workplace issue

8/12/2019 Workplace Issue

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INTRODUCTION

Young people in the workplace contain a series of activities and resources to help

students explore the issues around workplace discrimination. The activities help

students to draw comparisons between the dramatized workplace issues and their

personal experiences by looking at how concepts of difference, discrimination and

harassment may operate in their daily lives.

The resources provide an opportunity for students to explore their own sense of

identity and compare it with others. A variety of rights issues can be raised within

the context of one situation. At work, issues of race, age, sex and disability

discrimination may be encountered, and the rights and responsibilities of

employees and employers may not be clearly defined. By exploring these issues

and making students aware of the rights they should expect to uphold and have

upheld in a workplace situation, they become empowered to act in situations where

they see instances of unlawful discrimination in their own lives.

The accompanying DVD and script explores a potential real-life situation of young

people entering the workplace. Case studies are provided which explore issues of

sex, age, race, and sexual harassment in the workplace.

The workplace has become the central institution in American society. A higher

proportion of the population than ever before is in the workplace, as women have


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taken jobs to support their families as principal breadwinners or as part of dual-

earner households. Workplaces reflect the racial and ethnic diversity of the

population more than any other institution. The workplace distributes earned

income to most of the population. In contrast with many other advanced countries,

where the state provides benefits for citizens paid from general taxation, the U.S.

relies on private decision-making in the workplace to furnish a disparate range of

benefits, most notably health insurance and vacations with pay. The U.S. also

places on the workplace the obligation to provide an increasing list of individual

rights enforceable in the courts. Americans spend more time at the workplace than

the citizens of any other advanced country, save for Japan. Far more Americans

work than vote.

Economic Performance. The workplace is a centerpiece of the nation's economic

performance, concern with productivity, quality, and competitiveness. Our main

national asset is a skilled and hard-working workforce. In an ever more global

economy, the quality of the workplace affects not only the individual enterprise

and its employees, but also national economic growth and productivity

performance.


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DEFINITION

A workplace is a location or building where people perform physical or mental

work in order to earn a living. It is usually a location outside one's home or place

of residence. Common private-sector workplaces in a town or city include

factories, warehouses, stores, banks, restaurants, and hotels. Common public-sector

workplaces include government offices, schools, and libraries. There are also non-

profit workplaces such as hospitals and soup kitchens. In rural areas, a workplace

may be a farm or a ranch. The term "workplace" is also used to describe the work

environment in general especially as it relates to the rights and responsibilities of

employees and employers.


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TYPES OF ISSUE RELATED TO WORK


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HEAVY WORKLOADS

Heavy workloads are not uncommon in today's workplace. Downsizing, fear of job

security and an uncertain economy often prompt workers to accept or take on

increasingly greater work responsibilities and longer hours. This increased level of

performance doesn't necessarily result in increased levels of productivity. In fact, it

can lead to problems and circumstances that actually reduce earnings for a

company

Reduced Productivity

An employee working longer hours isn't necessarily getting more work

accomplished. A staffer who is tired, overworked or is attempting to juggle

multiple responsibilities is more prone to mistakes. The overall quality of work

product can be diminished due to a heavy workload, and mistakes can be costly.

Stress

Overworked employees often face higher degrees of stress, which can impact

output and lead to physical and mental health problems. A stressed worker is not

always focused or able to give complete attention to professional responsibilities.

An employee tasked with an excessive workload may feel increasing pressure to


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perform Herculean tasks, resulting in emotional stressors including depression, as

well as physical symptoms like increased blood pressure.

OVER SUPERVISION

Supervision is an extremely vital part of a workplace that intends to maximize its

success potential. It naturally follows, then, that poor supervision in a workplace is

among the primary obstacles to achieving potential successes by a business. After

all, employees, no matter their task, must have the proper instruction and training

to ensure that they are doing their jobs correctly, and with minimal risk of error or

injury.


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After the initial training has been completed, supervision remains necessary for

continuing skill and knowledge development among employees. It is for this

reason that many businesses today refer to their supervisors as coaches.

When a company has poor supervision, there is not enough responsibility for

taking action for the prevention of problems, mistakes, accidents, and injuries.

Poor supervision removes a very important part of the employee support process,

eliminating the opportunity for reference, learning, and safety.

