CH-13 Meeting Employee Safety and Health Needs – Human Resource Management: A Managerial Tool for Competitive Advantage : Book Guide

Chapter 13 Meeting Employee Safety and Health Needs LEARNING OBJECTIVES After reading this chapter, students should be able to: • Understand how effective safety and health practices can enhance an organization’s competitive advantage. • Describe safety and health requirements imposed by federal law. • Explain the major causes of workplace accidents. • Discuss how companies can prevent workplace accidents. • Explain the major health issues at the workplace and how organizations can address them. CHAPTER OUTLINE AND LECTURE 13-1 Gaining Competitive Advantage Employee health and safety needs are important. Good workers seek out places of employment that provide them. Effective and efficient companies build them into their daily practices and bottom lines. 13-1a Opening Case: Gaining Competitive Advantage at Appleton Appleton Manufacturing, a heavy manufacturing company, found that many of its employees were plagued by muscular and skeletal injuries that were costly for the company, causing workers to miss work for extended period of time and escalating company’s insurance and other health care costs. Appleton appeased the problem by creating an on-site wellness center that offers physical rehabilitation, injury prevention, fitness training, and wellness education for work and non-work related injuries. The center is staffed by a licensed athletic trainer, a certified physical fitness specialist, and a nurse practitioner. The staff offers educational programs on injury prevention and holds periodic health fairs, at which employees are offered a number of free services. The practitioners also examine risk factors in each job and offer recommendations for risk reduction. The center has made Appleton a safer place to work with outcomes such as: • A savings of $205,000 through the reduction of the number of rehabilitation treatments performed and the cost per treatment. • A reduction by 28 percent in the number of days missed due to injury. • A significant reduction in workers’ compensation costs with a decrease in the number of claims each year. A reduction by 22 percent of the costs associated with soft tissue injuries.13-1b Linking Employee Safety and Health to Competitive Advantage Nonfatal and fatal work accidents and unhealthy lifestyles are on the rise. Practices that promote safety and health can also help a company establish competitive advantage by reducing costs and complying with safety laws. Today’s employers must work toward minimizing safety and health problems. By doing so cost advantages can be realized by reducing absenteeism, turnover, medical costs, and increasing productivity. Penalties for violating health and safety laws can be quite severe. In addition to being issued large fines, employers can be held liable for criminal charges. 13-2 HRM Issues and Practices We now examine government regulation of safety and health practices, accidents and accident prevention, and interventions in health problems. 13-2a Government Regulation of Safety and Health Practices at the Workplace Federal laws regulate the safety and health practices of most organizations. The information that follows is limited to laws that affect a majority of organizations: • The Occupational Safety and Health Act of 1970 is comprehensive and sets and enforces workplace safety standards. It promotes employer-sponsored educational programs and requires employers to keep records of job-related safety and health matters. Most mid- to large-sized organizations employ safety professionals to keep up with the fire safety, personal protection equipment, electrical safety, basic housekeeping, and machine guards. OSHA conducts inspections based on the following priority classifications: (1) imminent danger (2) fatality or catastrophe investigations (3) employee compliant investigations (4) targeted industries. Violators are first issued a citation, which lists the nature of the violation and any penalty levied. Willful violations carry a large fine, and if death occurs, imprisonment may result. • The Hazard Communication Standard (or Employee Right-to-Know Law) of 1984 gives workers the right to know what hazardous substances they are dealing with on the job. Organizations must develop a system to inventory substances, label their containers, and provide employees with needed information and training to handle and store them. • The Americans with Disabilities Act (ADA) protects individuals with a physical or mental impairment that substantially limits one or more major life activities. The greatest number of injuries is back injuries; people also claim emotional, neurological and extremity impairments. The key issue for employers is placing a disabled person in an appropriate job. Employers should try to comply in every way to accommodate applicants and employees with disabilities. Ask students to interview management at a local organization about OSHA. Let them determine what OSHA concentrates on in their industry. Compare the discussion with the textbook’s explanation. 