TABLE OF CONTENTS

Sl. No. Contents Page No.

Chapter 1
1 1.1 Introduction 1-3
1.2 Objectives of the study

Chapter 2
2.1 Review of literature
2.2 Types of employee programs for health and wellness
2 2.3 Statement of the problem 4-10
2.4 Importance of the study
2.5 Research methodology

Chapter 3
SWOC Analysis
3.1 Strengths
3 3.2 Weakness 11-17
3.3 Opportunities
3.4 Challenges

Chapter 4
4.1 Outcome of the study
4 4.2 Employee wellness program impact 18-20
4.3 Workplace wellness challenges

Chapter 5
5 5.1 Learning 21-22
5.2 Conclusion

ANNEXURE 1
Bibliography

ANNEXURE 2
Work done dairy
1.1 Introduction

People are becoming more aware that health should not be regarded solely through the
perspective of pathogenic agents that cause illness. Factors such as living habits and lifestyles
have a significant impact on people's health. This newfound popular infatuation with 'Wellness'
is spreading around the globe. This is exemplified by the substance of television shows and
advertisements, as well as popular publications and daily newspapers. In recent years,
governmental and non-governmental organizations, as well as private individuals, have
launched thousands of projects and programs around the world to emphasize the necessity of
community members adopting healthy lifestyles.

Employee Programs for health and wellness have become increasingly popular as a result of
the corporate and employee benefits, and many businesses are adopting them. Employee
Programs for health and wellness are a set of activities and events that employees participate
in on a regular basis treatments aimed at giving, health-related education, detecting health
hazards that are adjustable, and encouraging healthy behavior modifications, and facilitating a
happy life at work and beyond. While the benefits of employee Programs for health and
wellness are evident, there are additional factors that influence their adoption, and how well
these factors are managed will determine the program's success.

The study's purpose was to determine what factors impact the acceptance of employee wellness
initiatives in the IT industry.

In today's changing economic climate, organizations are concerned with gaining a competitive
advantage and increasing positive organizational results. Organizational personnel play a vital
role in achieving these objectives, and every firm that wishes to achieve its objectives
efficiently and effectively should prioritize their health and work-life balance. According to
Nzuve (2002), employee health is among the most well-known significant influences employee
performance and productivity, and businesses should be concerned about it for both economic
and humanitarian reasons.

Employee wellness is a lifelong commitment to being healthy and achieving one’s full potential
in order to achieve ultimate satisfaction (Hoeger, 1990). According to Donnell (1989)
employee Programs for health and wellness are a great way to keep employees healthy. Mix of
scheduled systematic treatments and activities aimed at providing health-related education,

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identifying health hazards that can be altered, and influencing changes in health-related
behaviors.

Programs for health and wellness are intended to assist employees in gaining a better awareness
of their threats to one's health and implementing healthy practices to reduce those risks. Threats
to one’s health management, psychological well-being, and Promotion of basic care and
healthy living, with a focus on nutrition, fitness, and weight loss, are examples of these
programs. Reduced use of more expensive health care, decreased absenteeism, greater
efficiency, and improved the standard of living are all goals of such programs.

1.2 Statement of the problem

The information technology industry is critical to the country's socioeconomic development.

The devotion and hard work of its employees, among other things, have contributed to the IT
industry's rise. Employees in a highly competitive industry are expected to exceed their targets,
which has forced them to work long hours while neglecting their social lives, a heavy workload,
and job pressure from supervisors, all of which contribute to high stress levels, which
negatively impact productivity and morale. As a result, it is critical that IT industries implement
comprehensive Programs for health and wellness for these employees in order to get the best
results from them. The purpose of wellness initiatives in the workplace is to improve workforce
competency by improving their health.

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1.3 Importance of the study

The study will be beneficial to the IT industry since it will assist in the implementation,
maintenance, and improvement of employee wellness initiatives. It would be beneficial for
them to understand the elements that influence the acceptance of wellness initiatives. Future
researchers on related topics, as well as academicians working on the same topic, will find the
study useful as a source of reference material. It will also draw attention to other relevant
linkages that will require further investigation, allowing for more effective solutions to the
challenges of employee Programs for health and wellness that this study will not address.

