Human Resource Management Chapter 11 PDF

Human Resource Management 10th Edition Chapter 11 A SAFE AND HEALTHY WORK ENVIRONMENT © 2008 by Prentice Hall 11-1  HRM in Action: A New Security Threat: Identity Theft Emerged as the dominant crime of 21st century Losses from identity fraud totaling...

Human Resource Management 10th Edition Chapter 11 A SAFE AND HEALTHY WORK ENVIRONMENT © 2008 by Prentice Hall 11-1  HRM in Action: A New Security Threat: Identity Theft Emerged as the dominant crime of 21st century Losses from identity fraud totaling $52.6 billion and affecting 9.3 million people each year Identity thieves are now contacting job hunters who have posted résumés on Web sites © 2008 by Prentice Hall 11-2 The Nature and Role of Safety and Health Safety - Protecting employees from injuries caused by work-related accidents Health - Employees' freedom from physical or emotional illness © 2008 by Prentice Hall 11-3  Occupational Safety and Health Administration Occupational Safety and Health Act of 1970 created the Occupational Safety and Health Administration Aims to ensure worker safety and health in U.S. by working with employers and employees to create better working environments Act requires employers to provide employees a safe and healthy place to work and this responsibility extends to providing safe employees © 2008 by Prentice Hall 11-4  General Duty Clause Employers have responsibility to furnish a workplace free from recognized hazards that are causing or are likely to cause death or serious physical harm © 2008 by Prentice Hall 11-5  Current Mission of OSHA Reduce occupational hazards through direct intervention Promote a safe and healthy culture through compliance assistance, cooperative programs and strong leadership Maximize OSHA’s effectiveness and efficiency by strengthening its capabilities and infrastructure © 2008 by Prentice Hall 11-6  OSHA’s Changing Role Give employers choice between partnership and traditional enforcement Inject common sense into regulation and enforcement Eliminate red tape © 2008 by Prentice Hall 11-7  Possible Financial Penalties Serious hazard citation has maximum penalty of $7,000 Willful citation might have a maximum amount of $70,000 per violation If 10 employees were exposed to one hazard the employer intentionally did not eliminate, the penalty amount would immediately jump to $700,000 © 2008 by Prentice Hall 11-8  Those Who Repeatedly Violate Health and Safety Standards Authorized stricter enforcement measures Increase oversight of firms that have received high gravity citations Mount criminal prosecutions against employers where fatalities are involved © 2008 by Prentice Hall 11-9  OSHA Inspection Average employer will not likely see OSHA inspector unless employee instigates an inspection 70% of OSHA inspections resulted from employee complaints Employer has option of denying inspector access to work site - Required to get a warrant © 2008 by Prentice Hall 11-10 Employee Can Legally Refuse to Work When Employee reasonably fears death, disease, or serious physical harm. Harm is imminent. Too little time to file an OSHA complaint and get problem corrected. Worker has notified employer about condition and requested correction, but employer has not taken action © 2008 by Prentice Hall 11-11  Perceptions of OSHA Have not always been positive OSHA has overcome most of past criticisms 87% of workers and employers rated OSHA staff professionalism, competence, and knowledge as satisfactory © 2008 by Prentice Hall 11-12 Safety: Economic Impact Job-related deaths and injuries extract high toll in terms of human misery Significant costs passed along to consumer Everyone affected (directly or indirectly) by deaths and injuries © 2008 by Prentice Hall 11-13  Focus of Safety Programs 1. Unsafe employee actions - Create psychological environment and employee attitudes that promote safety 2. Unsafe working conditions - Develop and maintain safe physical working environment © 2008 by Prentice Hall 11-14 Reasons for Management Support of Safety Program Personal loss. Financial loss to injured employees. Lost productivity. Higher insurance premiums Possibility of fines and imprisonment. Social responsibility. © 2008 by Prentice Hall 11-15  Developing a Safety Program Job hazard analysis - Key to determining and implementing the necessary controls, procedures and training Superfund Amendments Reauthorization Act, Title III (SARA) - Requires businesses to communicate