Can introducing holistic forms of wellbeing create a positive impact within the workplace?
Stephanie Johnston DE0929 Project Research W13009764 BA (Hons) Fashion Communication Northumbria University
Contents
Page
Introduction 2 Methodologies 3 Chapter 1: The Mindful Question: Are companies caring enough for their employees?
4-5
Chapter 2: Holistic Therapy: What is it and how could it help to improve occupational health?
6-7
Chapter 3: Ancient art of Ayurveda: It’s healing powers and why it could transform wellbeing in the workplace
8-9
Chapter 4: Mindfulness and Zen Buddhism: The path to happy, healthy individuals at work?
10-11
Chapter 5: The surge for wellness: Are these methods attainable in a working environment?
12-13
Conclusion
14
References
15
Image References
16
Bibliography
17-18 1
Introduction
In a generation where work-life may appear unceasing, hectic and arduous, the inclination for alternative and integrated health methods may appear requisite. Life at work can have broad impacts on the well-being of an individual, which can affect not only life at work but at home too. In 2013, according to the office of national statistics, in Great Britain 960,000 people had annual long term sickness (described as being longer than four weeks), identified as 33% musculoskeletal, 20% mental health and 48% preferred not to state a reason or other illness (Gov UK, 2014). This provides a valuable statistic into why it is necessary for further research within occupational health to establish ways by which businesses can improve wellbeing in the workplace for the benefit of both the employee and employer. The aims of this research project are to establish how introducing forms of holistic therapy could fundamentally create a positive working environment and culture. Further investigation of the project will explore insight into current Human Resources initiatives adopted within mainly creative organisations, and the psychological and holistic benefits of such practices; Zen Buddhism, Mindfulness meditation and Ayurveda. Consideration of how these holistic methods of wellness may encourage and improve wellbeing in the workplace will be addressed within the basis of the project.
960,000
[ in Great Britain people had annual long term sickness ]
20%
[ of long term sickness is attributed to mental health]
The UK Chartered Institute of Personnel Development has estimated that due to employee absence there is a cost of approximately ÂŁ1800 per employee to UK businesses (Chaskalson, 2011). Further improving the position that through wellness programs at work helping to reduce absences would be beneficial financially to companies.
2
Methodologies
Primary research was conducted through three interviews and an online survey questionnaire. The survey questionnaire was shared via the social media platform Facebook and included ten multiple choice and text box questions, in order to receive open-ended, written responses from participants. Male and female correspondents of varying age groups answered the questions. The purpose of the survey was to address a wider demographic and collect a varied range of responses. The survey was entitled ‘Can holistic therapies encourage and improve well-being at work?’ and received a total of 34 responses. Interviews were carried out with Holistic Therapist Gillian Rayne, Fine artist and practiser of Zen Buddhism, Liam McCabe, Suzanne Nugawela, Alternative Healthcare Practitioner, and founder of integrated healthcare clinic The Therapy Centre. and Andrew McCann, HR Professional at Media Arts Lab. The interviews aimed to establish several viewpoints from individuals working within the Holistic health field and Human Resources, and their thoughts and experience of occupational health and wellbeing. Each interview was structured yet carried out face-to-face in order to provide organic responses based on discussion and further spontaneous questions. At the start of each interview, participants were debriefed and explained the purpose of the research, and were then allowed the opportunity to withdraw from the study at any point. Participants were assured that their feedback is confidential to the researcher and that audio recordings will be destroyed upon completion of the module. An ethical research project, (see appendix A) was carried out, assuring that no participants were to be harmed during any of the research and all participant’s responses have been treated with respect and confidentiality. The secondary research for this project was conducted through examination of literature in such areas; books, websites, ted talks, online articles, and analysis of data collect from Mintel academic reports on healthy lifestyle habits and wellness market drivers in the UK.
3
Chapter 1. The Mindful Question: Are companies caring enough for their employees?