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1.4 Objectives of the study

1. To establish the factors that influence the adoption of employee wellness program in
the IT sector.
2. The study's goal is to learn more about the employee wellness initiatives that IT
companies are doing.
3. To research the literature on staff wellness practices.

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2.1 Review of literature

A survey of the literature is a study of scholarly materials on a certain topic. It provides you a
wide view of current knowledge and assists you in identifying relevant concepts, approaches,
and research needs. A review of literature is a comprehensive summary of previous research
on a certain topic. A literature review looks at academic publications, books, and other
materials that are relevant to a certain research topic. In the review, this prior work should be
listed, detailed, summarized, objectively appraised, and clarified. It should serve as a
theoretical framework for your research and aid you in deciding the extent of your research.
The literature review recognizes the work of previous researchers, assuring the reader that
your research is well-planned. It is assumed has been read by the author, assessed, and absorbed
a prior work in the field of study by mentioning it in the present work.

1. Maryland's Silver Spring Miller (Miller, 2005)

He defined high-level Wellness as "an integrated mode of living that is focused toward
attaining the potential of which the individual is capable." Businesses give a variety of services,
activities, environmental variables, and resources to their employees (and, in some situations,
their family members) in order to promote their health, welfare, and sickness management
(Stein Brunn, 1988). Tuck (2005) defines employee Programs for health and wellness as "all
strategies, action plans, and procedures used to improve the physical, emotional, and mental
well-being of employees in order to ensure a productive workforce." On a worldwide scale, the
workplace has been regarded as an appropriate forum for health promotion.

2. Mousa and Alas (2016)

Mousa and Alas looked into the link between organizational culture and spirituality in the
workplace. Involvement, consistency, adaptability, and mission are all organizational culture
attributes. Meaningful work, a sense of community, and organizational ideals are all aspects of
workplace spirituality. The findings revealed that both adaptability and mission had a
significant impact on workplace spirituality. It was also discovered that there is a moderate
association between involvement and meaningful work, as well as a sense of workplace
spirituality in the community. Furthermore, a favorable association has been discovered
between features of work-place spirituality and information sharing. The findings
demonstrated a considerable beneficial association between workplace spirituality and

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organizational culture. It was discovered that fostering workplace spirituality can promote
health, wellness, and psychological well-being.

3. Martinez-Lemos (2015)

Martinez-Lemos looked into the financial implications of business Programs for health and
wellness. This study discovered a strong link between employee health and organizational
productivity, implying that a healthy employee is associated with better performance. Programs
for health and wellness are linked to educational, organizational, and environmentally friendly
activities in this study, all of which are intended to promote a healthy lifestyle and behavior.
The purpose of the wellness program, according to the study, is to raise employee output and
well-being in order to improve organizational. Employee health activities serve as a motivator
and improve the effectiveness of the organization, according to the findings. Furthermore, it
fosters innovation in the solution of unique organizational issues, resulting in improved
organizational performance and efficiency.

4. Waliand Zahid (2013)

Waliand Zahid aimed to assess Programs for health and wellness as well as staff commitment
to the company. Wellness initiatives, according to this report, are designed to improve
employee health in order to increase long-term productivity and efficiency. The primary
variables in employee Programs for health and wellness were discovered to include employee
support programs, health awareness, exercise services, health exams and control, and company
policy. The findings revealed a significant positive relationship between health awareness and
organizational commitment. Programs for health and wellness, it can be inferred, have a clear
and positive association with organizational dedication.

5. Krainz (2015)

Krainz attempted to see if employee well-being could be improved through corporate social
responsibility. Workplace happiness is defined as the physical, psychological, and behavioral
components of an employee's existence. According to the report, employee happiness, health,
and professional growth are all factors to consider when managing employee well-being in
order to improve organizational performance. Workplace health and well-being are directly
influenced by work environment, personality traits, and occupational stress, according to the
research. Employee performance is greatly boosted by corporate social responsibility issues,
according to the findings.

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 6. Dobre (2013)

Dobre's goal was to investigate the factors that influence employee motivation and
organizational performance. Motivation and performance are critical instruments for long-term
organizational success, according to this study. It has been observed that having an employee
that is both qualified and motivated is essential for boosting an organization's effectiveness.
Employee motivation may boost an organization's productivity, innovation, and growth,
according to the findings. Employee wellbeing at work was found to increase excitement and
motivation, which in turn leads to increased productivity.

