Man sacrifices his health in order to make money. Then he sacrifices money to recuperate his health. (Dalajláma) The wealth of business depends on the health of workers. (Dr Maria Neira, Director, Department of Public Health and Environment, World Health Organization) The aim of the thesis on the topic "KPMG -- a healthy workplace" is to analyze the current state of KPMG as the Company supporting health. The thesis suggest changes to be improved in the future - and a long-term strategic plan. Using the method of analysis of the state were discussed several factors that affect the health of employees in the workplace. The author of the thesis advanced in the analysis through the "Quality Criteria for Healthy Workplace," which were created by the National Health Institute for the title of Health Promoting Enterprise. In conclusion of the thesis the author proposes a health promotion plan (Health Plan) and submits the possible path KPMG might take if it seeks to establish a clear Health Plan which could become a fixed part of the enterprise's business goals and values.

Introduction: Increased ill health in the workplace in terms of increased workload, stress and pressure from employers is common in Sweden today, which may lead to a future variety of medical conditions and disabilities. Aim: The aim of the present study was to describe what employees at companies in the health industry experienced as a health and illhealth on a workplace. Method: A qualitative approach was used in which the interviews were based on an interview guide. The method of analysis was thematic analysis in which three themes emerged. Results: Tree themes emerged; a social interaction with colleagues, good leadership, and access to health care and movement. The findings of the study indicated that the tasks themselves were not as important as the social interaction and the leadership so that the workplace was perceived as healthy. Implication: Suggestions for further research is to try to get more equal number of men and women engaged in further study and to develop the questions in the interview more to answer the purpose better. Furthermore, the health factors reported in the results could still be a good foundation to refer to, for interventions in the workplace or for the overall development of a healthy workplace within a specific company.

Sjukfrånvaron i Sverige ökade kraftigt i slutet av 1990-talet och drabbade även högre utbildade personer som tidigare inte varit sjukskrivna. Många människor tillbringar större delen av livet på att arbeta och arbetsmiljön påverkar medarbetarna på olika sätt, där ledarskapet är en faktor som påverkar hälsan. Arbetsplatsen anses därför vara en av de hälsofrämjande arenor där insatser för att förbättra hälsan kan genomföras. Att ledarskapet påverkar medarbetarnas hälsa anses vara en självklarhet, men det finns inte så mycket forskning inom området. Syftet med studien var att undersöka hur medarbetare på en arbetsplats med låg sjukfrånvaro upplever att ledarskap bidrar till hälsa på arbetsplatsen. Studien är av kvalitativ ansats där data samlades in genom telefonintervjuer med fem personer. Arbetsplatsen som studeras har en låg sjukfrånvaro och har sin verksamhet inom ett landsting i Sverige. Resultatet visar bland annat att en bra ledare ska finnas tillgänglig, vara stöttande och tydlig. En ledare som bidrar till hälsa litar på sin personal, hjälper till att prioritera arbetsuppgifter, är lyhörd och omtänksam. En av de slutsatser som kunde fattas utifrån resultatet är att det som kännetecknar ett bra ledarskap även är det som bidrar till medarbetarnas hälsa. / Sickness absence in Sweden increased sharply in the late 20th century and hit the higher educated persons who have not previously been on sick leave. Many people spend most of their lives at work and the work environment affects employees in different ways, where the leadership is a factor affecting the health of the individual. The workplace is therefore considered to be one venue where health promotion interventions to improve health can be implemented. That leadership affects employee health is considered given, but there is not much research in this area. The aim of the study was to examine how employees in a workplace with low levels of sickness absence feel that leadership contributes to health in the workplace. The study was based on a qualitative approach where data was collected through telephone interviews with five persons. The workplace that is being studied has a low absenteeism and is based out of a county council in Sweden. The results show that a good leader should be available, be supportive and clear. A leader who contributes to the health trust their staff, helping to prioritize, is sensitive and caring. A conclusion that can be drawn about the results is that contributing to employee health is the same as good leadership.

