Qualitative and Quantitative Data
The purpose of research discussion is to address the best practices in adopting a workplace wellness program. The managers at Cornella Brothers, Inc. desire to know if a wellness program will reduce their insurance costs and wish to know how best to engage employees in the wellness program (A. Greene, personal communication, February 18, 2014). Cornella has noted an increase in employee work accidents as well as increased insurance premiums (A. Greene, personal communication, February 18, 2014). All employees at Cornella are offered health insurance, therefore if research reflects a cost savings and best practices for implementing a program can be ascertained, the safety manager will move forward in proposing a wellness program to the company owners (A. Greene, personal communication, February 18, 2014).
The qualitative article researched provides stakeholder perspectives on implementing a wellness program at a midsized company to low-wage employees. The authors conclude that employers agree that wellness programs are beneficial, but have some reservations but would consider low cost programs that are turnkey programs tailored to their industry (Hannon, et al, 2012). The quantitative study focuses on the desirability of wellness programs as well as incentives that increase motivation for participation. The study concludes that financial incentives provide the greatest incentive, that employees do desire to participate and desire to be rewarded for participation (Churchill, Gillespie, and Herbold, 2014).
The following will present two tables; one based on the qualitative research study and the other on the quantitative research study. The first table will reflect conceptual...
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...d health are concerns for Cornella. If Cornella were to work with employees in determining what employee’s desire out of a wellness program and the incentives sought for participation they can increase their employee participation in the program. Increased morale, productivity, and general health are beneficial outcomes for employees and employers alike, in addition to healthcare savings this should be a well-received proposal.
Churchill, S., Gillespie, H., & Herbold, N. (2014). The desirability of wellness program and incentive offerings for employees. Benefits Quarterly, First Quarter 2014, p. 48-57.
Hannon, P., Hammerback, K., Garson, G., Harris, J., & Sopher, C. (2012). Stakeholder perspectives on workplace health promotion: A qualitative study of midsized employers in low-wage industries. American Journal of Health Promotion, 27(2), p. 103-110.