22. Results AWS April 2006
Confucius say: find a job you really love doing and you won't have to do another days work in your life.
If you like a bit of a laugh and you want to know more about what Confucius said, click here.
John Miller conducted Health Assessments for The Organisation in April 2006.
Participants completed several profiles profiles
■ Mind and Body
■ Musculo-skeletal risk
■ Career Satisfaction
Everyone completed the Mind and Body profile. Most people completed the Musculo-skeletal Risk factor profile and a few completed the Career satisfaction profiles.
The results are presented in graphic format, with commentary.
CONTEXT
The health assessment program conducted by Miller Health is based on the premise that the health of key body systems depends on
physical fitness
diet and
an ability to manage the stress of both life and work.
Within the Australian community, there is currently an epidemic of body system dysfunctions which when translated into the workplace are associated with increased absenteeism and workers compensation, and decreased work performance and productivity.
There are very few organisations that are immune from this epidemic.
THE PROGRAM
The assessments took an holistic look at health, being based on the premise that the major systems of the body maintain healthy function when they are supported by
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a physically active way of life |
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management of stress, both that which is generated internally and that which impacts on each individual from their external environment |
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work satisfaction, including work stress |
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a life in balance in which people have interests outside of work which distract them from being busy and miserable. |
HEALTH PROFILES
The Mind and Body profile was used as a way of obtaining a snap shot of peoples health, fitness and stress levels. In the workplace it is also a good measure of the risk of absenteeism, presenteeism and workers compensation.
People in poor shape experience
headaches
poor sleep
lack of energy and vitality
musculo-skeletal dysfunction
frequent colds and flu
obesity
anxiety ...
Sample
Because of the nature of the sample selection, it is not appropriate to make organisation-wide generalizations about health and fitness. As the Mind and Body Profile indicates, by and large this was a group of people of average health and fitness.
OH&S risk management
Overall we rated the health of the group as poor.
The aging population
We believe (barring disability) there is nothing stopping anyone of working age from being in exceptionally good physical condition except lack of training. It's not so much that we have an aging population but a lazy population. We know this is the case because according to the principle of increased dysfunction, people are getting older younger!
Theoretically, as people get older they should be able to maintain a high level of fitness theyve had longer to train!
The Governments of Australia base their medical system data on the fact that as people get older they become more dysfunctional. Whilst this may be the case for people over the age of 75, it is not necessarily the case for people of working age . As a general rule, poor health and body system dysfunction goes hand in hand with low levels of physical activity, junk food diets, over-consumption of alcohol, an inability to handle the normal stresses of life and a job that does not suit their personality, intelligence strengths or interests.
MIND AND BODY PROFILE
The Mind and Body profile provides people with a very good idea of how well the various systems of the body are functioning, particularly the
the mind
autonomic nervous system
immune system
digestive system
circulatory system
elimination system
musculo-skeletal system.
On this profile, the lower the score the better.
To complete the profile, circle the number appropriate to the degree to which you experience the symptoms on the left hand side of the page. The greater the symptom, the higher the score.
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Headaches |
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Lack of energy and vitality |
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Candida - jock itch, thrush, tinea ... |
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Poor sleep. If on tablets score 10 |
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Snoring &/or sleep apnoea. |
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Crook back, sore shoulders RSI ... |
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Frequent colds, flu, sinus |
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Unsettled stomach, reflux |
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Irritable bowel, constipation, trots ... |
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Overweight - 1 point for every 2Kg |
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Asthma |
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Low level of aerobic fitness |
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Chest pain, palpitations |
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Rashes, itchiness, psoriasis, zits |
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Mouth ulcers, cold sores |
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Elevated blood pressure. Score 0 on pills |
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Reduced libido |
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Shakes, nervous ticks, mannerisms |
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Grinding teeth |
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Alcoholic drinks per day (2 pts/drink) |
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Smoking. (1 pt/cigarette/day) |
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Caffeine (1 pt/cup per day) |
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Anxious about life in general |
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Insecure/apprehensive about the future |
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Sad or depressed (On medication, score 0) |
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In wrong job for now |
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Under-appreciated at work |
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Under-appreciated at home |
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Unhappy with family and romantic life |
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Score |
The score of a normal, fit and healthy human being is less than 20
Higher scores are symptomatic of dysfunction of one or more body systems.
