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CHAPTER II

RESEARCH METHODOLOGY

2.1 INTRODUCTION:

Present study - In order to maintain the latest and updated scenario of the study and

research therein, the present study attempts to find out the details about management of

EWP in IT and ITeS companies for the study period from 2004 to 2009. It also tries to

trace the contribution of globalization towards Employee wellness programs, need,

awareness and existing scenario of management of EWP, contribution of EWP on work-

life balance and relationship between EWP and employee engagement.

This study also tries to explore the views of HR Managers on effective management of

EWPs and challenges faced by them during management of EWPs. This study finally

makes an attempt to suggest a model of employee wellness program for effective

management of EWP.

2.2 SIGNIFICANCE OF THE STUDY:

This research tries to provide information about most of the aspects of management of

EWP in selected IT and ITeS companies in the study area – Hinjewadi and Aundh IT

Park in Pune for the study period from 2004 - 2009. This research also tries to suggest a

model for management of EWP.

This study is also beneficial to HR managers, Wellness managers to understand

contribution of EWP towards employee engagement and work life balance. It would also

provide insight about contribution of globalization towards EWPs.

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1. This study helps to provide techniques for better management of employee wellness

programs.

2. This study attempts to prepare a directory of Employee Wellness Programs at IT and

ITeS companies, which guides the HR managers to choose the suitable EWP.

3. This study helps organizations to understand the importance of employee wellness

programs, its advantages and benefits. This study guides HR Managers/ Wellness

Managers for effective management of EWPs at workplace.

4. This study provides valuable information to academicians for future research on

EWPs.

5. This research attempts to suggest the EWP model for effective management, which is

useful for selected IT and ITeS companies located at Hinjewadi and Aundh IT Park in

Pune.

Thus, utility of this research is not only confined to researchers in India, but also be

useful to the researchers from other countries worldwide, who wish to track the study of

EWPs of IT and ITeS companies located at Hinjewadi and Aundh IT Park in Pune.

2.3 OBJECTIVES OF THE STUDY:

The main thrust of this research is to study the Employee Wellness Programs in India in

general and in the study area (selected IT and ITeS companies) in particular. This study

aims at the following main objectives:

The main objective is to study the management of Employee Wellness Programs in

IT and ITeS companies located at Hinjewadi and Aundh IT Park in Pune. The

period from 2004-2009 has been studied in detail for the purpose. With this main

objective, study has following other objectives -

1. To study the need of Employee Wellness Programs.

2. To study the conceptual background of Employee Wellness Programs.

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3. To analyze the existing EWP models.

4. To study the existing scenario of management of EWP in the study area.

5. To study the contribution of globalization towards EWP.

6. To study the challenges faced by HR managers for effective management of

EWP.

7. To study the contribution of effectively managed EWP on the work-life balance

of employees.

8. To study the relationship between effectively managed EWP and employee

engagement.

9. To draw conclusions and attempt to suggest a model for effective management of

EWP for IT and ITeS companies.

1. To study the need of Employee Wellness Programs.

For effective management of EWP, it is important to find out the need of the employee

and providing EWPs as per the employee’s need would be more successful. This makes it

important to study the need of Employee wellness Programs, as it is a vital factor, which

contributes to the success of the organization.

2. To study the conceptual background of Employee Wellness Programs

As EWPs are in a nascent stage in India, the difference between employee wellness and

labour welfare as well as the paradigm shift from labour welfare to employee wellness is

necessary for this study. EWPs are provided with different dimensions like physical

dimensions, psychological dimensions and occupational dimensions etc. These reasons

make it essential to study the conceptual background of EWPs for effective management

of EWPs

3. To analyze the existing EWP Models

There are different EWP models which are available, the researcher aims to study those

EWP models to understand the management of those EWP models.

36

4. To study the existing scenario of management of EWP in the study area.

Employee Wellness Programs have recently been started by IT and ITeS companies in

Aundh & Hinjewadi IT Park in Pune and the awareness of EWP with employees and

employers is necessary. Most of the research and the case studies reviewed by the

researcher shows that organizations have saved cost on medical insurance and

absenteeism by providing EWPs. Employees and organizations are being benefitted by

effective management of EWPs. This reason makes it essential to study current scenario

of management of Employee Wellness Programs.

5. To study the contribution of globalization towards Employee Wellness Programs

Globalization lead to development of many MNCs in India and 24x7 work culture came

in to existence. Now MNCs in India are giving more importance to EWPs and trying to

use EWP models developed by the companies in western countries.

