Safety as a Goal; Various Kinds of Accident/Causes of Accident; Approaches to Accident Prevention; Personal Factors related to Accident; Application of Causation Model to Accident Prevention; Mechanical Safety Devices; Psychological Safety Devices.
Safety as a Goal; Various Kinds of Accident/Causes of Accident; Approaches to Accident Prevention; Personal Factors related to Accident; Application of Causation Model to Accident Prevention; Mechanical Safety Devices; Psychological Safety Devices.
Presenting about stress and work well-being
The presentation is about stress and how to reduce and manage properly, also talking about the strategies to prevent bullying and other types of violence that occur in the workplace, including the topic about some hypotheses about frustration-aggression and justice.
This lecture begins by defining OHS, its epidemiology, functions, the different sources of occupational hazards-broadly and in details, as well as the principles of OHS management.
Risk of exposure infectious diseases if working in close contact with infected individuals or in areas where infected individuals live or visit. Exposure to chemicals in household cleaning products. Exposure to soiled linen. Working in awkward postures or performing repetitive tasks.
When people think of their dream job or the ideal job, they usually skip thinking of some fundamentals that an ideal workplace should have, which are as important as having the job you love. A safe working environment, worker rights, protection and promotion of worker’s health and well-being are some of these basics.
20150829 final construction industry blueprint for suicide preventionW. Barry Nixon, SPHR
Suicide is a real problem in the Construction industry. Learn more about the issue and how to help.
Men out-pace women four to one in suicide deaths
and white working-age men have the highest suicide
rates. However, among women, workers with the
highest suicide rates were in construction and
extraction (134.3 per 100,000).
• The construction industry is in the top nine
occupations at risk for suicide (BLS).
Maintaining a healthy office environment requires attention to chemical hazards, equipment and work station design, physical environment (temperature, humidity, light, noise, ventilation, and space), task design, psychological factors (personal interactions, work pace, job control) and sometimes, chemical or other environmental exposures.
A well-designed office allows each employee to work comfortably without needing to over-reach, sit or stand too long, or use awkward postures (correct ergonomic design). Sometimes, equipment or furniture changes are the best solution to allow employees to work comfortably. On other occasions, the equipment may be satisfactory but the task could be redesigned. For example, studies have shown that those working at computers have less discomfort with short, hourly breaks.
Situations in offices that can lead to injury or illness range from physical hazards (such as cords across walkways, leaving low drawers open, objects falling from overhead) to task-related (speed or repetition, duration, job control, etc.), environmental (chemical or biological sources) or design-related hazards (such as nonadjustable furniture or equipment). Job stress that results when the requirements of the job do not match the capabilities or resources of the worker may also result in illness.
What is Teaching; Why Teaching; Types of Teaching; Teaching Methods; Effective Teaching; How Best to Teach; How to Assess Teaching; What Teachers Can Do
Presenting about stress and work well-being
The presentation is about stress and how to reduce and manage properly, also talking about the strategies to prevent bullying and other types of violence that occur in the workplace, including the topic about some hypotheses about frustration-aggression and justice.
This lecture begins by defining OHS, its epidemiology, functions, the different sources of occupational hazards-broadly and in details, as well as the principles of OHS management.
Risk of exposure infectious diseases if working in close contact with infected individuals or in areas where infected individuals live or visit. Exposure to chemicals in household cleaning products. Exposure to soiled linen. Working in awkward postures or performing repetitive tasks.
When people think of their dream job or the ideal job, they usually skip thinking of some fundamentals that an ideal workplace should have, which are as important as having the job you love. A safe working environment, worker rights, protection and promotion of worker’s health and well-being are some of these basics.
20150829 final construction industry blueprint for suicide preventionW. Barry Nixon, SPHR
Suicide is a real problem in the Construction industry. Learn more about the issue and how to help.
Men out-pace women four to one in suicide deaths
and white working-age men have the highest suicide
rates. However, among women, workers with the
highest suicide rates were in construction and
extraction (134.3 per 100,000).