13-2b Employee Safety: Accidents and Accident Prevention Despite laws designed to ensure safety in the workplace, U.S. companies’ accident rates are alarmingly high. These causes include employee error, equipment insufficiency, and procedure insufficiency. Accident prevention strategies include: • Proper employee selection involves avoiding applicants who tend to be impulsive and rebellious, high risk-takers, and exhibit hostile attitudes. • Employee training that is very specific results in fewer accidents. • Safety incentive programs help to ensure that employees apply what they learned in safety and health training. Firms can establish goals and give rewards to those who reach them. • Safety audits can be conducted to redirect focus to the prevention of unsafe acts that could lead to an accident. • Accident investigations determine accident causes so that charges can be made to prevent the future occurrence of similar accidents. • Safety committees often oversee an organization’s safety functions. Properly organized and directed, they can be quite effective. Organize the class into teams and call them the college or university safety committee. Compile a list of procedures, equipment, people, or interventions to make the campus safer. Appoint a spokesperson from each group to discuss their improvements. Allow other teams to comment and make suggestions after or during the spokesperson’s explanation. Choose the best 10 ideas and submit to the campus’ safety committee. 13-2c Employee Health Problems and Organizational Interventions Employee health is the second major issue in addition to accidents/safety. The major health-related problems and some suggestions for dealing with them follow: • Repetitive motion disorders result from tendons becoming inflamed from the strains and stresses of repeated, forceful motions; carpal tunnel syndrome being the most common. They are now the leading cause of occupational injuries in the U.S. Employers can create ergonomic approaches where workstations, people, and material interact safely and efficiently. Employees can receive training for repetitive motion disorders, and physical training to provide strength and relief. • Lower back disorders run a close second to repetitive motion disorders in frequency. Organizations can prescreen applicants and employees who have back problems. They can also detect them in medical examinations. Firms can try to prevent or minimize lower back disorders through job and fitness training. • AIDS is now a leading public health problem in the U.S. and carries over into the workforce. Employers must remember that AIDS victims are protected under the ADA. They must educate workers on how the AIDS virus is transmitted, deal with worker prejudices, and determine if the deficiency impedes performance. • Substance abuse includes using drugs and alcohol and their effects in the workplace. Most organizations take steps to keep their workplace drug-free voluntarily, while government contractors are mandated to take such steps. Employers can screen out abusers and discharge abusers. Other firms employ health professionals to work with problem employees using employee assistance programs (EAPs). Employers must develop written substance abuse policies that specify their approach to handling these problems. • Employee wellness seeks to eliminate certain debilitating health problems that can be caused by a person’s poor lifestyle choices. Many firms have instituted employee wellness programs to combat these problems. Employer and employee both benefit from these programs of physical fitness, health screenings, stop smoking, stress management, and nutrition education. The challenge is to motivate high-risk individuals to enroll in such programs. Positive incentives can be offered. • Workplace stress runs rampant at most workplaces. Numerous factors can cause it—see them itemized in Exhibit 13-5. Stress occurs when demands upon us exceed our abilities to deal with them. Effective selection and training procedures can help ensure that workers are properly suited to the demands of their jobs. Clearly written job descriptions can reduce worker anxiety. Effective appraisals and pay-for-performance programs can relieve stress. Some stresses are inherent in jobs and workers and managers will just have to live with them. • Workplace violence is also on the rise. Homicides, rapes, assaults, and aggravated assaults are the most common occurrences. Most acts are committed by employees against other employees, supervisors, or customers. Organizational interventions can be used with success. Such measures as improved lighting, escort services, lockable reception areas, keeping two people on duty at the same time, restricted visitor access, bullet-proof glass, and curved mirrors can help. Pre-employment screening and background checks can head off potential problems. Start a discussion on-which of the above health-related problems will be the greatest during the next 10 years. Answers will vary. Ask for reasons for their responses. You may also ask them to research their decision. Check the OSHA website and their state’s department of labor website. Assign specific problems to specific jobs, businesses, or industries. 13-3 The Manager’s Guide Safety and health responsibilities represent very important parts of a manager’s job. The discussion that follows addresses the manager’s safety related duties and health issues. 