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

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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

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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

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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

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A Process Model of Stress Reduction

For use with Human Resource Management in South Africa 4eby Grobler, Wärnich et al

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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

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Essentials for an effective EAP

• Confidentiality• • Voluntary participation• • • Management support• • Follow-up•

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Employer healthcare programmes (continued)

• Wellness programmes – wider focus than traditional company fitness programmes

• 3 components:– – –

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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

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Substance abuse• Alcohol abuse

– Reducing alcoholism• Drug abuse• SANCA steps to reduce alcoholism & drug abuse:

1. 2. 3. 4.

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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:– – – – – – –

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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

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How personal factors may influence employee accident behaviour

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Occupational injuries & illnesses/diseases

• Cumulative trauma disorder (CTD)• Sick building syndrome• Occupational diseases

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Occupational safety & health administration

• Occupational Injuries and Diseases Act 130 of 1993 (OHSA) purpose:– – –

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Occupational safety & health administration

• Occupational Health and Safety Act 85 of 1993 (OHSA) purpose:– – –

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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

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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)

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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.