7. Fink (2014)

Fink looked into the impact of enticing employees to participate in programs for health and
wellness. This study found that companies are increasingly using employee programs for health
and wellness in order to improve employ’s health and reduce healthcare expenses and
absenteeism. Obesity has negative health repercussions, including decreased fitness and
employee productivity. The findings demonstrated that incentive-based Programs for health
and wellness assist employees in maintaining a healthy diet, managing anger, and stress,
focusing on work, and maintaining a sense of freshness at work. Employee performance is
improved by incentive-based Programs for health and wellness, according to the findings.

8. Goswami (2015)

Goswami looked at the effects of stress at work has a negative impact on employee
performance. This study discovered that occupational stress has a negative impact on
employees' health and well-being, as well as the organization's productivity. Employees have
been reported to be stressed at work as a result of poor working standards. According to the
findings, workplace stress causes fear, wrath, and anxiety among employees, resulting in a lack
of mental and psychological health. It was determined that job stress has an impact on employee
well-being and organizational performance. It was proposed that all resources be made
available to provide suitable and healthy working standards in order to increase satisfaction
and participation.

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2.2 Types of employee Programs for health and wellness

1. Fitness centers on-site

This is the most well recognized example of a company-wide wellness program. Although

A 72,000-square-foot fitness center is not everyone can afford, Chesapeake Energy sees it as
a sound a financial investment in recruiting and keeping healthy personnel. Team members
get personal trainers, an Olympic-sized pool, and a rock-climbing wall at the fitness facility.
The workout center is part of the company's 'Living Well' campaign, which rewards workers
who engage in and meet their goals in different aspects of the program with monetary
incentives. Chesapeake Energy cares about its workers' health and well-being, and has given
them as much as possible support as possible to help them achieve their objectives.

2. Programs to help people quit smoking

It is a well-known fact that smoking team members pay their employers more money owing to
health difficulties than non-smokers. Some companies have recognized that providing smoking
cessation programs to their employees is both ethical and financially beneficial.

3. Public transportation options

Alternative forms of transportation, such as bike sharing or public transit incentives, are helpful
to the future of the workplace as well as the environment. Employees at Facebook's Palo Alto
headquarters can utilize a sharing of bike program to get about instead of driving. We reward
our employees for taking public transportation by reimbursing them for their transit passes as
their salaries rise. These types of workplace Programs for health and wellness will appeal to
current and potential employees who care about the environment.

4. Services While employees are at work

Massage treatment is one of the paramedical services offered by Google. In reality, Google's
US headquarters has a massage program manager and 35 massage therapists on staff. Massage
therapists must also pass a corporate interview in which they must demonstrate their
knowledge. There's a reason Google is frequently ranked as one of the world's top places to
work. Going above and beyond what your team expects of you is an effective way to encourage
reciprocity.

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5. Yoga classes

Modify provides yoga classes to their staff twice a week, which are moved to their rooftop if
the weather permits and provide excellent views of the water and mountains in Vancouver.
Because the most fundamental necessity for practicing yoga is space, many businesses are
using their conference or break rooms to give yoga training to their employees throughout the
workday. Yoga and meditation are both excellent stress relievers. Startups and public relations
firms are known for working long hours and meeting tight deadlines. Yoga is a great way to
bring self-care into the office and make employees feel less bad about taking time off.

6. Lunch and nutritious snacks

Many individuals of your team could be feeling compelled to buy fast food because they only
have 30 minutes for lunch. Bandwidth provides its employees with a 90-minute Fitness Meal,
which allows them to participate in sports, attend to the gym, or make a nutritious lunch at
home. Once again, Google's cafeterias set the high standard, providing catered lunches and
snacks to staff throughout the day. Two new firms, Natural Source and Mindful Food, will
deliver healthy snacks to your office. Because everyone has to eat, a lunch and snack program
will appeal to everyone on your team. Everyone in the company benefits from promoting
healthy eating in the workplace. The cafeteria is one such example of a healthy and communal
dining program that promotes cross-team participation. Promoting healthy eating in the
workplace benefits everyone in the office. Cross-team involvement is boosted through healthy
and communal dining programs, and one place where a big and varied staff may meet and
connect is the cafeteria.

