Session 11

Ensuring Health and Safety in the

Workplace
The past
In the past, it was assumed that the worker
accepted all the customary risks associated with
his/her occupation.
In other wards, workers were expected to protect
themselves!
BUT attitudes of employees were parallel to
those of employers eg scars were shown off
as budges of honor!!
It was assumed that accidents occurred due to
workers carelessness or failure to protect self!!!
New approach
Now ideal approach is recognized to be shared
responsibility model where by best results come
out of cooperation btn employer and employees.
- Mngt committed to safety
- Employees are informed
- Consultation is ongoing
- Trusting relationship
- Decision making is participatory.
The challenge is that even today, most effort is
directed at after the fact compensation rather
than prevention of accidents in the work!!

Health Hazards
There are various health hazards but these
can be combined as follows:
Physical agents- such as noise, temperature and
radiation.
Biological agents such as bacteria, insects and
viruses (remember the death of health workers by ebola)
Chemical agents such as toxic substances
Ergonomically related injuries caused by
work environment/position sitting arrangement etc
Younger workers and workplace safety
Younger workers tend to be more prone
and less knowledgeable about their rights
and responsibilities eg look at boda-boda riders and
the rates of accidents among them!! but also drivers of other
machines or even motor cars. think carefully before you give an
ambulance to a 20 year old- even if they may all other qualifications


Responsibility for health and safety
Employers are legally required by the Occupational
safety and Health Act to ensure a safe and healthy
work environment BUT these must be seen as just the
minimum requirements. Otherwise the major purpose is
to prevent injuries from happening
Orientation programmes should include safety issues
Top management should make safety concerns part of
the organisations culture and strategy.
Supervisors are also responsible and must become
proficient in managing safety in the workplace.

Employees are responsible for working safely!!

Safety training is also essential!
The Ugandan Occupational Sefety
and Health Act (2006)
Gives workers a right to a clean and healthy
environment
Empowers Parliament to enact laws to provide
for the rights of persons to work under
satisfactory, safe and healthy conditions.
Over all purpose of act is- of safe guarding
safety and health of all workers in all work
places in Uganda
The act operationalises relevant articles in the
constitution (34(4), 39, 40 (1) )
The Act..
Spells out steps to be taken before
operating a work place of all sorts
Spells out duties and obligations of both
employers and employees in ensuring
safety and health for all at work places.
Stresses measures and methods that
should be put in place to ensure safety
and health at work.
Implications for HRM
The Human resource managers have the
responsibility to ensure that all safety and
health rules are consistently followed!! (put
sharps in the right places, do not handle blood with bare hands etc- floor
must be such that people do not easily fall ) This is your
responsibility as managers or else you
are responsible for the accidents which may
follow!!
Safety and health audits may help in
identifying gaps
Productivity should not be put above safety!
Factors that influence a safety
climate
Management commitment to safety (managers
must walk the talk)
Proper human resource management
practices
Safety systems
Supervisors support for safety
Work pressure to much pressure?
Risks (the lab, incinerator, etc)
Boundary management (quality of communication
among stakeholders)
Workplace stress
Workplace stress is- the harmful physical
and emotional responses that can happen
when there is a conflict btn job demands
of the employee and the amount of
control the employee has over meeting
those demands.
High levels of stress are associated with
poor job performance BUT eustress is
associated with optimum productivity!
Generalized stress response
Increased BP
Increased metabolism
Decrease in protein synthesis
Decrease in immune system
Decrease in allergic response system
Localized inflammation
Faster blood clotting
Increase in blood sugar production
Increase in stomach acids
Note that stress may lead to many diseases
including diabetes and hypertension, ulcers etc
Some causes of workplace stress
include.
Work load, work-pace, autonomy, hours of work,
shifts, variety, meaningfulness of work, physical
environment and isolation
Role conflict/role ambiguity and level of
responsibility
Career development- under or over promotion,
job insecurity etc
Relationships at work
Management style .
Change of any type..
BURNOUT
A condition of emotional and sometimes
physical exhaustion that results from
substantial and prolonged stress
The role of HRD is to prevent burnout or distress
by training managers/supervisors to recognize
stress and rearrange, redesign work deal
with conflicts etc
Recognize that treatment may be required by
some employees.
Actions to reduce stress
Ensure that an employees workload is
compatible with the employees capability
Design jobs to provide meaningful opportunities
Clearly define employee roles and
responsibilities
Provide employees with opportunity to
participate in decision making
Improve communication
Develop appropriate work schedules
Train managers and employees to be sensitive
to symptoms of stress
Establish a stress management policy

HIV/AIDS in the workplace
It is a breach of human rights to discriminate
against people with HIV/AIDS. And programmes
against discrimination should be in place such
programmes should include:
A policy regarding HIV-infected employees
Mandatory training for managers/supervisors
on HIV/AIDS facts
Education programme for all employees
Provision of conselling and support services