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SAFETY MEASURES IN THE WORKPLACE Safety specialists need to be more than protected whenever they are at work. So are the other members of the organization such as management, supervisors and the workers. The safety specialists, in particular, are the people who provide the direction and supervision to the safety programs of the organization including industrial hygiene, safety and loss control performance for regulatory compliance. They are the ones who look after the majority, but who looks after the? Thus, the company must be able to evaluate facilities risk and at the same time, the compliance of management programs in order to control risks and hazards. There is, therefore, a need for safety initiatives and coordinates for these initiatives (Environmental Health and Safety Specialist).
Introduction The trend of employment in the last century as well as the challenges that the new millennium poised against the conditions of international as well as domestic labour relations necessitate the analysis of how each country and each state responds to these challenges. Labour relations should be put at the forefront of not just academic discussions but of policy actions and directions of responsible governments. The Workplace Health and Safety Act 1995 (PDF, 766 KB) presents the laws about health and safety requirements which is prevalent in most workplaces. One needs to be familiar with the Act in order to be aware of ones obligations and safety requirements.
The Workplace Health and Safety Regulation 1997 either restricts against exposure to a risk or prescribes ways in order to prevent or minimize risks. Whenever a regulation exists for specific risks in the job, then, the Act states that the person ought to do what the regulation says in order to prevent or minimize the impact of the risk. The protection of workers against occupational hazards and illnesses can be linked with the basic right accorded to human beings that is, the right to live and work in a safe and healthy environment. Foremost of documents citing safe workplace as part of the basic rights of people is the Universal Declaration of Human Rights, which was adopted and proclaimed by the General Assembly of the United Nations on 10 December 1948 (United Nations 1948).
The Declaration provides in Article 23 that [E]vermont has the right to work, to free choice of employment, to just and favourable conditions of work and to protection against unemployment (United Nations 1948). Based on this document, as well as of other conventions entered into by several nations meant to uplift the conditions of workers, many countries have come up with labour policies and enacted legislations as a recognition of workers rights. Defusing potential violence and preserving safety may mean firing the employee and risking litigation. One tends to understand this scenario because this is what should be the main concern of a formal entity -- to protect the lives of many over a single individual. Obviously, safety has been a problem in our immediate environment -- in the workplace and in the surrounding community. Findings and Observations Studying safety in the workplace results in the development of various theories which try to relate occurrences of violence to the kind of interactions within the family.
Some sociologists, psychologists, and even economists have applied more general theories to the family. There is the Marxist view of the family which is developed from a class analysis of society. In the Marxist view the family yields a miniature class society where the men form the ruling class that oppresses the other class made up by women. Another theory is the social exchange framework which concentrates on interactions between people that take the form of exchanges yielding costs and rewards (Hopkins, 1993). The other theory is The Marriage Game developed by Cathy S. Greenblat, Peter J.
Stein and Norman F. Washburn e which illustrates the decision making process based on marginal cost-benefit analysis; whereby, an individual decides by comparing the costs and benefits of the decision to be made (Hopkins, 1993). The transaction cost approach of Robert Pollak meanwhile describes another family theory that analyzes the role of institutions in forming long-term relationships and where cooperation plays a pivotal role in the game. This does not mean though, that conflicts within marriage are ignored.
Pollak assumes that spouses have differing preferences which can lead to conflict. The spouses resolve their differences by bargaining. In the bargaining process, spouses are interested in maximizing their utility payoffs. If they fail to reach an agreement, they are left at a "threat point (Hopkins, 1993). This threat point may lead to violence. Taking out the root cause of the problem not only is logical, but the right thing to do.
However, this job should be done with utmost empathy to the employee involved and allow her to keep her dignity. In all this, management is shown to be tough yet with a heart. Management should not wait for things to grow worse just because safety measures had been neglected. The resolution may be recognizably difficult, but the direction is clear the protection of the bulk of the companys employees is topmost priority. This position of management would surely be appreciated by all because due importance and sincerest concern have been accorded them (Neil, October 2003). Training of Employees Safeguarding the welfare of every worker must be a commitment of every nation as workers rights to safe and healthy working environment is inherent and included among the basic human rights as recognized by the members of the international community who respect human rights.