7. Assistance programs for employees

Wellness comprises not just looking after one's physical health but also one's mental wellbeing.
Accenture can assist with stress, substance misuse, sadness, and anxiety, to name a few issues.
Accenture recognizes that the majority of work-related stress can be managed by providing
directed help outside of the workplace programs, and as a result, they provide financial
assistance to all of their workers. Employees are rewarded for setting and attaining wellness
objectives. Employees who require support outside of the office are given the help they need
to function at their best. Accenture understands that the assistance of its employees should not
end when they leave the office. Organizations can show a certain level of empathy and support
for their employees by putting in extra effort to help them, and by improving their working
conditions. Organizations may demonstrate empathy and support for their workers in a variety

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of ways. by putting in extra effort to help them, resulting in increased satisfaction and
confidence between the employer and the employee.

2.3 Research Methodology

There are numerous methods for gathering the necessary data for the investigation. The primary
data and secondary data collecting methods are the two most essential types of data collection.

Primary data are those that are collected for the first time rather than being collected for the
second time, and hence having a unique nature. Secondary data is data that has previously been
obtained and statistically processed by someone else.

The data for the project "A study on the Programs for health and wellness adopted in the IT
sector" was gathered through secondary sources such as websites and journals.

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SWOC ANALYSIS

SWOC analysis is a strategic strategy for researching external and internal elements that
influence the success and growth of a firm or sector. SWOC (strengths, weaknesses,
opportunities, challenges) analysis is used to identify the strength, weaknesses, opportunities
and challenges of their firm's products, as well as competition SWOT (strengths, weaknesses,
opportunities, threats) analysis, which examines all of your pros and cons for starting a business
or providing these services. Taking the time to complete this critical exercise will force you to
examine your business strategy more closely than you might have before.

SWOC ANALYSIS

STRENGTHS WEAKNESS
• Reduce health cost • It is expensive
• Higher engagement • Hard to administrate.
• Improved productivity. • It requires upkeep.
• Reduced absenteeism
• Better company culture

OPPORTUNITIES CHALLENGES
• Emerging countries with a large • Rise in healthcare cost
working population • Lack of appropriate technologies
• Rewards. • Lack of clear communication
• Recognition • Lack of employee involvement
• Job insecurity.

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3.1 STRENGTHS

3.1.1 Reduced health costs

Lower healthcare expenses arise from the deployment of employee health and wellness
programs. Employee wellness efforts, according to a comprehensive evaluation of the
evidence, have the potential to minimize employee-related healthcare expenses.

The average return on investment was 3.27 for the 22 studies that examined employee wellness
programs and healthcare costs. Because of lower healthcare expenditures, the company saved
$3.27 for every dollar invested in the program. The most well-known example is Johnson &
Johnson's employee wellness program, which saved $38 million over four years, or $224 per
patient each year.

3.1.2 Higher engagement

Employee engagement is higher in organizations that offer wellness initiatives to their

employees. According to Gallup's study, employee engagement is connected to better health.

According to the American Psychological Association's poll, employees in organizations that

encourage well-being feel obliged to achieve their best 91% of the time.

3.1.3 Improved productivity

Employee health and wellness programs result in increased productivity. According to the
Centers for Disease Control and Prevention, productivity losses due to personal and family
health problems cost US firms $1,685 per employee per year, or $225.8 billion per year (CDC).

Employers who implement employee programs for health and wellness, on the other hand,
report greater employee productivity time after time, according to study after study.
Participating in employee wellness initiatives can assist enhance employee productivity, which
is self-evident.

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3.1.4 Higher employee satisfaction

Employees that work for a company that has a wellness program for their employees are
happier in their careers. Employees who engage in a workplace health program are happier
with their jobs than those who do not, according to the AFLAC Workforce Report.

Employees who work for a company that offers employee programs for health and wellness
and initiatives are 67 percent happier than those who work for a company that does not.
According to the International Foundation of Employee Benefit Plans Workplace Wellness
2017 Survey Report, employees who work for companies that offer health and wellness
programs and initiatives are 67 percent happier than those who work for companies that don't.