“ the journey to workplace health starts with a leap of faith. That people work more effectively, more
creatively and more productively when they are stimulated, respected and fulfilled. ” -Williams and Cooper (1999)
Is individual health and wellness being undermined, in a world where success is focused on results and profits? With rising demands, pressures, and workloads, the social, physical and psychological health of an employee may go unnoticed. When surveyed, just 17% of respondents provided their opinion that wellbeing in the workplace was not overlooked. (see appendix B, Q10). Although primary research investigation of a wider demographic would provide a more reliable trend of thought into the subject matter of occupational health, and identification into the lack of employee healthcare awareness and initiatives provided in a working environment. With the majority of responses indicating that; time, costs and individual work loads play a considerable factor of workplace importance, and priority. “Employers are investigating significant amounts of money on health benefits, but they are not apparently doing this with the conscious aim of reducing absence by improving employee health.” (Williams and Cooper, 1999) It is common for Human Resources departments to include systems that check for personnel admin, recruitment tracking, sickness absence, time recording, and most significantly, performance monitoring. Such systems document when and how employees are paid, how often they take sick leave, when their last promotion was, and the hours they have worked each week.
4
Chapter 1. Continued
In relation to the current HR activities of a renowned creative agency Media Arts Lab, Human Resources Professional Andrew McCann (see appendix G) describes; “We have a healthy lifestyle programme where by we have weekly healthy food alternatives provided in the office. Regularly we have healthy day initiatives, where there will be some form of exercise. When employees join the company, they are provided with a large water bottle in which they are encouraged to drink enough water through out the day.” “We also have a programme called Balance, which is trying to encourage people to take some time out of work, in which we offer Yoga classes and Pilates classes. We also have a small studio in the office that these classes are run in, and that can be a quiet room for people wanting individual space. We pay for the instructor, and any person can go along to the classes as and when they wish during their day.” In such cases, HR systems may fail to measure whether their employees are satisfied in their roles, realising their potential and recognising the value of individual contributions. Currently companies may have the option to take part in surveys where employee satisfaction is ranked against other companies. Work places with more stressful environments may lead to work related stress and therefore employees may realise it is beneficial to have support and guidance for their employees, further more this could affect sickness rates related to stress.
Owing to expectations for higher productivity and improved financial results, employers can miss signs of dissatisfaction amongst their staff. These range from a lack of creativity to a despondent attitude which may be overlooked. Employers may decide not act upon this and conclude that worrying over the health of their employees could increase costs. A concept by Williams and Cooper (1999, page 4) argues “the journey to workplace health starts with a leap of faith. That people work more effectively, more creatively and more productively when they are stimulated, respected d and fulfilled and that, in the words of Robert Rosen, healthy people make healthy companies”. To better understand, respect and cherish individual employees within the working environment, there may be the requirement of a more accurate and rewarding system that encompasses what is considered a healthy psychological mindset at work. For the benefit of the individual’s health and wellbeing, the HR system might consider the belief that the employee is a human being and not a ‘worker.’ Research on rethinking work by Schwartz (NY Times, 2015), has discussed that “Work is structured on the assumption that we do it only because we have to. The call centre employee is monitored to ensure that he ends each call quickly. The office worker’s keystrokes are overseen to guarantee productivity. I think that this cynical and pessimistic approach to work is entirely backward. It is making us dissatisfied with our jobs and it is also making us worse at them. For our sakes, and for the sakes of those who employ us, things need to change.”
5
Chapter 2. Holistic Therapy: What is it and how could it help to improve the way occupational health is viewed?
A thought shared by Barry Shwartz via the platform Ted Talks explained, “Human nature will be changed by the theories we have, that are designed to explain and help us understand human beings.” He quotes that “Anthropologist Clifford Geertz, referred to human beings as the unfinished animals.” “By this statement, Geertz meant that it is only within human nature, to create a form of human nature that is a product of the society in which people live. That our human nature is much more creative than it is discovered.” Shwartz continues, ‘we design human nature, by designing the institutions in which people work. (Shwartz, 2015) ” In this statement, Shwartz explains the dynamic behaviours of human beings in terms of the way we perceive work, and argues that there is a need for change in working environments. Following a survey questionnaire conducted, 64.71% of respondents noted that they know what holistic therapy is, and with just 25% of respondents stating they have practiced a form of holistic therapy before. (see appendix B, Q2 and 3) These statistics show that participants of the survey have been informed or have knowledge of the term holistic therapy, but have either not had the time to engage in such therapies, or have not required them. This lack of interaction and involvement in a holistic therapy amongst a group of of individuals of different age groups, showcases the need and importance of encouraging these forms of wellbeing to the wider population and bringing awareness of ways of holistic healing and living.