Studying the contribution of globalization towards EWPs makes it necessary for the

researcher to choose the above objective.

6. To study the challenges faced by HR managers for effective management of

Employee Wellness Programs

HR managers have the responsibility of starting, developing and maintaining the EWPs at

the workplace. HR managers face a lot of challenges while managing the EWP at

workplace and these challenges may be due to employee or employer’s attitude. The

above factors make it necessary for the researcher to study the challenges faced by HR

managers for effective management of EWPs.

7. To study the contribution of effectively managed EWPs on the work-life balance

of employees.

Work-life balance is an alarming issue with IT and ITeS employees. Due to 24x7 work-

culture and dual career couples it is difficult for employee to manage their work and life.

EWP tries to help employees to maintain their work-life balance. EWP provide different

facilities to promote work-life balance for both male and female employees.

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The above reasons make it essential to study the contribution of effectively managed

Employee Wellness Programs to work-life balance.

8. To study the relationship between effectively managed EWP and employee

engagement

Employee engagement is the emotional attachment of an employee with an organization

and involvement of employees with work. An "engaged employee" is one who is fully

involved in, and enthusiastic about his or her work, and thus will act in a way that

promotes their organization's interests.

Employee engagement is necessary due to the above reasons. Organizations are striving

to achieve the same by providing effectively managed Employee Wellness Programs.

Employee Engagement is the essential factor for organization’s growth; this is the main

reason why the researcher has chosen this objective to study.

9. To draw conclusions and attempt to suggest a model for effective management of

employee wellness program at IT and ITeS companies.

There are many models developed by the researchers in western countries, which are

successfully implemented in IT and ITeS companies across the globe. It is necessary to

study those models to know the details about management of EWPs

The researcher attempts to devise a model for effective management of EWPs at

workplace as a result of this study.

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2.4 HYPOTHESES:

In view of the above mentioned objectives, the researcher herein has formulated the

hypothesis for this study.

Hypotheses:

H1: Effectively managed EWPs contributes to Employee Work life balance.

H2: Employee Engagement is possible due to the various benefits of effectively managed

EWPs.

2.5 PILOT STUDY:

At the outset of the nature of the research my guide advised me to undertake pilot study.

In order to understand the contribution of effectively managed EWPs towards employee

engagement and employee work-life balance, a pilot study was conducted. Before

incepting into the pilot study, the researcher discussed the various matters and issues

related to the research topic with her colleagues. A set of close-ended questions were

prepared for the interview of respondents - Employees and HR Managers.

A. Designing the Questionnaire:

After thoroughly evaluating the various concepts which have to be examined in the

present study an employee survey questionnaire and HR Manager Survey questionnaire

were prepared. The questionnaire covered all the aspects of employee wellness program

with respect to current scenario of management of EWPs, challenges faced by HR

managers, benefits of employee wellness program, contribution of EWPs towards

employee engagement and employee work-life balance.

39

The Final set of questionnaire was emerged out of parameters available in the literature

review as well as discussion with the guide, and the researcher met HR managers and

employees from the following major IT and ITeS companies located at Hinjewadi and

Aundh IT Park in Pune. The companies visited are:

Tech Mahindra

Convergys

iGate Patni Computers

Cognizant

SunGard

Symantec

Synechron

These were visited in the month of November 2009 to January 2010 and HR managers

were informally interviewed, to get the information on the EWPs offered by these

companies. To study the details of management EWPs and to understand the contribution

of EWPs towards work-life balance and employee engagement, a survey was done on the

basis of above. The employee Wellness program provided in IT and ITeS Companies

were related to following dimensions as mentioned below:

Physical Wellness.

Psychological Wellness / Mental Wellness.

Spiritual Wellness.

Occupational Wellness.

Environmental Wellness.

Intellectual Wellness.

Financial Wellness.

Social Wellness.

40

Questions were asked in the employee survey questionnaire which were related to -

Health problems faced by employees.

Awareness of employee wellness programs.

Employee wellness program provided in IT and ITeS companies.

Awareness about benefits of Employee Wellness program.

Questions were asked in HR Manager Survey Questionnaire were related to

Impact of Globalization on EWP.

Challenges faced by HR managers for management of EWPs.

Measures taken by HR managers to overcome on the same.

Benefits of EWPs.

Contribution of effectively managed EWP towards work-life balance and

employee engagement.

B. Tools Used:

The tools used for the pilot study were employee questionnaire survey and HR manager

questionnaire survey designed specially by the researcher to understand the views of

employee and HR managers on EWPs.

