part b key factors relating to the development and the daily existence of the human being...

Part B Key factors relating to the development and

the daily existenceof the human being

Seafarers’ health :risk factors consequences

and preventive measures

ILO - MLC 2006

Ships in Service Training Material

Ships in Service Training Material A-M CHAUVEL

Key factors relating to the development and the daily existenceof the human being

5 five fundamental key factors

- 2 Factors rather related to the body

- 1 intermediate factor

- 2 factors rather related to the "spirit"

Three of these factors, Needs, Relational and Emotionshave a greater functional importance because of their frequent and rapid variability and / or their constant effects on psyche.

It seems that global improvement of development and existence of human beings is conditioned by

Educational, Prevention and Remedy actions acting on these five general and fundamental factors.

Human Being

Physiology Cognition

Needs Emotion

Body Mind

Relational

Specific Environment

Key factors in the daily existence of human being

HealthPhysiology

Disease

KnowledgeCognitionIgnorance

SatisfactionNeeds

Deficiencies

PleasuresEmotionSuffering

Body Mind

Key factors in the daily existence of human being

SocializationRelationalAggression

Specific Environment

SatisfactionNeeds

Deficiencies

HealthPhysiology

Disease

Pleasures EmotionSuffering

MindSocializationRelationalAggression

Human Needs

SafetySafetyPhysiologicalPhysiological

AdequatesalaryFoodRest

Physicalcomfort

AdequatesalaryFoodRest

Physicalcomfort

Jobsecurity

SupervisorypracticesSeniority

rightsPeace in

Jobsecurity

SupervisorypracticesSeniority

rightsPeace in

Grouprelations

SocialinteractionJob statusKnowledge

of goalsEnjoyment

of work

Grouprelations

SocialinteractionJob statusKnowledge

of goalsEnjoyment

of work

ResponsibilitySelf respectCompetence

GrowthReputation

AchievementRecognitionChallenging

ResponsibilitySelf respectCompetence

GrowthReputation

AchievementRecognitionChallenging

RealisationCreativityNew job

challengeWidest useof aptitudeand abilityPersonalfulfilment

Selfconfidence

RealisationCreativityNew job

challengeWidest useof aptitudeand abilityPersonalfulfilment

Selfconfidence

SocialSocialEsteemEsteem

No real motivatorsNo real motivators Most

permanentmotivators

Minimal real

motivators

Minimal real

motivators

Generally

permanentmotivators

Generally

permanentmotivators

Maslow’s Hierarchy of NeedsSelf

fulfilmentSelf

fulfilment

Human needs and desires are endless. Virtually all of us would like to have fancy homes, social status in our community, the ability to eat all we want without getting fat, sex whenever we want it, perpetual health, unconditional love,and the ability to live until we're 200.

Unfulfilled Human Needs and Desires

However, self-control sometimes breaks down - resulting in aggressions ranging from Petty Theft to the Mass Killing. What causes people and societies to turn to aggression?

Looking at history there have been five key factors :

Most of us will enjoy few of these things. Fortunately, most people are realistic and sane enough

not to turn their frustrations to violence but to deal with.

Neurosis, Desperation, Envy, Greed, and Collectivism.

- Confusion about duties and responsibilities, - Having a meaningless job,- Lack of trust,- Not being listened to,- No time to solve problems or address work issues,- Failure to get credit or recognition for a job well done,- Office policies.

Workplace Violence RisingAmong the factors that cause employee disenchantment :

What to doto prevent them ?

Autonomy Benefits Career

Development

Climate Communications Company Image

Compensation Creativity Job Satisfaction

Job Training Management Style Performance Evaluations

Productivity Quality Recognition

Sexual Harassment

Supervision Values

Vision Working Relationships

Employee’s Satisfaction Survey Topics

Listen to Employee’s Needs

Salary

Benefits

Promotion Opportunity

Personal Development

Opportunity for recognition

Supervisor

Co-workers

Work Conditions

40200,0 60

% Satisfied or very satisfied

Employee’s Satisfaction Survey

Recent graduates Doctorates in psychology ( 2001 )

France

Australia

Canada

Switzerland

Germany

Total Satisfaction Score on 5 points scale

4210,0 3

Employee Satisfaction in an International Company

Employee’s Satisfaction Survey

Employees Satisfaction and Performance

High TaskPerformance

Low TaskPerformance

Low Satisfactionwith task

High Satisfactionwith task

He loves his job. He has the aptitude, the skill,and resources necessary to perform the assigned task,and he performs the taskquite well.

