...MANAGING HEALTH AND SAFETY AT WORK Paul Williams July 8/7/2015 Introduction This assignment is about reviewing health and safety in your workplace * Responsibility and liabilities regarding health and safety at work. * Hazards and risks in relation to health and safety. * Review - safety policies under health and safety at work * Evaluation of health and safety at work. Responsibility and liabilities regarding health and safety in the workplace. The ‘Heath and Safety at Work etc Act 1974’ is the primary piece of legislation covering occupational health and safety in Great Britain. The Act sets out the general duties which employers have towards employees and members of the public, and employees have to themselves and to each other. Another piece of legislation is The Management of Health and Safety at Work Regulations 1999. This regulation requires employers to assess reasonably foreseeable risks in the work place and put in place suitable controls so far as is reasonably practicable. It is an employer’s duty and also duty of care, to protect the health, safety and welfare of their employees and anyone else that may be affected by their business. Currently the management of health and safety and work regulations state that if you have in excess of 5 employees, you must plan organise and control, measure and review the health and safety measures in the workplace. Employers must do whatever is reasonably practicable to achieve this. Employers...
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...Critically review your own organisation’s Health and Safety Policy and procedures and make recommendations for improvements Organisations today widely regard their employees as their greatest assets, so it is no wonder that they are spending an increasing amount of their resources on ensuring that the workplace and work systems enable its staff to feel safe and secure; as management continues takes an active role in their wellbeing. Failure to ensure and provide a safe working environment can raise concerns in a variety of areas such as legal, financial and ethical issues. In the United Kingdom there are legislations in place designed to ensure that correct and appropriate systems of work, in regards to health and safety, exist within every organisation. Under the Health and Safety at Work Act 1974 (HASWA), section 2, “It shall be the duty of every employer to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all his employees.” This highlights the responsibility employers have in ensuring their employees are safe of chemical, physical and machinery hazards and risks. Hazards can be defined as something that can cause adverse effects, such as water on a staircase because of the possibility of you slipping on it and hurting yourself. A risk is the likelihood that a hazard will actually cause its adverse effects, together with a measure of the effect. Risks are usually expressed as facts with a quantifiable likelihood, such as “one in a...
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...Synthesis As the researchers continued the thorough investigation, it was proven that working at a mental institution affected the psychological, emotional, and social health of mental health workers. Although it is difficult to quantify the impact of working alone most mental health professionals agree that the workplace environment can have a significant impact on an individual’s mental well-being (Gaston Harnois and Phyllis Gabriel, 2002). The kind of work they have helps them cope with their surroundings differently. Being around mentally-challenged patients on a daily basis requires their effort and patience, and it also tests their determination. It was never an easy job, but through this, they can see the world and the people in...
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...Work, Health, and Safety Policy Vicki Williams University of Louisiana At Lafayette Work, Health, and Safety Policy Obligations The management has to be firmly committed when it comes to the policy which will enable all the work activities to be done or carried out in a safe manner. There is the need for an effective health policy where leadership roles such as expertise, persistence, and vision are considered (Wright, 2010). Here, all the possible measures will be taken to remove firmly or in the worst cases reduce the risk that are associated with the health, safety, and the welfare of the workers, authorized visitors, patients, contractors, and anyone who may be affected by the activities and the operations. It should be noted that the process of the implementation of a policy is involved by a few people because most people lack the guidance on its implementation (Hewison, 2007). Who is the Policy Intended For? This policy is intended for the workers of a hospital and specifically aimed at any person who has an intention of visiting the hospital. The first aim is to show categorically the commitment of the hospital management and all the workers involved when it comes to the health and safety in the setting. Apart from that the other function is to remove or in other cases significantly reduce the risk associated with risks that are associated with the health of the hospital workers, their safety, and most importantly the welfare of all the workers in the hospital...
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...HNHS 103 Health and Safety in the Health and Social Care Workplace | Task 1.3 In this essay I will be reviewing systems, policies and procedure that the new directors need to implement to ensure that health and safety information is properly communicated in health and social care setting according to the legislative requirements. I will also be assessing the responsibilities for managing the health and safety of individuals. Health and safety communication is essential when working in health and social care as a health care provider because it is your job to make your service users feel safe and comfortable, when working in a health and social care environment it is the employers job to make sure all the employees are well trained, most health care settings provide a training course at the beginning of the employment. Health as safety is often communicated through signs and posters; there are many different types of health and safety signs that can be located on doors and walls all over the building. A main example of health and safety signs is an ‘Exit’ or an ‘Emergency Exit’ sign that is usually located above a door; this sign shows us where we can exit from in case of an emergency of fire, another word for this door is a ‘Fire Escape’. Having an emergency exit sign is very important because if there happens to ever be a fire or another form of emergency it will make it quick and easy for individuals to find the quickest exit and leave safely. In a health and social...
