...Introduction to Health & Safety (H & S): Health & Safety in the workplace first became a concern in the early 19th Century when the UK’s Factories Act appointed just four inspectors to regulate safety in more than 3000 child textile factories. Healthy and safe workplaces are fundamental to achieving productive work and high quality working lives. Nowadays many companies are committed to providing a safe workplace for its employees and improving their health through better diets, work practices and lifestyles. A Health and Safety Management system is a complete process of hazard identification, risk assessment and control, employee training, record keeping, program assessment and management involvement throughout, designed to effectively manage and ensure continued employee health and safety in the workplace. Safety and health management system can be important for moral, legal, and financial reasons. All organizations have a duty of care to ensure that employees and any other person who may be affected by the companies undertaking remain safe at all times Relevance of the topic in HRM Occupational Health and Safety has become a highly specialized area with important legal responsibilities and implications. The function is not always part of the human resource management role, but is intricately related to human resource functions, and particularly to the area of risk management. The areas of employee health and wellness and employee assistance programs are newer...
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...Historical Development Matrix Complete the following matrix depicting the historical development of risk management and quality improvement. Select 8-10 historical regulatory and nonregulatory events and activities over the 20th century that contributed to the theoretical foundations of risk management. The matrix must identify the name, year, and founder of the development; the nature of the development; and its importance in the development of risk management and quality improvement. Use this table as a graphic organizer to summarize the theoretical underpinnings and historical development of risk management and quality improvement. Historical Development (Name, Year) Founder of Event Nature of Development Importance to Development of Risk Management and Quality Improvement 1. The National Health care Quality Report, 2011 Agency for Healthcare Research and Quality The nature of the development is to monitor and control nationally the quality of care in the United States. These reports measure trends in effectiveness of care, patient safety, timeliness of care, patient centeredness, and efficiency of care. In the 20th century new chapters on care coordination, health system infrastructures are put into place. The reports present, in chart form, the latest available findings on quality of and access to health care. According to Priority areas for national action: Transforming health care quality (2003), the committee decided a framework would be useful in helping to identify...
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...linked to high performance and commitment rather than compliance. Guest (1997) recognizes that, although empirical evidence is only just beginning to show the link between HRM and performance, evidence is already suggesting that HRM works. The view from industry is also suggesting that HRM is taking on a strategic role in industry. The CIPD (2003) HR survey identified HR issues as now being regularly discussed at executive boards and HR managers seeing their role as that of a strategic business partner, with the HR function now focused on achieving key business goals and developing employee capabilities. P1.2 - Compare the differences between storey’s definitions of HRM, Personnel and IR practices. Storey (1992) has established a theoretical model based on his perception of how organizations have evolved from predominant personnel and IR practices to HRM practices as he called it ‘a model of the shift to human resource management. His model is based on ideal types and thus there are no organizations, which conform the picture in reality. Storey also underlines twenty-seven points of difference...
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...Concealed weapons in the workplace have been a legal issue in the business field for quite some time. Besides the dangers it will cause, on the cilivain side there are also liability issues that have arisen concerning employee rights and workplace safety. There are laws passed at both the state and federal levels that allow United States citizens to carry concealed weapons as long as they retain a permit to do so. However, many businesses do not allow their employees to carry weapons on their persons, in their vehicles, or in their offices. The purpose of this paper is to state why citizens should not be allowed to carry concealed weapons in their workplace, the regulations that allow both employees to obtain weapons at work and the laws that refrain them from doing so. The majority of the research was gathered from secondary sources mainly articles on the Strayer campus site ,elibrary and the internet. There are many states in the United States that have enacted laws to allow their citizens to carry concealed weapons in public but not in the workplace. However, the employer may not prohibit the employee from carrying a concealed weapon in the employee’s own motor vehicle, even when the motor vehicle is driven or parked on the employer’s property or while the vehicle is used in the course of employment. For employers who choose not to prohibit their employees from carrying concealed weapons, the law includes a provision granting immunity to the employer for liability arising from...