C. Sample Selection:

The Employee Survey Questionnaire was administered with all above companies and 80

individuals serving at different levels in various above companies, out of these 80

individuals 50 individuals were finally selected for pilot study and all the HR managers

of the above company were interviewed and requested to fill up the questionnaire.

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D. Description of Tools:

Employee Questionnaire Survey:

It consists of 10 questions related to employee wellness program to understand the

current scenario of management of EWPs. The type of questions asked has been

described previously under “Designing the Questionnaire”.

HR Manager Questionnaire Survey:

It consists of 8 questions related to employee wellness programs to understand the current

scenario of management of EWPs in view of HR Managers. The type of questions asked

has been described previously under “Designing the Questionnaire”.

E. Administration of the tests:

The employee and HR manager’s survey questionnaire were administered individually to

50 employees and all HR managers of the above company were chosen for study. The

responses given to the various questions were analyzed for all the 50 employee

respondents and 7 HR managers.

F. Scoring, results and discussion:

Several studies of relationship between employee wellness programs and employee

engagement & work-life balance have been sought in the pilot study.

The present study was focused to analyze the employees and HR manager’s reaction to

need and benefits of employee wellness programs.

After soliciting necessary information and guidelines some more questions were

incorporated and some unwanted questions were dropped. This process of pilot study was

completed by the end of June 2010.

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The researcher met the guide and discussed the results obtained through pilot study and a

revised questionnaire for the research was finalized. After discussion at length the

process of preparation of the final questionnaire was completed up to the end of August

2010. After completing this process the researcher prepared the schedule of survey.

2.6 METHODOLOGY AND TECHNIQUES:

After thoroughly evaluating the various aspects of Employee Wellness Program which

have to be studied in present investigation the Employee Survey Questionnaire was

prepared. It covered nearly all the aspects related to Employee Wellness Programs and its

benefits viz. need of EWP, present scenario of management of EWP, employee

involvement, benefits etc.

To study the views and challenges faced by HR Managers, the second HR Manager

Survey Questionnaire was prepared. It covers the aspects viz. present scenario of

management of EWP, challenges faced by HR managers, reasons to start EWP, different

measures for effective management EWP and benefits. In order to study Employee

Wellness Programs, 30 IT and ITeS companies located at Hinjewadi and Aund IT Park in

Pune which are active in operation (irrespective of size and revenue) were randomly

chosen.

These companies were visited in the month of September 2010 to February 2011 and the

HR managers were interviewed and were requested to fill up the HR Manager Survey

questionnaire to get the information about the management of employee wellness

programs provided at workplace, its contribution towards Employee Engagement and

Work-life balance. Employees of the IT and ITeS companies were also requested to fill in

Employee Survey Questionnaire.

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This study is of the descriptive nature and simple random sampling technique is used for

the collection of data.

2.6.1 DATA COLLECTION:

While collecting the data and selection of the sample the researcher dealt with the

following points:

1. Title of Study: Management of Employee Wellness Programs in Selected IT and ITeS

Companies located at Hinjewadi and Aundh IT Park.

2. Significance of this Study: The study is significant because Employee Wellness

Program is beneficial for employees and organizations both.

3. Scope or Place of Study: The Place of the study is major IT and ITeS companies

located in Hinjewadi and Aundh IT Park in Pune.

4. Nature of the Data: Primary Data relates to the Employee Questionnaire Survey and

HR manager questionnaire survey and interviews of HR managers. The secondary data

has been collected from differ research papers and research journal.

5. Period of Study: Period of study is 2004 – 2009.

6. Nature of Primary Data: It has been explained under the section Sample Design.

7. Methods used for Data Analysis: Tabulation, Graphs, Percentage and Chi Square

statistical test have been used.

8. Style of the Report: The style of the report is according to the conventional norms of

the report writing followed by the purpose of the thesis, strictly as per the specifications

of Tilak Maharashtra Deemed University, Pune.

To accomplish the objectives of the research, a quantitative research methodology

approach was adopted. To establish the understanding of current scenario of the

management of Employee Wellness Programs and to study the relationship between

44

effectively managed employee wellness program, employee engagement and employee’s

work-life balance, a literature study was conducted and analysis of the data collected was

performed by the researcher.

