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Initial Briefcase Proposal

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Briefcase Project- Initial Proposal and Presentation

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•The Job Demands–Control–Support Model (JDM)

•Conservation of Resources Theory (COR)

•Transactional Model of Stress

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Well-being in the workplace

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Best practice methods that will be used to collect data from different areas:

·      Interview with Human Resources Director

o   Demographics of employees

o   CDC Worksite Health Scorecard

§  Sections: background information, stress management, occupational health and safety

§  https://www.cdc.gov/dhdsp/pubs/docs/HSC_Manual.pdf

·      Interview with the Union Representative

o    Employees who are in the union and if there are any wellness benefits that union provides

·      Interview with the administrator

o   Receive data on the quality assurance and performance improvement (QAPI) survey that focuses on retention, absenteeism, safety of employees, etc.

·      Participants complete The Health and Safety Executive Management Indicator Tool

o   http://www.hse.gov.uk/stress/assets/docs/indicatortool.pdf

·      Participants complete the General Social Survey: Quality of Worklife Module NIOSH

o   https://www.cdc.gov/niosh/topics/stress/pdfs/qwl2010.pdf

·      CDC’s Tool for Observing Worksite Environments

o   https://www.cdc.gov/workplacehealthpromotion/pdf/TOWE-508.pdf

·      Employee Interest Survey

o   To find what type of stress initiative’s employees would be interested in if Lynnhurst would to implement one in the future.

Tentative Tools

To be given out when data is collected and studied.

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A brief explanation of what you wished to find out and what drove you to pursue this topic.

What pushed me to pursue this topic is recently I have noticed myself not being aware of my own personal well-being. Work and school started to take over each day that I forgot to put my well-being first. For example, I used to take walks each day as a break at work and sat down with other staff to eat lunch. I have yet to go on a walk since June and I either am eating at my lunch or not eating lunch for the day. I could feel the stress building up inside me and I knew I needed to learn better ways to cope. I also started to observe more of my co-workers dealing with stress negatively, which sparked the thought of how stress is affecting employees’ well-being in the workplace.

If what you shared with your classmates helped answer your driving question and whether you received valuable feedback from others.

Working with my classmates allowed me to see different points of views than my own on health and wellness. It was also great to collaborate with them and discuss different topics of health and wellness. I found it quite interesting to see how each person had a different idea when it came down to our proposal. The padlet was nice to see how my classmates were doing and if they had any resources I could benefit from. However, I feel like it might be nice to find a better tool than the padlet because it can be hard to organize.

What you would do differently in terms of what you did and how you presented your project.

Looking back at the beginning of the semester and now, I wish I had a better idea of what I wanted to do. I felt like I had so many different ideas that during my first initial proposal I had no idea what I was doing and it didn’t make sense. I wished I asked more questions and started researching earlier. I thought we had to definitely make a program, but my heart wasn’t into making a program. It changed into finding the data and how this data can be used to eventually make a program in the future. I wish I also would have found an organization that was not the one I currently worked at, but I am still excited to do my it at my organization because I know in the end it would be beneficial. It just would have been nice for a scenery change.

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Briefcase Project: Culture of Health

Throughout the assignments we have gone over different tools and recourses that can help create culture of health. One tool I believe would be beneficial to use is the HERO scorecard. The HERO scorecard “is designed to help organizations learn about best practices for promoting workplace health and well-being, and to discover opportunities to improve and measure progress over time” (HERO, 2018). It is used regularly to examine how employee health, performance, and health plan cost is affected by employer initiatives. Overall, the scorecard is used to optimize health and wellbeing for employees and their families.

The scorecard asks detailed questions about the organizational and cultural support strategies. There are six different sections that have questions. These sections are strategic planning, organization and cultural support, programs, program integration, participation strategies and measurements and evaluation. Each of theses sections focuses on different topics within the organization. It will show what sections the organization is doing well in and sections it needs to work on. This scorecard can help organizations continue to grow and help organization provide guidance and help focus on improvements.

What is great about the HERO scorecard, it focuses on best practices in the organization. These practices range from organizational support for health, leadership involvement and methods of communicating the company’s health values, specific tactics such as policies and the physical environment features that address stress management, physical activity, eating habits, safety, tobacco, usage and work-life balance (The HERO Health and Well-being Best Practices Scorecard, 2017, pg.31). “The important role of strong organizational support in creating a culture of health and wellness has been widely recognized” (The HERO Health and Well-being Best Practices Scorecard, 2017, pg.31). When organization focuses on the different practices that the scorecard has, it build a stronger and healthier culture within it.

