Health and Wellness Program Essay Example

Health and Wellness Program Essay Visual Literacy in Business Health and Wellness Program Dr. Ashish Godbole October 9, 2010 Due to the rising costs of health care insurance, it would be very beneficial to employees as well as Companies/Organizations themselves to implement a health and wellness program in work places. Facilitating a Health and Wellness Program in the workplace is the greatest assessment an employer can make because it would be an investment in their most valuable asset, the employees. With there being more urgency today than ever before, America is under pressure to be productive even as healthcare costs proceed to rise and bombard the most important resource, the employees. Research and data show: †¢Health and Wellness in the workplace that contain fitness machinery have lowered employer healthcare expenditure by 20 to 55 %. †¢Unnecessary sicknesses make up 70 % of illness expenditure in the U. S. †¢The study of Health and Wellness in the workplace indicate that by lowering any one health risk factor, a person’s productivity on the job can increase by 9 % and lower absenteeism by 2 %. For every one dollar that a company spends on a Health and Wellness program in the workplace, it receives an average network profit of $3. 40 to $7. 88 (InfiniteHealthCoach. com, 2008, Health and Wellness in the Workplace). The achievement of any company/organization relies greatly upon the production and work performance of its employees. The ability to do a j ob and do it at a high level time and again is significantly aided by Health and Wellness Programs. They focus on the physical health of the employees, ensuring medical requirements and personal health as a main concern. We will write a custom essay sample on Health and Wellness Program specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Health and Wellness Program specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Health and Wellness Program specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The implementation of a Health and Wellness Program has been proven efficient in lowering company/organization health care expenditure. Rising health expenditure meant that employers were searching for a way to reduce the cost while sustaining healthy employees. Health and Wellness Programs noticeably lower the elevated rate of employee health care cost in the workplace. There are numerous factors that sway a person’s health and well being. These can be minor inflictions like a cold, flu, major heart problems or obesity. Any one of these might result in the employee being off from work. A Health and Wellness Program may possibly reduce the amount of time that an employee is off from work or maybe avoid it all together. Reduced absenteeism means a reduction in costs and enhances productivity. Employee Health and Wellness Programs have an array of advantages for employers. For the company/organization as a whole, one of the most important benefits is the decline in the companies overall expenditure. Things like declining sick leave, absenteeism, and lower health care expenditure contribute to an extensive reduction in overall costs. The main goal of a Health and Wellness Program is to inspire employees to conduct healthier lifestyles. It has been established that when an employee is healthy, they produce or put out more work. Being healthy increases attentiveness, energy levels, and productivity which is a result of the accomplishment of Health and Wellness Programs. Health and Wellness Programs have had an enduring effect on the cost of sick leave. Through instruction, training management, and lifestyle direction, these types of programs have significantly lowered the cost of sick leave as well as increased work performance on the job. Health insurance cost is rising every year and is now to the point where employers have to look for new ways to lower their health everyday expenditure. Health and Wellness Programs have exposed unbelievable returns and amazing results. Health expenditure for companies using Health and Wellness Programs are extensively reduced (Top 10 reasons why your company needs an Employee Wellness Program, nd). As stated by Gordian Health Solutions, the efficiency of wellness programs in refining health and lowering healthcare costs is immediately associated to incentives: †¢The more extensive the incentives, †¢The more elevated the success rate. Incentives can vary from tokens of success, such as t-shirts, water bottles, sports gear, to more extensive financial awards, such as cold hard cash or I owe you vouchers for the triumphant completion of a program. Nationwide Insurance companies are seeing results from a little incentive program opened by one of the company’s nurses. To inspire walking at lunch time, the worker has casually initiated a â€Å"shoelace program† designed after the karate-belt color scheme. At the high point of the reward scale, a number of companies/organizations pay cash to staff members who satisfy wellness goals. Luk, Inc. present staff members with $250 for quieting smoking and staying smoke free for a year. The most helpful motivator, as advertised by Gordian research, comes from uniting involvement in wellness programs straight to insurance premiums. Doing so plainly proves to employees the positive outcomes of wellness on their own healthcare expenditure. Frequently, the first step in uniting wellness programming to insurance exposure is lowering deductibles for wellness care or removing deductibles altogether. By