The Final research report **7500words + reflective report 1000words *******follow the report Description (PPT in the attachment ) and the tables of contents

********Put Reflective report at the end as Appendices
********at least 50 reference
**** the recommendation should be purpose from the findings and results

The research question and objective I have advised after Professor advice.
How effective ways to improve employees’ health awareness which benefit their work?

Research Objective
– To establish a dietary improvement procedure for the staff at The World Harvest International Company Limited that contains all nutritional requirements.
– To establish better employee benefits packages for employees rather than an unlimited supply of snacks.
– To develop a management approach towards the handling of the entire situation including attitudes and opinions.

ANSWER

 

 

Abstract

Nutritional research indicates a clear correlation between dietary behaviour and a wide range of chronic diseases, obesity, and being overweight. This research project examines such nutritional and dietary pattern behaviours amongst the employees of World Harvest International and develops recommendations towards better standards in the workplace. It follows evidence put forward by health practitioners and derived from empirical and theoretical reviews of the Workplace Health Model on the amounts of nutrients required by the body each day. It also attempts to develop a better strategy regarding employee benefits for the client company beyond the offers of unlimited snacks to their employees. Proper management improves the workforce’s health and help avoid known chronic illnesses, obesity, and being overweight. In attaining these aims and objectives, the research project adopts a pragmatic research philosophy and the causal-comparative experimental research strategy to establish the cause-effect relationship between employee snack benefits at World Harvest International and dietary complications such as being overweight and obese. This research project follows a descriptive research survey design comprising a collection of information from groups of people through interviews and semi-structured questionnaires. The research project finds factors that show a significant correlation to obesity included age, snack eating frequency, types of snacks eaten, and physical activity level, as they all meet the p-value criteria of p ≤0.05. This research project finds a significant and strong correlation between the foods/snacks taken and BMI. This research project’s hypothesis has not been rejected as the p-value is 0.000 and a correlation of 0.047≤0.05. This research project concludes that easy accessibility of unhealthy snacks coupled with increased snacking frequencies and physical inactivity increase health risks including higher susceptibility to gaining unhealthy weight thus becoming overweight and later on obese. It recommends expanding the segmentation by adding a healthy snacks section and introducing its wellness and physical exercise program.

 

 

TABLE OF CONTENTS

Abstract i

TABLE OF CONTENTS. ii

LIST OF FIGURES. v

LIST OF TABLES. vi

CHAPTER ONE.. 1

INTRODUCTION.. 1

1.1.     Historical Background. 1

1.2.     Research Aims. 2

1.3.     Research Question. 2

1.4.     Research Objectives. 2

1.5.     Research Hypothesis. 2

1.6.     Research Structure. 2

1.6.1.      Route Map. 3

Figure 1: Research Route Map. 3

CHAPTER TWO.. 4

LITERATURE REVIEW… 4

2.1.     Introduction. 4

2.2.     Theoretical Review.. 4

2.2.1.      The Workplace Health Model 4

2.3.     Empirical Review Definition. 6

2.3.1.      Empirical Review.. 6

CHAPTER THREE.. 11

METHODOLOGY.. 11

3.1.     Research Assumptions & Philosophies. 11

3.2.     Research Strategies. 11

3.3.     Research Design. 12

3.3.1.      Data Collection Methods. 12

3.3.2.      Sample Size and Sampling Technique. 13

3.3.3.      Data Analysis and Presentation. 13

3.3.4.      Research Project Risks/Limitations. 14

3.3.5.      Research Ethics. 14

3.4.     Research Project Implementation. 15

3.4.1.      Timescale and Timelines. 15

Table 1: Research Project Gantt Chart 16

3.4.2.      Milestones. 16

Table 2: Research Proposal Milestones. 17

3.4.3.      Human and Material Resources. 17

3.4.4.      Preliminary Quotation and Budgeting. 18

Table 3: Research Project Budget 18

CHAPTER FOUR.. 19

RESULTS & FINDINGS. 19

3.1.     Response Rate. 19

Table 4: Response Rate. 19

Figure 2: Response Rate. 19

3.2.     Research Results. 20

Table 5: Gender. 20

Figure 3: Gender Results. 20

Table 6: Results 2. 21

Figure 4: Results 2. 21

Table 7: Results 3. 22

Figure 5: Results 3. 22

Table 8: Results 4. 22

Figure 6: Results 4. 23

Table 9: p-Value. 23

Table 10: Hypothesis Testing. 24

Table 11: Hypothesis Testing. 24

3.3.     Research Findings and Discussion. 24

CHAPTER FIVE.. 26

CONCLUSION & RECOMMENDATION.. 26

5.1.     Conclusion. 26

5.2.     Recommendations. 26

Reflective Report 29

REFERENCES. 32

APPENDIX I: WORKPLACE HEALTH MODEL.. 37

APPENDIX II: QUESTIONNAIRE AND INTERVIEW GUIDE.. 38

 

 

LIST OF FIGURES

Figure 1: Research Route Map. 9

Figure 2: Response Rate. 27

Figure 3: Gender Results. 27

Figure 4: Results 2. 28

Figure 5: Results 3. 29

Figure 6: Results 4. 30

 

 

LIST OF TABLES

Table 1: Research Project Gantt Chart 23

Table 2: Research Proposal Milestones. 24

Table 3: Research Project Budget 25

Table 4: Response Rate. 26

Table 5: Gender. 27

Table 6: Results 2. 28

Table 7: Results 3. 29

Table 8: Results 4. 29

Table 9: p-Value. 30

Table 10: Hypothesis Testing. 31

Table 11: Hypothesis Testing. 31

 

 

CHAPTER ONE

INTRODUCTION

1.1. Historical Background

The World Harvest International Company Limited is a trading company based in Hong Kong and has been operational for 15 years. The company also runs an e-commerce platform for its products and a good number of physical stores in malls around the urban centres. The company trades snack food from Japan, Korea, Thailand, and Hong Kong to a wide range of consumers with an affliction to Asian snacks, particularly tourists in Hong Kong (WHI, 2020). Other products that the company trades are frozen fast foods such as chicken wings, pork, and beef from other countries within the region. Because of the industry background of snack foods, the company provides good employee benefits for staff that comprises an unlimited supply of soft drinks, juices, and coffee, plenty of snack samples after receiving them from supplies which are free for distribution among employees after tasting. These benefits are proving to be disadvantageous where there are cases of employees becoming overweight and later obese from the consumption of sugary foods that exceed the dietary limit. The company, therefore, identifies this as a problem (WHI, 2020).

