Elements influencing Robustness of the research Essay - 3

Elements influencing Robustness of the research - Essay Example The discussion section also relates the study to back to the literature review and places the study in context. For instance, it has been identified in the literature review that the duration of showering that is considered therapeutic for laboring women is approximately 30 minutes. According to the literature and discussion of the article, prolonged showering to more than 30 minutes may put the women at risk for dehydration and hypotension; thus, enough hydration, drinking of cold water, and securing availability of an adult after showering is recommended. Meanwhile, the hypothesis was identified and supported in the discussion section. The hypothesis that women would benefit from showering within 30 minutes of showering was indeed supported as findings of the study found out that the intervention being tested would not likely to cause hyperthermia or fluid shifts. The strengths, limitations, and generalizability of the study were also discussed. Strengths include careful monitoring of the pilot study, values within the normal range, and safety of the intervention. Limitations include small sample size and failure of the participants to follow the instructions in adjusting water temperature and flow. The researchers stated that even of the study has small sample size and is underpowered, the result of the study among non-pregnant women could also be applied to the general population of pregnant women. All references are accurately cited and referenced in APA format. Olson, Wahab, Thompson & Durrant (2011) presented appropriately the findings that drives Hispanics, Native Americans, and Anglos to complete a suicide using their suicide notes (1491). The report of suicide among these races addressed what is already known about the motivation one has regarding completion of suicide. In the study, authors stated that suicide involves diverse motives

MUNICIPAL CODE ELEMENTS Essay Example | Topics and Well Written Essays - 750 words

MUNICIPAL CODE ELEMENTS - Essay Example This was appropriate to ensure that the project does not impact on both people either internal or external to the premises, or the environment negatively. To ensure the safety of both environment and the people living around this place, the developers have observed all legal requirements either set by the city council and environmental regulatory authority. This is especially for the directional board meant to help to identify the location of premises, offices and other utilities. Also, the proposed project will utilize the available area economically as a legal requirement. The additional materials like signboard do not contravene the regulations of municipality. They will be strategically placed to prevent them from causing any obstruction to other parties or pose any environmental risk. The planned project will ensure that all the ground area and the atmospheric height occupied by the project is within the limit of the city council. Therefore, the building to be established will n ot exceed the allowed height by the city council. Also, the width of the building, marquees and signboard will be within the required measurement. The signs and posters to be used will be attractive, well aligned and proportional to the size of the structure being built. The buildings will be properly labeled to avoid confusing the users and at the same time avoid obstructing other people. The necessity of the additional directional sign board is control the flow of traffic due to the movement in and out of the automobile display area. Since the regulations allows the utilization of sign not exceeding six inches for the area not exceeding six square meters, this project does not contravene the rules in any way. This is because the ground area they are intending to put under development is covering sixteen square meters. This gives a room for up to a maximum of sixteen inches in thickness of the proposed sign. The evidence support that the city council has granted permission to other developers to use signs with greater width than six inches before. The establishment of marquee is also necessary to give direction to the showroom since the other two marquees belongs to two different utilities. EXISTING CONDITIONS The proposed project does not interference with existing order in any way. This means that it will not lead to demolition of the existing structures. The existing facilities will remain in their current position even after establishment of the proposed one. This is in line with the legal requirements hence ensuring there should be no legal charges against the developer. To ensure that the installation of the new signs marquees does not alter the physical condition the building. Also, the new installations shall be matched with the existing premises by panting them with the same color and using the same material. This will improve avoid tempering with the quality of the building hence they will not become an eyesore to the people. The same construction s kills will be utilized to ensure that nothing contradicts the existing conditions. BACKGROUND ANALYSIS The establishment of the project is in accordance with the prevailing legal requirements about the utilization of the area for development. Signboard shall be within the business and is in proportion to the recommended measurement by the regulatory authority. Therefore, there will be no obstruction to any external or internal party whatsoever. The material used in the

School management Scholarship Essay Example | Topics and Well Written Essays - 4000 words