13-3a Employee Safety and Health and the Manager’s Job Managers play several primary roles in ensuring employee safety at work: (1) They must help employees want to work safely (2) Managers must ensure that workers are doing their jobs safely (3) They must investigate accidents. Managers also play several key roles in the area of employee health: (1) They ensure legal compliance, primarily with regard to the ADA (2) Managers can alleviate worker stress (3) They must ensure the confidentiality of the information they possess concerning employee disabilities. Look at the list of specific actions managers can take to alleviate or reduce worker stress in Section 13-3a. Let students enlarge upon the list, adding personal experiences or experiences of others. Brainstorm a list of practical and seemingly “crazy or outrageous” measures to reduce stress. Get a laugh out of this one! 13-3b How the HRM Department Can Help HR professionals develop/select and evaluate the various safety and health programs, ensure OSHA compliance, and incorporate safety and health concerns in HRM practices. Firms have managers or safety professionals, who ensure that OSHA standards are met, represent the firm during inspections, keep records of accidents, and track hazardous substances. HR professionals consider safety and health issues as they formulate HRM practices, such as developing selection, training, and ergonomic practices. Job analyses must address safety and health issues and collective bargaining agreements must specify employers’ right and responsibilities in ensuring employee safety and health. 13-3c HRM Skill-Building for Managers Two important skills managers need are conducting safety audits and accident investigations. In safety audits, managers seek to identify and eliminate unsafe job behaviors by monitoring employees’ work, generally on a weekly basis. The three steps include: (1) observation (2) employee discussion (3) recording and follow-up. When an accident occurs in a manager’s work area, these steps should be taken: (1) ensure the safety of all employees (2) begin the investigation to identify both the immediate and underlying causes of the accident (3) make sure the accident scene is kept intact until the investigation is finished (4) inspect the location and interview injured or affected workers, eyewitnesses, and anyone else who may be familiar with the accident area. The OSHA law gives workers the right to protect themselves from dangerous employment conditions; under such conditions workers can legally refuse an assignment. A situation would qualify as being “too dangerous” if the following apply: • A reasonable person would conclude that there is a real danger of death or serious injury. Ask yourself, “Are the employee’s apprehensions objectively reasonable?” • There is insufficient time to eliminate the danger through regular channels. • The employee sought from his employer, but was unable to obtain, a correction of the dangerous conditions. KEY TERMS Carpal tunnel syndrome: A repetitive motion disorder causing wrist pain that is caused by an overextension or twisting of the wrists, especially under force. Drug-Free Workplace Act: A law stating that government contractors must take certain steps to ensure that their workplaces are kept drug-free. Employee assistance programs (EAPs): An HRM program that uses mental health professionals to help workers overcome substance abuse or other personal problems. Employee Right-to-Know Law: A 1984 law that gives workers the right to know what hazardous substances they are dealing with on the job. Employee wellness: Freedom from certain debilitating health problems that can be caused by a person’s poor lifestyle choices. Employee wellness programs: Programs that help employees improve or maintain their overall health. Ergonomics: The science of designing and arranging workstations so that people and material interact safely and efficiently. National Institute for Occupational Safety and Health: The government agency responsible for conducting health and safety research to suggest new OSHA standards and to update previous ones. Occupational Safety and Health Act: A law designed to ensure safe working conditions for every American worker. Occupational Safety and Health Administration (OSHA): The government agency responsible for developing and enforcing workplace health and safety standards. Occupational Safety and Health Review Commission: The government agency responsible for hearing appeals from employers who wish to contest OSHA rulings. Repetitive motion disorders: A set of physical disorders in which an individual’s tendons become inflamed from the strains and stresses of repeated, forceful motions. Safety audits: An audit of unsafe job behaviors aimed to prevent unsafe acts on the part of workers. Safety committee: A committee comprised of both management and nonmanagement personnel that is responsible for overseeing an organization’s safety function. Safety incentive program: An HRM program designed to motivate safe job behaviors by providing workers with incentives for avoiding accidents. REVIEW QUESTIONS 1. Which of the following items is not among the goals of the Occupational Safety and Health Act? a. requiring employers to keep records regarding job-related safety and health matters b. requiring employers to maintain an accident fund for distribution to employees as needed c. setting and enforcing workplace safety standards d. promoting employer-sponsored educational programs that foster safety and health Answer: b Rationale: The Occupational Safety and Health Act aims to ensure safe working conditions for every American worker by: • Setting and enforcing workplace safety standards. • Promoting employer-sponsored educational programs that foster safety and health. • Requiring employers to keep records regarding job-related safety and health matters. 