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...TOPIC: ORGANISATIONAL BEHAVIOUR AND MOTIVATION TITLE: Motivating Employees through Incentive Programs ISSUE: Lack of an effective incentive program pertaining to work motivation 1 EXECUTIVE SUMMARY Motivated employees are the cornerstone of any successful organization. The objectives of this research are to explore the motivational factors and the effectiveness of these incentive programs pertaining to work motivation. The thesis consists of two main components: theoretical and research. The first part is the theoretical framework, which examines the various motivation theories and the different categories of incentives. Information for the theoretical background was collected from publications, books and internet sources. For the empirical study, a close-ended questionnaire was employed as the primary research instrument in the data collection period to gather information from six (6) employees. The results from the study showed that incentives do have a very strong motivational potential to influence the employees‟ willingness to work harder. The three motivating factors valued by employees are interpersonal relationship, interesting work and work environment, all of which have the potential to motivate employees at higher levels. For long-term motivation, job related factors such as the meaningful work, flexible working hours and friendly social gestures were found to be effective motivators while, on the other hand, it was discovered that monetary, social gatherings...
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...conducted on the topic, “Employee Health and Safety”. Under this topic we have managed to cover many aspects of employee protection. This chapter contains the introduction to the research conducted, the basic research objectives and the importance and logical basis of the study carried out. 1. INTRODUCTION Employee Health and Safety is a very vast topic that comes under human resource management and is a very important one at the same time. Every organization now a days is looking forward to make more and more improvements in this sector if human resource development in order to be more competitive. This research paper has some excellent information from very well known resources on the required topic and is thought to provide very useful information and facts to the reader. 2. RESEARCH OBJECTIVES • To develop and implement appropriate environmental, health and safety programs, and activities associated with those programs • To make aware, to ensure the adherence to health and safety policies and practices applicable to the instruction, research and work environment in which the employees participate. • To promote personal security and overall safety Programs • To promote a safe and healthy workplace while encouraging proactive stewardship on behalf of the environment. • To empower employees to effectively manage their health and well-being. Train, and require individuals to take personal responsibility for safety, health, and the environment. • Aim to...
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...the metal industry has a great impact in one’s health and safety. One type of job in this field is welding. It is process that joins metal parts. Welding processes require heat and sometimes other substances to produce the product. Byproduct resulting from the welding process includes fumes, gases and other harmful substances which can be serious health hazards to employees. Moreover, safety hazards can exist such as the potential for fire or explosion and injuries, electrical shock, or materials handling. That is why having a written agreement and proper briefing/ training about the nature of the job is a must before starting a job. Rules and Regulations should be introduced and briefed properly to each employee to secure one’s safety. Having this printed and well visualize and presented to them reminds them to strictly follow them to avoid accidents. Clearly, the ultimate goal of safety rules and regulation is to increased safety—in particular, fewer accidents and injuries. Moreover, increasing a system’s level of safety leads to reduced material losses and enhances productivity. This makes the case that safety is good for business. THEORETICAL BACKGROUND A health and safety policy sets out your general approach and commitment together with the arrangements you have put in place for managing health and safety in your business. It is a unique document that says who does what, when and how. Your health and safety policy will only be effective if it is acted upon and followed...
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...motivation and based upon his clinical experiences with people, rather than as did the prior psychology theories of his day from authors such as Freud and B.F. Skinner, which were largely theoretical or based upon animal behavior. From this theory of motivation, modern leaders and executive managers find means of motivation for the purposes of employee and workforce management. Abraham Maslow's book Motivation and Personality (1954), formally introduced the Hierarchy of Needs. The basis of Maslow's motivation theory is that human beings are motivated by unsatisfied needs, and that certain lower factors need to be satisfied before higher needs can be satisfied. According to Maslow, there are general types of needs (physiological, survival, safety, love, and esteem) that must be satisfied before a person can act unselfishly. He called these needs "deficiency needs." As long as we are motivated to satisfy these cravings, we are moving towards growth, toward self-actualization. Satisfying needs is healthy, while preventing gratification makes us sick or act evilly. As a result, for adequate workplace motivation, it is important that leadership understands the active needs active for individual employee motivation. In this manner, Maslow's model indicates that fundamental, lower-order needs like safety and physiological requirements have to be satisfied in order to pursue higher-level motivators along the lines of self-fulfillment. As depicted in the following hierarchical diagram...
