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    Case-Studies Chapter 6

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    Alyssa Mariae Codorniz
    1. The staff at Jefferson Pharmaceuticals likely did not fully participate in the Let's Get Healthy initiative because the program did not focus on the immediate gratification and experiential benefits of exercise. It also did not highlight socially engaging physical activities. 2. The human resources staff used discounts on health programs and premiums as motivational strategies. However, these external rewards likely did not lead to long-term intrinsic motivation. The goals may have also been unrealistic. 3. Offering an educational component along with Let's Get Healthy could have helped address barriers like a lack of knowledge about health benefits and proper exercise techniques. Education may have led to better adherence if it helped employees feel empowered to

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    Case-Studies Chapter 6

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    Alyssa Mariae Codorniz
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    1. The staff at Jefferson Pharmaceuticals likely did not fully participate in the Let's Get Healthy initiative because the program did not focus on the immediate gratification and experiential benefits of exercise. It also did not highlight socially engaging physical activities. 2. The human resources staff used discounts on health programs and premiums as motivational strategies. However, these external rewards likely did not lead to long-term intrinsic motivation. The goals may have also been unrealistic. 3. Offering an educational component along with Let's Get Healthy could have helped address barriers like a lack of knowledge about health benefits and proper exercise techniques. Education may have led to better adherence if it helped employees feel empowered to

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    1. The staff at Jefferson Pharmaceuticals likely did not fully participate in the Let's Get Healthy initiative because the program did not focus on the immediate gratification and experiential benefits of exercise. It also did not highlight socially engaging physical activities. 2. The human resources staff used discounts on health programs and premiums as motivational strategies. However, these external rewards likely did not lead to long-term intrinsic motivation. The goals may have also been unrealistic. 3. Offering an educational component along with Let's Get Healthy could have helped address barriers like a lack of knowledge about health benefits and proper exercise techniques. Education may have led to better adherence if it helped employees feel empowered to

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    35 views3 pages

    Case-Studies Chapter 6

    Uploaded by

    Alyssa Mariae Codorniz
    1. The staff at Jefferson Pharmaceuticals likely did not fully participate in the Let's Get Healthy initiative because the program did not focus on the immediate gratification and experiential benefits of exercise. It also did not highlight socially engaging physical activities. 2. The human resources staff used discounts on health programs and premiums as motivational strategies. However, these external rewards likely did not lead to long-term intrinsic motivation. The goals may have also been unrealistic. 3. Offering an educational component along with Let's Get Healthy could have helped address barriers like a lack of knowledge about health benefits and proper exercise techniques. Education may have led to better adherence if it helped employees feel empowered to

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    © All Rights Reserved
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    of 3

    Title: Mental Exercise

    Name: DONNA F GARCIA Subject: Health Ed P&P Date: April 23, 2022

    Case Study
    (Chapter 6: Compliance, Motivation, and Health Behaviors of the Learners)

    “Keeping our employees healthy is not only the right thing to do, it is good for the bottom
    line.” With this directive from the chief executive officer, Marie DeSantis, the staff in the Office
    of Human Resources at Jefferson Pharmaceuticals developed a “Let’s Get Healthy” initiative for
    its 500 employees. Weight Watchers, a smoking cessation program, and yoga classes were
    brought on site and offered free of charge to all employees. Nicotine patches were offered at
    50% of cost and gym memberships were provided at a significant reduction in price. The
    cafeteria began offering healthy low-calorie meals and a walking club was started to support staff
    who chose to exercise before and after work or during lunch hours. Staff who were willing to
    submit an individual health plan and agreed to participate in one or more of the company’s
    available health programs were offered a 10% discount in their health premiums.
    One year after the start of Let’s Get Healthy, the initiative is in trouble. Although initially
    met with a great deal of enthusiasm, staff compliance has declined. Attendance at Weight
    Watchers and smoking cessation classes is episodic and yoga classes were cancelled because of
    lack of interest. Anecdotal information suggests that although the company has renewed gym
    memberships for about 20% of the staff, few are actually using them on a regular basis.
    Convinced that Let’s Get Healthy is a good idea, the company has hired a health educator to
    evaluate the program and make recommendations for improvement.

    1. Using one of the identified models and theories of compliance (health belief model, self-
    efficacy theory, protection motivation theory, stages of change model, theory of reasoned
    action, or therapeutic alliance model), provide a possible explanation for why the staff
    members at Jefferson Pharmaceuticals are not participating in the Let’s Get Healthy
    campaign.