supplementing this benefit, companies can encourage employees to take on routine screenings and other measures to take action against health problems before they become permanent. Early detection is beneficial to employee health and company healthcare expenditure (Health Wellness, 2010, Health and Wellness in the Workplace). A few studies have provided evidence of reduced medical and insurance costs for groups in wellness programs, particularity wellness programs with exercise. Here are a few examples: †¢For $30 per participant, the Bank of America supervised a wellness program for retired people using a threat assessment survey, self-care manuals, and other mailed resources. Insurance claims were lowered $164 a year in this group of people while they increased $15 for the manage group. Since they were able to record profound changes in risk conduct, they expect greater investments in the years to come. Pacific Bell’s FitWorks insurance group claims $300 less per incident for a one-year investment of $700,000. Savings for circumstances related to an inactive lifestyle is $722 per incident. †¢Coca Cola declared a decline in healthcare claims involving an exercise program alone, saving $500 per employee per year for the ones (60%) who started doing their HealthWorks fitness program. †¢Prudential Insurance Corporation announces that their company’s major health expenditure dropped from $574 to $312 for each employee in its wellness program (admin, nd, Are Health Promotion Programs Cost Effective? . Implementing a health and wellness program in the workplace would be very beneficial to employees as well as the companies/organizations themselves due to the rising costs of health care insurance. Reference Page admin, nd. Are Health Promotion Programs Cost Effective? Retrieved September 25, 2010 from http://health-wellness-program. com/are-health-promotion- programs-cost-eff†¦ InfiniteHealthCoach. com, 2008. Health and Wellness in the Workplace. Retrieved October 4, 2010 from http://www. infinitehealthcoach. com/health-and-wellness- in-the-workplace. h†¦ Top 10 reasons why your company needs an Employee Wellness Program, nd. Retrieved September 25. 2010 from http://www. wellnessquotes. com/top10- reasons-why-your-company-needs-a†¦ Wellness Incentives, 2010. Retrieved September 25, 2010 from http://healthandwellness Intheworkplace. org/ Health and Wellness Program Visuals Robin Phillips CGD 218 Visual Literacy in Business Health and Wellness Program Dr. Ashish Godbole October 9, 2010 Due to the rising costs of health care insurance, it would be very beneficial to employees as well as Companies/Organizations themselves to implement a health and wellness program in work places. Facilitating a Health and Wellness Program in the workplace is the greatest assessment an employer can make because it would be an investment in their most valuable asset, the employees. With there being more urgency today than ever before, America is under pressure to be productive even as healthcare costs proceed to rise and bombard the most important resource, the employees. Research and data show: †¢Health and Wellness in the workplace that contain fitness machinery have lowered employer healthcare expenditure by 20 to 55 %. †¢Unnecessary sicknesses make up 70 % of illness expenditure in the U. S. †¢The study of Health and Wellness in the workplace indicate that by lowering any one health risk factor, a person’s productivity on the job can increase by 9 % and lower absenteeism by 2 %. †¢For every one dollar that a company spends on a Health and Wellness program in the workplace, it receives an average network profit of $3. 40 to $7. 88 (InfiniteHealthCoach. com, 2008, Health and Wellness in the Workplace). The achievement of any company/organization relies greatly upon the production and work performance of its employees. The ability to do a job and do it at a high level time and again is significantly aided by Health and Wellness Programs. They focus on the physical health of the employees, ensuring medical requirements and personal health as a main concern. The implementation of a Health and Wellness Program has been proven efficient in lowering company/organization health care expenditure. Rising health expenditure meant that employers were searching for a way to reduce the cost while sustaining healthy employees. Health and Wellness Programs noticeably lower the elevated rate of employee health care cost in the workplace. There are numerous factors that sway a person’s health and well being. These can be minor inflictions like a cold, flu, major heart problems or obesity. Any one of these might result in the employee being off from work. A Health and Wellness Program may possibly reduce the amount of time that an employee is off from work or maybe avoid it all together. Reduced absenteeism means a reduction in costs and enhances productivity. Employee Health and Wellness Programs have an array of advantages for employers. For the company/organization as a whole, one of the most important benefits is the decline in the companies overall expenditure. Things like declining sick leave, absenteeism, and lower health care expenditure contribute to an extensive reduction in overall costs. The main goal of a Health and Wellness Program is to inspire employees to conduct healthier lifestyles. It has been established that when an employee is healthy, they produce or put out more work. Being healthy increases attentiveness, energy levels, and productivity which is a result of the ccomplishment