U.S. patent application number 11/317883 was filed with the patent office on 2006-11-09 for system and method for integrated health promotion, injury prevention, and management.
Invention is credited to Troy James Grogan, David Ross Harris, Chris Peres.
Application Number | 20060252600 11/317883 |
Document ID | / |
Family ID | 36602358 |
Filed Date | 2006-11-09 |
United States Patent
Application |
20060252600 |
Kind Code |
A1 |
Grogan; Troy James ; et
al. |
November 9, 2006 |
System and method for integrated health promotion, injury
prevention, and management
Abstract
One embodiment includes a system and method to integrate a
participant's medical, physical, behavioral and psychological risk
factors, historical morbidity and injury profile and the resultant
health-care costs allowing for specifically targeted strategies to
be developed for highly effective individual and
corporate/organizational health promotion.
Inventors: |
Grogan; Troy James;
(Wamberal, AU) ; Harris; David Ross; (Seattle,
WA) ; Peres; Chris; (Forresters Beach, AU) |
Correspondence
Address: |
BLACK LOWE & GRAHAM, PLLC
701 FIFTH AVENUE
SUITE 4800
SEATTLE
WA
98104
US
|
Family ID: |
36602358 |
Appl. No.: |
11/317883 |
Filed: |
December 22, 2005 |
Related U.S. Patent Documents
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Application
Number |
Filing Date |
Patent Number |
|
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60638506 |
Dec 22, 2004 |
|
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|
60639232 |
Dec 23, 2004 |
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Current U.S.
Class: |
482/8 |
Current CPC
Class: |
A63B 22/00 20130101;
G16H 20/30 20180101; G16H 10/60 20180101; G06Q 99/00 20130101; A63B
24/0075 20130101; A63B 2230/00 20130101; A63B 24/00 20130101 |
Class at
Publication: |
482/008 |
International
Class: |
A63B 71/00 20060101
A63B071/00 |
Claims
1. A method for health promotion comprising: integrating
participant risk information; assessing health needs of the
participant; assigning a code of fitness to the participant; and
developing a fitness action plan.
Description
PRIORITY CLAIM
[0001] This application claims the benefit of U.S. Provisional
Application No. 60/638,506 filed on Dec. 22, 2004 and of U.S.
Provisional Application No. 60/639,232 filed on Dec. 23, 2004; both
of which are hereby incorporated by reference in their
entirety.
BACKGROUND OF THE INVENTION
[0002] Insurance premiums for employer sponsored health benefits
reached $520 billion in 2004. These numbers cannot be sustained in
the current marketplace. Legacy benefit costs are retarding growth,
distorting wages, and killing profitability in entire business
sectors.
[0003] In one embodiment, this problem is solved by offering an
industry specific, systems based, and/or integrated system and
method for integrated health promotion, injury prevention, and/or
management,
SUMMARY OF THE INVENTION
[0004] A method for integrated health promotion, injury prevention,
and management. The method includes, integrating users risk
information and assessing health needs of a participant. Using this
risk assessment, a code of fitness is assigned to a participant.
Finally a fitness action plan is developed for the participant.
BRIEF DESCRIPTION OF THE DRAWINGS
[0005] Preferred and alternative embodiments of the present
invention are described in detail below with reference to the
following drawings.
[0006] FIG. 1 shows a method of using a health, fitness, and
wellness program;
[0007] FIG. 2 shows the integration of the main themes of one
embodiment;
[0008] FIG. 3 shows a method of producing organizational level
change;
[0009] FIG. 4 shows a method of using a database;
[0010] FIG. 5 is a table representing the AlphaOne Code of Fitness
in one embodiment;
[0011] FIG. 6-18 are surveys used to determine a participants
AlphaOne Code of Fitness in one embodiment;
[0012] FIG. 19-24 are tables representing distinct method steps of
one embodiment;
[0013] FIGS. 25-33 show Q scale guidelines in one embodiment;
and
[0014] FIGS. 34-36 shows screenshots of assessing the AlphaOne Code
of Fitness in one embodiment.
DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENT
[0015] The preferred embodiment is a system and method that
integrates a participant's medical, physical, behavioral and
psychological risk factors, historical morbidity and injury profile
and the resultant health-care costs allowing for specifically
targeted strategies to be developed for highly effective individual
and corporate/organizational health promotion.
[0016] In one embodiment, the system and method uses an actual
participant's health and fitness assessment data, occupational
health and safety, and/or healthcare data. Then utilizes workplace
systems and communication, web-based and personal (one to one)
intervention strategies to lower the individuals' health risk
factors. Therefore, the organizations health risk factors are
lowered resulting in a boost of human performance and workplace
productivity.
[0017] The system and method of one embodiment combines the
previously separate areas of wellness, safety, and
disability/injury management to increase efficiency and improve
health, safety, and productivity outcomes in all areas. The Code of
Fitness is used to tailor personal and organizational health
strategies to suit specific industry groups.
[0018] A health, fitness, and wellness program needs to reflect the
organizational culture to attract and have meaning for users at
greatest risk. Evidence from international research shows that
health initiatives are more effective when tailored to suit the
industry towards which they are directed. In other words, an
evidence based approach to promoting health at work requires that
the program be tailored to suit the industry group for whom the
program is intended. The rewards of adopting a more integrated
approach to managing workforce health go beyond harm minimization,
and contribute to an organization's efforts to foster a supportive
culture where responsibility for managing health and safety is
shared between management and workers. It is also the most likely
method by which organizations will achieve and sustain the target
of zero injuries. There is growing evidence that an integrated
approach to preventing injury, promoting health, and managing
injury produces better results in all areas more so than a singular
approach. For example, research shows that employees are more
likely to participate in health programs when personal and
occupational risk factors are linked. Furthermore changes to
occupational health safety, workers compensation, and injury
management legislation emphasize the need for more attention to
prevention.
[0019] In one embodiment, each health, fitness, and wellness
program is tailored on the basis of detailed university-level
research to address the legislative, business and cultural drivers
that organizations are responding to. In this way, the system and
method assists organizations to boost performance and
competitiveness within their industry.
[0020] Industry tailoring allows each health, fitness, and wellness
program to become part of the management structure of the target
organization. The program therefore reaches 100% of the workforce.
This is different from traditional programs who typically offer a
range of health activities, such as health fairs, seminars and
blood pressure checks, health assessments that are voluntary and
therefore only attract workers who are interested.
[0021] In one embodiment injury prevention, personal health
management, and recovery from injury (disability management) are
combined within one, single program. This is due to a code of
fitness that is called AlphaOne.
[0022] In one embodiment, each participant is assigned an AlphaOne
Code of Fitness. It is the target of the entire workforce to
achieve the AlphaOne Code of Fitness. AlphaOne achieves success by
motivating and supporting high-risk employees to take action to
lower their risk while, at the same time, supporting healthy
workers to maintain their fitness. The Code of Fitness is
confidential so the employer is not given any details about
individual employees. However, the Code of Fitness allows an
AlphaOne organizational profile to be prepared which shows the
employer percentages of the workforce who have an A1 score (low
risk) ranging through to a C3 score (high risk). This score enables
a manager or another participant to make decisions regarding
allocation of resources to address potential high risk, high cost
elements of the workforce in a targeted and efficient manner.
[0023] FIG. 1 shows a method of using a health, fitness, and
wellness program. At box 10, the program is set-up in a
workplace.
[0024] To achieve and sustain high participation rates and attract
employees with high health risk, AlphaOne establishes: on-site
support groups/steering committees involving key personnel in
planning and follow-up. An invitation and/or encouragement from
management and/or unions to employees. Promotion of the program
including posters, intranet promotions, and articles in the company
newsletter. Further supervisor/manager involvement is encouraged in
promotion.
[0025] Support exists for the program at a senior management level.
This, in one embodiment, includes the formation of a Steering
Committee. The Steering Committee preferably will meet no less
frequently than once every four months. The purpose of the Steering
Committee is to keep senior management informed of the program
progress; to involve senior management in planning and
problem-solving; and to encourage senior management to use the
program to achieve organizational objectives.