School management - Scholarship Essay Example The unit serves as a foundation for years 2 and 3. How a Value Added Framework can explain the UK's economic decline; Value Added: its calculation and its importance; How do markets work' Using markets for cost recovery; New technology, direct exports and Globalisation to increase cost recovery; Using annual report and accounts to analyse a business; Institutional conditions and their impact on business; Using the Value Added Framework: (a) The case of privatisation; (b) Structural factors and how they affect business. Within these themes we separate and de-contextualise the key areas of market, productive and financial performance. Later we reinstate context in order to first, investigate the institutional conditions and secondly, examine how both internal and external forces affect the firm/industry. The lectures are organised into three themes with each lecture introducing and developing a new topic/issue or debate while steadily contextualising our understanding to show inter-relations between topics/issues. Before attending each lecture you are expected to read at least one article related to the topic area in addition to the course textbook readings (see lecture programme). The worThe workshops provide the opportunity to discuss issues related to the lecture and to develop your understanding of the topic while deepening grasp of the subject. The teaching structure will vary but will include discussion of key issues and a small individual/group presentation. During most weeks you will receive a worksheet which you must complete for the following weeks' workshop as it will serve as a basis for discussion. Additionally, you must present a short case study based on a company. Key Bibliography: Individual sets of readings are indicated for each week of the course. Recommended textbook: Haslam, C. and Neale, A. (2000)

Find an article about plate tectonics(within the last 2 years Assignment

Find an article about plate tectonics(within the last 2 years 2012-2014) and summary the article - Assignment Example Behind this discovery is Yin who was a well known UCLA professor specialized in Earth space science and the author who was responsible for the research. During the analysis that was done on the images captured by the NASA satellites using its spacecraft called THEMIS (Time History of Events and Macroscale Interactions during Substorms) together with the HIRISE (High Resolution Imaging Science Experiment) powerful cameras. The professor took a total of about 100 satellite images and analyzed them which revealed plate tectonic activities, with his experience in conducting a lot of geological research in area like Himalayas and Tibet which hold world major plates divide, he took keen study on the images from Mars and discovered that a lot of features looked similar to those on earth especially those that were found Himalayas, Tibet, California as well as geomorphology. For instance, the professor discovered very smooth and at the same time flat canyon wall which can only develop due to the effect of a fault. There was also a steep cliff that looked the same as that found around California’s Death Valley developed due to the fault. Yin also discovered linear volcanic zone which draw a conclusion of plate tectonic activities. â€Å"These are features that are very rear to be seen in our solar system apart from planet earth and Mars† said Yin, a professor whose work is respected by many and become the cover story in August 9, 2012 issue of the common journal lithosphere Mars surface has some of the longest and deepest ever system that contains canyons that has never been seen in our solar system which is called Vallies Marineries. It is estimated to be about 2,500 miles in length approximately nine times more compare to the earth’s Grand Canyon. Many scientists up to now are left wondering how this was formed, whether it was a big crack that happened on Mars’s shell forcing it to open

Athens State Information Systems and Information Technology Research Paper

Athens State Information Systems and Information Technology - Research Paper Example Student Advising Module is an element that is provided by Athens State University through Banner. SAM is the students’ official plan of the study which gives students chances to view courses according to year. It also allows the students to view unofficial transcripts, degree plans, as well as grades from the courses, completed recently. SAM’s applicability is the matter to the accurateness of the academic history of students as well as the programs that are installed in SAM. It allows the students to receive the updated transcripts regarding the raises as well as promotions after completing the degrees or courses. This means that the students get information directly from the instructor posts the grades. The degree planner offers students guarantee for coursework pertinent to degree plan as well as the updated grade for expected graduation. SunGard Banner has utilized by the Athens State University. It has helped the University in analyzing, measure as well as improves academic programs and student victory projects. This is an automated self-service software package that connects the whole institution. Banner provides, as well as grades from the courses, s, account information, and needs of course material and individual information control ability to students of Athens States University. This system assists the students who in few years ago had to travel to the institution in order to get and fill the forms, and move from one campus to another in order to finish the required tasks.  