more openly about hazards associated with materials they use and produce and wastes they generate © 2008 by Prentice Hall 11-16  Developing a Safety Program (Cont.) Employee involvement – Include employees, gives sense of accomplishment Safety engineer - Staff member who coordinates overall safety program Accident investigation - Safety engineer and line manager investigate accidents Evaluate safety program © 2008 by Prentice Hall 11-17 Evaluation of Safety Programs Reduction in frequency and severity of injuries and illnesses Effective reporting system is needed © 2008 by Prentice Hall 11-18 Repetitive Stress Injuries (RSI) Group of conditions caused by placing too much stress on joint and happens when same action is performed repeatedly Carpal Tunnel Syndrome (CTS) - Results from pressure on median nerve in wrist due to repetitive flexing and extending of wrist © 2008 by Prentice Hall 11-19  Ergonomics Study of human interaction with tasks, equipment, tools and physical environment Congress and OSHA - Congress rescinded OSHA’s ergonomics standards in 2001– OSHA to develop new standards Ergonomics payoff - Clear payoff in using ergonomics © 2008 by Prentice Hall 11-20  Workplace Violence Vulnerable employees Vulnerable organizations Legal consequences of workplace violence Individual and organizational characteristics to monitor Preventive actions © 2008 by Prentice Hall 11-21 Vulnerable Employees Gas stations and liquor stores Taxi drivers Police officers working night shifts © 2008 by Prentice Hall 11-22  Legal Consequences of Workplace Violence Ever-present threat of legal action Negligent hiring Negligent retention © 2008 by Prentice Hall 11-23  Vulnerable Organizations Chronic labor/management disputes Frequent grievances filed by employees Large number of workers’ compensation injury claims Understaffing and excessive demands for overtime in an authoritarian management style © 2008 by Prentice Hall 11-24 Legal Consequences of Workplace Violence Civil lawsuits claiming negligent hiring or negligent retention account for more than half of estimated $36 billion a year costs to businesses Negligent retention - Occurs when company keeps persons on payroll whose records indicate strong potential for wrongdoing and fails to take steps to defuse a possible violent situation © 2008 by Prentice Hall 11-25 Individual and Organizational Characteristics to Monitor Screaming Explosive outburst over minor disagreements Making off-color remarks © 2008 by Prentice Hall 11-26  Individual and Organizational Characteristics to Monitor (Cont.) Crying Decreased energy or focus Deteriorating work performance and personal appearance Become reclusive © 2008 by Prentice Hall 11-27  Preventive Actions Ban weapons on company property, including parking lots Under suspicious circumstances, require employees to submit to weapons searches or examinations for mental fitness for work Policy of zero tolerance toward violence or threats of violence Have employees report all suspicious or violent activity © 2008 by Prentice Hall 11-28  Preventive Actions (Cont.) Relationships with mental health experts for recommendations in dealing with emergency situations Train managers and receptionists to recognize warning signs of violence and techniques to diffuse violent situations Equip receptionists with panic buttons to alert security instantly © 2008 by Prentice Hall 11-29 Domestic Violence Spillover from domestic violence is unexpected threat in workplace, both to women and their companies Costs employers $3 to $5 billion annually in higher turnover, lower productivity, and health and safety expenses © 2008 by Prentice Hall 11-30  Nature of Stress Body’s nonspecific reaction to any demand made on it Potential consequences - Diseases that are leading causes of death, may even lead to suicide Stressful jobs - Lack of employee control over work © 2008 by Prentice Hall 11-31  Twelve Jobs with Most Stress 1. Laborer 7. Manager/ 2. Administrative Administrator Assistant 8. Waitress/Waiter 3. Inspector 9. Machine 4. Clinical Lab Operator Technician 10. Farm Owner 5. Office Manager 11. Miner 6. Foreman 12. Painter © 2008 by Prentice Hall 11-32 Sources of Stress Organizational Factors Personal Factors General Environment © 2008 by Prentice Hall 11-33 Organizational Factors Corporate Culture The Job Itself Working Conditions © 2008 by Prentice Hall 11-34 Personal Factors Family Financial Problems © 2008 by Prentice Hall 11-35  