Professional Documents
Culture Documents
TECHNOLOGY
MAY SEMESTER 2015
EMSH 5104
SAFETY,HEALTH AND
ENVIRONMENTAL
MANAGEMENT
PREPARED BY
: N RAMALOO A/L
R NOOAYAH
MATRICULATION NO
: CGS00835317
IDENTIFICATION CARD : 670527-10-6091
TELEPHONE NO
: 019-4548569
E-MAIL
:
marjism@yahoo.com
LEARNING CENTRE
: KUALA LUMPUR
Contents
Page
TASK I
1.1.0
2.1.0
3.0.0
4.0.0
5.0.0
Introduction
1.1.0
General
1.2.0
Problem Statement
Literature Review
2.1.0
General
2.2.0
Definitions of Stress
2.3.0
2.4.0
Sources of Stress
A)
3.1.0
3.2.0
B)
4.1.0
4.2.0
C)
6.0.0
Conclusion
Reference
Contents
Page
TASK II
1.0.0 Introduction
1.1.0 General
1.2.0 Problem Statements
2.0.0
3.0.0
Conclusion
HIRARC Form
Reference
TASK I
1.1.0 INTRODUCTION
1.2.0
General
Safety, health and environment are becoming more important subjects in Malaysia
industries. The movement of those subjects have developed steadily and the working
conditions for employees today have improved significantly.
Recently, the government has taken significant steps by establishing a few
government agencies to improve the safety and health at the workplaces. Those
government agencies have introduced safety programs for all industries in this
country and one of the most important elements in safety programs is safety training.
1.3.0
Problem Statement
The problem statement of this assignment is to find out whether OSH training can
contribute to the reduction of injury and illness at the workplace. The aim of this task
is to elaborate my opinion on how the stress management and stress control in work
place could affect the employer and employee. We will also look at how OSH practice
in work place could contribute towards the reduction of accident that can cause injury
and illness at the workplace.
2.0.0
LITERATURE REVIEW
2.1.0
General
This literature review will outline the theoretical framework to understand the
background of the stress management in OSH and define the important elements in
the process of overcoming through OSH methods of practise. Work-related stress is a
pattern of physiological, emotional, cognitive and behavioural reactions to some
extremely taxing aspects of work content, work organization and work environment.
2.2.0
Definitions
Stress means the reaction of the human body towards external stimuli (David
L.Goetsch). The word stress is defined by the Oxford Dictionary as a State of affair
involving demand on physical or mental energy.
HSE's formal definition of work related stress is:
2.3.0
Description of Stress
Job stress is a chronic disease caused by conditions in the workplace that negatively
affect an individuals performance or overall well-being of his body and mind. In
some cases, job stress can be disabling. In chronic cases, a psychiatric consultation is
usually required to validate the reason and degree of work related stress.
Work related stress develops because a person is unable to cope with the demands
being placed on them. Stress, including work related stress, can be a significant cause
of illness and is known to be linked with high levels of sickness absence, staff
turnover and other issues such as more errors.
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There is a difference between pressure and stress. Pressure can be positive and a
motivating factor, and is often essential in a job. It can help us achieve our goals and
perform better. Stress occurs when this pressure becomes excessive. Stress is a natural
reaction to too much pressure.
A person experiences stress when they perceive that the demands of their work are
greater than their ability to cope. Coping means balancing the demands and pressures
placed on you (i.e. the job requirements) with your skills and knowledge (i.e. your
capabilities). For example, if you give a member of your team a tight deadline on a
project they feel they have neither the skills nor ability to do well, they may begin to
feel undue pressure which could result in work related stress.
Stress can also resulted due to from having too few demands, as people will become
bored, feel undervalued and lack recognition. If they feel they have little or no say
over the work they do or how they do it, this may cause them stress.
Stress affects people in different ways and what one person finds stressful can be
normal to another. With each new situation a person will decide what the challenge is
and whether they have the resources to cope. If they decide they don't have the
resources, they will begin to feel stressed. How they appraise the situation will depend
on various factors, including:
i)
ii)
iii)
their personality;
iv)
v)
vi)
vii)
their ethnicity, gender, age or disability; and other demands both in and outside
work.