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...One of the largest industries to be facing a Human Resources issue is the Health Care industry. The downsizing of the healthcare workforce that will result as Baby Boomers retire is upwards of 28%. There is a growing need for qualified, non-generalized employees in the medical field. Coming with the need for employees for the medical positions will be a need for additional HR and IT personnel. The Healthcare field is constantly changing, and HR in this field is projected to fall behind in the coming future. One of the biggest concerns for in future HR trends is that the Baby Boomers are leaving the workforce. This is not an issue by itself, but when paired with the lack of skilled workers joining the field, it is a problem. While on the surface, the problem will effect the staffing; the problem could be more wide reaching and affect the cost and availability of healthcare to the general public. While this trend isn’t specific to healthcare, and all industries are facing challenges, issues arise when organizations, in particular those in the healthcare realm, have skilled senior people as opposed to generalists. Retaining experience is crucial and the current generation is not filling the positions vacated by aging Baby Boomers. These Boomers will soon stop putting into the Medicare and Social Security taxes, yet will begin to draw from them and that money is projected to run out in about 15 years. HR managers face the task of filling the open positions, and what seems to...
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...1. Describe the legislative framework for safety? The model Work Health and Safety Regulations set out more detailed requirements to support the duties in the Model Work Health and Safety (WHS) Act. They are model provisions only. To be legally binding they need to be enacted or passed by Parliament in each jurisdiction. Work health and safety laws are state, territory and Commonwealth-based laws. The Work Health and Safety Act 2011 provide a framework to protect the health, safety and welfare of all workers at work. It also protects the health and safety of all other people who might be affected by the work. All workers are protected by the WHS Act. This includes employees, contractors, subcontractors, outworkers, apprentices and trainees, work experience students, volunteers and employers who perform work. The WHS Act also provides protection for the general public so that their health and safety is not placed at risk by work activities. The WHS Act places the primary health and safety duty on a person conducting a business or undertaking (PCBU), who must ensure, so far as is reasonably practicable, the health and safety of workers at the workplace. Duties are also placed on officers of a PCBU, workers and other persons at a workplace. 2. Describe the regulations and code of practice? Some workplace hazards can cause so much injury or disease that specific regulations or codes of practice are needed to control them. These regulations and codes explain the duties...
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...BSBWHS401A Implement and monitor WHS policies,procedures and programs to meet legislative requirements Assessment Task 2: Work Health and Safety Project Part A: Develop handouts Handout 1: Legislation Explain the purpose of Work Health and Safety legislation, including the function of a WHS Act, WHSregulation and WHS Code of Practice: Purpose of WHS legislation Awareness and highlighting the issues of safety and health of employees. And Workplace The risk reduction Efficiency and effectiveness Provides advice and counseling. Co-operation and troubleshooting. By mutual encouragement Including giving advice on various aspects, whether it's providing advice in the information, education, training, and can effectively apply the appropriate enforcement...
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...Fatou Amelia Njie 41778 Group 1 Unit 4: Development through the life stages P4: Explain two theories of ageing In this assignment I am going to explain the two theories of ageing I will be talking about the activity theory and the disengagement theory, saying the main points and then comparing them. People age throughout their life; it’s not only adults who age ,teenagers age from when they were a baby to becoming a teenager ,also babies age from being a baby to becoming a child. Age does not begin at any particular age. For example when people say we age or your ageing, they don’t man it literally, they may mean that you are developing, or growing up. Every life stage of an individual involves ageing. One of the theories that I am going to be talking about is the activity theory, which was created by Bromley in 1966; this theory is the opposite of the disengagement theory. Bromley believed that older adults would have to disengage but for them to also remain active to prevent disengagement from occurring he believed that older adults will age suitably if they take part in activities and live a more animated and lively lifestyle, which would prevent themselves from experiencing disengagement. According to Bromley he says that older adult’s excellence of life would get better however it depends on the older adult’s attitude, the activities that was carried out by the older adult and their interaction made with others. Bromley also added on to his theory that as long as...
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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Mental Health in the Work place ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Ellen Blewett ------------------------------------------------- ------------------------------------------------- Human Resource Management ------------------------------------------------- ------------------------------------------------- University of Portsmouth ------------------------------------------------- ------------------------------------------------- 2011 ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ...
