Workplace Wellness Program Management for Nike Inc.

This article discusses the need for a wellness program in Nike Inc., the proposed strategy, program content, and training design and delivery. It also highlights the benefits of the program for the organization and its employees.

Running head: WORKPLACE WELLNESS PROGRAM MANAGEMENT
WORKPLACE WELLNESS PROGRAM MANAGEMENT
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Background
Nike is formerly known as the Blue Ribbon Sports, it is an American sportswear
company, and it is headquartered in Beaverton, Oregon. Bill Bowerman founded it in 1964, they
opened the first retail outlet in 1966 and 1972, and they launched the Nike brand shoe. In 1978,
the company was renamed as Nike and was established in public after two years. In the early 21st
century, Nike had the retail outlets and their distributors in more than the 170 countries. Since
1980, Nike has steadily expanded its business forms and expanded the product line through the
numerous acquisitions involving the shoe companies. In 1996, the company created Nike ACG
through which the market products for the extreme sports like the snowboarding and the
mountain biking.
Nike Inc.’s organisational culture supports business resilience and business capability.
The organizational culture refers to the combination of the habits, values, the traditions and the
behavioural expectations among the employees of the organization. The employees of the Nike
are provided with the set of instructions, the rules and the expectations regarding their job by
considering the relations with the employees and with the other employees. This approach of the
company ensures that Nike maintains the corporate culture that contributes to the success of the
business. Nike is one of the giants in the global business of the athletic shoe and the apparel and
the equipment market. The company also continues its policy, strategies for promoting the
organizational culture, which reinforces the business resilience and the competencies.
Nike has a clear business strategy and the specific goals they want to accomplish. Their
main business strategy is to bring innovations into their production process. The company uses
these innovations for becoming one of the sustainable company in the business market. Nike has

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already established its brand in the global market and is also looking for global stores on the
same page for dealing with sustainable issues.
The proposed strategy for the wellness programs for Nike is to bring the emotional
attachment of the employees towards their job, social connections, personal wellbeing and the
supportive culture in the organization. The wellness program will include the following steps that
are assessing the health care facilities for employees like Biometric screening, health
assessments, providing wellness coaching and the on-site medical clinics, discounting the
prescription prices, improving the medical health and the accessories for staying healthy,
preventing illness (Ward, 2017).
Need analysis
There is the need of the wellness program in Nike Inc. as being the global company; the
employee needs to be motivated and aware of their health.
The gaps that have been identified in the wellness programs is that from 30 years of
evaluating the dozens of the program, and it has also become impossible for getting the large
groups of the employees to reach and maintain the healthy body weight. The various cultural
factors have caused the obesity epidemic and helping the employees in losing weight have
almost become impossible in the wellness programs. The research studies also suggest that the
wellness programs are not effective in helping people to lose weight through the wellness
program (Rabarison et al., 2017).
The need for the wellness program for the organization is that by the introduction of the
wellness program, Nike will be able to engage their employee and retain them. The organization
will also able to reduce the absenteeism, and the programs will help to sustain the employee

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morale. The employees will be benefited in various ways through this program like improving
their health risks, reducing elevated health risks and other. The employers in the organization
will more enthusiastically do the tasks, and this will also increase the productivity of the
organization.
Program content
The program content will be established by following the certain steps that are
conducting assignments, obtaining management support, establishing the wellness committee,
developing certain goals and objectives, establishing a budget, designing the wellness program
components and selecting the incentive or rewards through this program (Dement et al., 2015).
The wellness programs will improve the health behaviours; this will reduce the elevated health
risks, this wellness program is also required for the employees to reduce their health care cost,
these programs also maintain employee engagement and improves the productivity of the
organization. There is also the need of the wellness programs for improving the employee
recruitment and employee retention. This program will be beneficial for the organization to
maintain the healthy culture, and as Nike is one of the major company, the employee retention is
essential for them, and this will bring an increase in the production process for the organization
(Huang et al., 2016).
This program will make the company maintain health awareness programs, installing the
gym onsite, hiring the full-time wellness coach, and implementing the non-smoking policy and
the walking program, which will make the huge difference for the employee’s health. This
initiative will encourage the employees and are need to be adopted by the organization (Pronk,
2014).

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Training design and delivery
The training objectives of this wellness program are that the main goals of implementing
the employee wellness programs are to encourage the employees down the path to the healthier
lifestyle, containing the company’s healthcare cost, increasing the employee satisfaction and
engagement, boosting up the company’s loyalty and attracting the best talent.
The three training methods that are designed for the employees are: On the job training,
Off the job training and technology-based training methods are:
On the job training: In this training method, the employees are given some kinds of instructions
or advice from the experienced employees by the supervisor. Most of the training includes
certain crafts, technical areas or trades. This training method is one of the cost-effective methods,
and it assumes less amount of time. The employees are able to learn the maximum part of the
rules and the regulations regarding the job.
Off job training: In this training method, the employees are required their entire working time for
getting the essential training required in their Job and the employee generally arranges this type
of training. This training method follows the lectures or the classroom method, conference
method, programmed instructions and other.
Technology-based training: the technology-based training method is based on the application of
computers that involves web based, internet and CD-based training. This training method
enhances the retention rate of the employees, causes a faster learning rate, current content
availability, greater learning facility and other (Pitt-Catsouphes, James & Matz-Costa, 2015).
The adult learning principles include becoming self-directed, bringing the lifetime of the
knowledge and experiences for the training, they want the training to be relevant and the task-

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oriented, they need to be motivated while learning and the adult learners also like to be respected
(Park & Rider, 2018).
The training program needs to be relevant as per the needs of the adult learners as they want the
most updated and the relevant training.
The adult learners need to be respected during the health care training process (Hall et al., 207).

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References
Dement, J. M., Epling, C., Joyner, J., & Cavanaugh, K. (2015). Impacts of workplace health
promotion and wellness programs on health care utilization and costs: results from an
academic workplace. Journal of occupational and environmental medicine, 57(11), 1159-
1169.
Hall, J. L., Kelly, K. M., Burmeister, L. F., & Merchant, J. A. (2017). Workforce characteristics
and attitudes regarding participation in Worksite Wellness Programs. American Journal
of Health Promotion, 31(5), 391-400.
Huang, H., Mattke, S., Batorsky, B., Miles, J., Liu, H., & Taylor, E. (2016). Incentives, program
configuration, and employee uptake of workplace wellness programs. Journal of
occupational and environmental medicine, 58(1), 30-34.
Park, J., & Rider, T. R. (2018, September). Facilitating the WELL Building Standard through
Wellness Programs in the Workplace. In ARCC Conference Repository.
Pitt-Catsouphes, M., James, J. B., & Matz-Costa, C. (2015). Workplace-based health and
wellness programs: the intersection of aging, work, and health. The Gerontologist, 55(2),
262-270.
Pronk, N. P. (2014). Placing workplace wellness in proper context: value beyond
money. Preventing chronic disease, 11.
Rabarison, K. M., Lang, J. E., Bish, C. L., Bird, M., & Massoudi, M. S. (2017). A Simple
Method to Estimate the Impact of a Workplace Wellness Program on Absenteeism
Cost. American journal of health promotion: AJHP, 31(5), 454-455.

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Ward, G. (2017). Calculating ROI: Measuring the Benefits of Workplace Financial
Wellness. Pension Section, 24.