2.4.0
Sources of Stress
Some of the most common sources of job-related stress include:
Environmental Stress - Some stress that people experience in the workplace is
related to the physical environment in which they work. This type of stress can be
associated with workplace safety issues, the configuration of one's work area, the type
of furniture or equipment that must be used in order to perform job functions, and
other variables.
Uncertainty - People who aren't sure where they stand in their jobs often experience
a high degree of work stress. This issue can be tied to fear of job loss, hoping for
recognition or a promotion, a lack of feedback on one's performance, or other issues.
People Issues - A great deal of workplace stress is related to people problems, such as
coping with difficult co-workers, dealing with a negative or uncommunicative
supervisor, peer pressure, and more.
Performance Pressure- Feeling pressure to produce a certain quality or quantity of
work can be a workplace stressor. This can be tied to sales or production quotas,
manufacturing standards, impending deadlines, and other factors.
Task Complexity relates to different demands on job scope from the employee.
Job Security it involves the risk of unemployment.
Feeling of responsibility involves family commitment.
Control the freedom in managing their workload.
3.0.0
A)
This is a case study on ABC Civil Engineering firm. The case study revolved around
ABC civil engineering firm. The firm has recently made significant cut in staff and
the work load on existing employees has increased considerably as a result. The two
main
characters of the case study were Mr.Ali Managing Director of ABC Engineering &
Ms.Siti Civil Engineer. In the case, Siti is under lot of stress as she is overburdened
with the work and has to meet a deadline. She is also not able to pay attention to her
family as a result of too much work. To add to it the internal environment of ABC
engineering was far from normal, annual raises and bonuses were deferred. Apart
from Ms.Siti, the other one who was under lot of mental stress was Mr.Ali as he was
the one who had to make the staff cuts, termination discussions and try to keep the
business profitable. He had never faced such a situation in his life before. He was
facing challenges on both personal and professional front.
3.1.0
Normal working hours like any other employers working hours like
9am to 5pm. But what has happened at her workplace is very much
different where she needs to work long hours.
3.1.2
3.1.3
3.1.4
She expects the company will grow and increase the size of
manpower and this would help her career advancement too. What has
actually happened is that the employer has slashed about 35% of their
workforce.
3.1.5
She was expecting to have lesser work load as when they have
enough or more staffs to do the workload. What actually happened
was, she has to do more workload and cover many others task too as
she is one of the senior and experienced staff and also because less
staffs.
3.1.6
She was expecting to work according to her passion and liking. But
now, she has to do or complete tasks which she normally dont enjoy
doing as there is less people to do the tasks.
3.1.7
She was expecting a good annual pay rise and bonuses which will
motivate and give her enthusiasm. What has happened really
disappoint her as all pay rise and bonuses were deferred.
3.1.8
She was also expecting her employer to send her for some
professional development conference and training. This could help
her increasing her knowledge and help her in advancing in her career.
She was also expecting her company to upgrade her computer system
and update the software for enhancing her working performance.
What has happened has really disappointed her when her employer
has indefinitely put hold on all training and upgrading equipment
indefinitely.
3.1.9
She was expecting a good working climate in her workplace but what
actually happened was, it went from poor to non-existent.
3.2.0
3.2.2
3.2.3
3.2.4
He was very keen to assist, nurture and build new blood in his
workforce in order to train them to develop them and his company
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.But what happened was, he has much less time with his technical
guys and has to spend more time in administrative work.
3.2.5
He was keen to have good control of his work and be proud of his
achievement in one company from start of career and to end his career
too. But, now he has the feeling of retiring since he do not feel like
having the control of his job.
3.2.6
He was very concern about building his staffs knowledge and very
passionate about their wellbeing of his staffs and vendors but now he
has to put up with his staffs on their worries , giving consoling words
and need to convince their vendors for more terms and etc.
4.0.0
B)
"Workplace stress" then is the harmful physical and emotional responses that can
happen when there is a conflict between job demands on the employee and the
amount of control an employee has over meeting these demands. In general, the
combination of high demands in a job and a low amount of control over the situation
can lead to stress. Stress in the workplace can have many origins or come from one
single event. It can impact on both employees and employers alike. As stated by the
Canadian Mental Health Association:
When in a state of stress, one often feels tense, concerned, less vigilant and less
efficient
in performing tasks. Fear of job redundancy, layoffs due to an uncertain economy,
increased demands for overtime due to staff cutbacks act as negative stressors.
