Organization's Health Needs Measured And Managed

It is amazing to note how little attention is given to the use of tools that measure the health status of an organization. Much more focus is spent on the health of employees in order to reduce absenteism. Organizations are losing substantial more of their potential result because of employees that are present on the job but who are performing on a poor level. Sometimes caused by private problems, but mainly because of undetected health issues of the organization itself.
What is the experience of other members?
Is organizational health dealt with at the strategic level?
Are tools used to measure the health status of the organization?
Is it considered 'soft' even though it affects the overall performance and therefor bottomline results?
Any idea whether your organization is healthy? If so, what makes you think that?

End of the day, health of an organization depend on the people who make the Organization. But the health parameters of Organization is different from those of the employees. Yes, organisation's health is discussed, debated, measured and kept track of by the management regularly. The organisation health is reviewed by CEO at operational level and reviewed by the Chairman at the Board level.

What health parameters are used and how is measurement applied at your workplace?

Absolutely correct. In recent days, even in my observation where I worked and working, organisation health is not considered as an important criteria at all.
Management is in a wrong notion, that, they are doing the best and expects the high performance level even from the grass root employees too.
Managements, needs to understand the basic and the importance of HR and HR department and needs to keep the check on, so that it improves the work place, motivates employees and maintains balance between personal and official life of employees, one way, I can say if any organisation needs to be successful, organisation health also should be position in the priority list.
Jayalakshmi

We have implemented the OHSAS Policy 18001(Occupational Health and Safety Assurance system ).,an International standard to control occupational health and safety of the working people.Periodical health check- ups are conducted for all people and records are maintained by Occpational health centre.Employees found with some serious complications are sent for specialised treatment in Company Hospital.

This is the perfect example of how companies mistake "health" for only "physical" health. Physical health (or should I say physical ailment) is the manifestation of mental health. Physical ailments can be taken care by themselves. there are so many good hospitals. Companies need to make sure the employees dont get any ailments by ensuring a healthy, friendly, pleasant work environment at work. If they provide this, they will not fall sick in the first place.
Companies should do things that will make employees to 1. want to come to office enthusiastically, 2. want to work happily 3.achieve their deliverables with ease and eager, 4.express themselves fearlessly.
Instead companies put undue pressure on employees, make them work over time, bosses cramp them so they do their work out of fear, and because of all these if they fall sick, they provide medical facilities. This is like first creating a problem yourself and then try to provide solution.

Organizations can be looked at as living organisms. Like human beings, organizations can suffer from health issues that are not always recognized by management. Because most managers focus on the short term results, not on the overall health status of the organization itself.
Many times Organizational Health Management (OHM) is limited to making sure that employees stay healthy and safe on the job. Integral OHM also takes the functioning of the organization into account by periodically testing the physical, mental, social/emotional and spiritual aspects of health.
Anyone familiar with this approach to Organizational Health?
Healthy employees giving their best in an not-so-healthy organization still underperform. Modern performance management requires a balanced approach to OHM in order to achieve sustainable results.