A.C. Devices Essay Example for Free

A.C. Devices Essay INTRODUCTION Although in our daily life we use A.C. current devices. But rectifier is a ‘Electronic device which converts A.C. power into D.C. power’. The study of the junction diode characteristics reveals that the junction diode offers a low resistance path, when forward biased, and a high resistance path, when reverse biased. This feature of the junction diode enables it to be used as a rectifier. The alternating signals provides opposite kind of biased voltage at the junction after each half-cycle. If the junction is forward biased in the first half-cycle, its gets reverse biased in the second half. It results in the flow of forward current in one direction only and thus the signal gets rectified. In other words, we can say, when an alternating e.m.f. signal is applied across a junction diode, it will conduct only during those alternate half cycles, which biased it in forward direction. TYPE OF RECTIFIER Mainly we have two types of rectifier : 1. Half wave rectifier. 2. Full wave rectifier. JUNCTION DIODE AS HALF WAVE RECTIFIER When a single diode is used as a rectifier, the rectification of only one-half of the A.C. wave form takes place. Such a rectification is called half-wave rectification. The circuit diagram for a half-wave rectifier is shown in Fig. Principle : It is based upon the principle that junction diode offers low resistance path when forward biased, and high resistance when reverse biased. Arrangement :- The A.C. supply is applied across the primary coil(P) of a step down transformer. The secondary coil(S) of the transformer is connected to the junction diode and a load resistance RL. The out put D.C. voltage is obtained across the load resistance(RL) Theory : Suppose that during the first half of the input cycle, the junction diode gets forward biased the conventional current will flow in the direction of the arrow-heads. The upper end of RL will be at positive potential w.r.t. the lower end. During the negative half cycle of the input a.c. voltage, the diode is reverse biased. No current flows in the circuit, and therefore, no voltage is developed across (RL). Since only the positive half cycle of the input appears across the load, the a.c. input is converted into pulsating direct current (d.c.). Disadvantage of Half-Wave-Rectifier : 1. Half wave rectification involves a lot of wastage of energy and hence it is not preferred. 2. A small current flows during reverse bias due to minority charge carriers. As the output across (RL) is negligible. 3. The resulting d.c. voltage is not steady enough for some purpose. The following device is used when a very steady d.c. voltage is required. JUNCTION DIODE AS A FULL WAVE RECTIFIER â€Å"A rectifier which rectifies both waves of the a.c. input is called a full wave rectifier†. Principle :- It is based upon the principle that a junction diode offers low resistance during forward biased and high resistance, when reverse biased. Difference from half-wave-rectifier :- The main difference is that in full wave rectifier we use two diodes. For this when we apply a.c. current to the rectifier then the first half wave get forward biased due to first diode. And when the second half wave comes. Then at that time the second diode comes in action and gets forward biased. Thus output obtained during both the half cycles of the a.c. input Arrangement :- The a.c. supply is applied across the primary coil(P) of a step down transformer. The two diodes of the secondary coil(S) of the transformer are connected to the P-sections of the junction diodes (D1) and (D2). A load resistance (RL) is connected across the n-sections of the two diodes and at centre of the secondary coil. The d.c. output will be obtained across the load resistance (RL). Theory :- Suppose that during first half of the input cycle, upper end of (S) coil is at positive potential. And lower end is at negative potential. The junction diode (D1) gets forward biased, while the diode. (D2) get reverse biased. When the second half of the input cycle comes, the situation will be exactly reverse. Now the junction diode (D2) will conduct. Since the current during both the half cycles flows from right to left through the load resistance (RL) the output during both the half cycles will be of same nature. Thus, in a full wave rectifier, the output is continuous but pulsating in nature. However it can be made smooth by using a filter circuit. REVERSE BIASING ON A JUNCTION DIODE A P-n junction is said to be reverse biased if the positive terminal of the external battery B is connected to n-side and the negative terminal to p-side of the p-n junction. In reverse biasing, the reverse bias voltage supports the potential barrier VB. (Now the majority carriers are pulled away from the junction and the depletion region become thick. There is no conduction across the junction due to majority carriers. However, a few minority carriers (holes in n-section and electrons in p-section) of p-n Junction diode cross the junction after being accelerated by high reverse bias voltage. Since the large increase in reverse voltage shows small increase in reverse current, hence, the resistance of p-n junction is high to the flow of current when reverse biased. MATERIAL REQUIRED 1. Transformer : It is device which is used to increase or decrease the alternating current and alternating voltage. For the rectifier, it may be step down or step up. 2. Junction Diode : It is made up of p-type and n-type semiconductor which conducts when the p terminal of diode to connect to positive terminal of battery and n region is connected to negative terminal of battery i.e. during forward biased and does not conduct during reverse biased.