[0026] Support exists for the program within key work groups,
preferably in work locations and/or divisions. This includes the
formation of AlphaOne Task Groups at larger work locations and/or a
nomination of Key Contacts with whom the AlphaOne program
coordinator can liaise. For efficiency, Task Groups and Key
Contacts are preferably pre-existing Safety Committees and/or
Safety representatives.
[0027] At box 20, there is an individual, team and/or
organizational goal setting session.
[0028] At box 30, there is a health needs assessment and a physical
demands analysis (PDA) of a worksite. In one embodiment, there are
three aims of this stage: to engage the workforce and build support
for a health program; to understand historical and organizational
issues to be addressed by the program; and to benchmark
characteristics of the workplace and the workforce (e.g.
organizational attitudes, health risk behaviors and physical and
environmental attributes).
[0029] In order to achieve the foregoing aims, company injury and
illness records are reviewed and semi-formal interviews are held
with selected experienced and new personnel. Work locations are
visited and digital images captured of physically demanding work
practices. These locations are preferably identified by a Task
Group and through interviews as being potentially problematic. The
images and information gathered are incorporated into the AlphaOne
training modules or health forums.
[0030] Health, safety and productivity data will enable AlphaOne to
monitor and report indicators of program impact upon health care
costs, productivity and return-on-investment. The table below
indicates, in one embodiment the factors testes in the assessment.
Also see FIGS. 34-36, which show screenshots of assessing the
AlphaOne Code of Fitness in one embodiment. TABLE-US-00001 Medical
Fitness Behavioural Psychological Profile Profile Profile Profile
Medical Aerobic Fitness Exercise habits Happiness and History Upper
Body Diet and eating coping Blood Strength habits Sleep Pressure
Back and Midriff Smoking Depression and Body Mass Strength, Alcohol
sadness Index Mobility and consumption Social interaction Waist-Hip
Stability including binge and support Girth Lower Body drinking
Stress and anxiety Lung Strength and Pain management Function
Mobility Job satisfaction and sense of control
[0031] At box 40, there is a Health and Fitness Assessment.
Personal Health Programming takes place, providing users with a
code of fitness that is both motivational and educational. In one
embodiment, the health and fitness assessment preferably takes 60
minutes and includes one-to-one counseling, medical and employee
assistance program ("EAP") referral, health and fitness action
plans and follow-up. Employees attending the AlphaOne health and
fitness assessment receive confidential, one-to-one counseling.
Employees who have risk factors for poor health and injury are
referred to a doctor and strongly advised to attend follow-up
health forums at which health messages given during counseling are
reinforced and team members learn how to support each other in
achieving their health goals. Employees who score highly on
indicators of psychological distress are referred to a doctor of
their choice and to the company's EAP as appropriate.
[0032] The health and fitness assessment includes, in one
embodiment, targeted support programs for individuals at high risk
on key measures of health and fitness. In one embodiment these
programs include: the AlphaOne Q-Scale (see FIGS. 25-32) which is a
validated instrument for detecting and counseling on a range of
psychosocial and behavioral health issues such as sleep problems,
pain, family and social problems, and mental health problems
including mood disorders such as anxiety and depression. Unlike
other commonly used instruments, known to those skilled in the art,
such as the Kessler 10, GHQ, and the DAS, the Q-scale has been
designed to raise employees' awareness of these conditions through
questioning, as distinct from asking direct and disquieting
questions about mental illness. The Q-scale has proven to be
effective to encourage employees who are experiencing moderate to
severe psychosocial problems, and whose health and safety are at
risk, to talk about their problems with the counselor and to
consult with their doctor and/or their employer's EAP.
[0033] The AlphaOne Love Handles CD is directed at overweight,
obese and morbidly obese employees. The CD changes the way workers
think about their weight, directing them towards taking the next
step to weight management, in consultation with their doctor.
[0034] The AlphaOne Six Pack is a targeted intervention for
employees found to be drinking at very hazardous levels. The Six
Pack is a kit preferably comprising fun, informative and
interactive educational resources that is given to employees who
score `high risk` on measures of alcohol consumption.