Holistic medicine takes into consideration the entirety of an individual, their mind, body, spirit and emotions in the pursuit of ultimate wellness and health. It is a method of healing that uses a philosophical approach of achieving proper balance in life by responding to the imbalances and warning signs in the body. The belief of holistic practitioners is that an individual’s body is comprised of interrelating parts, and if one part is not functioning correctly, all other parts will be impacted. It is a mindful practice of being responsible for one’s own wellbeing, and for the practitioners to provide mental and spiritual support to achieve desired wellness. Holistic therapy supports four key principles (WebMD, 2015). The first is “all people have innate healing powers. Secondly: the patient is a person, not a disease. Third: healing takes a team approach involving the patient and doctor, and addresses all aspects of a person’s life using a variety of health care practices. The fourth principle is: treatment involves fixing the cause of the condition, not just alleviating the symptoms.”
“
we design human nature, by designing the institutions in which people work. ” - (Shwartz, 2015)
6
7%
[ only of workers report that their company encourages healthy lifestyles at work ] -Mintel, 2015
There is an extensive range of treatments and therapies used in holistic health care that can be tailored to an individual need, and for clients to understand and take charge of their own health. Alternative and complementary therapies can include; homeopathy, naturopathy, acupuncture, massage therapy, and Ayurveda. Holistic therapists also aim to educate clients on particular lifestyle changes and self-care rituals they can adopt through psychotherapy, spiritual awakening and counselling, and through their diet and exercise intake. Research via (Mintel, 2015) investigates healthy lifestyles habits at work noting; “Busy lifestyles have been blamed for discouraging people from paying more attention to their health. With workplaces becoming more competitive in recent years, work/life balance may have taken second place to putting in extra hours on the job.” With the summary that only “7% of workers reporting that their company encourages healthy lifestyles at work.”
In an interview with Alternative Healthcare Practitioner Suzanne Nugawela (see appendix F) “When you look at the way conventional therapies are delivered, a conventional therapy is delivered at end stage, and you tend to only get a diagnosis when you can no longer go to work, and you're quite poorly. The Western health model is based on this basis, end stage diagnosis, with professional intervention that is expensive and it doesn't work.” To further emphasise this point, in an interview with Holistic Therapist and Reiki Practitioner, Gillian Rayne (see appendix E) mentions, “It very much depends on the person. If these types of holistic therapy are used in a complimentary and alternative way, they are more accepted by society. If you use various forms of a holistic lifestyle and you ignore the conventional medicine that we have at the moment, you might not receive the help and support from the mental practitioners, and GPs.”
Large organisations such as Apple, Google, and Ikea are currently implementing wellness programs. These involve meditation and mindfulness to assist their employees with stress and ill-health, and quiet rooms for their workers to unwind and relax. It can be evident that companies may appear to becoming more aware of the importance of monitoring stress levels.
7
Chapter 3. Ancient art of Ayurveda: Its healing powers and why it could transform wellness in the workplace
Figure 1: [ The Background of Ayurveda. Rajam Symbols.]