Employee Wellness Programs Health And Social Care Essay

Employee Wellness Programs Health And Social Care Essay Worksites are where most adults spend more than half of their waking hours .   In light of this, they offer a unique opportunity to affect change in an individuals health status.   Billions of dollars are spent each year addressing health in the workforce only after illness and/or injury has already occurred (2). This translates to profit losses in the form of lost wages and compensation, productivity, and high employee turnover.   Employees also pay a high physical and emotional price for poor health. Rising healthcare costs are also passed along to the consumers who share the burden of higher premiums, deductibles, and copayments (3). Prevention is the key in addressing issues in a proactive manner. For most organizations, this phenomenon is reflected in a high utilization of personal time off and requested sick leaves (2) (4) (5). A related issue is the abuse of the sick leave benefit where employees feel a stress-day off is a benefit and at their discretion. This is often related to stress in the work place or a work place environment that is uncomfortable for the employee (6). Past efforts to control this issue have included requiring physician certification of a valid health problem, implementing company policies that limit utilization of ad hoc time off, and encouraging managers to say no when asked for excessive days off. Some companies have even eliminated the concept of a sick day and increased the employees personal time off by a day or two to compensate (6). Regardless of the labeling for time off or of the managements effort to control increased health related issues, many organizations report that employees taking unplanned days off has increased (4). The recommendat ion is to move away from the confrontational approach of imposing corporate rules to limit the abuse and focus on the core of the problem, health problems and stress management in the workplace (2) (5). A human resources (HR) industry survey found that reported personal illness accounts for 35 percent of all unscheduled absences in the workplace (4). Some HR experts estimate that absenteeism can cost a company around $600 per employee per year, and thats just in use of benefits and healthcare costs. The estimates are higher if the calculation includes other related costs such as overtime pay, costs of temps, missed deadlines, and lower productivity (7). Some of these unaccounted for sick days can be avoided if the companys management is proactive when making organizational changes and in providing means for helping employees deal with health issues (1-5). This increased utilization is driving up the cost of coverage and company officials are considering some desperate options to save money such as a drastic reduction of coverage or the elimination of benefits altogether.   Prior to the implementation of such measures, company executives need to consider a different approach upon which they feel may not only raise awareness of health and safety issues, but provide the tools necessary for employees to increase their quality of life. The Healthy People 2010 initiative is a government effort to promote employers to get involved in the health of their workers with the intended goal being to Increase quality and years of healthy life (3).   One area recommended is to implement an employee wellness program that addresses staying healthy, increasing exercise opportunities, and reducing worksite injuries through increase safety practices (1) (2) (5). Employee wellness programs are predicated on the basis that most illness is directly preventable and that the workplace has the ability to transform lives (1).   Companies that implement programs will see a decrease in healthcare costs by lowering utilization rates of sick days and improving the workplace environment (2) (5).   These programs are meant to improve the overall quality of life for each of their employees (3).   Statement of the Problem The purpose of this study was to determine if an organization takes proactive efforts to implement healthy programs that can positively influence a reduction of sick days used by employees. Researchers have found significant cost savings for the organization by taking the action of becoming involved in the wellness of employees (2) (5). The use of sick days, whether due to illness or a need for a personal day away from stress, result in higher costs due to issues such as overtime pay, costs of temps, missed deadlines, and lower productivity (7). Healthy Workforce 2010 (3), a program within the Healthy People 2010 initiative, recommends employer groups take an active role in implementing programs, such as an employee wellness program, in order to improve the overall health of their employees and subsequently creating a healthier work environment. Hypothesis Hypothesis 1. The introduction and management of a worksite wellness program at a manufacturing organization will improve the overall health and wellness of their employees. Hypothesis 2. There will be a significant decrease in the number of personal days off and sick time, as reported to Human Resources, based on improved employee health and satisfaction at their workplace as a result of implementing a workforce wellness program. Hypothesis 3. There will be an increase in employee knowledge and skills for healthier living as measured by a pre and post-test measuring the amount of information gained from interventions such as onsite workplace classes. If these of