A Company Wellness Program without goals is somewhat akin to taking a family trip without any planning; you wont know where youre going, how to get there, what you want to do once you have arrived, or even whether or not you have arrived! The trip may end up ok, or it may end up disastrously. Yet, with a modest amount of thoughtful planning, you increase your chances for a successful experience. Clear goals are required to plan your wellness program in order to ensure success!
Wellness program goals/objectives are different from one business to another depending on the population, needs, interests and resources. Nonetheless, well thought out objectives based on your companys needs assessment will form the foundation of a efficacious wellness program!
Worksite Health Promotion Program Mission Statement
The first consideration is a mission statement for your Company Wellness Program. The mission statement is the overriding expression of what the Company Wellness Program Committee wants to accomplish by implementing a wellness program. It is important to consider how your Company Wellness Program fits in with the business mission statement, contributes to the overriding mission and supports the business bottom line. This will integrate your efforts throughout the business operations.
Below are some examples of Employee Health Promotion Program mission statements:
At XYZ Company, maintaining an environment that supports employee health and safety is our underlying value. It is the mission of the Workplace Health Promotion Program to assist in starting Workplace Health Promotion Program services that fosters and upholds that value.
It is the mission of the XYZ Company Wellness Program Committee to foster healthier lifestyle choices to lower health risk factors, improve overall wellness, and maintain a productive, active work force.
Workplace Health Promotion Program Goals
The goals/objectives further define your mission and are based on your needs assessment. Depending on the needs assessment, upper management expectations and employee interests, examples of goals/objectives can include:
The goal(s) of XYZ Worksite Health Promotion Program in year XXXX is to: (one or more of the following examples)
#149 Reduce absenteeism by one day per employee
#149 Decrease musculoskeletal injuries by ten%
#149 Lower unnecessary emergency room visits
#149 Decrease or contain health care expenditures
#149 Improve dietary habits of employees
#149 Lower health risk factors
Corporate Health Promotion Program Objectives
Specific Workplace Wellness Program objectives help meet your long-term goals and objectives. Both short term and long term objectives should be developed as the stepping stones to accomplish the goals and objectives. In addition to objectives for the expected colleague outcomes, process objectives should also be developed for the program process itself. By way of example, process objectives may include the number of staff members you want to participate in the programs, the number of sessions on a topic will be provided, the type of wellness sessions that will be implemented, etc.
Objectives must be easily measurable within a set time frame. Try using the SMART formula to set up both your long and short-term goals/objectives:
#149 Specific (one behavior or outcome)
#149 Measurable (one result that can be observed or evaluated),
#149 Attainable (but also challenging),
#149 Realistic (do you have the resources to achieve?), and
#149 Time specific (within 3 months - up to 5 years)
This is the who, what, when, where, why, and by how much method. For example, the mission for a weight loss program that has an overriding goal of improving healthy eating and promoting a healthy weight is that:
Members (who) will lose an average of .5 - 1 lbs per week (specific what that is measurable) at the end of the 12 week lunchtime program (time specific what, when and where) for a minimum of 6 lbs weight loss per participant (attainable and realistic).
Or:
Members (who) will attend 11 of the 12 sessions (specific what that is measurable) and name at least one healthier eating change at the end of the program (specific what, when, where)
An example of an objective for coaching staff members with elevated cholesterol might be:
To cut the total cholesterol (specific what) of high risk employees with cholesterol over 240 mg/dl (specific who) to 200 mg/dl (measurable how much) through one-on-one counseling sessions offered at the workplace (where) by X date (ex, after 6 months) (attainable, realistic time specific when) to cut the risk factor for heart disease (why).
And one last example of a process mission for a tobacco cessation program with an overall intention to support participants in committing to quit for life:
By the end of the 4-week smoking cessation program, ten% of the participants will have quit smoking. Each colleague will be contacted at 3 months, 6 months and 12 months from the programs end to determine quit status (process objective) and ten% of those who quit will still be smoke-free after one year.
You have now completed Steps 1 through 4, including adopting your Employee Wellness Program Committee. It is now time to plan your wellness activities.

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.Climate change could be the biggest global health threat of the 21st century. Effects on health of climate change will be felt by most populations in the next decades and put the lives and wellbeing of billions of people at increased risk. During this century, the earths average surface temperature rises are likely to exceed the safe threshold of 2C above pre-industrial average temperature.

This report outlines the major threatsboth direct and indirectto global health from climate change through changing patterns of disease, water and food insecurity, vulnerable shelter and human settlements, extreme climatic events, and population migration. Although vector-borne diseases will expand their reach and death tolls, the indirect effects of climate change on water, food security, and extreme climatic events are likely to have the biggest effect on global health.

A new advocacy and public health movement is needed urgently to bring together governments, international agencies, non-governmental organisations, communities, and academics from all disciplines to adapt to the effects of climate change on health.

