EXERCISE & Employees Who Exercise During the Workday Are More Productive & Happy

Exercising at work and self-reported work performance

by J. C. Coulson, J. McKenna and M. Field, International Journal of Workplace Health Management 09/2008; 1(3):176-197. DOI: 10.1108/17538350810926534

ABSTRACT Purpose – The purpose of this paper is to address the interplay of workplace exercising on self-reported workplace performance. Design/methodology/approach – A mixed methods design combined a randomised cross-over trial with concurrent focus groups. Three workplaces (two private companies, one public service organisation) were purposefully selected for their provision of on-site exercise facilities, size (>250 employees) and large proportion of sedentary occupations. Two mood diary questionnaires were distributed to employees exercising on-site only. Order of questionnaire completion was randomised: self-selected exercise-day (ExD) or no-exercise day (NExD) first. Exercise specifics (duration, intensity, mode) and ExD mood (pre-/post-exercise) were recorded. On NExD, mood was measured early and late in the working day. A 15-item work performance grid was completed at day-ends. Three on-site focus groups were held concurrently to explore performance-related topics. Findings – Among 201 volunteer respondents (67 per cent female, mean age 38.2 years), mood improved on ExD, pre-to-post exercise (all p<0.01). Performance indicators were higher on ExD, versus NExD (all p<0.01), independent of exercise specifics and workload. Positive changes in performance outcomes were almost exclusively linked to changes in mood. Inductive analysis of focus groups revealed 13 (of 17) themes exhibiting positive outcomes. Employee tolerance and resilience were central to the subjective findings. Research limitations/implications – The naturalistic, dual-paradigm study demonstrated that workday exercise can improve white-collar workers’ mood and self-reported performance on days when they exercise at work over days when they do not. There are clear implications not only for employee wellbeing, but also for competitive advantage and motivation by increasing opportunities for exercising at work. Originality/value – This is one of the few studies that addresses the acute effects of exercise in the workplace in the same people. Self-rated productivity effects attributable to exercising during the working day were strongly mediated by changes in mood. Statistical power is amplified within the cross-over design.

Read more at … http://blogs.hbr.org/2014/10/regular-exercise-is-part-of-your-job/

ORGANIZATIONAL CULTURE & 7 Ways You Can Impact Company Culture

1. Own your own role. First, take a good look in the mirror and ask yourself, “Am I part of the problem?” …

2. Use your influence to make things better. The true leaders at a company aren’t always the boss. Natural leaders set an example that people want to follow, so if that’s you, be a good one! …

3. Be open, transparent and fair. I have little patience for petty, backbiting office politics and social positioning, but it is inevitable that there will be people at a company who behave as if they’re still in high school. Let’s help them change. Let’s be open, transparent and fair, and people will reciprocate even if it takes them a while. …

4. Educate and train your boss. Dogs sometimes find it easy to train their owners . . . maybe we can train our bosses. I’m not saying we’re dogs, but you know what I mean. You’ll find a million supporting articles online to change culture. Check out the slideshares from Hubspot and Netflix, or the Valve Employee Handbook. …

5. Take measurements. I like measuring things, but measuring culture can be tough! This may just be a feeling you get when you walk into the office or when you know your coworkers are happy. Less whining or grumbling. …

6. Talk to HR. Give HR a shot. If anybody should know the mission and vision of the company, it’s HR. Go ask questions, find out what HR thinks about culture and how it’s communicated to employees.

7. Be patient. Everyone loves an easy answer, but great culture requires great effort and time to get just right. And frankly it’s never perfect, but we should always be working on incremental improvement….

Read more at … http://www.inc.com/ben-peterson/7-ways-you-can-impact-company-culture.html


Is college still worth it? Pew research says yes
by Don Lee, February 11, 2014, Chicago Tribune