2. The Hazard Communication Standard requires that a. material safety data sheets (MSDSs) be written in a specific format for communication to employees. b. employees be notified about any threatening work situations in which they might be placed. c. pregnant women be kept away from work sites where hazardous material is stored. d. employees be told what hazardous substances they are dealing with on the job. Answer: d Rationale: Congress enacted the Hazard Communication Standard in 1984. This law gives workers the right to know what hazardous substances they are dealing with on the job. 3. Which of the following four personality characteristics is not associated with having accidents at work? a. risk taking b. aggressiveness c. impulsiveness d. rebelliousness Answer: b Rationale: One research study identified the following four “high-risk” personality characteristics: • Risk taking: High risk-takers actually seek out danger rather than try to minimize or avoid it. • Impulsiveness: Impulsive individuals fail to think through the consequences of their actions. • Rebelliousness: Rebellious individuals tend to break established rules, including safety rules. • Hostility: Hostile individuals tend to lose their tempers easily and thus engage in aggressive acts, such as kicking a jammed machine. 4. Linking safe behavior with rewards is best accomplished using a. employee selection systems. b. safety incentive programs. c. training programs. d. hazard communication programs. Answer: b Rationale: One way to mitigate the problem of employees not wanting to apply what they have learned is through safety incentive programs. Such programs aim to motivate safe behavior by providing workers with incentives for avoiding accidents. 5. Safety audits focus primarily on a. analyzing safety documentation such as material safety data sheets. b. preventing accidents. c. unsafe acts or behavior. d. assessing compliance with labor-management agreements on safety. Answer: c Rationale: Because employees who “know better” often continue to engage in accident-causing behavior, many employers have redirected their focus from accident prevention to the prevention of unsafe acts that could lead to an accident. A safety committee or supervisors who observe employees on the job and correct unsafe behaviors generally conduct such audits. 6. The most common occupational injury is a. lower back pain. b. repetitive motion injury. c. substance abuse. d. AIDS. Answer: b Rationale: Repetitive motion disorders are becoming epidemic: These disorders are now a leading cause of occupational injuries in the United States. 7. According to the Americans with Disabilities Act, an examination to search for a history of lower back pain may be conducted a. after a review of the employment application has been completed. b. only after an employment offer has been made. c. at any time as long as all applicants undergo the examination. d. only after it has been determined that reasonable accommodations could be made for the applicant should lower back pain in fact be uncovered. Answer: b Rationale: Lower back problems may be diagnosed in medical examinations. If a medical exam is administered, however, the ADA requires that it be given to all applicants, and only after an employment offer is made. 8. Approximately what percentage of the full-time labor force is plagued by substance abuse problem? a. less than 5 percent b. 10 percent c. 25 percent d. 50 percent Answer: b Rationale: Drugs and alcohol use pervades U.S. society. For instance, 10 percent of all full-time employees are alcoholics. 9. An employee is having difficulty controlling a weight problem. Which of the following programs is specifically designed to address this kind of problem? a. employee assistance program b. cafeteria benefits plan c. employee wellness program d. on-the-job training program Answer: c Rationale: Many organizations attempt to help employees improve or maintain their overall health by offering them employee wellness programs. Such programs provide employees with physical fitness facilities, on-site health screening, and programs to help them quit smoking, manage stress, and improve nutritional habits. 10. What is America’s fastest growing occupational disease? a. AIDS b. workplace stress c. repetitive stress disorder d. lower back pain Answer: b Rationale: According to a 1991 survey, 46 percent of Americans think their jobs are very stressful. As noted in Chapter 9, workers’ compensation claims for stress-related workplace disabilities are rising rapidly. Accordingly, some experts are calling stress this country’s fastest growing occupational disease. DISCUSSION QUESTIONS 1. Describe the safety program at Appleton. After reviewing the pertinent information in Section 13-3, “The Manager’s Guide,” which facet of the program do you think was most responsible for its success? Explain. The safety program at Appleton emphasizes proactive measures, employee involvement, and continuous improvement. Key elements include comprehensive training, regular safety audits, and a strong reporting culture. From Section 13-3, I believe the most responsible facet for its success is the focus on employee engagement. By involving employees in safety discussions and decision-making, Appleton fosters a sense of ownership and accountability, leading to a more effective and sustainable safety culture. 