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Wellness is a great concept. It brings happiness into health and encourages a truly holistic approach to life. Wikipedia defines wellness as a healthy balance of the mind-body and spirit that results in an central feeling of well-being. It sounds like exactly what every one is looking for. But when you begin to talk about corporate wellness, or worksite wellness, all life goes out of the concept. Total solutions, disease management and health assessment do not inspire visions of enjoying life and living it to the full. They begin from the assumption that sickness is here to stay and needs to be discovered, managed and controlled but can never be healed. The wellness industry is growing phenomenally fast. Wellness guru, Paul Zane Pilzer, has labeled it the next trillion dollar industry. But wellness has two different faces. On the one hand there are the small organizations - people working from home or in small centers selling all kinds of wellness products and services at a speed of growth that is escalating rapidly. On the other hand corporate wellness is also exploding but in a very different direction. The baby boomers who are driving the popular wellness revolution have been described as the first generation to refuse to accept the inevitability of death. They are actively looking for ways to prevent aging, stay healthy into old age and enjoy themselves more than ever before after retirement. This is a radical departure from current notions of old age, which are often dominated by pictures of sickness, frailty and suffering. The organizations have been largely forced to take on wellness. This is partly through legislative pressure, with a myriad of countries introducing laws to make organizations liable for stress-related sickness in their employees. It is also monetarily motivated, as research has repeatedly shown the enormous costs of absenteeism (and increasingly of presenteeism as well). Whereas the baby boomers are actively looking for new solutions and new lifestyles the organizations are struggling to organize largely traditional and mainstream health systems, such as doctors, nurses, insurance and screening systems. The issue is that the traditional health system does not have solutions for the problems that people are handling. Nobody ever went to see a doctor to get happy, because a doctor doesnt have any clue how to make people happy. And a myriad of stress-related health problems are described as chronic diseases, which means that they last for a very long time - or perhaps for the rest of your life - because there is no medical cure. Counseling is a common offering in organizations for emotional problems, but whilst it may offer a useful pressure valve it is not a powerful treatment for stress, unhappiness or depression. Imagine walking into a business where the employees are happy, healthy, full of inspiration, fit, love working, have meaningful family lives, active social lives, and enjoyable relationships at work and in their area. That kind of business would be a pleasure to work in and bound to be successful because people would be working to their optimum capacity. So can we create a system of true wellness that will serve the development of the organizations and their employees and will pay for itself because of the benefits that both sides will gain? First of all we have to face the fact that we cant place all the responsibility into the hands of the current health system. Absenteeism, stress, depression, the very roots of the wellness revolution, have not been solved by the current system. If they had been we wouldnt have this revolution, we would all be much more well. So we need to look elsewhere for solutions. We also cannot rely on makeshift feel-great wellness offerings, such as the on-Site massage group which visits the office once a month or the wellness day that raises awareness for a modest amount of while but leaves most people unaffected. They are simple to organize but have little or no real effect on employee wellness. Corporation needs are different than individual needs and many of the new small wellness organizations that are springing up simply dont have the capacity to serve the corporate market. However it is in the best interest of both organizations and employees to discover and cultivate systems of wellbeing and health that really work - that benefit people to be happy, handle stress, love working, and to have sufficient energy to go home at the end of the day and enjoy their family and social life. So far the corporate world has hijacked the concept of wellness and turned it into a modern version of occupational health. It is time to raise the vision and find out how to make truly healthy, happy workplaces where people thrive.

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The Partnership for Prevention was formed to advocate Fortune 1000 organizations to consider making workforce health a CEO issue and adopt strategies to encourage prevention and wellness. Following several years of double-digit rate increases for medical insurance, organizations are realizing that one of the best ways to slow the cost increases is to have employees take more responsibility for both costs and health choices. A majority of organizations surveyed feel that the best way for reducing costs is financial incentives to advocate employees to adopt healthier lifestyles. Nearly 100% of organizations surveyed say that health costs will be a vital or valuable issue over the next five years, according to a survey by United Benefit Advisors. More organizations are adopting higher deductible health insurance plans with HRAs or HSAS, wellness programs, and expanded disease management programs in order to control ever-growing healthcare costs. Failure to deal with these problems might be disastrous for a business. Wayne Sensor, Chief Executive Officer of Alegent Health recently stated, I think that we have built a healthcare machinery we cant afford. I think we are choking the economic engine of America. In his October 2005 newsletter, Dr. Andrew Weil stated, I think rising health- care costs are becoming the major economic issue in our nation. Obesity costs California organizations billions of dollars each year. Projected costs for 2005 may reach 28 billion dollars for direct and indirect healthcare costs, workers compensation, and lost productivity. California has experienced one of the fastest growing rates of obesity of any state. According to California Health and Human Services Secretary Kim Belshe, The obesity epidemic is more than a public health crisis, it is an economic crisis. What is frightening is that most people do not even realize that they are obese, which is defined as only 20% above normal weight. There is a great need for additional education on weight and resulting diseases, and the worksite is an ideal venue. Wellness education and programs can result in a valuable return on investment and, if structured properly, can produce results in a very short period of time. Although a myriad of organizations have attempted some form of wellness program in the past, results from those efforts have been disappointing. In many cases, the healthier employees participated for incentives, such as gym memberships, but those who necessitated it most did not take advantage of the program in a meaningful way. Organizations are looking at ways to advocate more employees to buy into the wellness movement. A current webinar hosted by Human Resource Executive Magazine and presented by Carlson Marketing Group titled, Healthier employees; Healthier Bottom Line: Engaging employees is the Missing Link in Managing Healthcare Costs, drove this point home. This session provided actionable advice on how organizations are achieving higher impact with their wellness investments by focusing on employee engagement. It also highlighted how you can create an Economic Engagement Model to forecast the potential influence for your business. Employers can not ignore the issue of their employees unhealthy lifestyles and must take action to engage them in a meaningful wellness program to decrease health costs, absenteeism and lost productivity. employees also benefit as they derive better health and greater satisfaction in both their personal and professional lives. The alternative is being caught in a non-competitive position and severely impacting the bottom-line of the business.

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Man-Made Style Video Promo LINK. Len Stone is an absolutely brilliant television promotions writer who had to re-educate himself when promotions writers were forced to learn how to edit and even produce their own promotional pieces a few years back. Imagine having already proven yourself as a promotions writer who is now forced to learn how to do video editing or lose your job. The written word mattering less than video editing? You Betcha! A few years back I edited Len Stone's promotions demo reel. A couple of his promotions spots were so good I wanted to do a short demo about Len Stone! When I find the time I would like to post a true promo masterpiece that Len Stone made. The Promo features a Will Smith clip from the Fresh Prince of Bel Aire that I think is all time genius work. If there is a promotions Hall of Fame, this promo would be enshrined in it for being able to do a lot with very little material. The Prince of Bel Aire promotional spot involves no special effects, no sound effect enhancement, and virtually no picture editing, just a straight forward cleverly written voice over that takes the clip to a whole new dimension. Len Stone's latest effort is a NEW TV Show Pilot that he has put together.

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The rest of Health Tip - Audio Version Health Tip - Audio Version
Health Tip - Healthy Next Step - Tips to Help You Get Active (National Institutes of Health)
This really is the first day of the rest of your life. It’s when new year’s resolutions start to become new year’s fact. Are you ready?
Let’s say you’ve decided to live more healthfully. Let’s look at ways to maximize the chances of success.
You can be specific. People are more likely to get in a 30-minute daily walk if they set specific goals than if they just say they ought to walk more.
Writing it down helps. With an action plan, you can see how you’re measuring up.
Falling short happens, too. But there are ways to deal. Acting Surgeon General Steven Galson advises allowing some flexibility:
If you miss a day’s exercise or add extra calories, adjust by doing a bit more or eating less. And the next time, when you succeed, congratulate yourself.’’
Health Tip courtesy of the U.S. Department of Health and Human Services.

