The possibilities of implementing yoga and wellness programs in the workplace and their effectiveness are influenced by various factors. In particular, the involvement of people in such programs and their interest in participating depends on their personal opinions and perceptions of the proposed measures. Despite the increasing popularity of yoga as an effective method of supporting health and well-being, there are some barriers to implementing such measures in the workplace.
One of the key factors influencing the issue of yoga and wellness in the workplace is the information available about such programs. As demonstrated by Cartwright et al.’s (2020) study, the belief that yoga reduces stress and improves health outcomes may be an essential motivation for participating in such activities. A lack of knowledge about yoga, well-being, and the availability of related programs in the workplace limits employee participation (Seward et al., 2019). For these reasons, employees must understand the goals and benefits of implementing yoga and wellness programs to be motivated to participate.
Another critical influence factor is the work culture and values that are included in it, as they affect the behavior of employees. Specifically, Nanduri (2020) argues that managers’ and leaders’ support and encouragement of program implementation influence employees’ perceptions and can motivate participation. However, employees do not feel motivated to participate when a work culture is not conducive to care for wellness (Seward et al., 2019). For example, in a healthcare setting, professionals often work under time constraints and may feel guilt when allotted time for self-care (Seward et al., 2019). As a result, management must provide an appropriate culture with values where employees can take care of themselves before implementing wellness programs.
The execution of wellness and yoga programs can face several barriers. One of the most influential is the need to invest substantial resources and time (Seward et al., 2019). Implementing programs and conducting reliable research that will objectively prove their benefit requires providing a place for yoga practice, employees’ time, help from yoga consultants to prevent trauma, and other investments. Moreover, differences in the perception of yoga, wellness, and their need can also be a barrier. Yoga can be seen as a religious practice or only be suitable for some employees. This assumption correlates with Eisen et al. (2008) and Ettun et al. (2014), who argue that the effectiveness of different wellness practices may differ for various populations. Individuals may feel uncomfortable using some techniques and be more comfortable with others (Ettun et al., 2014). Consequently, managers must consider potential barriers to implementing yoga and wellness programs and study their effectiveness.
Analysis of influence factors and potential obstacles in studying the topic and its perception helps to develop specific skills, which can be applied in various strategies to achieve personal and professional goals. In particular, I have developed skills in finding information, assessing multiple factors of influence, and writing, and I can use them for professional and personal development. Moreover, such skills can be used to address wellness questions to find the best evidence and techniques for its achievement. Such strategies will help me solve problems, look for better solutions, and make decisions in my personal and professional life. I will be able to assess several influence factors and prevent the effects of potential barriers.
Thus, one can highlight several factors of influence and potential barriers to the issue of yoga and wellness in the workplace. In particular, awareness of yoga and well-being, as well as organizational culture and values, are significant factors. They influence how employees perceive yoga and wellness programs and their motivation to participate. If such measures are perceived skeptically, or there are not enough resources and time for implementation, barriers arise for their execution and study. Notably, analysis of influence factors and possible barriers helps develop skills to achieve personal and professional goals, for example, finding and evaluating information.
References
Cartwright, T., Mason, H., Porter, A., & Pilkington, K. (2020). Yoga practice in the UK: A cross-sectional survey of motivation, health benefits and behaviours. BMJ Open, 10(1), 1-11. Web.
Eisen, S. L., Ulrich, R. S., Shepley, M. M., Varni, J. W., & Sherman, S. (2008). The stress-reducing effects of art in pediatric health care: Art preferences of healthy children and hospitalized children. Journal of Child Health Care, 12(3), 173-190. Web.
Ettun, R., Schultz, M., & Bar-Sela, G. (2014). Transforming pain into beauty: On art, healing, and care for the spirit. Evidence-Based Complementary and Alternative Medicine, 1-7. Web.
Nanduri, V. S. (2020). A study on the effects of Yoga Prana Vidya System (YPV) intervention at workplace for corporate employees and executives to alleviate anxiety, depression and burnout; and participants’ perceptions and experiences of the YPV intervention. International Journal of Indian Psychology, 8(3), 374-390. Web.
Seward, M. W., Goldman, R. E., Linakis, S. K., Werth, P., Roberto, C. A., & Block, J. P. (2019). Showers, culture, and conflict resolution: A qualitative study of employees’ perceptions of workplace wellness opportunities. Journal of Occupational and Environmental Medicine, 61(10), 829–835. Web.