Employees who start to feel the "pressure to perform" can get caught in a downward
spiral of increasing effort to meet rising expectations with no increase in job
satisfaction. The relentless requirement to work at optimum performance takes its toll
in job dissatisfaction, employee turnover, reduced efficiency, illness and even death.
Absenteeism, illness, alcoholism, "petty internal politics", bad or snap decisions,
indifference and apathy, lack of motivation or creativity are all by-products of an over
stressed workplace.
4.1.0
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4.1.1
She had high stress because increased job insecurity and less benefits.
4.1.2
She was sad because could not attend her sons school concert.
4.1.3
She had role ambiguity as she had many roles to do now than
previous.
4.1.4
4.1.5
4.1.6
4.1.7
4.1.8
4.1.9
4.2.2
4.2.3
4.2.4
4.2.5
4.2.6
4.2.7
4.2.8
4.2.9
C)
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Improve communication
5.1.1
jobs
and futures.
5.1.2
5.1.3
Make communication friendly and efficient with employee, not meanspirited or petty.
5.1.4
5.2.0
5.1.5
5.1.6
5.2.2
5.2.3
5.2.4
5.2.5
5.2.6
13
5.3.0
5.3.2
5.3.3
5.3.4
5.3.5
5.3.6
5.3.7
5.3.8
tender
documents which can be done from home too.
The advantage of this approach is that it deals directly with the causes of stress in the work
environment, and may have a positive effect on the total workforce of a company.
The organisation should provide their employees with timely information to enable them to
understand the reasons for proposed changes. The company also should ensure adequate
employee consultation on changes and provides opportunities for employees to influence
proposals. This will make employees aware of the probable impact of any changes to their
jobs. If necessary, employees are given training to support any changes in their jobs and the
employees are aware of timetables for changes. The employees must be given access to
relevant support during changes.
6.0.0
Conclusion
In the present scenario human resource management had got very much importance
for any organization employees is the key holders who do the work for the industry
with great responsibility. So the top management has to look after the stress
management activities for the employees. The study reveals that most of the
employees in the organization are not feeling stress in reaching their objectives. Very
few are feeling stress, nervousness to meet the organization expectations .Narrow
deadlines are the most stressful aspects in this organization. The management is
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providing excellent stress free techniques for the improvement of the employee
behaviour towards the attainment of the organizations objectives.
Reference
1. Aleo, N. D., Stebbins, P., Lees, D., Ham, D., Lowe, R., Thatcher, S., Gridley, D.
(2007). Managing Workplace Stress: Psychosocial Hazard Risk Profiles in Public and
Private Sector Australia Managing Workplace Stress: Psychosocial Hazard Risk
Profiles in Public and Private Sector Australia.
2. Bickford, M. (2005). Stress in the Workplace: A General Overview of the Causes, the
Effects, and the Solutions. Canadian Mental Health Association Newfoundland and
Labrador Division, (August), 144.
3. Gaumer, C. J., Shah, A. J., & Ashley-Cotleur, C. (2005). Enhancing Organizational
Competitiveness: Causes and Effects of Stress on Women. Journal of Workplace
Behavioral Health, 21(2), 3143. doi:10.1300/J490v21n02
4. Howard, D. (2003). Managing workplace stress. doi:10.1016/S0965-2302(02)00122-4
5. Karimi, R., & Alipour, F. (2011). Reduce Job stress in Organizations: Role of Locus
of Control. International Journal of Business & Social Science, 2(18), 232239.
Retrieved
from
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TASK II
16
1.1.0 INTRODUCTION
1.2.0
General
In Malaysia, the Construction Industry Contributes significantly to the economy, and
yet construction activities are extremely dangerous, highly risky and hazardous to all
workers. To cope with those alarming issues, the Malaysian government through
DOSH has given the commitment and attention to implement the objective of
achieving zero accident at workplace. Hazard Identification, risk assessment and risk
control (HIRARC) has been established to manage safety and reducing accidents on
construction projects.