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Health Tip - Audio Version - Stay sharp
Health Tip - Healthy Next Step:Can Alzheimer’s Disease Be Prevented? (National Institute on Aging)
Here’s something worth thinking about: A researcher says doing things that require thinking may reduce the odds of Alzheimer’s disease.
Robert Wilson of Rush University Medical Center in Chicago looked at how often older people did things that were mentally stimulating. He followed those folks for warning signs of Alzheimer’s. And he looked at autopsy results.
Older people who kept mentally active were less likely to develop subtle losses in memory and thinking ability that indicate Alzheimer’s could follow. And Wilson says the autopsy results indicated mental activity could reduce the risk of Alzheimer’s.
It’s very important to stay mentally active as we age – reading books, writing letters, visiting museums, reading newspapers and magazines,, and the like.
The study in the journal Neurology was supported by the National Institutes of Health.
Health Tip courtesy of the U.S. Department of Health and Human Services.

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Health Tip - Audio Version - Trouble with fats
Health Tip - Healthy Next Step: Diabetic Diet (National Library of Medicine)
People with diabetes have to be careful what they eat, of course, to help control blood sugar levels. And that may be especially true about low-carb eating patterns.
Janet Snell-Bergeon of the Barbara Davis Center for Childhood Diabetes in Denver bases that on her look at what people with type 1 diabetes said they ate. Her study was supported by the National Institutes of Health, and she reported the results at a meeting of the American Diabetes Association.
Snell-Bergeon says these folks tended to favor a low-carb eating pattern, which could mean trouble:
The low carbohydrates themselves aren’t harmful, but the balance of those calories were made up by eating more harmful substances such as saturated fat.’’
High saturated fat can raise the risk of heart disease – and heart trouble is a special risk for people with diabetes
Health Tip courtesy of the U.S. Department of Health and Human Services.

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As a novice blogger I have been repeatedly surprised and humbled by the thoughtful comments posted on this blog.  I want to thank all of you who are contributing to a civil and thoughtful discussion.
At the risk of offending some of you, I am going to push back on some of the comments to yesterdays Chrysler post, in the way that I would have done so had you been advisors to President Bush and I been in my old job at the White House National Economic Council.  Im putting my honest broker hat on, and I want to stress that this pushback is independent of my own policy views.
In yesterdays post I listed five options.  Option A was to withhold all additional taxpayer funds.   This is the pure free market option, and also the most popular option among the commenters.  I asked you to assume that choosing Option A would mean a 99% chance that Chrysler would liquidate by July 1st, and an additional 10-20% chance that GM would liquidate.
The first two commenters seem to have internalized that and be willing to bear these costs.  FogCity wrote Liquidation of Chrysler sets the stage for renegotiations with the UAW [in the GM talks].  DonH similarly writes, There is too much car-making capacity in the world.
Some of the commenters, however, want to have it both ways:  choose Option A, but assume that Chrysler will not fail.  I strongly support your choice of option A, as long as you accept that this choice means a few hundred thousand people will lose their jobs in the next 2-3 months, and that you will be (unfairly) blamed in public for their job loss.  If you choose A, you need to assume that there will not be another buyer for Chrysler, and that the Chapter 11 process will quickly turn to liquidation, with the subsequent job loss.  Youre not making a real choice if you assume that A might lead to a happy ending for Chrysler employees.
At the risk of overemphasis, I want to make it clear that I think there is a very strong case you can make for Option A, and several of the commenters are making it.  But that case has to be structured as m for option A because , even though several hundred thousand people will lose their jobs.  The long-term benefits of option A are worth the short-term costs to Chrysler workers and retirees, and to the Upper Midwest region.  To refine the political side of it, ask yourself if you would be willing to defend your view on a Detroit TV station or in an interview with the Detroit Free Press.
I hope that this response will be interpreted the way it is intended:  as my attempt to push you to think hard about your choices, and to force you to acknowledge that there is a real tradeoff between short-term pain for hundreds of thousands of people and the long-term benefits of allowing free markets to operate unfettered.  If you are for Option A, I hope you will try to make the case that these costs are worth the benefits, rather than pretending that the costs dont exist.

