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Chapter 12 Safety, Health, Well-Being, and Security Closing Case: Success and Stress Case Summary Twenty-one-year old Anurag Verma has one of those jobs that tend to come up in conversations when Americans are talking about U.S. unemployment: He works in India’s business process outsourcing (BPO) industry. He makes very good money—about $800 a month, which is 12 times the average Indian salary. He was planning to put money down on a condo until one day he collapsed at his desk and had to be taken to the hospital. Anurag had been on the job for 8 months, and in the industry his problem is known as BOSS—Burn Out Stress Syndrome. Symptoms include chronic fatigue, insomnia, loss of appetite, and gastrointestinal problems. Back and shoulder pains are common, as are ear and eye ailments. In the city of Bangalore, as study of IT professionals conducted by the National Institute for Mental Health and Neurosciences (NIMHANS) found that one in twenty workers regularly considered suicide and classified 36 percent as “probable psychiatric cases.” The trade-offs typically include long night shifts and disrupted eating and sleeping schedules, and a common result, is the alteration of biorhythms—the patterns by which our bodies adapt to the patterns of day and night. According to researchers, they were not only sleepier but were “more depressed and suffered from anxiety disorders.” Explains Dr. Anupam Mittal of Delhi’s Max Hospital: “Those who put in 10 hours of work every night are unable to get adequate sleep during daytime no matter how hard they try. This causes cumulative sleep debt leading to significant sleep deprivation, fatigue, mood swings, [and] lack of concentration.” There are also physiological repercussions. Women, for instance, suffer from menstrual and hormonal disorders when disrupted sleep patterns create imbalances in melatonin and cortisol, two hormones related to sleep and stress. Research shows that women who work nights have a 6 percent higher risk of breast cancer. Case Questions 1. What similarities and differences likely exist between the jobs described here and business process jobs in the United States? The jobs described in the "Success and Stress" case likely share some similarities with business process jobs in the United States, but there are also key differences. Similarities: 1. High Pressure: Both types of jobs can involve high-pressure environments where employees are expected to meet tight deadlines and deliver high-quality work. 2. Long Hours: Jobs in both contexts may require long hours, leading to potential issues with work-life balance and increased stress. 3. Health Concerns: Both types of jobs can lead to health concerns due to stress, such as insomnia, fatigue, and other physical and mental health issues. Differences: 1. Work Culture: The work culture in the United States may differ from that in other countries, leading to variations in how stress is perceived and managed. 2. Legal and Regulatory Environment: The legal and regulatory environment in the United States may impact the workplace conditions and stress levels experienced by employees. 3. Access to Resources: Employees in the United States may have different access to resources such as healthcare, counseling, and wellness programs compared to employees in other countries. 4. Job Security: The level of job security may differ between the jobs described in the case and business process jobs in the United States, which can impact stress levels. Overall, while there are similarities in the high-pressure nature of these jobs, there are also differences in work culture, legal environment, access to resources, and job security that can influence the experience of stress in these roles. 2. What steps might you take to avoid these kinds of problems in your own career? To avoid the problems associated with stress and burnout in my own career, I would take several proactive steps: 1. Prioritize Work-Life Balance: I would ensure that I maintain a healthy balance between work and personal life. This includes setting boundaries around work hours, taking regular breaks, and making time for activities that help me relax and recharge. 2. Manage Workload: I would strive to manage my workload effectively, setting realistic goals and deadlines, and not overcommitting myself. This may involve delegating tasks when necessary and communicating with supervisors about workload concerns. 3. Develop Coping Strategies: I would develop and utilize effective coping strategies to manage stress, such as mindfulness, exercise, hobbies, or talking to a therapist or counselor. 4. Seek Support: I would seek support from colleagues, mentors, or supervisors when feeling overwhelmed or stressed. This can help me gain perspective and find solutions to work-related challenges. 5. Continuous Learning and Development: I would focus on continuous learning and development, keeping my skills up-to-date and relevant. This can help me feel more confident in my abilities and better equipped to handle challenges. 6. Set Realistic Expectations: I would set realistic expectations for myself and others, recognizing that perfection is not always achievable and that it's okay to ask for help when needed. By implementing these strategies, I can strive to maintain my well-being and avoid the negative effects of stress in my career. The following items appear on the in-text Instructor Prep Cards. These notes and suggested talking points should help instructors conduct these exercises with the students. Discussion Questions 1. What are the differences between safety hazards and health hazards? Safety hazards refer to those things in the work environment that have the potential to cause harm and injury to an employee. Health hazards are those characteristics of the work environment that more slowly and systematically, and perhaps cumulatively, result in damage to an employee’s health. 