...Intranet Contacting HR Pensions@UCL 0207 679 1999 Payroll@UCL 0203 108 3101 HR ECA@UCL 0207 679 1843 Occupational Health@UCL 0207 679 2802 Staff Development@UCL 0207 679 1921 HR Consultancy@UCL HR Systems@UCL Equalities@UCL 0203 108 3991 HR Process@UCL HR Policy@UCL 1-19 Torrington Place 9th and 10th Floors London WC1E 7HB Tel: +44 020 7679 1843 MyView SiP ROME Redeployment System ResourceLink PAR Other HR Systems Employee Assistance Programme Managing Stress at Work 1 INTRODUCTION University College London (UCL) recognises that its mission to be a world class centre of research and teaching is best achieved through the effective contribution of a motivated and committed workforce. The people who work at UCL contribute most effectively to its success and achieve job satisfaction, if they are healthy and happy at work. UCL aims to promote a culture of trust and co-operation, where all members of the UCL community are treated with dignity and respect. This document aims to establish standards for managers and staff on the prevention of work related stress. It also provides information on sources of support available at UCL to facilitate implementation of these standards and support for those experiencing feelings of stress. 1.2 Work Related Stress The Health & Safety Executive defines stress as ‘the adverse reaction a person has to excessive pressure or other types of demands placed upon them’...
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...wish you every success in your new position. Contained in this briefing note is information which will help you gain knowledge and understanding of NHS Highland as an organisation services and how HR aims to support its strategy Introduction (purpose and goals) NHS Highland, in common with all Scottish health boards, has a huge advantage in being responsible for the total health needs of the population and for integrated care. This means it is responsible for better health of communities through population wide and individually focused initiatives to maximise health and prevent illness; for better care of its patients through quick access to modern services, in clean and infection free facilities, by well trained and courteous staff; and for better value for the use of the public money they spend by ensuring there is no waste and inefficiency, money is spent only on what is needed and has evident therapeutic benefits and variation from core care pathways is the exception. Products and services NHS Highland’s customer is the public and its vision is to provide quality care at all times; to support people and communities to maximise their own health; to develop precision driven services so that when people need care they experience timely, focused, effective services that minimises the duration and frequency Our approach embraces the Healthcare Quality Strategy for Scotland. At its heart this recognises people’s priorities are for: * Caring and compassionate...
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...PROTECTING WORKERS HEALTH SERIES NO 3 WORK ORGANISATION & STRESS SYSTEMATIC PROBLEM APPROACHES FOR EMPLOYERS, MANAGERS AND TRADE UNION REPRESENTATIVES Protecting Workers Health Series No. 3 Authors: Stavroula Leka BA MSc PhD Professor Amanda Griffiths CPsychol AFBPsS FRSH Professor Tom Cox CBE INSTITUTE OF WORK, HEALTH & ORGANISATIONS University of Nottingham Nottingham Science and Technology Park University Boulevard William Lee Buildings 8 Nottingham NG7 2RQ United Kingdom WHO Library Cataloguing-in-Publication Data Leka, Stavroula. Work organisation and stress : systematic problem approaches for employers, managers and trade union representatives / Stavroula Leka, Amanda Griffiths, Tom Cox. (Protecting workers health series ; no. 3) 1. Stress, Psychological prevention and control 2. Occupational Health 3.Occupational diseases prevention and control 4. Risk assessment. 5.Work psychology I.Griffiths, Amanda II.Cox, Tom III.Title IV.Series ISBN 92 4 159047 5 (NLM classification: WA 440) © World Health Organization 2003 All rights reserved. Publications of the World Health Organization can be obtained from Marketing and Dissemination, World Health Organization, 20 Avenue Appia, 1211 Geneva 27, Switzerland (tel: +41 22 791 2476; fax: +41 22 791 4857; email: bookorders@who.int). Requests for permission to reproduce or translate WHO publications whether for sale or for noncommercial distribution should be addressed to Publications, at the above...