[0035] Further, in one embodiment, assessments includes the
participant receiving their own high quality full color health and
fitness assessment, personal fitness planner and information
booklet to take away and use throughout the program and to compare
results at the follow-up assessment.
[0036] This assessment differs from a basic health check because of
the combination effect of the Code of Fitness and the time taken
with the participant to explain their code. Some example questions
would be: what the participant's health and fitness status means
and preferably, what they can do about it to change, set goals and
improve their overall health, fitness and quality of life.
[0037] It is the counseling and coaching components of the
assessment which occur at this stage which take time and act as a
critical intervention to help move people to real behavior change
e.g. out of pre-contemplation and into contemplation or
preparation. This is particularly the case with higher risk
employees who invariably have a number of risk factors requiring
focused information and coaching and often referrals to their
general practitioner.
[0038] At box 50, there is a Health Forum series that is linked to
the code of fitness and a PDA. The program is supported by a series
of team training sessions called Health Forums. Health Forums focus
on key OHS issues involving employees in the health management
process. Health Forums increase workforce knowledge, understanding
and skills in human movement, sleep management, healthy eating,
problem-solving, and team work for safer, healthier work
practices.
[0039] Health Forum topics include: The Health of OHS, which shows
the links between personal and occupational risk factors.
SmartMoves Parts 1 and 2, which includes understanding muscles,
bones and joints; principles for safe, strong posture, movement and
protecting the back. It further includes a re-conditioning program
for the back; smarter, safer work practices; and personal fitness
programming. EatWell, which includes food, nutrition and energy
needs for work and lifetime changes to energy needs. It describes
why bowel cancer is one of the biggest killers and how to prevent
it; hydration, drugs and alcohol; a weight management program; and
smart snacks. Beating the Worry Bug, which includes understanding
mental health issues at work; the relationship between stress,
anxiety and depression; cognitive behavioral therapy techniques and
how to use positive self-talk; case studies using sports stars and
well-known personalities; and finally learning a relaxation
technique. SleepWell, which includes strategies for better sleep
and less fatigue; relevant for all employees; includes checklists
for sleep hygiene, sleep routine, and sleep environment. PainLess,
which includes a session on what happens when you hurt; lack of
movement and the vicious pain cycle; why back pain comes back; the
healing process and how to help it; and inspiring stories from
people managing their pain. The Body at Work, which includes
occupational exposures and the most vulnerable body parts; how eyes
work and eye protection; hearing loss--when is it too late?;
airborne hazards and your lungs; and where does `cancer` come from.
The Psychology of Change which includes review links between
personal health, happiness; state-of-the-science statistics; and
the psychology of change--why we behave the way we do and how to
change for good. SmartMoves Part 3 which includes, physical
fitness; techniques to stabilize and protect your joints; hands-on
practical instruction; focus on backs; and planning and fitness
programming. This forum preferably gives you more advanced
knowledge and skills about fitness, strong posture and movement.
Simple skills are used to stabilize joints for greater strength and
power and less aches and pain. SmartFood which includes healthy
eating and your energy needs; metabolism, blood sugar and syndrome
X; how to maintain healthy blood sugar and blood fat; and how to
use the Glycaemic Index and why it could save your life. Fighting
Fit, which includes a personal plan to boost your immune system;
understanding the relationship between stress, anxiety and
depression; knowing the difference between physical and mental
relaxation; and why relaxation is preferable for health. This forum
includes relaxation technique. In an alternate embodiment, these
forums are a recording on an audio medium.
[0040] At box 60 integration with safety and injury management
takes place. At box 70 a healthy work environment program takes
place. At box 80 there is detailed reporting (written reports and
presentation of data) to key stakeholders at all levels within the
target organization based on milestones and agreed goals at program
commencement.
[0041] FIG. 2 shows the integration of the main themes of one
embodiment. Box 145 represents and individual change program to
reach all employees, including those at highest risk. Individual
change strategies help employees to identify personal health risk
facts, and motivate and support them to change and sustain habits
for good health. Employees are given health messages and resources
tailored to each individual's readiness to change given health
messages and resources tailored to each individual's readiness to
change. Box 150 represents a team change program, which is used to
build communication and support with work teams. Box 140 represents
an organizational change program to create a more supportive work
environment to reinforce and sustain healthy change within the work
force.