Fig 2.1: Methodology of Data Collection

DATA COLLECTION

SECONDARY

PRIMARY

1. QUESTIONNAIRE – FILLED UP BY HR MANAGERS AND EMPLOYEES IN SELECTED IT AND ITES COMPANIES 2. INTERVIEWS - HR MANAGERS FROM IT AND ITES COMPANIES WERE INTERVIEWED BY TELEPHONE

REFERENCE BOOKS AND

E-BOOKS

RESEARCH PAPERS AND

REPORTS

WEBSITES

E-JOURNALS

PRESS ARTICLES

PERIODICALS AND MAGAZINES

45

A) PRIMARY DATA:

Primary Research was conducted by the researcher with the help of Questionnaire

and telephonic interviews.

For the primary data collection, the researcher designed a set of questionnaires. One

questionnaire was designed for HR managers and the other for employees of IT and ITeS

companies in the study area. Also telephonic interviews and online web-based

questionnaires were used as a method for primary data collection in cases where on-site

contact was not established with the respondents.

1. From HR Manager Questionnaire Survey:

One questionnaire was designed for the HR managers of IT and ITeS companies in the

study area and the researcher collected the data about the following:

1. Current status of management of Employee Wellness Programs.

2. Contribution of globalization on EWPs.

3. Reasons to start Employee Wellness program at workplace.

4. Objectives of Employee Wellness Programs.

5. The essential factors for effective management of employee wellness program.

6. Relationship of effectively managed EWP on employee engagement and work life

of employees.

7. Challenges faced by HR managers for effective management of EWP.

8. The measures taken by HR managers to overcome the challenges.

9. Benefits of effectively managed employee wellness programs.

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2. From Employees Questionnaire Survey:

And another questionnaire was prepared for employees and data was collected from the

employees related to following:

1. Factors affecting on employee health.

2. Health problems faced by the employees.

3. Awareness of Employee wellness programs at workplace.

4. Factors motivating the employees to participate in EWPs.

5. Feedback on EWP from employees.

6. Ratings of wellness interventions provided in EWPs.

7. Benefits of employee wellness programs.

8. EWPs provided for women employees.

The questionnaire was given to the respondents chosen through simple random

sampling method. The data analysis is performed by using suitable statistical tools.

B) SECONDARY DATA (LITERATURE SURVEY):

Secondary data collection was done by browsing internet, reading research journals,

magazines, newspapers, reference books and company annual reports. Literature survey

is divided into following:

a) Meaning of Employee Wellness Program.

b) Need for employee Wellness Programs.

c) Dimensions of Employee Wellness Program.

d) Employee Welfare to Employee Wellness.

e) Employee Wellness Program – Global Scenario.

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f) Employee Wellness Programs Scenario in U.S., U.K. and Asia

g) Employee Wellness Programs – Indian Scenario.

h) Challenges for effective management of Employee Wellness Program.

i) Vital Factors for effective management of EWP at workplace.

j) Analysis of existing Models of Individual Wellness.

k) Analysis of existing Models of Employee Wellness Programs.

l) Advantages of EWP.

m) Disadvantages of EWP.

2.6.2 SAMPLING DESIGN:

Most of the Prominent IT and ITES companies are located at Hinjewadi and Aundh

IT Park in Pune, as it is a globally acclaimed IT hub; hence researcher has chosen it

for study of employee wellness program. There are 500 companies as per

NASSCOM list in Pune out of which 200 companies are active in operations mainly

located at and near Hinjewadi and Aundh IT Park. Out of these active 200 companies

irrespective of their size and revenue, the researcher has chosen 30 companies IT and

ITeS companies using random numbers generation.

HR manager from each company has been provided HR manager survey

questionnaire. Total 39 number of questionnaire have been filled by HR managers of

IT and ITeS companies. The employees in these companies surveyed with

convenience sampling method. The total Sample of 309 employees considered for

this research.

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Table 2.1: List of IT and ITeS Companies Selected for the Study

Sl. No. Company Type

1. SunGard IT

2. Cognizant ITeS

3. Infosys BPO Ltd ITeS

4. Convergys India Ltd. ITeS

5. Symantec Software India Pvt. Ltd. IT

6. Symphony Services Corporation ITeS

7. Infosys Technologies IT

8. KPIT Cummins IT

9. Synechron Technologies Pvt. Ltd. IT

10. IBM India Ltd. IT

11. EXL Services ITeS

12. Cybage Software Pvt. Ltd. IT

13. Oracle India Pvt. Ltd. IT

14. Zensar Technologies Ltd. IT

15. Accenture Services Pvt. Ltd. IT

16. Amdocs IT

17. Patni Computers Systems Ltd. IT

18. TATA Consultancy Services ITeS

19. Capgemini India IT

20. BMC Software India Pvt. Ltd. ITeS

21. Syntel IT

22. Persistent System Ltd. IT

23. NVIDIA IT

24. HCL Infosystem Ltd. IT

25. Nihilent Technologies Pvt. Ltd. IT

26. WNS ITeS

27. Tata Technologies Ltd. IT

28. Tech Mahindra Ltd. ITeS

29. Wipro BPO ITeS

30. Wipro Technologies Ltd. IT

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a) Sampling Method: Out of 200 companies active in operation, 30 companies were

selected using Simple random Sampling Method.