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Business America is increasingly investing in employee wellness because it is great business.  In order to meet productiveness demands, organizations must rely on a healthy, beneficial workforce to succeed in the highly competitive global marketplace.  Over a hundred studies in both corporate and governmental settings have documented the economic benefits of Workplace Health Promotion Programs, including reduced absenteeism, reduced injuries and workman’s compensation costs, reduced healthcare costs, reduced employee turnover, as well as greater productiveness, greater worker satisfaction, and improved morale.1-10
The more recent literature reflects improvements in wellness programming along with greater return on investment.  In general, the more focused and intensive the program, the greater benefit realized.  To enhance their success federal government Workplace Health Promotion Programs may be able to incorporate some of the features described.  Employee wellness programs established to have beneficial returns on investment often include the following features:
1.    Health and productiveness management model
Programs characterized by this model focus attention on identification and reduction of specific risks or behaviors such as smoking, lack of physical exercise, excess weight, unhealthy diet, high blood lipids, high Blood Pressure, stress, depression, and so on.  High-risk employees are specifically targeted for intervention, even though the most successful programs also direct efforts towards healthy employees in order to maintain their low-risk status.  This model emphasizes outcomes as opposed to simply offering wellness activities for their own sake.
2.    Health risk appraisal
Use of a computerized health risk appraisal (HRA) instrument with individualized feedback and recommendations is almost universal in successful programs.  Employees take the questionnaire annually in numerous cases.  The HRA serves to broaden awareness, offer direction, and excite people to improve specific behaviors.  In some cases, the customized report is directly linked to appropriate resources related to identified risks.  Research indicates that the use of an HRA is effective if it is followed by some kind of educational or therapeutic intervention for identified risks.  It often serves as the entry point into wellness programs.
3.    Health Screening
Many programs combine the results of the health risk appraisal with measurement of each employee’s biometrics, including weight and Body Mass Index (BMI), Blood Pressure, blood lipids, fasting glucose, and assorted other metrics.  Combining the results of the HRA with biological measures results in a more accurate risk profile.   Computerized health risk appraisals often incorporate biometric data in their risk analysis.
4.    Incentives
employees are usually given monetary or other significant rewards for completing an HRA, participation in a program or class, specific accomplishments such as stopping smoking, losing weight, or exercising, and for maintaining healthy status and/or behaviors.  In numerous cases the monetary incentives/rewards are associated with reductions in healthcare insurance premiums.  Some programs use disincentives as well as incentives/rewards, such as charging employees who smoke higher rates for their healthcare insurance contribution.
5.    High participation rates
Effective programs use incentives/rewards to drive participation rates up.  They also market their programs extensively, and may use contest or challenge strategies to heighten enthusiasm and promote participation.
6.    Wellness coaching
employees with identified risks or desire to improve their health habits may be periodically coached via phone by trained health wellness coaches.  Wellness Coaching helps employees set and achieve realistic lifestyle-related objectives including those approaching stress, work life balance, smoking, weight, physical exercise, and various behavior modifications.  Three or more sessions are generally available.  In some intensive programs, the coaching extends to actual disease management intervention for employees with identified high-risk diseases.
7.    Multiple formats
Programs may offer wellness content in online, paper, and seminar formats to offer stimulating variety and alternatives in order to accommodate the needs of all employees.  In addition to on-Site physical exercise and healthy eating programs, on-line programs, e-mail reminders and notices, printed newsletters and materials, and employer courses are common dissemination strategies.
8.    Upper Management reinforcement
Enthusiastic and frequent endorsement by senior staff is essential to achieving high rates of participation.  When senior executives are wellness role models themselves the effects of endorsement are enhanced.
9.    Frequent contact
Effective programs have frequent contact of some sort with every employee.  This may be through marketing efforts (e.g., posters, e-mail notices, reminders, or messages, etc.), bulletin boards, newsletters, employee meeting presentations, discussion in new employee orientation, supervisory sessions, etc.   The key is to enhance employee awareness of health and wellbeing opportunities and reinforce the corporate emphasis on wellness through frequent and multiple “touches”.
10.    Open enrollment
To promote high participation rates employees must have easy access to the wellness programs and activities.  Open and uncomplicated enrollment processes achieve this.  Some organizations automatically enroll all employees and then allow those who do not wish to take part to “opt-out”.  This practice has been established to boost enrollment rates in some settings.
11.    Family involvement
Many programs promote spouses and other family members to take part in the employer wellness activities and to adopt a healthy lifestyle along with the designated employee.  It is far easier for the employee to have a healthy lifestyle if his/her family does so as well.
12.    Smoking cessation
Because smoking and other tobacco use is the number one threat to health it is essential to offer employees effective and convenient assistance with stopping.  Access to tobacco cessation pharmaceuticals is often part of such programs.  In-house programs offer the most convenient access to these services, even though on-line or phone-based programs may be available as well.
13.    Physical Activity
Regular physical exercise is a core component of every wellness program.  Employees must be strongly encouraged to engage in regular physical exercise.  Most programs provide either periodic or continuous workplace opportunities, and some locations have workplace gyms, swimming pools, walking trails, etc.  Discounted or paid memberships to area exercise facilities is a common alternative to workplace facilities.
14.    Weight management
Because obesity is a major threat to health it is imperative that programs offer effective assistance with weight management.  Robust encouragement from senior staff to shed excess weight is significant.  Online programs, workplace programs, or discounted access to weight management programs in the area may all be available.  Long-term follow-up is essential for maintenance of weight loss.
15.    Stress management
Workplace stress is perhaps the most common criticism among employees and a major contributor to absenteeism, presenteeism (reduced productiveness), and low morale.  Almost all successful wellness programs offer assistance with personal and workplace stress.  Some programs refer employees to outside resources for more weighty conditions like depression and anxiety disorders, but most offer online or frequent workplace general stress reduction programs.  Some organizations endeavor to structure the work environment to minimize stress, both physically and operationally.
16.    Wellness screenings/immunizations
employees are actively encouraged to complete recommended healthcare screenings for Blood Pressure, blood lipids, BMI, colorectal and breast cancer, and others.  Annual influenza immunizations are also encouraged.  Some sites offer these services at the workplace.  Incentives are often awarded for completion of these screenings/immunizations.
17.    On-Site healthcare
Actual provision of on-Site primary care medical services is a growing trend.  The rapidly escalating costs of medical care insurance for employees has stimulated this trend.  Some organizations have saw that it is less expensive to offer primary care services themselves than to fund those services through healthcare insurance.  On-Site care also reduces the amount of time employees would otherwise spend away from the workplace getting such services.
References
1.    Aldana, Steven G.  (2001)   Financial Impact of Workplace Health Promotion Programs:  A Comprehensive Review of the Literature.   Am J Health Promotion 15(5):296-320.
2.    Chapman, Larry.  (1998)   The Role of Incentives in Health Promotion.  The Art of Health Promotion  2(3):1-8.
3.    Chapman, Larry.   (2003)   Biometric Screening in Health Promotion:  Is it Really As Important as We Think?  The Art of Health Promotion  7(2):1-12.
4.    Chapman, Larry.  (2005)   Meta-Assessment of Workplace Health Promotion Programs Economic Return Studies: 2005 Update.  The Art of Health Promotion, July/August, 1-15.
5.    Chapman, Larry.   (2006)   Employee Participation in Workplace Health Promotion Programs and Workplace Health Promotion Programs:  How Important are Incentives, and Which Ones work Best?   North Carolina Medical Journal   67(6):  431-432.
6.    Chapman, Larry, Lesch, Nancy, and Passas Baun, Mary Beth.   (2007)   The Role of Health and Wellness Coaching in Workplace Health Promotion Programs.   The Art of Health Promotion, July/August, 1-12.
7.    Chapman, Larry.  (2007)   Proof Positive:  An Analysis of the cost-Effectiveness of Job Site Wellness.  Northwest Health Management Publishing, Seattle, WA.
8.    Chapman, Larry.  (2007)   An In-Depth Look at the Economic Evidence for Rewarding Health Behavior Change.   Workshop presentation at the World Research Group “Rewarding Healthy Behaviors for Health Plans and Employers” Conference, Orlando, FL, January 23-24.
9.    Edington, Dee.   (2001)   Emerging Research:  A View from One Research Center.  American Journal of Health Promotion 15(5): 341-349.
10.    Edington, Dee W.  (2007)   Health Management as a Serious Business Strategy.  Presentation at the World Research Group “Rewarding Healthy Behaviors for Health Plans and Employers” Conference, Orlando, FL, January 23-24.
11.    Pelletier, Barbara, Boles, Myde, and Lunch, Wendy.  (2004)  Changes in Health Risks and Work Productivity.   Journal of Occupational and Environmental Medicine, 46(7): 746-754.
12.    Pelletier, Kenneth R.  (2005)   A Review and Analysis of the Clinical and Cost-Effectiveness Studies of comprehensive Health and Disease Management Programs at the Job Site: Update VI 2000-2004.  JOEM 47(10)1051-1058.
13.    DeVol, Ross, Bedroussian, Armen, et. al.  (2007)  An Unhealthy America:  The Economic Burden of Chronic Disease.  Report released by the Milken Institute.   www.milkeninstitute.org.
14.    Partnership for Prevention.  (2008) Investing in Health:  Proven Health Promotion Practices for Workplaces.   http://www.prevent.org/images/stories/2008/investinginhealth_finalfinal.pdf.

