CHAPTER 12 Health & Safety
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Transcript of CHAPTER 12 Health & Safety
For use with Human Resource Management in South Africa 4eby Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
CHAPTER 12 Health & Safety
For use with Human Resource Management in South Africa 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
A Process Model of Stress Reduction
For use with Human Resource Management in South Africa 4eby Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Burnout
• Definition -
For use with Human Resource Management in South Africa 4eby Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Symptoms of employee _______
___________
Change in physical appearance
Complaints eg headaches
Absenteeism
Symptoms of depression
Frequent infections
___________
Depressed appearance
Appearing bored
Attitude of cynicism, resentfulness, apathy or anxiety
Expressions of frustration or hopelessness
____________Productivity
Tardiness
Frequent absenteeism
Withdrawal
Expressions of irritability/hostility
Overworking
Abuse of drugs/alcohol
Smoking
Excessive exercise
For use with Human Resource Management in South Africa 4eby Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Steps to mitigate the occurrence of burnout
1. 2. 3. Time limits4. 5. 6.
For use with Human Resource Management in South Africa 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby 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 4eby Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Occupational safety & health administration (continued)
•Duties of employer– Not permit an employee to perform
any work unless precautionary measures have been taken
– – Ensuring that work is supervised by
persons trained to understand hazards of the work
– Informing all employees of their duty under the Act
•Duties of employees– – Wear prescribed safety clothing/use
prescribed safety equipment where required
– Report unsafe/unhealthy conditions employer/health & safety representative asap
–
For use with Human Resource Management in South Africa 4eby 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 4eby 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 (World@Nosa)
For use with Human Resource Management in South Africa 4eby 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 4eby 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 4eby 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.