of Health and Wellness Programs. Health and Wellness Programs have had an enduring effect on the cost of sick leave. Through instruction, training management, and lifestyle direction, these types of programs have significantly lowered the cost of sick leave as well as increased work performance on the job. Health insurance cost is rising every year and is now to the point where employers have to look for new ways to lower their health everyday expenditure. Health and Wellness Programs have exposed unbelievable returns and amazing results. Health expenditure for companies using Health and Wellness Programs are extensively reduced (Top 10 reasons why your company needs an Employee Wellness Program, nd). As stated by Gordian Health Solutions, the efficiency of wellness programs in refining health and lowering healthcare costs is immediately associated to incentives: †¢The more extensive the incentives, †¢The more elevated the success rate. Incentives can vary from tokens of success, such as t-shirts, water bottles, sports gear, to more extensive financial awards, such as cold hard cash or I owe you vouchers for the triumphant completion of a program. Nationwide Insurance companies are seeing results from a little incentive program opened by one of the company’s nurses. To inspire walking at lunch time, the worker has casually initiated a â€Å"shoelace program† designed after the karate-belt color scheme. At the high point of the reward scale, a number of companies/organizations pay cash to staff members who satisfy wellness goals. Luk, Inc. present staff members with $250 for quieting smoking and staying smoke free for a year. The most helpful motivator, as advertised by Gordian research, comes from uniting involvement in wellness programs straight to insurance premiums. Doing so plainly proves to employees the positive outcomes of wellness on their own healthcare expenditure. Frequently, the first step in uniting wellness programming to insurance exposure is lowering deductibles for wellness care or removing deductibles altogether. By supplementing this benefit, companies can encourage employees to take on routine screenings and other measures to take action against health problems before they become permanent. Early detection is beneficial to employee health and company healthcare expenditure (Health Wellness, 2010, Health and Wellness in the Workplace). A few studies have provided evidence of reduced medical and insurance costs for groups in wellness programs, particularity wellness programs with exercise. Here are a few examples: †¢For $30 per participant, the Bank of America supervised a wellness program for retired people using a threat assessment survey, self-care manuals, and other mailed resources. Insurance claims were lowered $164 a year in this group of people while they increased $15 for the manage group. Since they were able to record profound changes in risk conduct, they expect greater investments in the years to come. †¢Pacific Bell’s FitWorks insurance group claims $300 less per incident for a one-year investment of $700,000. Savings for circumstances related to an inactive lifestyle is $722 per incident. †¢Coca Cola declared a decline in healthcare claims involving an exercise program alone, saving $500 per employee per year for the ones (60%) who started doing their HealthWorks fitness program. Prudential Insurance Corporation announces that their company’s major health expenditure dropped from $574 to $312 for each employee in its wellness program (admin, nd, Are Health Promotion Programs Cost Effective? ). Implementing a health and wellness program in the workplace would be very beneficial to employees as well as the companies/organizations themselves due to the rising costs of health care insurance. Reference Page admin, nd. Are Health Promotion Programs Cost Effective? Retrieved September 25, 2010 from http://health-wellness-program. om/are-health-promotion- programs-cost-eff†¦ InfiniteHealthCoach. com, 2008. Health and Wellness in the Workplace. Retrieved October 4, 2010 from http://www. infinitehealthcoach. com/health-and-wellness- in-the-workplace. h†¦ Top 10 reasons why your company needs an Employee Wellness Program, nd. Retrieved September 25. 2010 from http://www. wellnessquotes. com/top10- reasons-why-your-company-needs-a†¦ Wellness Incentives, 2010. Retrieved September 25, 2010 from http://healthandwellness Intheworkplace. org/ Health and Wellness Program Visuals Health and Wellness Program Essay Example Health and Wellness Program Essay Visual Literacy in Business Health and Wellness Program Dr. Ashish Godbole October 9, 2010 Due to the rising costs of health care insurance, it would be very beneficial to employees as well as Companies/Organizations themselves to implement a health and wellness program in work places. Facilitating a Health and Wellness Program in the workplace is the greatest assessment an employer can make because it would be an investment in their most valuable asset, the employees. With there being more urgency today than ever before, America is under pressure to be productive even as healthcare costs proceed to rise and bombard the most important resource, the employees. Research and data show: †¢Health and Wellness in the workplace that contain fitness machinery have lowered employer healthcare expenditure by 20 to 55 %. †¢Unnecessary sicknesses make up 70 % of illness expenditure in the U. S. †¢The study of Health and Wellness in the workplace indicate that by lowering any one health risk factor, a person’s productivity on the job can increase by 9 % and lower absenteeism by 2 %. For every one dollar that a company spends on a Health and Wellness program in the workplace, it receives an average network profit of $3. 