Employee Wellness Department

George, Jones & Sharbrough (1996) suggested using a functional structure when organisations can departmentalise group jobs based on similar functions. These departments can include a wide range of groups such as,

Human Resources Services Administration (HRSA) Bureau of Health Workforce (BHW) is a program that was created to help America build a health care workforce. The Bureau of Health Workforce is eager to improve the public health by expanding access to quality health services and working to achieve health equity (“Bureau of Health Workforce”). May 2014 was the month and year HRSA was created (“Bureau of Health Workforce”). The Bureau of Health Workforce was developed through the department of Health and Human Services. The Bureau of Health Workforce combines programs that were already administered through the Bureau of Health Professions and the Bureau of Clinician Recruitment and Service “Bureau of Health Workforce”.

Kalamazoo County Department of Health and Human Services agency is the host to many assistance programs and services that aid in the advancement of our community. The organization was originally created in 1965 and was named “Department of Social Services” (Michigan.gov, 2017). In 1995 it was renamed “Family Independence Agency”; in April 2015, Governor Snyder decided that the Department of Human Services (DHS) would merge with the Department of Community Health (DCH) to create the Department of Health and Human Services. Hence the name Michigan Department of Health and Human Services (MDHHS) was born. The DHHS office “provides public assistance, child, and family welfare services, and oversees health policy and management”

The Robert Wood Johnson Foundation, in the beginning of 2007, funded Health Workforce Solutions LLC (HWS) in their project to create new innovative care models that can establish proficient and successful ways to deliver health care (Joynt & Kimball, 2008, January). In total, HWS selected 24 models of the original 60 care delivery models to conduct in-depth research. Throughout the years, many institutions have incorporated these different models, either independently or in combination. Although all models met the criteria of HWS, and are beneficial in their own way, the Unit-Based Care Manager model will be the subject of this paper. The Unit-Based Care Manager model, "is a new role created for Clinical Nurse Leaders (CNL 's), where a hospital unit 's care team and delivery is redesigned to leverage the CNL 's knowledge, experience, and functionality" (Joynt & Kimball, 2008, January). In fact, one example of the benefits of implying this model is hand hygiene compliance. Results show from CNL Role Immersions Practicum Experiences, that improvement went from 30% to over 70% with just this implementation ( Reid & Dennison, 2011, September 30).

During my lifetime so far I do not have much work experience; however, the work experience I do have is very diverse. This diversity ranges between working for an insurance brokerage, to working at a rodeo – both providing me with useful skills I am able to utilize for the rest of my life. I have spent the past two summers working at VanHelden Agencies. During my time at VanHelden Agencies, I performed various aspects of office assistant and clerical work – both positions requiring a great amount of organization. From pulling and putting way files, to processing ingoing and outgoing mail, as well to filing claims that have been reported to the office, I had to always be organized of what was going on. At the Rough Stock Rumble, I greeted guests,

While we work as single unit, your main focus should be on your ranks main responsibilities. The current hierarchy of the staff is the following.

Personally, I find the following statement, "health care executives should not be driven by desire for self-wealth, increasing profits, power, independence, and a need to succeed, but should focus on providing quality and safe service” (Belhaven University, 2016) to be what every Christian healthcare executive would want as their personal mission and/or vision statement. God is the creator of human kind and knows people and their need far more clearly than we can ever imagine. The desires of healthcare administrators or executives should be from scriptures when we are in search for or of His wisdom. Romans 3:23 exemplifies us all because we “have sinned and fall short of the glory of God” (NIV) from time to time.

“Understanding role clarity and task ambiguity” - department and individual objectives are not clear from the beginning and lack of group structure.

Hospitals were not always large, nor did they have the technology that is used in today’s time. Hospitals did not exist until around 1736, in which they were referred to as almshouses (Hospitals, 2013). Almshouses were first founded in New York and could treat up to 6 or 7 patients at one time (Hospitals, 2013). After the New York almshouse was successful, new hospitals started to appear all over the United States. The US now has around 5,000 community hospitals that facilitate to people in need of medical attention (American Hospital Association, 2014). The 5,000 hospitals are broken down into for-profit, not-for-profit, and governmental organizations. All of the hospitals have the common goal of

Stokols and his associates suggest that the field of worksite wellness may be undergoing a fundamental paradigm shift away from individually oriented programs and toward broader formulations emphasizing the joint impact of the physical and social environment at work, job‐person fit, and work policies on employee well‐being (Stokols, Pelletier, and Fielding, 1996).One example of a company that successfully implemented an H&W program is The McKesson Corporation. Between 2011 and 2014, participants increased their activity levels from an average of 21 to 106 activities per annum, with 83% of employees and spouses completing at least one activity in 2014. Since April 2012, McKesson employees and their spouses have attended 159,994 Weight Watchers

At the end of 2014, PYB has 87 full-time and 28 part-time workers. With recent company success, PYB will continue to hire new employees to accommodate for higher production. However, with the passing of the Affordable Care Act in 2010, PYB is currently not in health care compliance by not providing “adequate health care coverage to their employees. ” Since PYB has 50 or more full time employees, they are required to provide minimal coverage or pay the “sledgehammer tax” of $2,084 per full-time employee that is eligible for coverage. There also needs to be a determination of analyzing the health of current employees. This can be determined if PYB wants to implement a fully insured, self-funded or hybrid self-funded health plan for their employees.

When I first started the wellness assessment, I had no idea how and when I was going to be able to take it with the vast array of multiple choice and written response questions, I made sure I tried my best to answer them; opening up and sharing a part of me, that’s mostly hidden, was a little difficult task for me to do. Once I finished the assessment and received the results, they helped me realized the aspects in my life I was working on well, and others I completely disregarded majority of the time. Most of my life and even to this day, my family has been the type to use medication and surgery to fix our physical problems, so seeing all of the categories that make your whole wellbeing, convicted me. Speaking for myself, this whole time, I assumed if all my physical pain and abnormalities would be relieved, I

The Wellness Coordinator position is a career I am incredibly interested in and hope to attain to utilize my experience and further my development within the wellness field. Developing strategic plans and managing projects in order to positively elevate lives and more importantly, help people achieve what matters to them is fascinating to me. I am confident my passion, work experience, and education align with your Wellness Coordinator position. Listed below are a few of the many capabilities I can bring to the EXOS team.

This year our HR department has implemented an onsite health care provider and onsite counselor for our emotional well-being. They teamed up with a provider for individualize physical fitness training. We are implementing a new career development program that includes IDPs (individual development plans), talent tracking, career planning and stay

For this discussion I chose an article about communication called Examples of Verbal Communication in the Workplace from Chron. It states,”Verbal communication occurs in meetings when participants share their ideas. Effective meeting organizers clearly define their objective, such as whether the intent of the meeting is to make a decision, brainstorm ideas, approve a plan, communicate a change or get a status report.” In America we have many non-verbal facial expressions that mean different things to different types of people. We have various cultures and we must be considerate of our actions in order to avoid offending someone. We all have seen a child eat something they truly do not enjoy. The child will make a face that might seem funny