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The impact of an HIV/AIDS workplace wellness programme in a large packaging factoryJanse van Rensburg, Michelle Nedine Schorn 16 July 2008 (has links)
ABSTRACT
Introduction: As the impact of HIV/AIDS on the business sector has become more visible,
businesses have increasingly seen the advantages of creating HIV/AIDS management
programmes for their workplaces – and some even beyond the workplace, to their surrounding
communities. The aim of the study was to determine the effect and benefit of a large company’s
HIV/AIDS workplace wellness programme. Study objectives were to a) describe the effect of the
wellness programme as measured by differences in CD4 counts and percentages, weight, episodes
of diarrhoea and sick leave; and b) to explore the perceptions and views of the occupational
health nursing practitioners (OHNPs) regarding what they observe the benefit of the wellness
programme to be on the general sense of health and well-being of the HIV-positive employees.
Materials and methods: The study was performed at 10 of the Gauteng factories of a large
multi-national packaging company. Quantitative data was collected by means of a confidential
retrospective review of 36 HIV-positive employees’ occupational health records. Mostly
descriptive and some inferential data analysis was performed. Qualitative measurement was done
through semi-structured interviews with nine OHNPs to gain information about their perceptions
and opinions regarding the benefit of the wellness programme. Thematic analysis of qualitative
data was carried out.
Results: The benefit of the HIV workplace wellness programme was not seen when considering
CD4 counts and CD4 percentages. Episodes of diarrhoea over time and absenteeism data also did not show any benefit. However, changes in weight were observed (participants gained an average
of 1.5kg over the study period) although this was not statistically significant. The qualitative data
showed that employees benefit from the wellness programme, particularly in terms of their
physical and mental well-being. Emerging themes related to fear of loosing one’s job and denial
of the reality of HIV/AIDS; stigma and discrimination in the workplace and in the community at
large; trust versus mistrust of the Company’s HIV management system; acceptance of the
condition; the acceptability of nutritional supplements; and the general benefit of the wellness
programme. Other related themes that emerged included issues regarding VCT, peer education,
the provision of anti-retroviral therapy (ART), the role of trade unions, barriers in the public
health care system and OHNPs’ frustrations with the wellness programme.
Discussion: The most beneficial aspect of the wellness programme appeared to be the trust
relationship that employees on the wellness programme have with the OHNPs. Because of this,
employees experience a sense of support and are more likely to accept their HIV-positive
condition. This contributes to a sense of mental well-being. Early intervention and better management of the condition also occur and there is better compliance to treatment and disease
management protocols. There was also a general sentiment that there were benefits in the use of
nutritional supplements. Employees reported feeling healthier (e.g. having more energy when
using nutritional supplements) and this contributed to a sense of physical well-being. A big
challenge is to overcome mistrust amongst the general employee population who have not joined
the wellness programme and to deal with the ever-present issues relating to the fear of loosing
their job if found to be HIV-positive as well as denial of the condition. This fear and denial
perpetuates the reality of discrimination and stigmatisation, which inevitably negatively affects
the social well-being of HIV-positive employees.
Limitations of the study included a small sample size; inconsistent data collection methods by the
OHNPs in the various clinics; the complicated nature of nutritional supplementation, which
makes it difficult to study superficially; and that HIV-positive employees could not be
interviewed directly as they were not willing to be interviewed.
Recommendations: Further research should be performed in the area of workplace wellness
programmes. More efficient data collection systems should be put in place to measure the impact
of HIV/AIDS and the effectiveness of workplace interventions. HIV-positive employees who
have disclosed their status could be used as positive role models in HIV/AIDS programmes.
Confidentiality protocols should continue to be strictly adhered to as this promotes the trust
relationship. An HIV/AIDS nutritional expert should be involved in advising about the use of
optimal supplements in the wellness programmes as OHNPs have differing opinions. Other health professionals could be involved in HIV wellness programmes, e.g. occupational therapists, social
workers, etc. Companies should investigate how they can get involved in HIV/AIDS-related
activities and partnerships in the communities where their employees live as many employees
struggle with issues of poverty over-and-above being HIV-positive.
