1. Human Resource Management Lecture 21
MGT 350

2. Last Lecture OSHA (The Occupational Safety and Health Act),
Incidence rate
Inspection and the inspector
Costs of Accidents
Preventative Measures (Education , Skill training , Engineering , Protection devices, Regulation, enforcement).
Chemical processing Information.
Sick buildings are office environments that contain harmful airborne chemicals, or indoor pollution.
The Smoke-Free Environment
Ergonomics
Repetitive Stress Injuries (Typing)
Injuries resulting from continuous, repetitive movements, such as typing.
As musculoskeletal disorders (MSDs).
The most frequent injury is carpal tunnel syndrome, which occurs in the wrist.

3. Ensuring a Safe and Healthy Work Environment
Topic
Ensuring a Safe and Healthy Work Environment

4. Defining Stress
A state of mental or emotional strain or tension resulting from adverse or demanding circumstances.
Too much work load.
Abusive environment etc.

5. Defining Stress
May be caused by either positive factors (opportunities) or negative factors (Threats).
The Japanese concept of karoshi, death from overworking, illustrates the pervasive nature of stress.
Stressor
Something that causes stress in an individual.

6. Defining Stress Common Causes of Stress Organizational Factors
Task demands include job design, working conditions, the physical layout, and work quotas.
Role demands include role conflicts, role overload and role ambiguity.
Interpersonal demands include lack of social support and poor interpersonal relationships.

7. Role demands Role conflicts Role overload Role ambiguity
Expectations that are difficult to reconcile or achieve.
Role overload
When an employee is expected to do more than time permits.
Role ambiguity
When an employee is not sure what work to do.

8. Defining Stress Common Causes of Stress
Organizational structure causes include excessive rules and lack of opportunity to participate.
Organizational leadership causes include supervisory styles which cause unrealistic pressures, tight controls, and the threat of job loss.

9. Defining Stress Common Causes of Stress Personal Factors Family issues
Personal economic problems
Inherent personality characteristics

10. Defining Stress Symptoms of Stress
Physiological symptoms (increased blood pressure, headaches, increased pulse rate, etc.) are the most difficult to observe.
Psychological symptoms (increased tension and anxiety, boredom, procrastination, etc.) can lead to productivity decreases.
Behavioral symptoms (increased smoking or substance consumption, sleep disorders, etc.) also affect the organization.

11. Type A and Type B Type A behavior Type B behavior
Personality type characterized by chronic urgency and excessive competitive drive.
Type B behavior
Personality type characterized by lack of either time urgency or impatience.
Managers must recognize that Type A employees are more likely to show symptom of stress even if organizational and personal stressors are low.

12. Defining Stress Reducing Stress HRM approaches include
matching individuals to their jobs
clarifying expectations
redesigning jobs
offering involvement and participation

13. Defining Stress Reducing Stress Dilemmas for HRM include:
balancing the need to energize people with the need to minimize dysfunctional stress
deciding how much an employer can intrude on employees’ personal lives

14. Defining Stress A Special Case of Stress: Burnout
Chronic and long-term stress.
Burnout is a function of three concerns:
Chronic emotional stress with emotional and/or physical exhaustion
Lowered job productivity
Dehumanizing of jobs

15. Defining Stress Causes and symptoms of burnout:
Organization characteristics
Perceptions of organization
Perceptions of role
Individual characteristics
Outcomes
Reducing burnout - four techniques are proposed:
Identification
Prevention
Mediation
Remediation

16. Reducing burnout - four techniques are proposed
1. Identification: Analyze the incidence, prevalence, and characteristics of burnout in individuals, work groups, subunits, or organizations. 2. Prevention: Attempt to prevent the burnout process before it begins. 3. Mediation: Develop procedures for slowing, halting, or reversing the burnout process. 4. Remediation: Aid or redirect individuals who are already burned out or are rapidly approaching the end stages of this process.

17. The Employee Assistance Program
Specific programs designed to help employees with personal problems.
A Brief History of EAPs
Extension of 1940’s programs to help employees with alcohol-related problems.
Cost-effective counseling to help employees overcome problems such as:
Substance abuse
Child-parent problems
Marriage problems

18. The Employee Assistance Program
EAPs Today
Provides employees visits with counselors at company expense.
Employees and supervisors must be familiar with and trust the program and perceive EAPs as worthwhile.
Confidentiality is guaranteed.
For every dollar spent on EAP programs, studies estimate a return of $5.00 to $16.00 in savings.

19. The Employee Assistance Program
Wellness Programs
Programs to keep employees healthy; include smoking cessation, physical fitness, weight control, etc.
Designed to cut employer health costs and lower absenteeism.
Employees must view programs as having value.
Must have top management support.
Should also provide services for employees’ families.

20. International Safety and Health
Cultural differences exist in laws and expectations regarding safe working conditions.

21. International Safety and Health
International Health Issues
An up-to-date health certificate providing records of employee vaccinations
A General First Aid Kit should include prescription medications and other supplies that might not be available to workers abroad.

22. International Safety and Health
International Safety Issues
U.S. Department of State “hotline” provides travel alerts about such issues as terrorist activity or disease outbreaks.

23. Summary What is stress? What are stressors?
Positive and negative stress.
Symptoms of stress.(Physiological symptoms, Psychological symptoms, Behavioral symptoms.
How to Reduce stress?
Type A and Type B Behaviors.
Burnout (Chronic Stress. )
Employee assistance programs.
Wellness programs. (Programs to keep employees healthy; include smoking cessation, physical fitness, weight control, etc. )
International Safety and Health (First Aid Box, Vaccination etc.)