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Health Tip - Audio Version - Teens who start to smoke
Health Tip - Healthy Next Step: Smoking and Youth (National Library of Medicine)
For a kid, liking that first cigarette can be a bad sign. Researchers looked into it by seeing what happened over four years to teens who started to smoke in the sixth grade.
Joseph DiFranza of the University of Massachusetts Medical School wanted to know what would indicate that a kid who started couldn’t stop. The study, which was supported by the National Institutes of Health, is in the American Academy of Pediatrics’ journal Pediatrics.
On 46 different factors we looked at, the best predictor of which kids got hooked was whether they felt relaxed the first time nicotine hit their brain.’’
DiFranza believes cigarettes strongly affect some peoples’ brain chemistry more than others, and you can’t tell in advance if that’s you. He says it’s another reason to avoid even just one cigarette.
Health Tip courtesy of the U.S. Department of Health and Human Services.

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Businesses are expected to be responsible in every way. They protect the environment, contribute to local area projects and pay taxes. They also care about the health of their workers.
One of the benefits of wellness programs is they give workers every opportunity to improve their quality of life both at work and after work.
Wellness is not just about executing a few exercises. It is a comprehensive service-oriented program that takes into account diet, overall fitness and job fitness.
Benefits of Employee Health Promotion Programs
The Benefits of Workplace Wellness Programs form a long list.
#149 Betteremployee work rate
#149 Betteremployee concentration
#149 Greater morale
#149 Lower absenteeism
The benefits of wellness programs cannot be miscalculated. With one-on-one consultation and group programs, workers learn to control stress in a productive way.
This not only betters life on the job, it betters customer service and the quality of life with family and friends. Everyone who works has had those days when the stress of the job goes home with you because of the burden stress has on general wellness.
Stress creates a chemical that expands fat generation in bodies.
A wellness program enables workers to deal with stress in such a manner they 1. lower stress caused illnesses and 2. do not carry the stress of employment with them throughout non-job activities.
The advantages of a wellness program are the outcome of the use of exercise and nutrition planning to educate staff members how to stay personally fit.
It is much easier for the body to manage stress when the whole body is fit. employees who are not healthy literally cost the company a lot of money in absenteeism, greater medical care costs and lost productivity.
Employee relations can also suffer as a result of staff members who feel daily stress of employment.
Benefits of Employee Health Promotion Programs - Satisfaction Guaranteed
The Advantages of wellness programs are both tangible and intangible.
#149 Current chronic ailments are addressed to prevent further physical deterioration
#149 Preventive Worksite Health Promotion Programs keep health care costs decreased over time
#149 Employees experience greater energy which improves productivity
#149 Unhealthy snacking in the worksite is discussed
#149 Ergonomics are studied to lower employee injury potential
#149 Employee flexibility is increased
#149 Self-image of staff members is increased
#149 Employee cooperation developed through physical activity programs
#149 Solutions to health and fitness problems are offered
The benefits of business physical activity programs cover onsite and off-site services customized to match business objectives. Even if a program is in place, it can be adapted or expanded to suit the needs of the business and its staff members.
Routine evaluations, health education, health management and health consulting services are some of the many advantages of wellness programs monitored by Worksite Wellness Program experts. Among the many choices available, a organization program normally will provide the following as a minimum.
#149 Physical Exercise
#149 Core muscle toning
#149 Muscle building
#149 Better flexibility
#149 Dietary examination and changes
Wellness programs vary depending on the size of the company, accessability to fitness equipment and budget. But no matter what shape the Corporate Health Promotion Program takes, the Advantages of Corporate Health Promotion Programs will improve overriding employee satisfaction. This reaps big advantages for the company.
Help your staff members be the very best they can be mentally and personally, by realizing the Benefits of Worksite Wellness Programs.
Article 117 -
Life on Loan -Advantages of Corporate Health Promotion Programs
It is simple for staff members to ignore the facts about their health when they are involved in just getting the job done. One of the big benefits of Employee Wellness Programs is they bring health to the forefront of organization awareness.
Obesity is a primary topic and getting worse every day. But it is just one topic among many. Employee health maintenance has become so expensive that it is the fastest growing component of many corporate budgets.
An effective Company Health Promotion Program can slow down the rate of increase and help workers realize they have a responsibility to themselves and their families to care for their own Wellness. Each individual is given a gift of life and it is imperative that life be cared for carefully.
Advantages of Employee Wellness Programs
The advantages of wellness programs include the following:
#149 Greater awareness of detrimental actions such as smoking
#149 Decline in employee obesity and subsequent issues
#149 Convenience of programs for company and employees
#149 Documenting of employee fitness program results
#149 Location of a fitness consultant
Staff Members are judged one-on-one at the employer or where there is employer membership. Professional Workplace Wellness Program instructors create a custom fitted plan that insures the employee will have a exercise program that matches their current physical condition and lifestyle.
One of the major reasons that exercise program fail is because people set unrealistic expectations. They are always in debt to their program, unable to meet the requirements. A business personal trainer can help each individual set realizable intention and design a program that is progressive.
The benefits of wellness programs are well documented in reports and can be seen in reduced medical care costs and higher productivity.
Benefits of Corporate Wellness Programs
Occasionally a high interest rate can be a good thing for a organization - like when there is high employee interest in a Company Wellness Program.
The benefits of Corporate Health Promotion Programs apply to the company and the workers.
#149 Fewerhealthcare claims as employee health progresses
#149 Less cases of obesity
#149 Less cholesterol rates
#149 Greater cardiovascular health
#149 Fewer incidences of high Blood Pressure
#149 Reduced use of sick leave
#149 Better stress management
#149 Active employees are less likely to be injured
#149 Reduced disability claims
Today, you can commonly discover a exercise room in an office building for employee convenience. That is an indication of the level of effectiveness of a physical activity program.
The advantages of wellness programs comprise of deterence of common healthcare conditions that once were considered rare.
The increase in employee health nets the employer a reduction in medical care costs and that savings flows directly to the bottom line of the financial report. There are really no negatives to a Wellness program.
The advantages of wellness programs are so outstanding; it is hard to know why any organization would choose not to include a fitness plan for their staff members. Look on the web and see for yourself the world of opportunity to improve the health of your staff members and your organization.