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Laying the foundations to restructure the Madwaleni HIV wellness programme, using knowledge of the community perceptions of the programme, in relation to the needs and priorities while living with HIVCooke, Richard 07 1900 (has links)
ABSTRACT: Madwaleni Hospital is situated in a deeply rural area of the Eastern Cape Province of South Africa, serving a catchment population of approximately 262,300 within a 35 kilometer radius. An HIV programme was started in mid-2005 to try and address some of the HIV burden faced by the community. The pillars to the Madwaleni HIV programme comprise VCT (voluntary counselling and testing) and the HIV Wellness programme – a group of family-oriented services (including provision of antiretrovirals) offered to HIV positive individuals within the framework of local support groups meeting at the local hospital, community health center and primary health clinics. As at end August 2009, there are 3760 Wellness programmes members, of whom 1700 are on antiretrovirals. RESEARCH AIM: The purpose of this research was to obtain an in-depth understanding of individual’s perception of the success of the Madwaleni HIV Wellness Programme in the context of the individual needs in living with HIV.
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The impact of a Corporate Wellness Programme on employee wellness, motivation and absenteeismDu Preez, Hannelie 22 February 2012 (has links)
In today's world of work, change can be seen as a given. For companies to not only survive but to thrive, they need resilient and healthy employees. Healthy employees can deal more effectively with stress, which result from increases in work overloads, work pressure and job insecurity. They are more productive, deliver higher work output, and cope better with higher work demands. Studies show that people, who maintain a healthy lifestyle through regular exercise and healthy eating, have much fewer weight-related medical expenses, and are thus generally in better health. Poor health, on the other hand, results in higher absence from work, lower productivity and lower morale. This has a snowball effect in organisations, because the absence of unhealthy employees exacerbates the stress and work overload of those employees who are present at work and, in turn, negatively impact their morale. The aim of the study is to evaluate the impact of a physical wellness programme (referred to as a Corporate Wellness Programme or CWP) on employee absenteeism and motivation within a specific company. The evaluation was conducted using a mixed method approach. It was performed on the pilot study of the CWP. Hundred and thirteen people participated on a voluntary basis. The programme ran over six months (December 2008 to May 2009). A health risk assessment (HRA) includes glucose, blood pressure, cholesterol tests and a body mass index (BMI) and was conducted on all the participants before they embarked on the programme, as well as after completing the programme. The pre- and post-tests of the health risk assessment were statistically compared to evaluate whether participation in the programme affected the physical health of the participants. After the programme, focus group discussions were held with a sample of 36 of the 113 participants to assess their experience of the programme. Absenteeism data were used as an indirect measure to determine the impact of the programme on absenteeism. The results from the health risk assessments indicated that the systolic blood pressure and cholesterol levels were significantly lower after the programme. From the focus group discussions it appeared that participants reported less absenteeism from work due to illness. They further reported an improvement in their mood, attitude toward work, sleeping patterns, eating habits and sense of overall wellbeing during participation in the programme. Based on the results of health risk assessments, it seems if the CWP had some positive impact on employee state of wellness. Copyright 2010, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Du Preez, H 2010, The impact of a Corporate Wellness Programme on employee wellness, motivation and absenteeism, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-02222012-115232 / > C12/4/191/gm / Dissertation (MCom)--University of Pretoria, 2010. / Human Resource Management / unrestricted
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The perceptions of employee wellness programme practitioners concerning HIV and AIDS workplace stigma in the Gauteng Provincial GovernmentThavhanyedza, Tshilidzi Alfred 19 April 2010 (has links)
HIV and AIDS stigma has become a vital challenge for all stakeholders in the workplace. Although government has developed policies on managing HIV and AIDS, indications are that the implementation of these policies and strategies has not been effective in mitigating HIV and AIDS workplace stigma. The key thrust for conducting this qualitative study was to explore the perceptions of Employee Wellness Practitioners concerning HIV and AIDS stigma in the Gauteng Provincial Government [GPG] departments. The study was geared towards ascertaining empirically the Employee Wellness Programme [EWP] practitioners’ perceptions regarding the manifestation of HIV and AIDS stigma, the context of stigma in a government department, and insight into whether workplace interventions have been effective in mitigating stigma. The general orientation to the study in Chapter 1 provides an overview of the definition of the problem of stigma, and also of the goals and objectives of the study, the research question, empirical approach, research design and methodologies used, pilot testing of data collection instrument, research population, sampling methods, ethical considerations and the structure of the study report. Fourteen EWP practitioners from the 13 GPG departments were interviewed by the researcher. The literature review in Chapter 2 theoretically scrutinises the problem of HIV and AIDS stigma with specific reference to the types, forms sources, causes and consequences of stigma. The conjectural context of HIV and AIDS stigma in the workplace is expounded and workplace interventions are explored. Chapter 3 of this study presents and analyses the data collected from the respondents. Findings indicate that HIV and AIDS stigma is widespread in the GPG departments and that workplace responses as per EWP practitioners’ perceptions are diverse. HIV and AIDS stigma mitigation strategies necessitate the use of multi-dimensional, multi-disciplinary and multi-sectoral approaches which should be tailored to address the challenges and needs of relevant stakeholders. From the results of this study it is apparent that HIV and AIDS stigma has an immense impact on the performance of government employees, and that current HIV and Employee Wellness policies are not sufficient to enhance stigma mitigation in the workplace. Lack of support, commitment and visionary leadership in government departments impede the hard EWP practitioners’ efforts to de-stigmatise HIV and AIDS in the GPG. Chapter 4 presents the conclusions and recommendations for prioritisation and implementation through workplace interventions. Copyright / Dissertation (MSW)--University of Pretoria, 2009. / Social Work and Criminology / unrestricted