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... 5 | TEACHING AND LEARNING APPROACH | 4 | 6 | ASSESSMENT | 5 | | | | 7 | EQUAL OPPORTUNITIES | 9 | 8 | ACADEMIC SUPPORT | 9 | 9 | EVALUATION | 10 | 10 | SCHEME OF WORK | 10 | 11 | READING/LEARNING RESOURCES | 12 | 1 WELCOME AND INTRODUCTION The overall function and direction of an organisation is determined by the nature of its corporate strategy. Strategy provides the goals, objectives and guidelines for the structure and operations of the organisation. It is by means of structure that the purpose and work of the organisation are carried out. Some structure is necessary to make possible the effective performance of key activities and to support the efforts of staff. Structure provides the framework of an organisation and its pattern of management. The manager needs to understand the importance and effects of organisation strategy and structure. The aim of this unit is to provide learners with the understanding and skills to manage their | activities in the business workplace to improve their effectiveness and efficiency. | This unit focuses on the effective and efficient planning and management of business work | activities. It gives learners with understanding and skills needed to design and implement | operational systems to improve their effectiveness and efficiency and achieve the desired results for the business. | | You are encouraged to consider the importance and interrelationship of business processes and the implementation...
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...PROTECTING WORKERS HEALTH SERIES NO 3 WORK ORGANISATION & STRESS SYSTEMATIC PROBLEM APPROACHES FOR EMPLOYERS, MANAGERS AND TRADE UNION REPRESENTATIVES Protecting Workers Health Series No. 3 Authors: Stavroula Leka BA MSc PhD Professor Amanda Griffiths CPsychol AFBPsS FRSH Professor Tom Cox CBE INSTITUTE OF WORK, HEALTH & ORGANISATIONS University of Nottingham Nottingham Science and Technology Park University Boulevard William Lee Buildings 8 Nottingham NG7 2RQ United Kingdom WHO Library Cataloguing-in-Publication Data Leka, Stavroula. Work organisation and stress : systematic problem approaches for employers, managers and trade union representatives / Stavroula Leka, Amanda Griffiths, Tom Cox. (Protecting workers health series ; no. 3) 1. Stress, Psychological prevention and control 2. Occupational Health 3.Occupational diseases prevention and control 4. Risk assessment. 5.Work psychology I.Griffiths, Amanda II.Cox, Tom III.Title IV.Series ISBN 92 4 159047 5 (NLM classification: WA 440) © World Health Organization 2003 All rights reserved. Publications of the World Health Organization can be obtained from Marketing and Dissemination, World Health Organization, 20 Avenue Appia, 1211 Geneva 27, Switzerland (tel: +41 22 791 2476; fax: +41 22 791 4857; email: bookorders@who.int). Requests for permission to reproduce or translate WHO publications whether for sale or for noncommercial distribution should be addressed to Publications, at the above...
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...Corporate Governance –What it means for OSH Identify some common Safety Management Systems (SMS) Essential Elements required for managing occupational safety and health in organisations What is Health & Safety Management? Practices that contribute to the effective control and sustained reduction in incidents, which have the potential to result in acute and chronic deleterious effects to employees and other exposed persons. Is it all about reducing incidents? What is Governance? ‘ The system by which organisations are directed and controlled by their board of directors’ (Jacqui Boardman, Acona Ltd.) Role of the Board Setting overall direction for the business or organisation Establish boundaries within which the organisation operates Monitoring the organisations performance Key Elements of Governance Lead & establish overall strategic direction Set standards & values for business Set clear objectives & responsibilities for management Hold management to account for their performance in running the business Uphold obligation to the shareholder & other interested parties Overseeing internal controls Key Drivers in OHS Governance Moral Responsibility - duty of care, societal concerns, personal drive Legal Responsibility - legal compliance, prosecution, penalties, licensing requirements Financial Responsibility “ It has to be said that a concern for safety which is sincerely held and repeatedly expressed but nevertheless...
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... | | | Contents Executive Summary 3 1- Introduction 4 1.1 Background to the report 4 1.2 Scope 4 1.3 Aims 5 2- Discussion 6 2.1 Organizational Justice 6 2.2 Perception errors 7 2.3 Stress 7 2.4 Exit-Voice- loyalty-Neglect model 8 2.5 Team work 8 2.6 Motivation 9 3- Literature review 9 3.1 Organizational Justice 9 3.2 Maslow’s needs hierarchy theory 12 3.3 Expectancy theory 14 4- Solutions and suggestions 18 4.1 Organisational Justice 18 4.2 Stress 19 4.3 Improving feedback process 20 5- Conclusion 21 References 23 Executive Summary There are three purposes for this report. It attempts to indentify the problems in the case study Not as Easy as 1, 2, 3. Accordingly, it discusses about six main problems in ABC consulting firm that have negative impact on the organization effectiveness and the productivity of the objectives. These problems are; ABC consulting organization failed in implemented the organizational justice. Next one is the perception errors of Janet, the client manager and human resource director. The third problem is George was forced in the stress situation and George’s dissatisfaction about job and work...
