Example Of Case Study On What Are The Major Components Of Pitney Bowes' Strategy For Employee Health?

Why has Pitney Bowes devoted so much time and money to employee health at a time when many firms are cutting back on health benefits?
It has been witnessed that Pitney Bowes was operating in different regions and countries, and it was considered as a famous firm that has expanded due to its hard work and commitment to the organizational goals. Pitney Bowes realized the fact that the performance of the employees is reflected in the organizational performance, and the health of the workers significantly impacts their level of productivity. The workers at the firm were suffering from a wide range of diseases that includes hypertension, diabetes, asthma, osteoarthritis, and stress. Such situation was unfavorable for the company as all of its output was dependent on the input of the workforce. In addition to the absenteeism, Pitney Bowes was facing presenteeism too because of the lower productivity of the workers due to depression, diabetes, flu, and other infections. Finally, the firm was focusing on tracking the diseases on initial level so that the employees will not be among the high claimers later.

On a careful analysis of the Pitney Bowes strategy for the health of the employees, it can be seen that there are four major components namely, heavy investment on the health of workers, utilizing different data software to analyze the research and modify the health plans and initiatives, emphasizing on the preventive care by having an advanced approach, and lowering the cost of treatment to encourage it among the workers. In addition to this, employees were given many options to choose the most appropriate health plan for them. It has been noted that the consultants suggested increasing the burden of the health plans to the employees, but Pitney Bowes did not consider it suitable as it believes that it is making an investment in its workforce that will save tens of millions in the future.

Evaluate Pitney Bowes' employee health and wellness programs.  How do they add value?

It can be observed that Pitney Bowes was really concerned with the health of the workers due to the realization of clear linkage between the health of the employees and their performance at work. The health and wellness program targeted to break the barriers of access to care within an organization, and it mission was achieved so far. Moreover, the cost of health care of the employees was noticeably reduced with an increase in the quality of care. Finally, it adds value to the employees as well as the firm in terms of the health risk assessments, disability management, disease management, and Health Care University that encourage the participation of the employees in their health and wellness initiatives. Most of the employees got benefit due to them.

Evaluate Pitney Bowes' approach to health plan selection and plan design.  Pharmacy benefits?

Pitney Bowes was using eValue8 for surveying the full as well as self insured health plans and programs. The survey covered many important considerations like the provider’s health management plans, the quality of information provided by the physicians to the employees, and the capability of the firm to engage the workforce in enjoying the benefits of the health plans by active participation. Additionally, the results of the survey were also shared among the staff so that they can get a help in selecting and designing their personal health plan. Moreover, all the designed health plans of the firm included three elements namely, pre-emptive care and careening, mental health benefits, and covering the fatal and high costing diseases. The pharmacy was operated by experienced vendors, and Pitney Bowes has three tier levels for all the medications, that are 10%, 20%, and 30%. The firm placed the medicines for which there was a high non-compliance rate in the least expensive tier to encourage its usage among the employees and providing them an excellent pharmacy benefits.

Evaluate the relationship of Pitney Bowes to health plans and providers.  Is it maximizing value?

It has been observed that the health plans of the Pitney Bowes improved over time by providing on-site screening and checkup facilities. Moreover, the incentives introduced later like no smoking benefit and other things added value to the success of the health plans. Undoubtedly, it were the providers that make all of it happen, and good terms of providers with Pitney Bowes foster this achievement of the health objectives of the employees. Finally, it has maximized the value of the firm because concentrating on the wellness and health of the workers with wide ranging programs has contributed positively to the reputation of the company.

What recommendations would you make to improve Pitney Bowes' health strategy in 2008?  What challenges and constraints must be overcome?

It is seen that the dispersed employees are not provided with the same health benefits as the workers on the client side enjoy. It will be a great challenge for Pitney Bowes to target those dispersed employees. There are many constraints that may hinder this, for instance, there is no specific place where the dispersed employees stay. It is recommended that Pitney Bowes can think upon introducing health visits by physicians in the homes of the dispersed employees so that they can get primary care.
Should employers withdraw from the U.S. health care system? How could the employer community lead the transformation of value in health care delivery?  
The employers should not be withdrawn from the U.S health care system as they must be under the enforcement and supervision of the government. In addition to this, the employer community can lead to the transformation of value in health care delivery by realizing the importance of health of the workers for the achievement of the organizational goals, and by considering the health care plans as an investment in the workforce instead of an unwanted expense.