Reports on the key market drivers of healthy lifestyle habits in the UK (Mintel, 2015) assess that, “Issues related to emotional wellbeing and stress have been under the spotlight more since the recession struck. Lower job security, unemployment, benefit cuts and general financial difficulties have been contributing to the rising number of adults Reports on the key market drivers of healthy lifestyle habits in the UK (Mintel, 2015) seeking help for depression.” “Alternative therapies and techniques, such as mindfulness, Cognitive Behavioural assess that, “Issues related to emotional wellbeing and stress have been under Therapy and acupuncture are already recommended and are offered by the NHS. There are now greater opportunities the spotlight more since the recession struck. Lower job security, unemployment, for workplaces to adapt some of these practices to help raise the wellbeing of their employees.” benefit cuts and general financial difficulties have been contributing to the rising number of adults seeking help for depression.” “Alternative therapies and techniques, In light of the NHS offering more alternative and integrated therapies, there is now place for ancient methods such as mindfulness, Cognitive Behavioural Therapy and acupuncture are already such as Ayurveda to be introduced into the workplace through HR activities and employee healthcare schemes, recommended and are offered by the NHS. There are now greater opportunities and for workplaces to adopt a holistic approach to health and wellbeing. With mindfulness, yoga classes, and for workplaces to adapt some of these practices to help raise the wellbeing of their healthy eating initiatives currently being introduced into large creative corporations, the holistic health awareness employees.” is increasing and the importance of the right food consumption and lifestyle choices are being presented and educated to employees. In light of the NHS offering more alternative and integrated therapies, there is now place for ancient methods such as Ayurveda to be introduced into the workplace In reference to a survey questionnaire carried out, 76% of respondents believed that there are enough relaxation through HR activities and employee healthcare schemes, and for workplaces methods available today, leaving 23% of respondents conveying their thoughts otherwise, with responses such as to adopt a holistic approach to health and wellbeing. With mindfulness, yoga ‘There is too much confusion about what works, or could work’, ‘There isn’t enough accessible information about classes, and healthy eating initiatives currently being introduced into large creative the range of therapies’ and ‘It is still an alien topic for those who live in the UK, it is aimed at the wealthy as a luxury corporations, the holistic health awareness is increasing and the importance of the treatment.’ (see appendix B, Q5) Within regards to the given responses of the survey, it can be identified that there right food consumption and lifestyle choices are being presented and educated to is current insufficiency of information or understanding of holistic therapeutic methods amongst participants. employees. Ayurveda is interpreted as the ‘Knowledge of Life’ and is a holistic healing system originating from India. Ayurveda has been performed for thousands of years, and is currently adopted by practitioners around the world. The method is a lifestyle choice incorporating massage, diet, exercise and yoga to achieve natural balance in the body and maintain ultimate wellbeing and health. 8
There are three life forces in Ayurveda which are thought to retain physical and mental balance within the body. These life forces are called ‘doshas’ with Vata signifying wind, the Pitta referring to sun and the Kapha dosha meaning moon. The Genetic Heretic perspective and holistic approach to well-being is discussed by Sebastian Pole; “What distinguishes Ayurvedic practice from the modern medical practice is that it is convened with the connection between things, such as us and our environment, our digestion, and the food we eat, our emotions, and our relationships, and how they all contribute to our health.” (2011, page 24)
Ayurveda practitioners are required to train for up to six years before they can offer prescribed remedies and diagnose problems within the body. With this in mind, companies may feel reluctant to accepting this form of wellness into their healthcare programmes, as it might require a large amount of time and effort to initiate.
In hindsight, what may result in Ayurveda practices being difficult to introduce into employee healthcare programmes is that all Ayurveda treatments are only allowed to be prescribed after a medical consultation. The consultation often involves an in-depth process of discovering the individuals doshas and imbalances in their body, by examining their lifestyle attitudes and health concerns.
Suzanne Nugawela (see appendix F) delves into this aspect further as she shares her thoughts on the current stance of ill-health and ancient alternative techniques; “These methods have been around for years. Your body is comprised of the elements found on the periodic table, not pharmaceutical drugs. There are vested interests, and ill health is one of the biggest money-makers”
Alternatively, as the healing system is focused on providing herbal and plant alternative medicines, therapeutic massages, mediation, and yoga classes, the cost of implementing these types of support may be far less than offering a GP service and pharmaceutical support.
“ What distinguishes Ayurvedic practice from the modern
medical practice is that it is convened with the connection between things, such as us and our environment, our digestion, and the food we eat, our emotions, and our relationships, and how they all contribute to our health.” -(Sebastian Pole, 2011)
9
Chapter 4. Mindfulness and Zen Buddhism: The path to happy, healthy individuals at work?
