Reported Speech Exercises Free Exercises Here
He says, word-order, rules and free exercises here in PDF worksheet How to use a command. 01 Reported speech rules 02 Pronouns Change of pronouns 03 Pronouns Change of pronouns 04 Reported speech place and time. Reported speech exercises. 41 Reported speech all tenses all tenses 42 Mixed exercises all forms tenses 43 All tenses place, time 44 Reported speech place, time 45 All tenses place, time. 1Reported speech - indirect speech Tests reported speech. To do this, we can use direct speech or indirect speech.reported speech dialogue exercisesreported speech dialogue exercises, Direct Speech And Reported Speech Exercises, Esl Reported Speech Exercises Pdf.More than half of the populations of middle- and high-income countries are likely to suffer from at least one mental condition during their lifetime.
The World Health Organization estimates that depression, anxiety disorders, and other conditions cost the global economy $1 trillion per year in lost productivity. 3Edward Segal, “Leaders and employees are burning out at record rates: New survey,” Forbes, February 17, 2021, forbes.com.A mental-health condition manifests itself in workplace absenteeism, presenteeism, and loss of productivity. 2Kelly Greenwood and Natasha Krol, “8 ways managers can support employees’ mental health,” Harvard Business Review, August 7, 2020, hbr.org.Symptoms of burnout are increasing among employees and leaders alike, according to press reports. 1245–49, embopress.org.Since the start of the COVID-19 pandemic, some 42 percent of employees globally have reported a decline in mental health.
5Jacqueline Brassey et al., “Emotional flexibility and general self-efficacy: A pilot training intervention study with knowledge workers,” PLOS One, October 14, 2020, Volume 15, Issue 10, e0237821, journals.plos.org Julian Reif et al., “Effects of a workplace wellness program on employee health, health beliefs, and medical use: A randomized clinical trial,” JAMA Internal Medicine, May 26, 2020, Volume 180, Issue 7, pp. Studies have found, for instance, that wellness programs can improve employees’ performance, mental health, and self-efficacy, and deliver other self-reported health benefits. Please email us at: good news is that addressing mental health and well-being in the workplace can make a difference. If you would like information about this content we will be happy to work with you.
They are accessible at any time and from anywhere, providing help on demand without the long waits often needed for in-person therapy. To gain a better understanding on the role of digital technology in supporting employees’ mental health and resilience, we recently interviewed several experts in this area for their insights.Digital solutions can offer therapeutic approaches or support positive behavioral change on a large scale. 951–60, healthaffairs.org.In recent years, the ubiquity of personal digital devices—smartphones, fitness trackers, tablets, and so on—has enabled many programs to shift to digital or virtual formats, which now account for the majority of employer-sponsored health offerings.As more digital solutions are launched and demands from employees increase, more organizations are investing in building a healthy and resilient workforce. 347–63, journals.sagepub.com Katherine Baicker and Zirui Song, “Health and economic outcomes up to three years after a workplace wellness program: A randomized clinical trial,” Health Affairs, June 2021, Volume 40, Number 6, pp. 304–11, healthaffairs.org Nilay Unsal et al., “A scoping review of economic evaluations of workplace wellness programs,” Public Health Reports, February 2021, journals.sagepub.com Siyan Baxter et al., “The relationship between return on investment and quality of study methodology in workplace health promotion programs,” American Journal of Health Promotion, 2014, Volume 28, Issue 6, pp. 1491–1501, jamanetwork.com Katherine Baicker, David Cutler, and Zirui Song, “Workplace wellness programs can generate savings,” Health Affairs, February 2010, Volume 29, Number 2, pp.
And for those that do get sick, we want to give them the time and space to heal and come back without fear of repercussions.”Another advantage of digital mental-health solutions is that they allow the individual employee to decide how they engage with a therapeutic approach. With this, we trust that people will seek help earlier and less people drop out. It needs to become a topic of conversation and be given the same care and concern. Even though progress has been made, a lot needs to be done.” Manuel Ronnefeldt, founder and CEO of 7Mind, a meditation app, noted that “People still seem not to want to admit that they might be stressed or dealing with mental-health issues.” However, he said, this reluctance can be addressed with a thoughtful approach: “Employees are more likely to use solutions when they are positively framed—for example, as a way to boost well-being and performance.” Eva Haussmann, head of personal resilience at Swiss Re, also spoke of the importance of removing any stigma: “Our vision is to put mental health on a par with physical health. Geoff McDonald, a global advocate, campaigner, and consultant for mental health, observed that “We are still at base camp in breaking stigma.
6Stephany Carolan, Kate Cavanagh, and Peter R. In addition, Annastiina Hintsa of Hintsa Performance, an organization for high-performance coaching, noted: “Digital tools make mental-health support more accessible and have the benefit of a low threshold to start dealing with mental-health challenges.”Recent research has demonstrated that e-health interventions can be effective in improving employees’ mental health and effectiveness. The magic of digital solutions is to give patients that opportunity, empower them and reach them early.” An individual can also take steps to improve their own mental well-being before an issue becomes acute.
Physiological data from wearables, as well as speech, text, and interactions with one’s smartphone, will pave the way.” George Eleftheriou, CEO of Sentio Solutions, which develops biomarkers and digital therapeutics for mental health using data from wearables and mobile devices, noted that, “We expect that by 2025, measures of mental health can be taken as easily as glucose levels today. As these data are more accurate than those gathered by conventional surveys, employers can use them to identify and address pain points in the workplace, and to provide employees with objective measures of their well-being at an individual, team, or organization-wide level. Such interventions can be made without the disclosure of an individual’s personal details the employer sees only anonymized aggregate data. Innovative forms of data collection like these can be integrated into broader offerings for instance, if an employee reports persistent low mood, a digital solution may suggest they take a few days off or point them to personalized coaching or therapy. For instance, an employee can use their smartphone to self-report their mood or record their voice as a means to gauge their emotional state, or use their smart watch to track their heart rate, skin temperature, and electrodermal activity to assess their well-being.
Employers can use them to provide employees with a range of personalized offerings from resilience training to clinical help, in conjunction with support from external professionals or trained employees as appropriate. Some focus exclusively on mental health others also cover sleep, nutrition, and other aspects of physical health to create a more comprehensive picture of employee well-being. They offer various degrees of human touch, from prevention chatbots to in-person psychotherapy, and use a range of techniques from meditation and hypnosis to cognitive-behavioral therapy.
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