40 to $7. 88 (InfiniteHealthCoach. com, 2008, Health and Wellness in the Workplace). The achievement of any company/organization relies greatly upon the production and work performance of its employees. The ability to do a j ob and do it at a high level time and again is significantly aided by Health and Wellness Programs. They focus on the physical health of the employees, ensuring medical requirements and personal health as a main concern. We will write a custom essay sample on Health and Wellness Program specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Health and Wellness Program specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Health and Wellness Program specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The implementation of a Health and Wellness Program has been proven efficient in lowering company/organization health care expenditure. Rising health expenditure meant that employers were searching for a way to reduce the cost while sustaining healthy employees. Health and Wellness Programs noticeably lower the elevated rate of employee health care cost in the workplace. There are numerous factors that sway a person’s health and well being. These can be minor inflictions like a cold, flu, major heart problems or obesity. Any one of these might result in the employee being off from work. A Health and Wellness Program may possibly reduce the amount of time that an employee is off from work or maybe avoid it all together. Reduced absenteeism means a reduction in costs and enhances productivity. Employee Health and Wellness Programs have an array of advantages for employers. For the company/organization as a whole, one of the most important benefits is the decline in the companies overall expenditure. Things like declining sick leave, absenteeism, and lower health care expenditure contribute to an extensive reduction in overall costs. The main goal of a Health and Wellness Program is to inspire employees to conduct healthier lifestyles. It has been established that when an employee is healthy, they produce or put out more work. Being healthy increases attentiveness, energy levels, and productivity which is a result of the accomplishment of Health and Wellness Programs. Health and Wellness Programs have had an enduring effect on the cost of sick leave. Through instruction, training management, and lifestyle direction, these types of programs have significantly lowered the cost of sick leave as well as increased work performance on the job. Health insurance cost is rising every year and is now to the point where employers have to look for new ways to lower their health everyday expenditure. Health and Wellness Programs have exposed unbelievable returns and amazing results. Health expenditure for companies using Health and Wellness Programs are extensively reduced (Top 10 reasons why your company needs an Employee Wellness Program, nd). As stated by Gordian Health Solutions, the efficiency of wellness programs in refining health and lowering healthcare costs is immediately associated to incentives: †¢The more extensive the incentives, †¢The more elevated the success rate. Incentives can vary from tokens of success, such as t-shirts, water bottles, sports gear, to more extensive financial awards, such as cold hard cash or I owe you vouchers for the triumphant completion of a program. Nationwide Insurance companies are seeing results from a little incentive program opened by one of the company’s nurses. To inspire walking at lunch time, the worker has casually initiated a â€Å"shoelace program† designed after the karate-belt color scheme. At the high point of the reward scale, a number of companies/organizations pay cash to staff members who satisfy wellness goals. Luk, Inc. present staff members with $250 for quieting smoking and staying smoke free for a year. The most helpful motivator, as advertised by Gordian research, comes from uniting involvement in wellness programs straight to insurance premiums. Doing so plainly proves to employees the positive outcomes of wellness on their own healthcare expenditure. Frequently, the first step in uniting wellness programming to insurance exposure is lowering deductibles for wellness care or removing deductibles altogether. By supplementing this benefit, companies can encourage employees to take on routine screenings and other measures to take action against health problems before they become permanent. Early detection is beneficial to employee health and company healthcare expenditure (Health Wellness, 2010, Health and Wellness in the Workplace). A few studies have provided evidence of reduced medical and insurance costs for groups in wellness programs, particularity wellness programs with exercise. Here are a few examples: †¢For $30 per participant, the Bank of America supervised a wellness program for retired people using a threat assessment survey, self-care manuals, and other mailed resources. Insurance claims were lowered $164 a year in this group of people while they increased $15 for the manage group. Since they were able to record profound changes in risk conduct, they expect greater investments in the years to come. Pacific Bell’s FitWorks insurance group claims $300 less per incident for a one-year investment of $700,000. Savings for circumstances related to an inactive lifestyle