hypothesis do not prove true, the researcher expects that the organization will still experience costs equal to or exceeding that of previous years in health related time off, which will be reflected in personal time off (PTO) or sick days (STO) utilization rates. Employees may show an increase in knowledge of healthier lifestyle changes but this may not change their behaviors surrounding time off and implied expectations of utilizing a company benefit. Delimitations This studys focus is on reducing the overall costs to an organization as impacted by the over-use of PTO and STO by employees. The actual cost savings are estimated to include reduction in other areas such as overtime, hiring of temps, and production losses. But to keep this studys outcomes in a reasonable space, the only measurements for success will be the reduction of overall usage of time off or PTO and STO per 100 employees. The base measurement for this analysis will be statistics from previous years. In order to keep the number of employees and impact at a manageable level, the study will only review the effects of a wellness program on one organization, a large manufacturing organization in a suburb outside of Los Angeles, California. The organization has over 600 employees at the target location, consisting administrators, engineers, line supervisors, and skilled factory workers. Managers have reported an average expected utilization of time off related to health and stress issues. Limitations Since the study will focus on a specific population in a specific industry, the results may reflect the impact of a program that is only successful under certain environmental influences. Also, a CCH survey (6) discusses the abuse of PTO or STO days, highlighting that use of these days are influenced by various reasons in addition to sickness or stress. Some areas indicated in surveys (4) include family illnesses or problems, which may not be impacted by a wellness program, and seasonal influences such as summer or holidays, which often results in 4 day weekends. The study is relying upon the information collected by the HR representatives of the organization, which limits the analysis to days reported to HR and avoiding comp time or personal days which are taken as agreements between supervisors and employees. Since the baseline will be the reported days from previous years, this limitation should have little impact on the outcome of the study. Assumptions In defining this study, the following assumptions were made: All time off is reported and tracked by the HR department. Since illnesses and stress leave are human-based factors and not necessarily bound to a specific industry, the results of this study will be applicable to other industries and workers. Implementing a program that focuses on reported time off will not unduly influence an increase or decrease in reported days due to the study itself. Since the study is qualitative, the results will be only be the starting point for other studies that should include other factors that may influence increased use of personal days off. Operational Definitions PTO Personal Time Off, a company benefit for employees of most organizations. STO Sick Time Off, a company benefits only offered at some organizations; some companies have rolled sick time into the personal time benefit. MATCH Multilevel Approach to Community Health. A five-phase program planning model developed in the late 1980s. Normative Need The needs of a population based on expert opinion. Expressed Need The needs of a population based on factual data. Healthy People 2010 U.S government publication that brought together much of what was known about the relationship of personal health behavior and health status. Primary Data Original data collected by the planners. Lifestyle Disease A disease that is associated with how a person lives. Such as their smoking habits, alcohol, drug abuse, physical activity and eating habits. Lifestyle diseases include, heart disease, stroke, obesity, and type 2 diabetes. Risk Factors is a variable that is associated with increased risk of disease or infection. Risk factors can include, lack of physical activity, diet, etc. Wellness Wellness is an active process through which people become aware of, and make choices towards, a more successful existence (8). Absenteeism is defined as a chronic absence and in this context it is in relation to work. Non-communicative diseases diseases that are not infectious. These disease include those that are from genetic or lifestyle factors. Segmentation process of identifying groups of consumers that share similar characteristics and will respond in a like way to a marketing strategy. Chapter Two Literature Review Over 100 years ago, the biggest health care threat we faced had to do with the spread of communicable diseases. Today, communicable diseases take a back seat to a much bigger problem that plagues American citizens which is that of lifestyle origin. A lifestyle disease is defined as one that is affected by factors such as poor dietary habits, alcohol and/or drug usage including tobacco smoking, and lack of physical activity (9). These factors individually as well as in combination make a person much more susceptible to cardiovascular diseases, hypertension, obesity, and certain types of cancers. In order to reduce the risk of these diseases, individuals must address changes to their lifestyles that include participating in workplace healthy wellness programs. This chapter will review the influencing factors in the effort, the scope of the problem of