Bakgrund Arbetet och dess psykosociala arbetsmiljöfaktorer är av betydelse för välbefinnande i arbetslivet. Syftet med detta examensarbete var att undersöka sambandet mellan arbetsmiljöfaktorer, arbete-livsbalans och arbetsrelaterat välbefinnande samt att identifiera förklaringsfaktorer för välbefinnande i arbetslivet. Metod En kvantitativ tvärsnittsstudie genomfördes med insamlad data från ett pågående projekt, GodA-projektet. Anställda inom tre kommunalt ägda bolag i Gästrikland (n = 303) fick år 2013 besvara en enkät. Utifrån denna har ett antal frågeställningar valts ut för att besvara föreliggande studies syfte. Deskriptiv statistik har använts för sociodemografisk karakteristika och statistisk modellering genom linjära regressionsanalyser för undersökning av samband. Resultat Ett signifikant samband återfanns mellan vissa arbetsmiljöfaktorer (upplevelse av den psykosociala arbetsmiljön, motivation, ledarskap, arbetsförmåga), arbete-livsbalans och välbefinnande i arbetslivet. Huvudresultatet indikerar att dessa variabler har ett signifikant förklaringsvärde för välbefinnande i arbetslivet. Dessa förklarar 40 % av variansen i utfallsvariabeln. Slutsats Arbete-livsbalans och vissa arbetsmiljöfaktorer (uppfattning om den psykosociala arbetsmiljön, motivation, ledarskap, arbetsförmåga) kan predicera arbetsrelaterat välbefinnande. Upplevelsen av den psykosociala arbetsmiljön har visat sig ha det starkaste sambandet med arbetsrelaterat välbefinnande och kan förklaras av att denna inkluderar en samlad bedömning av flertalet olika arbetsmiljöfaktorer och arbete-livsbalans. Med utgångspunkt i tvärsnittsstudiers metodologiska svagheter behövs fler studier av longitudinell art för att kunna dra säkrare slutsatser kring undersökta samband. / Background The work and its psychosocial work factors are important for well-being at work. The purpose of this study was to examine the relationship between work environmental factors, work-life balance and work-related well-being, and to identify explanatory factors for the well- being at work. Method A quantitative cross-sectional study was carried out with data collected from an ongoing project, the GodA-study. Employees within three municipally owned companies in Gästrikland (n = 303) answered a questionnaire in 2013. Based on this, a number of questions were selected to answer the present study’s aim. Descriptive statistics were used for socio- demographic characteristics and statistical modeling by stepwise linear regression analyzes for the study of the relationship. Results A significant association was found between certain work environmental factors (perception of the psychosocial work environment, motivation, leadership, work ability), work- life balance and work-related well-being. The main result indicates that these variables have a significant explanatory value for the well-being at work. These explain 40% of the variance in the outcome variable. Conclusions Work-life balance and certain work environmental factors (perception of the psychosocial work environment, motivation, leadership, work ability) can predict work-related well-being. The perception of the psychosocial work environment has been shown to have the strongest association with work-related well-being and could be explained by the fact that it includes an overall assessment of several different working environment factors and work-life balance. Based on cross-sectional studies’ methodological weaknesses, more studies of longitudinal nature are needed to draw more reliable conclusions.

I takt med att psykisk ohälsa har eskalerat i det svenska arbetslivet de senaste åren har vikten av implementering av hälsofrämjande förändringsarbeten ökat inom organisationsvärlden. Många chefer står inför stora utmaningar i att bedriva dessa arbeten, motivera medarbetare samt framgångsrikt främja såväl organisatorisk som social arbetsmiljö. I relation till detta arbete krävs det att chefer innehar kunskaper om hur hälsa och lärande påverkas på arbetsplatsen. Syftet med studien var att analysera och beskriva hur cheferna upplevde att förutsättningar för hälsa och lärande påverkas under förändringsarbete för att skapa Healthy workplace. Studiens teoretiska referensram grundas i World Health Organizations modell kring hur Healthy workplaces formas i komplement av de pedagogiska teorierna om Kollektivt lärande samt Anpassnings- och Utvecklingsinriktat lärande. Studiens vetenskapsteoretiska utgångspunkter är inspirerade av fenomenografi och konstruktivism samt att en abduktiv ansats tillämpats. I studien genomfördes åtta semistrukturerade intervjuer som analyserades genom en kvalitativ innehållsanalys. Resultatet påvisade att Healthy workplace kan skapas genom ett tydligt ledarskap, involvering av medarbetarna i arbetet, integrering av lärande som en del av arbetet samt att ge medarbetaren tid och rum för reflektion samt kunskapsutbyte. Avslutningsvis blir slutsatsen att tydligt ledarskap i kombination med samarbete mellan alla parter bildar möjligheter för en stärkt sammanhållning på arbetsplatsen. För samtliga parter inom organisationen innebär detta kollektiva arbete en potential att främja såväl hälso- som lärandevillkor under pågående förändringsarbete.