is $722 per incident. †¢Coca Cola declared a decline in healthcare claims involving an exercise program alone, saving $500 per employee per year for the ones (60%) who started doing their HealthWorks fitness program. †¢Prudential Insurance Corporation announces that their company’s major health expenditure dropped from $574 to $312 for each employee in its wellness program (admin, nd, Are Health Promotion Programs Cost Effective? . Implementing a health and wellness program in the workplace would be very beneficial to employees as well as the companies/organizations themselves due to the rising costs of health care insurance. Reference Page admin, nd. Are Health Promotion Programs Cost Effective? Retrieved September 25, 2010 from http://health-wellness-program. com/are-health-promotion- programs-cost-eff†¦ InfiniteHealthCoach. com, 2008. Health and Wellness in the Workplace. Retrieved October 4, 2010 from http://www. infinitehealthcoach. com/health-and-wellness- in-the-workplace. h†¦ Top 10 reasons why your company needs an Employee Wellness Program, nd. Retrieved September 25. 2010 from http://www. wellnessquotes. com/top10- reasons-why-your-company-needs-a†¦ Wellness Incentives, 2010. Retrieved September 25, 2010 from http://healthandwellness Intheworkplace. org/ Health and Wellness Program Visuals Robin Phillips CGD 218 Visual Literacy in Business Health and Wellness Program Dr. Ashish Godbole October 9, 2010 Due to the rising costs of health care insurance, it would be very beneficial to employees as well as Companies/Organizations themselves to implement a health and wellness program in work places. Facilitating a Health and Wellness Program in the workplace is the greatest assessment an employer can make because it would be an investment in their most valuable asset, the employees. With there being more urgency today than ever before, America is under pressure to be productive even as healthcare costs proceed to rise and bombard the most important resource, the employees. Research and data show: †¢Health and Wellness in the workplace that contain fitness machinery have lowered employer healthcare expenditure by 20 to 55 %. †¢Unnecessary sicknesses make up 70 % of illness expenditure in the U. S. †¢The study of Health and Wellness in the workplace indicate that by lowering any one health risk factor, a person’s productivity on the job can increase by 9 % and lower absenteeism by 2 %. †¢For every one dollar that a company spends on a Health and Wellness program in the workplace, it receives an average network profit of $3. 40 to $7. 88 (InfiniteHealthCoach. com, 2008, Health and Wellness in the Workplace). The achievement of any company/organization relies greatly upon the production and work performance of its employees. The ability to do a job and do it at a high level time and again is significantly aided by Health and Wellness Programs. They focus on the physical health of the employees, ensuring medical requirements and personal health as a main concern. The implementation of a Health and Wellness Program has been proven efficient in lowering company/organization health care expenditure. Rising health expenditure meant that employers were searching for a way to reduce the cost while sustaining healthy employees. Health and Wellness Programs noticeably lower the elevated rate of employee health care cost in the workplace. There are numerous factors that sway a person’s health and well being. These can be minor inflictions like a cold, flu, major heart problems or obesity. Any one of these might result in the employee being off from work. A Health and Wellness Program may possibly reduce the amount of time that an employee is off from work or maybe avoid it all together. Reduced absenteeism means a reduction in costs and enhances productivity. Employee Health and Wellness Programs have an array of advantages for employers. For the company/organization as a whole, one of the most important benefits is the decline in the companies overall expenditure. Things like declining sick leave, absenteeism, and lower health care expenditure contribute to an extensive reduction in overall costs. The main goal of a Health and Wellness Program is to inspire employees to conduct healthier lifestyles. It has been established that when an employee is healthy, they produce or put out more work. Being healthy increases attentiveness, energy levels, and productivity which is a result of the ccomplishment of Health and Wellness Programs. Health and Wellness Programs have had an enduring effect on the cost of sick leave. Through instruction, training management, and lifestyle direction, these types of programs have significantly lowered the cost of sick leave as well as increased work performance on the job. Health insurance cost is rising every year and is now to the point where employers have to look for new ways to lower their health everyday expenditure. Health and Wellness Programs have exposed unbelievable returns and amazing results. Health expenditure for companies using Health and Wellness Programs are extensively reduced (Top 10 reasons why your company needs an Employee Wellness Program, nd). As stated by Gordian Health Solutions, the efficiency of wellness programs in refining health and lowering healthcare costs is immediately associated to incentives: †¢The more extensive the incentives, †¢The more elevated the success rate. Incentives can vary from tokens of success, such as t-shirts, water bottles, sports gear, to more extensive financial awards, such as