I wholeheartedly agree that a number of companies and organizations are jumping on the bandwagon with the strategy of incorporating wellness programs or initiatives.
However, as noted there are advantages and disadvantages to such a strategy, there will be arguments that may counter the claim of the program’s effectiveness or their actual worth.
Personally working overseas as a security contractor, generally it was up to our individual selves to maintain a level of physical fitness and conditioning. One contract individuals were allocated the time to be relieved of duty (12 hr. shifts) in order to go to the gym and workout for an hour a day. Posts would be required to be rotated to make up the loss of manning at a short-handed post, or a …show more content…
Air Force Space Command at one of their buildings on Peterson A.F.B, they build an elaborate gym that was available for both active duty personnel and civilians. Needless to say the facility was rarely utilized, with an elaborate gym on base was the allocated funding for equipment a wise investment?
Additionally, working on another DOD contract for Honeywell in Colorado Springs, they took it a step further and had a fitness trainer employed within the gym facility they had built for the facility. Again, from observation and from word of mouth from employees the facility was marginally utilized by the employees at the facility. In both cases was the associated cost a good investment, or could the allocated funds have been spent elsewhere with a better return on investment?
An article in the Wall Street Journal, dated: April 8th, 2013 brings to the forefront some pros and cons associated with wellness programs. The article is three years old, but the perspective offered by the author: Jen Wieczner, would still be relevant today. The article is titled: Your Company Wants to Make You …show more content…
It seemingly caused an uproar when individuals clamored what incentive were available for those that were healthy, would they be compensated as well?
Programs are only effective if funding remains allocated for such initiatives, “if” you receive return on their investment, but then again how does one judge return on investment since that could be the saving of one employees life. Then there is the need for the company or organization to remain committed to the programs, starting a program one month and then three months later discontinuing or terminating the incentives raises the question of commitment.
No two circumstances or situations will be exactly the same, so variables would need to considered to determine the advantages and disadvantages of any program.
Yes, maximizing health of the employees in order to control cost is the goal, but human nature by the same employees will determine “if” such programs are truly
However, as noted there are advantages and disadvantages to such a strategy, there will be arguments that may counter the claim of the program’s effectiveness or their actual worth.
Personally working overseas as a security contractor, generally it was up to our individual selves to maintain a level of physical fitness and conditioning. One contract individuals were allocated the time to be relieved of duty (12 hr. shifts) in order to go to the gym and workout for an hour a day. Posts would be required to be rotated to make up the loss of manning at a short-handed post, or a …show more content…
Air Force Space Command at one of their buildings on Peterson A.F.B, they build an elaborate gym that was available for both active duty personnel and civilians. Needless to say the facility was rarely utilized, with an elaborate gym on base was the allocated funding for equipment a wise investment?
Additionally, working on another DOD contract for Honeywell in Colorado Springs, they took it a step further and had a fitness trainer employed within the gym facility they had built for the facility. Again, from observation and from word of mouth from employees the facility was marginally utilized by the employees at the facility. In both cases was the associated cost a good investment, or could the allocated funds have been spent elsewhere with a better return on investment?
An article in the Wall Street Journal, dated: April 8th, 2013 brings to the forefront some pros and cons associated with wellness programs. The article is three years old, but the perspective offered by the author: Jen Wieczner, would still be relevant today. The article is titled: Your Company Wants to Make You …show more content…
It seemingly caused an uproar when individuals clamored what incentive were available for those that were healthy, would they be compensated as well?
Programs are only effective if funding remains allocated for such initiatives, “if” you receive return on their investment, but then again how does one judge return on investment since that could be the saving of one employees life. Then there is the need for the company or organization to remain committed to the programs, starting a program one month and then three months later discontinuing or terminating the incentives raises the question of commitment.
No two circumstances or situations will be exactly the same, so variables would need to considered to determine the advantages and disadvantages of any program.
Yes, maximizing health of the employees in order to control cost is the goal, but human nature by the same employees will determine “if” such programs are truly