General Environment Economic uncertainties War or the threat of war Threat of terrorism Long commutes in rush hour traffic Unrelenting rain Oppressive heat or chilling cold © 2008 by Prentice Hall 11-36  Managing Stress Exercise Follow good diet habits Know when to pull back Put stressful situation into perspective Find someone who will listen Establish some structure to your life Recognize your own limitations Be tolerant Pursue outside diversions Avoid artificial control © 2008 by Prentice Hall 11-37  Burnout Individuals lose sense of basic purpose and fulfillment of work Costs: reduced productivity, higher turnover Individuals in helping professions seem to be most susceptible to burnout Danger: It is contagious! © 2008 by Prentice Hall 11-38  Trends & Innovations: Paying You to Be Healthy Health insurance costs appear to be out of control Noodles & Co. unique way Fitness Bucks rewards employees $100 for each of three basic wellness goals Physical and dental exam, follow a regular exercise program, and quit smoking © 2008 by Prentice Hall 11-39  Wellness Programs Traditional view that health is dependent on medical care and is simply absence of disease is changing Optimal health can be achieved through environmental safety, organizational changes, and healthy lifestyles Firm conducts needs assessment to find appropriate health needs Chronic lifestyle diseases are much more prevalent today than ever before © 2008 by Prentice Hall 11-40 Physical Fitness Programs Most commonly offered in-house corporate wellness programs involve efforts to promote exercise and fitness Reduce absenteeism, accidents, sick pay © 2008 by Prentice Hall 11-41  Substance Abuse Involves use of illegal substances or misuse of controlled substances such as alcohol and drugs 40% of workplace fatalities and 47% of workplace injuries are related to alcohol consumption Half of those who test positive for drugs in the workplace report using drugs on a daily basis © 2008 by Prentice Hall 11-42 Substance Abuse Free Workplace Drug-Free Workplace Act of 1988 requires some Federal contractors and all Federal grantees to agree that they will provide drug-free workplaces as a condition of receiving a contract or grant from a Federal agency © 2008 by Prentice Hall 11-43 Steps for Establishing a Substance Abuse Free Workplace Establish a Drug and Alcohol Free Policy Provide Education and Training Implement a Drug-Testing Program Create an Employee Assistance Program © 2008 by Prentice Hall 11-44  Signs of Possible Substance Abuse Excessive absenteeism Radical mood swings Decline in personal appearance Smell of alcohol or other physical evidence of substance abuse Accident proneness and multiple workers’ compensation claims Lack of coordination Psychomotor agitation or retardation. Alcohol, marijuana, and opioids can cause fatigue. Cocaine, amphetamines, and hallucinogens can cause anxiety. Thought disturbances. Cocaine, alcohol, PCP, amphetamines, and inhalants often cause grandiosity or a sense of profound thought Other indicators. Cocaine, PCP and inhalants can cause aggressive or violent behavior. Alcohol and other sedatives reduce inhibition. Marijuana increases appetite, whereas stimulants decrease it. Both types of drugs cause excessive thirst. © 2008 by Prentice Hall 11-45 Employee Assistance Programs (EAP) Comprehensive approach that many organizations have taken to deal with numerous problem areas such as burnout, alcohol and drug abuse, and other emotional disturbances © 2008 by Prentice Hall 11-46  Employee Assistance Programs (EAP) (Cont.) Drug Free Workplace Act of 1988 requires access to EAPs for federal employees and employees of firms with government contracts Primary concern is getting employees to use program © 2008 by Prentice Hall 11-47  Smoke-Free Workplaces Secondhand smoke can increase risk of cancer Workplace smoking is not only hazardous to employees’ health, but also detrimental to firm’s financial health Some states ban smoking in workplace Some business owners have taken a personal stand against smoking Some reject employment applications on grounds would-be employee is a smoker © 2008 by Prentice Hall 11-48  A Global Perspective: Global Safety Programs Global companies continue to face global safety risks Shift to a single safety management system that applies to all their operations throughout the world Easier to teach someone the company global standards than the local mores © 2008 by Prentice Hall 11-49