecdotal observations as a backbone that has served for years of...
Another large debate in the issues and impacts of obesity is the responsibility of employer’s. Especially for those whose obesity comes from a sedentary lifestyle. Or perhaps need the preventative measures of keeping obesity at bay. A hot topic on the rise is whether or not employers should be mandated to give employees a work-out period in their schedule. The employers could offer employee’s incentives for utilizing resources (a company gym, discounted memberships, and dietician, walking a company track) and by using the resources keep costs low. Though initially it could be costly to take on the responsibility to offer extra incentives to employee’s it could offer long term potential savings. (Villareal, Apovian, Kushner, and Klein 2005) Those whose companies offer various programs and actively engage in them express more happiness, productivity, a greater quality of life, and overall better health. Better health allows for employee’s to serve their employers better. They use less sick pay, keep insurance premiums low, and are more likely to be in tune with their daily job. So while the initial cost may be high, the long term financial gain of a happy, healthy, productive team is hard not to invest in!
It is my intention in this essay to explore some issues around motivation and cite work based experiences to illustrate and substantiate any arguments or points of view.
Motivation is taking on a whole new world then it once did, it is not only taking on people to do small personal tasks like quitting smoking, but instead people are starting to re...
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).