AS Consultancy Group has more than 20 years of experience in formulating recommendations, developing this proposal, and determining the best cause of action. AS Consultancy Group recognition from the perspective of employees, it is very important to provide employees with a positive work culture and a sense of belonging by having a healthy style and caring work environment. Thereby this research project can also enhance the company’s effectiveness and employees’ sense of belonging. The correlation and effects of workplace nutrition and employee productivity are undeniable. With healthy lifestyles, including nutrition patterns, susceptibilities to chronic illnesses reduce, which maximises employee engagement and productivity in the workplace and vice versa. According to Grimani et al. (2019), the continued physical inactivity and unhealthy eating behaviours contribute highly to economic burdens consisting of lost productivity. Decreasing employee productivity is derived from absenteeism from work, probably due to illness or a disability, and presenteeism, which involves working extra hours than required to compensate for lost time or unproductive moments (Grimani, et al., 2019). The AS Consultancy Group will ensure to provide recommendations that promote health, creating a supportive environment that improves and does not rid of the employee benefit of unlimited snack access.

1.2. Research Aims

Conducting this research project aims to provide an evidence-based analysis of the main problem experienced among the employees at World Harvest International Limited and provide the most appropriate and informed recommendations. Achieving this aim will be done by testing the hypothesis and theory that the company’s deficient nutrition, including easy availability of unhealthy snacks described in their employee benefits package, makes them susceptible to health risks such as becoming overweight and obese. The results and findings will enable deriving a healthy and improved dietary procedure for the staff, which will translate into improving workplace health protection and promotion (Quintiliani, et al., 2010).

1.3. Research Question

• What are the effective ways to improve employees’ health awareness which benefit their work?

1.4. Research Objectives

• Primary Objective

• To establish a dietary improvement procedure for the staff at The World Harvest International Company Limited that contains all nutritional requirements.
  • Secondary Objectives
• To establish better employee benefits packages for employees rather than an unlimited supply of snacks.
• To develop a management approach towards the handling of the entire situation, including attitudes and opinions.

1.5. Research Hypothesis

There is a significant relationship between the company’s employee benefits of an unlimited supply of snacks, especially sugary foods, and employees increased health risks, including causing them to be overweight and obese.

1.6. Research Structure

This research project is divided into 5 chapters. Chapter 1 introduces the primary issue presented at the World Harvest International Limited and provides a background for the entire research project. It establishes the main research question, objectives, aims, and hypothesis. Chapter 2 conducts a comprehensive literature review, including a theoretical and empirical foundation. This chapter uses the Workplace Health Model to provide the theoretical foundation. The chapter provides a basis for making informed and evidence-based recommendations based on the results and theoretical principles provided. Chapter 3 discusses the project research methodology integrated identifying the research design, philosophy, strategy, and data collection methods. Chapter 4 provides the results acquired from SPSS (Statistical Package for Social Sciences) descriptive analysis and findings presented in both quantitative and qualitative forms. Finally, Chapter 5 concludes this research project by establishing the preliminary concluding remarks and recommendations on the way forward for World Harvest International Limited to address the problem effectively.

1.6.1.      Route Map

Figure 1: Research Route Map

 

 

 

CHAPTER TWO

LITERATURE REVIEW

2.1. Introduction  

This chapter conducts a comprehensive literature review. It is divided into two sections: theoretical and empirical review. The theoretical review consists of the analysis of theories and models related to this topic. The chosen model under evaluation includes the Workplace Health Model. The empirical review summarises and compares other scholarly sources on the subject of nutrition in the workplace, establishing previously gathered results, findings, conclusions, and recommendations.

2.2. Theoretical Review

Theoretical review in research helps a researcher establish what existing theories exist regarding the topic under study. Moreover, it enables to establish the correlations between approaches, the extent of these theories being investigated, and help develop new hypotheses to be tested. Theoretical review in this study will provide the models or theories expressed by experts, which one can draw upon when analysing data and developing evidence-based recommendations (Kivunja, 2018).

2.2.1.      The Workplace Health Model

The Workplace Health Model is a systematic framework developed providing steps and procedures for creating a workplace health promotion program and protection strategies. The model ensures to address work-related physical and psychosocial vulnerabilities, supports healthy behaviours and ensures to address broader socio-environmental health determinants. According to the WHO (2020), a healthy workplace is a place where managers and employees work together to create and use a continuous improvement process that aims to protect and promote health, safety, and wellbeing for all staff, as well as create workplace sustainability (WHO, 2020). Workplace sustainability can be attained by considering the health and safety concerns in the physical workplace setting and milieu and wellbeing concerns in the psychosocial working milieu, including the organisational culture and work organisation. In addition, workplace sustainability is best attained by ensuring access to personal health resources in the workplace setting, including support, encouragement and education of healthy lifestyles. Finally, a company can participate in the community as a means of improving employee health, that of their families and the community (Fertman, 2015).

According to the CDC Workplace Health Model (2016), a workplace is a crucial setting that can help in health promotion and protection, as an average working person who works full-time spends more than a third of their days and five days of their weeks in the workplace (CDC, 2016). Moreover, according to Gettysburg College (2021), an average working person spends 90,000 hours at work throughout their lifetime, equivalent to 10 years and a third of their life. The reason for providing these statistics is to show that a person’s job substantially and highly impacts their life quality, as they spend a lot of time in the office, which can affect one’s wellbeing, general happiness and life outcomes (Gettysgurg, 2021). Spending one’s third of their lives in the workplace should include working in safe and healthy environments physically, psychologically, socially, emotionally, culturally, and environmentally. Employers are responsible for providing safe and hazard-free workplaces, including providing opportunities and resources that protect, promote and support individual health fostering a healthy working environment (CDC, 2016).

