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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 (World@Nosa) 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