StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Occupational Health Services in Companies - Case Study Example

Cite this document
Summary
The paper 'Occupational Health Services in Companies' is a wonderful example of a Management Case Study. Occupational health services (OHS) is an important aspect of the operation of an organization. It has been linked to human resource management (HRM) practice and in many instances has been overlooked as an important aspect in enhancing employees’ satisfaction…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER93.8% of users find it useful

Extract of sample "Occupational Health Services in Companies"

Is OHS important to companies? The proposition is OHS is very essential for employees’ satisfaction. (Name) (Course) (Institution) (Instructor’s name) (Date) Introduction Occupational health services (OHS) is an important aspect in the operation of an organization. It has been linked to human resource management (HRM) practice and in many instances has been overlooked as an important aspect in enhancing employees’ satisfaction. Job satisfaction entails how contented a person is with his or her work. The happier a person is with his or her work, the more satisfied he or she is. Job satisfaction is not synonymous to motivation even though they are linked in one way or the other. In Australia, safety is a top priority for employees as revealed by a survey conducted among more than 560 employees from the country’s recruitment agencies (Murdolo, 2008). An incredible 99 per cent of the respondents believe that OHS training is essential to them, hence important to their safety at work (Murdolo, 2008). This is contrary to a common belief by recruiters and employees, that OHS training is a boring exercise or a waste of time (Murdolo, 2008). This essay seeks to explore the link between OHS and employee satisfaction in the context of human resource management. Three parameters including absenteeism, presenteeism and employee turnover have been used to depict effects of employee satisfaction in relations to OHS. Overview of OHS policy in organization The aim of an effective policy is to communicate succinctly the key principles of an organization. In terms of OHS, this should stress on the value of people to an organization and the relationship between employees’ wellbeing and organizational performance. Effective OHS policy should make out that, most occupational injuries and cases of ill health are preventable and happen as a result of a rational causal sequence in which managers can intervene (Loosemore, 2003). Human resource managers should also recognize that, OHS policy should also be reinforced by a ‘no blame’ ideology, in which OHS matters can be discussed honestly and openly devoid fear of reprisals or finger pointing. The ‘no blame’ culture requires an understanding of the of the multi causative nature of accidents, that there is general responsibility for the management of safety risks and the knowledge that, most accidents are not as a result of carelessness on the part of employees, but are due to human fault associated to failures in the control and management of risk (Loosemore, 2003). Ultimately, health safety and welfare policies should also be allied to echo that the organization is not only focused on preventing injuries and ill health, but is aimed at promoting health fitness and satisfaction of employees. HRM functions must be parallel to HRM functions such as hiring and selection, training and development, and reward systems. Consequently, OHS and HRM disciplines must be aligned in order to help achieve health safety in the workplace hence employee satisfaction and enhanced organization performance. Mol (2003) proposes two ways through which can be achieved. First, HRM practises have to be compatible with the OHS management system. This entails for instance implementing training systems driven simultaneously by productivity, safety and quality. Besides, position descriptions have to recognize accountabilities in organizational roles so that employees gain a thorough understanding of their contribution to these outcomes. HRM tools thus help to operationalize the OHS system. The second form of alignment is for HRM practices to enhance desirable behaviours and positive outcomes. This includes implementing incentive programs founded on the production, safety and system factor quality, utilizing a measurement methodology that weighs these outcomes to attain balanced objectives (Mol, 2003). The balanced method ensures that short term benefits are not pursued at the expense of long term benefits. Moreover, in the current timeframe production does not override safety and quality. OHS and Employee Satisfaction Occupational health services are a policy issue that has in the recent past been emphasized in all forms of occupations from construction, to healthcare environment. Human resource management plays a significant role in formulating programs to suit the organizations health and safety needs of the employees. Basically, HRM is mandated with taking measures, planning, implementing, monitoring and review. OHS is a critical role that HRM must put in place to ensure that employees are safe and healthy in the workplace. Health and safety in the workplace goes a long way not only for the health of the employees, but for the performance of the organization. This is a belief shared by Tania Evans, Workpro’s business manager who argues that, “There’s clearly a two-fold risk for recruitment agencies who fail to meet OHS training standards. It’s not just about putting employees’ safety in jeopardy or facing hefty fines; employee satisfaction and the reputation of the industry are also at stake” (Murdolo, 2008 pr.8) Employees feel valued when OHS is implemented to appropriate standards in the workplace. They feel safe working and are attached to the