Occupational Health and Fitness
Audit
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Occupational Health and Fitness Audit |
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RESULTS ON11 DECEMBER 2005 |
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Remember, it's a big ask expecting to get better by having someone do something to you: sooner or later you have to do something to yourself.
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CROOKBACK CLINIC SEVEN HABITS OF FIT AND HEALTHY PEOPLE
CONTEXT John Miller conducted a series of Crook back Clinics and Seven habits seminars for a total of over 400 people.
Arising from the seminars are three audit reports 1. Musculo-Skeletal Risk factor 2. Stress management 3. Career satisfaction
All participants completed the Mind and Body Profile.
Within the Australian community, there is currently an epidemic of musculo-skeletal dysfunction which when translated into the workplace is associated with increased absenteeism and workers compensation, and decreased work performance and productivity.
Based on my experience, there are very few organisations that are immune from this epidemic. And while the risk is high, few employers and few individuals are doing much about it. The problem is getting worse, the costs higher.
THE PROGRAM The program consisted of a series of two hour seminars, during which people completed the Mind and Body, Musculo-skeletal Risk Factor, Stress Management and Career Satisfaction profiles.
We used the Mind and Body Profile as a way of obtaining a snap shot of people’s 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 • reduced libido • anxiety ...
Other profiles included
• stress risk - based on the habits of unstressed people • career satisfaction
Sample Because of the nature of the sample selection - over 400 people taking part in the program - it is possible to make organisation-wide generalizations about health and fitness.
OH&S RISK MANAGEMENT Overall we rated the health of the group as patchy and the risk of musculo-skeletal dysfunction as high.
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
RESULTS
1. 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.
THE MIND AND BODY PROFILE None Not A fair A lot much bit
The score of a normal, fit and healthy human being is less than 20
Higher scores are symptomatic of lack of optimal function 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.
Based on our experience with other organisations, the scores can be classified as poor. 30 people out of 442 scored less than 20 – the score of a normal, fit and healthy human being. The average score was 60. That is not good.
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 • elevated levels of life and work stress
The scores under 40 can be classified as good. Too many people scored more than 40. Theoretically, for a fit and healthy group of people it should peak in the 30’s and then tail off to the 80’s.
How well you score on the Mind and Body profile will provide you with a good indication of how fit and healthy you 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, getting the job you'd love to do ...)
I said earlier that 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 not caused by a lack of Panadol, Avpro, Diabex, Lipitor, Ventolin, Milantin, Celebrex, Valium, Zoloft, Viagra or Anusol! You'll know the health of Australians is getting better when the amount of public and private money spent on illhealth begins to decline. The mind is an integral part of the body. Major body systems can be affected negatively by stress generated in the mind, poor diet and lack of vigorous physical activity. The body is incapable of dishonesty!
On the other hand, the mind and the body can both be positively affected by physical activity, a good diet, meditation 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 become lower.
2. MUSCULO-SKELETAL RISK
The musculo-skeletal risk factor profile looks 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 10 objective and subjective assessments. • Current musculo-skeletal condition • Age • Closeness to ideal weight • Abdominal strength test • Upper body strength test • Flexibility • Functional mobility • Shoulder function • Involvement in a regular strength training program • Involvement in a regular flexibility training program
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 is ‘bad luck’ that the workplace will have to eventually shoulder the cost!)
A large number of people rated their current musculo-skeletal status as poor. They got less than 6/10 on the current condition question.
A large number of people were lacking in abdominal muscle strength. This is a big risk to the staff and the organisation. Crook backs go well with weak abdominal muscles.
Upper body strength was not quite so bad, though the people who failed to do 15 pressups are at grave risk of shoulder and arm dysfunction.
A large number of people could not touch their toes - symptomatic of tight calves, hamstrings and buttock muscles, which in turn are precursors of lower back and neck dysfunction. Tight muscles in the back of the legs tilt the pelvis backwards causing the lumbar spine to lose it's natural curve and throw the shoulders and head forward, out of alignment.
The most dramatic of results was the lack of systematic strength and flexibility training. People are setting themselves for future musculo-skeletal dysfunction.
This is one area the organisation needs to take seriously and monitor very carefully and put in place an organisation-wide strategy to improve musculo-skeletal function. By far and away the higher 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 avoidable musculo-skeletal complaints.
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.
This risk is in line with the risk we see in all organisations that we survey. It is yet to be taken seriously by any of these organisations. Employers and their workers compensation insurers are exposing themselves to high costs associated with loss of time and rehabilitation services.
We recommend that organisations put in train a compulsory prehab/rehab program for people who scored poorly on this profile and implement a range of strength and flexibility classes that are readily available around Australia.
• Crookback Clinic • Posture and Flexibility • Yoga • Tai Chi • Pontius Pilates • Body Balance
SCORING GUIDELINES Excellent, scoring 8 or more Good, scoring 7 or more Fair, scoring 5 or 6 Poor, scoring less than 5 ‘Pass mark’ on all parameters 7/10.