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...Rights Commission 2011). Methods of bullying include repetitive inappropriate comments (i.e. about one’s background, appearance, gender, culture, sexuality) sexual harassment, intimidation, exclusion, physical assault and threats. In particular instances such as stalking, assault and threats, bullying becomes a criminal offence. It is a common issue considered to be a silent epidemic (McAvoy and Murtagh 2003) as victims feel intimidated or hopeless thus preventing incident reporting. Statistics show that approximately one in three employees are bullied with the highest prevalence in the education department, healthcare industry and government positions (Fields-Gregor 2013). The workplace bullying institute observed that there is a greater occurrence amongst women being victims, estimating 58% of the workplace whilst it was approximated that 68% of males are found to be “bullies” (Farmer 2011). There are a variety of factors influencing workplace bullying. According to the interagency round table on workplace bullying these factors include power, self-esteem, difference, perceived threat, organizational culture, organisational factors and working arrangements. Characteristics of a workplace that maybe more susceptible to workplace bullying include industries with unstructured work environments, lacking in supportive leaders and “poor people management skills” (Beswick et al 2006). Bullying is a problem that continues to linger within a workplace and has progressively...
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...Leadership for Quality, Effectiveness and Safety in Health Care Unit Number: 400777 First Assignment: Critical Appraisal Student’s Name: Mithun Pathakamuri Student ID: 18225163 Unit Coordinator: Dr. Jan Sayers Human factors include organisational, environmental and job factors, and human and individual characteristics. These factors influence the behaviour at work which can influence people’s health and safety (Human Factors in Patient Safety Review of Topics and Tools, 2009). Work performance determines the quality and quantity of work expected from each employee. Acknowledgement of the relationship between human factors, work performance, patient safety and quality in healthcare can promote a positive work environment. This essay mainly focuses on human factors and work performance and the relationship between these and quality and safety in healthcare. The focus is on the issues related to safety of the patients rather than health workers even though they also suffer with injuries. It is explained in detail with illustrations as to how communication system and proactive personality of health care workers is going to result in better patient outcomes. There are various human factors that can influence the behavior at work. Communication is said to be an important factor among them that can influence work performance and it is very essential to deliver high quality and safe work. It plays a very significant role in development of trust within an organisation. Communication...
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...with the required evidence attached as per * Specifications below * Acknowledgement of original work, free from plagiarism as per Assessment Plan * Special needs (considerations if required see Access & Equity Policy) * Naming document files when submitting assessments (check Assessment Plan) * Identifying the Unit, Assessment Number, student name, student number, date and page number (preferably) in the Footer * Assessor’s additional and particular instruction/s. Performance objective You must be able to research and conduct a toolbox talk on workplace hazards as well as provide effective workplace training and coaching. This assessment is broken into parts A and B. Assessment description You must select, research, and conduct a toolbox talk on a type of workplace hazard that you have identified through consultation with a work group. Toolbox talks are regularly delivered to small groups in the workplace and highlight workplace health and safety issues. The hazards you can choose from include: * * physical hazards * psycho-social hazards * mechanical hazards * chemical hazards * sources of energy * environmental hazards. Once you have delivered your talk, you will then need to source a standard operating procedure and train a member of your (real or simulated) work group in that procedure. Procedure Part A: Toolbox talk procedure 1. Identify a work group in your organisation or simulated work environment...