2. Briefly describe the two ways in which the use of effective safety and health practices can enhance competitive advantage. • Reducing costs associated with workplace injuries and illnesses. Such costs could include medical and insurance costs, workers’ compensation, survivor benefits, lost wages, damaged equipment and materials, production delays, other workers’ time losses, selection and training costs for replacement workers, and accident reporting. • Programs designed to minimize employee health problems can also create significant cost advantages by reducing absenteeism, turnover, and medical costs, and by increasing productivity. • Complying with state and federal safety and health laws in order to avoid potentially large fines and possible criminal charges. 3. Describe OSHA’s priority classification for determining which organizations will be inspected. • OSHA conducts inspections based on the following priority classifications, which are listed in order of importance: ○ Immediate danger: OSHA gives top priority to workplace situations that present “imminent danger” of death or serious injury to employees. The company must take immediate corrective action. ○ Fatality or catastrophe investigations: The second highest priority is given to sites that have experienced an accident that has caused at least one employee to die or five or more to be hospitalized. The inspection aims to determine the cause of the accident and whether any violation of OSHA standards contributed to it. ○ Employee complaint investigations: OSHA responds third to employee complaints about unsafe working conditions. The speed with which OSHA responds depends on the seriousness of the complaint. ○ Targeted industries: OSHA targets high-risk industries, such as construction, shipbuilding, food processing, logging, and nursing homes. 4. What are the main provisions of the Employee Right-to-Know Law? • In brief, the law requires all organizations to: ○ Develop a system for inventorying hazardous substances. ○ Label the containers of these substances. ○ Provide employees with needed information and training to handle and store these substances safely. 5. Describe three causes of workplace accidents. • Employee error: Misjudged situations, distractions by others, neuromuscular malfunctions, inappropriate working positions, and knowingly using defective equipment. • Equipment insufficiency: Use of inappropriate equipment, safety devices being removed or inoperative, and the lack of such things as engineering controls, respiratory protection, and protective clothing. • Procedure insufficiency: Failure of procedure for eliciting warning of hazard, inappropriate procedure for handling materials, failure to lock out or tag out, and a lack of written work procedures. 6. Describe three strategies that may be used to prevent or minimize workplace accidents. • Employee selection: The organizations should be able to lower their accident rates by screening out accident-prone applicants by using personality tests. • Employee training: Specific training should be provided to employees on safe and proper job procedures. Employees should learn how to perform each of their tasks as safely as possible. • Safety incentive programs: Its objective is to motivate safe behavior by providing workers with incentives for avoiding accidents. Safety goals are formulated and employees are rewarded if these goals are met. 7. What are repetitive motion disorders? What steps can an organization take to prevent them? • Repetitive motion disorders (sometimes referred to as repetitive stress injuries) affect tendons that become inflamed from the strains and stresses of repeated forceful motions. • Steps an organization can take to prevent repetitive motion disorders: ○ Ergonomics: The science of designing and arranging workstations so that people and material interact safely and efficiently. ○ Employees can also receive training to deal with repetitive motion disorders. Employees should be trained to perform their jobs in ways that minimize the possibility of becoming afflicted. ○ Physical fitness training can also effectively prevent repetitive motion disorders in some cases. Carpal tunnel syndrome, for instance, can be countered by strengthening hand and wrist muscles. 8. Can an organization reject an applicant on the basis of having a lower back disorder? Explain. • If a lower back disorder is detected, the employer may not automatically reject the applicant. The ADA dictates that the employer must first determine whether the condition would impede job performance and, if so, whether reasonable accommodation could be made, such as restructuring the job, modifying work schedules, or purchasing special equipment or other work devices. • Firms may try to minimize lower back disorders through job training and fitness training, which strengthens the lower back. 9. Describe two approaches to handling substance abuse problems. In your opinion, which is the better approach? Why? • Employers can combat substance abuse at the workplace by screening out applicants and discharging employees who have been identified as substance abusers. • When dealing with current employees with drug problems, some employers take a rehabilitative approach: Help abusers overcome their problem through remedial counseling. Employee assistance programs (EAPs) employ mental health professionals (usually on a contractual basis) to provide services to workers who are experiencing substance abuse or other personal problems. • Student answers may vary. 10. What is an employee wellness program? Why do such programs so often fail to meet their goals? How can they be improved? • Employee wellness programs provide employees with physical fitness facilities, on-site health screening, and programs to help them quit smoking, manage stress, and improve nutritional habits. • Most employees who participate in wellness programs exhibit fewer risk factors to begin with, employees at high risk stay away in droves. Because at-risk individuals do not seek help, many employee wellness programs fail to meet their objectives. • Employers must then find some way to motivate high-risk individuals to participate. Some companies offer positive inducements (e.g., cash bonuses) to individuals who participate; other companies focus their efforts on nonparticipants by imposing certain penalties. 