b) Sampling Universe And Frame Sampling universe is 200 IT and ITeS companies

which active in operation (irrespective of their size and revenue) in Hinjewadi and

Aundh IT Park in Pune and sampling frame is 30 IT and ITeS companies and their

employees.

c) Sampling Element: 1) IT and ITeS Companies 2) Employees.

d) Sampling Size: The selected 30 IT and ITeS companies have provided ample

information for this research work. And the selected 309 Employees were surveyed

for the research work from the above IT and ITeS companies.

2.6.3 METHODS OF ANALYSIS AND STATISTICAL TECHNIQUES:

To analyze the data, researcher resorted to certain statistical methods like percentage,

frequency, cumulative frequency and chi square test. The nature of research is descriptive

and special statistical tool has been used. The data analysis has been done using

Microsoft Excel and SPSS software.

2.7 PERIOD OF STUDY:

In the late nineties, the IT and ITeS sector started booming and these companies have

realized the importance of employees and started providing EWPs. The active

implementation of EWPs started in the earlier period. The researcher herein feels that the

full-fledged implementation of EWPs in IT and ITeS companies started from mentioned

period of study. Hence the period of study is chosen from the year 2004 to 2009 which

also provides updated information about the latest and current trends in the management

of EWPs.

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2.8 SCOPE OF THE STUDY:

The study mainly reveals the management of EWPs in IT and ITES companies located at

Hinjewadi and Aundh IT Park in Pune. The study explores the challenges faced by HR

managers, preferences and benefits of EWPs for employees. It also attempts to devise the

EWP model for effective management which can be implemented in IT and ITeS

companies.

The study also attempt to find out the different EWPs provided in IT and ITeS

companies.

2.9 REVIEW OF LITERATURE:

The survey of literature is important from the point of view of studying the available

literature in the form of popular research Journals and research articles. The research

magazine, journals and HR management books have been referred. The Proquest,

EBESCO, Prowess and CRISIL database was surveyed to understand the current scenario

of management of EWPs.

Review of Literature attempted to find out the previous research related to employee

wellness programs in the areas like, Employee wellness concept, importance of EWPs,

benefits of EWPs and employee participation in Employee Wellness Programs. .

Some studies conducted for several clusters of samples in diversifying areas and locations

have verified the importance of wellness program. Each of the study intended to

determine wellness program as a factor for some variables to influence employee’s

behavior, employee’s health care cost, employee’s health risk, as well as employee’s

outcome etc.

Employers offer employee wellness programs in an attempt to create a better work

environment by promoting the overall health of workplace employees. There are several

studies that turned out well in corroborating wellness program as an explanatory variable

of employee’s stress, job satisfaction and absenteeism.

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Gibson and Myers (2006) indicated that exercise can protect individuals by enhancing the

state of resistance to any stimulus, so that the individual is less susceptible to the effects

of perceived stress. The outcome of this research had indicated significant relationship

between wellness program and perceived stress1.

Meanwhile, another research has shown that employees with improved morale are likely

to be more productive and improved overall job satisfaction (Shinew and Crossley, 1988,

cited in Janice, 1997). The validated importance of wellness program on job satisfaction

had led to replication of further studies by other researcher. The Perrier Survey of Fitness

found that those employees with a strong commitment to exercise will feel less tired,

more relaxed, more self-confident and more productive (Shephard and Roy, 1997, cited

in Public Health Agency of Canada, 2004). This survey showed that companies who

concerned in fitness could influence employee’s health and performance.

Following then, there was a study on how the problem of absenteeism could be reduced

due to healthy and happy work environment. For instance, Johnson and Johnson was

managed to reduce their absenteeism rate by 15 % within two years of introducing their

wellness program (Human Resources Executive, 1993, cited in Dr Peter’s Principle

Reveal, 2006). Absenteeism problems have been concerned seriously because study of

McHugh (2001) proposed that absenteeism from work is representing an enormous cost

for organizations and is cited as being indicative of deeply rooted organizational

problems which are symptomatic of organizational ill health2.