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Modeling Neural Development (Developmental Cognitive Neuroscience)
Publisher: The MIT Press | ISBN: 0262220660 | edition 2003-09-14 | PDF | 336 pages | 5.74 mb
This original and timely collection is one of the first books to study neural development using computational and mathematical modeling. Modeling provides precise and exact ways of expression, which allow us to go beyond the insights that intuitive or commonsense reasoning alone can yield. Most neural modeling focuses on information processing in the adult nervous system; Modeling Neural Development shows how models can be used to study the development of the nervous system at different levels of organization and at different phases of development, from molecule to system and from neurulation to cognition.

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Health Tip - Audio Version - Growing mold
Health Tip - Healthy Next Step: Protect Yourself From Mold (Centers for Disease Control and Prevention)
Mold is nasty, but a lot of homes have it. And a study indicates that a home with enough of it might also have a sick kid.
Researcher Tiina Reponen of the University of Cincinnati looked at the health of one-year-olds in homes that had mold - mildew, for instance. The study in the journal Pediatric Allergy and Immunology was supported by the National Institutes of Health.
Reponen says homes with lots of mold were likely to have kids with earaches:
The risk of ear infections requiring antibiotics was increased fivefold for infants who lived in homes with high mold.
High mold is enough to cover an area the size of two large floor tiles.
Reponen says mold didnt cause the earaches. But she says it can inflame airways and make sensitive tissue more likely to get infected.
Health Tip courtesy of the U.S. Department of Health and Human Services.

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Established on January 1, 1995, the World Trade Organization (WTO) is now the umbrella organization of the General Agreement on Tariffs and Trade (GATT). GATT came into existence in 1947 with the intentions of providing the world with a forum that encouraged international trade between its member countries. GATT did so mainly by encouraging member countries to reduce trading tariffs and by providing guidelines for international trade. The last round of GATT discussions, the Uruguay Round held from 1986-1994, led to the birth of the WTO . The WTO is an international trading organization designed to promote, monitor, and adjudicate international trade. It has expanded upon what GATT had already established, taking on a larger scope in international trade and also approaching the functions of their permanent institution in a different way than GATT had previously done.

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Source: Working with Older People: Community Care Policy Practice,  2009, 13 (1) pp 35-40
Follow this link for fulltext
Date of publication:   March 2009
Publication type: Journal article
In a nutshell: This article identifies some of the key issues that need to be considered when trying to promote positive mental health and well-being for older people from black and minority ethnic (BME) communities. A key finding demonstrates the  importantance of recognising that a number of structural or organisational issues go beyond language or culture can affect health and access to health. The article also promotes the significant role of voluntary sector organisations in developing culturally appropriate mental health promotion services for BME elders
Length of publication: 5 pages
Some important notes: You will need an Athens username and password to access this article. Contact your local library service for more information.
Further dissemination: If you think anyone would benefit from receiving this posting or from subscribing to this blog, please email them the link to this blog and suggest they sign up to the blogs email newsletter to stay up to date with new content.

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There once was an older, destitute man. He had lost his family, his dignity, his work, and all his worldly possessions. The only thing he had left was his faith in God.
One day, he walked along the city sidewalks; homeless as he was. Peering around the city buildings, the passing cars, and sidewalk shoppers - he remembered a time when had the love of his wife, the comfort of home, and the camaraderie of his many friends and successful business partners. Just for one moment, he could feel the love and passion he once used to enjoy. But then he looked up into the sky, and he could see the graying clouds rolling overhead; and the wind began to fly past his ragged shirt sleeves.