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...Human Resource Management Revision week 1 HRM encompasses -Policies - Practices and systems (Influence employees behaviour, attitudes and performance) - 1945-1979 HR focus was on Personnel Management - making sure employees comply with law…conditions - 1980-1990s HR focus was on management of human capital Strategic Human Resource Management (SHRM) - Plans activities for organisations to achieve its goals - To receive ultimate employee performance, they need to be linked to organisational goals and strategy - Achieved by consistently influencing employee attitudes and behaviours - HRM policies are linked towards organisational goals, HRM contribute to them in a meaningful way. Theoretical bases for HRM Behavioural view - HRM controls employee attitudes and behaviours to suit the situation - Suggesting HR focuses on behaviour rather than skills / knowledge of the job Resource Based view - HR are seen as a resource which give an upper hand for the reason they keep employees in right mind of frame for the goals set Political – influence view HR act as a Political leader through - Social communication through one and another - there to prevent negative social influences and maintain positive environment Harvard framework for HRM -HR take raw influences in business - Tune them providing an organisation that has positive, individual wellbeing, effectiveness and social wellbeing. Roles for HR professionals - Strategic...
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...the employee and personal life. The impacts will be for the physical and physiological: high compensation costs, medical claims, lost productivity time and poor productivity affecting mostly the working environment, and for the socio-psychological: inefficiency/ineffectiveness, high work dissatisfaction and low job involvement, affecting personal working environment and personal life, in this cases of hazards the consequences can deal with depression. 2. How is the integrity (validity) of information ensured? The integrity of the information is ensured based on the legislation of health and safety under the PCBU (person conducting a business or undertaking) these individuals are described as officers and they will be the ones to take steps and support the health and safety culture, accountability and the allocation of resources and policies. 3. List three sources of health and safety information that are relevant for your state/ territory. For the State of WA, the department will be the WorkSafe WA. And,...
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.........................................................10 (Assessment criteria 4.1)10 (Assessment criteria 4.2)11 (Assessment criteria 4.3)………………………………………………………………………………………………………………….12 (Assessment criteria 4.4)12 (Assessment criteria 4.5)13 Bibliography 14 Introduction to unit 5001 This unit is based on management and leadership skills of manager/team leader or individuals. It mainly focuses on the improvement of an individual’s management and leadership skills and competencies against set organisational objectives. Concept of the assignment This assignment contains different tasks based on improving skills and achieving set organisational objectives. The first section of this assignment is focused on assessing and planning for personal professional development. Within this section the importance of continual self-development in achieving organisational objectives is explained. Current skills and competencies against defined role, requirements and organisational objectives are also assessed. Identification of development opportunities to meet current and future...
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...providing training, planning personnel needs, managing wages and salaries, evaluating performance, resolving disputes etc. “Human Resource Management (HRM) is the function within an organization that focuses on recruitment, management and providing direction for the people who work in the organization. HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.” (http://humanresources.about.com/) http://www.ci.desoto.tx.us/images/pages/N18/hr%20duties.jpg “All corporate strengths are dependent on people” – Adi Godrej The HRM manages the staff and plans any changes that will affect its future staffing needs - for example if the business grows into new markets ( will need new employees considered with the market) or if new technology requires new skills; staff may retire or be promoted. HRM monitors all of these things in planning recruitment strategy. Line and staff aspects of HRM -Line manager - manages directly individual employees or teams. -Staff manager – assists and advice the line manager in areas like recruiting, hiring and compensation. Line Managers’ HRM responsibilities Placing the right person on the right job Training employees Improving the job performance of each person Interpreting the firm’s policies and procedures Managing operational...
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...Resource BSBRSK501A Manage risk March 2012 Author_ Drew Dwyer Frontline care Solutions Page 1 of 135 Enquiries Enquires about this and other publications can be made to: Drew Dwyer Contact our office: Frontline Care Solutions P.O. Box 1088 Coolum Beach QLD 4573 Phone: (07) 5351 1188 Email: admin@frontlinecaresolutions.com Website: www.frontlinecaresolutions.com Copyright © This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no part may be reproduced by any process without prior written permission of the author Drew Dwyer – Frontline Care Solutions. CHCORG605A Manage Human Resources in a Community Sector Organisation Produced by Frontline Care Solutions © Drew Dwyer December 2011 Issue 01 – V1 12/12/2011 Page 2 of 166 Table of Contents How to study this unit .............................................................................................................................. 4 Element 1: Establish risk context ............................................................................................................ 7 Risk management context....................................................................................................................... 7 Risk management policy and plan ........................................................................................................ 12 Risk management, Legal compliance and Standards ...........................................................
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