• The construction industry is in the top nine
occupations at risk for suicide (BLS).
Maintaining a healthy office environment requires attention to chemical hazards, equipment and work station design, physical environment (temperature, humidity, light, noise, ventilation, and space), task design, psychological factors (personal interactions, work pace, job control) and sometimes, chemical or other environmental exposures.
A well-designed office allows each employee to work comfortably without needing to over-reach, sit or stand too long, or use awkward postures (correct ergonomic design). Sometimes, equipment or furniture changes are the best solution to allow employees to work comfortably. On other occasions, the equipment may be satisfactory but the task could be redesigned. For example, studies have shown that those working at computers have less discomfort with short, hourly breaks.
Situations in offices that can lead to injury or illness range from physical hazards (such as cords across walkways, leaving low drawers open, objects falling from overhead) to task-related (speed or repetition, duration, job control, etc.), environmental (chemical or biological sources) or design-related hazards (such as nonadjustable furniture or equipment). Job stress that results when the requirements of the job do not match the capabilities or resources of the worker may also result in illness.
What is Teaching; Why Teaching; Types of Teaching; Teaching Methods; Effective Teaching; How Best to Teach; How to Assess Teaching; What Teachers Can Do
ADOLESCENCE AND THEIR UNHAPPINESS; MORAL DEVELOPMENT; SELF ASSESSMENT ACTIVITY; MORAL AND CHARACTER DEVELOPMENT; RECOMMENDATIONS; WHAT CAN WE REALLY DO? TEN TIPS FOR PARENTS.
Stress Management; What Does Stress Do; How Can Stress Management Counseling Help; Coping with Stress; Stress Management Strategy (SMS); How Can Avoid Stress; Stress Management Techniques; Proven Tips for Stress Relief
Healthy Thinking; Automatic Thoughts and Cognitive; Distortions; You Are What You Think; Irrational Thoughts; Irrational Beliefs; Time Management; How to Manage Time; Tools for Time Management Counseling; Tips to Improve Time Management Skills; Benefits of Time Management; Stress and Time Management Myths
Problems with primary support group; Problems related to the social environment; DOMESTIC VIOLENCE; EMOTIONAL ABUSE; Verbal Abuse; PHYSICAL ABUSE; SEXUAL ABUSE
Genuineness; Listening; Unconditional positive regard; Believing the client; Cultural sensitivity; Showing the way; Honesty; Patience; Free expression; Knowledgeable; Being in control; Empathetic; Non-judgmental
Definition of counseling; Guidance and counseling; Why counseling; Who is a counselor; When is a counselor not ready to counsel; Who needs counseling; Ten steps to counseling; Counseling stages
■Counseling and Guidance Services
■Theories of Counseling.
Nature of Control in Organizations
The Purpose of Control
Types of Control
Steps in Control
Operations Control
Preliminary Control
Screening Control
Postaction Control
Financial Control
Budgetary Control
Other Tools of Financial Control
Structural Control
Bureaucratic Control
Clan Control
Strategic Control
Integrating Strategy and Control
International Strategic Control
Managing Control in Organizations
Characteristics of Effective Control
Resistance to Control
Overcoming Resistance to Control
The Nature of Leadership
The Meaning of Leadership
Leadership Versus Management
Power and Leadership
The Search for Leadership Traits
Leadership Behaviors
Michigan Studies
Ohio State Studies
Managerial Grid
Situational Approaches to Leadership
LPC Theory
Path-Goal Theory
Vroom’s Decision Tree
The Leader-Member Exchange
Related Perspectives on Leadership
Substitutes for Leadership
Charismatic Leadership
Transformational Leadership
Political Behavior in Organizations
Common Political Behaviors
Managing Political Behaviors
The Nature of Strategic Management
The Components of Strategy
Types of Strategic Alternatives
Strategy Formulation and Implementation
Using SWOT Analysis to Formulate Strategy
Evaluating Strengths
Evaluating Weaknesses
Evaluating Opportunities and Threats
Formulating Business-Level Strategies
Porter’s Generic Strategies
The Miles and Snow Topology
Product Life Cycle Strategies
Implementing Business-Level Strategies
Implementing Porter’s Generic Strategies
Implementing Miles and Snow’s Strategies
Formulating Corporate-Level Strategies
Single-Product Strategy
Related Diversification
Unrelated Diversification
Implementing Corporate-Level Strategies
Becoming a Diversified Firm
Managing Diversification
Summarize the function of decision making and the planning process.