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The development of a spiritual wellness framework for the work context / Francois Gerald WatsonWatson, Francois Gerald January 2007 (has links)
Mini-dissertation (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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The development of a spiritual wellness framework for the work context / Francois Gerald WatsonWatson, Francois Gerald January 2007 (has links)
Today's organisations are faced with changes such as increased competition and
technological changes, not to mention the impact of globalisation on South African
organisations. In a sense, the 21" century brought forth a more positive outlook and is
described by some as the century of fortegenic living and wellness. Organisations today are
searching for programmes that support strengths and wellness, as opposed to the historic
employee assistance programmes. Spiritual wellness seems to be the antibiotic for these
negative impacts. The objective of this study was to conceptualise spiritual work wellness
and develop basic, generic guidelines for the implementation of spiritual work wellness
programmes within .the diverse organisational context of South Africa.
A qualitative method was applied as the approach that guided the research. The participants
were recruited by making use of a combined purposive and network sampling. The sample
size (N = 10) was determined by data saturation. Data gathering was done by means of a
semi-structured interview with each of the participants. Where the need arose, the participants
were afforded the opportunity for in-depth discussions and clarification. Data-analysis was
done by means of cognitive mapping, followed by the transcription of data and the combined
technique of content analysis. Data-analysis was also done by an independent co-coder.
From the discussion of the research results and literature control, conclusions were made
regarding spiritual wellness with specific reference to the workplace and to how spiritual
wellness is conceptualised from the literature and also to the contribution of that
conceptualisation towards answering certain essential questions. More conclusions
concerning spiritual work wellness were made through the experts’ perceptions of how
spiritual work wellness relates to the South African work force. Through further discussion of
the results, guidelines were formulated for effective spiritual work wellness programme
implementation within the diverse workforce of South Africa and were reflected in the
recommendations of the research. / Mini-dissertation (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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The development of a spiritual wellness framework for the work context / Francois Gerald WatsonWatson, Francois Gerald January 2007 (has links)
Today's organisations are faced with changes such as increased competition and
technological changes, not to mention the impact of globalisation on South African
organisations. In a sense, the 21" century brought forth a more positive outlook and is
described by some as the century of fortegenic living and wellness. Organisations today are
searching for programmes that support strengths and wellness, as opposed to the historic
employee assistance programmes. Spiritual wellness seems to be the antibiotic for these
negative impacts. The objective of this study was to conceptualise spiritual work wellness
and develop basic, generic guidelines for the implementation of spiritual work wellness
programmes within .the diverse organisational context of South Africa.
A qualitative method was applied as the approach that guided the research. The participants
were recruited by making use of a combined purposive and network sampling. The sample
size (N = 10) was determined by data saturation. Data gathering was done by means of a
semi-structured interview with each of the participants. Where the need arose, the participants
were afforded the opportunity for in-depth discussions and clarification. Data-analysis was
done by means of cognitive mapping, followed by the transcription of data and the combined
technique of content analysis. Data-analysis was also done by an independent co-coder.
From the discussion of the research results and literature control, conclusions were made
regarding spiritual wellness with specific reference to the workplace and to how spiritual
wellness is conceptualised from the literature and also to the contribution of that
conceptualisation towards answering certain essential questions. More conclusions
concerning spiritual work wellness were made through the experts’ perceptions of how
spiritual work wellness relates to the South African work force. Through further discussion of
the results, guidelines were formulated for effective spiritual work wellness programme
implementation within the diverse workforce of South Africa and were reflected in the
recommendations of the research. / Mini-dissertation (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Barriers influencing participation on Employee Health and Wellness Programmes at Seshego One-Stop Centre, Polokwane Sub-District, Limpopo ProvinceMaluleke, Tumelo Faith January 2021 (has links)
Thesis (MPH.) -- University of Limpopo, 2021 / The study was conducted in Polokwane sub-district targeting all the employees at
Polokwane One-stop Centre. The specific focus was drawn to all permanent Social
workers, Community Development workers and Social Auxiliary workers. The aim of
the study was to explore barriers influencing employee participation in Employee
Health and Wellness Programmes and to describe barriers influencing employee
participation in Employee Health and Wellness Programmes.