lifestyle diseases, and discuss some of the benefits of targeting specific areas in a wellness program. Addressing Lifestyle Changes Researchers have shown found a direct relationship between providing intervention to improve a persons health and the cost saving realized by that persons employer (1) (2) (5).Taking proactive measure to improve the persons health and to implement preventative measures keeping the person out of a high-risk category for lifestyle diseases extends the persons life and benefits everyone they are involved with, from their employer to their families (1). Some researchers found the reverse to be true also. Ignoring the factors identifying people by their risk for lifestyle diseases will result in an increase of health problems and in costs to the employer through use of sick time and increased workplace injuries (2) (5). Modifying an individuals risk factors for lifestyle diseases can be difficult. People usually express a lack of time outside of the workplace for healthy behaviors such as meal planning and exercise; since, half of our waking hours are spent at work (9). In addition to time constraints, beginning any new healthy lifestyle behavior is no easy task, but it can make a profound effect on both physical as well as mental health. These benefits hold true regardless of the workers age. One large cohort study of 15,708 examined the impact of adoption of new lifestyle behaviors (9). All individuals were of typical working age 45-64. It was found that people who newly adopt a healthy lifestyle in middle-age experience a prompt benefit of lower rates of cardiovascular disease and mortality. Further conclusions recommend that we begin to adopt strategies to encourage healthy lifestyles. This is especially true among those with pre-existing medical conditions such as hypertension, diabetes, or obe sity (9). Lifestyle changes not only take commitment on the part of the participant but a great deal of support from others as well. Support from co-workers can be a strong motivator but in order for healthy changes to be fully adopted by the workforce, it must be a priority among the decision makers within the company (2) (5). The cost impact of a disease such as obesity is well documented. Obesity contributes to monetary losses for the employee as well as employer. In response, employers continue to look for ways to offset those costs through the offering of company-sponsored wellness and weight management programs. Health care organizations in particular hospitals, as well as public employers can be important role models in this process. A change in policy could make a dramatic difference for smaller employers which represent the majority of U.S. employers as they are far less likely to offer health promotion programs unless a government incentive was offered (10). Worksites are where most adults spend more than half of their waking hours. In light of this, they offer a unique opportunity to affect change in an individuals health status. Health in the workplace should focus on one main role central to prevention. Prevention tactics can be geared towards prevention of illness and spread of disease as well as prevention of accidents, injury, and disability. Billions of dollars are spent each year addressing health in the workplace only after illness and/or injury has already occurred (11). This translates to profit losses in the form of lost wages and compensation, productivity, and high employee turnover. Prevention is the key in addressing issues in a proactive manner. Wellness programs are an important component of employer benefits packages because they offer workers and their families choices for pursuing healthier lifestyles with less illness, ultimately leading to less costly benefits packages (9). Wellness programs and employee assistance programs are important benefits for workers and their employers; data from the National Compensation Survey (NCS) show that workers in the public and private sectors had greater access to these kinds of benefits in 2008 than they did a decade earlier. In an age of ever-increasing health care costs, services that promote health and wellness have become an important element of U.S. society. Wellness programs often include health education and an awareness component. According to some analysts, these programs address issues that increase worker satisfaction and productivity. Implementing a Wellness Program Using MATCH Researchers have found the employers who implement proactive, work-based wellness programs can realize significant savings in utilization of STO, decreased productivity and costs for production lags (2) (5). In one study, researchers implemented a worksite health promotion program to reduce the utilization of short-term disability days at a large company. The researchers estimated the potential cost savings over a 2-year period would be in excess of $1,300,000 (2). A similar study that implemented a health-promotion program over five years found estimated cost savings from reduced sick days at over $600,000 a year (5). The target populations in both of these studies focused on employees who were high users of sick days. Expanding that approach to the entire population should contribute even more to the cost savings. Affecting change in a population with varying influential levels is strength in the program design called the Match Model. Match is an acronym for Multilevel Approach to Community Health (12). The concept behind the Match Model is based on attempts to reach various levels within a target population through