Session 11

Ensuring Health and Safety in the Workplace

The past• In the past, it was assumed that the worker

accepted all the customary risks associated with his/her occupation.

• In other wards, workers were expected to protect themselves!

• BUT attitudes of employees were parallel to those of employers – eg scars were shown off as budges of honor!!

• It was assumed that accidents occurred due to workers carelessness or failure to protect self!!!

New approach• Now ideal approach is recognized to be shared

responsibility model where by best results come out of cooperation btn employer and employees.

- Mngt committed to safety- Employees are informed- Consultation is ongoing- Trusting relationship- Decision making is participatory. The challenge is that even today, most effort is

directed at after the fact compensation rather than prevention of accidents in the work!!

Health HazardsThere are various health hazards but these

can be combined as follows:• Physical agents- such as noise, temperature and

radiation.

• Biological agents such as bacteria, insects and viruses (remember the death of health workers by ebola)

• Chemical agents such as toxic substances

• Ergonomically related injuries caused by work environment/position –sitting arrangement etc

Younger workers and workplace safety

• Younger workers tend to be more prone and less knowledgeable about their rights and responsibilities – eg look at boda-boda riders and the rates of accidents among them!! –but also drivers of other machines or even motor cars. – think carefully before you give an ambulance to a 20 year old- even if they may all other qualifications

Responsibility for health and safety• Employers are legally required by the Occupational

safety and Health Act to ensure a safe and healthy work environment BUT these must be seen as just the minimum requirements. Otherwise the major purpose is to prevent injuries from happening

• Orientation programmes should include safety issues • Top management should make safety concerns part of

the organisations culture and strategy.• Supervisors are also responsible and must become

proficient in managing safety in the workplace.

• Employees are responsible for working safely!!

• Safety training is also essential!

The Ugandan Occupational Sefety and Health Act (2006)

• Gives workers a right to a clean and healthy environment

• Empowers Parliament to enact laws to provide for the rights of persons to work under satisfactory, safe and healthy conditions.

• Over all purpose of act is- of safe guarding safety and health of all workers in all work places in Uganda

• The act operationalises relevant articles in the constitution (34(4), 39, 40 (1) )

The Act..

• Spells out steps to be taken before operating a work place of all sorts

• Spells out duties and obligations of both employers and employees in ensuring safety and health for all at work places.

• Stresses measures and methods that should be put in place to ensure safety and health at work.

Implications for HRM• The Human resource managers have the

responsibility to ensure that all safety and health rules are consistently followed!! – (put sharps in the right places, do not handle blood with bare hands etc- floor

must be such that people do not easily fall …) This is your responsibility as managers – or else – you are responsible for the accidents which may follow!!

• Safety and health audits may help in identifying gaps

• Productivity should not be put above safety!

Factors that influence a safety climate

• Management commitment to safety (managers must walk the talk)

• Proper human resource management practices

• Safety systems• Supervisors support for safety• Work pressure – to much pressure?• Risks (the lab, incinerator, etc)• Boundary management (quality of communication

among stakeholders)

Workplace stress• Workplace stress is- the harmful physical

and emotional responses that can happen when there is a conflict btn job demands of the employee and the amount of control the employee has over meeting those demands.

• High levels of stress are associated with poor job performance BUT eustress is associated with optimum productivity!

Generalized stress response• Increased BP• Increased metabolism• Decrease in protein synthesis• Decrease in immune system• Decrease in allergic response system• Localized inflammation• Faster blood clotting• Increase in blood sugar production• Increase in stomach acids

Note that stress may lead to many diseases including diabetes and hypertension, ulcers etc

Some causes of workplace stress include.

• Work load, work-pace, autonomy, hours of work, shifts, variety, meaningfulness of work, physical environment and isolation

• Role conflict/role ambiguity and level of responsibility

• Career development- under or over promotion, job insecurity etc

• Relationships at work …• Management style ….• Change of any type..

BURNOUT

• A condition of emotional and sometimes physical exhaustion that results from substantial and prolonged stress

• The role of HRD is to prevent burnout or distress – by training managers/supervisors to recognize stress and –rearrange, redesign work – deal with conflicts etc

• Recognize that treatment may be required by some employees.

Actions to reduce stress• Ensure that an employees workload is

compatible with the employees capability• Design jobs to provide meaningful opportunities• Clearly define employee roles and

responsibilities• Provide employees with opportunity to

participate in decision making• Improve communication• Develop appropriate work schedules• Train managers and employees to be sensitive

to symptoms of stress• Establish a stress management policy

HIV/AIDS in the workplace

• It is a breach of human rights to discriminate against people with HIV/AIDS. And programmes against discrimination should be in place – such programmes should include:

• A policy regarding HIV-infected employees• Mandatory training for managers/supervisors –

on HIV/AIDS facts• Education programme for all employees• Provision of conselling and support services