Poor supervision also opens the door for unethical behaviors within a company.

With poor supervision, employees commonly feel that their work is not valued by

the company, and loyalty is difficult to form if it forms at all. Without loyalty,

employees are more likely to deviate from acceptable business practices. Such

activities can include theft, decreased employee effort, using equipment without

authorization, and falsifying documents, among other things


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JOB INSECURITY

Job security is the probability that an individual will keep his or her job; a job

with a high level of job security is such that a person with the job would have a

small chance of becoming unemployed.

Factors affecting job security is dependent on economy, prevailing business

conditions, and the individual's personal skills. It has been found that people

have more job security in times of economic expansion and less in times of

a recession. Also, some laws (such as the U.S. Civil Rights Act of 1964 ) bolster

job security by making it illegal to fire employees for certain reasons.

Unemployment rate is a good indicator of job security and the state of the

economy and is tracked by economists, government officials, and banks.

Typically, government jobs and jobs in education, healthcare and law

enforcement are considered very secure while private sector jobs are generally

believed to offer lower job security and it usually varies by industry, location,

occupation and other factors.

Personal factors such as education, work experience, job functional area, work

industry, work location, etc., play an important role in determining the need for

an individual's services, and impacts their personal job security. Since job

security depends on having the necessary skills and experience that are in
http://en.wikipedia.org/wiki/Job_(role)http://en.wikipedia.org/wiki/Unemployedhttp://en.wikipedia.org/wiki/Economyhttp://en.wikipedia.org/wiki/Economic_expansionhttp://en.wikipedia.org/wiki/Recessionhttp://en.wikipedia.org/wiki/Civil_Rights_Act_of_1964http://en.wikipedia.org/wiki/Economisthttp://en.wikipedia.org/wiki/Government_officialhttp://en.wikipedia.org/wiki/Bankhttp://en.wikipedia.org/wiki/Government_jobshttp://en.wikipedia.org/wiki/Educationhttp://en.wikipedia.org/wiki/Healthcarehttp://en.wikipedia.org/wiki/Private_sectorhttp://en.wikipedia.org/wiki/Industryhttp://en.wikipedia.org/wiki/Location_(geography)http://en.wikipedia.org/wiki/Location_(geography)http://en.wikipedia.org/wiki/Industryhttp://en.wikipedia.org/wiki/Private_sectorhttp://en.wikipedia.org/wiki/Healthcarehttp://en.wikipedia.org/wiki/Educationhttp://en.wikipedia.org/wiki/Government_jobshttp://en.wikipedia.org/wiki/Bankhttp://en.wikipedia.org/wiki/Government_officialhttp://en.wikipedia.org/wiki/Economisthttp://en.wikipedia.org/wiki/Civil_Rights_Act_of_1964http://en.wikipedia.org/wiki/Recessionhttp://en.wikipedia.org/wiki/Economic_expansionhttp://en.wikipedia.org/wiki/Economyhttp://en.wikipedia.org/wiki/Unemployedhttp://en.wikipedia.org/wiki/Job_(role)


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demand by employers, which in turn depend on the prevailing economic

condition and business environment, individuals whose services are in demand

by employers will tend to enjoy higher job security.

CAUSES RELATED TO WORK PLACE ISSUE

Lack of Training

If an employee doesnt know how to do his job correctly, it can lead to workplace

problems that have a negative impact on your business. Hire only qualified individuals


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and conduct comprehensive orientation and training before they being work. Provide

ongoing evaluations and performance assessments to ensure employees fully understand

the responsibilities of their positions and are performing their jobs as effectively as

possible.

Different Personalities

Everyone has a different personality, though vastly differing personalities tend to be more

evident in a small business environment. Diversity can be good for a business in many

ways, but if clashing employee personalities have a negative impact on the workplace, on

morale or on productivity, it can become a problem. Take into consideration the personal

and professional natures of existing staffers when hiring new employees to ensure a good

blend of individuals who will work well together.

Close Quarters

Colleagues in a small business often work in shared or close quarters, especially in

offices and retail operations. This can create proximity tension in which employees dont

feel they have their own space, or feel they lack p rivacy and the ability to concentrate.

Personality quirks, such as excessive talking or invading personal space can exacerbate

the closed-in feeling and create tension and hostility. Where possible, give employees

enough physical room to work without feeli ng theyre or on top of one another.


