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Corporate Wellness & Excellence Through Yoga

Rudra BhandariAcharya Balkrishna

University of Patanjali, Haridwar, Uttarakhand, IndiaS.Ananthanarayana Sharma

Ranjit Gupta Centre for Documentation of Action Research, Madurai , Tamilnadu

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Roadmap

1. Globalization & its impacts on Corporates2. Revisiting the concepts of Corporate Excellence (CE)3. People’s Health Problems in corporate organizations 4. Corporate Wellness (CW) - Concept, Elements, Costs & Value5. Yoga- Concept, its trend and relevance for CW & CE

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5. Yoga- Concept, its trend and relevance for CW & CE

Globalisation & Its Impacts

� “Globalization is a process that encompasses the causes, course, and consequences of transnational and transcultural integration of human and non-human activities.”

� Globalisation of markets, information, capital, and to some extent people has created new business opportunities for extent people has created new business opportunities for corporates. This has also forced corporates to drastically rethink their existing business processes and practices.

� Corporate organisations rooted in the traditional business models -usually from colonial European countries and cultures, have been eliminated in the market space.

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�Devastating corporate scandals, over the last decade has changed the external image and internal culture of corporates.

�I n Europe, the crisis extended to the Government itself. For some time, Iceland as a country was barred from operating its accounts, to compensate bond holders. Large banks in England, Scotland and Germany were affected. Corporate Europe was plunged into a recession from which it still appears to be suffering.

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appears to be suffering.

�CE is no longer a luxury– but a necessity to survive in these times of disruptive change.

Al-Rodhan, N. R. F. & Gérard, S. (2006). Definitions of Globalization, A Comprehensive Overview and a Proposed Definition. Program on the Geopolitical Implications of Globalization and Transnational Security. Geneva: Centre for Security Policy.

1. Waste Management Scandal (1998), 2. Enron Scandal (2001), which also shut down Arthur Anderson3. WorldCom Scandal (2002), 4. Tyco Scandal (2002), 5. HealthSouth Scandal (2003), 6. Freddie Mac (2003), 7. American International Group (AIG) Scandal (2005), 8. Lehman Brothers Scandal (2008),

Devastating Corporate Scandals In The Last Decade-Examples Of Changes Due To Globalization

8. Lehman Brothers Scandal (2008), 9. Bernie Madoff Scandal (2008), and 10. Satyam Scandal (2009)

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The 10 worst Corporate Accounting Scandals of All Time. (2013). Retrieved February 23, 2013 from www.accounting degree.org/scandals/.

The Search For CE

� The search for CE became an operative buzz word - since 1982. Peters and Waterman (1982) published their famous book “In Search of Excellence - Lessons from America’s Best-Run Companies”- based on a Mckinsey consultancy experiences and documents.

� Besides, Hard Variables (Strategy, Structure, Systems), they found that the management of Softer Human Variables (Staff, Shared values, Skills, and Style) play an important role in CE. and Style) play an important role in CE.

� CE is a function of how management understands and handles the complexities of the 7-S Model.

� Reminded the world of professional managers that soft (people)variables should have the highest focus on the journey to CE.

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Peters, T. J. & Waterman, R. H. (1982). In Search of Excellence - Lessons from America’s Best-Run Companies. London: HarperCollins Publishers

This CE Model was further simplified by Peters and Austen (1985) . The “management variables” were simplified to People (Organisation Staff), Customers, Innovations with Leadership holding all these together.

Further Refinements In Models Of CE

9Peters, T. J. & Austin, N. (1985). A Passion for Excellence – The Leadership Difference. London, UK:

HarperCollins Publishers.

The Toyota Model of CE� Toyota company seems to best exemplify this shift in thinking.

� Toyota started much later than its American and European counterparts, has become the largest automobile company worldwide in terms of revenue and production: because of its innovative “lean management systems” -with its “Just in Time” inventory systems.

� Liker (2004) authored a book- The Toyota Way & listed 14 management principles, behind the success of Toyota in car manufacturing & principles, behind the success of Toyota in car manufacturing & divided them into four categories (4 Ps)– Philosophy, Process, People/Partners & Problem Solving.

� HRM again comes up as a critical variable for CE in this model.

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Liker, J. K. (2004). The Toyota Way – 14 Management Principles from the world’s Greatest Manufacturer. New York: McGraw-Hill.

Description Of Toyota Model

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A Well Known Model For HRM

12Beer, M., Spector, B., Lawrence, P.R., Quinn Mills, D. & Walton, R.E. (1984). Managing

Human Assets. New York, NY: The Free Press

Implications of the HR Model for CE

� HRM as an “open system” model includes Stakeholders outside the formal corporate organisational boundaries (Government and community), Social factors (societal values and laws) & Economic factors (labour market & business conditions) into the model of decision making & also clearly recognises the impact of the “HRM decisions” on societal wellbeing.

