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Safety in the workplace Assignment Project
Post1
Safety in the workplace is really interesting to me. The textbook mentions ways to increase safety through personal protective equipment, training, screening and reducing unsafe acts like cellphone use and distraction in certain areas. It also mentions walking around and taking a look at the potential dangers and find ways to create a safer environment within the current set up or if there is a need to change the system. There will always be human error so fixing the system is not enough in and of itself. Training may need to be updated annually with simulators or roleplay involved. This could also be an opportunity for practical work-based tricks as well.
The book mentions incentives for accident free days. I believe this is a superficial way to deal with safety in the workplace. Incentives for no accidents are great but if we look long term and look at the big picture, incentives could increase safety risks by reducing the reporting of accidents, which could hide insight on how to implement changes in a system for a safer future. Of course, this works in theory and implementing it is a tricky thing. Some ideas on this could be to do a monthly anonymous (to reduce group think) comment/collaboration session on safety (design thinking or strategy) that provides an incentive for attendance and maybe a bigger incentive for commenting during the meeting. Round tables can be effective in getting ideas into the open and get people talking without placing blame.
My recent rule during a comment session (round table style) is that there is one rule; no blaming, only reflecting. Yes, it is a fuzzy line but if there is no reflection or learning then there is no point in blaming. Consequences will have to happen either way, but to blaming without reflection has no purpose.
Post 2
I was particularly drawn to the employee relations in chapter 14 in particular the bullying and victimization. The reason I was interested in this is because I was the HR Manager for a mother and son owned business. The son owner, in my opinion, was a bully because of the imbalance of power, his intent to cause harm and repetition of his verbal insults towards specific individuals. Both owners had their favorite employees but the son was much more vocal about it. The employees that they did not like, everybody knew it. This led to poor employee relations and low morale. The son was particularly bad and dealt with his employees by yelling at the ones he did not like in front of others. He was hot tempered and would resort to cursing and belittling employees on the floor. As the HR Manager, I would get complaints from the employees that were unfairly treated. This put me in a precarious and difficult situation. I knew I needed to be an advocate for the employees but to confront the owner of the company was putting my own job at jeopardy as well. I did end up having some conversations with the owners. And a separate conversation with the co-owner, the sons mom, to explain the impact his son is having on employee morale. Things would get better for a week or so and then something would set him off again and he would be verbally abusive again and typically request that the employee be fired. On numerous occasions, I would have to inform the son that we should not terminate an employee’s job because of a personality conflict or a minor mistake was made. I discovered that when I talked about the financial impact a wrongful termination lawsuit would have to the business, he would typically drop the subject. However, if the owner felt that the mistake warranted a write up, I would investigate the matter, and if warranted, I would coordinate with his/her supervisor about disciplinary action. Because of the owner’s behavior and tendency to manage his company by bullying, you can guess that the attrition was atrocious and employee morale was bad.
Post 3
Building positive employee relations is everything when it comes to the success of an organization. This idea simply comes down to being kind and empathetic, while maintaining control of the workplace. Employees need to feel safe and heard. A workplace will not be prosperous if employees are uncomfortable reporting harassment or bullying. Making sure that you are approachable and trustworthy are key qualities to have when managing staff. This can be tackled by supplying proper trainings and group discussions, however, this is also a situation where managers need to practice what they preach. Employees can attain all the training in the world, but if they are not trusting of their superiors, then training is a moot point. On top of all of this, managers must make sure that the vision, values and ethics of the business are clear and displayed throughout the workplace.
I have never been part of a union, however, my husband most recently joined one and I am familiar with the teachers union in Massachusetts. From observation and through the text readings, it is obvious that there are both pros and cons to labor unions. Most importantly, labor unions provide protection for employees. They keep trak of their rights, provide legal services and advice, negotiate contracts and fight for fair pay and benefits for all. On the other side some members take advantage of the union protection. I can say with 100% accuracy that I have never seen a teacher take advantage of their union. They are in their jobs because of thier passion to teach. They are self-motivated and dedicated to their field. However, in my husbands field of work (arborist), where the majority of the day is labor intenstive, he wintesses members taking full advantage of their union protection. He is a hard-working and loyal employee, but he is appalled by the lack of business morals and values that other members in his field portray. They become lazy and more dedicated to not working a minute before or after their alloted 8 hour day. Their union protection has given them a sense of entitlement and safety surrounding the security of their job.
RUBRIC |
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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Safety in the workplace Assignment Project