Figure 2: [ Japanese Tea Ceremony. Kanō Osanobu. Utaiawase. ]
As individuals are gradually becoming more aware of the importance of looking after their own mental and physical health. Consequently, there has been an increase in the awareness of relaxation methods available. Ayurveda may currently appear implausible in a workplace, particularly within a smaller organisation with a less established HR department. On the other hand, the holistic and spiritual practices of Mindfulness and Zen Buddhism may be more accessible and prevalent within larger or global organisations. Alternative healthcare practitioner Suzanne (see appendix F) explains: “In terms of anything that causes a stress in the body and asks the body to respond in some way, mindfulness is a pattern of mind training that teaches you how to develop a different quality of awareness so that you can start cleaning up the junk.” In relation to the practices of Zen Buddhism, in comparison to Mindfulness; Fine Artist and Zen Buddhist follower Liam McCabe (see appendix D) stated: “In a way, mindfulness in work is a process that anyone can get into. It’s very positive, and not too dissimilar from Zen Buddhism, but in Zen Buddhism you’re always thinking in the moment, its doing things perfectly. If you’re going to read a book, you’re reading a book perfectly, you’re not thinking of the past and you’re not thinking of the future.” In light of the views shared by Liam McCabe, the act of applying mindfulness into the modern environment in which we now live may appear to be less attainable. Although the spiritual and healing benefits of mindfulness may counteract the unobtainable nature of the cognitive based therapy and mind training. Penman and Williams discuss; “Over time, mindfulness brings about long-term changes in mood and levels of happiness and wellbeing. Scientific studies have shown that mindfulness not only prevents depression, but it also positively affects the brain patterns underlying day to-day anxiety, stress, depression and irritability so that when they arrive, they dissolve away more easily.” (2011, Page 5) With this evident notion of appreciation and approval of mindfulness, and the scientific investigations of its benefits, it can be noticeable that this form of holistic healing may well contribute to the psychological health and happiness rates of an employee, culminating the characteristics and attitudes of a more positive, productive and fulfilled individual and employee. 10
Chapter 4. Continued
Research carried out via (Mintel, 2015), states that “Tiredness and stress are the two most common health issues today’s adults face, with 40% currently experiencing fatigue, and 29% under stress.” The research provided also highlights “With the link between working and stress, businesses could benefit from the introduction of more relaxing therapies as part of the employment packaging, helping to reduce the number of sick days been taken each year”. The practice of mindfulness has generated much interest and stimulation in recent years. This approach has already helped some people, mainly adults to manage stress. In addition, the launch of the app, ‘Headspace’ and the introduction of adult colouring books, has provided accessible and structured meditation with the advantage of being a portable relaxation method. Market research statistics found “Indeed, 45% of adults express an interest in trying meditation/ mindfulness in future.” (Mintel, 2015). With this positive statistic addressing that a considerable amount of adults is expressing a desire to engage in mindfulness and meditation techniques in the future, this enables the opinion and realisation that the awareness of reaching a state changing thought process and a conscious frame of mind is wishing to be attained by a great amount of adults today. It is established by Penman and Williams that “Mindfulness meditation has been regarded as “so effective that’s its now one of the preferred treatments recommended by the UK’s National Institute to Health and Clinical Excellence.” (2011, page 3) As the UK’s National Institute to Health and Clinical Excellence is a highly respected organisation of healthcare and wellbeing within the United Kingdom, this research showcases the increasing admiration of mindfulness as a healing treatment. With this in mind, it would be of a wise decision and agreement for various employers and organisations now to implement this form of holistic therapy into their workplace, to fully harness the advantages of this holistic practice.
From a Zen Buddhist and creative working perspective, Liam McCabe notes that; “I don’t think everyone needs Zen Buddhism, I don’t think everyone wants Buddhism. Its there if you need it. If you can take from it whatever you will. It’s hard living in the west, in a consumerist and capitalist nature, in an environment where you’re trying to incorporate Zen.” (see appendix D) Whilst this practice may be considered a form of positive psychology by those adopting it, the type of workplace and industry must be considered before companies can start encouraging their employees to adopt the same practices. In an interview with HR Professional at Media Arts Lab, (see appendix G) states; “The take up isn’t huge. In the previous company I worked for we used to offer meditation classes, and around one-two people attended regularly. From a business perspective, as much as we want to offer these opportunities out, everyone is busy and can’t find the time to do it. What we tend to find is that we want to offer classes out either during a lunch break, enabling people to have half an hour lunch and then another half an hour relaxing through meditation or yoga, and for this to go through into working hours. This is so there is a give and take from the company’s point of view and the employee’s own time.”