organization. Employees with high levels of job satisfaction are high level performers. Satisfied employees on the other hand are healthier than dissatisfied employees. OHS ensures that employees’ health matters are taken care of. It ensures that employees are working in a safe environment, are free from any work harm that may provoke their physical or psychological health and are able to access the appropriate help to deal with any health effect acquired during work (Turner, 2004). In this manner the Human resource management plays a significant role in ensuring OHS policy in the work place is well defined and implemented to the letter along with the health and safety committee. Employees in an organization where health and safety is a priority have high job satisfaction. Employees who are satisfied in their work means that they are committed to the organization and are willing to go an extra mile for their company’s performance. This is referred to organizational commitment which is employee’s acceptance dedication and involvement to achieve the goals of the organization (Comcare, 2009). Illness can affect all aspects of a person’s life especially their work. When employees wellbeing in terms of health are not taken care of, they tend to be dissatisfied with their job. OHS is the only panel in the organization through which employees’ health and safety issues are put forward, analysed and implemented. Occupational Health Services is critical in ensuring employee satisfaction. The psychological impact of stress is highly associable to poor work place environment with poor occupational health safety (Comcare, 2009). Besides mental health, depression, increased anxiety, irritability, disturbed sleep, poor concentration, stress leads to job dissatisfaction and increases the risk of accidents and disrupted relationships both at work and at home hence lower productivity of employees. Stress on the other hand has been linked to development or worsening of various physical conditions such as heart related diseases, hypertension, diabetes, migraine, gastro intestinal disorders among other ailments (Comcare, 2009). The effect of chronic stress on the immune system together with chronic pain has been identified. Job health is important not only to the employee but also to the employer. Dissatisfied employees are less productive and are more likely to leave their job to seek another job that will offer them satisfaction. Besides, dissatisfied employees have a high rate of absenteeism which affects the productivity and performance of the organization. Absenteeism in Australia for instance cost about $18 billion in the year 2006 (Comcare, 2009). Up to three quarters of absenteeism rate in Australia is attributed to stress. Turnover among employees is expensive to the organization as it costs the company financially and in performance. High turnovers are experienced in experienced or skilled employees which is a great loss to the company. In addition, employees who are dissatisfied in their work can practice presenteeism. This is the loss of productivity which result from employees coming to work but do not function fully due to ill health (Comcare, 2009). Presenteeism costs an organization four times the cost of absenteeism, while on average about six working days are lost yearly due to presenteeism (Comcare, 2009). This shows that if OHS is well implemented through the human resource management divide, there would be reduced stress hence reduced absenteeism, presenteeism as well as turnover rate. Conclusion OHS has the sole mandate of enhancing workplace health and safety of employees. Through policy formulation, OHS is aligned to HRM principles in order to achieve the main goal of employee health and safety. The realization of employee health and safety issues is associated with high levels of employee satisfaction. Satisfied employees on the other hand are dedicated as well as loyal to the organization. Thus implementation of OHS in workplace is not only to protect employees from injuries or health problems, but it’s also a way of improving organizational performance through enhancing satisfaction. The parameters looked into this essay including absenteeism; presenteeism; and turnover rate are clear indication of the effects of dissatisfied employees to organization performance. References Comcare (2009). Building a case to invest in OHS and organisational health, Government of Australia, pub.76. Retrieved October 15, 2012 from http://www.comcare.gov.au/forms__and__publications/publications/safety_and_prevention/?a=53413 Liberman, Smith, Clancy and Farmer (1986). Are employees satisfied? A survey of occupational health services. Med Group Manage, 33, (6):48-58. Loosemore, M. (2003). Human resource management in construction projects strategic and operational approaches. London New York: Spon Press. Mol, T. (2003). Productive safety management: A strategic, multi-disciplinary management system for hazardous industries that ties safety and production together. Boston, MA: Butterworth-Heinemann. Murdolo, D. (2008). Employees getting serious about OHS, retrieved October 15, 2012 from http://www.manmonthly.com.au/news/employees-getting-serious-about-ohs. Turner, J. (2004). ‘An improved job dimension scale to measure job satisfaction in sales reps’, Journal of the Academy of Business and Economics, March. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(Occupational Health Services in Companies Case Study, n.d.)
Occupational Health Services in Companies Case Study. https://studentshare.org/management/2079956-hrm-essay
(Occupational Health Services in Companies Case Study)
Occupational Health Services in Companies Case Study. https://studentshare.org/management/2079956-hrm-essay.
“Occupational Health Services in Companies Case Study”. https://studentshare.org/management/2079956-hrm-essay.
  • Cited: 0 times