Low TaskPerformance

He may lack the aptitude, the skills, or the resources necessary to perform the task ?It does not mean that the employee is not trying. He may be expending a great deal of effort in trying to complete the task and feel that he is doing everything humanly possible and he does not Understand why managementis unhappy with his performance.

Low TaskPerformance

This person is really rare ? He is indicating that they would rather be doing another job, but at the same time their personal values are such that they are giving this task their best effort.

Low TaskPerformance

He loves his work but he is not performing as expected. He may find it hard to quit workingon a task knowing that he can always make it better (a perfectionist).Or, he may enjoy what he is doingbut lacks the aptitude, skill, or other resources necessary to do the task quickly.

Better career opportunity

Salary

Dislike job

Unknown

Personal reasons

Mutual consent

Return to school

Job abandonment

Retirement

Health

Termination reasons

40,035,020,0 25,010,0 15,00,0 5,0 30,0Percent

Employees Leave the Company

Doing things,not buying stuff,

has proved to be asuperior pathwayto pleasure in life.

Needs : Satisfaction better than Deficiencies

Needs : Benefits of Employee’s Satisfaction

- Reduce your employee turnover & research costs

- Keep and grow existing revenue

- Gain competitive advantage

React directly to employee feedback

- Increase your employee insight

SatisfactionNeeds

Deficiencies

HealthPhysiology

Disease

- A logical or natural association between two or more things relevance of one to another.

- The way in which one person or thing is connected with another.

Relations : The mutual dealings or connections of persons, groups, or nations in social,business, or diplomatic matters.

Relational

- The process whereby individuals are made aware of the behaviour that others expect of them as regards the norms, values and culture of their society.

Agents of socialization include :Family, School, Friendship groups, Religious institutions and Mass media.

- The process by which culture is learned, also called enculturation.

During socialization individuals internalizea culture's social controls, along with valuesand norms about right and wrong.

Relational : Socialization

- Act of initiating hostilities or invasion.- Practice or habit of launching attacks.- Hostile or destructive behavior or actions.- Act of initiating hostilities.

- A disposition to behave aggressively a feeling of hostility that arouses thoughts of attack. - Violent action that is hostile and usually unprovoked.

Hostile action directed at someone or something often in the form of a general physical or vocal disruption.

Relational : Aggression

You might try : - Exercising - Deep breathing - Talking with a friend about your anger - Telling yourself things like "what's the big deal, who will know or care in a week anyway" in a calm and soothing way - Listening to tapes with relaxation exercises - Painting or Listening to music - Rethinking the situation that made you angry and trying to put it in perspective - Distracting yourself by watching TV or a movie or reading

How to manage the angry feelings that you may still have after taking

a “ time out ".

Relational : Aggression

Ships in Service Training Material BERKOWITZ

Relational : Impulsive Aggression

Flight

Unpleasant experiences

( frustration, pain )

Negative feelings

Fearful thoughts and associations

Object of Eventswith aggressive

meaning( guns, …)

Angry thoughts and associations

- Try to use encouragement, praise & affection, rather than criticism, anger or frustration.

How to Prevent Aggression ?

- Avoid putting the person in situations which may produce anxiety, fear, frustration or disorientation.

- Always prepare the person by explaining what is going to happen, or where they are going.

- Try to avoid arguments.

- It can be better to agree with what the person says or does, & then try distraction or humour, or provide friendly help.

- If the person is not causing harm to themselves or others then leave them alone. - Avoid approaching until the person has settled down. - Stay out of reach & try to ensure that the person can’t do any real damage to anything or anyone.

