close

Вход

Забыли?

вход по аккаунту

код для вставкиСкачать
CHAPTER 12
Health & Safety
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Chapter outcomes
• Differentiate between stress and burnout
• Discuss the essentials for an effective employee assistance
programme (EAP)
• Name several work related consequences of alcohol and
drug abuse
• Discuss the impact of Aids on the workplace
• State the purpose of the Occupational Health and Safety Act
and discuss its major provisions
• List several specific things an organisation can do to help
reduce violence in its workplace
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Definitions
• Health –
• Safety – protecting the physical well-being of people
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Stress
• Stress – any adjustive demand caused by physical, mental or
emotional factors that requires coping behaviour
• Influences two behaviours:
– The employee’s psychological and physical wellbeing
– The employee’s efforts to cope with the stress by preventing
or reducing it
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Forms of stress
• Eustress
• Distress
• Helplessness, desperation and disappointment turn stress into
distress
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
What causes stress?
• Stress is never the result of one single cause
• Interrelated factors/stressors:
–
–
–
–
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Controlling stress
• Organisational policies &
strategies:
– Preventive management
–
– Management by objectives
–
– Employee fitness facilities
• Personal strategies:
– Meditation
–
– Removing the causes of
stress
–
– Seeking counselling
–
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
A Process
Model of
Stress
Reduction
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Burnout
• Definition -
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Symptoms of employee _______
___________
___________
____________
Change in physical
appearance
Depressed
appearance
Productivity
Complaints eg
headaches
Appearing bored
 Frequent
absenteeism
Absenteeism
Symptoms of
depression
Frequent
infections
Attitude of cynicism,
resentfulness,
apathy or anxiety
Expressions of
frustration or
hopelessness
Tardiness
Withdrawal
Expressions of
irritability/hostility
Overworking
Abuse of drugs/alcohol
Smoking
Excessive exercise
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Steps to mitigate the occurrence of
burnout
1.
2.
3.
4.
5.
6.
Time limits
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Employer healthcare programmes
• Employee assistance programmes (EAPs) –
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Steps to be carried out in a successful
employee assistance programme
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Essentials for an effective
EAP
•
•
•
•
•
•
•
•
•
Confidentiality
Voluntary participation
Management support
Follow-up
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Employer healthcare
programmes (continued)
• Wellness programmes – wider focus than traditional company
fitness programmes
• 3 components:
–
–
–
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Most popular wellness activities
•
•
•
•
•
•
•
•
•
Smoking cessation
Health-risk appraisals
Back care
Stress management
Exercise/physical fitness
Off-the-job accident prevention
Nutrition education
Blood pressure checks
Weight control
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Coors models to achieve
behavioural change
•
•
•
•
•
•
Awareness
Education
Incentives
Programmes
Self-action
Follow-up and support
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Substance abuse
•
•
•
Alcohol abuse
–
Reducing alcoholism
Drug abuse
SANCA steps to reduce alcoholism & drug abuse:
1.
2.
3.
4.
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Smoking
•
•
•
•
•
Negative effects well documented
Damage to non-smokers
1 January 2001 – declaration of the workplace as a public place
Written policies on smoking
Tobacco Products Control Amendment Act 63 of 2008
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
AIDS
• Social & organisational ramifications  proactive
organisational policy
• Failure to deal with AIDS in the workplace may bring about
the following costs:
–
–
–
–
–
–
–
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Safety management
• Benefits of safety programmes:
–  Insurance premiums
–  Related legal expenses
–
–
–  Productivity
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
How personal factors may influence
employee accident behaviour
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Occupational injuries &
illnesses/diseases
• Cumulative trauma disorder (CTD)
• Sick building syndrome
• Occupational diseases
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Occupational safety & health
administration
• Occupational Injuries and Diseases Act 130 of 1993 (OHSA)
purpose:
–
–
–
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Occupational safety & health
administration
• Occupational Health and Safety Act 85 of 1993 (OHSA)
purpose:
–
–
–
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Occupational safety & health
administration (continued)
• Duties of employer
– Providing safe systems of work,
plant and machinery
–
– Arranging for the safe production,
processing, use, handling,
storage or transport of articles or
substances
–
• Duties of employees
–
–
– Give information to an inspector
from the DoL if required
– Carry out which the employer or
authorised person prescribes
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Occupational safety & health
administration (continued)
•Duties of employer
•Duties of employees
– Not permit an employee to perform
–
any work unless precautionary
– Wear prescribed safety clothing/use
measures have been taken
prescribed safety equipment where
–
required
– Ensuring that work is supervised by – Report unsafe/unhealthy conditions
persons trained to understand
employer/health & safety
hazards of the work
representative asap
– Informing all employees of their duty –
under the Act
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
OHSA 85 of 1993 (continued)
•
•
•
•
•
•
•
•
Advisory Council for occupational health & safety
Health & safety representatives
Duties of health & safety representatives
Health & safety committees
Reporting of incidents
Occupational diseases
Inspectors
Victimisation
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Nosa international
• Offices in 5 continents
• Involved in training, education and motivation of employees at all
levels of employment in mining industry and commerce
• Publishes monthly magazine (Safety management), monthly
newspaper (Workers life) and newsletter twice a month
([email protected])
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Workplace violence
• Avoid falling victim to violent incidents in the workplace:
– Hire carefully – Draw up a plan and involve employees – Adopt a "zero tolerance policy" -
– Enlist the aid of professionals -
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Summary
•
•
Job stress is a pervasive problem in our society. It may result in low
productivity, increased absenteeism and turnover, and other employee
problems including substance abuse, mental health problems and
cardiovascular illnesses. Strategies to control stress include fitness
programmes, meditation, counselling and leave.
EAPs can help employees overcome serious problems that affect productivity.
Employers can retain highly skilled and valuable employees who suffer from
alcoholism, drug abuse, depression, family problems or other common crises.
But normal disciplinary procedures should be followed when an EAP is
provided. Employee participation may be strongly encouraged but ultimately
the employee must voluntarily seek help.
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Summary
•
•
•
The Occupational Health and Safety Act requires employers to keep records
of employee injuries and illnesses. Employers should ensure that relevant
OHSA regulations are met. Organisations can benefit from a safe workplace
through reduced insurance premiums, fewer lost worker hours and fewer
accident claims.
Policies on smoking in the workplace, drug usage and AIDS are being
developed by many employers as these issues generate greater interest in
our society. However, while more employers are adopting a smoking ban, few
are adopting an AIDS policy.
Security of workplaces has group in importance particularly in light of the
increasing frequency in which workplace violence occurs.
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
1/--страниц
Пожаловаться на содержимое документа