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I wish I could get my employees to (do something, show some initiative, make a decision, etc.)! Have you ever had this thought? This statement or something quite close, is what I hear so often from business owners. If you would like to do more, with fewer employees, or get more from the persons you currently employ—read on.
If you are short on time, Ill give you the concept in a nutshell. Similar to Dorothy, in The Wizard Of Oz, she simply had to click her heals and would be back in Kansas. You too, need only to listen to your employees and act on what you hear. Do this and you’ll be amazed at the results.
Yes, listen, your employees will tell you just how to create a climate that will empower them to be much more productive, especially in these uncertain times. This is the platinum rule of employee motivation—it applies universally, regardless of age. To maximize your listening effectiveness, consider the following:
1. Reduce your talking.
2. Measure your listening. There is a reason that two ears and only one mouth are original equipment.
3. Learn to ask discovery questions: Explain to me Tell me more, why, how What do you mean by What is your opinion about?
4. When an employee speaks, deeply listen. The mark of a professional sales person is a closed mouth whenever the prospect speaks. Why? To get information that will assist them in the sale—you too need information.
5. As you carefully listen to what they say, watch their body language for subtle clues to additional meanings.
6. Pre-plan your discussion about incorrect as well as correct performance, always end on a positive. I suggest you become intimately familiar with The One Minute Manager by Blanchard and Johnson.
7. Question what you hear. Be sure to understand what is really being said—use the feedback method. This is where you repeat what you heard or thought you heard and ask if the information is correct.
Do the above and your chances of reducing the employee revolving door syndrome will be greatly increased. As it is important to listen it is equally important to understand how time and experience molds people.
In a previous life, when I was in the sunglass business, I worked for an owner who was motivated only by money and thought everyone else had the same motivation. This simply is not true. Yes, we all need money but there are many more needs that must be met by a job.
Dr. Morris Massey spent nearly 20 years at the University of Colorado as a professor of marketing. He developed a model of human behavior that I believe will shed some light on the subject. His model takes a unique approach to how values, prejudices and ways of reacting to change are into persons of different age groups. The population is divided into four groups:
1. THE OLAGERS, the traditionalists, they were raised any time before World War II. They remember the Great Depression and were influenced by the results.
2. THE SCHIZOES, the in-betweeners, they were raised in the 1940s and very early 1950s. They are not quite sure if they are Olagers or Nuagers and it drives them crazy.
3. THE NUAGERS, the rejectionists, (where I and many baby boomers fit) grew up between the mid 1950s and early 1960s.
4. THE SYNTECHS, the synthesizers and technicians, they were raised after 1965.
Lets look at the Syntechs (today called GenXers GenYers) because many of today’s entry level workers and lower-level management were raised after 1965. They have grown up hearing one thing from the Olagers, their grandparents and the opposite from the Nuagers, usually their parents. To make matters worse, they get all kinds of mixed messages from the Schizoes. The Syntechs have grown up with technology—my oldest son, for example used a computer before I did and my younger son has always used a computer. They were also raised on the 30 second television commercial solving even the most complex problem quicker than getting the water temperature correct for a shower.
Val Surf Sport, a small specialty retail chain in the San Fernando Valley (an area in the northwestern most part of Los Angeles County) does their best to give their sports experts time off to enjoy their sport, says Mark Richards, owner. He says that scheduling is a bit tricky at times but believes thats the price he must pay to cut down on employee turnover. Richards knows the value of slowing down the employee turnstile.
When you go grocery shopping, for example and are impressed by the box person (now called customer service clerks), give them your business card. Tell them that they have just passed their first interview with your company! Everywhere you go, everything you do, look for that quality person. Its much better than putting a cattle call advertisement in the local paper or waiting for a loser to walk through your door and giving them the job because youre too lazy to search for the employee you truly want.
Now that youve found that ideal person, you must properly train them. You must start training the first day. Gene Geromel, professor of Management of Human Resources at Spring Arbor College says, The first few days, even hours of ones work often sets the stage for the employees attitude for years to come. When you lay a poor foundation for new employees, you are taking a risk.
When you consider the time, effort, energy and cost of training an employee, its obvious that retaining is preferable to retraining. To keep any employee, especially the younger ones, you must show them that you are concerned about them as an employee and a fellow human being. This takes us back to the listening and acting on what you hear. A quick method to turning off an employee is to frequently ask them what they think and then ignoring what was said!
I believe employee recognitions are quite important. Yet, let me caution you about incentives, spiffs, and commission. Harvey Mackay said in his book, Swim With The Sharks, not to give a turkey at Christmas if you do not intend to continue the practice. I too learned what I call the Donut Lesson. When I sold to retailers, regularly gave product clinics to boost sales. Usually Id bring donuts along as a peace offering to the employees, as not all were excited about mandatory attendance. Over the years the employees of my retail customers began to expect the donuts and the value to me for bringing them began to diminish. Heaven forbid the few times I didnt bring my peace offering—it was difficult to keep their attention.
My suggestion based on years of working with business owners and a national survey, which I conducted, is to make the recognitions and/or incentives customized specifically to the employee.
Most of the ideas Ive shared with you are actually quite simple, you might be thinking, I could of thought of those ideas, or you already have. I believe the secret is to move into action on these ideas. While it is not always easy, it is simple. To do these things you must break out of your comfort zone and change your business paradigm. Your new paradigm will be that of a partnering with your employees rather than the old ineffective paradigm of being an authoritarian boss.
Here are some ideas that will assist you in developing your partnering paradigm with your own employees:
o Understand what makes your employees tick.
o Learn what motivates your associates into action.
o Be open to their ideas.
o Allow your employees and yourself to learn and profit from errors.
o Be open in conflict, accept the responsibility that your associates may be correct, may have a better idea and discontinue defending your position when proven wrong. A colleague of mine, Patricia Fripp says it best: Prove me wrong and Ill spend no time defending my former position.
o Accept the fact that teenagers and young adults have trust issues with their seniors.
o Live by the Law of Reality. One receives from the universe in direct proportion to what one gives. Eastern civilizations call it Karma, in the west we refer to the Bible passage, as you sow, so shall you reap.
o Teach your new employees the value, to their life, of learning selling skills. Help them to understand how they will profit through life if they know how to communicate well—after all selling is helping via communicating.
The psychology of employee motivation is simply listening and understanding, Im pleased that you didnt simply click your heals as Dorothy in Oz could have and read on for greater understanding. One last thought with which to leave you.
If you drove a 7 Series BMW and pulled into the your local dealership for a tune up or more importantly a major repair and noticed that the mechanic had only a screwdriver and pair of pliers in his or her toolbox, would you stick around? Would you let that mechanic work on your pride and joy? No way! Youd be out of there so quick it would make the mechanic’s head spin.
You and your employees also have toolboxes. Inside, tools of selling and communication, as well as product knowledge may be found. Grow yourself and all those with which you work. Challenge yourself and the persons around you to daily become their best.
One of my favorite quotations that you might want to copy for yourself is: There is one thing stronger than all the armies in the world, and that is an idea whose time has come. - Victor Hugo. Hopefully the time has come for you to listen.