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Overburden

Out of necessity, employees of a small business often have overlapping responsibilities.

The marketing manager may do double duty as the newsletter editor and the receptionist

may follow up on sales leads. Too many responsibilities can create stress and tension. To

avoid workplace problems, dont burden employees with more tasks than they can

reasonably handle. Doing so wont improve performance or work product and can end up

lowering morale and creating high turnover.

Poor Communication

Employees who arent well -versed in interpersonal communication techniques may have

a difficult time relating to colleagues, customers and managers. A lack of communication

can lead to errors, frustration, missed deadlines and unmet goals. Combat this problem by

establishing communication guidelines in your business. Note how e-mails are to be

forwarded and copied, how memos are to be distributed and how meetings will be run.

Provide workplace communication training, if necessary. This will help to eliminate

many potential


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HOW TO MANAGE WORK HEALTH AND SAFETY RISKS: CODE OF PRACTICE

This Code provides practical guidance for persons who have duties under the WHS

Act and Regulations to manage risks to health and safety. The duty is placed on

persons conducting a business or undertaking, including employers, self-employed,

principal contractors, persons with management or control of a workplace,

designers, manufacturers, importers and suppliers of plant, substances or structures

that are used for work.


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This Code applies to all types of work and all workplaces covered by the WHS

Act. Other approved codes of practice should be referenced for guidance on

managing the risk of specific hazards.


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WORKPLACE ENVIRONMENT

A work environment may increase the risks associated with manual tasks. For

example:

floors may be slippery and uneven

there is poor housekeeping

there are ambient conditions (such as noise, cold and heat)

work areas are unpredictable (such as private homes).

Work environments should promote safe movement and ease of access. They

should not place unnecessary demands on people carrying out manual tasks. For

example, high heat and humidity place extra demand on physically demanding

work, and increase the risk of injury.


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Ways to control hazards

Keep floor coverings and surfaces repaired, and use non-slip flooring

materials.

Keep areas clean and tidy, and implement a clean up policy.

Provide covered walkways. Keep access ways clear.

Ensure adequate lighting.

Where possible, minimise extraneous noise or use alternative

communication.

If working outdoors:

o remove obstacles

o avoid steep inclines

o avoid slippery or heavy ground

o provide footpaths where possible.


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What work-related factors increase the risk of violence?

Certain work factors, processes, and interactions can put people at increased risk

from workplace violence. Examples include:

working with the public.

handling money, valuables or prescription drugs (e.g. cashiers, pharmacists).

carrying out inspection or enforcement duties (e.g. government employees).

providing service, care, advice or education (e.g. health care staff, teachers).

working with unstable or volatile persons (e.g. social services, or criminal

justice system employees).

working in premises where alcohol is served (e.g. food and beverage staff).

working alone, in small numbers (e.g. store clerks, real estate agents), or in

isolated or low traffic areas (e.g. washrooms, storage areas, utility rooms).


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working in community-based settings (e.g. nurses, social workers and other

home visitors).

having a mobile workplace (e.g. taxicab).

working during periods of intense organizational change (e.g. strikes,

downsizing).

Risk of violence may be greater at certain times of the day, night or year; For

example,

late hours of the night or early hours of the morning,

tax return season,

overdue utility bill cut-off dates,

during the holidays,

pay days,

report cards or parent interviews, and

performance appraisals.

Risk of violence may increase depending on the geographic location of the

workplace; for example,

near buildings or businesses that are at risk of violent crime (e.g. bars, banks).

in areas isolated from other buildings or structures


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WORK RELATED STRESS

Stress at work is a relatively new phenomenon of modern lifestyles. The nature of

work has gone through drastic changes over the last century and it is still changing

at whirlwind speed. They have touched almost all professions, starting from an

artist to a surgeon, or a commercial pilot to a sales executive. With change comes

stress, inevitably. Professional stress or job stress poses a threat to physical health.

Work related stress in the life of organized workers, consequently, affects the

health of organizations.

What`s It?

Job stress is a chronic disease caused by conditions in the workplace that

negatively affect an individual`s performance and/or overall well-being of his body


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and mind. One or more of a host of physical and mental illnesses manifests job

stress. In some cases, job stress can be disabling. In chronic cases a psychiatric

consultation is usually required to validate the reason and degree of work related

stress.

