...The Act stipulates that a person with a disability is to be considered fully competent and capable to undertake the duties attached to a job, if the person could do the duties with the assistance of special treatment and facilities. The provision of special treatment or facilities must result in the person being fully competent and capable of performing the duties attached to the job, otherwise there is no obligation to recruit or retain the person in employment. In a nutshell, employers and learning providers must support and accommodate “reasonable adjustments” where practical in order to provide individuals with fair and equal access to employment, training and...
Words: 934 - Pages: 4
...MANAGE RISK 1. What is the purpose of the standard known as AS/NZS 4360: 2004 Risk? This Standard provides a generic guide for managing risk. This Standard may be applied to a very wide range of activities, decisions or operations of any public, private or community enterprise, group or individual. While the Standard has very broad applicability, risk management processes are commonly applied by organizations or groups and so, for convenience, the term ‘organization’ has been used throughout this Standard. This Standard specifies the elements of the risk management process, but it is not the purpose of this Standard to enforce uniformity of risk management systems. It is generic and independent of any specific industry or economic sector. The design and implementation of the risk management system will be influenced by the varying needs of an organization, its particular objectives, its products and services, and the processes and specific practices employed. This Standard should be applied at all stages in the life of an activity, function, project, product or asset. The maximum benefit is usually obtained by applying the risk management process from the beginning. Often a number of discrete studies are carried out at different times, and from strategic and operational perspectives. 2. Duty of care: is a legal obligation which is imposed on an individual requiring that they adhere to a standard of reasonable care while performing any acts that could foreseeably...
Words: 1736 - Pages: 7
...Issue Analysis Child rearing and career pursuit are commonplace during early adulthood although men and women experience the two differently for obvious reasons. Women have the biological requirement to carry the growing child during pregnancy and giving birth. Nature also wired women with a maternal instinct to nurture and care for their children. Biology places women in a position that often puts them at odds with their career objectives. The level of success of the feminist movement to place women on an equal platform in the workplace with men is debatable. Further, whether professional women are opting out of the workplace by choice or are forced out by socio-cultural pressures is in question. Some observers suggest that the feminist movement has not gone far enough whereas others suggest that the movement has already served its purpose. In this paper, I examine the pros and cons on either side of the issue. I will also explore optional roles adults may adopt through their primary roles as parent, spouse, or through career pursuits. Often professional women leave their careers giving family priority. However, the rationale that drives that choice is debatable. Strengths and Weaknesses of the Pro Side Linda Hirschman in an article titled “Homeward Bound,” takes the position that while publicly and professionally attitudes toward women’s roles have changed allowing them greater opportunity in the business world. However, Hirschman (2005 p. 341) notes “private lives have...
Words: 1475 - Pages: 6
...can have an equally positive impact on the productivity and effectiveness of a business.’ Acas ‘Managers need to know what stress is; and also understand what skills, abilities and behaviours are necessary to manage employees in a way that minimises work-related stress.’ CIPD Acknowledgements This guide was written and conceived by John Hamilton, Head of Safety, Health and Wellbeing at Leeds Metropolitan University and a visiting lecturer in health and safety law at Salford Law School, University of Salford. info@stressguidance.org www.stressguidance.org Contents Introduction 2 In this guidance 3 Identifying a problem 4 Preventing harm 6 Protecting individuals 7 Managing the workplace 8 The Management Standards for Work-related Stress 10 Managing stress checklist 11 Further reading 12 About this guide 13 Work-related stress: What the law says 1 Introduction This guidance summarises the legal duties that employers Statutory law is contained in acts of parliament and have to reduce and where possible prevent work-related regulations that set out the actions that employers should stress impacting on the health of their employees. It take, and the working conditions they should provide. provides a starting point to help understand the legal requirements, and suggests actions that employers can...
Words: 4974 - Pages: 20
...TABLE OF CONTENTS FOOTWEAR AND LEATHERGOODS SECTOR FOOTWEAR MAKING NC II | |Page No. | | | | |PREFACE | | |FOREWORD | | | | | |SECTION 1 FOOTWEAR MAKING NC II QUALIFICATION |1 - 2 | | | | | | | |SECTION 2 COMPETENCY STANDARDS |3 - 103 | | | | |Basic Competencies ...
Words: 18251 - Pages: 74
...that having a diverse heterogenic workplace has many benefits. I will be focusing on diversity in employee cultural and gender. Due to the increasingly diverse nature of Australia’s workforce, organisations will have to use strategic tactics such as successful Human Resource Planning, in order to attract, select and retain a diverse workplace. A company with employees that bring different perspectives is presented to be able in finding more efficient ways to operate and grow (Wojcik 2012). Diversity programs enhance the ability of an organisation to meet client needs, which can improve its profits (Wojcik 2012) Dwyer et.al (2001) discusses the potential benefits of gender diversity, such as novel insights, perspectives, creativity, and experience appear to foster and support expansion into new markets. Finding a similar association between racial diversity, growth, and firm performance, This insight will assist me to form an argument to why organisations should select a diverse workforce. Management teams with higher proportion of women promote more interpersonal channels of communication, employee participation in decision-making and monitor feedback and development more intensely (Melero, E 2010) Communities and consumers want to engage with and do business with organisations that reflect themselves and the current population (Lieber 2012). Attracting diverse employees to organisations has a flow on effect on the community. A workplace that embodies respect for all types...