cold hard cash or I owe you vouchers for the triumphant completion of a program. Nationwide Insurance companies are seeing results from a little incentive program opened by one of the company’s nurses. To inspire walking at lunch time, the worker has casually initiated a â€Å"shoelace program† designed after the karate-belt color scheme. At the high point of the reward scale, a number of companies/organizations pay cash to staff members who satisfy wellness goals. Luk, Inc. present staff members with $250 for quieting smoking and staying smoke free for a year. The most helpful motivator, as advertised by Gordian research, comes from uniting involvement in wellness programs straight to insurance premiums. Doing so plainly proves to employees the positive outcomes of wellness on their own healthcare expenditure. Frequently, the first step in uniting wellness programming to insurance exposure is lowering deductibles for wellness care or removing deductibles altogether. By supplementing this benefit, companies can encourage employees to take on routine screenings and other measures to take action against health problems before they become permanent. Early detection is beneficial to employee health and company healthcare expenditure (Health Wellness, 2010, Health and Wellness in the Workplace). A few studies have provided evidence of reduced medical and insurance costs for groups in wellness programs, particularity wellness programs with exercise. Here are a few examples: †¢For $30 per participant, the Bank of America supervised a wellness program for retired people using a threat assessment survey, self-care manuals, and other mailed resources. Insurance claims were lowered $164 a year in this group of people while they increased $15 for the manage group. Since they were able to record profound changes in risk conduct, they expect greater investments in the years to come. †¢Pacific Bell’s FitWorks insurance group claims $300 less per incident for a one-year investment of $700,000. Savings for circumstances related to an inactive lifestyle is $722 per incident. †¢Coca Cola declared a decline in healthcare claims involving an exercise program alone, saving $500 per employee per year for the ones (60%) who started doing their HealthWorks fitness program. Prudential Insurance Corporation announces that their company’s major health expenditure dropped from $574 to $312 for each employee in its wellness program (admin, nd, Are Health Promotion Programs Cost Effective? ). Implementing a health and wellness program in the workplace would be very beneficial to employees as well as the companies/organizations themselves due to the rising costs of health care insurance. Reference Page admin, nd. Are Health Promotion Programs Cost Effective? Retrieved September 25, 2010 from http://health-wellness-program. om/are-health-promotion- programs-cost-eff†¦ InfiniteHealthCoach. com, 2008. Health and Wellness in the Workplace. Retrieved October 4, 2010 from http://www. infinitehealthcoach. com/health-and-wellness- in-the-workplace. h†¦ Top 10 reasons why your company needs an Employee Wellness Program, nd. Retrieved September 25. 2010 from http://www. wellnessquotes. com/top10- reasons-why-your-company-needs-a†¦ Wellness Incentives, 2010. Retrieved September 25, 2010 from http://healthandwellness Intheworkplace. org/ Health and Wellness Program Visuals

Transition Questions on SAT Writing Tips and Examples

Transition Questions on SAT Writing Tips and Examples SAT / ACT Prep Online Guides and Tips In writing, transitions are important because they help establish logical connections between ideas. On the SAT Writing and Languge section, questions about transitions are a major component of the test. In this article, I will thoroughly explain the types of transition questions on the SAT and provide detailed advice on how to correctly answer these questions. Importance of Transition Questions Based on our analysis, transition questions are the most common type of questions on the SAT Writing section. You can expect about 5-7 transition questions on the SAT. Therefore, in order to reach your target score, it’s essential to understand how to correctly answer SAT transition questions. What Are SAT Transition Questions? There are two major types of transition questions. The first type will ask you to select the transition word that best completes a sentence. Examples of transition words include â€Å"moreover,† â€Å"therefore,† and â€Å"nevertheless.† The other type of transition question will ask you to select the phrase or sentence that most logically connects to or follows another part of the passage. Type #1: Transitional Words Selecting the right transitional word or phrase to complete a sentence requires you to understand how different transitional words are used. For the most part, transitional word questions on the SAT cover three basic transitional relationships: addition, contrast, and causation. Addition: words like â€Å"furthermore† or â€Å"moreover† that continue or elaborate on a thought. Contrast: words like â€Å"despite† or â€Å"although† that introduce conflicting ideas. Causation: words like â€Å"since† or â€Å"because† that indicate a causal relationship. Here are some example sentences. Pay attention to how the transition words make sense in context. Addition: Making a Murderer is a riveting documentary. Also, it sheds light on the criminal justice system. Contrast: Chris is an extremely popular singer. However, his voice isn’t very good. Causation: Because the weather is warm, I’m