2. Review the list of injury-prone jobs and dangerous occupations in Table 12.2. Identify five other jobs that you think might also belong on each list. Other dangerous occupations might be law enforcement, military, postal work, bodyguarding, convenience store clerking, border patrol, and electric utility work. 3. Research the OSHA guidelines and regulations that most directly relate to your current or anticipated job. Since your current or anticipated job is related to human resources and management, OSHA guidelines and regulations that may directly relate to your role could include those concerning workplace safety, health, and well-being. Here are some key areas you might want to research: 1. General Duty Clause: This clause requires employers to provide a workplace free from recognized hazards that are causing or are likely to cause death or serious physical harm to employees. It's a broad mandate that covers a wide range of workplace safety and health issues. 2. Recordkeeping and Reporting: OSHA requires certain employers to maintain records of work-related injuries and illnesses and to report serious injuries and fatalities to OSHA. Understanding these requirements can help ensure compliance. 3. Hazard Communication: OSHA's Hazard Communication Standard (HCS) requires employers to provide information to employees about the hazardous chemicals they may be exposed to in the workplace. This includes maintaining safety data sheets (SDSs) and providing training to employees. 4. Emergency Action Plans: OSHA requires employers to have an emergency action plan in place to protect employees during emergencies such as fires, chemical spills, or natural disasters. This includes procedures for reporting emergencies and evacuating the workplace. 5. Exit Routes and Emergency Exits: OSHA requires employers to ensure that exit routes are properly marked, clear of obstructions, and sufficient to accommodate the number of employees in the workplace. Emergency exits must be clearly marked and accessible at all times. 6. Safety Training: OSHA requires employers to provide training to employees on various safety topics, including the use of personal protective equipment (PPE), hazardous materials handling, and emergency procedures. 7. Personal Protective Equipment (PPE): Employers are required to assess the workplace for hazards that necessitate the use of PPE and to provide this equipment to employees free of charge. Employers must also train employees on the proper use and maintenance of PPE. 8. Workplace Violence Prevention: While not specifically regulated by OSHA, the agency encourages employers to implement workplace violence prevention programs to protect employees from violence in the workplace. Understanding and complying with these OSHA guidelines and regulations can help ensure a safe and healthy work environment for employees. 4. Would you prefer a job that required you to work relatively long hours but provided relatively more days off from work each week or a job that required relatively fewer hours per day but also provided relatively fewer days off? Why? I would prefer a job that required relatively fewer hours per day but also provided relatively fewer days off. This preference is based on several factors: 1. Work-Life Balance: A job with fewer hours per day allows for more time outside of work to pursue personal interests, spend time with family and friends, and take care of personal well-being. This balance is essential for overall happiness and fulfillment. 2. Consistency: A job with fewer hours per day provides a more consistent schedule, making it easier to plan and manage time effectively. This can lead to reduced stress and better work performance. 3. Health and Well-being: Long hours of work can lead to burnout and other health issues. By working fewer hours per day, I can prioritize my health and well-being, leading to a more sustainable work routine. 4. Productivity and Focus: Working fewer hours per day can lead to improved productivity and focus during work hours, as I am more likely to be well-rested and mentally refreshed. 5. Quality of Life: Ultimately, I believe that a job with a balance of work and personal time contributes to a higher quality of life. While having more days off may seem appealing, I value the consistency and balance that comes with working fewer hours per day. 5. Describe the kind of physical environment in which you would like to work. The physical environment in which I would like to work would be one that promotes well-being, productivity, and collaboration. It would ideally include: 1. Natural Light: Ample natural light to create a bright and uplifting atmosphere. 2. Comfortable Temperature: A temperature-controlled environment that is neither too hot nor too cold. 3. Ergonomic Furniture: Ergonomically designed furniture to support good posture and reduce the risk of discomfort or injury. 4. Minimal Noise: A relatively quiet environment or one with controlled noise levels to aid concentration. 5. Greenery and Nature: Incorporation of plants or natural elements to improve air quality and create a soothing ambiance. 6. Flexible Spaces: Areas that cater to both collaborative work and individual focus, such as open workspaces and quiet zones. 7. Technology Integration: Easy access to technology and tools needed for work, such as computers, printers, and communication devices. 8. Safety and Security: A secure environment with safety measures in place to protect employees and their belongings. 