Bakgrund: En hälsosam arbetsplats skapas genom arbete inom flertalet områden med fokusering på de anställdas delaktighet, inflytande, utveckling, hälsa samt balans mellan arbete och fritid vilket i sin tur leder till minskad personalomsättning och därmed större möjligheter att behålla sin personal. Syfte: Studiens syfte var att undersöka vilka hälsofaktorer i arbetsmiljön anställda upplevde påverkar dem att förbli anställda på ett företag samt sambandet mellan upplevd arbetsmiljö och intention till uppsägning. Metod: En kvantitativ tvärsnittsstudie genomfördes där anställda på ett företag inom informationsteknik (n = 114) besvarade en enkät med frågor kring arbetsmiljö, hälsa och intention till uppsägning. Resultat: Huvudresultatet visar ett signifikant samband mellan arbetsmiljöfaktorer och intention till uppsägning. Studien indikerar att arbetsklimat, arbetskrav, delaktighet, självskattad hälsa, arbetstillfredsställelse, belöning samt balans arbete/privatliv kan förklara variansen för intention till uppsägning till 14,6 %. De viktigaste faktorerna för att förbli anställd på företaget var kompetensutveckling samt trivsel med kollegor och arbetsuppgifter. Slutsats: Studien visade att arbetsmiljö till viss del predicerar intention till uppsägning vilket bekräftar tidigare forskning. Detta är betydelsefullt för folkhälsan i stort i och med att människors hälsa påverkas av arbetet och arbetslivet men det kan även vara betydande för företag som i framtiden vill behålla anställda om konkurrensen ökar. / Background: Healthy workplaces are created through work in several areas with a focus in employee involvement, development, health and work-life balance. In return, this will improve the organization and decrease turnover and thereby bigger opportunities to retain personnel. Aim: The aim was to analyze which health factors in the work environment employees experienced as important for them to stay and to examine the relationship between work environment and turnover intention. Method: A quantitative cross-sectional study was carried out and employees on a company in information technology (n = 114) answered a questionnaire about work environment, health and turnover intention. Results: Main results indicate a significant correlation between variables of work environment and turnover intention. This study indicates that working climate, effort, involvement, health, job satisfaction, reward and work-life balance can explain 14,6 % of the variance of turnover intention. The most important factors for employees to stay were their own capacity building and satisfaction with colleagues and assignments. Conclusions: This study demonstrates that work environment to some part predicts turnover intention, which is consistent with previous studies. This is important for public health in general because health is influenced by work and working life but it could also be immensely important for companies that want to keep their employees if the rivalries are higher in the future.

A saúde, o bem-estar e a segurança dos trabalhadores são aspectos primordiais para a produtividade, competitividade e sustentabilidade das organizações. O ambiente de trabalho é um espaço com altos desafios de engajamento e de sustentabilidade, além de importante para promover a saúde e a qualidade de vida e, para tanto, são fundamentais o protagonismo e o engajamento dos trabalhadores na sua promoção e na sua obtenção. Esta pesquisa teve o objetivo de identificar se, na gestão de seus empregados, as ações das empresas para a promoção da saúde, bem-estar e qualidade de vida destes possibilitam o envolvimento dos trabalhadores, ou seja, quais são os fatores que contribuem para a real participação e engajamento do público-alvo na definição das políticas e programas de saúde e qualidade de vida nas organizações; e como este processo pode favorecer o cumprimento de premissas das Cinco Chaves para Ambientes de Trabalho Saudáveis (OMS, 2010), um modelo abrangente de boas práticas cujo objetivo é apoiar e influenciar a sustentabilidade do ambiente de trabalho e das organizações. O percurso metodológico da investigação considerou a análise do material referente a sete empresas vencedoras do Prêmio Nacional de Qualidade de Vida (Associação Brasileira de Qualidade de Vida - ABQV Nacional®) e do Global Healthy Workplace Awards; e a pesquisa com trabalhadores e com as lideranças de duas empresas, de diferentes portes, na região metropolitana da cidade de São Paulo, que, supostamente, não contemplavam as Cinco Chaves para Ambientes de Trabalho Saudáveis (OMS, 2010) na sua integralidade. Trata-se de um estudo de campo de natureza qualitativa com uso de instrumento participativo. Para a coleta de dados foram utilizadas as técnicas de grupo focal e de entrevista individual com trabalhadores das duas empresas pesquisadas. Para a análise, foram utilizadas as técnicas de análise documental e análise de conteúdo. Dentre os resultados encontrados, destacou-se a necessidade das empresas proporcionarem o protagonismo dos trabalhadores na identificação de suas necessidades e anseios, na concepção e na condução das políticas e ações que promovam a saúde, o bem-estar e a qualidade de vida desses trabalhadores; capacitá-los e engajá-los em um \"fazer coletivo\" juntamente com a liderança, de modo que os objetivos comuns sejam atingidos. Esse processo participativo contribuiu para o desenvolvimento de diretrizes para a elaboração de material de apoio (guia) que favoreça o real envolvimento dos trabalhadores nas políticas e nos programas de promoção de saúde e qualidade de vida, passível de ser adaptado em outras empresas. / The health, safety and well-being of workers are essential aspects for the productivity, competitiveness and sustainability of organizations. The workplace is a space with high engagement and sustainability challenges but it\'s also an important workplace to promote health and quality of life and for that, protagonism and engagement of wokers are essential in its promotion and achievement. This research aimed to identify if the actions of companies to promote the health, well-being and quality of life make possible the involvement of workers, which means, what factors are contributing to the real participation of workers in the definition of policies and health and quality of life programs in organizations; and how this process can foster compliance with the Five Keys to Healthy Workplaces: No Business Wealth without Workers\'s Health (WHO, 2010), a comprehensive model of good practice whose purpose is to support and influence the sustainability of the workplace and organizations. The methodological course of the investigation considered the analysis of the material referring to seven companies considered successful and winners of the National Quality of Life Award (ABQV Nacional®) and the Global Healthy Workplace Awards; and the research with workers and leaders of two companies of different sizes in the metropolitan area of the city of São Paulo, which supposedly did not contemplate the Five Keys to Healthy Workplaces (WHO, 2010) in its entirety. It is a qualitative field study with participative instrument used. To collect data, we used the techniques of focus group and individual interview with workers of the two companies surveyed. The techniques of document analysis and content analysis were used. Among the findings, we have highlighted the need of companies to provide the protagonism of workers in identifying their needs and desires, in the design and conduct of policies and actions that promote health, wellbeing and quality of life; empower them and engage them in a \"collective doing\" together with leadership so that common goals are achieved. This participatory process contributed to the development of guidelines for making of support material (guide) that favors the real involvement of workers in policies and programs to promote health and quality of life, which can be adapted in other companies.