3.1.5 Reduced absenteeism

Employee Programs for health and wellness help to cut down on absenteeism. Employees who
work for firms that offer wellness initiatives are less likely to be absent from work. To put it
another way, they have a lower risk of be absent from work without good reason. According
to studies, every dollar spent on employee health initiatives saves businesses $5.82 in
absenteeism costs.

3.1.6 Better company culture

Programs for health and wellness for employees have a favorable impact on the culture of the
company. Employee programs for health and wellness have a positive impact on the business
culture, according to a new survey done by Virgin Health Miles Inc. and Workforce
Management Magazine.

This is partly because employees get to know one another and form friendships as a result of
these programs, but it's also because they feel cared for by an employer who actually cares
about them.

3.1.7 Higher retention

Employee wellness initiatives can help businesses address employee turnover is a concern and
boost employee retention. Employees who work for corporations that Employees who
participate in employee wellness programs are less likely to depart than those who do not.

Employees at firms with employee health and wellness programs are less likely to leave their
jobs in the next year, according to research collected by the American Psychological

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Association. According to 51% of those polled, company workers without employee programs
for health and wellness plan to leave their positions in the future year.

3.1.8 Easier recruiting

Another excellent advantage of employee Programs for health and wellness is that they can
assist you in remaining competitive in the labor market. A company's reputation is enhanced
by an employee wellness program, which makes it simpler to recruit and hire top people.
Candidates are more inclined to pick a firm that offers its employees a wellness program.

According to research conducted by Virgin Health Miles and Workforce, 87 percent of

employees think about health and well-being, perks when selecting a job. According to the
American Psychological Association, employees who work for a firm that promotes well-being
are more inclined to recommend it as a good place to work.

3.2 WEAKNESS

3.2.1 It is expensive

Maintaining an employee wellness program is costly. Professionals must be in charge: self-

made gym rat coworkers may offer aid, but not in a professional manner. It's because they want
to force their habits on others, but creating Programs for health and wellness is a lengthy and
comprehensive process that will affect your entire corporate culture and working environment.
Without the right plan, it will be costly and ineffective. If you plan ahead of time, you may get
the most out of your money.

3.2.2 Hard to administrate

It's difficult to keep track of how far your team has progressed when it comes to pricing. If you
don't use automated apps, it's significantly more tough. It measures and collects data from your
employees and generates reports automatically. These programs may not respect the privacy
of employees.

There is a law known as the General Data Protection Regulation (GDPR) that you should never
forget or disregard. The General Data Protection Regulation (GDPR) safeguards the personal
data of your employees. This implies that you must securely collect and keep the information
of your coworkers. Even if you comply with GDPR, your employees will be hesitant to reveal

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their body mass index or ailments with you. You must be cautious and not intrude on their
privacy.

3.2.3 It requires upkeep

To develop a wellness program, you'll need to put together a team that will be in charge of
planning, administering, and implementing it. This committee will need to meet on a regular
basis to determine what is and is not working, as well as what should be tried next. If meetings
are conducted after hours, many of the workers may be hesitant to attend, and your company
may not have the means to organize this group.

3.3 OPPORTUNITIES

3.3.1 Emerging economies with a sizable labor force

The Asia Pacific region employs 1.9 billion people, according to the International Labor
Organization (ILO). In the Asia Pacific, globalization has resulted in strong economic growth
and in most nations, there has been a steady growth in the number of employments.

Furthermore, the region's workforce is ageing, with the region's population of people aged 60
and according to the UN Department of Economic and Social Affairs, by 2050, the global
economy would have grown by 24%. In the next years, this will raise the financial burden of
chronic illnesses among the people who works in this region. In growing countries, these
characteristics present a potential for market expansion in the forecast future.

3.3.2 Rewards & Recognition

Promotions and assessments give us a sense of accomplishment and acknowledgement for our
efforts. We feel terrible and lose motivation when our friends are promoted ahead of us or when
we don't obtain what we think we deserve.

3.3.3 Job Insecurity

You may be looking for the ideal employment because you have high expectations for the job
or task, or because the company has high expectations for its prospective employee. When you
quit a job due to a misalignment of expectations, you may realize that remaining in the company
or employment can do for both parties, it will either do additional harm or be a complete waste
of time.