� This trend of “opening up the boundaries of decision making” pushes corporate decision makers to rethink what is excellence in corporate management and to decision makers to rethink what is excellence in corporate management and to identify new managerial concepts- Emotional Intelligence(EI) & Transformational Leadership(TL) with HRs.

� The locus of decision making seems to be inexorably pushing deeper into the personality and personal value choices of the corporate manager.

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New problems for corporates -Rising Cost, Worsening

Health RisksSince 2006, employer costs for health care have risen 40%, while employee costs (out-of-paycheck and out-of-pocket) have risen 82%.

Source: 2010 World Economic ForumAONHewitt. (2012). Health Care Survey 2012. Retrieved March 1, 2013 from

www.aonhewitt.com

A very quick review of the literature suggests two general views on CE (Johnson, 2006)-

1. Productivity and improving work processes2. Economic Success and Social Advancement

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Johnson, D. (2006). Corporate excellence, ethics and the role of IT. Business and Society Review, 111(4), 457-475

CE = f( Wellness, YLS )

Wellness

“Wellness is the optimal state of health of individuals and groups that has two focal concerns: the realization of the fullest potential of an individual physically, psychologically, socially, spiritually and economically, and the fulfillment of one’s role expectations in the family, community, place of one’s role expectations in the family, community, place of worship, workplace and other settings”.

Smith, B. J., Tang, K. C. & Nutbeam, D. (2006, September 7). “WHO Health Promotion Glossary: new terms”. Geneva: Oxford University Press.

A New Leadership Concept For Integrating Wellness, Individual EI and SI To Managerial Decision Making

Yogic Leadership Style (YLS)

YLS = f( Body/Kinaesthetic Intelligence, Mental Intelligence, EI, SI)

Where,

� Body /Kinaesthetic Intelligence: Control of body movements, and capacity to physically handle objects.

� Rational intelligence (MI): Capacity for logic, abstraction, analysis, reasoning, problem solving and � Rational intelligence (MI): Capacity for logic, abstraction, analysis, reasoning, problem solving and dealing with numbers.

� EI: Ability to identify, assess and control emotions of oneself and of others . Teaching, management, leadership, team building, social work, counselling, interpersonal relationship etc are the function of EI.

� SI: Ability to produce personal meaning, reach transcendental awareness, enter and exit higher states of consciousness and engage in critical existential thinking. Some of the Indicators of SI are Envisioning, Interconnectedness, CSR, Conscience, Farsightedness, Global Love, Intuition, and Highly immune to adversities .

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Bhandari, R. B., Acharya, B., Sharma, G. D., Rajput, A., & Sharma, S. A. (January 7-10, 2013). Yogic Leadership Style of Swami Ramdevfor Social Transformation. Paper at Second International Conference on Yoga for Health and Social Transformation, at Patanjali Yogpeeth University, Hardwar, Uttarakhand, INDIA.

YSL & Covey’s Concept Of Management CE = f ( SI, EI, MI, PI)

1. SI (farsightedness, conscience, interconnectedness, meaning production, critical existential thinking, transcendental awareness and conscious state expansion)-BEING- To Leave Legacy

2. EI (loving relationship with family and society; God’s compassion is unbounded, transfer of privilege, team building, leadership, empathy, civility)- FEELING - Passion

3. Mental Intelligence (creativity, innovation, managerial capability, job placements, technical performances) –THINKING- Talent

4. Physical intelligence (behavior) – DOING- Need (Covey, 2006; King, 2008)

These 4 Intelligences can be improved through regular CY practices. This warrants need of CY at workplace.

Covey, S. R., (2006). The 8th Habit from effectiveness to greatness. London: Simon & Schuster UK Ltd.

Worksite Wellness Program(WWP)

“An organized program in the worksite that is intended to assist employees and their family members (and/or retirees) in making voluntary behavior changes which reduce their health and injury risks, improve their health, consumer skills, and enhance their individual productivity and well-being”.

Purpose of WWPThe purpose of worksite wellness programs is to improve the health and productivity of the staff and reduce health-related costs by helping to change towards a healthy lifestyle.

Hunnicutt, D. (2006). Planning wellness getting off a good start, The Absolute Advantage, 5(4), p. 4. Retrieved from http://www.welcoa.org/freeresources/pdf/financial_wellness.pdf .