11
Chapter 5. The surge for wellness: Are these methods attainable to a working environment?
Through identifying specific holistic forms of well-being, Mindfulness, Zen Buddhism and Ayurveda, and their intrinsic spiritual, mental and physical benefits and qualities, the consensus that purely mindfulness and Zen may be most attainable within the workplace, with the addition of other incorporations of holistic guidance and therapy being included in a wellness scheme. Implementing wellness programs at the workplaces has proven to be successful over in the US, with changes to health care legislation being a key driver for company uptake. “The ACA encouraged workplace wellness by permitting employers to align group health plan premiums with employee participation in wellness programs. According to the U.S. Equal Employment Opportunity Commission (EEOC) (2013), 94% of employers with more than 200 employees and 63% with fewer employees currently use wellness programs to incentivize their staff to adopt healthier lifestyles.” (Nash, 2015). Due to the changes in the US legislation, directly relating to the healthcare management of the employees, this could give reason as to the broad acceptance of wellness programs in workplaces in the US. The UK, albeit with a different healthcare system, could see similar changes if there was an increase in governmental action to encourage businesses into providing and developing wellness programs, such as holistic therapies, into UK businesses. From a holistic health perspective Suzanne Nugawela shares that; (see appendix F) “I think that companies are really starting to connect the dots and now common sense is staring to prevail rather than overly complicated scientific information. You can’t really charge 150,000 pounds a year to tell people forms of common sense.” The point raised suggests that information relating to an individuals’ wellness is being made easier to understand, which encourages a person to act on their own initiative without requiring the opinion of a doctor. Interview with Andrew McCann with a HR view (see appendix G) “When I worked for HR at (a previous company), it was not a particularly nice environment. As a struggling business, it was massively under resourced in terms of the staff that we had; everyone was doing their job and a half. Individuals were going above the demands of the time frames they were working towards. In these instances, offering opportunities to staff that could allow them to unwind, would have been huge because there was such a rigid deadline and everyone was working over and above. To be able to give someone time back, wouldn’t have been very feasible.” As shown by (Nash, 2015), companies in the US with fewer employees use wellness programs less (63%), in comparison to companies with more employees (94%). This reflects well with the point raised as smaller companies typically have a smaller revenue.
12
In relation to a holistic healthcare practitioner’s standpoint, Gillian Rayne expresses (see appendix E); “Job security is not there anymore. I think people are more concerned about whether their job is going to be stable and if they acknowledge that they’re not capable of doing their job that is another sort of barrier they have to cross over. Yes, there are lots of HR policies around health and wellbeing but again, this is my personal opinion, they are ticking box exercise. I don’t think many places really put it into practice, as they see it as a cost initially. Actually, there is a beneficial cost to it because in this case, they will get a lot from their employee.” From the two points raised by respondents from varying specialist backgrounds and working fields, it shows that there is an importance, in the individual’s instance, to gaining support from senior management to provide healthcare initiatives and potentially address introduction of holistic healthcare, but this can also prove to be difficult to implement due to resource allocation. Furthermore, to address a human resources point of view once again, McCann conveys; “I think most businesses do offer those traditional call benefits. In terms of holistic health opportunities, they are still viewed as fringe and a little airy-fairy amongst most companies’ I’ve worked in. If there are any funds left over, I believe companies would look into providing holistic health methods but even then it will not be offered out as a full programme, it may simply be that yoga classes are popular, we should offer them, as this is mainly the approach most HR professionals have.”