[0042] FIG. 3 shows a method of producing organizational level
change. At box 210 is the planning and delivery of AlphaOne, this
preferably includes successful planning and a successful launch.
This area is measured by the task group. At box 220 is
participation and quality by the participants. Work teams
participate in the Alpha One program. This area is monitored by a
survey. At box 230, there is an environmental change, resulting in
a more health promoting work setting. This area is monitored by a
checklist for health promoting environment at work. At box 240
there is an individual change. An individual participant has
developed increased knowledge, improved attitudes and beliefs,
safer work behaviors, in creased commitment to safety, adjusting to
a healthy lifestyle, and improved fitness and health management.
This area is measured by a survey, a health and fitness assessment,
and the task group. At box 250 team levels change. A team has
increased feelings of coworker and supervisor support; improved
trust and communication; improved workplace relations; and improved
attitudes toward the organization. This area is monitored by a
survey and the task group. At box 260 there is organizational level
change. As an organization there is improved productivity and
satisfaction. There is reduced number of incidents. This area is
monitored by company records and a survey.
[0043] FIG. 4 shows a method of using a database. The database
contains both an entry module for data documents and also a
reporting function. At box 310 a set of data is gathered at the
company in the set up phase. That data, at box 320, is then
configured by a data manager to be entered into the database. At
box 315 data is gathered from each participant as they are entered
into the system. At box 325, surveys and assessments on each
participant are incorporated with data from box 315. The data from
the company and the participant data are then analyzed to produce
an AlphaOne calculation, an example is shown in FIG. 5. At box 340
the data is monitored by a program coordinator, and can be accessed
generally by an intranet.
[0044] FIG. 5 is a table representing the AlphaOne Code of
Fitness.
[0045] FIG. 6--are surveys used to determine a participants
AlphaOne Code of Fitness.
[0046] In one embodiment, promoting employee and family health,
fitness and quality of life fall under Environmental Program
components and are a beneficial component of an integrated
workplace health and fitness management program to achieve long
term change and benefit to the organization. They are also
preferable in as much as they offer the potential to further engage
the workers through reaching their families and/or significant
others.
[0047] In one embodiment, a Healthy Work Environment (HWE), the
AlphaOne Resource Centre, which is a high profile on-site resource
centre that is set up in strategic locations at each work place
providing employees with access to state-of-the-science health
information and take-home resources.
[0048] In one embodiment, AlphaOne has developed a self assessment
which includes key components of the participant's baseline health
& fitness assessment which participants can undertake in their
home environment and self report into the AlphaOne.TM. database
during the mid points of the Health and fitness program.
[0049] In one embodiment, as part of the AlphaOne program,
geographic living regions of the workforce are reviewed and details
compiled for another exclusive, research-based health resource
developed by AlphaOne called the Active Living Finder. This
includes all local recreation and fitness facilities, sports clubs,
and contact details. The Active Living Finder supports employees
who are thinking about taking the `next step` to healthy
change.
[0050] In one embodiment all components of the AlphaOne program are
aligned with an effective incentive scheme for the integrated
workplace health and fitness Management Program. It is a
consequence of our advanced monitoring system that we are able to
offer the AlphaOne Incentive Scheme (IS). The IS promotes
participation and rewards employees who improve or maintain
reasonable levels of health & fitness. Employees accumulate
Incentive Points (IPs) when they attend program activities, achieve
personal targets and when they improve or maintain their Code of
Fitness.
[0051] In one embodiment, a total of 100 IPs can be earned.
Employees who attain 50 IPs receive acknowledgement for a good
effort. When employees attain 75 IPs, they are accepted into the
`Hall of Champions` and receive an award. Employees who attain 90
IPs are accepted into the `Hall of Legends` and receive another
award. Awards and Halls are acknowledged through newsletters and
company communiques and are also able to be viewed via the
intranet. Incentive schemes work to further develop peer support
and peer pressure and augment the behavior change process within
specific teams and business units.