A saúde, o bem-estar e a segurança dos trabalhadores são aspectos primordiais para a produtividade, competitividade e sustentabilidade das organizações. O ambiente de trabalho é um espaço com altos desafios de engajamento e de sustentabilidade, além de importante para promover a saúde e a qualidade de vida e, para tanto, são fundamentais o protagonismo e o engajamento dos trabalhadores na sua promoção e na sua obtenção. Esta pesquisa teve o objetivo de identificar se, na gestão de seus empregados, as ações das empresas para a promoção da saúde, bem-estar e qualidade de vida destes possibilitam o envolvimento dos trabalhadores, ou seja, quais são os fatores que contribuem para a real participação e engajamento do público-alvo na definição das políticas e programas de saúde e qualidade de vida nas organizações; e como este processo pode favorecer o cumprimento de premissas das Cinco Chaves para Ambientes de Trabalho Saudáveis (OMS, 2010), um modelo abrangente de boas práticas cujo objetivo é apoiar e influenciar a sustentabilidade do ambiente de trabalho e das organizações. O percurso metodológico da investigação considerou a análise do material referente a sete empresas vencedoras do Prêmio Nacional de Qualidade de Vida (Associação Brasileira de Qualidade de Vida - ABQV Nacional®) e do Global Healthy Workplace Awards; e a pesquisa com trabalhadores e com as lideranças de duas empresas, de diferentes portes, na região metropolitana da cidade de São Paulo, que, supostamente, não contemplavam as Cinco Chaves para Ambientes de Trabalho Saudáveis (OMS, 2010) na sua integralidade. Trata-se de um estudo de campo de natureza qualitativa com uso de instrumento participativo. Para a coleta de dados foram utilizadas as técnicas de grupo focal e de entrevista individual com trabalhadores das duas empresas pesquisadas. Para a análise, foram utilizadas as técnicas de análise documental e análise de conteúdo. Dentre os resultados encontrados, destacou-se a necessidade das empresas proporcionarem o protagonismo dos trabalhadores na identificação de suas necessidades e anseios, na concepção e na condução das políticas e ações que promovam a saúde, o bem-estar e a qualidade de vida desses trabalhadores; capacitá-los e engajá-los em um \"fazer coletivo\" juntamente com a liderança, de modo que os objetivos comuns sejam atingidos. Esse processo participativo contribuiu para o desenvolvimento de diretrizes para a elaboração de material de apoio (guia) que favoreça o real envolvimento dos trabalhadores nas políticas e nos programas de promoção de saúde e qualidade de vida, passível de ser adaptado em outras empresas. / The health, safety and well-being of workers are essential aspects for the productivity, competitiveness and sustainability of organizations. The workplace is a space with high engagement and sustainability challenges but it\'s also an important workplace to promote health and quality of life and for that, protagonism and engagement of wokers are essential in its promotion and achievement. This research aimed to identify if the actions of companies to promote the health, well-being and quality of life make possible the involvement of workers, which means, what factors are contributing to the real participation of workers in the definition of policies and health and quality of life programs in organizations; and how this process can foster compliance with the Five Keys to Healthy Workplaces: No Business Wealth without Workers\'s Health (WHO, 2010), a comprehensive model of good practice whose purpose is to support and influence the sustainability of the workplace and organizations. The methodological course of the investigation considered the analysis of the material referring to seven companies considered successful and winners of the National Quality of Life Award (ABQV Nacional®) and the Global Healthy Workplace Awards; and the research with workers and leaders of two companies of different sizes in the metropolitan area of the city of São Paulo, which supposedly did not contemplate the Five Keys to Healthy Workplaces (WHO, 2010) in its entirety. It is a qualitative field study with participative instrument used. To collect data, we used the techniques of focus group and individual interview with workers of the two companies surveyed. The techniques of document analysis and content analysis were used. Among the findings, we have highlighted the need of companies to provide the protagonism of workers in identifying their needs and desires, in the design and conduct of policies and actions that promote health, wellbeing and quality of life; empower them and engage them in a \"collective doing\" together with leadership so that common goals are achieved. This participatory process contributed to the development of guidelines for making of support material (guide) that favors the real involvement of workers in policies and programs to promote health and quality of life, which can be adapted in other companies.

