Mondy hrm13 inppt11.ppt

Human Resource Management13th Edition

Chapter 11A Safe and Healthy

Work Environment

Copyright © 2014 Pearson Education, Inc. 11-1

Learning Objectives• Describe resilience training and explain the nature

and role of safety and health and the function of the Occupational Safety and Health Administration.

• Explain the relationship between OSHA and whistleblowers, describe the economic impact of safety, and explain the focus of safety programs.

• Describe the consequences of musculoskeletal disorders and explain the purpose of ergonomics.

• Explain the effects of workplace and domestic violence on businesses and describe workplace bullying.

11-2Copyright © 2014 Pearson Education, Inc.

Learning Objectives (Cont.)• Define stress, explain the consequences of stress

including identifying stressful jobs, and explain burnout.• Describe the purposes of wellness programs and

explain social networking and wellness.

• Describe the importance of physical fitness programs.

• Explain substance abuse, describe substance-abuse-free workplaces, and describe how to implement a drug-testing program.

• Describe employee assistance programs and healthcare in the global environment.


HRM in Action: Resilience Training • Resilience: Ability to bounce back and

adapt in a positive manner to difficult situations

• Often used instead of stress management programs

• Meant to strengthen person after experiencing stress

• Employee is taught how use mental ‘toolkit’

11-4 Copyright © 2014 Pearson Education, Inc.

The Nature and Role of Safety and Health

Safety: Protecting employees from injuries caused by work-related accidents

Health: Employees' freedom from physical or emotional illness


Occupational Safety and Health Administration

• Occupational Safety and Health Act of 1970 created Occupational Safety and Health Administration

• Aims to ensure worker safety and health in U.S.

• Works with employers and employees to create better working environments

• Requires employers to provide safe and healthy place to work


General Duty Clause

Employers have responsibility to furnish a workplace free from recognized hazards that are causing or are likely to cause death or serious physical harm


Results From OSHA

• OSHA helped cut workplace fatalities by more than 60% and occupational injury and illness by 40%

• At the same time, U.S. employment has more than doubled, from 56 million workers at 3.5 million work sites to 147 million workers at 7.2 million sites


Mission of OSHA

Promote and assure workplace safety and health and reduce workplace fatalities, injuries, and illnesses


Possible Financial Penalties

• Serious hazard citation has maximum penalty of $7,000

• Willful citation might have maximum amount of $70,000 per violation

• If 10 employees were exposed to one hazard the employer intentionally did not eliminate, penalty amount would jump to $700,000


Those Who Repeatedly Violate Health and Safety Standards

• Severe Violator Enforcement Program • Increases inspections at worksites

where “recalcitrant employers” have repeatedly violated safety regulations and endangered workers


OSHA AND WHISTLEBLOWERS

• OSHA is charged with more than just enforcing retaliation charges related to health and safety

• Enforces whistleblower protection provisions for 21 statutes, covering not just workplace safety

• Prohibits discharging or retaliating against any employee because employee has exercised rights under OSHA


OSHA and the Small Business

• Providing safe environment is also important for small businesses

• OSHA provides help for small businesses

• On-site consultation service• Helps small business owners improve

their workplace safety and health


Safety: Economic Impact

• Job-related deaths and injuries extract high toll in terms of human misery

• Significant costs passed along to consumer

• Everyone affected (directly or indirectly) by deaths and injuries


Focus of Safety Programs

Safety programs may accomplish their purposes by addressing:

1.Unsafe employee actions

2.Unsafe working conditions


Unsafe Employee Actions: Prevention

• Create psychological environment and employee attitudes that promote safety

• Training and orientation of new employees emphasizing safety

• Attitude must permeate the firm’s operations

• Strong company policy emphasizing safety and health


Reasons for Management Support of Safety Program

• Personal loss

• Financial loss to injured employees

• Lost productivity

• Higher insurance premiums

• Possibility of fines and imprisonment

• Social responsibility 11-17Copyright © 2014 Pearson Education, Inc.

Job Hazard Analysis

• Key to determining and implementing necessary controls, procedures, and training

• Multistep process designed to study and analyze task or job, then break down task into steps to eliminate associated hazards

• Can have major impact on safety performance

• OSHA publication on job hazard analysis


Superfund Amendments Reauthorization Act, Title III (SARA)

• Requires businesses to communicate more openly about hazards associated with materials they use and produce, and wastes they generate

• SARA has been around since 1986

• Hazard communication standard often leads the list of OSHA violations


Developing a Safety Program

• Employee involvement: Gives sense of accomplishment

• Safety engineer: Staff member who coordinates overall safety program

• Accident investigation: Safety engineer and line manager investigate accidents


Injury Frequency Rate

• Number of Recordable Injuries x 200,000) divided by the number of hours worked (The 200,000 is the equivalent of 100 full-time employees working 40 hours per week, 50 weeks a year.)