[0052] In one embodiment, the Mates Agreement is a structured
personal goal setting program for participants. Each employee
chooses a personal health and fitness goal/target to be achieved by
the end of the program and finds a mate with whom they sign a
`Mate's Agreement`. Preferably `Mate's Agreements` are posted
internally to the organizations key contact, or handed to one of
the AlphaOne program coordinators. Employees are encouraged to `go
for it`. If they achieve their target by the end of the program,
they have their mate sign their `Target Achiever` form and send it
in. Mates Agreement targets are reviewed on their merits and
assessed against the criteria of being specific, measurable,
achievable, realistic and time-bound and must contribute to helping
participants improve or maintain their AlphaOne Code of
Fitness.
[0053] In one embodiment AlphaOne is able to report on: validated
work productivity questions designed to calculate an employee's
work performance that can be converted into a dollar value.
Detailed reporting of the AlphaOne Code of Fitness including
medical, fitness, and health. Health behaviors and psychosocial
Q-scale. Monitoring linked to the AlphaOne database that reports on
individual, team and organizational program participation.
Participation rates reported against health and fitness outcomes to
demonstrate the dose-response. Medical history; OHS attitudes and
behaviors; AlphaOne Code of Fitness against age; AlphaOne Code of
Fitness by job category; Divisional, business unit or team based
reporting; Pain profile; Perception of health; AlphaOne Code of
Fitness reported against absenteeism, incident and injury
statistics; Physical Demands Analysis (PDA) based on site visits
and literature review. The code of Fitness in relation to the PDA
and job tasks that are high risk/high frequency and the levels of
health and fitness that are recommended for the particular role;
and productivity survey and reporting to report on organizational
productivity and ROI.
[0054] In one embodiment, the workforce is profiled for measures
of: medical risk factor profile, physical fitness risk factor
profile, psychological health and quality of life profile, health
habits and lifestyle risk factor profile, OHS attitudes, culture
and safety behavior profile, pain profile, and preferences for
program content. The organization is compared with national norms
and medical guidelines. Participation and satisfaction measures are
included. Presentations of program results are made to management
as well as detailed written reports. The organization will receive
a detailed executive level baseline presentation and a
comprehensive written baseline report showing overall and regional
outcomes for the program.
[0055] In one embodiment the organization has the option of a
program being evaluated at the mid point of the health and fitness
program. Preferably, six broad questions are evaluated in the
process and/or impact evaluation. 1) Are all the activities of the
program being implemented? 2) Is the program reaching the target
group? 3) Are components of the program of good quality? 4) Are
participants satisfied with the program? 5) Are participants
improving their level of knowledge? 6) Are the participants
changing their attitudes and beliefs?
[0056] In one embodiment, a follow-up report compares baseline and
follow-up results from the Integrated Workplace Health &
Fitness Management Program. Pre- and post-program medical, health,
fitness and behavioral results are compared for changes. OHS
culture and behavioral measures of success are compared,
Cost-Benefits are reported. Feedback from participants and managers
is incorporated into the report. Recommendations are offered.
[0057] Further with confidentiality maintained the Code of Fitness
becomes the unique identifier for such reporting and provides
valuable baseline and trending data to the organization for
reporting ROI and cost/benefit analysis at the baseline, during the
program and in the long term follow up.
[0058] In one embodiment program evaluation will begin with
reviewing progress on all measures taken in the Health and Fitness
Assessments. This measures changes to the collective workforce's
fitness and medical condition. Health and fitness assessments
provide detailed measures of risk factors and also changes to the
`Code of Fitness` profile of the workforce and the matched
participants. Participation in any or all of the program components
with points and rewards attached as deemed by the organizations
health and fitness program steering committee. Measuring changes to
the collective workforce's attitudes, knowledge and behaviors using
a comprehensive survey. Measuring changes to the organizations
absenteeism, lost time injuries and workers compensation records
against participant's health changes using a highly sophisticated
organization productivity index.