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How does it feel to walk into your worksite? Do people look content? Is the place well lit and cheerful? Do you feel welcome, wanted and energized? Or do you feel a dark cloud descend upon you, and count the hours until you have the potential to leave?
The influence of the workplace environment on the wellness and health of staff members is profound. First there is the physical look, feel, smell, and sounds of the place. Then youre affected by the policies, like whether others are allowed to smoke around you. After a while, more subtle factors begin to affect you. Do your attempts to adopt a healthier lifestyle get recognized at work, or are they sabotaged? Are your managers inspiring you by being healthy role models? Do you get regular opportunities to learn healthier behaviors?
In a supportive environment, workers feel that the organization they work for supplies them with encouragement, opportunity, and rewards for healthy lifestyles. And the spirit that results is highly contagious. Staff Members who feel cared are naturally more loyal and constructive.
The following ideas will help you change your workplace environment into one that actually supports the wellness of your employees and employer.
Company Health Promotion Program Ideas for Creating Supportive Environments
Wellness Friendly Facilities
When you enter a workplace, do you feel comfortable? Could you be happy working there? Is there enough light and clean air? Are there pleasant work areas, places to eat decent food, take a walk before lunch? Close your eyes. How does it smell? Sound? Do the workers have enough space?
#149 Vending machines with healthy diet choices like non-fat milk, fruits, sugar-free and caffeine-free beverages and low-calorie snacks
#149 Workout area, walking paths, playing fields, basketball hoop, or other exercise opportunities worksite or nearby
#149 Cafeteria offers healthy foods including a salad bar with low-fat dressing
#149 Natural light is used whenever possible; all lighting is appropriate and adequate
#149 Heating and ventilation is adjustable, comfortable and healthful
#149 No cigarette machines, ashtrays, or smoking areas workplace
#149 Noise levels are safe and conducive to concentration
#149 Work station furniture conforms to ergometric standards
#149 Safety hazards have been eliminated
#149 Lockers and showers are available for workers who work out before work or while on breaks
#149 Stairs are clean and well lit, convenient and pleasant to use
Familiarity can make it tough to evaluate a workplace. People get used to stressful conditions and forget that conditions ever bothered them. It may provce useful to ask someone who is unfamiliar with your workplace to walk through with you. Professional consultants can also assist.
Proactive Wellness Policies
One clear way to effect behavior is through policies and procedures. If nurses arent allowed to work more than twelve hours in a row, there will be less medication errors. If parents are given flextime to address their childrens needs, theyll be less stressed. If workers are able to apply unused sick days to planned vacation time, theyll save them up rather than calling in sick to utilize them all.
Supportive corporate policies may include:
#149 Seatbelt use demanded in corporation vehicles
#149 Drug and alcohol policies are relevant to the industry
#149 Emergency procedures are developed, known, and practiced
#149 Flexible work schedules allow workers to exercise, go to childrens school conferences, etc.
#149 Nonsmoking policy is enforced
#149 Excessive overtime is discouraged
#149 Membership at fitness facility is partially reimbursed
#149 Shift staff members are scheduled to allow adequate rest
#149 Medical Costs coverage rewards good health
#149 Rates of Absenteeism policy rewards employees who dont use sick days
#149 EAP ready to help workers with chemical dependencies, depression, family issues
#149 Meaningful consequences are carried out for unsafe, unhealthy, prohibited behavior. Your organization may have a policy against alcohol use during work hours, but if everyone looks the other way when someone comes back from lunch smelling like beer, the culture is one that permits drinking during lunch-and one in which written policies can be safely ignored. Prohibited behaviors must be confronted promptly. Otherwise your policies remain mere lip service rather than springboards to health.
Consistent Recognition And Rewards For Success
Attention, praise, and rewards are provided for wellness achievements.
You can show you value the Corporate Wellness Programs by celebrating your programs and those who have made lifestyle improvements in organization newsletters, on bulletin boards, and at yearly banquets, gatherings, and celebrations. Incentives are a direct way to show appreciation, too.
Wellness mentors are sought and applauded, too. Workers who support others efforts to better their health are noticed and appreciated. Peer modeling and mentoring classes can bolster those who enjoy assisting others to step forward into a new role.
Managers Model And Support Healthy Behavior
Nothing could say We advocate you to exercise frequently better than a manager going on a bike ride during the lunch houror your supervisor sitting next to you in a weight management class. Wellness activities encourage relaxed interaction between people from different departments and at different echelons in the chain of command. That promotes relaxed communication and a feeling of solidarity that is pure gold.
Managers have the potential to also provide support for workers who are working on bettering their health. It doesnt take anything fancy-just a great job or nice to see you at the fitness center has the potential to put a glow on the cheeks of most of us.
Managers might also help by allowing workers the flexibility to catch wellness activities.
Ongoing Worksite Wellness Programs
Its valuable to give staff members the sense that the wellness program is a permanent and valuable part of the company, not a company fad. That can activate as soon as a new employee is hired.
New employees are oriented to the wellness program as one of the employee benefits. Information about the program must be presented by an enthusiastic and knowledgeable person who invites the new employee to participate.
The workers are familiar with the ongoing wellness programs.
The wellness programs and wellness coordinator are well known in the corporation. Opportunities to take part are abundant and its simple to sign up.
A wide variety of awareness classes are provided. There are subject matters of interest for everyone.

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Today Schistosomiasis remains one of the most prevalent diseases caused by parasitic worms. It certainly is the most devastating, both in terms of mortality and also in terms of long-term chronic debilitating illness. Over 200 million people are currently infected. In spite of over a century of control efforts, and the development of an effective treatment with the drug Praziquantel, the numbers of people affected and severity are basically unchanged. In fact there is evidence that the incidence is actually increasing.
The majority of Schistosomiasis is caused by three species of flatworms or trematodes, S. mansoni and S. Japonicum, which inhabit the tissues of the intestinal tract, and S. Haematobium, which involves the urinary bladder. The life cycle is complex, always involving specific species of freshwater snails as intermediary hosts. Tiny free form larvae, called cercariae, are released from the snails into the water, and penetrate the human host by burrowing into the skin. The larvae then migrate to various tissues and mature into adults. Eggs are subsequently passed from the human intestinal tract or bladder into the water, and hatch into another type of larvae called miracidia, which penetrate into snail tissue, thus completing the life cycle. The eggs also pass into various tissues of the human body. It is important to know that almost all of the symptoms of human illness caused by schistosomes result from a chronic inflammatory response to the presence of these eggs. If the eggs are deposited in the wall of the intestine, the inflammation results in malabsorption and malnutrition. Liver damage leads to portal hypertension. Inflammation of the bladder causes urinary obstruction and eventually cancer. Unfortunately, these inflammatory complications progress long after the organism is killed by drug therapy.
The introduction of the drug praziquantel in the 1980s raised great hope for the control of schistosomiasis. Mass treatment programs were initiated in many locations around the world. Unfortunately, though the drug was effective in eliminating the parasite, it did not prevent long-term inflammatory damage and most importantly, did not prevent re-infection. Individuals, mainly children not reached by the mass treatment programs, became super spreaders, passing large numbers of eggs into the water, perpetuating the disease cycle. Recent studies have shown that drug treatment alone becomes only a stopgap measure. Successfully interrupting the schistosome life cycle and eradicating the disease requires a more complicated, more integrated and more expensive strategy, which includes a combination of mass drug treatment, water management, snail control, and also the treatment of human waste
In many ways this problem is analogous to problems inherent in the control of many parasitic infections with complex life cycles. A notable example is malaria. Drug treatment and avoidance of exposure by means of nets and repellants are not enough. Real control requires nothing less than a comprehensive strategy that combines all of the best approaches. Only then will we stand any chance of eradicating these dread diseases.
Until then schistosomiasis will continue to be the most common and the most deadly of water-borne diseases.
A word of warning to UMVIM Volunteers. You have all heard the statement t drink the water!! We should add, t wade or swim in the water either.
Ref: King, C. H. Global Health: Toward the Elimination of Schistosomiasis.

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