1.3.0
Problem Statements
The problem statement for this assignment is to conduct a complete HIRARC study
based on the Guidelines for Hazard, Identification, Risk Assessment and Risk Control
(HIRARC) published by the DOSH (2008). The assignment will include.
17
The identification of one facility / work area / project area which is related to
my workplace / working environment.
2.0.0
3.0.0
4.0.0
18
must follow the recommended measures; to make sloping or benching on the sides of
the excavation using plunks, and/or to support the side of the excavation and/or to use
excavator machinery for this work.
Among the hazards found in the study, the employees must take immediate action to
control the hazards of high risk level. The person-in-charge will make the inspection
and recoding for the action taken to control the risks. In this study, there are two types
of hazards with high risk level; they are cave-ins during excavation and object fall
during steel rebar reinforcement.
For hazards with medium level of risks; the employees must control the risks by
implementing the control measures recommended in the register. The person-incharge is responsible to control the risks at workplace.
For low level risks; the person-in-charge will monitor the situation at workplace, he
may require the workers to follow the recommended control measures.
The person-in-charge and the risk register or HIRARC form are important in
controlling the safety risks because the low level risk can become high level risk if
there is no appropriate action taken to control the risk.
5.0.0
Sharp object hazard during steel rebar reinforcement and removing formwork
19
Those hazards can be classified into two types. Cave-ins, land slide, uneven floor,
sharp object and object fall hazards are included in work environment. Heavy load is
included in manual handling.
6.0.0
CONCLUSION
This study has elaborated the integrated safety management plan. The plan is
necessary to maintain a safe workplace through the identification of safety hazards
and the development of hazard controls. The safety matters should continually be
monitored and update as the workplace conditions change.
HIRARC FORM
Company:
Process / Location:
Conducted By:
Approved By:
Date: (fromto )
(Name, designation)
(Site Manager)
(Name, designation)
Date:
Review Date
1. Hazard Identification
No.
Work Activity
Excavation
Hazard
Cave-ins
2. Risk Analysis
Which can cause
Existing
Risk
/ effect
Bury / fatal
Excavation
of
Likelihood
Severity
Risk
C
4
20 (High)
20
Land Slide
Warning signs
12
( Medium)
21
1. Hazard Identification
No.
Work Activity
Formwork
Pour
Hazard
Heavy load
Lean
Heavy load
Concrete
Steel
rebar
2. Risk Analysis
Which can cause
Existing
/ effect
Manual
Pain
Procedure
Manual
Pain
Procedure
Uneven
Fall
floor
broken leg
Heavy load
Muscular
reinforcement
Sharp
of
person
Risk
Lifting
Likelihood
Severity
Risk
C
2
4 (Low)
Lifting
3 (Low)
shoes,
3 (Low)
Safety
Manual
Housekeeping
strain
Lifting
6 (Medium)
Back Pain
Procedure
3 (Low)
Safety
16 ( High)
object
Object fall
helmet,
housekeeping
Pour concrete
Heavy Load
Muscular
strain
Work Activity
Removing
Lifting
3 (Low)
shoes,
3 (Low)
Back pain
procedure
Uneven
Safety
floor
leg
housekeeping
1. Hazard Identification
No.
Manual
Hazard
Heavy load
Formwork
Sharp
2. Risk Analysis
Which can cause
Existing
/ effect
Manual
Pain
Procedure
Safety
object
Risk
Lifting
Likelihood
Severity
Risk
C
2
4 (Low)
shoes,
4 (Low)
housekeeping
Back filling
Heavy load
Muscular
strain
22
Manual
Lifting
3 (Low)
Back Pain
Procedure
23
REFERENCE
1. Department of Occupational Safety and Health (2008), ministry of Human
Resources, Guidelines for Hazard Identification, Risk Assessment and Risk
Control. (HIRARC).
2. David Goetsch (2014), Occupational Safety and Health for Technologists,
engineers and manager, ( 7th edition), Pearson.
3. National Institute for Occupational Safety and Health (NIOSH) USA, (1985),
Occupational Safety and Health Guidance manual for Hazardous waste Site
Activities.
4. Guide to Development Your Workplace Injury and Illness Prevention Program with
Checklists for Self-Inspection, Department of Industrial Relation, California
http://www.dir.ca.gov/dosh/dosh_publications/iipp.html
24