|Date published:||19 Sep 2018|
In a workplace, there are many types of hazard that may cause harm or adverse effects. These hazards include chemical, psychosocial, physical, and ergonomic among others. Health Canada coordinates the workplace Hazard Materials Information Systems. Health Canada also monitors the workplace radiation exposure as a measure of contribution to the occupational health and safety (OHS) issues in the country. Other measures to ensure the safety of employees at the workplace include the provision of resources on specific hazards and their control through risk assessment, identification, and inspection in order to keep the workplaces safe and healthy. Also, Labor legislation is a key factor under the jurisdiction of Canada’s provinces and territories. According to Nelson article “Essentials of Managing Human Resources” human resource management is more than just, training, paying or hiring people, it involves process, programs, practices, and systems in an organization that emphases on the effective deployment and development of its employees. The following is a summary of the article.
In order to ensure health and safety at the workplace several key factors are needed, these factors include the creation of a culture of a safe and healthy working environment by the management. This environment ensures a sense of well-being demonstrated through actions and behaviors of the employees; the other factor is the definition, analyzing and designation of the work whereby everyone understands what they have to do, when and in what order by the working groups or teams; planning, recruiting and selecting the right workforce with the right skills in the organization; training, orienting and developing the employees to assist them in performing better with the right equipment’s will also ensure safety; the managers ought to manage the employees in such a manner that the organizations’ goals are met and in time; the other factor is the rewarding and recognition of the exemplary employees; the employees relationship with supervisors, managers or other representatives should be positive and constructive to prevent Posttraumatic stress disorder among the employees and to ensure that the employees feel satisfied in their working areas (Nelson, 5).
Line managers directly interact with the employees hence their contribution to the organization is vital. Professional HRs should ensure that they guide the supervisors or the line managers with the necessary skills to run their jobs. They will assist the supervisors to develop steps to improve the performance of the employees hence ensuring safety, healthy and understanding among the employees (Nelson, 7). The Canadian economy largely depends on the exports ranging from mining to forestry. Canadian companies attribute their success in the global marketplace to the employees. Investing in the people is a key factor for any organization to succeed: the investments include specialized training and pieces of equipment to the staff who in turn provide exceptional services to the clients (Nelson, 10). This ensures safety and healthy working conditions for the employees. In this 21st century, the world is focusing on a healthy planet and sustainable economic growth through advancements of technology. With these changes in the world, the organizations should focus on the use of clean energy to ensure safety and a healthy globe (Nelson, 17).
Many studies have demonstrated that organizations that focus on the health and safety of the employees prevent Posttraumatic stress disorder (PTSD) among the employees and hence demonstrate higher profitability, and overall they demonstrate stronger organizational performance (Nelson, 221). Employees’ capabilities are improved through determination of their talent and improving their skills through training. Transparency, focus and understanding the companies, and the employee’s interests increase the organization profitability too (Nelson, 313). Moreover, Organizations that are supportive to the elderly and family of the employees through parental leaves, job sharing, part-time work, day-care, flexible work schedule increase the productivity and increases the talent pool in addition to promoting healthy and safe working environment to the employees (Nelson, 25).
According to Diane, et al., the total amount of economic and society costs on the psychological injury and mental illness in the workplaces is staggering. These costs are a result of unchecked working conditions of the employees or the organizational negligence on its employees (Diane, et al. 42). The organizations or the employers, the government and other stakeholders, have been looking for strategic solutions for this problem for many years. This Diane, et al., study on “employer’s perceptions and attitudes toward the Canadian national standard on psychological health and safety in the workplace” uncovers the organizational approachability to a deliberate inclusive standard for dealing with psychological health and safety in the workplace. The study was inclusive, and it involved people from different workplaces including construction, healthcare, health promotion, occupational health, manufacturing industries among others.
Psychological health and safety are a key factor if any organization is to be successful in its performance and profitability (Diane, et al., 45). There is a need for the implementation strategies and simplified engagement of the standards that can be tailored to the distinction between sizes and types of industries (Diane, et al., 46). Some organization needs to work towards the safety, health and mental health such as PTSD more than other fields. However, according to Diane, et al., 47 organizations that mostly require enlightening psychological health and safety may be the least receptive.
Health, safety and Posttraumatic stress disorder (PTSD) a mental condition caused by experiencing serious injuries, or violence or even witnessing death are common in some workplaces. The organizations should work towards developing anti-stigma awareness and PTSD training to educate the supervisors and the staff on the risks involved. The ministry of labor requires organizations to submit their PTSD Prevention Plans at times. This move is helpful to the employees who at times have to work under very risky conditions. Some provinces such as Alberta are putting new rules in place to investigate and prevent deaths and serious injuries in the workplaces. This move includes the signing of memorandums between the labor ministry and the police services. Criminal charges or charges for workplace violations are warranted to ensure the safety of the workers while they are performing their duties. Awareness of the health, safety, and prevalence of the mental health in the workplace is rapidly growing in the country. However, legislation, enforcement, practices, and policies have lagged behind despite their efforts. Inadequate efforts to curb this problem is a health and safety hazard hence all employers and legislation should strive to mitigate and ultimately aim to eliminate all forms or hazards in the workplaces. Workers have the right to work in an environment that is healthy, safe and free from all possible causes of Posttraumatic stress disorder (PTSD).