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John Miller conducted a Health Management program for The Group in March 2009.
4 people completed the following profiles: -
■ Health, Fitness and Wellbeing ■ Musculo-skeletal risk ■ Career satisfaction
The results are presented in graphic format, with commentary.
Click here to read what the assessments are all about
HEALTH, FITNESS AND WELLBEING PROFILE The Health, Fitness and Wellbeing 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.
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 people.
Remember, it is not what happens, but how we deal with what happens that determines our level of stress.
Classification of average scores: Excellent - less than 40. Good - 41 - 50. Fair 51-60. Poor - over 60.
This profile is described as fair. The average score was 55. Anyone scoring more than 80 is putting up with a lot of 'background noise'.
What surprised us about this score is the higher than normal number of people scoring less than 20 on the profile. In that respect it's a good result.
HEALTH CLIMATE SURVEY Based on scores received in the Health, Fitness and Wellbeing profile we've compiled a Health Climate Survey. Scores on each item have ranked - the higher the score the worse the problem. We added the scores for each item. The results appear in the table below.
We registered those scores of 5 and over as being a symptom, issue or concern, the most pressing of which have been highlighted.
Perception Based on people's perception (where they gave a particular symptom a score of 5 or more, and backed up by objective scores) the key issues are
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 7 objective and 3 subjective assessments. Current musculo-skeletal condition Abdominal strength test Upper body strength test Flexibility Functional mobility the ability to sit down and stand up with ease. Shoulder function Dominant hand grip Non-dominant hand grip Flexibility training behaviour Strength training behaviour
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?)
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. Click here to read about swifties and fallacies.
In our opinion musculo-skeletal dysfunction caused by the 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-wide: -
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!
The lack of strength and flexibility training coupled with poor abdominal strength, upper body strength, flexibility and shoulder function is a cause for concern and needs the attention of individual staff and managers.
Recommendation We strongly recommend that the people who are in current poor musculo-skeletal condition, and who lack abdominal strength, upper body strength, flexibility, shoulder function and functional mobility, in particular those who scored less than 60 on the profile, be obligated to attend regular, in-house strength and flexibility classes. The pressure on the organisation's workers' compensation costs is such that to do otherwise would, in our opinion be to abrogate a responsibility for the prudent management of the organisation's finances.
CAREER SATISFACTION PROFILE 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 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 going somewhere else.
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.
The is the best report we've seen. No need to any commentary, the graphs speak for themselves. Pats on the head and bags of lollies all round.
The Buddha and Confucius both said 'Find the job you'd love to do and you don't have to do another days work in your life.'
RECOMMENDATIONS See the generic list of recommendations that cover all our profiles.
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