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...Concealed weapons in the workplace have been a legal issue in the business field for quite some time. Citizens shouldn't be permitted to carry a concealed weapon to their workplace because this would cause more danger than it would protection in the workplace. Besides the dangers it will cause, on the civilian side there are also liability issues that have arisen concerning employee rights and workplace safety. There are laws passed at both the state and federal levels that allow United States citizens to carry concealed weapons as long as they retain a permit to do so. However, many businesses do not allow their employees to carry weapons on their persons, in their vehicles, or in their offices. The purpose of this paper is to state why citizens should not be allowed to carry concealed weapons in their workplace, the regulations that allow both employees to obtain weapons at work and the laws that refrain them from doing so. A common issue with concealed carry permit holders is deciding whether or not you can/should carry your gun at work. One’s place of employment is typically one of the top 3 places where you spend your time. There are also many issues that can affect other people’s decisions to turn violent (money issues can lead to desperation or anger in some people and situations). While the issue is extremely complex, you can usually boil the issue down to three factors. Does the law allow you to carry at work? The law usually leaves that decision up to the employer...
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...Management | Career Development | Talent Management | Employee Engagement | Knowledge Management | Employee Retention | Social Entrepreneurship | | Human Resource Management | * * H R Management - Introduction * Importance of HRM * Scope of HRM * Various Processes in HRM * Management of Contractors * Performance Management * Hiring Strategies * Retention Strategies * Strategic HRM * Global HRM * Personnel Management vs HRM * Managing Employee Performance * Performance Appraisal Process * Performance Appraisal Interview * Managing Employee Relations * Employee Rewards and Recognition * Variable Pay * Diversity in Organizations * Managing Workforce Diversity * Workplace Health and Safety * Workplace Safety Programs * OSHA Safety Manual * HR Challenges * Employee Separation Process * | Difference between Personnel Management & HRM inShare2 Many students of management and laypeople often hear the term HRM or Human...
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...Maslow’s Hierarchy of Needs Theory Assumes that some needs are more important than others and must be satisfied before the other needs can serve as motivators Identifies five levels of individual needs • Physiology (hunger, thirst, sleep, etc.) • Safety/Security/Shelter/Health • Belongingness/Love/Friendship • Self-esteem/Recognition/Achievement • Self actualization Maslow's hierarchy of needs is often portrayed in the shape of a pyramid, with the largest and most fundamental levels of needs at the bottom, and the need for self-actualization at the top. The most fundamental and basic four layers of the pyramid contain what Maslow called "deficiency needs" or "d-needs": esteem , friendship and love, security, and physical needs. With the exception of the most fundamental (physiological) needs, if these "deficiency needs" are not met, the body gives no physical indication but the individual feels anxious and tense. Maslow's theory suggests that the most basic level of needs must be met before the individual will strongly desire (or focus motivation upon) the secondary or higher level needs. Maslow also coined the term Metamotivation to describe the motivation of people who go beyond the scope of the basic needs and strive for constant betterment. Metamotivated people are driven by B-needs (Being Needs), instead of deficiency needs (D-Needs). Physiological needs For the most part, physiological needs are obvious — they are the literal requirements...
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...screen their current and prospective employees. Employers can choose to utilize increasingly precise, efficient, and inexpensive genetic testing in order to determine the genetic traits, and identify any deficiencies within their workforce. This particular avenue may potentially expose employers to numerous liability and litigation issues. Specifically, the Fourth Amendment and the Americans with Disabilities Act were created with the purpose of protecting medical and genetic privacy. Additionally, employers may choose to overlook the practice of genetic screening all together. However, this outcome could possibly lead to a number of employer liability concerns such as; increased health insurance costs, violations of the Occupational Safety and Health Administration, etc. With the rapid development of genetic technology on the rise, employers today are faced with an overwhelming dilemma. BNSF Subjects Employees to Genetic Test In April 2002, railroad giant Burlington Northern Santa Fe Railway (BNSF) found itself in a perilous legal confrontation with the Equal Employment Opportunity Commission (EEOC). Burlington officials had admitted to subjecting their employees to genetics tests. BNSF’s practice of genetic screening proved to be an extremely costly mistake. On May, 6, 2002 Burlington Northern finally settled its lawsuit with the EEOC. Burlington walked away owing $2.2 million to thirty-six employees were subjected to genetic tests by their employer. Thirty-six Burlington...