Therefore, according to the workplace health model, workplace health programs include wellness programs and employee-centred culture, providing promotive, protective and supportive healthy working environments, resources, and opportunities. Program components include providing health education lessons and awareness, access to fitness facilities, creating company policies that promote safety and healthy behaviours such as drug-free zones or healthy eating snacks among World Harvest International Limited company, providing employees health insurance coverage with regular screening and a general working environment that is safe, proving healthy food access and availability through the cafeteria or vending machines (Burke & Richardsen, 2019). Adopting healthy workplace programs leads to changes at the individual and organisational levels. Individually, health programs maximise an employee’s health, reduce health risks of diseases such as obesity, and improve productivity. Health programs impact areas such as healthcare costs, reduces absenteeism, influences positive productivity, and impacts employee morale at the organisation level (Hesketh & Cooper, 2019).

The justification for choosing the workplace health model is because it encompasses the independent and dependent variables of the current research project, addressing the research question fully as well as the research objectives.  The research question seeks to establish effective ways of improving employee health awareness, which are listed above from the model. The model acknowledges the significant and robust relationship between workplace nutrition and dietary behaviours with their health risks and shows the importance of managers and business owners in developing healthy working environments.

2.3. Empirical Review Definition  

An empirical review focuses on already conducted research providing already observed and measured aspects and phenomena in a specific topic. It helps derive knowledge from actual experiences and already conducted research providing a practical influence that supplements theoretical foundations and models (Jasti & Kodali, 2014).

2.3.1.      Empirical Review

A systematic review study conducted by Cowbrough & Gardner (2016) on “Nutrition at work” among 54 articles found that consequences of poor diet and unhealthy nutrition among employees are adverse, negatively impacting the health of employees, employers and the overall corporate productivity and performance (Cowbrough & Gardner, 2016). Obese employees are more likely to suffer from more sickness and absenteeism from work. Moreover, the higher the sickness rates, the higher its impact on employee presenteeism, absenteeism and work productivity (Cowbrough & Gardner, 2016). According to the study, four articles provided a strong and significant relationship between body weight issues and illnesses with employee sickness absence. The association was expressed by the correlation between an employee’s BMI and the number of days dismissed from work due to sickness absence, with obesity being a health risk for short-term and long-term absenteeism. Therefore, to address this public health issue, workplaces must create a working environment with good nutrition, healthy weight and behaviours with interventions such as nutrition interventions with a positive impact on employees’ health and business factors of absenteeism, sickness absence, presenteeism and productivity (Cowbrough & Gardner, 2016).

Snacking in the workplace is a standard and widespread behaviour among many employees prevalent in the work setting than at home. According to Sonnentag et al. (2017), snacking frequency and consumption of unhealthy snacks is associated with obesity and health-related problems (Sonnentag, et al., 2017). The authors conducted a daily survey study where they examined healthy and unhealthy snacking predictors. The proximal predictors examined were food-choice motives, which could be health or affect regulation motives and distal predictors examined included organisational eating climate, emotional eating and work demand self-control. The study showed that factors the predicted what employees wanted to eat and what they actually ate at the workplace included individual, organisational and situational factors. In addition to individual characteristics, employee relations, perception of the organisation and work experiences influenced their food motives and snacking behaviour. Hence, situational and organisational factors shaped and influenced personal eating behaviours (Sonnentag, et al., 2017).

A systematic review including 39 randomised controlled trials conducted by Grimani et al. (2019) on “Effectiveness of workplace nutrition and physical interventions” found similar findings that health promotion efforts and programs positively influence work-related outcomes such as absenteeism.  The study argued that a healthy lifestyle plays a crucial role in preventing premature deaths, the development of chronic illnesses, productivity losses and socioeconomic concerns. The authors argued that physical inactivity and unhealthy eating habits were responsible for numerous economic hurdles and burdens such as lost productivity sourced from absenteeism and presenteeism (Grimani, et al., 2019). Achtziger et al. (2019) conducted an experimental study that compared the “Effects of financial incentives and implementation intention on unhealthy employee snacking behaviour.” They found that the global shift in dietary patterns where employees consumed energy-dense foods coupled with less or no physical activity due to sedentary lifestyles led to increased weight issues such as being overweight and obese. They recommend identifying evidence-based interventions to address the problem, including approaches that change unhealthy eating behaviour, those approaches that help control unwanted behaviours and self-regulation behaviour changing practices (Achtziger, et al., 2019). When establishing factors that influenced food choices and calorie intake, the authors found that employees presented with financial incentives for choosing healthy instead of unhealthy foods and snacks redeemed their vouchers for fruits. According to the authors, the most effective promotion strategies involve integrating financial incentives and implementation intentions.

A report produced by the International Labour Organization (2015) on “Poor workplace nutrition” found that poor diet on the job caused a 20% loss of productivity either due to malnutrition or excess weight and obesity, afflicting about a billion people mainly in industrialised and developed economies (Wanjek, 2015). The report showed that having poor meals programs and poor nutrition in the workplace presented susceptibility to workplace issues such as employee morale, safety, productivity, long-term workers’ and nations’ health. Nonetheless, the study found that having better and healthy nutrition positively influenced the workplace. It raised employee productivity rates, and healthy meal programs prevented health risks of micronutrient deficiencies or the development of chronic illnesses such as obesity (Wanjek, 2015). It enabled reduce sick absenteeism and accidents related to weight issues and obesity. Other findings in the report included iron deficiency in Southeast Asia accounting for lost productivity equivalent to $5 billion, obesity accounting for 2%-7% of health costs mostly among workers in wealthy nations and the amount for costs of obesity, paid sick leaves and other necessary payments accounting for $12.7 billion (Wanjek, 2015).

Charoenbut et al. (2018) conducted a descriptive study on “Workplace and individual factors influencing eating practices” among 26 Thai factories and 950 employees. They found that promoting healthy eating patterns and practices efficiently reduced the morbidity burden in the working population. They found that interactions between workplace nutrition and canteen management’s attitudes regarding worker’s diet highly influenced eating practices. Moreover, they recommended nutrition promotion in the workplace, offering employees healthy food options and supporting a healthy nutrition environment (Charoenbut, et al., 2018). In a study conducted by Steny et al. (2009) on “Nutrition interventions in the workplace” in a systematic review found that multiple workplace interventions show significant improvements in employees’ health and behaviours (Steyn, et al., 2009). However, they caution on developing health promotion programs and interventions based on existing evidence of the best practices. The study reviewed 41 workplace interventions that were systemically designed to improve dietary habits such as increasing fruits, vegetables and physical activity approaches and those that reduced fat intake or prevented obesity. Others included interventions targeting awareness, education, knowledge and attitudes changes towards nutrition and self-efficacy improvement; and those that targeted changes in social norms, policy, consumer behaviour and physical environment health. Out of the 41, 5 studies provided the best approaches to behavioural outcome changes, including those focused on personalised feedback, snack pricing strategies, educational approaches, and training programs for catering staff (Steyn, et al., 2009).