Words: 839 - Pages: 4
...Disability Leave Disability leave is time off from work for a reason related to someone’s disability. It is a type of ‘reasonable adjustment’ which disabled workers are entitled under the Equality Act 2010. This factsheet tells you why disability leave is important to your branch; how to organise around it; and how to negotiate a good disability leave agreement. Disability issues have been on branch agendas for some time and employers may welcome an approach from UNISON representatives to jointly agree policies for disabled workers. The second half of this factsheet is a briefing on disability leave which you can share with your employer. A) What has disability leave got to do with my branch? One person in five of the working age population is disabled. Disabled people face such widespread discrimination that many are not even ‘out’ at work about having a disability. UNISON supports the legal right of disabled workers to equality, but this can be meaningless without the back-up of a trade union. Disability leave is also an open door for UNISON campaigners and negotiators. The Equality Act 2010 says ‘reasonable adjustments’ must be made for disabled workers, but many employers have poor or non-existent disability policies. The Equality Act is still a relatively new obligation on employers, it widens the scope of the original Disability Discrimination Act and requires public bodies to actively promote disability equality. This is an ideal time...
Words: 4391 - Pages: 18
...modification is presented in the workplace it may bring disagreement from employees. This disagreement arises as of a modification in procedures, concern about the unaware, a decrease in a sense of security, or even a vulnerability to associations. While raising collaboration to the employees, management must try to train about the modification as well as communication as numerous personnel as possible. This will make it possible for management to shrink the opposition from employees and let agreement of the modification. Management must pick a kind of collaboration to convey management modification at Riordan Manufacturing which will influence all employees with the identical data. In this position the best method to interaction the most employees is to apply a blend of a memo and e-mail. In these forms of communications, manager’s duty is to express why the modification is vital, what the adjustment will bring to the business, and advance a renewed mission. Describing the adjustment to personnel will train the workers on why the adjustment must be finished and deliver them understanding into the unaccustomed. The fresh management mission will create company ritual that employees can buy into. By means of a memo and e-mail is the well-organized way to carry the adjustment to the employees. This method also permits the equal data to be sent. The data being sent is important in direction that employees are not getting altered info concerning the adjustment. While transferring the...
Words: 398 - Pages: 2
...HRM 3100 - Managing Conflict and Change Assignment for Course: HRM 3100 - Managing Conflict and Change CERTIFICATION OF AUTHORSHIP: I certify that I am the author of this paper and that any assistance I received in its preparation is fully acknowledged and disclosed in the paper. I have also cited any sources from which I used data, ideas or words, either quoted directly or paraphrased. I have added quotes whenever I used more than three consecutive words from another writer. I also certify that this paper was prepared by me specifically for this course. Student’s Signature: Instructor’s Grade on Assignment: Instructor’s Comments: Running Head: Work Stress and Conflict Work Place Elements of Conflict and Stress Submitted by: Managing Conflict and Change HRM 3100 December 01, 2008 Table of Contents Introduction () 4 Globalization () 7 Work-Life Balance ( 10 Coping with Downsizing and Restructuring 13 Work Conditions () 16 Summary () 20 References 22 Introduction Conflict and stress are an intricate part of everyone’s life. The level and domination of these two highly recognizable emotions vary throughout maturity and become greatly enhanced and more complex when one joins the workforce. Work-related stress is the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities. Work stress...
Words: 5842 - Pages: 24
...relationships that are essential for the success of a certain job. In simpler terms it refers to the what, how much, how many and the order of the tasks for a job/s. Job design essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same. It outlines the job responsibilities very clearly and also helps in attracting the right candidates to the right job. Further it also makes the job look interesting and specialised. Benefits of Job Design The following are the benefits of a good job design: 1. Employee Input: A good job design enables a good job feedback. Employees have the option to vary tasks as per their personal and social needs, habits and circumstances in the workplace. 2. Employee Training: Training is an integral part of job design. Contrary to the philosophy of “leave them alone’ job design lays due emphasis on training people so that are well aware of what their job demands and how it is to be done. 3. Work / Rest...