Targets Of WHPWHPs targets 1. Back care and Injury Prevention, 2. Physical Exercise, Stress Management, 3. Cessation of Tobacco use, 4. Substance abuse prevention, 5. Weight management, 6. Medical Self-Care, 6. Medical Self-Care, 7. Consumer Health Education, 8. Cholesterol Reduction, 9. Nutritional Interventions, 10. Selected Biometrics Testing and 11. Hypertension management.

Hunnicutt, D. (2006). Planning wellness getting off a good start, The Absolute Advantage, 5(4), p. 4. Retrieved from http://www.welcoa.org/freeresources/pdf/financial_wellness.pdf

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Cost of WWP

�A good ballpark estimate is somewhere in the neighborhood of $100 to $150 per eligible employee, per year regardless of whether the program is delivered in-house or by a third party vendor (Goetzel, 2004).

�Worksite health promotion programs may take 2 to 5 years to realize positive ROIs (Aldana, 2001; Goetzel, Judy & Ozminkowski, 1999; Pelletier, 2001).

Goetzel, R. (2004). A WELCOA Interview Report: The Cost of Wellness. Omaha: WELCOA.

Tangible Benefits Intangible Benefits

Reductions in � Sick leave

�Improved employee morale & decision-making ability

�↑employee loyalty

Value of WWP/CWP

� Absenteeism � Use of health benefit� Workers’ compensation � Injury experience� Presenteeism losses

�↑employee loyalty

�↓organizational conflict

�↑productive work force

(Hunnicutt, 2006, p. 16-17)

Globally, when WWP/CWP is promoted, organizations are viewed by employees as being

�2.5 times more likely to be a best performer, �3 times more likely to be productive, �3.5 times more likely to encourage creativity & innovation, and �4 times less likely to lose talent within the next year; �and employees are 8 times more likely to be engaged

(Dornan, Jane-Llopis, Kimoui & Radjy, 2010).

Dornan, A. & Jane-Llopis, E. (2010). The Wellness Imperative: Creating More Effective Organizations. Geneva: World Economic Forum

�Cost savings garnered by WWPs reported the medical costs return on investment (ROI) to be $3.27 for every dollar spent and the absenteeism ROI to be $2.73 for every dollar spent (Baicker, Cutler & Song, 2010).

Wellness Savings

Company $Saved/Spent

Bank of America (Fries) – $5.96/$1

PacBell – $3.10/$1

Wisconsin School District Insurance Group – $4.47/$1

Prudential Insurance – $2.90/$1Prudential Insurance – $2.90/$1

Bank of America (Leigh) – $4.73/$1

General Mills – $3.50/$1

Marry, Q. (n.d). Decreasing the increase of Health care costs: A tale of two government entities. Slide Presentation made on behalf of ShawHankins Inc.

1. Establish clear goals and objectives

2. Link to business objectives

3. Effective communication and engagement of employees

4. Creation of supportive environments

5. Use of incentives

6. Social environment, norms and support

Elements of EffectiveWWP/CWP

6. Social environment, norms and support

7. Tailored and multi-component program (WEF, 2008, para.7)

( Incorporating Health education, linking to employee services, integration of health culture to organizational values, and employee

screening with adequate treatment and follow-up) (CDCP, 2012)

Centers for Disease Control and Prevention (2012). The CDC Worksite Health ScoreCard: An Assessment Tool for Employers to Prevent Heart Disease, Stroke, and Related Health Conditions. Atlanta: U.S. Department of Health and Human Services.

World Economic Forum. (2008). Workplace Wellness in India. Retrieved from http://www.weforum.org/pdf/Wellness/India-Wellness-2pg.pdf

Corporate Yoga (CY)

�Yoga is excellence in action (Shrimad Bhagvat Gita, 2:50).

�CY is an attempt to bring the ancient yoga practices into the office in informative and innovative manner that helps companies and employees to improve their holistic health, get motivated, teamwork and performance at individual and corporate level.

�CY may reach most of the targets of WWP/CWP

Some Companies adopting yoga

INFOSYS MICROSOFT INTEL

PepsiCo United Airlines IBM

NIKE HBO NTPC

APPLE ABN AMRO PEPSICOAPPLE ABN AMRO PEPSICO

NEW YORK POLICE DEPT MAHINDRA & MAHINDRA JM MORGAN STANLEY

MARUTI UDYOG TATA MOTORS CISCO SYSTEMS

ABB

Intuit General Mills

LEXMARK

Eddie Bauer

NEXXCOMM

Boeing

At & T FORBES US MARINES

NYNEX Chase Manhattan Bank MANHATT BHPL

Wofson, N. (n. d). Incorporating yoga. Retrieved from http://www.yogajournal.com/lifestyle/294

�Only US invest $10.3 billion dollars per year in yoga classes and products (PR Newswire, 2012)

�The top five reasons for starting yoga were: flexibility (78.3 percent), general conditioning (62.2 percent), stress relief (59.6 percent), improve overall health

Prevalence of Yoga

conditioning (62.2 percent), stress relief (59.6 percent), improve overall health

(58.5 percent) and physical fitness (55.1 percent) (PR Newswire, 2012).