Figure 3 [ The Holistic Health Model of Wellness. ]
Increasing the availability of such well-being classes in the workplace would require a cooperation within individual companies between senior management and employees so that time and cost factors are considered. From a Human Resources perspective and to digest the information gathered from (appendix G) and further research investigation, the initiation of holistic health into a company really depends of the size and funding of their resources, and on the willingness and interactivity of the individual employees within that working environment to become aware of their own health and wellbeing. 13
Conclusion
“ The forces of technology, globalization, connectivity and demography, together are creating an increasingly urgent need to shift the way we think about work and the skills and competencies we develop to build resilience. ” - Chaskalson, (2011)
“The forces of technology, globalization, connectivity and demography, together are creating an increasingly urgent need to shift the way we think about work and the skills and competencies we develop to build resilience. These mindful habits, skills and techniques will be crucial to navigating the road ahead” according to Professor of Management practice Linda Gratton (Chaskalson, 2011 Page x) Professor Gratton emphasises the importance of rethinking and re-evaluating the way in which we perceive and approach work, referring to the major advances in the global, technological, and demographic factors influencing our thoughts and patterns of behaviour. In agreement with Linda Gratton, this research project has aimed to evaluate the way in which workplaces are operated in terms of their Human Resources objectives, and occupational health programmes, but hugely required the need to further investigate alternate forms of well-being and mindful behavior than could in fact improve and encourage a positive impact within workplaces. Also, to set a positive example for future working environments. A desirable outcome from implementing holistic therapies, in particular mindfulness, into the workplace would be; greater levels of innovation and creativity, with reduced levels of stress resulting in lower levels of absenteeism and higher levels of job satisfaction. All elements of which would have benefits for both the employer and the employee. Primary research participants showed that 82% thought that well-being in the work place is being overlooked (see appendix B, Q10), contrary to these findings the US has seen significant change in the landscape of wellness at work, and many businesses have adopted changes as a direct result of government legislation. In terms of the wellness scope of the UK, gradually companies and organisations are seemingly becoming aware of the importance of looking after their employees, and in reference to the larger organisations mentioned, Ikea, Apple and Google. These creative companies are currently impacting their workplaces positively by encouraging mindfulness and holistic based practices of wellness within their employee wellness schemes, enabling their employees to relax and find holistic solutions that attend to the demands of the modern world and working environments. Final word count including primary research quotes and excluding secondary research quotes- 4,016 14
References
Chaskalson, M. (2011) The mindful workplace: Developing resilient individuals and resonant organizations with MBSR. United Kingdom: Wiley-Blackwell (an imprint of John Wiley & Sons Ltd).
Schwartz, B. (2015) The way we think about work is broken. Available at: https://www.ted.com/talks/barry_schwartz_the_way_we_think_about_work_is_ broken?language=en (Accessed: 15 November 2015).
GOV UK (2014) Official Statistics- Long term sickness absence. Available at: https:// www.gov.uk/government/uploads/system/uploads/attachment_data/file/277572/longterm-absentees-feb14.xls (Accessed: 29 November 2015).
Web MD (no date) Holistic medicine: What it is, treatments, philosophy, and more. Available at: http://www.webmd.com/balance/guide/what-is-holistic-medicine (Accessed: 10 December 2015).
Is mindfulness the panacea that the workplace needs? (2015) Available at: http://www. Williams, M. J. G. and Penman, D. (2011) Mindfulness: A practical guide to finding hrzone.com/lead/culture/is-mindfulness-the-panacea-that-the-workplace-needs#. peace in a frantic world. London: Little, Brown Book Group. VhfAeSProsA.linkedin (Accessed: 23 October 2015). Williams, S, Cooper, L. and Williams, R. (1999) Dangerous waters: Strategies for Macdonald, L. A. C. (2005) Wellness at work: Protecting and promoting employee’ improving wellbeing at work. 1st edn. New York: Wiley, John & Sons. health and wellbeing. London: Chartered Institute of Personnel and Development. Mintel Academic Reports. (2015) Healthy Lifestyles UK- November 2015. The Consumer- What you need to know. Available at: http://academic.mintel.com/ display/754244/ (Accessed: 4 December 2015) Mintel Academic Reports (2015) Complimentary and alternative medicine- UK December 2015 Market Drivers. Available at: http://academic.mintel.com/ display/756962/ (Accessed: 8 December 2015). Nash, D.B. (2015), Worksite Wellness: Culture and Controversy, Journal of healthcare management / American College of Healthcare Executives, vol. 60, no. 5, pp. 316. Pole, S. (2011) A Pukka life; finding your path to perfect health. United Kingdom: Quadrille Publishing. Schwartz, B. (2015) Rethinking work. Available at: http://www.nytimes. com/2015/08/30/opinion/sunday/rethinking-work.html?_r=1 (Accessed: 20 October 2015).