Words: 1181 - Pages: 5
...Diversity is the mix of culture, language, and gender in the same work field. It is also the state or fact of being diverse; difference; unlikeness. (Dictionary.com) For example, in the federal government, there must be an employment equity program. Certain percentage of workforce must be (visible minority, disabled, and original). Therefore, for every single job in federal level must be contain optional questions for diversity. Above is also an example in workforce diversity. By opening up the workplace to a wide variety of people, a company can draw upon a much larger population of qualified individuals. That puts them in a more competitive position than companies that allow hiring managers to engage in narrow-minded hiring practices. Personally, I enjoy the wide range of cultures and ethnicities at my job. Mandating diversity is a form of affirmative action, which I am against. A person should be hired because of the skills they posses, not because they belong to some minority group. But, I am not against diversity. Diversity does give a wider range of thoughts and ideas. Instead of people that just go with the normal workflow, you can get people that think different, and may have other ideas that no one else thought of. I believe affirmative action was good at a time, but there are enough anti-discrimination laws now that we do not need to force companies to have a certain percentage of their workforce to be minorities. The value of diversity in the work place is that...
Words: 966 - Pages: 4
...There are various benefits associated with change in the workplace. Many businesses and organizations are aware of the concerns and hesitation toward any form of change. Change helps organizations formulate new opportunities, improvement in the workplace and productivity. New challenges create new approaches toward the completion of various task in the workplace. In order for change to become a success in the workplace. Change must be analyzed, managed and possibly utilized new directions. With any change, every one may not be exceptive to the change. It is very vital to inform, advise and educate everyone concerning the change. Also, in order for every department to grasp and understand the change there should be intensive training course...
Words: 1013 - Pages: 5
...following 'Latency Period'. Do you think that worker rights are properly communicated in the workplace? Are psychological rights a natural evolution of basic safety rights or too much to ask of employers? I think that worker rights are properly communicated in the workplace but I don’t think they are remembered or understood in the workplace. Communication skills are essential no matter where or who you are. However, successful communication within a workplace can determine whether a business, company, or individual is successful or not. When you communicate well with your team, it helps eliminate misunderstandings and can encourage a healthy and peaceful work environment. Some ways to communicate effectively in a workplace are that employers can open meetings, one on one, use presentations and training. I think the psychological rights are natural evolution of basic safety rights. A psychologically healthy and safe workplace is one that promotes employee’s psychological well-being and actively works to prevent harm to employee psychological health due to negligent, reckless or intentional acts. I think the employers are required to make reasonable adjustments to working conditions or the workplace where that would help to accommodate a particular disabled person. I think that health and healthy living have become increasingly important issues both in society at large and in the workplace. The promotion of good health is unlikely to be effective unless it is part of a comprehensive...
Words: 346 - Pages: 2
...Executive Summary: Organizational Trends in High Performance Workplaces Mandy Howe, Geraldine Lee, Brittany Sharp, Todd Stopher, and Justin Warren MGT/307 March 28, 2011 Yvette Mack Organizational Trends in High Performance Workplaces Into here Characteristics of High Performance Workplaces xxx High Performance and Traditional Organization Comparison To create operational effectiveness high performance workplaces place a greater emphasis on groups, teams, and motivation. Groups exist in all workplaces with two or more individuals and people join these groups to reduce the insecurity of standing alone (Robbins & Judge, 2009). Groups benefit traditional organizations because individual contributions add to the group goal. High performance workplaces create effective teams who share accountability. Team skills complement individual skills and contributions from team members increase the value of the team’s accomplishments. To improve work effort high performance teams motivate employees through intrinsic rewards and extrinsic rewards (Schermerhorn, Hunt, & Osborn, 2008). Intrinsic rewards do not require participation from management and are self-perceived feelings of achievement when positive work outcomes support individual needs and goals. Extrinsic rewards are given to individuals by the organization for positive work outcomes and include compensation and recognition. Workplace stress occurs when individuals face extraordinary demands, constraints...
Words: 448 - Pages: 2
...GUIDANCE Good equality practice for employers: equality policies, equality training and monitoring Equality Act 2010 Guidance for employers Vol. 7 of 7 Equality and Human Rights Commission www.equalityhumanrights.com Contents Introduction 5 Other guides and alternative formats 5 The legal status of this guidance 6 1 | Good equality practice for employers: equality policies, equality training and monitoring 7 What’s in this guide 7 What else is in this guide 8 Equality policies 10 Who should have an equality policy? 11 Leadership 12 Assessing the impact of workplace changes on equality 12 Telling people about the policy 12 Involvement and consultation 13 Staff forums 13 Equality training 14 Workforce monitoring 15 Do I have to monitor equality? 15 Types of information to monitor 16 How much monitoring? 16 Who to tell and why? 16 Can I ask about health or disability? 17 What you can do with the data once it has been collected 17 Privacy and confidentiality 18 Reporting 19 Recruitment information 20 Workforce information 21 2 | When you are responsible for what other people do 22 When you can be held legally responsible for someone else’s unlawful discrimination, harassment or victimisation 23 How you can reduce the risk that you will be held legally responsible 24 How you can make sure your workers and agents know how equality law applies to what they are doing 25 Using...
Words: 24609 - Pages: 99
