A Research Study On Health Promotion, Behavior Change

In everyday life many people develop habits, but it is never too late to attempt to change that bad habit to live a healthier life. For this behavioral change project, I was asked to choose a health behavior that I would like to change for the better. So, I decided that I wanted to increase the amount of water I was consuming each day. The standard recommendation on how much water an individual should consume is about 64 ounces daily. However how much a person should drink is more individualized then one might assume. Therefore, for this particular project my goal was to at least consume 64 ounces of water daily as a baseline starting point. I also had to consider days when I worked out. So, I decided that I would attempt to increase that amount

The role of management in organisations has been another damaging factor to the decline. Job satisfaction, whereby benefits are provided by the employers to keep the employees happy. The theory being that content employees need not be

The aim of this case based study, is to Promote Health and behaviour changes within the work place,

I believe that it is important to understand that job satisfaction has an impact on job performance. In my personal experiences I have seen management completely oblivious to the concerns of their staff that had a negative impact on job satisfaction. The text cites 300 studies that found that organizations with

Following the introduction, the authors continue into a review of literature in which the cited sources addressed relevance to the study’s variables. The review of literature consisted mainly of primary and current sources, with no citations preceding the article by five years. It is within this section of the article where the authors chose to further discuss the previous research conducted on the variables and how the variables have

Best health practices and worksite wellness program is about engaging with employees to understand what they want, taking a tactical method about looking at health holistically. According to Lacoma, (1999 -2014), these worksite wellness programs are intended to help the workers upgrade their health and maintain healthy lifestyles. This package includes exercises, variety of care and treatment for various illnesses (mental and emotional health), healthy food, on time check up reminders, outlined health checks assessments, consultations and therapy. Moreover, Engelman (2012) determined that many of the conditions impacting workers were preventable and requires increased amounts of education, screening, encouragement and benefits to help understand how these affect the quality of their lives. These shifts gained prominence during the 1990s from increased research, about the importance of prevention and the advantages it can provide employers inside the marketplace.The recent Affordable Care Act workplace wellness provisions on implementation and expansion of employer wellness programs serves a great means to offer great opportunity of improving the citizen 's health and also control health care spending. The effectiveness and benefits of such programs should be evaluated to encourage opportunities to support healthier workplaces (Kisberg, (2014).

Fitness and wellness are related to the prevalence of certain diseases (Fair, 2011). Most diseases that are strongly associated with risk factors or behaviors are preventable (Bezner, 2015). These diseases when not prevented may lead to decreased quality of life, disability and even death. It is better to prevent the occurrence of certain diseases by addressing modifiable risk factors, than to wait for the patient to suffer the consequences before we take action. Health promotion through prevention and wellness is therefore a vital component of health care system in any community. Bezner (2015) defined health promotion as the process of empowering a person to change his lifestyle and behavior, with the purpose of improving the overall health of people living in the community. According to Bezner (2015) physical therapists are ideal messengers and role models in health promotion and wellness. In line with this, physical therapists should participate in creating a health promotion initiative for the community to decrease health care costs, decrease mortality and to alleviate the risk of having chronic diseases (McGinnis, Williams-Russo, & Knickman, 2002). One example of a health promotion initiative that can be created by physical therapists is a wellness and prevention program for the elderly.

Health in the United States has become a serious issue. With about six in every 10 people suffering from either being overweight or obese in addition to other unhealthy behaviors such as smoking, heavy drinking or lack of exercise. These lifestyle choices have caused a number of chronic illnesses to skyrocket to high rates. “These chronic conditions have become a major burden, as they lead to decreased quality of life, premature death and disability, and increased health care cost” (pg xiii). What the workplace is trying to do is promote a healthier lifestyle for the employee. Some reasons for doing so is that the employer cares about the well being of their employee so that they can be more productive and to help reduce the risk of getting a chronic disease. Since these chronic diseases are becoming more life threatening and the cost of health care is increasing the employers are implementing health promotion and disease prevention strategies also known as workplace wellness programs. “Workplace wellness takes advantages of employers’ access to employees at an age when interventions can still change their long-term health trajectory. The Patient Protection and Affordable Care Act supports this trend with several provisions regarding health promotion and also mandated this study” (pg xiii).

The World Health Organisation (1986) defines health promotion as “a process of enabling people to have control over the determinants of their health in order to achieve physical, mental and social well-being”. Health promotion covers a broad spectrum of activities, all working towards achieving positive health and wellbeing of individuals, groups, and communities (Gates & Barr, 2009) . Health promotion encompasses

One behavior that I would like to improve for myself is increasing my daily physical activity level. I chose to utilize the Revised Health Promotion Model (HPM) to address this behavior. Upon reviewing the various models and theories in chapter three of the textbook, the revised Health Promotion model stood out to me and I felt many aspects of the model are perfect to address the behavior I selected to change. The three main components of the model focus on the individual characteristics and experiences, behavior-specific cognition and affect, and the behavioral outcome (Pender et al., 2011). All of these components are essential when planning and intervening to change a behavior. The text states “Research indicates that often the best predictor of behavior is the frequency of the same or similar behavior in the past. Prior behavior is posed to have both direct and indirect

The continuous rise of health care costs has meant many companies turning toward health and wellness as a potential solution to save money: ‘research is showing that it’s more cost-effective to invest in preventive health practices, such as screenings, immunizations, health risk appraisals, behavioral coaching, and health awareness/education [and] best-practice research is demonstrating the total value of an integrated, population-based strategy that addresses the health needs of all employees, dependents, and retirees across the health care continuum’ (U.S. Chamber of Commerce, 2009). Employers should balance providing wellness initiatives that address both lifestyle risk factors (such as physical activity, nutrition and stress) and clinical risk factors (such as obesity, blood pressure, and cholesterol levels). Both of these types of risk factors can be tied to the workplace environment, and both types of risk factors can be positively impacted with an environment that supports health and wellness. Top risk factors like physical activity and nutrition can be greatly supported by improving workplace environments to supplement the programming tied to these initiatives.

Health promotion utilises theories and models to guide practice. A theory is the general principles of a framework of ideas in regards to a particular topic. (Merriam-webster.com, 2016) A model is a set plan of action based on theoretical ideas to achieve a set goal. (Merriam-webster.com, 2016)

This study relied on qualitative and quantitative data. A study that uses statistical data may be seen as more reliable. Unfortunately, not all statistical evidence is free from error or bias information. A study in which both qualitative and quantitative data is combined, does not guarantee a more reliable study and each of these sets of data have their fair share of weaknesses. Also the study included input from professionals’ perspectives, which increases the chances of bias information. When reading an article journal, one must not deliberate all information as true or false, since newer and updated studies are constantly providing new

Health benefits and competitive salaries can also contribute to employee satisfaction. Promotional opportunities encourage employees to produce superior work it also provides them with an attainable goal. Management styles have changed and are geared more toward the employee’s needs. Some employees need independence in which others need guidance, and feedback on his or her performance. Flex work schedules are becoming more prevalent as people try to juggle work and family life. A workplace with high employee morale indicates a low stress environment. Toxic relationships between employees can have a negative effect on job satisfaction

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the