9. Accessibility: An easily accessible location with facilities for those with disabilities to ensure inclusivity. 10. Aesthetically Pleasing Design: Thoughtfully designed interiors that are visually appealing and conducive to creativity. Overall, I believe that a well-designed physical environment plays a crucial role in enhancing employee satisfaction, well-being, and productivity. 6. What are the primary causes and consequences of stress in organizations? Stress is a person’s adaptive response to stimuli or stressors that place excessive psychological or physical demands on him or her. Here are some recognized stressors. • Task demands are stressors that are associated with specific jobs, such as those of surgeons and air traffic controllers. Job security and work overload are other examples. • Physical demands are extreme temperatures, isolation, boredom, heavy lifting, and poor lighting. • Role demands are the expected behaviors associated with a position in a group or an organization and can cause stress as a result of role ambiguity or role conflict that people experience in groups. • Group pressure to increase or decrease output to conform to the group can cause stress. • Employees who need social support from leaders and do not get it and employees who feel a need to participate in decision making and cannot will feel stress. • Stress will occur when two or more people must work together even though their personalities, attitudes, and behaviors differ. Stress can cause individual consequences such as the following: • Behavioral consequences of stress are accident proneness, violence, and appetite disorders. • Psychological consequences are depression, sleep disruption, family problems, and sexual difficulties. • Medical consequences include heart disease, stroke, headaches, backaches, ulcers, and skin conditions like acne and hives. An organizational consequence of stress is a decline in performance. • For operating workers, stress can translate into poor-quality work or a drop in productivity. • For managers, stress can cause faulty decision making and disruptions in working relationships. • Stress can cause withdrawal behavior that manifests itself in absenteeism or quitting. • Stress may reduce job satisfaction, morale, and motivation to produce at a high level. When an individual simultaneously experiences too much pressure and too few sources of satisfaction, it can cause a general feeling of exhaustion known as burnout. 7. What are the primary stressors that affect you now? How do you respond to stress? The primary stressors that affect me currently include workload, time management, and the pressure to meet expectations and deadlines. I respond to stress by practicing various coping mechanisms: 1. Time Management: I prioritize tasks, set realistic deadlines, and break down larger tasks into smaller, more manageable ones to reduce feelings of overwhelm. 2. Self-Care: I prioritize self-care activities such as exercise, meditation, and hobbies to relax and recharge. 3. Seeking Support: I talk to friends, family, or colleagues about my feelings to gain perspective and emotional support. 4. Mindfulness: I practice mindfulness techniques to stay present and reduce anxiety about the future. 5. Healthy Boundaries: I set boundaries to ensure a healthy work-life balance and prevent burnout. 6. Professional Help: If stress becomes overwhelming, I seek help from a mental health professional for guidance and support. Overall, I believe that being aware of my stressors and having effective coping strategies in place helps me manage stress in a healthy and productive manner. 8. Identify people you know who respond differently to stress? What seems to be the basis for their differences? I know several people who respond differently to stress, and their responses seem to be based on various factors such as personality, coping mechanisms, and external support systems. 1. Personality: Some individuals are naturally more resilient and able to cope with stressors more effectively. They may have a positive outlook, a strong sense of self-efficacy, and the ability to adapt to changing circumstances. 2. Coping Mechanisms: People use different coping mechanisms to deal with stress. Some may engage in problem-solving strategies, seeking solutions to the stressor, while others may use emotion-focused coping, such as seeking social support or engaging in activities that provide comfort. 3. External Support Systems: The presence of supportive relationships, both personal and professional, can greatly influence how individuals respond to stress. Those with strong support systems may find it easier to cope with stressors, while those lacking support may struggle more. 4. Life Experiences: Past experiences with stress and adversity can shape how individuals respond to future stressors. Those who have successfully navigated challenging situations in the past may feel more confident in their ability to cope with new stressors. 5. Biological Factors: Individual differences in the body's stress response system, including the release of stress hormones like cortisol, can also play a role in how people respond to stress. Overall, the differences in how people respond to stress are multifaceted and influenced by a combination of factors, including personality, coping mechanisms, external support systems, life experiences, and biological factors. 9. Would the presence of an on-site wellness center influence your decision to work for a particular organization? The presence of an on-site wellness center would definitely influence my decision to work for a particular organization. Such a facility could offer a range of benefits that would positively impact my overall well-being and work experience. 