When establishing the effectiveness of workplace health interventions, Maes et al. (2012), through a systematic review, found that workplace health interventions had moderate effects on diets when adopted. Among the 17 studies and health interventions reviewed, eight were educationally based. One was adopted on worksite environmental change, and the remaining 8 adopted a combination of education-based and onsite implementation (Maes, et al., 2012). When rated as strong, moderate, and weak, none were found to possess the strong quality rate; 7 met the criteria for moderate quality. Out of the 13 that focused on nutrition and physical activity, 10 were rated as weak, and 3 rated as having moderate quality. The authors recommended using more vital adherence and establishing quality criteria to identify the effects of workplace health promotion interventions (Maes, et al., 2012).

Nevertheless, in another study conducted by Quintiliani et al. (2010) on “Healthy eating strategies in the workplace,” they found that numerous literature that established the effectiveness and efficacy of workplace health promotion programs have been documented showing effectiveness (Quintiliani, et al., 2010). Some of the most adopted programs include approaches of improving workplace dietary habits with initiatives such as adding fruits and vegetables in the snacks while reducing fat and red meat intake, tailored interventions promoting dietary changes on individual levels such as motivational interviewing through telephone, a lifestyle intervention program through email and 4-months follow up initiatives. Other efficient and effective interventions include conducting onsite environmental changes that promote dietary changes while increasing access to healthy foods and snacks, reducing food prices in the vending machines (Quintiliani, et al., 2010).

The involvement of workplace management is crucial in creating a healthy working environment. A systematic review study conducted by Whitehead (2006) found that managers in the workplace ought to initiate and promote radical healthcare reforms (Whitehead, 2006). This is because developing sustainable health promotion strategies and organisation-wide healthy workplace policies represented the most effective ways for them and the organisation to benefit directly from the desirable and elevated outcomes derived from creating and maintaining a healthy workforce. Like previous studies, this study found that healthy workplaces were essential not only to employees but also to organisations. The author found that investing in workplace health protection and promotion translated to a motivated workforce with raised morale, reduced absenteeism, decreased personal welfare problems, reduced organisational disputes, enhanced general efficiency and improved corporate performance and public image (Whitehead, 2006).

The above literature review presents two significant findings. Primarily, all studies and authors agree that poor nutrition in the workplace has detrimental effects on employee’s health and wellbeing as well as the performance and productivity of the company. Secondly, even though some studies show the effectiveness of workplace health promotion and prevention strategies, some authors such as (Maes, et al., 2012) argue that none of these health promotion strategies have strong positive effects on diet changes but only have moderately positive effects. Hence, a combination of techniques and approaches can be used.

 

 

CHAPTER THREE

METHODOLOGY

3.1. Research Assumptions & Philosophies

Research philosophies form the basis for researchers to identify the research strategies, data collection, processing and analysing methods (Baškarada & Koronios, 2018). Research philosophies inform about the philosophical assumption researchers have about the world and ways to follow when studying a situation or phenomenon (Tombs & Pugsley, 2020). The chosen research philosophy, together with research traditions and beliefs, reflects the assumptions a researcher has about the world, hence shaping their decisions throughout the research process (Creswell & Poth, 2018). According to Ahmadi (2019), a research philosophy possesses a cluster of guiding principles and assumptions, provides a specified approach to conduct research, providing what should be studied, how a researcher can investigate a problem and how to interpret results (Ahmadi, 2019).

This research project adopts a pragmatic research philosophy that deals with facts, claims that a research problem determines a research philosophy, and practical results are crucially important (Salkind, 2010). Pragmatic research philosophy does not belong to any philosophical system or reality. Researchers have the freedom to choose the most preferred research methods, techniques and procedures that meet the specified research aims (Žukauskas, et al., 2018). Pragmatic research philosophy assumes that the world can be changed through reason and action, emphasising the role of a researcher in creating theoretical foundations and data. It allows for using the mixed methodology of quantitative and qualitative research to interpret subjectively and objectively (Ahmadi, 2019).

3.2. Research Strategies

A research strategy or research methodology guides and species the specific procedures and techniques a researcher uses in identifying, selecting, analysing and presenting necessary information and data on a particular issue under study and research (Johannesson & Perjons, 2014). This research project adopts a causal-comparative experimental research strategy or what researchers refer to as quasi-experimental research. The idea is to establish the cause-effect relationship between employee snack benefits at World Harvest International and dietary complications such as being overweight and obese. The benefits of using this research strategy include being more feasible, easy to conduct due to greater accessibility of participants, and less expensive. This research strategy is beneficial in determining what the best solution/treatment for a population under study is. Moreover, it provides greater external validity, meaning the findings and results can be generalised in other situations, settings, and populations. The design is flexible, allowing the use of various variable approaches (Grabbe, 2015). According to Sharma (2019), quasi seeks to indicate similarity, whereby two experimental groups are required, namely the experiment group and the control group. While using this experimental research strategy, an independent variable, which in this case is the accessibility of employee snacks, is manipulated. Still, when assigning participants in either group, it is not randomly done (Sharma, 2019).

3.3. Research Design

A research design is a general strategy that a researcher chooses to identify the research methods and techniques to be integrated (Creswell, 2014). This research project follows a descriptive research survey design comprising a collection of information from groups of people through methods like interviews and questionnaires. A descriptive research design seeks to describe phenomena or population accurately and systematically, answering the what, when, where, and how questions but not the why (Locklear, 2012). In this case, this research design will help answer the question, “What are the effective ways to improve employees’ health awareness which benefit their work?” The justification for using this research design is because it enables the research of identifying characteristics or variables that show a significant correlation to obesity, frequencies of problem reoccurrences, trends and categories (Sileyew, 2019). The descriptive research design will mainly help collect, analyse, interpret, and present the quantitative data acquired from the semi-structured questionnaires to be disseminated and filled by respondents after the three-month experiment (Miksza & Elpus, 2018).