1 Gibson, D. M. & Myers, J. E. 2006. Perceived Stress, Wellness, and Mattering: A Profile of First-Year

Citadel Cadets. Journal of College Student Development, 47 (6), 647-660. Retrieved October 2, 2007 from

Emerald database.

2 McHugh, M. 2001. Employee Absence: An Impediment to Organisational Health in Local Government.

The International Journal of Public, 14 (1), 43-45. Retrieved October 2, 2007 from Emerald database.

52

The result of these studies supported that an appropriate wellness program has influenced

employee’s stress, job satisfaction and absenteeism.

According to Bates (2006), employee wellness program can result in economic saving in

the following four areas (Wellness Proposal, 2006):

Reduction in demand for medical services.

Reduction in employee absenteeism.

Reduction in on-the-job injuries and worker’s compensation costs.

Reduction in disability costs.

In short, wellness program can be considered as an effective method for reducing

employee related expenses and strengthening their personal relations within a company.

Research previously conducted by Church (1993), identified five essential components

needed to establish a comprehensive wellness program. The components do not operate in

isolation. Rather, the components are closely integrated. The five components are as

follows:

1. Physical Fitness

2. Stress Management

3. Psychological and Mental Health Issues

4. Nutrition and Dietary Related Issues

5. Alcohol and Chemical Dependency

Materials obtained from the literature overwhelmingly corroborate Church’s idea of an

integrated framework.

The researcher would like to quote the research from the research article “EWPs: A

Strategy for Increasing Participation” by James W. Busbin & David P Campbell in

Journal of Health care Marketing.

3Church, Rosanna L. (1993). “A Descriptive Analysis of Wellness Programs Within State Police Agencies

and a Descriptive Analysis of Other State Police Wellness Programs and the Texas Department of Public

Safety.” An Applied Research Project, Southwest Texas State University.

53

This research paper has proposed Marketing Model for EWP and also provided details of

the impact of employee participation on EWP.

The research shows that employee participation is substantially less if the EWPs are not

marketed properly. The reasons for employee’s perceptions about their health are like:

1) They rationalize their health matters and believe that health problems will be set

someone other than themselves.

2) They resist change, particularly in their reliance on traditional employer health care

provision.

3) They dislike substantial effort and lifestyle changes that wellness participation

requires.

4) They believe that if any health problems arise, it can be cured with the employer’s

heath care cost and with modern medicine.

5) They prefer to rely on traditional medicines.

6) They don’t believe on regular health care instead in critical conditions of disease they

rush to health care centers.

One more research projects that – The National Research Corporation of Lincoln,

Nebraska, found that 57 % of persons whose annual earnings are more than $50,000 and

48% of those who earn between $35,000 and $ 45,000 participate in fitness programs. In

contrast, only 24% of persons who earn less than $15,000 do not participate regularly.

Marketing Of EWP at Work For Employee Participation -

The Wellness Manager or Program Director has to have that zeal and enthusiasm to

attract employees towards wellness aspect. The Marketing approach of EWP can

definitely encourage more employees to participate in EWPs. The marketing approach of

EWP creates need of product development as per consumer need.

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Following aspects are important to make the EWP Marketable:

Should satisfy the need of consumer.

EWP should be designed, packaged and promoted as per consumer expectation.

Should understand the array of influences that affect on Employee’s EWP

participation.

The Figure Elaborates details about the different influences which create impact on

employee’s participation in EWPs.

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Policies Objectives Credibility

Wellness Program Design and Recruitment

Co-workers; Supervisors; Working Conditions; Unions

Employee’s Decision Regarding

Wellness Program Participation

Reference Group Family and lifestyle Culture attitudes and beliefs and economics

Outcome No Yes

Indirect Worksite

Influences Direct Worksite Influences

Influences Away

from Worksite

Feedback

Feedback

Fig 2.2: Influences on an Employee’s Wellness Program Participation Decision

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The above figure shows three influences which the researcher has organized in three

categories 1) Away from the worksite 2) Indirect worksite and 3) direct worksite

influences.

1) The influence away from worksite is reference group. These are the group where

employee will look for guidance on norms and values which can be perspective of

behavior. The group influences create vital impact on the same. The same way family

and lifestyle, Cultural attitudes, beliefs and economics of the individual also create

impact on employee’s decision on employee participation on EWP.