wearing shorts today. Not every transition word falls into one of these categories, but thinking of transitions in these terms can help you correctly answer transition questions. Most of the transition word questions will ask you to connect two sentences using a transition word. Here’s a basic example of this type of question. Jeremy never studies. Also, he gets perfect grades on his exams. A. NO CHANGE B. Likewise, C. However, D. Therefore, Because you wouldn’t expect somebody who never studies to get perfect grades, we need to use a contrast word. Answer choice C is the only one that makes sense in context. Key Transition Words These are the most common transition words divided by type. Familiarize yourself with the words on this list and their corresponding transition types. Addition Contrast Causation Also However Thus Moreover On the other hand As such In fact Nonetheless Therefore Furthermore Nevertheless Consequently In addition Still As a result Similarly Instead Indeed Despite this In conclusion Meanwhile In other words Finally Next Likewise Then For example How to Approach Transition Word Questions Here's a step-by-step guide to help you correctly answer transition word questions. #1: Read Until the End of the Sentence This advice goes for all SAT Writing questions. To ensure that you properly understand the context and are able to correctly determine the right transition word to use, you need to read the entire sentence to effectively determine the relationship between the sentences. #2: Cross Out the Underlined Word Next, cross out the underlined word. Otherwise, if you don’t immediately recognize an obvious error, you may be biased in favor of the original phrasing. #3: Determine Which Word You Would Use Decide which transition word you would use to connect the sentences. You may find that exact word or a synonym in the answer choices. #4: Identify the Type of Relationship Determine whether the sentences have an addition, contrast, or causation relationship. In rare cases, they may have a different relationship. If you’re not sure, think about whether you would connect the sentences with and (addition), but (contrast), or so/because (causation). #5 Narrow Down Your Choices Once you know what you’re looking for, eliminate the choices that don’t make sense or aren’t grammatical. #6: Plug In Your Answer When you think you have selected the right answer, plug it into the original sentence to make sure the transition is logical. Follow the steps to SAT success! SAT Examples Use the steps to answer the following SAT transition word questions. First, we need to get rid of â€Å"also† and determine the relationship between the two sentences. The first sentence is talking about one benefit of greek yogurt compared to conventional yogurt. The next sentence lists another benefit of Greek yogurt; therefore, we can determine that we should use an addition transition word. â€Å"Also† is a perfect transition between these two sentences. The correct answer is A. However, let’s look at the other choices to make sure. Answer choice B could only be correct if the second sentence provided an explanation of the first. Answer choice C could only be correct if the two sentences had a causation relationship. The second sentence would have to be a result of the first sentence. Answer choice D is wrong because that transition could only be used if the second sentence provided an example of the first sentence. Let's try another SAT example of a transition word question: Again, let’s remove the transition â€Å"For instance† and determine the relationship between the two sentences. The first sentence states that advocates of organic food believe that organic is healthier, but that’s not supported by scientific evidence. The second sentence cites a review that analyzed 50 years of studies in which researchers found no evidence that organic crops were more nutritious than conventionally grown crops. The second sentence provides an example that supports the claim made in the first sentence. Therefore, we need a transition that introduces an example. Answer choice B indicates a contrast relationship and answer choices C and D indicate addition. The only answer choice that effectively introduces an example is answer choice A. Steven Depolo/Flickr Want to learn more about the SAT but tired of reading blog articles? Then you'll love our free, SAT prep livestreams. Designed and led by PrepScholar SAT experts, these live video events are a great resource for students and parents looking to learn more about the SAT and SAT prep. Click on the button below to register for one of our livestreams today! Type #2: Transitional Phrases and Sentences The other type of transition question asks you to select the phrase or sentence that will most logically connect to the information in the passage. These questions will normally be phrased like this: Which choice most effectively sets up the information that follows? Which choice most effectively sets up the information given at the end of the sentence? Which choice provides the most logical introduction to the sentence? Which choice most logically follows from the previous sentence? Basically, these questions are going to be asking you to select the choice that sets up information or logically follows previous sentences. Step-By-Step Approach to Transitional Phrases Questions These are general steps because the specific steps you take will be dependent on the exact question that is being asked. #1: Pay Attention to What the Question is Asking Make