3.3.1.      Data Collection Methods

Data that is collected is both primary and secondary. Primary data emanates from the employees at the company as well as management and is designed to find the figures as they are. For example, a questionnaire will attempt to determine how much sugary foods an employee at one of the retail stores consumes daily. Secondary data will be used in an analysis to offer peer-reviewed nutritional assessments of the research (Surbhi, 2020). This research project used semi-structured questionnaires and interviews as primary data collection techniques. The justification for using questionnaires was the lower costs of sampling participants and respondents over a wide area, requiring less time to collect data (Kabir, 2016). The justification for using interviews was due to its adaptability benefits, as it is easy for an interviewer to follow up with respondents for added and deeper information, and there is an opportunity to build rapport with participants, which makes it easier to obtain more information as well (Rose, et al., 2019). Fifty semi-structured questionnaires were self-administered to the company’s offices and picked after three months. Interviews were also conducted among five executive managers and ten employees using a similar interview guide.

3.3.2.      Sample Size and Sampling Technique

According to Creswell & Creswell (2017), participants in quasi-experiments are not randomly assigned into research groups (Creswell & Creswell, 2017). Hence, in this study, WHI employees and management were used, having formed an already natural group. WHI staff (employees and management) were chosen as they are the most affected groups. Moreover, two groups are required using the causal-comparative research design: the experimental and controlled group to ensure an effective and unbiased comparison of effects (Maciejewski, 2018). The quasi-experiment targeted 50 participants from the company wherein N=32 was assigned to the experiment group, and N=18 was assigned to the control group and followed for three months. The experiment group was allowed to continue with a normal and unlimited snack supply. The control group was provided with healthy diet snacks, enrolled in an office physical activity program, and their health monitored by nutritionists. The participants were selected through the propensity score matching technique, which involved observing characteristics, thus predicting their participation likelihood in either group (White & Sabarwal, 2014). For instance, those employees that were in the overweight BMI range (25≥30) were assigned to the control group, while those in the normal BMI range (18.5≤25) were assigned to the experiment group (CDC, 2020).

3.3.3.      Data Analysis and Presentation

Data analysis involves cleaning, transforming, modeling and coding of acquired data with the aim of discovering useful information necessary for making informed decisions (Hagger-Johnson, 2014). Data analysis applies a systematic statistical and logical technique to illustrate the relationships identified in the data. Charts, tables and figures will be used to interpret the data collected. The sample size of 50 was calculated using SPSS (Statistical Package for Social Sciences) software using propositional overweight/obesity as 30%, 95% confidence interval, and 5% margin error.

3.3.4.      Research Project Risks/Limitations

The successful completion of any research project is subject to various risks and limitations. For instance, a possible risk is experienced in maintaining the projected budget, ensuring not to go over the budget and resources. This risk can be addressed by ensuring effective project budget management as well as effective resource plan management whereby using the Microsoft Project software; one can allocate, level, track, and manage all resources (Watt, 2014). Secondly, a methodological risk and limitation are inevitable, in that the use of semi-structured questionnaires may prompt the providence of false information or limited response. When a company is approached by a person requiring confidential information on a delicate matter, such as in this case measuring employee’s health and BMI, they may be hesitant as they cannot provide personal and inhouse information. Moreover, using interviews as a data collection method is also subject to similar limitations. Respondents may refuse to provide all useful information or act differently because they know they are being observed. Therefore, addressing this limitation will involve visiting the study area, convincing and assuring the participants that the information shared will serve academic purposes only and that their privacy, confidentiality, and consent would be respected.

3.3.5.      Research Ethics

Ethics in research provide guidelines for conducting a research project responsibly. Guiding ethical principles adopted in this research project include integrating honesty in data, results, methods, and procedures reporting (Resnik, 2020). Fabricating, falsifying, and misinterpreting data is dishonest and unethical. Second, the objectivity principle is upheld to avoid biases in experimental designs, data analysis, and interpretation. Third, regarding participants and respondents, principles such as confidentiality, human subject protection, respect, providing consent, and voluntary involvement were upheld during data collection. Research ethics are essential in every research project as they provide norms that ensure the prevalence of truth in knowledge dissemination and error avoidance, such as prohibiting data falsification. For instance, in such a delicate subject that deals with human life, health, and wellbeing, it is vital that data and information provided do not present errors or false recommendations as they would affect people’s lives, causing adverse repercussions, which is unethical for a researcher. Research ethics promote truth and minimize errors. Moreover, since research involves collaborative work, it becomes vital to build rapport, trust, fairness, and accountability (Resnik, 2020). All these aspects were considered while conducting this research project, especially during data collection, analysis, and interpretation.

3.4. Research Project Implementation

A project has four primary stages, including the onset and mapping of the project, which consists of project planning, followed by project build-up, which establishes how the project should be going, such as assembling the team, creating schedules and making time estimates (HBR, 2016). These steps are followed by the actual implementation and execution of the project, which involves getting the work actually done and turning the vision into reality, which is followed by the project end. Once it is completed, all research project objectives are attained and deliverables provided (HBR, 2016).

3.4.1.      Timescale and Timelines

The timeline illustrates the chronological order of events to be followed in the implementation of this research while at the same time indicating the amount of time required to achieve the objectives of this research (Flick, 2015).

Table 1: Research Project Gantt Chart

3.4.2.      Milestones

Milestone	Timeline	Overview	Description
Research Proposal	2 Weeks	Introduce the research project to the team and develop research goals, milestones and timelines.	The proposal is expected to contain all the factors and activities of the research project, including the time it will take to achieve the objectives of the research entirely.
Data Collection	8 Weeks	Comprises both primary and secondary data collection methods	Research questionnaires are expected to be distributed at random to the many employees and managers of the company. A literature review of nutritional and dietary behaviours is also expected during this phase.
Data Analysis	4 Weeks	Analysis of Data Collected	Prove the hypothesis of the research and discuss the findings with the team to come up with the absolute conclusion.
Research Presentation	2 Weeks	Report Writing and Presentation to stakeholders	—————–

Table 2: Research Proposal Milestones

3.4.3.      Human and Material Resources

The AS Consultancy Group on this research project comprises a team of different experts. The team consists of nutritionist and business strategists. Nutrition is an important aspect of this project as it involves what employees eat at work and the effect it has on their health. Nutritionist evaluates diet on the basis of what it comprises. It is expected that the daily intake comprises vitamin, carbohydrates, proteins and fats and oils. Further, depending on the status of the subject, in terms of age, gender and activity, a certain recommended amount of calories are expected for each day. The dietetics team comprises two individuals, one a consultant to offer daily diet schedules and types for the employees and the second a health nutritionist to identify some of the prevalent issues already pre-existing in the employees as a result of consumption of refined sugars. The business team comprises three individuals. One to examine the company’s compensations strategy and offer recommendations. The second to identify common and trending methods of the incentives provided to employees in similar companies globally, and lastly, one to write, edit and publish the proposal and recommendation report.