working with individuals of influence at various levels. Once appropriate goals are selected in the Match Model, intervention planning begins with the selection of objectives and approaches. The program development then commences with the creation of the actual delivery pieces such as information materials and class curricula. The preparation for implementation is the next step whereby key individuals who will deliver the intervention are trained, roll out dates established, and the program actually begins. The final step in the Match Model involves the program evaluation process. This critical step provides the program development team with outcomes measures to evaluate the program effectiveness and provide necessary feedback that will drive future programs. Worker Health in the United States Worker health in the United States is a broad issue. Multiple political initiatives have been recently developed in an effort to address the problems that have arisen as a result of national attention to multiple health concerns that currently plague the country which includes rising obesity rates, type II diabetes, tobacco usage, as well as a host of other issues. An example of a set of national health initiatives is the Healthy People 2010 (3) objectives, aimed at making a difference in 10 years. Many of the initiatives contained within are aimed at increasing quality of life through the prevention of disease. The program has a total of 467 objectives organized into 28 focus areas. There are special provisions for physical activity, tobacco usage, and obesity (3). The program also addresses issues for employers such as high utilization of benefits, increased absenteeism, and productivity issues, all resulting in high-cost employees especially those who experience multiple risk fact ors for diseases including high blood pressure, smoking, and sedentary lifestyles (3). Top reasons for taking what might be called non-sick days are family issues (21 percent), personal needs (18 percent), entitlement mentality (14 percent), and stress (12 percent). Lisa Franke, a workplace analyst at CCH, says that absences for stress and entitlement taking days employees believe they have earned are up slightly from last year because leaner staffing levels have intensified workloads (13). Based on these findings, recommendations to employers in the United States are focused around two main factors. The first recommendation from the Healthy People 2010 program is that employers, at least 75% of those in the United States regardless of size, should offer a comprehensive employee health promotion program. The second recommendation is that employer groups should strive for a 75% participation rate among all employees. The objectives of Healthy People 2010 sparked a subsidiary report known as Healthy Workforce 2010 (3). The report outlines eight primary objectives that promote health and quality of life among workers in the United States. Among the objectives presented in the report, the researchers highlighted the impact of unhealthy habits of the U.S. population on the economy and future of the country. In 1998, the report estimates that a quarter of the adult population smoked; this statistic is even higher at 35% for American teenagers. Other vices such as alcohol and drug abuse have cost the U.S. economy over $276 billion dollars as a result of healthcare, auto accidents, lost productivity, and other issues (3). In addition to problems created by substance abuse, the Healthy Workforce 2010 report estimates that over half of the U.S. population is overweight or classified as obese. This problem can be addressed by encouraging employees to participate in regular daily exercise. Similar to substance abuse among workers, this growing problem results in related diseases such as cardiovascular disease, type II diabetes, and osteoarthritis which costs both employers and the U.S. economy in healthcare costs (3). Other areas resulting in higher healthcare costs and impacting the work area include addressing work-related injuries and providing a safe working environment for employees. Even beyond the deaths caused by work accidents, the U.S. Bureau of Labor estimates that employees experience approximately 5.7 million non-fatal accidents annually, resulting in over 2.7 million lost work days. The Healthy Workforce 2010 recommends employers not only focus on preventing accidents but also increase healthcare coverage, since the U.S. Census Bureau reports that over 42 million American workers are not covered by health insurance, a trend predominant in smaller companies (3). Worker Health in California Studies from the State of California Department of Health (14) reported similar findings at the national level. The larger issues that appear to be problematic in the State of California involve lost wages and productivity caused by diseases that are aggravated by unhealthy lifestyles. These include obesity, hypertension, and cardiovascular complications among others. The literature revealed that worksite wellness programs help to reduce overall operating costs from increased healthcare utilization, accidents and poor productivity. Employers also benefit from these programs through enhanced recruitment, retention of healthy employees, and reduced absenteeism (15). The easiest way to address health related issues is to take actions that prevent the problems in the first place. Primary healthcare measures are the key to ensuring a healthy population. Worker Health in Los Angeles County Similar reports in Los Angeles County provided