The data was collected through semi-structured face-to-face interview from all
employees who are employed by the Department of Social Development, Polokwane
Sub-District. The sample consisted of permanent Social workers, community
development workers and social auxiliary workers who have more than one year of
experience in the department of social development and excluded all employees
who were on the internship programme. The researcher used thematic data analysis
to analyse the findings of the study. The study concluded that employees were not
participating in the EHWP because of limited knowledge of services rendered at the
EHW programme, lack of access to EHW services, privacy and confidentiality of
service providers and expertise knowledge of those offering the programmes and
inadequate support from management. It is recommended that those in leadership
should ensure that they disseminate information about EHWP to all employees.
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Assessment of employee wellness programme utilisation in the Department of Transport and Community Safety, Limpopo ProvinceRamokgola, Motlalepule Peter January 2023 (has links)
Thesis (MPH.) -- University of Limpopo, 2023 / Background: Employee Wellness Programmes (EWPs) is a comprehensive health
initiative which is a strategy to maintain and improve the well-being of employees. EWPs
are profoundly helpful in ensuring that the wellbeing of employees is taken care of. The
programme can be assessed by the programme developers to ensure that the
programme remains responsive to rapidly changing educational and healthcare settings.
The evaluation of EWPs has greater potential to influence its utilisation by employees.
This study sought to understand and document employee wellness programme utilisation
in the Department of Transport and Community Safety.
Objectives: To explore and describe employee wellness programme utilisation in the
Department of Transport and Community Safety in Limpopo Province.
Methods: The study used the qualitative research approach. Participants of the study
were full-time employees at the Department of Transport and Community Safety. Data
was collected through semi-structured interviews and the sample size was 15 participants
which was determined by saturation of data. Data was analysed through Thematic
Content Analysis. Results: Lack of wellness programme utilisation among employees and identified cases
of chronic illness, insufficient physical activity and those case that are stress related
amongst employees which were received at EWP component are associated with lack of
understanding for the programme. The study provides a useful qualitative enquiry of
employees at Department of Transport and Community Safety about the programme
utilisation. Conclusion: Many employees have concluded that Employee Wellness Programmes
intent to enhance and maintain the well-being of employees. However, in Department of
Transport and Community Safety (DTCS), there is a serious need for strengthening the
implementation of EWPs to improve utilisation.
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Unrealised obligations : implementing HIV and AIDS policy in a large international development organisationBhattacharya, Shivaji 16 May 2010 (has links)
This study presents a qualitative analysis of the dichotomy between official HIV and AIDS policy and its implementation in a Human Rights based, United Nations (UN) agency, located in South Africa. The study demonstrates that although HIV and AIDS policy is an intrinsic part of the commitment of this large organisation, the implementation of the policy, in the form of a Workplace Wellness Programme supported by budgetary resources, is weak and incomplete. The thesis integrates detailed vignettes in drawing attention to how personnel in the South Africa office perceive and experience the implementation of HIV and AIDS policy. Additionally, the voices of bureaucrats are also integrated in an effort to interrogate management attitudes and mindsets on matters of policy and treatment of staff. The study explores staff members’ sense of being stigmatised and discriminated, when living with the virus and their responses to it. In this, I bring a personal perspective to the study, by relating my own views of living with a potentially life-threatening disease to the views of the participants in the workplace in which the study is conducted. Classical Weberian and contemporary accounts of ‘bureaucracy’ and the organisational ‘rule book‘ are drawn upon. It is argued that whilst the value systems and politics of managers in the United Nations system lead them to be defined as progressive, some of the practices within their own institutions are contradictory, indifferent and manipulative leading to the perpetuation of discrimination and anxiety amongst HIV-positive staff. Thus, human agency and ingenuity supersedes organisational structure and the rigour of organisational policies and rules. The contradictions highlighted necessitate a careful scrutiny of organisational dynamics, within the wider international development scenario, and organisational introspection within individual UN offices vis-à-vis HIV and AIDS policy implementation. It is envisaged that the study will induce the commissioning of a larger study carried out by an independent body and funded by the United Nations, enabling the validation and enhancement of the argument presented in the case study and provide more recommendations for the way forward for the United Nations. / Thesis (DPhil)--University of Pretoria, 2010. / Sociology / unrestricted
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