3.4.4.      Preliminary Quotation and Budgeting

Table 3: Research Project Budget

 

 

CHAPTER FOUR

RESULTS & FINDINGS

3.1. Response Rate

This study targeted 50 WHI’s employees and management. Fifty questionnaires were self-administered to the company’s offices and picked after three months. Interviews were also conducted among 5 executive managers and 10 employees using a similar interview guide. Out of the 50 questionnaires, 40 met the criteria of well-filled questionnaires without omissions. Out of the 32 participants in the experiment group, 7 questionnaires were avoided due to omissions. Out of the 18 participants from the control group, 3 questionnaires were avoided as they had no responses.  The response rate was 80% of the target population, which is allowed. According to Fincham (2008), the approximate response rate goal of every researcher should be 60%; moreover, for surveys that seek to represent an entire population such as a school or a company, a response rate of ≥ 80% is expected (Fincham, 2008).

Respondents	Experiment Group	Control Group	%
Correct and Used Responses	25	15	80%
Omitted Responses	7	0	14%
No Responses	0	3	6%
Total	32                                        18		100%

Table 4: Response Rate

Figure 2: Response Rate

 

3.2. Research Results

Out of the 40 participants, the study recruited 52.5% males and 47.5% females.

male female
		Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Male	21	51.2	52.5	52.5
	Female	19	46.3	47.5	100.0
	Total	40	97.6	100.0
Missing	System	1	2.4
Total		41	100.0

Table 5: Gender

Figure 3: Gender Results

When answering the times each participant ate fast food, the most significant number was 1-3 times daily, accounting for 70.7%.

How many times do you eat fast food snacks daily
		Frequency	Percent	Valid Percent	Cumulative Percent
Valid	0	2	4.9	5.0	5.0
	1-3	29	70.7	72.5	77.5
	4-6	7	17.1	17.5	95.0
	7-Above	2	4.9	5.0	100.0
	Total	40	97.6	100.0
Missing	System	1	2.4
Total		41	100.0

Table 6: Results 2

Figure 4: Results 2

65.9% of the participants said the company offered fast foods mostly, 73.2% said they took absolutely junk snacks, and 17.1% both.

What snacks do you take?
		Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Absolutely Junk	30	73.2	75.0	75.0
	Absolutely Healthy	3	7.3	7.5	82.5
	Both	7	17.1	17.5	100.0
	Total	40	97.6	100.0
Missing	System	1	2.4
Total		41	100.0

Table 7: Results 3

Figure 5: Results 3

Those that drunk soft drinks, soda, and coffee daily were the most significant number (37.5%), followed by those that drunk twice a day (35%). In terms of exercising, 80.5% got to the company through driving and 17.1% taking the bus, 46.3% did not exercise, 36.6% often exercised, and 14.6% regularly exercised.

How often do you exercise?
		Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Regularly	6	14.6	15.0	15.0
	Often	15	36.6	37.5	52.5
	Never	19	46.3	47.5	100.0
	Total	40	97.6	100.0
Missing	System	1	2.4
Total		41	100.0

Table 8: Results 4

 

Figure 6: Results 4

Factors and variables that showed a significant correlation to obesity included age, snack eating frequency, types of snacks eaten, and physical activity level, as they all meet the p-value criteria of p ≤0.05.

Variable	p Value
Gender	0.60
Age	0.014
Snack eating frequency	0.036
Type of snacks taken	0.007
Frequency of soda intake	0.51
Transportation	0.533
Physical activity	0.001

Table 9: p-Value

When testing the hypothesis that there is a significant relationship between the company’s employee benefits of an unlimited supply of snacks, especially sugary foods and employees increased health risks, including causing them to be overweight and obese, a strong and significant relationship is established. When using the Spearman Correlation, the approximated significance is 0.047, which is less than 0.05 (p-value).

Symmetric Measures
		Value	Asymp. Std. Errora	Approx. Tb	Approx. Sig.
Interval by Interval	Pearson’s R	-.293	.125	-1.889	.066c
Ordinal by Ordinal	Spearman Correlation	-.316	.121	-2.055	.047c
N of Valid Cases		40

Table 10: Hypothesis Testing

When conforming using the paired samples test on the differences between foods and snacks taken with one’s BMI, the significance p-value is 0.000, which means it is not entirely 0, but it is less than the p-value 0.05. From these results, this research project finds a significant and strong correlation between the foods/snacks taken and one’s BMI meaning this research project’s hypothesis has not been rejected.

Paired Samples Test
		Paired Differences					t	df	Sig. (2-tailed)
		Mean	Std. Deviation	Std. Error Mean	95% Confidence Interval of the Difference
					Lower	Upper
Pair 1	What foods and snacks does the company offer – Where does your BMI lie?	-.50000	.75107	.11875	-.74020	-.25980	-4.210	39	.000

Table 11: Hypothesis Testing

3.3. Research Findings and Discussion

This study shows that the continued availability of unhealthy snacks, as they are mostly offered in the company, increased intake frequencies, and physical inactivity predisposes employees to dietary and health risks, making them eventually become overweight and later obese. The experiment group proved the hypothesis as well as the control group. The control group showed a reduction in BMI from the overweight/obese range and improved to a normal and healthy range when exposed to healthy diet snacks, enrolled in an office physical activity program, and their health monitored by nutritionists. Age, activity levels, and intake frequencies determine the number of calories that also influence a person’s weight. The study finds that physical inactivity highly elevated the risk factors of unhealthy weight, especially among participants with 4-6 and 7 intake frequencies and did not exercise at all. The consumption of sugary foods with high-calorie intake results in weight gain and, if not coupled with physical exercise, can result in unhealthy weight that has adverse effects depending on one’s age. Addo et al.’s (2015) findings align with this study’s findings. They argue that certain professions, such as white-collar jobs that require no or less physical labour, are associated with low physical activity. Most of the time, just like employees in WHI, spend most of their adult life engaged in extreme office work but less engaged in physical activity due to their tight schedules (Addo, et al., 2015).

