Tim Hortons: Evaluating Workplace Safety and Wellness Program

This report evaluates Tim Hortons' workplace wellness program designed to improve employee mental health through initiatives like healthy diets. The evaluation uses questionnaires to assess program criteria and delivery, focusing on employee feedback and program effectiveness. Recommendations include incorporating mental health programs, stress-reduction activities, personal counseling, and group discussions to enhance employee engagement and program sustainability. The report suggests using feedback from employees to design specific wellness programs. Access more solved assignments and past papers on Desklib to enhance your understanding.

Running head: WORKPLACE SAFETY
Workplace safety
Name of the student:
Name of the university
Author note:

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WORKPLACE SAFETY
Evaluation:
Workplace health and wellness programs are becoming common employee benefits in
Canada the corporate wellbeing programs help people to stay motivated (Holt, & Allen,
2015).While mental health is not easily measured as physical health, it deserves equal attention
as poor mental health is associated directly with the cost of the organization (Lowensteyn e al.,
2018). Productivity loss, absentee, job abandonment and higher turnover are often linked with
poor mental health. Therefore, for workplace wellness, a health promotion program was
designed Tim Horton for well-being of the employee (Tetrick, Perrewé, & Griffin, 2017). The
purpose of the program is to improve mental health of every employee (Aderounmu et al., 2016).
In this program, Tim Horton provided every employee healthy diet such as vegetarian
food(Holt, & Allen, 2015). In order to evaluate the criteria of the program, a questionnaire can be
used where the employee will be asked to ask to answer these questions. In addition, the answers
should be yes, no, not sure. The questionnaires are the following:
1. In the past one week do you feel good after the wellbeing program?
o YES
o NO
o NOT SURE
2. In the past one month, do you feel any uncomfortable after walking to the market?
o YES
o NO

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o NOT , SURE
3. In the past weeks, do you feel fresh after walking to the market?
o YES
o NO
o NOT , SURE
4. In the past one month, do you feel fresh after consuming vegetables?
o YES
o NO
o NOT , SURE
5. In the past weeks, do you think you are feeling well after the program?
o cYES
o NO
o MAY BE
6 Do you think this wellbeing program is effective?

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o YES
o NO
o MAY BE
7. Do you think of anything better idea to improve the program for the employee?
o YES
o NO
o MAY BE
The evaluation can be done through feedback obtained from the employees which will be
analyzed and based on the score for individual questions specific well ness programs will be
designed. Thus, by analyzing the feedback it can be determined where the program is
effective or not.
Recommendations for the wellbeing program:
The delivery can be assessed by similar kind of checklist questionnaire where the
efficiency can be by asking questions to the employee about their feedback of the program and
about their improvement from the program (Tetrick, Perrewé, & Griffin, 2017).
However, there are certain recommendation can be given be for sustaining the program and
employee engagement.

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 In order to sustain program apart from healthy nutrition, mental health program can be
designed for taking care of their mental health (Aderounmu et al., 2016).
 The employees can be engaged by a weekly program for stress buster and job burnout.
 Employee engagement can be improved by providing them education about the need of
the program and other side activities such as music therapies or games can be arranged
for the employee for the mental wellbeing of the employee (Tetrick, Perrewé, &
Griffin, 2017)
 A personal counselor can be appointed for the evaluating mental state of the employees
and how the program influences the employee.
 Group discussion session can be arranged for employee so that they can share about their
problem with each other, which will strengthen the relationship.

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References:
Aderounmu, A., Rouse, M. J., Burke, S., Tembo, R. T., Yaquian, E. M., Sarma, S., & Zaric, G.
S. (2016). How effective is a workplace wellness program in reducing prescription drug
expenditures in canada?. Value in Health, 19(3), A269-A270.
Holt, A. S. J., & Allen, J. (2015). Principles of health and safety at work. Routledge.
Lowensteyn, I., Berberian, V., Belisle, P., DaCosta, D., Joseph, L., & Grover, S. A. (2018). The
Measurable Benefits of a Workplace Wellness Program in Canada. Journal of
occupational and environmental medicine, 60(3), 211-216.
Mattke, S., Kapinos, K., Caloyeras, J. P., Taylor, E. A., Batorsky, B., Liu, H., ... & Newberry, S.
(2014). Workplace Wellness Programs. Services Offered, Participation, & Incentives,
2014.
Tetrick, L. E., Perrewé, P. L., & Griffin, M. (2017). Employee work-related health, stress, and
safety. In Handbook of employee selection (pp. 530-553). Routledge.