Health Promotion

Paper Summary:

This paper examines the growing trend towards companies offering health promotion programs. The paper explains that more forward thinking companies are offering these programs in an effort to help keep medical and other insurance costs down as well as attract higher quality workers. The paper looks at how well the health promotion programs were generally received by employees, why companies were motivated to offer the programs and describes some successful programs that were implemented. The paper further examines the benefits achieved from offering the programs from the perspective of both the company and the employee and identifies possible caveats associated with offering the programs. Finally, the paper looks at how such programs should be designed and evaluated and concludes that the programs are a very positive addition to the workplace.

Literature Review
Employee Receptivity
Company Motivations
Successful Programs
Competitive Advantage
Effects on Employee Health
Health Promotion Programs and Changing Beliefs
Reasons Underlying the Need for Health Promotion Programs
Adding Retirees to the Costs
Interesting Benefit for Company and Employees Both
Benefits for Employees
Work-Family Programs: Staying Competitive in the Labor Market
Caveats
Designing a Program
The Health Promotion Program "Bible"
Evaluating Health Promotion Programs
Conclusion

From the Paper:

"There are many reasons for a company to initiate a Health Promotion Program. Among these reasons are keeping other medical and insurance costs low, but also competing in the global marketplace. The literature cites both of these reasons; it virtually ignores the possibility of altruism in the equation, that offering opportunities for employees to enhance their health at work is simply "the right thing to do." As long ago as 1990, The Futurist predicted that companies offering health programs for employees and their families would gain a competitive edge, as reported by the Washington Business Group. It was assumed that such programs would improve the health of current workers as well as attract higher-quality workers (Futurist, 1990, p. 48). The magazine's report also noted that it seemed sensible to do so on other grounds. For example, it noted that 40 to 60 percent of a company's health care costs were created by spouses and children of the employee. "

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