Using the HERO scorecard will help me find the best practice for leadership support in the workplace. It will also give me a series of questions that help focus on the culture and environment in the organization. To have a successful program, I need to focus on what the type of leadership, culture and environment the organization is to help improve wellbeing. Overall, the HERO scorecard would allow me to see where the organization is currently in different health and wellness areas and then allow me to take what I need to help my program I will be developing. My goal is to reduce stress within the organization. HERO has some questions that relate to stress management in the workplace that would give me an idea of the stress in the organization. From HERO scorecard, I would use a stress management survey to focus on my topic deeper. WELCOA, has example stress survey and job satisfaction that would be beneficial to also use with the HERO scorecard. The HERO scorecard is a tool that is a best practice to also use for the future when once the program is completed to see if there has been any positive changes with leadership, culture, and environment.

References:

Health Enhancement Resource Organization. (2017). HERO health and well-being best practices scorecard in collaboration with Mercer (HERO scorecard). Retrieved from http://hero-health.org/hero-scorecard/

The HERO health and well-being best practices scorecard in collaboration with Mercer. (2016). Retrieved from http://hero-health.org/wp-content/uploads/2016/10/HERO-Scorecard-2016-Progress-Report_digitalREV.pdf

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Creating a Recipe for Employee Engagment

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Creating a Recipe for Employee Engagment

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Click on the image below to access recipe.

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Briefcase Project- Creating a Recipe for Employee Engagement.docx

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•Find out how stress affects well-beings
•Encourage administration to incorporate stress management techniques
•Create tools to help Lynnhurst incorporate these strategies in the workplace
•Expand the idea throughout Monarch Healthcare Management to help other facilities dealing with high stress levels.

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Introduce program

Collect data through best practices

assessments, surveys, interviews, discussions.

Retrieve data

take data to create three tools for Lynnhurst to help reduce stress in the facility and improve well-being for employees.

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The Estates at Lynnhurst (Lynnhurst) is a 24-hour, long-term skilled nursing home facility in St. Paul, MN.
•Owned by Monarch Healthcare Management.
•Lynnhurst is a 72-bed care facility for geriatric individuals with mental health disorders.
•More than 65 employees currently work at Lynnhurst
•Monarch Healthcare Management does not have an employee health or wellness program.

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Worksite wellness is a culture within organizations that supports the health and wellness of the employees. Worksite wellness focuses on creating healthier and happier employees within an organization by encouraging and engaging employees in healthy behaviors. It helps employees be aware of and learn ways to create healthy lifestyle choices within the workplace and in their own personal life. Having a worksite wellness program will help companies reduce stress levels, increase productivity, reduce turnover rate and overall have happier and healthier employees. Worksite wellness can focus on the seven dimensions of wellness that includes social, emotional, spiritual, environmental, occupational, intellectual, and physical wellness depending on what the organizations’ employees would like to focus on. When upper management implements a worksite wellness program within the organization, trust is formed between the employees and management and an overall positive culture is formed.

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How does stress affect employees?

How does stress affect organizations?

What type of stress interventions are there?

Is stress management effective??

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What specifically do you wish to find out about the selected topic

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What specifically do you wish to find out about the selected topic

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What type of interventions can be implemented in an organization to decrease stress? Also, will stress management program help employees improve well-being?

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What are the benefits/impact  if the question being investigated is answered.

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What are the benefits/impact  if the question being investigated is answered.

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Strong company culture

improved productivity

less sick days

employee retention

talent acquisition

reduced stress

improved productivity

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To have a better understanding of how stress does not just affect the employees health, but the overall well-being and how it

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How does stress affect employees well-being in long-term skilled nursing home facilities?

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CDC. (2017). Coping with stress. Retrieved from https://www.cdc.gov/features/copingwithstress/index.html

WELCOA. (2018) The benefits of stress management for employees.  Retrieved from https://www.welcoa.org/blog/benefits-stress-management-employees/

World Health Organization. (2007). Occupational stress. Retrieved from http://www.who.int/occupational_health/topics/stressatwp/en/