15
Image references
Figure 1: The background of Ayurveda. Rajam Symbols. [Image Online] Available at: < http://edzadlo. com/wp-content/uploads/2010/05/Rajam-Symbols-18.jpg> [Accessed 11th December 2015]. Figure 2: Japanese Tea Ceremony. KanĹ?_Osanobu_71_utaiawase.jpg. [Image Online] Available at: <https://www.boundless.com/art-history/textbooks/boundless-art-history-textbook/japanafter-1333-ce-30/the-momoyama-period-187/the-tea-ceremony-683-6656/ [Accessed 10th December 2015]. Figure 3: Structure designed by the researcher and interpreted from; the Holistic Health Model of Wellness. [Image Online]. Retrieved from: <http://7stappen.nl/health/> [Accessed 11th December]
16
Bibliography
Achor, S. (2012) The happy secret to better work. Available at: https://www.ted.com/talks/shawn_achor_the_happy_secret_to_better_work (Accessed: 18 October 2015). Burke, R. J., Page, K. M. and Cooper, C. L. (2015) Flourishing in life, work and careers: Individual wellbeing and career .. Available at: https://books.google. co.uk/books?hl=en&lr=&id=NE3fBgAAQBAJ&oi=fnd&pg=PA261&dq=wellness+in+the+workplace+uk+2015+&ots=undY_IssJk&sig=Wc-AAUeJr7sxrmA3 pBiquuRpC24#v=onepage&q&f=false (Accessed: 24 November 2015). Headspace daily: 7 habits of highly confident (seeming) people (no date) Available at: https://www.headspace.com/blog/view/463/7-habits-of -highly-confident-seeming-people-?utm_source=fbktwitter&utm_medium=social&utm_content=v5&utm_campaign=youvsyou (Accessed:18 2015).
October
Headspace daily: Radio Headspace #20: The 30 day habit. Available at: https://www.headspace.com/blog/view/443/radio-headspace-20-the -30-day-habit- (Accessed: 22 October 2015). Healthy Visions, [radio programme, online], 13:45 1/4/2015, BBC Radio 4, 15mins. http://bobnational.net/record/285918, (Accessed 15/10/2015) Is mindfulness the panacea that the workplace needs? (2015) Available at: http://www.hrzone.com/lead/culture/is-mindfulness-the-panacea-that -the-workplace-needs#.VhfAeSProsA.linkedin (Accessed: 23 October 2015). Macdonald, L. A. C. (2005) Wellness at work: Protecting and promoting employeeâ&#x20AC;&#x2122; health and wellbeing. London: Chartered Institute of Personnel and Development. Object, object (2015) A Harvard neuroscientist reveals three ways meditation changes your brain. Available at: http://www.techinsider.io/harvard -neuroscientist-sara-lazar-meditation-interview-20158utm_content=buffera1d4a&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer (Accessed: 17 October 2015). Pole, S. (2011) A Pukka life; finding your path to perfect health. United Kingdom: Quadrille Publishing. The British at Work,[television programme online] 21:59 1/4/2011, BBC TWO, 68 mins. http://bobnational.net/record/55026, (Accessed 15/10/2015)
17
Bibliography
Saamdu Chetri teaches happiness (2013) Available at: http://www.dumbofeather.com/conversation/saamdu-chetri-teaches-happiness/ (Accessed: 24 October 2015). Schwartz, B. (2015) Rethinking work. Available at: http://www.nytimes.com/2015/08/30/opinion/sunday/rethinking-work.html?_r=1 (Accessed: 20 October 2015). Wisdom 2.0 (2013) The power of Mindfulness in the workplace - why this matters: Mark Bertolini, Soren Gordhamer. Available at: https://www.youtube. com/watch?v=rBjmH-JIJzQ (Accessed: 21 October 2015). Williams, M. J. G. and Penman, D. (2011) Mindfulness: A practical guide to finding peace in a frantic world. London: Little, Brown Book Group. Williams, S, Cooper, L. and Williams, R. (1999) Dangerous waters: Strategies for improving wellbeing at work. 1st edn. New York: Wiley, John & Sons.
18