population-wide data on health related quality of life in Los Angeles County and used measures developed by the Centers for Disease Control and Prevention to track health trends at the national and state levels. The average numbers of unhealthy days and activity limitation days were higher in Los Angeles County (6.4 and 2.4, respectively) than in California (5.9 and 2.1) and the United States (5.5 and 1.9, respectively) in 1999. These differences may reflect disparities in health status across the three populations but as well as demographic differences (e.g., socioeconomic or racial/ ethnic differences) between the populations. In addition the number of unhealthy days and activity limitation days were significantly higher in persons previously diagnosed with depression, arthritis, diabetes, heart disease, or asthma than in persons not diagnosed with these conditions (16). Health Consequences for Workers Employees also pay a high physical and emotional price for poor health. Rising healthcare costs are passed along to the consumers who share the burden of higher premiums, deductibles, and copayments. Financial responsibilities can lead to increased stress levels among workers. Employee wellness programs are predicated on the basis that most illness is directly preventable and that the workplace has the ability to transform lives. These programs also decrease healthcare costs through lowering utilization rates. These programs are meant to improve the overall quality of life for each of the participants (3). The Importance of Physical Activity Regular physical activity provides a multitude of benefits to an employee. According to the American Council on Exercise (11) low-back pain is a leading cause of job-related disability and missed work in the United States. This problem results in over $50 billion every year in healthcare costs. Work-related back pain experienced by most people can be prevented with just a little forethought. In high-risk back pain jobs requiring frequent bending, lifting, and twisting, employees and employers can be taught a variety of methods in order to reduce stress on the back and help prevent injuries. This risk of injury increases in those who are overweight, smoke or are inactive (11). Benefits of Smoking Cessation According a report conducted by the Center for Disease Control and Prevention (17) over 8.6 million people in the U.S. experience a health-related problem due to smoking. In the subsequent CDC report the next year (17), the agency reported that smoking was responsible for over 90% of lung cancer mortalities and over 80% of the COPD (emphysema and chronic bronchitis) deaths. This is largely because cigarettes and other tobacco products contain over 4,800 chemical, 69 of those which have been identified as carcinogenic. Smoking has also been linked to other serious illnesses and medical problems such as slow wound healing, peptic ulcers, and other diseases contributing to loss of employee productivity (18). Employers have responded by creating smoke-free workplaces nationwide, where employees can be protected from the life-threatening effects of secondhand smoke. In 1999, a study found that approximately 70% of the U.S. workforce was impacted by a smoke-free employer policy (19). But l aws and employer responsibility varies by state, so this statistic can vary above 80% in states like Utah and Maryland or drop below 50% in states like Nevada (19). Healthy Diet Advantages According to the American Diabetes Association (ADA) (20), diabetes is one of the fastest growing and one of the most costly health issues facing the U.S. worker. The disease has reached epidemic proportions in the United States, affecting a growing number and percentage of people every year. The cost of diabetes to the American healthcare system is staggering, resulting in missed work days and higher benefit requirements for employers. In the ADA report, one-fifth of the healthcare dollars spent is used to provide care for someone with diabetes, while one-tenth of the healthcare dollars spent is associated with diabetes. For employers, the costs of diabetes increased 32% from 2002 to 2007, with the increase in medical expenditures and lost productivity estimated at $174 billion. Per capita, the annual cost of diabetes is approximately $11,744 a year. Many people do not recognize that they are at risk for diabetes (or diabetes-related complications if they already have diabetes). How ever, type II diabetes can be prevented or delayed for many of those at high risk for diabetes and diabetes-related complications can be also be prevented or delayed with lifestyle practices including maintaining a healthy weight, regular exercise, and a balanced diet (20). Summary The prevalence of lifestyle diseases among Californians and within the U.S. is growing. Everything from fast foods to sedentary activities plays a role in contributing to this national problem. Addressing the issues requires more than just adding a few cardio sessions every week or walking a little more, the effort requires attacking the problem at the root, changing how people define and move through their lives. Lifestyles changes are exactly that, changes that affects across a persons life and hopefully for the rest of their lives. Many factors contribute to lifestyle diseases include home culture, resting activities, and work environments. Implementing a wellness program at a worksite will provide the support and information needed to make effective changes to the employees health while benefiting both the employee and employer (2).