How to Deal with aggression ?

- Allow ample inter-personal space between you and the person. - Aggressive people need more space because of their heightened perception and increased vigilance. - Maintenance of personal space promotes feelings of security for the person and for others.

- Avoid making the situation worse by touching the person. - React in a calm voice with reassuring words. - Give the person time to settle down.

How to Deal with aggression ?

- Redirect the person to some other activity to distract them from anxiety. - Avoid punishment after the event. - The person is unlikely to remember what happened and the punishment won’t have a helpful effect.

A- Activating EventTo prevent aggression follow

The Ten Top Tips

B- BehaviourWhat happened as a result of A ?

Verbal / Physical aggression, Weapon used

C- ConsequenceWhat was the consequence of B ?

Assess why the person was aggressive :Are they unwell, in pain ?

Think about appropriate referrals

D- Decide & DebriefWhat changes do you need to make :

Environment, Staffing,… ?Allow time for recovery

Preventing and Managing Aggression

Behaviour will escalade if it’s not managed

STOP : decision point Back off or continue ?

A- Activating EventTo prevent aggression follow

The Ten Top Tips

B- BehaviourWhat happened as a result of A ?

Verbal / Physical aggression, Weapon used

C- ConsequenceWhat was the consequence of B ?

Assess why the person was aggressive :Are they unwell, in pain ?

Think about appropriate referrals

D- Decide & DebriefWhat changes do you need to make :

Environment, Staffing,… ?Allow time for recovery

Behaviour will escalade if it’s not managed

STOP : decision point. Back off or continue ?

Aggression : Immediate Management Strategies

- Remove the person from danger- Remove potential weapons- Give the person space ( Stand back )- Communicate in a calm, non-confronting way, avoid asking “ What or Why did you “ Remember communication is : - 55% body language, 38% tone of voice & only 7% words- Encourage the person to talk about how they are feeling- Empathize ( i.e : I can see you are very angry frightened…)- Allow the person time to talk through their issues & establish what the problem is ( try to, put yourself in their shoes )

1- STOP

2 - PLAN & EXPLAIN

3- SMILE

4- GO SLOW

5- GO AWAY

Think about what you are about to doand consider the best way to do it.

Who you are ? What you want to do ? Why ?

The person who takes their cue from you will mirror your relaxed and positive body language

and tone of voice

You have a lot to do and you are in a hurry butthe person isn't. How would you feel if someone

came into your bedroom.

If the person is resistive or aggressive but is not causing harm to themselves or others,

leave them alone. Give them time to settle down and approach later.

Strategy for Preventing Physical Disorder : Ten Top Tips

6- GIVE THEMSPACE

7- STAND ASIDE

8- DISTRACTTHEM

9- KEEP ITQUIET

10- DON'T ARGUE

Any activity that involves invasion of personal space increases the risk of assault and aggression.

Every time you provide care for a person you are invading their space!

Always provide care from the side not the front of the person where you are an easy target to hit, kick etc.

Talk to the person about things they enjoyed in the past and give them a face washer or something to hold

while you are providing care.

Check noise level and reduce it. Turn off the radio and TV!

They are right and you are wrong! The confused brain tells the person they can't be wrong.

Strategy for Preventing Physical Disorder : Ten Top Tips

- Establish eye contact and keep your facial expression warm, open & friendly. - Remember that a neutral expression does not convey understanding or empathy.

- Call the person respectfully by name to help establish eye contact.

Aggression : Specific Communication Strategies

- Adopt a calm approach.

- Keep body language relaxed & non-threatening. - Use positive non-verbal communication.

- Provide frequent reassurance words : “ I’m here to help you ”, “ Everything will be OK ”.

- Use short uncomplicated sentences. - Only use touch to guide and reassure, and only if it has a positive effect.

Aggression : Specific Communication Strategies

- Introduce yourself even they know you : “ Jack…..It’s me John ”. - Speak slowly and clearly in an adult tone of voice.

- Do not confront and avoid asking the person to explain themselves.

