Disengaged employees typically cost U.S. corporations $350 billion annually. The purpose of this case study was to explore strategies that some communication business leaders used to engage their employees that resulted in increased profits. The target population consisted of 4 communication business leaders located in Jackson, Mississippi who possessed at least 1 year of successful employee engagement experience. The self-determination theory served as the study's conceptual framework. Semistructured interviews were conducted and the participating company's archived documents were gathered. Patterns were identified through a rigorous process of data familiarization, data coding, and theme development and revision. Interpretations from the data were subjected to member-checking to ensure trustworthiness of the findings. Based on the methodological triangulation of the data collected, prominent themes emerged from thematically analyzing the data: rewards and recognition, empowering employees, and building a bond between leaders and employees. The implications for positive social change include the potential to improve employee engagement. Enhanced employee engagement could create social innovation and foster goodwill among employees, customers, and community members.

Flera rapporter visar på att hälsofrämjande insatser inom organisationer kan leda till positiva resultat på hälsa, effektivitet och kvalitet. Arbetsgivare ses som centrala aktörer i att förebygga hälsa genom hälsofrämjande åtgärder. Tidigare studier har pekat på att åtgärderna bör innefatta såväl individen som organisationen samt att både medarbetare och ledare måste vara delaktiga. Därmed är det aktuellt att undersöka vilka förutsättningar som är viktiga för att uppnå en hälsofrämjande arbetsplats. Syftet med studien var att bidra med kunskap om hur den hälsofrämjande arbetsplatsen uppfattas och fungerar, både utifrån medarbetare och ledares perspektiv. På så sätt avsåg studien bidra till organisationer som vill arbeta för att skapa effektiva och hållbara arbetsplatser. En kvalitativ fallstudie har genomförts där semistrukturerade intervjuer har utförts för att samla in empirisk data om deltagarnas uppfattningar. Dessutom har viss sekundärdata samlats in i form av information om den studerade organisationen. Vidare har en litteratursökning genomförts för att undersöka tidigare forskning inom ämnesområdet. Där framkom att en investering i en hälsofrämjande arbetsplats skapar förutsättningar för ökad produktivitet och effektivitet. Tidigare forskning har även fokuserat mycket på ledarskapet då det anses vara en viktig faktor. Resultatet av denna studie visade på att den hälsofrämjande arbetsplatsen handlar om många olika delar inom både hälsa och arbetsmiljö. Både medarbetarna och ledarna menade att insatserna gynnade både individen och organisationen på flera nivåer. Att integrera det hälsofrämjande arbetet i organisationens befintliga system ansågs som en viktig faktor. Vidare poängterades att tid, resurser, positivt ledarskap samt delaktighet från hela organisationen var de viktigaste förutsättningarna för att uppnå en hälsofrämjande arbetsplats. Studiens resultat analyserades och visade på att en investering i humankapital i form av hälsofrämjande åtgärder skapar förutsättningar för en positiv resultatkedja inom organisationen, vilken slutligen bör resultera i en effektiv och hållbar arbetsplats. Vidare analyserades att ledarna har en viktig roll i att förebygga riskfaktorer och främja friskfaktorer, vilket också Arbetsmiljöverket tydliggjort i och med den nya föreskriften om organisatorisk och social arbetsmiljö. / Several reports show that health promotion efforts within organizations can lead to positive results in health, efficiency and quality. Employers are seen as key players in the prevention of health through health promotion. Previous research has indicated that the activities should include both the individuals and the organization, and both employees and managers need to be involved. This shows that it is relevant to examine which conditions that are essential to achieve a workplace health promotion. The purpose of the study was to contribute to the knowledge about how the workplace health promotion is perceived and how it works, both from employees and leaders' perspective. Thereby, the study aimed to contribute to organizations that want to create effective and sustainable workplaces. A qualitative case study was conducted and semi-structured interviews were carried out to collect empirical data on participants' perceptions. Additionally, some secondary data was collected in the form of information about the studied organization. Furthermore, a literature research was conducted to examine previous research in the field. It showed that an investment in a workplace health promotion creates conditions for increased productivity and efficiency. Previous research has also focused a lot on leadership as it is considered as an important factor. The results of this study showed that workplace health promotion involves many different elements within both health and working environment. Both the employees and the leaders argued that efforts benefited both the individual and the organization on several levels. Integrating the workplace health promotion in the organization's existing systems was considered an important factor. It was further argued that time, resources, positive leadership and involvement of the whole organization was the most important conditions for achieving a workplace health promotion. The study's results were analyzed and showed that an investment in human capital in the form of health promotion creates the conditions for a positive chain of results within the organization, which in the end finally should result in an effective and sustainable workplace. Further analysis showed that the leaders have an important role in preventing risk factors and promoting health factors, which the Swedish Work Environment Authority also made clear in the new provisions about organizational and social work environment.