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Questions about risk management
Risk management
Risk management abstract essay
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Every organization, be it small or large, experiences some type of business risk. A well-prepared organization can anticipate risks, however not all risks are foreseeable. It is therefore beneficial for an organization to determine the weaknesses and threats that they may experience. In the health care industry, it is especially important as the environment is constantly changing, with complete reform becoming a strong possibility. For Clinicas de Salud del Pueblo, minimizing the weaknesses and threats of the wellness program that is to be created, is of the utmost importance. Creating and implementing a wellness program for the clinics of Clinicas de Salud del Pueblo is a time-consuming task. Groupings of individuals are necessary to make sure that the program runs smoothly and effectively. This wellness program would not be with out its weaknesses. Weaknesses of the wellness program could include lack of resources available and lack of employee participation. The clinics of Clinicas de Salud del Pueblo, while running successfully, can be considered small and basic. These clinics are able to provide the care that is needed by their patients but do so with fewer resources then would be available at other health care facilities. Having less resources available would be considered a weakness for the wellness program being created. Resources are needed to provide the services and education that would be required of the program. Not having these resources would decrease the success of the program and lead to a decrease in the rate of participation. A wellness program is created to help ensure the health of employees within an organization. For this reason employee participation is necessary. A weakness that Clinicas de Salud d... ... middle of paper ... ...they offer. Instead of focusing on education and how to prevent the onset of disease focus can shift to how to maintain one’s lifestyle. Services that are no longer needed will be eliminated and new services will be introduced. Increasing team activities could help change the focal point of the program to building team commodore. The weaknesses and threats that the wellness program of Clinicas de Salud del Pueblo could experience would range in size and severity. Facing these issues as the arise and not turning a blind eye will allow the clinics to overcome their challenges. The aim of this program is to improve the overall health of their employees, employees who invest their time and energy into the organization. Making an investment in employees makes any type of challenge that may be experienced seem small when in comparison to the benefits of such a program.
It is imperative that Health Care Professionals learn to manage risk. There are many factors to think about including environment, assessment, identification and prioritising when managing risk. Being able to strategically implement preventative measures will help in managing risk. Risk management works hand in hand with all enablers set out by chapelhow.
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.
Located on the western side of South America, Peru is a relatively small country with a very strong culture. Many of the people in Peru are descendants of the people who resided on the land thousands of years ago (Lyle). Because of this, much of the culture and their way of life has stayed the same. However, quite a bit has changed in the country of Peru in recent years as well, and for the better. Medical care is an aspect of the country that has never been quite strong enough. There are several different factors that contribute to this issue, including poor water, not enough medical workers, and citizens that can’t afford to be cared for when they are sick or injured (“Peru”). Medical care has been a struggle in Peru for quite some time, but things are slowly starting to turn around for the country thanks to governmental programs and projects that have been started to help with the medical care of Peru’s citizens. Although there are several programs out there to help the citizens, the country’s health care isn’t quite efficient enough and does not adequately serve the population.
