Fit 4 Life Case Study

Tinker Air Force Base leaders believe that a healthier employee is a more productive employee. To help sustain a healthier more productive workforce, Tinker’s top managers implemented Fit 4 Life, a workplace wellness program. The program offered several ways for employees to become healthier such as attending smoking cessation classes, walking the track and lifting weights at the gym, all of which while being in a paid status during work hours. The goal of the program was to develop happier, healthier employees throughout the entire base, thus promoting a safer and more productive workforce at all levels. The wellness program became policy and is still being offered to employees today. Although some employees misuse the program because it is …show more content…
Because there was no means in place of managing the program, some employees misused the paid time off or failed to access the program. The impact of implementing the Fit 4 Life program can be a positive one but only to those who choose to make full use of it. The wellness program benefited employees as well as the organization because it supported a healthy work environment. Setting of the problem. The 76th Commodities Maintenance Group (CMXG) located at Tinker Air Force Base had been supporting the military with fully capable aircraft since its inception in 1942. During the time of research, the 76th CMXG consisted of over 1500 employees and had 1.86M square feet of production space with 21 buildings located at Tinker Air Force Base, Oklahoma City, Oklahoma. Moreover, the 76th CMXG was responsible for performing depot level maintenance on 76% of the United Air Force inventory to include such weapons systems as the B-52 Stratofortress, KC-135 Stratotanker, B-1B Lancer, and the E-3 Sentry just to name a …show more content…
From the beginning of the Fit 4 Life program, managers have faced challenges regarding Fit 4 Life due to the fact that employees were not monitored when using the program. The Commander, Deputy Director and Deputy Commander have all continued to fully support the program because when used effectively, employees would become a healthier and more productive workforce. Comparable to other fitness programs, if employees are not properly managed, there will be abuse, as seen with the Fit 4 Life program. Although it is not a policy, some supervisors have taken steps to monitor employees closer by requiring them to sign a sheet designating where they went for Fit 4 Life each time. While this does not completely fix the problem of abuse, it does make the employee accountable for his or her whereabouts while on a paid