1. Convenience: Having an on-site wellness center would make it easier for me to prioritize my health and well-being. I would have access to fitness facilities, health screenings, and wellness programs without having to travel off-site. 2. Time-Saving: By eliminating the need to commute to a separate gym or health facility, an on-site wellness center would save me time, allowing me to better balance work and personal commitments. 3. Health Promotion: The presence of a wellness center indicates that the organization values employee health and is proactive in promoting wellness. This would contribute to a positive work culture and employee morale. 4. Access to Resources: An on-site wellness center would provide access to resources and expertise that could help me improve my health and well-being. This could include fitness trainers, nutritionists, and wellness coaches. 5. Cost Savings: Depending on the organization, the use of an on-site wellness center may be free or offered at a discounted rate. This could lead to cost savings compared to joining a gym or health club independently. Overall, the presence of an on-site wellness center would be a significant factor for me when considering a job offer. It would signal that the organization values employee well-being and provides resources to support a healthy lifestyle, which aligns with my personal values and priorities. 10. In general, increased security seems to come at the expense of personal freedom. In you opinion, is this a reasonable trade-off? The trade-off between increased security and personal freedom is a complex and nuanced issue that can vary depending on individual perspectives and circumstances. In my opinion, the trade-off between security and personal freedom is not always a clear-cut choice, as both are important aspects of a balanced and functioning society. On one hand, increased security measures can help protect individuals and communities from various threats, such as crime, terrorism, and public health risks. These measures can enhance safety and provide a sense of security, which is essential for people to live and work without fear. On the other hand, excessive security measures can infringe on personal freedom and privacy. They can create a sense of surveillance and control that may limit individual autonomy and expression. Additionally, overly restrictive security measures can lead to a loss of trust in institutions and undermine democratic principles. Ultimately, the balance between security and personal freedom depends on the context and the specific measures being implemented. It is important to carefully consider the potential impact of security measures on personal freedom and to strive for a balance that protects both security and individual rights. Ethical Dilemmas in HR Management Scenario Summary Students should assume that they are the owner/manager of a software company in a race to develop valuable software that will make senior employees millionaires. All the employees have stock options, and if the student wins the race, even the most junior employees will realize a $100,000 gain. In order to win the race, the employees will have to put in long hours for another six to eight weeks, but they are already on the verge of exhaustion. They have been working sixty to eighty hours a week for four months without a day off. Students would have two options. Students can ease up on the work schedule and reduce the stress on the employees, and perhaps there will be other opportunities in the future, or the student can push them for a few more weeks for a major reward. Questions 1. What are the ethical issues in this situation? The largest issue is whether one should trade the health of one’s employees for additional profits. This issue cannot be avoided by giving the employees the choice because such a choice is a loaded one. Employees may feel income pressures and pressures from their fellow employees to sacrifice their health in order to make additional income for themselves and for their coworkers. They may also feel that they will not be able to keep their jobs unless they commit themselves to the project. 2. What are the basic arguments for and against continuing an all-out push to achieve the breakthrough? The biggest advantage of the all-out push is the income that all the workers will share, although in different amounts. Furthermore, the employees have already sacrificed a great deal and likely will not receive any return for the effort they have already given. Although there may be additional opportunities in the future, that is far from certain. With the additional income, the workers can take some additional time off to recuperate after the project is completed. One disadvantage is that it is not certain that you will win the race even if an all-out effort is made. Morale would suffer dramatically if an all-out effort was made, and the employees did not receive any return for it. Although most employees will recover from their exhaustion, some may suffer permanent problems from the all-out effort. One could lose valuable employees who could contribute to future efforts. 3. What do you think most owners and managers would do? What would you do? One factor that would impact the decision is the time horizon of the owner. If the owner views the life of the firm as short term, it is likely the push will be made. However, if the owner is in the game for the long run, the morale and health of the employees may be more important than short-term profits. Another factor would be how easily the employees can be replaced. Yet another factor would be the possibility of opportunities in the future. It should be noted, however, that as competitive as the software industry is, it would be difficult to imagine any valuable technology without some kind of all-out effort. Assignment This exercise is designed to encourage students to appreciate the various workplace hazards confronting companies. Students may complete this exercise individually as a homework assignment or during class time. If students complete the exercise during class time, approximately 20 to 30 minutes should be allowed for steps 1, 2, and 3. Additional time should be given if you would like students to answer the exercise’s three questions. Otherwise, these questions may be used as a basis for class discussion. 