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...Professional Presence and Influence: A. Professional Presence 1. Era I – “Mechanical Medicine” began in the 1860’s. Its focus is on surgical procedures and drugs. The thought was that health and illness are only physical in nature and consciousness is equated to functioning of the brain. Era I thinking in displayed in review of psychiatric care in the early 1900 with the use of frontal lobotomies to cure hysteria. The thought was that performing a surgical procedure on the brain will remove the area that is causing the Hysteria. Era I focuses on performing a procedure or providing a medication to fix the body physically, while Era III takes into account the patients perception of health, their stats of mind and their support structures around them. It focuses on the realization that your mental state of mind can affect the physical state of your body. In addition, Era III considers the influence of other humans through the use of prayer and the influence that can have on the body even without the patient being aware that they were being prayed for. Era III is referred to as the “Boundless Mind Era”. It takes the belief from Era II that diseases are influenced by a person’s feelings and emotions and goes a bit further to say that disease can be influenced by the mind of another person at a distance through the use of prayer. (Dossey, “A Conversation about the Future of Medicine”: Larry Dossey’s 3 Era’s in Healthcare). Research has been done on the influence of...
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...5 Reasons Why You Should Work For a Digital Health Company Finding a job is one of the most stressful things that we go through in our lives. But as big of a decision this is, most people have a limited and traditional view on this matter. They only see jobs in big corporate companies on Wall Street or in schools as professors, “traditional” jobs in a sense. Moving away from a traditional thinking, have you ever thought of alternative options? Joining a digital health company is one of the best alternatives out there right now. It might be a thought out of nowhere but working for a digital health company is an actual viable option for fresh grads and young adults. Why digital health companies over other options? Here are five good reasons why you should start working for digital health companies. 1. The industry has room for growth. The digital health industry is very young compared to the likes of real estate and banking. We only acquired the technology needed for this industry in recent times. The industry has been booming for the past couple of years and is now currently in the growth stage of an industry cycle. It is experiencing a large number of startups vying for space in the industry. These are good signs for the industry, but what’s in it for you? Think about it this way. Let’s say you wanted to join the banking industry. Banking has been existing for countless years. The industry is mature, and there’s barely any room for growth and innovation. More often...
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...INTRODUCTION Stress and how it affects people at work has become the subject of large interest. A lot of evidence suggests that the stress associated with work is often the main cause of heart disease, stomach ulcers, migraines and mental disorders. They have very important consequences for organisational behavior of employees, their personal and family life. FINDINGS 2.1 STRESSORS Stress is a word, which is used in almost every day. Most often we use it to describe the cause of discomfort, caused by a specific life situation. However, these situations are not stress in themselves. For example, loss of a job, the prospect of being unemployed, may expose us to stress and other life's difficult events. Interestingly, these are not only bad events, but all of them, after which our life looks different than before. This is the first group of stressors which are easier to recognise. The second are the situations of daily life, little things, but acting on us constantly for a long time. It is more difficult to recognise them and harder to do something with them. In simplest definition, we can say that stress is a reaction of a person to the tensions in their life. When we look at the steps, under which the stress response, we observe three main stages: 1. Th alarm stage - appears at the moment of danger. In a short period of time body has to adapt to reject the danger, or to avoid it. The situtation assessed as a danger, causes the release of adrenaline and noradrenaline...
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...Susan J. Lambert (2005), in its Journal says that - For some organizations flexibility of working practices are being coupled with policies for a balanced work and non-work life, sometimes in response to new attitudes, values and aspirations of key workers, but also to enhance creativity, improve company loyalty, and reduce the corporate health bill. Yet many employees are experiencing long hours, increasing workloads, changing work practices, and job insecurity. Stress at work and home is viewed as a major problem. At the same time, major social differentiation exists with increasing numbers of women in the paid workforce facing particular challenges, with resources in Western societies being increasingly unequally distributed, and significant...
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...HR Departments and special teams fail despite a “lot of doing”. An organisation may have the most employee-friendly policies in the form of health insurance, vacation time, various benefits, and possibly EAP or education programmes or flexible work policies but still these may not give positive results. In addition to laying down these policies, it is also important to have them implemented and put in place and ensure that they are working. As an enforcer of WLB policies, it is also important to keep on reinforcing on them. For this you need to: Reinforce through better communications what you are already doing. All the work-life benefits, procedures, and policies of the company need to be put together and communicated to the entire organisation rather than keeping them isolated. It is essential to publicise them as a package and post it on the web site of the company. It is advisable to give a half day off on Fridays ensuring that the individual has completed his work and has no other engagement with any stake holders Give a choice to the employee to work from home one day a week. Offer subsidies for off-site exercise. Provide one or two days off with pay for approved community involvement work. Create and encourage an annual or quarterly “bring your family to work” day. Encourage employees to have a mandatory “disconnect from work” vacation policy with no cell phones or laptops. Create a more accommodating “on- and off-ramp” policy for those who leave the firm, especially...
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