[0059] In one embodiment, the integrated workplace health &
fitness program will be measured. The framework shows that the
project will be evaluated at strategic points to provide the
organizations with feedback on meaningful areas of impact and
outcomes. This will occur for health and fitness assessment
delivery, participation and quality, positive changes to the health
and fitness of employees, feedback from work teams, and positive
change indicators for the organization.
[0060] In one example embodiment a grip test is used to determine
upper body strength. Upper body strength is a preferable fitness
attribute for stabilizing and protecting joints of the neck and
shoulders. Office work often requires some degree of upper body
strength for tasks such as handling boxes and files, moving office
furniture reaching for high files or objects. Key areas of upper
body fitness include strength and endurance of grip (wrist and
forearm), biceps, shoulder girdle muscles, and muscles of the upper
back and chest. The grip test has been shown to be a valid measure
of muscular strength that has been shown to have a high correlation
with traditional strength measures of chest press and elbow flexion
strength (r=0.672) and may even give an approximation of total body
muscle strength. Handgrip strength has also been associated with a
decline in ageing population's functional ability, a decline in
decreased fat free muscle mass and used as a possible diagnostic
tool for work related upper limb injuries.
[0061] The equipment used is a hand grip dynamometer; Jamar
Hydraulic hand grip dynamometer; BTE-Primus grip tool; Rolyan
hydraulic dynamometer; Smedley Handgrip dynamometer; and TTM hand
grip dynamometer.
[0062] Either the participant or the assessor may stop the test at
any time if adverse symptoms or undue stress are apparent. The
assessor must always be attentive for signs of distress in the
participant.
[0063] In one embodiment the procedures are to ensure the
dynamometer is set to zero. Adjust the dynamometer to fit the
participant's hand. The space is to be equal to space between the
inside of the participants thumb and the second knuckle. Record
whether the participant is either left or right handed. If unsure
the writing hand is to be recorded as the dominant hand. The
subject is to stand with the heels, buttocks and back resting
against a wall. Re-check that the dynamometer is set to zero. The
subject is to grip the dynamometer in the dominant hand and hold it
vertically above the head. When ready, ask the subject to grip as
hard as possible while moving the arm through a 180' arc (in the
anteroposterior plane) to the count of three. The arm must remain
locked, straight at the elbow, throughout the grip maneuver. Take
the dynamometer from the subject, read the score to the nearest 0.5
kg, and record it on the data sheet. Measure the grip of the
non-dominant hand, read the score and record. Repeat the procedure
twice for both hands recording the maximum score for each hand.
Calculate the average of both left and right hands.
[0064] The grip test measures strength specifically for the forearm
flexors. It can also provide an indication of over all upper body
strength. Good strength in the upper body is preferable for tasks
such as lifting or carrying objects. The grip test can also be a
good indicator of how your total upper body strength is traveling.
Good upper body strength in the biceps, shoulder girdle muscles and
muscles of the upper back and chest are preferable for stabilizing
your shoulders and protecting us against injury during physically
demanding work. This can include moving office furniture, moving
boxes or large stacks of files as well as the activities we perform
at home and outside work such as house work, renovations or
gardening and even playing with or tending to our children. Due to
the fact that we perform work with our upper body our hands and
wrists will also be used This means that if your general upper body
strength is good then usually your grip strength will also be good.
Therefore grip strength can be used to assess the strength of your
grip and as an indicator of your overall upper body strength. Grip
strength has also been used to identify risk of injury to the upper
body for people who do physical work. A decline in grip strength
has been associated with a decline in muscle mass and a person's
functional ability.
[0065] Male norms for grip strength (average of left and right
hand)
[0066] The grip test measures strength specifically for the forearm
flexors. It can also provide an indication of over all upper body
strength. Good strength in the upper body is preferable for tasks
such as lifting or carrying objects. The grip test can also be a
good indicator of how your total upper body strength is traveling,
however it isn't specific enough for us on it's own for to show us
how your over all upper body strength.
[0067] While the preferred embodiment of the invention has been
illustrated and described, as noted above, many changes can be made
without departing from the spirit and scope of the invention.
Accordingly, the scope of the invention is not limited by the
disclosure of the preferred embodiment. Instead, the invention
should be determined entirely by reference to the claims that
follow.
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