Discuss the purpose of organizational goals, identify different kinds of goals, discuss who sets goals, and describe how to manage multiple goals.
Identify different kinds of organizational plans, note the time frames for planning, discuss who plans, and describe contingency planning.
Discuss how tactical plans are developed and executed.
Describe the basic types of operational plans used by organizations.
Identify the major barriers to goal setting and planning, how organizations overcome those barriers, and how to use goals to implement plans.
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http://sandymillin.wordpress.com/iateflwebinar2024
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1. Occupational Health Psychology (OHP)
Syed Md. Sajjad Kabir
Lecturer, Dept. of Psychology, CUSMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 1
2. Occupational Health and Safety
• Direct, immediate--killed or injured on the job.
• An effect over time--exposure to toxic substances.
• Can be indirect--job stress may increase use of alcohol.
• Some are the result of the physical environment; e.g.,
outdoor workers can be exposed to extremes in weather
or loud noises.
• Others may be nonphysical conditions, such as changes
in work schedules, night shift work, and heavy
workloads.
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 2
3. Accidents and Safety
Accidents are a major cause of death on and off the job.
Some occupations are more dangerous than others.
Organizations are interested in controlling accidents because of their
costs.
Both individual and organizational factors are associated with work
accidents.
Employee factors associated with accident rates include: alcohol and
drug use on the job; exposure to stressful life incidents; personality
characteristics; and job satisfaction.
Organizational factors associated with accidents range from low safety
climate; improper equipment design; low turnover and absence rates;
management commitment to safety; and degree of safety training.
Employees could be issued goggles, equipment could be redesigned, or
work rules could be changed.
Employees do not always cooperate by using safety equipment and
following safety rules.
Often the equipment is seen as inconvenient, uncomfortable, or
contrary to accepted practice in the work group (i.e., it wastes time; is
too much trouble; or reflects a lack of courage).
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 3
4. Physical Conditions Affecting Health and Safety
Physical work conditions tend to have direct physical effects.
Physical effects may be followed by psychological effects, especially
when illness or injury is serious.
•Infectious disease
Professions where the employee has a lot of contact with the public.
Professionals must deal with exposure to serious infectious diseases
such as hepatitis or AIDS.
Universal Precautions are a set of safety procedures that can reduce
exposure to infection.
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 4
5.
Loud noise
Very loud noises, such as explosions, can severely damage hearing,
sometimes permanently.
Loud noise occurs in many jobs, especially those with heavy equipment
or machinery--airports, mines, factories, etc.
Many countries have set legal levels of noise to which an employee can
be exposed, and laws have been passed requiring the use of hearing
protection by employees who work in noisy environments.
Noise is also associated with heart disease.
Repetitive actions
Some jobs involve making the same movements repeatedly all day--
such as typing at a computer.
Most well known is carpal tunnel syndrome, a wrist injury causing
pain, numbness, and weakness in the hands.
Repetitive strain injuries can be reduced with two strategies:
a. Proper design of tools and equipment can reduce strain on the body.
b. Frequent rest breaks can reduce strain.
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 5
6. Toxic substances
Difficult to determine if effects take years to develop and not everyone exposed
is affected.
Chemical plant employees, exterminators, and farmers can expect exposure.
Less obvious employees may be exposed, such as office workers exposed to
copy machine toner, etc.
Workplace Violence
Fatal assault
Fatal violence is most often the result of crime, and only 15% of fatalities are committed
by co-workers or former co-workers.