PR Newswire. (2012, 5 December). Yoga Journal Releases 2012 Yoga in America Market Study. Retrieved January 29, 2013 from http://global.factiva.com/hp/printsavews.aspx?pp=Print&hc=Publication

Health Benefits of Yoga

Khalsa, S. (2004). Bibilometirc study on therapeutic interventions of Yoga. Indian Journal of Physiology and Pharmacology, 48(3): 269-285. Retrieved from

http://www.ijpp.com/vol48_3/vol48_no3_spl_invt_art.pdf

Khalsa, S. (2004). Bibilometirc study on therapeutic interventions of Yoga. Indian Journal of Physiology and Pharmacology, 48(3): 269-285. Retrieved from http://www.ijpp.com/vol48_3/vol48_no3_spl_invt_art.pdf

Some Of The NCDs Benefitted By YogaDiabetes ≥ 7, Congestive Heart Failure ≥ 2, Post Heart Attack

Rehabilitation ≥1, Heart Disease ≥ 11, Cancer ≥ 9,

Back Pain ≥ 7, (COPD) ≥ 5, Depression ≥ 6,

RA ≥ 6, OA ≥ 4, HBP ≥ 7,

Alcoholism & Other Drug Abuse ≥ 3, Anxiety ≥ 13, Alcoholism & Other Drug Abuse ≥ 3, Anxiety ≥ 13,

ADHD = 1, Carpal Tunnel Syndrome ≥1, Insomnia≥3,

Migraine and Tension Headaches ≥ 4,

Menopausal & Premenopausal Symptoms ≥ 6, Drug Withdrawal-1,

Eating Disorders- 1,

McCall, T. (2009).Yoga as Medicine: The Yogic Prescription for Health and Healing…….: Bantam. Retrieved from www.DrMcCall.com

Epilepsy-3, HIV/AIDS -1, Infertility ≥ 2,

IBS≥ 4, Kidney Failure ≥ 1, Mental Retardation ≥1,

Hemorrhoids -1, Multiple Sclerosis ≥ 1, Neuroses (Phobias) ≥ 1,

OCD≥ 2, Osteoporosis ≥ 1, Pancreatitis (Chronic) ≥1,

Pain (Chronic) ≥1, Pleural Effusion ≥ 1, Post-Polio Syndrome ≥ 1,

Post-Operative Recovery ≥ 1, Pregnancy (Normal And Complicated) ≥ 5,Post-Operative Recovery ≥ 1, Pregnancy (Normal And Complicated) ≥ 5,

Premature Ejaculation ≥ 1, Psoriasis ≥1 , Rhinitis ≥ 1,

Schizophrenia ≥ 2, Scoliosis ≥ 1, Sinusitis ≥1,

Tuberculosis ≥ 3, Urinary Stress Incontinence ≥ 1.

McCall, T. (2009).Yoga as Medicine: The Yogic Prescription for Health and Healing…….: Bantam. Retrieved from www.DrMcCall.com

Burton, J. (2010, February). WHO Healthy Workplace Framework and Model, Background and Supporting LiteratureandPractices. Submitted to Evelyn KortumWHO Headquarters, Geneva, Switzerland. Retrieved at www.who.int/entity/occupational../healthy_workplace_framework.

Yogic Insight from Personal Excellence to CE

9 Hurdles of Personal Success: 1. Disease, 2. Dullness, 3. Doubt, 4. Procrastination, 4. Procrastination, 5. Laziness, 6. Sensual pleasure (indulgence), 7. Delusion/erroneous perception, 8. Inability and 9. Instability (Patanjali Yoga Sutra, 1/30)

Yogic Model For Personal Excellence

Yogic Prescription for CEYP presumes human personality of four types-emotive, rational, volitional and dynamic prescribes four streams of yoga- Bhakti, Gyan, Raj and Karma for their optimal development (Satyananda, 2002).

a)Physique: Postures, Optimal Diet, Discipline, Fasting and Pancha

Tattwa Sadhna

b) Mind: Pranayam, Gestures, Psychic Locks, Mantra, Tratak, Study of

Self Introspective Literatures , Tanmatra Sadhana

c) Heart: Meditation, Atamabodha, Tattwabodha, CSR

d) Spirit: Donation, Service, Soham Sadhana, Nadyog

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