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...food service , hospitality education and research that are essential in preparing the students to adapt future restaurateurs and hoteliers. Why study on-the-job training? Although this educational form is widespread, and acknowledgement as significant, little is known about the why’s and how’s of it. Our study in a stockroom was initial effort to make visible to research and educational communities an actual instance of on-the-job-training. We wanted to go beyond general description and make available a detailed analysis of training and learning processes as they occur in the day-to-day working environment: How does the workplace support such learning? What devices do worker-trainers use to help newcomers acquire the knowledge and skills the job requires? How is training field into ongoing work activities? Our effort to unpackaged the “black box” of workplace training had broader objective as well. Educational research has traditionally focused on the schools. Most of what we know about teaching and learning processes devices from studies in academic classrooms. A decade of interdisciplinary research on everyday cognition, however demonstrates that school, based learning, and learning in practical settings, has significant discontinuities. We can no longer assume that we discover about learning in schools is sufficient for a theory of human learning. Nor can we make substantial progress towards improving school effectiveness without a better grasp of what makes...
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...proven through evidenced based research. According to the American Nurses Association and their position statement, “Elimination of Manuel Patient Handling to Prevent Work Related Musculoskeletal Disorders” the risk of musculoskeletal injury because of manual lifting techniques affects nurses working in any specialty area (ANA 2003). The ANA conducted it's own Health and Safety Survey of nurses in 2011, in which 62% of the more than 4.600 respondents indicated that suffering a disabling musculoskeletal injury was one of their top three safety concerns. The survey also showed that 8 of 10 nurses worked despite experiencing frequent musculoskeletal pain and that 13% were injured three or more times on the job within a year (ANA 2011). This proposal of implementing a Safe Patient and Handling Mobility program will explore the organizational and individual barriers to implementation and identify factors that might influence implementation. Factors influencing organizational readiness will be addressed for this proposed change as well as internal and external resources available to support this initiative. A theoretical model will be discussed, and how it relates to the proposal of a SPHM at Doctor’s Hospital. Patient-handling tasks historically have been recognized as the primary cause of musculoskeletal disorders among the nursing workforce. When comparing nursing to other occupations, nursing personnel and nursing assistants are among those at the highest risk of musculoskeletal...
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...Human Factors and Ergonomics in Manufacturing, Vol. 14 (1) 81–95 (2004) © 2004 Wiley Periodicals, Inc. Published online in Wiley InterScience (www.interscience.wiley.com). DOI: 10.1002/hfm.10053 Improving Performance and Quality of Working Life: A Model for Organizational Health Assessment in Emerging Enterprises Christin Shoaf Industrial & Manufacturing Engineering Program, University of Cincinnati, Cincinnati, OH 45221, U.S.A. Ash Genaidy Industrial & Manufacturing Engineering Program, University of Cincinnati, Cincinnati, OH 45221, U.S.A. Waldemar Karwowski* Center for Industrial Ergonomics, Department of Industrial Engineering, University of Louisville, Louisville, KY 40292, U.S.A. Samuel H. Huang Industrial & Manufacturing Engineering Program, University of Cincinnati, Cincinnati, OH 45221, U.S.A. ABSTRACT The organization of work has been addressed through numerous perspectives by a diverse set of disciplines. While job stress research has focused on the promotion of worker well-being, contemporary business-improvement initiatives (e.g., lean manufacturing, six sigma) have sought to optimize effectiveness through work processes. However, these two aims, although traditionally viewed as contradictory, are actually interdependent variables in the determination of long-term profitability. The concept of organizational health blends the pursuit of individual wellness with organizational effectiveness to yield a strategy for economic resilience. This article...
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