MUSCULOSKELETAL DISORDERS

• Conditions that affect the body’s muscles, joints, tendons, ligaments, and nerves

• Cost U.S. companies $61.2 billion annually just to cover lost productivity


Carpal Tunnel Syndrome (CTS)

• Caused by pressure on median nerve that occurs as a result of narrowing of passageway that houses the nerve

• Develop in people who use their hands and wrists repeatedly in same way

• CTS is preventable, or at least its severity can be reduced


Ergonomics

• Process of designing workplace to support capabilities of people and job/task demands

• Goal is to fit machine and work environment to people

• Attempts to structure work conditions so they:

– Maximize energy conservation– Promote good posture– Allow workers to function without pain or

impairment


Workplace Violence

• OSHA defines workplace violence as:

– Physical assault

– Threatening behavior

– Verbal abuse

– Hostility or harassment

• 1.7 million workers are injured each year, and more than 800 die as result of workplace violence


Vulnerable Employees

Employees at gas stations and liquor stores, taxi drivers, police officers, and convenience store managers working night shifts face greatest danger


Legal Consequences of Workplace Violence

• Civil lawsuits claiming negligent hiring or negligent retention

• Negligent retention: Company keeps persons on payroll whose records indicate strong potential for wrongdoing, and fails to take steps to defuse possible violent situation

• OSHA’s general duty clause


Individual and Organizational Characteristics to Monitor

Certain behaviors can signal a problem, such as:– Erratic behavior– Increased irritability or hostility– Reduced quality of work– Poor organizational and time management

skills– Absenteeism– A look of physical exhaustion


Preventive Actions

• Two parts to violence prevention:

–Process in place to help with early detection of worker anger

–Supervisors and HR staff need to be trained in how to skillfully handle difficult employment issues


Domestic Violence

• Unexpected threat in workplace, both to women and companies

• Easiest place to find victim is at his/her workplace

• Can have impact on firm’s bottom line


Laws Related to Domestic Violence• Family Violence Prevention and Services Act:

Helps prevent domestic violence and provide shelter and victim assistance

• Violence Against Women Act: Created federal criminal laws and additional grant programs within HHS and Department of Justice

• Violence Against Women and DOJ Reauthorization Act: Mandated study of prevalence of domestic violence, dating violence, sexual assault, and stalking among men, women, youth, and children

11-3111-31Copyright © 2014 Pearson Education, Inc.

Trends & Innovations: Workplace Bullying

• Workplace bullying: Acts of continual hostile conduct to deliberately hurt another person either emotionally, verbally, or physically

• May cause severe psychological pain for victims and for coworkers who witness attacks


Nature of Stress

• Body’s nonspecific reaction to any demand made on it

• Potential consequences include diseases that are leading causes of death

• May even lead to suicide

• Stressful jobs include lack of employee control over work


Potential Consequences of Stress

• If severe enough and persists long enough, can be harmful

• Can be as disruptive to an individual as any accident

• Related to diseases that are the leading causes of death

• Tops list of changeable health risks


Twelve Jobs With the Most Stress

1. Laborer

2. Administrative assistant

3. Inspector

4. Clinical lab technician

5. Office manager

6. Foreman

7. Manager/administrator

8. Waitperson

9. Machine operator

10. Farm owner

11. Miner

12. Painter


Burnout

• Individuals lose sense of basic purpose and fulfillment of work

• Body or mind can no longer handle overwhelmingly high demands

• Costs: Reduced productivity, higher turnover• Individuals in helping professions seem to be

most susceptible to burnout• Danger: It is contagious!


Wellness Programs

• Traditional view: Health is dependent on medical care and is simply absence of disease

• View is changing• Optimal health can be achieved through

environmental safety, organizational changes, and healthy lifestyles

• Firm conducts health needs assessment to tailor programs

• Chronic lifestyle diseases are much more prevalent today


Social Networking and Wellness

• Employers increasingly are adopting social networking to strengthen wellness programs

• Social networking brings employees together and works to increase peer support


Physical Fitness Programs

• Most commonly offered in-house corporate wellness programs involve efforts to promote exercise and fitness

• Reduce absenteeism, accidents, and sick pay


Substance Abuse

• Use of illegal substances or misuse of controlled substances

• Between 10-20% of nation's workers who die on the job test positive for alcohol or drugs


Alcohol Abuse

• Medical disease characterized by uncontrolled and compulsive drinking that interferes with normal life

• 40% of workplace fatalities and 47% of workplace injuries are related to alcohol consumption


Drug Abuse

• Drug users are increasingly gravitating to the workplace, which is also an ideal place to sell drugs

• Substance abusers are three-and-a-half times more likely to be involved in a workplace accident


Substance-Abuse-Free Workplace

Drug-Free Workplace Act of 1988

•Requires some federal contractors and all federal grantees to agree they will provide drug-free workplaces

•Condition of receiving a contract or grant from a federal agency


Steps for Establishing a Substance-Abuse-Free Workplace

11-44

Establish a Drug- and Alcohol-Free Policy

Provide Education and Training

Implement a Drug-Testing Program

Create an Employee Assistance Program

Copyright © 2014 Pearson Education, Inc.

Signs of Possible Substance Abuse

• Excessive absenteeism• Radical mood swings• Decline in personal appearance• Smell of alcohol or other physical evidence of

substance abuse• Accident proneness and multiple workers’

compensation claims• Lack of coordination


Substance Abuse Testing

• Most employers use urine testing • Experts regard blood tests as forensic

benchmark against which to compare others • Hair sample analysis can detect drug use from

3-90 days after • Oral fluid testing is well-suited to cases of

reasonable suspicion and to post-accident testing

• New method able to detect drugs and other substances from sweat in fingerprints


Employee Assistance Programs (EAP)

Comprehensive approach that many organizations have taken to deal with numerous problem areas such as:

– Burnout– Alcohol and drug abuse– Other emotional disturbances


Employee Assistance Programs (EAP) (Cont.)

• Drug Free Workplace Act of 1988 requires access to EAPs for federal employees and employees of firms with government contracts

• Primary concern is getting employees to use program


A Global Perspective: Healthcare in the Global Environment

• Safety and health laws and regulations often vary greatly from country to country

• Vary greatly in their state of modernization

• Growing number of expats are being sent to emerging markets


Mondy hrm13 inppt11.ppt

Business

Transcript of Mondy hrm13 inppt11.ppt