For them, becoming sick sometimes is considered a sign of weakness. Some Hispanics prefer domestic remedies, prayers, friends, or a traditional healer (curandero) rather than seeking medical assistance. In some cases when those alternatives don’t work, some people get the medical assistance while others practice both things at the same time, or return to the alternatives when they are not satisfied with the modern medicine. In Hispanic countries sometimes health services are free of cost, but they don’t have the hygiene and conditions necessary to offer a good
There is a need to adjust to a workforce that is increasingly diverse. Diversity is not only determined by traditional categories such as age, race, and gender. Diversity also includes generational differences, lifestyle, work style values and differences, employment expectations and goals, learning styles and abilities, educational levels and technological sense. In order to build a successful workforce for the future, adaptations to the vast array of differences in applicants and employees is a challenge to be recognized and addressed in the workforce action plan. With efficient occupational health services and smart occupational health personnel this can be achieved. Competitive industries invest more on workforce as they are well aware of its implications. This proactive approach of organizations impact both direct and indirect cost to industry. This clearly indicates that healthy organizations are more likely to be successful as they are more skilled of retaining workforce who is healthy in all aspects including physical, mental and psychological capabilities. I will conclude this document with a statement by Employees Benefit Journal Ann 2004, offering your workforce a full behavioral health program is one of the wisest decisions you can make to increase workplace wellness and
campaign and technical assistance to promote the benefits of worksite health promotion. A new CDC
Healthy People are a nationwide program set by the United States Department of Health and Human Services with the objectives to promote health and prevent disease. The Healthy People program was first initiated in 1979, followed by Healthy People 1990, 2000 and 2010 with the same goals and objectives to promote health and prevent diseases. Due to the accomplishments that has been achieved in the previous years under this program, the Healthy People 2020 expanded or rather broadened their goals and objectives beyond disease prevention, health promotion and reducing health disparities, but to also eliminate healthcare disparities that has plagued this nation by the year 2020. The governing body, the United States Department of Health and Human Services is responsible for coordinating this program; track the progress of these objectives so as to improve the health of the population. Among the various goals set by this body, only three will be discussed in this paper to gain more insight as to what it entails. These include health equity to improve the health of all groups; social and physical environments that promote good health; and to promote quality of life, healthy development and healthy behavior across life stages.
What initially sets Heathers apart from the classic teen movies of the eighties (Pretty in Pink, Sixteen Candles, etc.), is that Veronica Sawyer is a complete character, with an arc that exists outside of male validation. She is able to persevere and refuses to fall into a traditional storyline in the opposition of terror, specifically masculine terror at the hands of J.D. If she wasn’t written as well, Veronica very well could have been a generic alt girl seen in the Manic Pixie Dream Girl trope. If that were the case, she would have only existed in the film to progress J.D’s narrative. Thankfully, this is not the case. From her fashion (lots of blue to correspond with the red, yellow, and green of the other Heathers), to her vernacular (“how
A research performed by Loma Linda, California determined that Hispanic Americans hold several expectations of their healthcare providers and this include their nurses as well (Manfred, Mcfadden & Belliard, 2006). One of the major difference between the Hispanic outlooks of health is, the holistic approach which cover the spiritual, physical, moral and emotional aspects inside one’s life.
The diversity among the U.S. population is very large and continue to grow, especially the Hispanic group. More so, health promotion can be defined or perceived in many ways depends on the minority group and their culture beliefs. As health care provider, recognizing and providing cultural competent is very important. In addition, assessing the health disparities among the minority group and teaching them how to promote good health will benefit along the way. Furthermore, health care providers have the role to promote good health but without proper education and acknowledge cultural awareness will be impossible to accomplish.
...nt. Wellness programs in workplaces have also become increasingly popular. These programs have not only demonstrated to be clinically effective but also cost effective. Companies are willing to invest to improve their productivity and decrease insurance cost. These programs will continue to grow in all fields and will require the need for more ND’s to participate. Promoting these programs can only lead to positive improvements from a patient to a corporate perspective.
With the health care costs reaching high number there is no wonder we have a large number of absenteeism. So many wait to the last possible painstaking work day to decide to see a doctor about their aliment, and all of that could be prevented. Preventing oneself to have to take time off from work is one way to keep costs low. There are so many areas that need to be addressed when it comes to what is going to slow us down as a company. According to estimates by Dr. Jaime Claudio(1991), a corporate wellness consultant for Health Plus, a provider of health-care insurance, a comprehensive eating awareness and weight- management program designed to improve long-term habits could generate an 80% reduction in the incidence of potential problems caused by obesity in the workplace. These problems include hypertension, diabetes, coronary heart disease, and diminished work efficiency. Obesity is not the only eating disorder that is a problem, there is bulimia and anorexia. Smoking, drinking, substance abuse, and stress are problems that are brought into the workplace and stop productivity. We have to be aware of issues that are there but are not usually thought of as an illness.
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.
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!
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