The success of legislation in deterring employer violations and in improving the conditions of workers in every industry does not only depend on how strong the penalties that laws have provided. The effectiveness of these laws would largely depend on how committed the agencies are in implementing these laws and also, on the commitment of employers as well as the workers in ensuring that the laws are fully enforced and implemented. There is a need for organizations to provide training programs for stress management. This would include better sleeping habits and eating lifestyle. There is a need to encourage employees to do physical activities like sports and regular exercise.
Secondly, the organization should find ways to motivate their employees. Thirdly, companies should provide career orientation and change management training. And finally, maintain tasks to be at par with the level of resources and skills of the employees. The organization could also find ways to enhance the skills of the employee to better help them meet the demands of the tasks. Program for the Employees Training of Workers: The concept behind wellness is that the provision of wages and a safe environment is no longer sufficient.
Employers should take reasonable steps to promote healthy and safe lives for their employees. Moreover, the term healthy is broader than merely providing a safe work environment. An employee wellness program takes steps not just to avoid work-related stress and its effects, but also to encourage employees to live their lives in a physically and emotionally healthy manner. Cost: Budget per person is $ 300 per person Content Outline: Every worker on the project is required to attend 50 hours of training in basic occupational safety and health procedures. Sessions will be conducted in both English and Spanish. The training features a culturally sensitive, hands-on approach that helps workers, and equips them to learn new skills which will be useful in their particular job areas.
Training for Supervisors: The first problem that should considered is the lack of healthy lifestyle among employees, such as lack of effective sleeping habits. The second source of stress is the working environment. Demotivating circumstances in the workplace such as resignation, termination, and discrimination would cause stressful working environment as employees try to cope with demoralization. Thirdly is the fear of uncertainty.
Career shifts and changes could be stressful as the new process and environment would require new coping and adjustment mechanisms (How do you develop a wellness program, 1999). Fourthly, conflicting commitments could also create a very stressful environment. This could be seen in mothers balancing commitments at home and at work and working students balancing need for work and needs of the academe. Finally, another source of stress is the lack of resources to meet the demands of work. With higher demands from workers nowadays with too little resources, workers tend to be more prone to stress (Maynard, 1997). Cost: $ 500.
per person Training For management: For managers, there is a need for organizations to provide training programs specifically for stress management. This would include better sleeping habits and eating lifestyle. There is a need to encourage supervisors to do physical activities like sports and regular exercise. Secondly, the organization should find ways to motivate their supervisors who are more often than not, workaholics.
Thirdly, companies should provide career orientation and change management training. And finally, maintain tasks to be at par with the level of resources and skills of the employees. The organization could also find ways to enhance the skills of the employee to better help them meet the demands of the tasks. Cost: $ 700 per person Training for some twenty (20) supervisors who have never been involved in any formal safety program would involve the basics of safety training as well the first aid basic procedures.
Selection of subject matters will also be based on a survey that shall be conducted to gauge the basic knowledge of these participants. Budget for the training would be approximately $ 100 since this is just a basic course On a Final Note Safeguarding the welfare of every worker must be a commitment of every nation as workers rights to safe and healthy working environment is inherent and included among the basic human rights as recognized by the members of the international community who respect human rights. The success of legislation in deterring employer violations and in improving the conditions of workers in every industry does not only depend on how strong the penalties that laws have provided. The effectiveness of these laws would largely depend on how committed the agencies are in implementing these laws and also, on the commitment of employers as well as the workers in ensuring that the laws are fully enforced and implemented. There is a need for organizations to provide training programs for all levels in the organization.
There is a need to encourage employees to do physical activities like sports and regular exercise. Companies must be sensitive to should provide career orientation and management training to those who need them. And finally, management must maintain tasks to be at par with the level of resources and skills of the employees. The organization could also find ways to enhance the skills of the employee to better help them meet the demands of the tasks.
REFERENCES A Model of Abusive Relationship, 2005). A Model of an abusive relationship. (2005) Retrieved Sept 22, 2007 at: web Environmental Health and Safety Specialist. Synerfac Technical Staffing. web Hopkins, A. (1993) Approaches in Safeguarding the Worker.
In M. Quinlan (ed. ) Work and Health The Origins, Management and Regulation of Occupational Illness, Melbourne, MacMillan, pp. 172 - 178 Neil, M. (Oct 2003). ABA Journal, 07470088, Vol. 89, Issue 10 United Nations (1948) Universal Declaration of Human Rights. All Human Rights for All: Fiftieth Anniversary of the Universal Declaration of Human Rights. Retrieved 22 September 2007 web
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Research essay sample on Universal Declaration Abusive Relationship