11. It was stated that implementing the HRM practices described throughout this text could alleviate many sources of employee stress. Explain. • Effective selection and training procedures can help ensure that workers are properly suited to the demands of their jobs. • Clearly written job descriptions can reduce worker uncertainty regarding job responsibilities. • Effective performance appraisal systems can relieve stress by clarifying performance expectations. • Effective pay-for-performance programs can relieve stress by reducing worker uncertainty regarding rewards. 12. What steps can a manager take to minimize the occurrence of workplace accidents? • Managers play three primary roles with regard to ensuring employee safety at the workplace: ○ Managers must help employees want to work safely. Managers should emphasize workplace safety during orientation training, and workers should be given constant reminders of its importance throughout their employment. ○ Managers must ensure that workers are doing their jobs safely. This role involves training, coaching, and monitoring. ○ Managers investigate accidents. Thorough and prompt investigations of accidents or near-misses can prevent future accidents. The manager is often a central figure in these investigations. 13. Summarize the steps involved in conducting an accident investigation. • Ensure the safety of all employees: ○ Make sure the injured are cared for and receive medical attention, if necessary. ○ Guard against a more dangerous secondary event by removing danger sources and evacuating other personnel from the area, if necessary. ○ Restrict access to the area so no one else will be harmed, and so the scene will not be disturbed. • Begin an investigation to identify both the immediate and underlying causes of the accident. • Make sure the accident scene is kept intact until the investigation is finished. • When conducting the investigation, you should inspect the location (e.g., check for chemicals, broken pieces of machinery) and interview injured or affected workers, eyewitnesses, and anyone else who may be familiar with the accident area. • After these causes are identified, recommend any changes indicated by the findings. EXPERIENTIAL EXERCISE How Well Did Your Manager Manage Your Stress? Overview: You will be asked to identify the stress factors in your current job and evaluate what, if anything, your manager did to alleviate this stress. Suggested approach: Students are required to identify stress factors in the job discussed and evaluate the methods used by the manager for dealing with stress in workplace. Students can refer Exhibit 13-5 as a guide. Steps 1. Break into groups of three to five students. 2. Identify a member of your group who is currently employed in a stressful job. 3. The jobholder should describe the stress factors to team members (use Exhibit 13-5 as a guide) and then describe what, if any, actions the manager took to try to alleviate these stresses. 4. Team members should discuss these actions. Were they appropriate? Were they the most appropriate? What alternative actions could have been taken? 5. Select a group spokesperson to present your findings to the class. 6. The presentation should include: a. A general description of the job. b. A description of the most prominent stress factors. c. A description and evaluation of what the manager did to help. d. A description of what further actions, if any, should be taken by the manager. CASES A Case of AIDS Hysteria Objective: Apply legal knowledge regarding the ADA and AIDS to an actual situation. What to do: Cover this case in conjunction with your lecture on AIDS. 1. Was Amy correct in informing the other employees about George’s condition? Explain. Amy was wrong to discuss George’s condition for at least two reasons. First, she created a negative working environment by revealing George’s condition. Second, she violated George’s legal rights under the ADA. The ADA states that disability-related information must be kept confidential. 2. Now that the “cat’s out of the bag,” what should the restaurant do to resolve this problem? • Amy needs to try and educate her employees about AIDS and how the disease is spread. If that doesn’t work, she needs to take a firm stance with the employees posing the ultimatum. • She should not allow herself be blackmailed and should pressurize these employees with insubordination if they carry out their threat. 3. How should the problem have been handled in the first place? George should have been allowed to work as normal, with no mention of his medical condition. All employees should have been required to attend an AIDS education program. I Won’t Fly, Don’t Ask Me Objective: Apply knowledge of what constitutes a dangerous job and when an employee has a right to refuse a task. What to do: Cover this case in conjunction with your lecture on assigning dangerous work. 1. Should Bob force Simone to fly to San Francisco? What other options does he have? Bob does have a right to make Simone fly to San Francisco. Simone’s fears are unreasonable and Bob does not have any other options since the client will only deal with Simone. There is not enough time for another means of transportation to get her to San Francisco. 