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3.4 CHALLENGES

For over a decade, health-care prices, and hence employee benefits expenditures, have been
growing at an alarming rate. Several variables have influenced the rise in healthcare costs
during the previous ten years:

3.4.1 Rising Healthcare Cost

• A rise in the incidence of chronic diseases

• More mental health services are available.

• Demographics

• Increased number of healthcare providers

• Increased consumer demand and utilization

• Cutting-edge medical technology

• Inflationary pressures on medical costs and healthcare spending

• Costs of prescription drugs have risen.

3.4.1 Lack of Effective Communication

It's past time for businesses to acknowledge that a segmented, inventive, multi-channel, and
long-term communication strategy is crucial for employee engagement, involvement, and
ultimately, the success of any health and wellness initiative.

3.4.2 Inadequate technological solutions

In addition, technology is becoming more widely used. We normally think of wearable devices
and smartphone applications when we think about technology in the context of health and
wellness, but there are many more options. Recent decades have seen advancements in
attendance management software, work-health-care systems health-risk assessment tools, and
wearable technology are all examples of technologies that may be used to improve one's health
are all examples of technology that may be used to improve one's health. While these and other
technological breakthroughs generate massive amounts of health data every second,
organizations without appropriate technological solutions struggle to it's tough for them to

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establish a preventative, predictive, and highly tailored healthcare path for their workers since
they can't digitize and arrange this data.

3.4.3 Inadequate Employee Engagement

It takes more than merely turning up for a health check or other activity for employees to
participate in the health and well-being program. in exchange for a prize. Engagement requires
fostering and retaining a genuine interest in and participation in leading a healthy lifestyle at
home and at work. Workplace health and wellness programs are only as good as the amount of
employees who are excited about them.

After minimizing healthcare costs, employers identify "raising employee engagement" as their
second-most essential aim in putting a well-being program in place.

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4.1 Outcome of the study

1. Consider introducing some entertaining workplace wellness challenges if you desire

this for your firm. These will motivate your staff to develop healthy habits, socialize,
and become more productive and engaged as a result of them.
2. The COVID-19 pandemic has wreaked havoc on employees' mental health. It ushered
in the work-from-home age, which produced a lot of stress among employees due to a
sense of isolation.
3. The pandemic wreaked havoc on the economy, causing many people to go into financial
distress, which had a significant impact on their mental health.
4. To counteract the problem, wellness service providers are employing virtual methods
to provide services such as consultations with psychologists and health coaches.
5. Corporate Programs for health and wellness are a collection of policies, programs, and
rewards aimed at a variety of risk factors and ailments, with an impact on both
employees and the company as a whole.
6. Corporate wellness and health initiatives, as well as disease prevention plans, have the
potential to influence more than 150 million employees in the United States, lowering
healthcare costs significantly.
7. Employees are encouraged to live a healthy lifestyle, which helps businesses increase
productivity and cut costs by boosting employee wellness. In the future years, the
overall costs of missed productivity owing to illness-related absenteeism are predicted
to exceed USD 150 billion.
8. Increased insurance costs resulting from the rise in obese and overweight people,
putting a financial strain on companies.
9. Businesses have discovered strategies to safeguard and prioritize their employees
physically as a result of the COVID-19 epidemic by giving tech assistance to promote
social distancing in the adoption of new leave rules.
10. Employers' priorities have switched to preventive and constructive management, which
includes assisting employees in adapting to new requirements.

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4.2 Employee Wellness Program impact

Health-Related Behaviors:

Although the program lacks the essential statistics to assess its influence on health-related
behaviors and risks, it has recently begun collecting health-related data. A wellness program
employee, for example, built a database to track changes in blood pressure and weight in each
individual program participant over time in order to assess the impact of tailored health
coaching sessions. However, one representative from a wellness program stated that it is too
early to determine the influence of the program on the participants' health. Finally, there are no
studies on the impact of the wellness program on healthcare expenditures that we are aware of.