This study finds an association between the type of snacks taken and its influence on an individual’s BMI due to a significant correlation of 0.047 and a p-value of 0.000, which lie within the significance level of p ≤0.05. The hypothesis that the company’s employee benefits of an unlimited supply of snacks, especially sugary foods, increases their health risks by causing them to be overweight and obese cannot be rejected or ignored. The results from the interview present two essential findings. Primarily, WHI employees agreed that having healthy snacks would influence their personal wellbeing and work performance, and dietary improvements needed to be made in the company. Some of the dietary modifications proposed included expanding the segmentation into adding healthy snacks sections and introducing wellness and physical exercise programs in the company, such as gym memberships and fitness clubs. The management was supportive of the turnaround as this would mean elevating its organisational culture, employee productivity and engagement, and overall corporate performance.

 

 

 

CHAPTER FIVE

CONCLUSION & RECOMMENDATION

5.1. Conclusion

This study concludes that easy accessibility of snacks, primarily unhealthy snacks, presented as a corporate benefit in the company with increased snacking frequencies and physical inactivity increases health risks including higher susceptibility to gaining unhealthy weight thus becoming overweight and later on obese. Moreover, limited consumption of unhealthy snacks, coupled with a healthy eating environment and physical activities, reduces health risks and maximises individual wellbeing. This includes positively influencing an employee’s work performance. The workplace is associated with numerous work-related stressors such as tight schedules, overworking, long working hours, stress to meet deadlines, and possible work-related illnesses that result in more increased health risks when supplemented with unhealthy eating and dietary habits. These findings align with Kim et al.’s (2016) findings, who argue that long working hours induce chronic stress, which equally increases risks for obesity as people can decide to eat their stress away, making it a coping strategy (Kim, et al., 2016). When the company offers free, mostly unhealthy snacks, it becomes even worse for the employees as they can access the snacks at any time, meaning their snacking frequencies and unhealthy weight gain remain unmonitored. Therefore, policy change and development should be adopted at World Harvest International Limited to address the problem.

The research questions and objectives have been resolved whereby; the study confirms that the company’s unhealthy working and food environment exposes its employees and recommends policy and procedural changes for effective employee benefits management. The identified work-based health protection and promotion strategy approach extensively relates to this study and its findings. An organisation must support healthy behaviours in the workplace, prevent and not perpetuate illnesses, reduce work-related stress, and expand corporate resources. In this case, World Harvest International Limited does not prevent diseases as its employee benefit increases risk factors which not only translate to individual health complications but also negatively impacted employee productivity and corporate performance.

5.2. Recommendations

Primary recommendations include expanding the segmentation by adding a healthy snacks section and introducing its wellness and physical exercise program. Introducing these two recommendations will provide workplace sustainability by considering the health and safety concerns in the physical workplace setting and milieu and wellbeing concerns in the psychosocial working milieu, including the organisational culture and work organization. Adding a healthy snacks section in the company will benefit not only the employees but also the company’s profitability. According to Hu et al. (2021), the continued chronic diseases burden has created a consumer change where many people align with healthy living, including healthy diets and lifestyles. People are seeking healthy organic foods that supplement and boost their immunity (Hu, et al., 2021). This has resulted in a considerable change, both opportunity and threat to many consumer and food companies. However, the flexible and adaptable companies have taken this consumer change behaviour as an opportunity by providing a healthy food option in their products. The global health and wellness food market is booming with a $707.12B (2016) market value and a rising projection to $811.82B in 2021 (Wunsch, 2020). With these statistics and conducting a cost-benefit analysis, this solution is both long and short term. On the benefits side, it provides an opportunity for an untapped large target market: a healthy lifestyle wave. It presents a long-term source of increased revenue and profitability. It will also save the company’s employee benefits by offering healthy foods and snacks without an added cost.

Moreover, it will boost employee engagement and productivity as they are healthy, have a supportive working environment, supporting healthy behaviours that promote health protection. Costs will include increased resources as this will be a large-scale project that requires a new supply chain network, a budget of at least $1M, and approximately less than a year to plan and implement. In the short term, the company can decide to purchase healthy snacks and have them tested before setting up the new segment. This recommendation aligns with numerous studies reviewed in Chapter 2: Literature Review section. For instance, Charoenbut et al. (2018) recommended nutrition promotion in the workplace, offering employees healthy food options and supporting a healthy nutrition environment (Charoenbut, et al., 2018). Healthy snack options include fruits, vegetables, less sugary foods, and less red meat options to provide a healthy working environment promoting healthy nutrition behaviours and maintaining a healthy weight.

According to the workplace health model, workplace health programs include wellness programs and employee-centred culture, providing promotive, protective and supportive healthy working environments, resources, and opportunities. Introducing wellness and physical exercise programs in the company is both long and short-term with less needed budget and setup time. The company can decide to have an inbuilt gym and fitness club in the company, whereby, as employees take their break periods or after work can attend the fitness sessions. This solution will require revisiting employee scheduling and creating initiatives for employee motivation in fitness. The company can also partner with a gym service offering company. The company can pay for all employee membership fees but will limit the costs of implementing an inbuilt platform. The company should also plan for sports days where inter-departmental competitions are held, with the winning teams being awarded free travelling vacations or bonuses. Participating in sports aligns with Ferman’s (2015) argument that a company can participate in the community as a means of improving employee health, that of their families and the community (Fertman, 2015).

More importantly, an employee-centred management approach is recommended. This approach enables the treatment and view of employees as valuable assets in an organisation. When World Harvest International Limited management identifies that employees are the drivers and determinants of the company’s success, they understand that employees must be placed in supportive working conditions, an organisational culture supportive of healthy behaviours, have personal health and wellbeing (Nold, 2018). This results in maximised productivity and corporate performance. As identified, according to the CDC (2016), employers are responsible for providing safe and hazard-free workplaces, including providing opportunities and resources that protect, promote and support individual health fostering a healthy working environment (CDC, 2016). Whitehead (2006) also aligns with this argument stating that the involvement of workplace management is crucial in creating a healthy working environment. Managers in the workplace ought to initiate and promote radical healthcare reforms (Whitehead, 2006), because developing sustainable health promotion strategies and organisation-wide healthy workplace policies represent the most effective ways for them and the organisation to benefit directly from the desirable and elevated outcomes derived from creating and maintaining a healthy workforce. Healthy workplaces are essential not only to employees but also to organisations. Investing in workplace health protection and promotion translates to a motivated workforce with raised morale, reduced absenteeism, decreased personal welfare problems, reduced organisational disputes, enhanced general efficiency and improved corporate performance and public image (Whitehead, 2006). All these show the belief and investment of companies in their workforces as valuable corporate assets, drivers and determinants of success.