MUSCULO-SKELETAL RISK FACTOR PROFILES
Participants completed a simple stress and relaxation profile designed to assist them in making an assessment of how they were affected by stress. It is based on the habits of unstressed people.
If you do what unstressed people do you are less at risk of becoming stressed. I’m yet to see someone who said they were highly stressed or depressed who got a high score on this profile. A good score is over 70.
• How would you rate your current stress level • Do you get a good night’s sleep? • Do you take your holidays? • Are you keeping yourself fit and healthy? • Is there balance in your life? • Do you take time off at lunch time? • How many hours a week do you work? • Are you good at giving back to your Self? • Do you meditate? • Are you happy with your family (and romantic) life?
If you look at the profiles you’ll see that a some people
• don’t get a good night’s sleep • don’t take a good long holiday every year • aren’t keeping themselves fit and healthy - this has a huge impact on the way people feel, about their energy levels ... • don’t take time off a lunch time to stretch their legs, get some fresh air and sunshine. There's no excuse for people not taking a decent break at lunchtime, apart from poor personal and organisational management. • work too many hours each week • don’t give back to their Self
Most people don’t meditate – there is as compelling a reason to meditate as there is to be physically active
The matter of stress always needs to be addressed by organisations as part of a personal development thrust, and aimed at all staff. If stress management type programs are to be conducted, all staff need to be involved, otherwise those at most risk and those who are currently most stressed will not attend.
For those who spend long hours at work, I often wonder whether that is due to externally or internally driven behaviour. In the survey we indicated that women with young children could include home work as well as work work in their answer. We suggest that a fair proportion of the people indicating that they work long hours are in fact women who are running a couple of shifts at home as well as the shift at work. At the start of the 21st century, 'this is the way it is' and employers need to factor this fact of life into the human resource equation.
A few people are struggling with their family life. This may be an area for personal development programs.
SCORING GUIDELINES Excellent, scoring 8 or more Good, scoring 7 or more Fair, scoring 5 or 6 Poor, scoring less than 5 ‘Pass mark’ on all parameters 7/10.
On the whole this can only be described as a fair set of numbers. A lot of people aren’t consistently doing the things that unstressed people do. Good managers can have a dramatic impact on these scores by keeping in close touch with their staff.
STRESS PROFILES
4. CAREER SATISFACTION The parameters in the profile relate to a mix of factors influences by the participant, management and their colleagues.
• How close are you to doing the job you’d 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? • What’s 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 they’re not in the right job. Certainly those scoring less than 60 have sufficient issues relating to career management as to seriously consider going somewhere else.
Overall the results suggest that most people feel they are in the right job. Very few people scored less than 60 on the overall graph. This is a pleasing result - evidence of good management generally.
When I look at the graphs I see several of distinct trends.
Firstly, from a reading of the scores from the first two questions, a few people are not close to their ideal job and a few are not in the right job for now.
However, compared with other groups we have surveyed this is a pleasing result. What we recommend is that people be encouraged to work out what it is they really want to do and then be given every encouragement to go out and get it.
It is usually the case that the question on the appraisal and feedback system is the worst answered question in the book.
The results reflect this trend. It’s something that managers need to be made aware of. Whilst I know from experience that a many managers dislike managing and want to get on with their work, the fact that they are managers behooves them to make sure they persistently strive toward the creation of a productive, cohesive, happy organisation.
Secondly, staff also need to be aware of the first two laws of management
On the whole people believe they receive an adequate financial remuneration for what they do.
They like coming to work because they enjoy the company of their work colleagues. Give this one a tick!
With the predictable few exceptions, morale is good. It's usually the case that 'our' morale is good when 'my' morale is good.
Overall this is a good set of numbers. It's a pleasing result.
SCORING GUIDELINES Excellent, scoring 8 or more Good, scoring 7 or more Fair, scoring 5 or 6 Poor, scoring less than 5 ‘Pass mark’ on all parameters 7/10.
CAREER SATISFACTION PROFILES
COMMENT It's interesting to note that as a group, all four profiles, Musculo-skeletal Risk, Mind and Body, Stress Risk and Career Satisfaction point to a persistent pattern of poor body system function and/or a lack of vitality and enthusiasm for life and work; not for everyone of course, but for enough to show that it is a personal and organisational problem that needs attention.
There is a persistent pattern of dysfunction that affects bodies and minds. If you're not in the right job you feel miserable, you slump into the posture of a miserable person - you get a crook back.
If you have a natural tendency to slump in your chair and you do this for 30 years; if you don't have a decent strength or flexibility training program you find yourself in the same miserable posture. You feel miserable. You blame work. It's becomes vicious cycle of permanent dysfunction leading to a bottomless black hole.
RECOMMENDATIONS See the generic list of recommendations. |