    A health regimen's compliance is an observable, directly measurable behavior. In


    contrast, motivation is an indirectly measurable precursor to action through behavioral
    consequences or outcomes. Adherence is a long-term commitment or attachment to a
    regimen.
    Making healthy lifestyle changes is difficult to comply with because positive outcomes
    from behavioral change are rarely immediate, leading to frustration and non-adherence to
    health plans that focus on long-term benefits rather than immediate gratification. In order to
    aid patient compliance, a social cognitive theories' web-based behavior motivational tool was
    developed. By creating scenarios and "information interventions based on predefined rules to
    achieve effective compliance," entertaining gaming techniques encourage behavior change
    (Lin, Ramakrishnan, Chang, Spraragen, & Zhy, 2013, p. 58).
    "Let's Get Healthy" may have increased the perceived value of exercise for weight loss
    and health (as a preventive or treatment "medicine" while inadvertently reducing the
    experiential benefits of exercise, such as social interaction, expression of personal skills, and
    abilities, self-development, or pure enjoyment. In a recent review of physical activity,
    behavioral change mediators and the experiential qualities of exercise were considered
    critical adherence factors. On that note, it's probably no coincidence that physical activities
    not traditionally associated with the term "exercise," such as sports, dancing, and outdoor
    exploration activities, are rarely mentioned in the current public health dialogue about
    "exercise as medicine." If such beneficial activities are not highlighted, it could hinder public
    health and exercise promotion.

    2. What motivational strategies did the human resources staff use in Let’s Get Healthy? Why do
    you think these strategies did not work?

    Poor exercise adherence or completely giving up on a fitness goal is often based on


    physiological and psychological factors that limit success. This is one of the most common
    mistakes. Setting an unrealistic goal is the easiest way to pave the road for discouragement.
    Physiological and psychological factors that limit success are often the cause of poor
    exercise adherence or complete abandonment of a fitness goal. It's one of the most common
    blunders people make. Setting an improbable goal is the quickest way to set yourself up for
    disappointment.
    Others do not believe it is a worthwhile endeavor. Their exercise behavior is also not
    self-determined because it is governed by external factors. They are exercising because they
    have been told by a higher authority, even if they do not believe it is necessary. People may
    be motivated to comply with external pressure to act when regulated in this way, but they do
    so unwillingly, even resentfully, and are unlikely to continue if the external pressure is
    relaxed.
    There are many different motivating factors that drive people to make behavior change
    for both weight loss and smoking. Programs that can provide a personalized, holistic
    approach and that can connect that individual to the tools and resources they specifically
    need to overcome barriers can be beneficial in supporting behavior change. Readiness to
    change and the decision to finally make a commitment seem to be the top motivating factors
    across both weight loss and smoking cessation. Employers should ensure they consistently
    communicate the availability of these programs to ensure they are top-of-mind when
    employees are finally ready for behavior change. Employers should view behavior change as
    a longer-term process. Most who are successful at weight loss or smoking cessation have
    made numerous prior attempts. Organizations should look at both short- and long-term
    metrics in their program assessments. While there are commonalities between successful
    smoking cessation and weight loss, there are clear differences as well. Communications
    should focus on the unique motivators and benefits to ensure the most relevant and
    compelling messaging possible.

    3. Do you think that if a health education campaign was offered in conjunction with the Let’s
    Get Healthy program, the results would have been different?

    Yes, there is a need for education in conjunction with the Let’s Get Healthy program to
    address the lack of information on benefits of healthy diet as well as the benefits of exercise
    and how exercise should be undertaken. Level of non-adherence is high whether it is lifestyle
    recommendation or treatment prescription. Numerous factors are responsible for non-
    adherence, and for each type of recommendation, factors are different. A health professional
    should consider all possible factors which hinders adherence of the patients to the diet,
    physical activity, and treatment regimen while guiding the patients.
    The culture of health in supporting behavior change and motivating individuals is
    significant in achieving and sustaining lifestyle improvement. It must comprise a broader
    view of program and service composition, combining a wide range of resources, activities,
    and communication channels to envelop consumers in a web of positive influence that helps
    us identify the individuals who are ready to change and proactively engage them when they
    are most receptive to support. By engaging when employees are ready to change, we can help
    them commit to that change, act on their commitment, generate early success, and sustain
    momentum for the long term. Successful programs optimize engagement by extending
    pervasive support through various media and channels.

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