Reflective Report

Undertaking this class and research project has been one of the most challenging and informative endeavours in my personal and academic aspects of life, though in a positive way.  I say it is a positive challenge because my learning expectations before starting this class have been met and surpassed, providing new challenges in the business and corporate world that have taught me more than I thought I would learn. Before joining this class, my expectations were to develop effective business management skills, acquire knowledge regarding business administration, identifying and solving business problems and creating a basis for a thriving career projection and business opportunities. By undertaking this class, I would acquire the necessary employability skills that would enable me to find employment and business opportunities in the real world easily. Even though these expectations I feel have been met, there was more to it while undertaking this research project. I encountered a real-life business situation, managed it, researched it, solved it, and reported it. These are experiences I did not think I would experience internally. Going to a company, being a consultant, conducting a research project and ensuring effective project management required demonstrating leadership, communication, technical, data analysis, and effective problem-solving skills that did not cross my mind before the beginning of this lesson.

Throughout this project course, I developed personal and employability skills; I think I lacked or, I would say, were underdeveloped. Primarily, I acquired good communication skills, verbal, written and listening. Verbal and listening skills were acquired during the research project implementation phase. I discovered I could be a little impatient, and sometimes I miss out on essential points, even with friends. I quickly get distracted; however, I needed to stay focused during this period and listen more to the respondents in the interview. At first, I would get distracted, but later on, I manoeuvred from this challenge. During interviews, I ensured to include a listening device to ensure I did not miss out on important information and data. Writing skills, I would say, have been elevated by the research skills and the need to document all research, information acquired, and data needed. Writing this project was not an easy task but a positively challenging one. It is not always that one acquires the motivation and initiative to stay long hours researching and writing. Over time, once I became more acquainted with the project, it became more interesting and I aspired to find facts and write my findings and recommendations. I also developed leadership and management skills. When conducting the research, seeking a three-month experiment, visiting the study area, meeting with my project team members, as the lead researcher and project manager, I did not realize until the end of this research project, which I could say was successful, that I have developed leadership and management skills. Currently, I feel like I can head, lead and manage any business project, mostly small-scale provided. On a personal level, I acquired patience, teamwork and reliability skills.

This research project was challenging in positive ways as it pushed me from my comfort zone and introduced me to new aspects and knowledge. At first, it was challenging due to the time constraints required in meeting deadlines and conducting the actual research.  Some concepts, such as using the project management software and SPSS entirely, were challenging, especially in data entry and analysis. I remember being frustrated using the software that I had to take two days off my free time to learn more and ask friends and use YouTube to learn more on the correct ways of using the MS Project software and SPSS data analysis tool. When I gained more understanding, it became even enjoyable to establish relationships, and when I completed a task successfully, I was happy. The most enjoyable part was chapter four, results and findings as well as the actual research, including meeting people, consulting and engaging with the real world. The transition of theories to practical transference was one of the most enjoyable moment.

Personal development needs I have identified as a result of undertaking this research project were that I need to adopt a lifelong learning culture, and I learned a critical lesson that in most cases, we undervalue what something has to offer and until we open our minds for broader possibilities, we cannot succeed. Previously, when I encountered an event or task that was difficult, I used to give up. However, this research project has taught me that even though things, tasks or projects are complicated, all I need is to have an open, diverse, inclusive and accommodative mentality and a culture of always learning it before I conclude it is hard, and I cannot accomplish. This was the main reason I said undertaking this research project was challenging in a positive way. It challenged me to go the extra mile and learn. Learning, in this case, involves formal education, such as acquiring knowledge from books and theoretical foundations as well as learning from experienced people. I discovered transferring what we learn in class and school will not always apply as we want in the real world; therefore, it is imperative to also learn from experienced people to make informed decisions.

Learning and undertaking this research project has provided a practical, theoretical, and relevant basis for me to transfer and use strategies and approaches learned in future research work. I am looking forward to undertaking extensive research on a small and large scale seeking to provide solutions not only among businesses but also in social settings. Hence, I will apply research project strategies learned, such as research strategies, designs, philosophies, project implementation, data analysis, and resource management. If I were to redo this research project once again, what I would do different would be influenced by the exposure to any new knowledge I may have acquired. This class and research project have been instrumental in my academic life, elevated my career prospects as I have acquired employability skills and have positively impacted me personally.

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APPENDIX I: WORKPLACE HEALTH MODEL

 

 

 

APPENDIX II: QUESTIONNAIRE AND INTERVIEW GUIDE

 

1. Gender

• Male
• Female

2. Age

• 18-25
• 26-33
• 33-Above

1. Status

• Single
• Married
• Divorced

1. How many times do you eat fast food snacks daily?

• 0
• 1-3
• 4-6
• 7
• Why?

1. What foods and snacks does the company offer

• Healthy
• Fast foods
• Explain

1. What snacks do you take?

• Absolutely junk
• Absolutely healthy
• Both
• Why

1. How often do you drink soft drink, coffee, soda?

• Never
• Daily
• Twice a Day
• Often

1. Where does your BMI lie?

• Unhealthy range (less than 18.5)
• Healthy /normal range (18.5 to ≤30)
• Obese/overweight (25 to ≥30)

1. How do you get to the company?

• Walking
• Driving
• Taking a Bus

1. How is your family status?

• Stable
• Conflict

1. Do you have any chronic diseases?

• If yes, when and what
• No

1. How often do you exercise?

• Regularly
• Often
• Never

1. In addition to dietary benefits, does your company offer physical exercise and wellbeing options

• Yes
• No
• Why do you think so?

1. Do you think having healthy snacks in the office would influence your personal wellbeing and work performance?

• Yes
• No
• Why?

1. What dietary improvements would you like your company to offer?