People with high levels of stress usually score well over 100.
For people with a score of more than 80, the background noise of their life is becoming louder and louder. It is hard to concentrate on your work when body systems are dysfunctional.
We know a fit and healthy group when we see the majority of scores below 40. This was not the case with this group. By and large higher scores are usually a reflection of
low levels of fitness
an inability to deal with what life and work are serving up to them.
Remember, it is not what happens, but how we deal with what happens that determines our level of stress.
This profile is described as poor. The average score was 82.8, a decidedly long way away from less than 20 for normal, healthy human beings
This is poor result. The risk of absenteeism, presenteeism and workers' compensation are very high.
How well people score on the Mind and Body profile provides them with a good indication of how fit and healthy they really are.
I read somewhere that we don't see full blown body system dysfunction until the particular system is 70% dysfunctional. What the Mind and Body profile does is pick up the dysfunctions at an early stage - (you know something's wrong and you feel dreadful but you can't put your finger on the particular system that's causing it. It doesn't matter that you don't know the precise system involved. What you are aware of is that one or more of your systems isn't working at full pitch. The good news is that you can restore function to normal by getting fitter, eating wisely, meditating getting the job you'd love to do ...) Very few people became fitter and healthier in a doctor's surgery!
Being vigorously physically active on a regular and systematic basis is the most powerful symbol of your ability to give back to your Self. On top of that it protects the body from a wide range of dysfunctions and contributes to an enhancement of the body's own recuperative powers.
There is an epidemic of body system dysfunction in our community and it is certainly not caused by a lack of Panadol, Avpro, Diabex, Lipitor, Ventolin, Milantin, Celebrex, Valium, Zoloft, Viagra or Anusol!
The mind/body relationship
The body is an ecosystem of which the mind is an integral part. Major body systems are frequently negatively affected by stress generated in the mind. The body is incapable of dishonesty!
On the other hand, the mind is effected by the healthy working order of other body systems. Certainly it is affected by physical activity, diet, meditation, acupuncture and a low-toxic environment.
People who are physically fit are less likely to become depressed. They are also more likely to have a strong immune system and an autonomic nervous system that is balanced and healthy in its management of key physiological responses. They are healthy and happy. They have normal blood pressure, they sleep like logs, are about their ideal weighty, rarely, if ever get a headache and don't have a crook back.
As your fitness level improves you can be certain that your score on the Mind and Body profile will also.
MUSCULO-SKELETAL RISK FACTOR
Our musculo-skeletal risk factor profile looked at a range of parameters including mobility, strength and flexibility and whether people are training to keep themselves strong and flexible.
The musculo-skeletal risk factor profile is comprised of a mix of 9 objective and 1 subjective assessment.
Current musculo-skeletal condition
Age
Closeness to ideal weight
Abdominal strength test
Upper body strength test
Flexibility
Functional mobility the ability to sit down and stand up with
ease of movement.
Shoulder function
Dominant hand grip strength
Non-dominant hand grip strength
A score of 70% is attainable by those who have a regular and systematic training program.
Those scoring less than 70 are not doing sufficient in the way of strength and flexibility exercises. They are therefore exposing themselves to a high risk of musculo-skeletal dysfunction. (It would be bizarre for a workplace to offer to pay the rehabilitation costs of people who were not keeping themselves strong enough or flexible enough to do their job without succumbing to musculo-skeletal dysfunction, wouldn't it?)
This risk to The Organisation is much higher than the risk we see in other organisations.
The average score was 60. This is result is below average. The overall graph does highlight the people who would be candidates for a regular in-house strength and flexibility training program.
A large number of people rated their current musculo-skeletal status as poor. We recommend a workplace remediation program to lower the risk of absenteeism and workers' compensation.
The usual suspects had trouble touching their toes - suggestive of tight calves and hamstrings which in turn pull the pelvis back and cause lumbar thoracic and cervical vertebrae to become out of alignment. The result is a crook back, stiff neck, the 'cold' shoulder and dysfunctional wrists (which most people blame on the keyboard).
The two principles involved here are
1. Bones do what muscles tell them to do.
2. The cause of the pain is rarely at the site of the pain.
As a result, few people, or their therapists attribute lower back and neck pain to their tight calves, buttocks and hamstrings,
In the main shoulder function was good.
