1 CHAPTER TWO: LITERATURE REVIEW 1.1 Introduction Considering the background of the study, it is apparent that workplace accidents are frequent in all the industries. These accidents result in severe consequences for the employees and the corporations as well. This chapter highlights all the previous studies that discuss the prevention of accidents in the workplace, the cause of these accidents and the benefits of reduced accident for organisations. 1.2 Practices of Avoiding Accidents The uncertainty
One of the Occupational Safety and Health Administration (OSHA) main concerns is the topic of workplace violence. It is a very important topic that should be in every organization’s written policy for their employees to read and understand. The article “Workplace Violence: Awareness, prevention and response” written by Mary D. Bruce, PhD and William A. Nowlin, PhD study workplace violence and the effects of properly written policies in organization. This summarization will review the article and
fluids or tissues (for example, urine, blood, hair, breath) from job applicants and employees and conducting laboratory analyses to detect the presence of certain drugs, including alcohol, and their metabolites, (Hanson,1993). Drug testing in the workplace policy differs from organization to organization. Employers have their own requirements as far as implementing drug testing policies in organizations. Most employers implement such policies in order to maintain a drug-free work environment. It is
answers two questions to get a better understanding of the term due diligence. It will describe the term due diligence came from and from what case. The report also examines an industrial fatality in Alberta and tries to identify what happened and makes recommendations on due diligence for the case study Where did the term “due diligence” come from, what case “In the late 1970s, the due diligence defense was made available to a new category of regulatory offences, known as strict liability offences
The case study being addressed takes place at Acme Medical Center. The issue at hand is lack of civility in the healthcare setting. An IV therapist was administering care to a patient who was comatose. She treated and spoke to the patient as she does with everyone. The therapist made sure to knock before entering, introduce herself, ensure she was caring for the correct person, and gave detail regarding what she was about to do. While providing care the Chief Resident and his students walked in.
Risk to whom, is desire output while considering health and safety. Risk to what in health and safety is actually risk to whom. People who are concerned with the formation of subject of risk assessment are of significant importance for defining its scope. This may be employees or group of them, typical contractor, public members. Target population is to be considered in risk assessment. It is the population, having chances of being exposed to the risk. Target population is always defined in many
with human capitals including but not limited to recruitment, hiring, compensation, training, performance management, safety, wellness, benefits, employee motivation, organization development, communication, and administration. Moreover, human resource management is known to be a comprehensive and strategic approach in managing human capital, the culture and climate of the workplace as well as its environment. Human resource management that are effective will likely enable the employees to contribute
Lateral Violence Ayva Rodriguez Felician College Lateral Violence Violence in the workplace is defined by the National Institute for Occupational Safety and Health (NIOSH) as an act of violence whether it is a physical assault or a threat directed towards the coworker (Longton, 2014). Lateral violence can be verbal or nonverbal act of conflict towards the coworker to purposefully demean, diminish the victim’s stature, or humiliate them that might result in social exclusion and can lead to the
Attention has been given to the study of organizational communication in organizational behaviour research as a result of the significance of this variable to organizational effectiveness. For instance, it has been found that effective communication improves job satisfaction (Holtzhausen
their owners give them their pay and bonuses. If a company doesn’t give their workers bonuses or if they don’t give their pay or salary on time, workers would feel demotivated and they wouldn’t want to work in that company again. An example from the case study of SAS Institute is that employees pay and bonuses are based on their performance. This means that if they perform well in the company, they would probably get a higher pay and more bonuses and so, if an employee is working really hard, the company