Sjukfrånvaron och personalomsättningen är hög inom vård- och omsorgssektorn och medarbetarnas arbetssituation är många gånger krävande. Ändå har vissa verksamheter lyckats med att upprätthålla låga sjuktal. Vad föranleder att medarbetare inom dessa verksamheter håller sig friska? Syftet med studien är att undersöka vilka åtgärder medarbetare inom den kommunala äldreomsorgen vidtar för att hålla sig friska och vad de anser bidrar till friskare arbetsplatser och mer hälsofrämjande och hållbar arbetsmiljö. Med hjälp av innehållsanalys har intervjusvar från nio medarbetare granskats. Resultatet pekar på att medarbetarna har utarbetat strategier samt besitter ett slags inre driv som hjälper dem hantera sin arbetssituation. Det som förhöjer arbetsglädjen, inger trygghetskänsla och skapar trivsel är arbetsgruppen. Arbetsgruppens betydelse är central i resultatet. Genom att skapa rutiner, ställa upp på varandra och ha roligt tillsammans lyckas arbetsgruppen med gemensamma krafter axla vardagens utmaningar. Ledarskapet däremot anses relativt osynligt. En avvägd balans mellan återhämtning och stimulerande sysselsättning på fritiden genererar ny energi som medarbetarna anser är en viktig förutsättning för att klara av arbetsdagen med hälsan i behåll. Ambitionen med studien är att besvara syftet men även att föra en diskussion kring resultatet utifrån ett hållbarhetsperspektiv. Detta för att den fortsatta verksamhetsutvecklingen inom vård- och omsorgssektorn ska bli så hälsofrämjande och hållbar som möjligt, både för nuvarande och kommande generation. / Sick leave and staff turnover is high in the healthcare system where its professionals work environment is very often demanding. Nonetheless, some organizations have succeeded in maintaining low absence due to sickness. What keeps the personnel in these organizations healthy? The aim of this study is to investigate which strategies employees in the public healthcare system apply to maintain their health and what they acknowledge to be a contributive factor for a healthier workplace and a more health promoting work environment. We have, with content analysis as a working tool, reviewed a total of nine health workers interviews. The result shows that the employees have developed both strategies and acquired a sort of inner drive that helps them to handle their working situation. What improves their happiness at work are the colleagues, that gives them a sense of security and creates comfort. The importance of the working group is central to the result. Through the creation of routines, by helping and having fun together the group succeeds in pushing through day-to-day challenges. Leadership on the other hand is considered to be relatively inexistent. A balance between recovery and stimulating activities contributes in replenishing energy that health workers consider to be key to guarantee a healthier work-life. The ambition with this study is to provide answers regarding the purpose but also serve as a basis for a discussion from a sustainability perspective. This in order to that organizations in the healthcare business continue developing whilst focusing on promoting health and sustainability as much as possible, both for the present and future generations.

No description available.