2) Indirect Worksite Influence - These are the factors wherein employees don’t have

direct exposure to things like Organization’s Policies, Objectives and Credibility of

organization towards providing EWPs. Employee has to understand organization’s

policies and employer has to create employee’s trust on their credibility. Employees

will participate once trust is developed and employees understand the objectives of

EWP to their satisfaction.

3) Direct Worksite influence is utmost important on the participation rate of the

employee. There are many factors which influence like, design of program as per

employee need, motivation proved by peers and supervisors to participate in EWP.

Also the work conditions create impact on Employee participation.

Unions can have substantial influence on Wellness program participation especially for

their members. Union’s interest in health related matters can actually motivate employees

to participate in EWP.

With the marketing approach, EWPs have greater success rate and more employee

participation.

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Marketing Concept- Approach To EWP Development:-

The figure below shows that the marketing approach specially develops customized EWP

as per employee’s need and also considers all onsite and away from worksite influences.

Organizations should develop policies and objectives in consultation with employee and

also should involve unions in EWP so participation is more.

The below model examines the influences on Wellness program participation decision

and develop the program as per employee’s need.

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Fig 2.3: The Marketing Concept Approach to Employee Wellness Program Development

Feedback

Policies Objectives Credibility

Employee’s wants, needs and desire

Regarding Wellness Program

Participation

Co-workers; Supervisors; Working Conditions; Unions

Wellness Program Design and

Recruitment

Reference Group Family and lifestyle Culture attitudes and beliefs and economics

Outcome No Yes

Direct Worksite

Influences Influences Away

from Worksite

Employee’s Decision Regarding Wellness Program

Participation

59

As per this paper, the research finding conveys that very few of the U.S. organizations are

taking the marketing approach to EWP so the participation is less as expected.

Marketing approach to the EWP can help in employee participation.

Another Research paper “Employee Characteristics and Participation in a Worksite

Wellness Program” by Beth Joslin, John B Lowe and N Andre Peterson published in

health education Journal, 65(4) 2006 308-319 highlights the below mentioned features.

This was a study on exploring the underlying structure of participation in a worksite

wellness programs, and examine the relationship between the demographic and quality of

life characteristics of employees and the wellness program offerings in which they choose

to participate. The survey was done in 329 countries with random sampling method.

It has been identified that two dimensions of wellness program participation were

identified to exist among wellness program participants: 1) medical offerings. 2) Heath

education offering.

The result of this research conveyed:

Some examples of employees with specific demographic and Quality of life

characteristics who may be interested to participate in particular types of wellness

offerings.

The result of this study shows that employees are highly attracted towards quick

health checkups, medical screening and vaccine than the wellness program like

education offerings offered at work.

The quick medical checkups were helpful to get the information about high risk

employees and they started participating in health education offerings and EWPs.

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After reviewing the literature following are the benefits of EWP:

Daft, R. L., and K. E. Weick. (1984) mentioned that wellness programs are designed to

monitor and improve employee health, have been hailed as a way to reduce health care

costs by changing demand for services rather than improving the medical system[4]

.

PricewaterhouseCoopers LLP was commissioned by the Health Work Wellbeing

Executive from 12th December 2007 – 4th February 2008 to undertake the research with

the objectives 1) Review the wider business case for workplace wellness programs in the

UK 2) Consider the economic business case for undertaking wellness programs among

UK employer 3) Provide a framework for program implementation and management.

Following are the benefits associated with wellness programs.

Table 2.2: Benefits Associated With Wellness Programs

4 Daft, R. L., and K. E. Weick. 1984, Toward a model of organizations as interpretation systems, Academy

of Management Review 9 (2): Pg No.284-295.

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According to Charles Woodruffe (Dec. / Jan. 2006) Health and safety at workplace is one

of the reason which leads to employee employment employee engagement5.

As per the research “Making the connection –Workplace wellness programs & employee

engagement” presented at Healthy outcomes conferences 2008 by Violette Lareau, Xerox

Doug Smeall, Sun Life Financial Lori Casselman, Buffett & Company mention that

employee wellness program helps in employee engagement.

According to John Hennesy and Larry Hicks (Jan 2009) Successful wellness programs

provide employees with both the motivation and the tools necessary to be successful in

their jobs. The fact that the organization provides them with tools to improve their health

creates both a bond with the company and a feeling that the organization has provided the

employee with what is needed to maintain the optimum health that they desire.

A successful wellness program will result from employees that are both highly engaged

and enabled to succeed. In these happy instances, employees’ motivation to change their

behaviors is matched with the ability to be successful. Some of the more innovative

program designs have included incentives to participate in health screenings that are

supported through ongoing awards for health improvements6.