How can you and your team best meetthe physical, environmental and

psychological needs of the peoplein your care?

Aggression : Brainstorm & Debriefing

First questions to answer :

- When & where did the activating event occur ?

- What was the person doing immediately before the event occurred ?

- What was happening around the person at the time ?

- Recent changes to environment ( e.g. Crew changes ) ?

- Does the environment provide a safe area for the crew ?

- Does the environment encourage independence, dignity

and mobility ?

- Does the environment accept the crew’s cultural and

lifestyle habits ?...

Assess environmental factors :

- Perturbation (e.g. Noise level, staff change of shift,

meal time clatter)

- Clutter ( e.g. Furniture, people )

- Bright lights / glare on the floor

- Temperature ( e.g. Too hot / cold )

Assess physical factors :

MetabolicHyperthyroidism, hypothyroidism, hypercalcaemia, hyponatraemia

InfectionsUrinary tract infection, pneumonia, septicaemia

Neurologic Stroke, subarachnoid haemorrhage

TraumaticChronic pain, head trauma, fractures such as hip and rib

SystemicHypoglycaemia, Vitamin B12 deficiency,folate deficiency

Medications Sedatives, antihistamines, alcohol

PoorNations

60% world population<1% world wealth

IndustralisingNations

25% world population9% world weath

RichNations

15% world population90% world wealth

Institutional reformEnvironmental protection

Security & Crime managementHealth & other risk management

Economic stability & Security frameworkControl of dangerous technologyRespect for intellectual propertyCommon approach to taxes, regulations, trade

Access to marketsAccess to knowledgeLong-term relationsSecurity collaboration

Capital, knowledge &managerial transferAccess to labour marketsAssisted independance

Tough-minded economic relationsSecurity issues

Relational : Aggression & Predation

Assess physical factors:

A researcher and his colleagues have shown that playing violent leads to brain activity pattern that may be characteristic for aggressive thoughts.

Scientists have found biological evidence that stress and aggression feed off of each other, contributing to a "cycle of violence" that can be tragic.

When we are under stress, we are more likely to fly off the handle, and whenwe fly off the handle, that increases our level of stress.

Relational : Aggression - Only Bad News

SatisfactionNeeds

Deficiencies

HealthPhysiology

Disease

- Any strong feeling. In psychology and common use, emotion is the language of a person's mental state of being, normally based in or tied to the person's sub-conscience and feeling. Love, Hate, Courage, Fear, Joy, Sadness,

Feelings about a situation, person, or objects that involves changes in physiological arousal and cognitions.

Mind : Emotion

How we make Decisions

Emotions Logic

What some people think

Mind : Emotion

Emotions Logic

What is really true

Female

- A fundamental feeling that is hard to define but that people desire to experience : - “ He was tingling with pleasure. “ Joy : something or someone that provides pleasure a source of happiness : - “ A joy to behold. “ -“ The pleasure of his company. " -“ The new car is a delight. "

Mind : Emotion - Pleasures

- An activity that affords enjoyment : - “ He puts duty before pleasure. “ - A sexual gratification : - “ He took his pleasure of her. “

Happiness : pleasure or joy is the emotional state of being happy.

Agony : a state of acute pain, miseryresulting from affliction troubled by painor loss; “Suffering refugees. “ Distress : psychological suffering : - “ The death of his wife caused him great distress. " Miserable : very unhappy, full of misery : - “ He felt depressed and miserable. " - “ Wretched prisoners huddled in stinking cages. "

- Any unwanted condition and the corresponding negative emotion. It is usually associated with pain and unhappiness, but any condition can be suffering if it is unwanted.

Mind : Emotion - Suffering

SatisfactionNeeds

Deficiencies

HealthPhysiology

Disease

- Cognition is biologically and socially influenced.

Cognition

The conscious process of the mind by which individuals :

- Perceive - Think

- Reason - Understand

- Remember

Cognition : Knowledge

- Cognizance, cognition, - Acquaintance, experience, - Comprehension,- Apprehension,- Recognition,- Appreciation,- Intuition : conscience. - Consciousness : perception, precognition.

