The Department of Human Development and Family Studies (www.hdfs.hs.iastate.edu/) at Iowa State University is excited to seek applicants for a new faculty position focused on lifespan human development and aging with an emphasis in health and wellness.
Wellness, including [massage therapy, yoga sessions] and other types of stress-reduction, has been a trend in corporate America for some time now. Some of it is about healthcare cost reduction and some is about reducing burnout. How well these programs actually work is subject to debate. But I do sometimes wonder why employers seem to focus so much on the symptoms (stress and burnout) and so little on the “disease.”
Ian Reynolds is Director of WorkLife and Community Programs in the Office of Work, Life and Engagement at Johns Hopkins. In his position, Ian oversees the delivery of a variety of programs designed to assist faculty and staff achieve healthy worklife effectiveness. These include childcare, backup care, and eldercare services; lifespan workshops; the Breastfeeding Support Program; flexible work arrangements; staff recognition; and housing and relocation support.
Although work schedulers serve an organizational role influencing decisions about balancing conflicting stakeholder interests over schedules and staffing, scheduling has primarily been described as an objective activity or individual job characteristic. The authors use the lens of job crafting to examine how schedulers in 26 health care facilities enact their roles as they “fill holes” to schedule workers.
"Inspiring a more positive and holistic approach to corporate sustainability that no longer neglects worker well-being and drives a NetPositive impact on people and the planet is the future of business. Enriching the nature of work as if our health depends on it raises impactful opportunities for nurturing creativity, innovation, and even mindfulness of our natural environment."
Contrary to what you might expect, those with more control over their work schedule work more than those with less control. In fact, people have a tendency to work more overtime hours once they are allowed to work flexibly, compared to when they were not.