5. Charles Woodruffe – Employee Engagement – The Real Secret of Winning a Crucial Edge over your

rivals – Manager Motivation – Dec. / Jan. 2006

6

John Hennesy and Larry Hicks (Jan 2009), using employee wellness program to create employee

engagement, Journal of Compensation and benefit

62

By David Thompson, former work/life strategy manager for Microsoft Diversity, Human

Resources for employee work-life measures organizations are taking and to remain

competitive, and to retain their most talented employees, companies must provide more

than a good salary and a medical plan. Companies have started implementing flexible

work options like Childcare Wellness programs, Financial planning and Concierge

services.

After the review of literature of Alison Randolph Trane “Healthy Heart Campaign: Ten

Tips” to Getting Started Commercial Systems & Health & Productivity Manager

Lexington, KY the researcher herein highlights the following benefits of Employee

Wellness Programs:

Employees:

Increased knowledge about the relationship between lifestyle and

health.

Increased opportunity to take control of their health and medical

treatment.

Improved health and quality of life through reduction of risk

factors.

Better Work-life balance.

Reduced pain and suffering from illness and accidents.

Reduced work absences.

Increased morale via management’s interest in their health and

well-being.

Increased opportunity for support from co-workers and

environment.

Employers:

Good Employer Brand.

Increased worker morale.

Increased work productivity.

Informed and health care cost-conscious workforce.

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Positive public relations.

Opportunity for cost savings:

• Reduced sick leave absenteeism.

• Reduced disability claims.

• Decreased health care utilization.

• Reduced premature retirement.

• Decreased overall health benefit costs.

• Fewer on the job accidents.

• Lower casualty insurance costs.

According to Ron Z. Goetzel, PhD David Shechter, PhD (2007) Following are the

characteristics of Promising Practices of Health Promotion Program Organizations:7

Employ features and incentives that are consistent with the organization’s core

mission, goals, operations, and administrative structures.

Operate at multiple levels, simultaneously addressing individual

environmental, policy, and cultural factors in the organization.

Target the most important health care issues among the employee population.

Engage and tailor diverse components to the unique needs and concerns of

individuals.

Achieve high rates of engagement and participation, both in the short and long

term.

Achieve successful health outcomes, cost savings, and additional

organizational objectives and

Are evaluated based upon clear definitions of success, as reflected in

scorecards and metrics agreed upon by all relevant constituencies.

7 Ron Z. Goetzel, PhD David Shechter, PhD (2007) Promising Practices in Employer Health and

Productivity Management Efforts: Findings From a Benchmarking Study JOEM Volume 49, Number 2,

February 2007 111

64

The Literature review provides the details about the benefits of employee wellness

program to the employee and organization both, implementation of EWPs and

importance of employee participation in EWP. The researcher identified that there is less

literature available on Employee wellness program in India and Pune.

The researcher attempts to expand the research related to benefits of EWP and

management of EWP at the work place. The review of literature provides less detail

about research related to models of EWP implemented in Indian companies.

The researcher has also studied the Employee Wellness Models and case studies which

are mentioned in Chapter V. These models provided the gap analysis for suggesting the

model of EWP.

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2.10 LIMITATIONS OF THE STUDY:

The study suffers from the following limitations:

1. Limited secondary data is available in context with Indian and Pune IT and ITeS

companies related to management of EWPs. Even though there are significant

number of IT and ITeS companies in the study area, but the concept of EWP is

relatively new and its nascent stage.

2. Some of the employees and HR managers were reluctant to provide financial

aspects of EWP and policies related to EWP due to the confidentiality associated

with the policies at IT and ITeS companies.

3. In view of limitations of time and money at the disposal of the researcher, the

study shall conform to the selected samples of respondents.

4. This study’s geographical boundary is limited to India with focus on one major

city: Pune (Maharashtra). This city was chosen as the study area, since it is one of

the major cities in India and major IT and ITeS. MNCs are established here

making it an IT Hub.

5. The sample was selected from the IT and ITeS companies mainly from Hinjewadi

and Aundh area in Pune and the respondents consisting of HR Managers were

randomly and employees were selected conveniently in order to limit the study to

only certain aspect of effective management of EWP.

6. Employee Wellness Programs are ever changing as per the health problems faced

by the employees and need of the employees. The period of the study limits the

findings.

7. The implication of this research is limited to Hinjewadi and Aundh area in Pune

City.