2. If Simone is forced to fly, but refuses, should she be disciplined? Does the company have a legal right to do so? (Review the pertinent information in Section 13-3, “The Manager’s Guide.”) The likelihood that there would be another terrorist attack in the same way as September 11, 2001 is not a reasonable apprehension. The company would have a legal right to discipline Simone since her fears are not reasonable. CRITICAL THINKING EXERCISES 1. Ask students to go on the Internet and research the Burns Company. Let them find current information on its safety and health issues, procedures, and results. They can bring their findings to class the next time, or better yet, check it out now if possible. 2. Ask students to interview management at a local organization about OSHA. Let them determine what OSHA concentrates on in their industry. Compare the discussion with the textbook’s explanation. 3. Organize the class into teams and call them the college or university safety committee. Ask the teams to compile a list of procedures, equipment, people, or interventions to make the campus safer. Appoint a spokesperson from each team to discuss their improvements. Allow other teams to comment and make suggestions after or during the spokesperson’s explanation. Choose the best 10 ideas and submit them to the campus’ safety committee. 4. Start a discussion on which of the health-related problems discussed under the Section 13-2c in the text will be the greatest during the next 10 years. Answers will vary. Ask for reasons for their responses. You may also ask them to research their decision. Check the OSHA website and their state’s department of labor website. Assign specific problems to specific jobs, businesses, or industries. 5. Look at the list of specific actions managers can take to alleviate or reduce worker stress discussed under the Section 13-3a in the text. Let students enlarge upon the list, adding personal experiences or experiences of others. Brainstorm a list of practical and seemingly “crazy or outrageous” measures to reduce stress. Get a laugh out of this one! ESSAY QUESTIONS 1. Name three emotional disorders that are a problem in workplaces. Three emotional disorders that can be problematic in workplaces are: 1. Anxiety Disorders: These can lead to excessive worry, impacting focus and productivity. 2. Depression: This can affect motivation, engagement, and overall job performance. 3. Post-Traumatic Stress Disorder (PTSD): This can result from workplace trauma and lead to difficulties in functioning and coping with stress. 2. Describe what the Occupational Safety and Health Act of 1970 is. What are three ways the act aims to ensure safe working conditions for every American worker? The Occupational Safety and Health Act of 1970 is a U.S. federal law aimed at ensuring safe and healthy working conditions for employees by setting and enforcing standards. Three ways the act aims to ensure safety are: 1. Establishing Standards: It creates regulations that employers must follow to minimize hazards in the workplace. 2. Inspections and Enforcement: The act empowers the Occupational Safety and Health Administration (OSHA) to conduct inspections and enforce compliance with safety standards. 3. Employee Rights: It ensures workers have the right to report unsafe conditions without fear of retaliation and to receive information and training about workplace hazards. 3. Outline the three categories that describe the causes of industrial injuries. The three categories that describe the causes of industrial injuries are: 1. Human Factors: Includes errors due to worker behavior, such as inattention, fatigue, or lack of training. 2. Mechanical Factors: Involves equipment failures, improper maintenance, or inadequate safety features on machinery. 3. Environmental Factors: Relates to unsafe working conditions, such as hazardous materials, poor lighting, or extreme temperatures. 4. A study identified four “high-risk” personality characteristics. Name these four and give a brief definition of each one. The four “high-risk” personality characteristics identified in the study are: 1. Impulsivity: A tendency to act quickly without thinking about the consequences, leading to risky behaviors. 2. Aggressiveness: A predisposition toward hostility or confrontation, which can result in unsafe interactions in the workplace. 3. Recklessness: A disregard for safety protocols and rules, often putting oneself and others at risk. 4. Narcissism: An inflated sense of self-importance and entitlement, which can lead to a lack of concern for the safety of others and noncompliance with safety measures. 5. What is the purpose of safety audits? The purpose of safety audits is to evaluate workplace safety practices, identify hazards, and ensure compliance with safety regulations. They help organizations assess the effectiveness of their safety programs, identify areas for improvement, and promote a culture of safety by proactively addressing potential risks. 6. Describe three tasks of safety committees. Three tasks of safety committees are: 1. Conducting Safety Inspections: Regularly evaluating the workplace to identify hazards and ensure compliance with safety standards. 2. Reviewing Incident Reports: Analyzing accidents and near misses to understand their causes and recommend preventive measures. 3. Promoting Safety Training: Organizing and facilitating training sessions to educate employees about safety practices and procedures. 