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Learning Outcomes
After studying this chapter, the students should be able to :
• Describe what management can do to create a safe work
environment
• Identify the measure that should be taken to control and
eliminate health hazards
Bina Nusantara University
3
Nature & Role of Safety and Health
• Safety involves protecting employees from injuries
caused by work-related accidents
• Health refers to employees’ freedom from physical or
emotional illness
• Both safety or health problem can seriously affect a
worker’s productivity and quality of worklife
Bina Nusantara University
4
Enforcing OSHA Standards
• Workplace inspections
• Citations and penalties
• On-site consultations
• Voluntary protection programs
• Training and education
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Hazardous Materials Regulation
• Right-to-Know Laws
 Laws that require employers to advise employees
about the hazardous chemicals they handle.
• Hazard Communication Standard (HCS)
 OSHA-published hazardous chemical regulations
known as the HCS prescribes a system for
communicating data on health risks of handling
certain materials.
• Material Safety Data Sheets (MSDSs)
 Documents that contain vital information about
hazardous substances.
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Creating a Culture of Safety
• Promoting Safety Awareness
 The Key Role of the Supervisor

Communicating the need to work safely.
 Proactive Safety Training Program

First aid, defensive driving, accident
prevention techniques, hazardous
materials, and emergency procedures.
 Information Technology and Safety
Awareness and Training



Enhanced delivery modes
Customization of training needs
Regulatory instruction
– OSHA’s Web-based eTools
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Creating a Culture of Safety (cont’d)
• Typical Safety Rules
 Using proper safety devices
 Using proper work procedures
 Following good housekeeping practices
 Complying with accident- and injury-reporting
procedures
 Wearing required safety clothing and equipment
 Avoiding carelessness and horseplay
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Health Hazards and Issues
Chemical
Hazards
Ergonomics
Computer
Workstations
Smoking and
Tobacco Smoke
AIDS
Cumulative Trauma
Disorders
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Creating a Healthy Work Environment
• Recognizing and Controlling Health Hazards
Related to Hazardous Materials and Processes
 Use substitutes for hazardous materials.
 Alter hazardous processes and engineering controls.
 Enclose or isolate hazardous processes.
 Issue clothing to protect against hazards.
 Improve ventilation.
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Creating a Healthy Work Environment (cont’d)
• Problems with Video Display Terminals (VDT)
 Visual difficulties, muscular aches and pains, and
job stress
 Solutions:

Place the screen four to nine inches below eye level.

Keep the monitor directly in front of you.

Sit in an adjustable-height chair and use a copyholder that
attaches to both the desk and the monitor.

Use shades or blinds to reduce the computer-screen glare
created by window lighting.

Elbows close to body and supported.

Wrist and hands in-line with forearms.
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Creating a Healthy Work Environment (cont’d)
• Cumulative Trauma Disorders (Repetitive Motion
Injuries)
 Injuries involving tendons of the fingers, hands, and
arms that become inflamed from repeated stresses
and strains resulting from jobs requiring repetitive
motion of the fingers, hands, or arms.
 Injuries lower employee productivity, increase
employer health costs, and incur workers’
compensation payments.
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Workplace Violence
• Reducing Violence in the Workplace
 Management commitment to and employee
involvement in preventing acts of violence
 Analyzing the workplace to uncover areas of
potential violence
 Preventing and controlling violence by designing
safe workplaces and work practices
 Providing violence prevention training throughout
the organization
 Evaluating violence program effectiveness
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Violence Indicators: Know the Warning Signs
Most people leave a trail of indicators before they become violent. Similarly, disgruntled
former employees who commit acts of violence leave warning signs of their intent before
and after termination. The following behaviors should be taken seriously when assessing
situations of potential violence:
•
•
•
•
•
•
•
•
•
•
•
•
•
Direct or veiled threatening statements
Recent performance declines, including concentration problems and excessive excuses
Prominent mood or behavior changes; despondence
Preoccupation with guns, knives, or other weapons
Deliberate destruction of workplace equipment; sabotage
Fascination with stories of violence
Reckless or antisocial behavior; evidence of prior assaultive behavior
Aggressive behavior or intimidating statements
Written messages of violent intent; exaggerated perceptions of injustice
Serious stress in personal life
Obsessive desire to harm a specific group or person
Violence against a family member
Substance abuse
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Building Better Health
Alternative
Approaches
Wellness Programs
Health Services
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Focus on Nutrition
Employee Assistance Programs
Alcoholism
Depression
Abuse of Illegal
Drugs
Personal
Crises
Abuse of
Legal Drugs
© 2010 South-Western, a part of Cengage Learning. All rights reserved
What Is Stress?
• Stress
 Any adjustive demand caused by physical, mental,
or emotional factors that requires coping behavior.
• Eustress
 Positive stress that accompanies achievement and
exhilaration.
• Distress
 Harmful stress characterized by a loss of feelings of
security and adequacy.
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Job-Related Stress
• Sources of Job-Related Stress
 High demand
 High effort
 Low control
 Low reward
• Burnout
 Most severe stage of distress, manifesting itself in
depression, frustration, and loss of productivity.
© 2010 South-Western, a part of Cengage Learning. All rights reserved