Employee Satisfaction:

The program uses participant testimonies to gauge satisfaction, indicating that it is well
received and has a beneficial influence on employees. Participants frequently tell one wellness
program employee that having regularly planned wellness events "forces them to go out and
get their activity for the day.

Morale/Productivity/Corporate Culture:

The impact of Employer A's wellness program on employee morale, productivity, and company
culture has yet to be fully evaluated. It intends to use the findings of a newly commissioned
study to determine which organizational metrics should be tracked. Despite this, participant
testimonials appear to indicate that the wellness program is assisting them in improving their
morale and productivity: In a recorded message, one health program participant ads, "I strongly
recommend guided meditation." "It really helps you return to work and be more productive
because you are not allowing your thoughts and anxieties to interfere with your work's
production."

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4.3 Workplace wellness challenges

A workplace wellness challenge motivates employees to adopt healthier habits by suggesting

simple, enjoyable activities they can participate in to improve their overall well-being. It's also
a great way to demonstrate your concern for their well-being at work and at home.

All businesses should do a better job of concentrating on their employees' personal health and
well-being. Employees who are in good health are not only happier, but they are also more
productive and take fewer sick days. A healthy worker equals a healthy company. Is there a
way to accomplish it? A wellness challenge in the workplace.

A corporate wellness challenge is an excellent approach to inspire employees to live healthier

lifestyles. The purpose is to make health challenges more enjoyable for team members and to
encourage them to stick to their health and wellness goals.

Challenges can take numerous forms, depending on which aspect of your team's health they
want to improve the most. Don't just think about your physical health and diet. Employees'
mental and financial.

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5.1 Learning

Workplace wellness initiatives have increased in popularity as companies attempt to save

health-care costs while simultaneously increasing employee health and productivity.
Workplace health and wellness programs often focus on modifiable disease risk factors such
as diet, physical exercise, and quitting smoking. Despite their broad acceptance, there is no
evidence that they have a positive impact on health or economic outcomes.

Although certain threats to one’s health factors, such as inheritance, cannot be Others, such as
smoking, inactivity, weight gain, and alcohol usage, as well as hypertension, high cholesterol,
and even depression, have altered can be changed with targeted knowledge and personal
discipline. The end outcome is well worth the time and work.

Online resources are being utilized more often by organizations to provide messages about
health and wellbeing, and to allow individuals to contribute HRA data and activity reports are
examples of such information. To boost mobility, businesses might make wellness websites
available on cellphones. For dispersed firms like Lowe's and J&J, online access is critical, but
high-tech tools must be complemented by high-touch initiatives that bring employees together
in a health culture.

On-site fitness centers have been criticized in the past for attracting those who would not
otherwise exercise. Employees at businesses who have them cherish them, while employees at
other organizations desire to have them. "You see coworkers working out every day," one
Health wise employee said. That gives me hope that I will be able to do it as well. Chevron also
arranges daily "stretch breaks" at certain times for various units inside the company. Every day
at 2:30 p.m, professional trainers, for example, travel to the trading floor in Houston for a 10-
minute stretch sequence.

Throughout the working day, employees often have There will be one or more meals, as well
as snacks. Healthy food for the workplace must be pleasant, convenient, and affordable. The
meal service provider for Chevron is next a "stealth health" strategy, which entails using to
develop menu options that satisfy rather than punish using high-quality products and a few
highly processed items. Employees may pick from a range of scrumptious healthy alternatives
instead of a daily "healthy entrée," such as whole grain meatloaf and handmade low-sodium
soups.

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5.2 Conclusion

The most critical need of the hour is to improve wellness awareness, particularly amid the
information technology industry's highly pressured personnel. Wellness is an often-
misunderstood concept that is sometimes mistaken for a master health check-up. Wellness is
more than just a set of numbers in a lab. Wellness should be considered a way of life rather
than a destination in which all aspects of the body are valued equally in order to achieve a
balanced state. This suggests that in order to cohabit happily with others, one must continually
check one's mental, physical, and spiritual well-being coworkers and build synergy and unity
of effort in order to meet predetermined objectives.

It must be remembered that the absence or neglect of any aspect would disturb the employee's
health and may result in devastating effects like as disputes, disorderly conduct, diversion of
concentration, and property loss, to name a few. The employee's well-being can also contribute
to their happiness.

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