Health Program--论文代写范文精选

51due论文代写网精选代写范文：“Health Program” 这篇论文主要讲述的是一家皮革时装公司将对所有员共进行健康促进计划。该计划的目的是使员工的健康，这将影响到他或她的工作。他或她的社会地位会提高，因为他或她将在一个更好的心情。员工不会被所有的时间请病假，因为他们会更健康。

Health Promotion Program April Winspear HCA/250 July 31,2011 Health Promotion Program In the workplace of Leather Fashion Company, many people are obese and do not exercise. Some employees smoke cigarettes and have a hard time breathing, but do not know how to quit. Many employees eat at fast food restaurants for lunch and then feel groggy upon returning to work. Among the diversity of employees regarding socioeconomic range, age, language, education, and work departments. With all this diversity, it is hard to develop a program that will benefit one aspect of employees. After extensive consideration the company came up a program to accommodate all. This program is known as the Working People Health Program in the basement of the Community Building where the Leather Fashion Company is located. The Working People Health Program would help employees learn healthy eating habits, exercise to lose weight, and stop a bad habit. Four Goals of the Working People Health Program: 1. Participants will learn healthy eating habits. 2. Participants will exercise twice a week. 3. Participants will identify a bad habit. 4. Participants will learn how to eliminate or deal with the bad habit or behavior. This program is designed to make employees healthy, which will affect his or her work. His or her social status will increase because he or she will be in a better mood. Employees will not be calling in sick all the time because they will be healthier.

Once a person feels good about him or herself, he or she tends to show it in his or her performance. This will increase production, make employees happy, and eliminate stress from the workplace. This program is not designed to single out one age group, but to include everyone. It opens doors up for people who struggle financially. Some people want to exercise and they do not have the extra money to join a gym. This program allows for employees to exercise and learn eating healthy without the expense of memberships. People are not aware that there is bad and good cholesterol and what it does to the body. This program is designed to inform employees about these issues and how to avoid falling into the trap of over indulgence. Classes are available in the evenings every day of the week. Every day addresses one particular health issue. People are aware that eating healthy and exercising will prolong health, but they are not aware that it could happen to them. People are unaware that obesity and inactivity can cause health issues that could be deadly. This program is designed to inform and accompany employees in developing and accomplishing a health goal. Everyone has a health goal that he or she desires but is unsure how to reach it. This program will help the individual reach it. At first many employees will complain that they are there all day and do not want to continue staying after work. To motivate these individuals, a pamphlet will be sent out to every employee explaining the goals of the program. This pamphlet will explain why health is such a concern in every aspect of life. The purpose of this pamphlet is to inform employees along with motivation.

The information will also explain that employees need to undergo an examination to establish which areas of health need the most concentration. This will allow an individual to focus on one area at a time instead of feeling stressed from all the information. After the initial examination, employees will meet with an individual councilor to set up his or her personal goals. The goals will be documented and every six months re-evaluated. The company will pay a bonus every six months if the individual meets his or her goal. The goal has to be accepted and approved by the councilor. An example would be Susan smokes two packs a day and her goal is quitting within six months. Although Susan’s goal is quit smoking, Michael’s goal is losing 10 pounds. These goals are reasonable and within the employees reach. Unrealistic goals do not qualify for the six month incentive. Guidelines are stated in the pamphlet that all employees received. This will eliminate any confusion and misunderstandings. Another motivational aspect is posting employees goals on his or her time card. This will reinforce the individual to look at and remember his or her goals. This will allow them consciously to remember it. Employees would be allowed to leave 15 minutes early to go to the program. The 15 minutes would be paid. Many people would consider this because they are receiving pay to attend classes to live healthier. If an employee needs help during work hours, he or she can speak to any supervisor during breaks. All supervisors will have to take classes on how to help employees and motivate them to continuing his or her success. Succeeding in the program does not quit when the workday is over.

These goals need to be life-changing and some individuals need help outside the workplace. The pamphlet would have outside source information for those individuals. Support would be available from 8:00 a.m. until 11:00 p.m. through the employer. Worksites with the proper staff dedicated to the health program will likely have a comprehensive program (Linnan, Bowling, Childress, Lindsay, Blakey, Pronk, & Royall, 2008). The employee would also be given a tracking sheet of his or her progress. Many people need to see how they are progressing. Every other week, the employee would sit down with the councilor and discuss his or her progress. Setbacks are a way of life, but individual’s feel as if they failed and quit trying when one setback occurs. Discussions with the councilor will reinforce that setbacks are natural and that the individual needs to try again. An example of this is smoking. Smoking is one of the biggest challenges that people face. The company offers a smoking cessation program. This program allows for employees to track when he or she smoked and what he or she was participating in. This will allow the employee to see what times he or she smokes more. When a conscious effort is made at first to avoid a bad habit, it eventually becomes effortless (Terry, Seaverson, Staufacker, & Tanaka, 2011). To make sure that the progress of the program is developing as intended, the employer will keep track of goals in every aspect of health.

This will show the employer which aspects need to be revised. Revision may mean that employees need to be motivated more. This research will allow for changes. Once a year the goals should be reevaluated and change any part of the program that has not led to the desired effect. Graphing the results is one way of looking at the production of the program (Rohrer, Liesinger, Naessens, & Litchy, 2010). Another way of keeping track of production is keeping track of the goals reached and goals failed. This would also allow the company to see if the program needs to be revised. In conclusion, the program would benefit all employees. Exercising, healthy diet, and dealing with a bad habit are the areas of health which are the core to this program. The company will motivate its employees by paying for early leave if attending a class and six month incentives. Learning to become healthy and staying healthy is crucial for a lifetime of happiness. Sometimes people are unsure how to go about accomplishing health-related goals, and this program will guide the individual to success. References Linnan, L., Bowling, M., Childress, J., Lindsay, G., Blakey, C., Pronk, S., & Royall, P. (2008). National Worksite Health Promotion Survey. American Journal of Public Health, 98(8), 1503. Retrieved from EBSCO host Rohrer, J., Liesinger, J., Naessens, J., & Litchy, W. (2010). Comparing diverse health promotion programs using overall self-rated health as a common metric. Population Health Mangement, 13(2), 91-95. doi:10.089/pop.2009.0026 Terry, P. E., Seaverson, E., Staufacker, M. J., & Tanaka, A. (2011). The Effectiveness of Telephone-Based Cessation Offered as Part of a Worksite Health Promotion Program. Population Health Management, 14(3), 117-125. doi:10.1089/pop.2010.0026

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