sure you’re answering the right question. Some questions may ask which choice sets up the information in the rest of the passage. Meanwhile, some questions may ask which choice sets up the information in the next sentence. You want to ensure that you don’t make a mistake because you misunderstood what thequestion was asking. #2: Read What’s Necessary to Answer the Question If the question asks you which choice logically follows from the previous sentence, you need to read the sentence in question and the previous sentence. If the question asks which choice sets up the information in the rest of the passage, you need to at least skim the rest of the passage before answering the question. Furthermore, it may be helpful to skip the question and come back to it after you've answered the questions on the rest of the passage. #3: Keep in Mind Types of Transitional Relationships Even though most of these questions don’t involve transitional words, it can be helpful to determine if there’s a clear contrasting, addition, or causal relationship. #4: Summarize the Information That Is Being Referenced in the Question Read and summarize the sentence or paragraph the question is asking about. For example, if the question asks which choice sets up the information that follows in the next paragraph, read the next paragraph and briefly summarize the information. Taking this step will allow you to more easily determine which answer choice sets up the information. #5: Narrow Down the Choices Eliminate answer choices that don’t logically set up the information or follow the previous sentence. The correct answer choice should make the sentences in question logically connect. $6: Plug in the Choice You Think Works Best After you’ve eliminated the choices you think are wrong, plug in the answer you’ve selected to make sure that it makes sense in context. Real SAT Examples Follow the steps I gave you to answer these SAT questions. The question is asking for the sentence that sets up the information revealed in the final two sentences of the paragraph, starting with â€Å"a 1994 survey.† After reading the final two sentences, we can determine that the information demonstrates that colleges haven’t supported the study of philosophy or shown that they care about philosophy. We need to find a sentence that logically connects to this information. Answer choice A has nothing to do with the information. There is no mention of jobs or job offers for philosophy students in those sentences. Answer choice B contradicts the information because philosophy departments were eliminated. Answer choice C has nothing to do with the information that follows. The information has nothing to do with students resisting majoring in philosophy. Answer choice D seems to be correct because it sets up the facts that a low percentage of colleges required philosophy and that 400 philosophy departments were eliminated. After plugging in answer choice D into the paragraph, everything makes sense in context. The previous sentence mentions the usefulness of philosophy, which sets up the contrast indicated by â€Å"However† in answer choice D. The rest of the sentence starting with â€Å"colleges† sets up the facts that are revealed in the following two sentences. The correct answer is D. Try one more example. The question is asking us to select the most logical introductory clause to the sentence. The correct answer should logically follow the previous sentence and connect to the rest of the sentence. The first sentence states that the food on rail lines was terrible. Because the sentence in the question is a sentence fragment (corrected in #14), you should read the following sentence,too. We need a clause that connects that bad quality of rail food with Harvey’s decision to open a restaurant to serve rail customers. The clause in the original sentence has nothing to do with the food quality or Harvey’s decision to open a restaurant. Similarly, answer choice B introduces unrelated information. Answer choice C seems to work perfectly when we plug it into the sentence. If we select answer choice D, there would be no introduction to the sentence and it would be less strongly connected to the previous sentence. The correct answer is C. Review: Key Strategies for Transition Questions Here are the important strategies to use when you encounter a transition question on the SAT. #1: Consider the Type of Transitional Relationship For all transition questions, think about how the sentences are related. Knowing the relationship between the sentences in question are key to determining how to transition between them. #2: Read the Question Carefully For questions that are written out, make sure you understand what the question is asking. Also, read enough of the passage to understand the context and answer the question. #3: Use Multiple Choice to Your Advantage For transition word questions, if two answers are synonyms, neither is correct. Eliminate obvious wrong answers. #4: Plug in the Answer You Think Is Best Check your answer by plugging in the choice you think is best. The transition should make sense in context. What's Next? Now that you've mastered a critical component of SAT Writing, make sure you know the most important grammar rules on the SAT. If you want to learn about a potentially challenging type of SAT Writing question, you should check out my article on SAT idioms. Finally, learn the secret to getting a perfect SAT score. Want to improve your SAT score by 160 points? 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