CHECK THESE SAMPLES OF Occupational Health Services in Companies

Organisational Health and Safety Practices

The need for the increase of the OHS measures The selected HRM activity is regarding the safety measures for the staff involved in the housekeeping activities and other services in the Diana plaza hotel.... (Department of Consumer and Employment Protection, 2003) The research process for the evaluation and analysis of the organizational health and safety measures starts with the interviews of the staff involved in housekeeping and other services in the hotel....
11 Pages (2750 words) Case Study

Impacts of the Gendered Practice on the Contemporary World

In such a scenario one of the major debates of the contemporary world revolves around the concept of occupational segregation based on gender differences.... The paper aims at building an understanding of the occupational segregation and elucidates the concept through the probe into the causes behind this phenomenon.... This longstanding disparity resulted in the global awareness of occupational segregation on the basis of gender.... occupational Segregation based on Genders: As clear from the term, occupational segregation refers to the unevenness practised in occupational environments....
12 Pages (3000 words) Coursework

Managing Business Activities to Achieve Results

Different companies employ different strategies in their operations in order to achieve specific goals and objectives.... These are guided by the business process that companies decide to adopt (Krajewski, Ritzman & Malhotra 2009, p.... … The paper "Managing Business Activities to Achieve Results" is a perfect example of a business assignment....
8 Pages (2000 words) Assignment

Analysis of Safety Standards

occupational health and safety management issue is a legal requirement making it mandatory for companies, organizations or industries in many countries of the world to get adhere to and they have to produce report also on their health and safety performance on time to time basis.... occupational health and safety management issue is a legal requirement making it mandatory for companies, organizations or industries in many countries of the world to get adhere to and they have to produce report also on their health and safety performance on time to time basis....
6 Pages (1500 words) Assignment

Occupational Health And Safety And Injury Management

… The paper "occupational health And Safety And Injury Management" is a great example of a Management Research Paper.... The paper "occupational health And Safety And Injury Management" is a great example of a Management Research Paper.... In order to avoid future damage the company is looking forward to OHS (occupational health and Safety) and ISO 9001:2000 certifications.... International Labour Organization website and, occupational health and Safety reports and manuals have been studied for appropriate measures....
4 Pages (1000 words) Research Paper

Work Health and Safety Management System

There have been suggestions to establish efficient and effective work and health safety management systems to be adopted by employers and companies to facilitate efficiency in working environments.... … The paper 'Work health and Safety Management System is a great example of a Management Case Study.... nbsp; The paper 'Work health and Safety Management System is a great example of a Management Case Study.... It is from this that the work and health safety management system draws its origin from....
7 Pages (1750 words) Case Study

Sopranos Company and HR Management

However, the researchers discussed the difficulties of properly measuring “safety level” in the companies, a recurrent problem in occupational health and safety evaluation.... Company policy towards safety was found to be the main determinant of safety climate in a study carried out on employees of three airport companies.... In this study, the companies with higher safety levels, measured by the frequency of incidents/accidents during the previous 12 months, also had higher scores in the safety climate....
9 Pages (2250 words) Case Study
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us