- The psychological result of perception and learning and reasoning.

Knowledge can be considered as the distillation of information that has been

collected, classified, organized, integrated, abstracted and value added.

Process

Content

LearningKnowing

PracticeTheory

Learning Organizational

KnowledgeManagement

OrganizationalLearning

OrganizationalKnowledge

How do we manage learning as a process

How do we manage knowledge as a resource

Cognition : Knowledge

Tacit knowledge

Explicit knowledge

Knowledge Transformation

Ships in Service Training Material NONAKA & TAKEUCHI

eSocialization tacit to tacit

This involves sharing

experiences with others .

Externalization tacit to explicit

This involves transforming tacit knowledge intoexplicit knowledge.

A process that involvesdialogue with others

Internalizationexplicit to tacit

This is learning by doing,

sharing models and technical know-how.

Combinationexplicit to explicit

This involves processing and combining explicit

knowledge to integrate itwith and update existing

document schema.

Socialization Externalization

CombinationInternalization

Knowledge TransformationTacit knowledge

Explicit knowledge

Ships in Service Training Material NONAKA & TAKEUCHI

Cognition : Ignorance

- The lack of knowledge or education.

- The lack of knowledge in general or in relation to a particular subject - Illiteracy, Illiterateness,…

- The state of being uneducated or uninformed. - Innocence, Nescience, Obliviousness, Unawareness, Unfamiliarity,…

The ignorant person believes he knows what he actually doesn't know.“ Evil actions are the result

of ignorance."Plato

It’s amazing how easier it is for a Teamto work together

when no one has any idea where they’re going.

SatisfactionNeeds

Deficiencies

HealthPhysiology

Disease

Asbestos

Physiology : Health & Disease

Diseases burden measured in Disability-Adjusted Life Years ( DALYS )

Ischaemic heart disease Unipolar major depression Road traffic accidentsCerebrovascular diseaseChronic pulmonary diseaseLower respiratory infectionsTuberculosisWarDiarrhoeal diseasesHIV

123456789

Lower respiratory infectionsDiarrhoeal diseasesPerinatel conditionsUnipolar major depressionIschaemic heart diseaseCerebrovascular diseaseTuberculosisMeaslesRoad traffic accidentsCongenital abnormalities

123456789

% of total diseases

In females and developing countries “unipolar major depression”is projected as becoming the leading causes of disease burden.

Projection 2020Estimated 1990

5.95.75.14.44.23.13.03.02.72.6

8.27.26.73.73.42.82.82.72.52.4

CauseCause

Physiology : Disease

Dieters, dietinterested groups

Old anti-agingbusiness ventures

Cryonics

Patient advocategroups

Supporters, buyers,

sellers & advocates

of supplements,Vitamins,..

Libertarians

Nanomedicineresearch

Heath enthusiasts& advocates

Sport medicine

Regenerative &stem cell medicine

research

Anti-aging frauds,Fakes & adventures

marketing

Hormone therapies

Related advancedmedical research

Calorierestriction

New anti-agingBusiness ventures

Anti-agingresearch

Transhumanists &other futurists

Anti-agingadvocaty

Mainstream doctors& general practitioners

In search of the Healthy Life Extension 2004

Spiritual

SocialEmotional

PhysicalMental

Physiology : Equilibrium & Harmony

Studies suggest red wine could cut cancer and heart disease risk.

Chemicals in red wine can helpprevent and treat gum diseases. Scientists believe the polyphenolscan block production of free radical molecules, high levels of which can damage gum tissue.

Wine 'can help treat gum disease

Effects of Drinking on the Brain

The list includes :

“ interference with learning, social, and other competencies, fatal traffic crashes, injuries, homicide, suicide, and more frequent and less safe sexual activity."

Physiology : Health - Good new & Bad new

2. Follow a good diet.3. Keep your heart clean and drug-free.

If you want your heart to be healthy for the rest of your life, follow this prescription :

1. Get plenty of exercise.

Physiology : Health

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