Components Of Workplace Mental Health And Wellness Programs

Biometric data collection in wellness programs

A mental health and wellness program is made up of many elements. Biometric data collection is a component of wellness program which is used for selection of biometric data and information from patients and assigning them primary caregivers (Goetzel et al., 2018). Every health institution requires to have disease management and case management. These components help in addressing the specific need which each need in an organization and they can also help manage a particular health condition (McGuire, 2016). Using the biometric collected data a health institution can control and manage the spread of a specific infection.  A clear communication portal is also very essential in each healthcare institution, and they keep the wellness program moving forward by ensuring effective communication.

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WHO has implemented some health and wellness programs to ensure that they can monitor, control and manage infection in many countries. Its health wellness program is made up of three significant components. The first one is health promotion. This is the process of the society increase control over infections and improves their health conditions as well as managing infections. There are several activities which the organization has to perform in health promotion. WHO has to educate and train the society on some health behavior which is maintaining hygiene to prevent the spread of infections like cholera and exercising to avoid obesity condition (World Health Organization, 2015). The organization also has to ensure the implementation of incentive programs which include exercise programs and providing the people can access balanced diet at their workplace. Setting policies which allows for flex time and family care days is also another activity of guaranteeing health promotion.

The society should also be able to access health institution easily, WHO has ensured this by setting hospitals all over. The second component is health safety which its primary purpose is to identify the risk which employees’ encounters and providing tools and equipment’s for ensuring that they can protect themselves from accidents. It promotes not only psychological well-being but also physical. It involves activities like safety investigation processes and organizing agendas for mental health and wellbeing (Issel & Wells, 2017). The last component is returned to work procedures and methods which are specially made for mental health also helps employees back to work more efficiently without any delays. The components are made of many activities which include making policies and procedures for various roles in workplaces.

The World Health Organization’s health and wellness program

It is the role of each organization to make sure that the mental and healthy wellbeing of its employees is in excellent condition.  An organization like WHO has implemented incentive structures to ensure that its employees are motivated. They achieve this by making sure that while at work employees can access balanced diet food which is significant to their health. To boost the morale of its employees the organization also need to give them incentives which motivates them and they end up increasing productivity as well as providing high-quality services to its clients.

According to Goetzel et al. (2014), senior leadership support is a very crucial component in each EAP program. The part is made up of leaders who are supposed to give instructions to the subordinate staff and ensures that the all the activities in the organization are carried out effectively. They are also charged with the role of performing complex tasks which the subordinate staff cannot handle to make sure that the organization is moving in the right direction (Swerdlow et al., 2016). This component is not gendered biased as both men and women can be the leaders of a particular group based on the expertise and skills which they possess in the different fields.

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Having been chosen in the development team of a workplace mental health and wellness program, I would like the team to be made of IT staff who will ensure that the organization communication is active by providing 24/7 phone response. I would also like the development team to be made up of professional counselors who will ensure confidential services are rendered to the clients by giving them guidance in private, secret offices. The EAP counselor should also be able to intervene in a time of crises in the organization.

As a member of the development team, I would like the program to achieve some goals; the first goal is useful 24/7 communication channel in which employees within the organization will use to communicate different messages related to their work and also be able to reach the organization clients easily. The program will also be able to enhance employee productivity efficiency and their morale. I would also want the program to reduce cost which is related to high employee turnover due to accidents and stress related to disability. The plan should also be able to help the manager and group leaders to be able to perform highly complex tasks.

Effective Communication in Healthcare Institutions

The program should be decided based on the various problems which are experienced by the organization. Due to poor communication in the organization, the program should come up with an element to address the issue. I would also like the program to be able to handle ineffective leadership in the organization (Ford & Scheinfeld, 2016).

I would like the plan to have employee orientation element whose primary purpose will be to introduce the employees to the program and familiarize with it. Employees should be made aware of the benefits of the program and how the system will help them with their daily tasks (Kahn, Collinge & Soltysik, 2016). It should also have supervisor education component which will introduce the supervisor in the organization to critical elements of the employee assistance program as for how to recognize troubled or stressed employees and how to intervene and refer the employee to the program.

There are various activities which will be involved in this program like making consultations with the organization manager and supervisors to evaluate the appropriateness and effectiveness of the program. Promoting the program within the organization is also another activity which will be performed in the program. With the help of the human resource, the program will also evaluate services efficiency.

The system will be delivered to the employees by providing information to them about the program and also train them on how to use different components of the program which can enhance their productivity and improve the quality of services they offer to clients. The program can also be delivered to the employees by training them on how to adopt new behaviors which are implemented in the program.

To evaluate the effectiveness of this system, I will check if the program has met all it required goals (Ammendolia et al., 2016). In the case of communication, for the system to be capable, it has to provide 24/7 services to the employees. By increased morale of employees resulting in high production and improvement in the quality of services I will be able to know that the system is active.


Ammendolia, C., Côté, P., Cancelliere, C., Cassidy, J. D., Hartvigsen, J., Boyle, E., … & Amick, B. (2016). Healthy and productive workers: using intervention mapping to design a workplace health promotion and wellness program to improve presenteeism. BMC Public Health, 16(1), 1190.

Ford, J. L., & Scheinfeld, E. N. (2016). Exploring the effects of workplace health promotions: A critical examination of a familiar organizational practice. Annals of the International Communication Association, 40(1), 277-305.

Goetzel, R. Z., Henke, R. M., Tabrizi, M., Pelletier, K. R., Loeppke, R., Ballard, D. W., … & Serxner, S. (2014). Do workplace health promotion (wellness) programs work?. Journal of Occupational and Environmental Medicine, 56(9), 927-934.

Goetzel, R. Z., Roemer, E. C., Holingue, C., Fallin, M. D., McCleary, K., Eaton, W., … & Braga, M. (2018). Mental Health in the Workplace: A Call to Action Proceedings from the Mental Health in the Workplace: Public Health Summit. Journal of occupational and environmental medicine, 60(4), 322.

Issel, L. M., & Wells, R. (2017). Health program planning and evaluation. Jones & Bartlett Learning.

Kahn, J. R., Collinge, W., & Soltysik, R. (2016). Post-9/11 veterans and their partners improve mental health outcomes with a self-directed mobile and web-based wellness training program: a randomized controlled trial. Journal of medical Internet research, 18(9).

McGuire, S. (2016). World cancer report 2014. Geneva, Switzerland: World Health Organization, international agency for research on cancer, WHO Press, 2015.

Swerdlow, S. H., Campo, E., Pileri, S. A., Harris, N. L., Stein, H., Siebert, R., … & Jaffe, E. S. (2016). The 2016 revision of the World Health Organization (WHO) classification of lymphoid neoplasms. Blood, blood-2016.

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