7. Outline three main issues to be covered in a company substance abuse policy. Three main issues to be covered in a company substance abuse policy are: 1. Prohibited Behaviors: Clearly defining what constitutes substance abuse, including the use, possession, or distribution of drugs and alcohol in the workplace. 2. Testing Procedures: Outlining the conditions under which drug and alcohol testing will occur, including pre-employment, random, and post-incident testing. 3. Consequences and Support: Detailing the disciplinary actions for policy violations and providing information about support resources, such as counseling or rehabilitation programs. 8. There are three common job stress factors. Name these three and give a description of each one. The three common job stress factors are: 1. Workload: Refers to the amount of work assigned to an employee. Excessive workload can lead to feelings of being overwhelmed and can cause burnout. 2. Role Ambiguity: Occurs when employees are unclear about their job responsibilities or expectations. This uncertainty can create anxiety and reduce job satisfaction. 3. Interpersonal Relationships: Involves interactions with colleagues and supervisors. Poor relationships, conflict, or lack of support can contribute to a stressful work environment. 9. List four security measures that employers can take to reduce the occurrences of violent acts. Four security measures employers can take to reduce occurrences of violent acts are: 1. Access Control: Implementing ID badges, key cards, or biometric systems to restrict access to authorized personnel only. 2. Surveillance Systems: Installing cameras and monitoring systems to deter violence and record incidents for investigation. 3. Employee Training: Providing training on conflict resolution, recognizing warning signs of violence, and emergency response procedures. 4. Emergency Plans: Developing and communicating clear protocols for responding to violent incidents, including evacuation routes and communication channels. 10. Describe a variety of actions that managers can take to help alleviate worker’s stress. Managers can take several actions to help alleviate worker stress: 1. Promote Work-Life Balance: Encourage flexible scheduling and remote work options to help employees manage personal and professional commitments. 2. Provide Resources: Offer access to mental health resources, such as Employee Assistance Programs (EAPs) or counseling services. 3. Foster Open Communication: Create a supportive environment where employees feel comfortable discussing their stressors and seeking help. 4. Encourage Breaks: Advocate for regular breaks and downtime to help employees recharge and reduce burnout. 5. Recognize Achievements: Acknowledge and celebrate employee accomplishments to boost morale and reduce feelings of being undervalued. 11. Five main points were taught in chapter thirteen. Describe each of these. a. How can effective safety and health practices enhance an organization’s competitive advantage? b. Describe safety and health requirements imposed by federal law. c. Explain the major causes of workplace accidents. d. How can companies prevent workplace accidents? e. Explain the major health issues at the workplace and how organizations can address them. a. How Effective Safety and Health Practices Enhance Competitive Advantage Effective safety and health practices reduce costs associated with injuries and illnesses, enhance employee morale and productivity, and improve the organization’s reputation, ultimately leading to a stronger competitive position in the market. b. Safety and Health Requirements Imposed by Federal Law Federal law mandates that employers comply with Occupational Safety and Health Administration (OSHA) standards, which include providing a safe work environment, training employees on safety protocols, and maintaining records of workplace injuries and illnesses. c. Major Causes of Workplace Accidents The major causes of workplace accidents include human factors (e.g., errors and negligence), mechanical factors (e.g., equipment failure), and environmental factors (e.g., hazardous conditions or materials). d. How Companies Can Prevent Workplace Accidents Companies can prevent workplace accidents by implementing comprehensive safety training programs, conducting regular safety audits and inspections, fostering a culture of safety, and ensuring proper maintenance of equipment and facilities. e. Major Health Issues at the Workplace and Solutions Common health issues include stress, ergonomic injuries, and exposure to hazardous substances. Organizations can address these by promoting wellness programs, providing ergonomic assessments and equipment, and ensuring proper ventilation and safety measures for hazardous materials. OTHER RESOURCES I. Websites www.osha.gov. The official website that covers standards, technical assistance, and consultation programs. http://www.cdc.gov/niosh/. Here you will find current issues presented by the National Institute for Occupational Safety and Health. II. Articles “HSE Launches New Investigation Criteria,” Personnel Today, January 28, 2002. New criteria for accident and health investigations are covered in the UK. III. Books Workplace Safety: Individual Differences in Behavior, A. Stuhlmacher & D. Cellar, Haworth Press, 2002. The author attempts to account for individual “people” causes of safety problems. Solution Manual for Human Resource Management: A Managerial Tool for Competitive Advantage Lawrence S. Kleiman 9781426649189