1. Are there any jobs that face no workplace hazards or threats? No, there are no jobs that are completely free from workplace hazards or threats. Every job, regardless of the industry or environment, carries some level of risk. These risks can vary widely depending on the nature of the work, the work environment, and the specific tasks involved. For example, office jobs may have lower physical risks compared to jobs in construction or manufacturing, but they still pose hazards such as ergonomic risks (e.g., repetitive strain injuries from computer use), fire hazards, and potential exposure to workplace violence or harassment. Similarly, jobs in healthcare, while focused on promoting health and well-being, can involve exposure to infectious diseases, physical injuries from lifting or moving patients, and potential exposure to hazardous chemicals or drugs. Even jobs that are considered relatively low-risk, such as those in retail or hospitality, can involve hazards such as slips, trips, and falls, ergonomic risks from repetitive tasks, and potential exposure to violence or theft. Overall, while some jobs may have lower risks compared to others, no job is entirely free from workplace hazards or threats. It is important for employers and employees to be aware of these risks and take appropriate measures to mitigate them through training, safety protocols, and the use of protective equipment. 2. Are there dangerous jobs that simply cannot be made less hazardous? Yes, there are some dangerous jobs that may be inherently hazardous and difficult to make significantly less risky. These jobs often involve high levels of physical danger or exposure to hazardous conditions that are inherent to the nature of the work. Examples of such jobs include: 1. Firefighting: Firefighters face numerous hazards, including exposure to flames, smoke, toxic chemicals, and collapsing structures. While training, safety protocols, and equipment can reduce risks, firefighting will always involve a level of danger due to the unpredictable nature of fires. 2. Military Combat: Military personnel in combat roles face extreme risks to their safety and well-being due to the nature of armed conflict. While efforts can be made to improve training, equipment, and strategic planning, combat will always carry a high level of inherent danger. 3. Deep-sea Fishing: Commercial fishing, especially deep-sea fishing, is one of the most dangerous occupations due to the unpredictable weather conditions, heavy equipment, and potential for accidents at sea. While safety measures can be implemented, the inherent risks of working in open waters remain. 4. Logging: Logging is another high-risk occupation, with hazards such as falling trees, heavy machinery, and rough terrain. Despite safety measures and training, logging will always be a dangerous job due to the nature of the work. While efforts can be made to mitigate risks in these and other dangerous jobs, it may be challenging to eliminate all hazards completely. However, it is important for employers in these industries to prioritize safety, provide adequate training and protective equipment, and continually seek ways to reduce risks to the extent possible. 3. See if you can find any data online about the real hazards or threats facing the jobs you identified. To find data about the real hazards or threats facing the jobs identified (firefighting, military combat, deep-sea fishing, and logging), one can refer to various sources such as government agencies, industry reports, and academic studies. Here is a general overview of the hazards associated with each of these jobs: 1. Firefighting: According to the U.S. Fire Administration, the leading cause of firefighter fatalities is sudden cardiac events, followed by trauma. Other hazards include exposure to heat, flames, smoke, and toxic chemicals. The National Institute for Occupational Safety and Health (NIOSH) conducts research and provides resources on firefighter safety and health. 2. Military Combat: The hazards faced by military personnel in combat zones include gunfire, explosives, and other forms of hostile action. According to the Department of Defense, the leading causes of death in combat include hostile fire, improvised explosive devices (IEDs), and vehicle accidents. 3. Deep-sea Fishing: The Centers for Disease Control and Prevention (CDC) reports that commercial fishing is one of the most dangerous occupations in the United States. Hazards include drowning, vessel disasters, and injuries from handling heavy gear and machinery. The National Institute for Occupational Safety and Health (NIOSH) conducts research on commercial fishing safety. 4. Logging: According to the Bureau of Labor Statistics (BLS), logging workers have a high rate of fatal injuries compared to other occupations. Hazards include falling trees, heavy equipment accidents, and being struck by logs or branches. The Occupational Safety and Health Administration (OSHA) provides resources on logging safety. These sources can provide more detailed data and information on the specific hazards and risks associated with each of these occupations. Solution Manual for Human Resources Angelo Denisi, Ricky Griffin 9781285867571