However, the most dramatic of results was the lack of systematic strength and flexibility training. People are setting themselves for future musculo-skeletal dysfunction.
Lack of strength and flexibility is something that The Organisation needs to take seriously and monitor carefully and put in place an organisation-wide strategy to improve musculo-skeletal function. By far and away a high proportion of people do not have a strength and flexibility program. As a result they are getting weaker and tighter by the week, thereby exposing themselves and the organisation to risk. When push comes to shove and people become dysfunctional, it will be The Organisation that ends up paying the high cost of an avoidable musculo-skeletal complaint. Click here to read the article from injury to dysfunction.
In our opinion musculo-skeletal dysfunction caused by lack of a regular and systematic strength and flexibility program cannot be classified as an injury. Responsibility for musculo-skeletal dysfunction needs to be sheeted home to individual employees, though its unlikely to happen without the establishment of a culture within the organisation that supports, values and understands strength and flexibility.
We recommend a range of strength and flexibility classes that are readily available Australia: -
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Posture and Flexibility |
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Yoga |
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Crookback Clinic |
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Tai Chi |
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Pontius Pilates |
The Organisation would place itself in the forefront of OH&S practice if it took the musculo-skeletal risk seriously and moved heaven and earth to educate all staff about this risk and encourage them to take part in a regular strength and flexibility program. Maybe The Organisation and its worker's compensation insurer could invest in a pilot program to increase staff strength and flexibility!
Whilst we rate the score as below standard, the lack of strength and flexibility training and the results of the people who scored poorly in abdominal, strength, upper body strength and grip strength is a cause for concern and needs to be followed up.
CAREER SATISFACTION
The parameters in the profile relate to a mix of factors influenced by the participant, management and their colleagues.
How close are you to doing the job youd really like to be doing?
Are you in the right job for now?
Is work giving you life or sucking life out of you?
Are you focused on your career options?
Do you get good feedback from your manager?
Do you receive an appropriate financial reward?
Do you feel you and your work are valued and appreciated?
Do you work for an organisation that cares about people?
Do you enjoy the company of the people you work with?
Whats the level of morale like in your work group?
Normally, when results on the overall career profile are less than 70/100, people agree that theyre not in the right job. Certainly those scoring less than 60 have sufficient issues relating to career management as to seriously consider making a job or career change.
This is a not a good result. The average score was 48.8.There is a high likelihood that people who scored less than 60 are not in the right job.
When I look at the graphs I see several of distinct trends.
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A few people were a long way away from their ideal job. 1 person didn't know what they wanted to do (when they grew up!) It would be good to implement a career development program that assisted people work out what they really want to do and then assist them to get there. It would be a great place to work in that did that.
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Current job satisfaction was patchy. Good managers find out who the people are and get to the bottom of the dissatisfaction. |
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Stress levels were, on the whole high. |
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It is usually the case that the question on the feedback is the worst answered question in the book. This result is patchy. Nevertheless, its something that managers need to be aware of. Whilst I know from experience that a large proportion of managers hate managing and just want to get on with their work, the fact that they are being paid to manage behooves them to make sure they persistently strive toward the creation of a productive, cohesive, happy organisation. Regular feedback is an important aspect of the work satisfaction equation - the better, the better! |
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Staff also need to be aware of the first two laws of management
1. manage yourself
2. manage your boss.
If they understand that and arrange to meet with their manager regularly, then the feedback score usually improves. |
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A few people were not focused on their career. A lack of focus can often lead to lack of satisfaction. It's a big ask expecting your career to get better by having someone do something for you! If you're not focused on your career you have to put up with what ever your career bowls up to you. |
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Financial reward was good. This is what you sell yourself for. If you're not happy with what you're being paid, sell yourself for a higher fee! |
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The valued and appreciated score was patchy. |
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A group of people didn't feel the organisation cared about people. A larger than normal group of people said they didn't particularly enjoy the company of their workmates. |
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Morale was patchy. It's normally the case that 'our' morale is good when 'my' morale is good. |
This is a disappointing score of a group that does not appear to be focused on getting the most out of their careers. The average score was 48.8%, which is low by most standards.
RECOMMENDATIONS
See the generic list of recommendations.