Taxi drivers, liquor store clerks, police officers, and gas station attendants have a more
significant risk of fatal assaults.
Nonfatal assault
Physical assault is a fairly common occupational hazard. May be assaulted by
co-workers, clients, the public, or animals.
Occupational hazards inherent in some jobs: e.g., those who work with
psychiatric patients, police officers, or convenience store clerks.
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 6
7. Work Schedules
Require eight hours work schedules each weekday is increasing.
Interest to I/O psychology are night shifts, long work shifts, and
flextime.
Night shifts
Organizations that run 24 hours typically have three shifts--day,
evening, and night shifts.
Major problem with night shifts: the typical sleep/waking cycle
is disturbed, and along with it the circadian rhythms of changes
in the body--such as temperature and hormone level changes.
Digestive system problems are also more frequent in night shift
workers.
Permanent night shift workers may be able to adjust.
Night work may also lead to social problems—isolation from
family and friends due to the fact that their sleep/wake schedule
differs from the norm.SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 7
9. Long shifts
Some employees (truck or bus drivers) can have very long days.
Some organizations now have a 4 day, 10-hour shift, or two 12 hour
shifts a day.
Important difficulty with long shifts is fatigue.
Many employees like long shifts since they commute less and have
more usable free time.
Study of long shifts in Australian bus drivers showed increased
sleep problems, alcohol and stimulant use, job dissatisfaction, and
poor health.
Flexible schedules
Employees choose some or all of own hours
Reduces absence
Sometimes increased productivity
Small increase in job satisfaction
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 9
10. Occupational Stress
Most jobs include stressful situations-- reprimands by supervisors, insufficient
time for a task, possibility of being fired or laid off, etc.
Job stressor is a condition or situation at work that requires an adaptive response
on the part of the employee.
Job strain is an aversive reaction by an employee to a stressor. Strains are
categorized into:
Psychological reactions: emotional responses such as anxiety or frustration.
Physical reactions: symptoms such as headaches or stomach upset, illnesses such
as cancer.
Behavioral reactions: responses such as substance use, smoking, or accidents.
A five-step model presents how job stressors may lead to job strains.
Step 1: Job stressor appears (objective condition or situation in the work
environment).
Step 2: Employee perceives the stressor.
Step 3: To proceed to job strain, employee must appraise the stressor as aversive or
threatening.
Step 4: Employee experiences short term (immediate) job strain.
Step 5: Employee experiences long term job strain.
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 10
12. Job Stressors
Role ambiguity: Uncertainty about what you should do
Role conflict: Incompatible demands
Workload: Too much to do or too difficult
Social Stressors: Stressors arising from interpersonal
contact
Interpersonal conflict
Mistreatment
Organizational politics: Self-serving behaviors and
favoritism
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 12
13. Control
Extent to which employees make decisions about work
Autonomy: Control over how, when, where work is
done
Relates to many strains
Job satisfaction
Organizational commitment
Health symptoms
Negative emotions
Absence
Machine pacing: Machine determines how fast one
works
Leads to strains
Anxiety
Health Symptoms
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 13
14. Demand/Control Model
Control buffers negative effects of stressors
Low control and high demand leads to strain
High control and high demand doesn’t lead to strain
Widely believed but research support inconclusive
Control in studies not linked to demands
Other variables might buffer stress
Self-efficacy
High self-efficacy buffered effects of demands
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 14
16. Work-Family Conflict (WFC)
Incompatible demands between work and family
Gallup poll found 34% of Americans experience WFC
Causes
Work hours
Inflexible work schedules
Negative affectivity
Effects
Absence and Lateness
Depression
Health Symptoms
Job dissatisfaction
Interventions
Flexible work schedules
On-site child care
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 16
17. Burnout
Distressed psychological state in response to occupational
stressors
Emotional exhaustion
Depersonalization
Reduced personal accomplishment
Effects
Absence
Fatigue
Low motivation
Poor performance
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 17