Working on a project on stress at work, Andy Ellis, Ruskin College, Oxford, UK,

has shown in a chart how stress can adversely affect an employee`s performance.

In the early stages job stress can `rev up` the body and enhance performance in the

workplace, thus the term `I perform better under pressure`. However, if this

condition is allowed to go unchecked and the body is revved up further, the

performance ultimately declines and the person`s health degenerates.


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SYMPTOMS

The signs of job stress vary from person to person, depending on the particular

situation, how long the individual has been subjected to the stressors, and the

intensity of the stress itself. Typical symptoms of job stress can be:

Physical symptoms include:

1. Fatigue

2. Muscular tension

3. Headaches

4. Heart palpitations

5. Sleeping difficulties, such as insomnia

6. Gastrointestinal upsets, such as diarrhea or constipation

7. Dermatological disorders.

Psychological symptoms include:

1. Depression

2. Anxiety

3. Discouragement

4. Irritability

5. Pessimism


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6. Feelings of being overwhelmed and unable to cope

7. Cognitive difficulties, such as a reduced ability to concentrate or make

decisions.

Behavioral symptoms include:

1. An increase in sick days or absenteeism

2. Aggression

3. Diminished creativity and initiative

4. A drop in work performance

5. Problems with interpersonal relationships

6. Mood swings and irritability

7. Lower tolerance of frustration and impatience

8. Disinterest

9. Isolation.


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CAUSES OF WORK-RELATED STRESS

Some of the factors that commonly cause work-related stress include:

1. Long hours

2. Heavy workload

3. Changes within the organisation

4. Tight deadlines

5. Changes to duties

6. Job insecurity

7. Lack of autonomy

8. Boring work

9. Insufficient skills for the job

10. Over-supervision

11. Inadequate working environment

12. Lack of proper resources

13. Lack of equipment

14. Few promotional opportunities

15. Harassment

16. Discrimination


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17. Poor relationships with colleagues or bosses

18. Crisis incidents, such as an armed hold-up or workplace death.


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REDUCE JOB STRESS BY PRIORITIZING AND ORGANIZING

When job and workplace stress threatens to overwhelm you, there are simple steps

you can take to regain control over yourself and the situation. Your newfound

ability to maintain a sense of self-control in stressful situations will often be well-

received by coworkers, managers, and subordinates alike, which can lead to better

relationships at work. Here are some suggestions for reducing job stress by

prioritizing and organizing your responsibilities.

Time management tips for reducing job stress

Create a balanced schedule. Analyze your schedule, responsibilities, and

daily tasks. All work and no play is a recipe for burnout. Try to find a

balance between work and family life, social activities and solitary pursuits,

daily responsibilities and downtime.

Dont over -commit yourself. Avoid scheduling things back-to-back or

trying to fit too much into one day. All too often, we underestimate how long

things will take. If you've got too much on your plate, distinguish between

the "shoulds" and the "musts." Drop tasks that aren't truly necessary to the

bottom of the list or eliminate them entirely.


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Try to leave earlier in the morning. Even 10-15 minutes can make the

difference between frantically rushing to your desk and having time to ease

into your day. Dont add to your stress levels by running late.

Plan regular breaks. Make sure to take short breaks throughout the day to

take a walk or sit back and clear your mind. Also try to get away from your

desk or work station for lunch. Stepping away from work to briefly relax and

recharge will help you be more, not less, productive.

Task management tips for reducing job stress

Prioritize tasks. Make a list of tasks you have to do, and tackle them in

order of importance. Do the high-priority items first. If you have something

particularly unpleasant to do, get it over with early. The rest of your day will

be more pleasant as a result. Break projects into small steps. If a large project seems overwhelming,

make a step-by-step plan. Focus on one manageable step at a time, rather

than taking on everything at once.

Delegate responsibility. You dont have to do it all yourself. If other pe ople

can take care of the task, why not let them? Let go of the desire to control or

oversee every little step. Youll be letting go of unnecessary stress in the

process.


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Be willing to compromise. When you ask someone to contribute differently

to a task, revise a deadline, or change their behavior at work, be willing to do

the same. Sometimes, if you can both bend a little, youll be able to find a

happy middle ground that reduces the stress levels for everyone concerned.

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