Cutting down unhealthy work organization conditions - Narocki (Claudia)

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Information about Cutting down unhealthy work organization conditions - Narocki (Claudia)
Business & Mgmt

Published on December 5, 2008

Author: Anact

Source: slideshare.net

Cutting down unhealthy work organization conditions Claudia Narocki- ISTAS Workshop 1 How to improve occupational health and well being in a service economy

Occupational health and workers’ well being – trends: will we be going backwards rather than forwards as we move from a manufacturing to a service economy ? Do we need different tools to deal with workers’ h&S problems in service economy?

will we be going backwards rather than forwards as we move from a manufacturing to a service economy ?

Do we need different tools to deal with workers’ h&S problems in service economy?

Context: uncertainties Global economy put pressure on working conditions : • Increased competition ; downsizing, externalization, smaller companies, etc. Segmentation of workforce (by age, gender, inmigrants): weakening of workplace participation Job insecurity Family-work conflict Commuting and transportation difficulties Etc. increase in low-wages jobs, high turnover, shift and night work, etc.

Global economy put pressure on working conditions : • Increased competition ; downsizing, externalization, smaller companies, etc.

Segmentation of workforce (by age, gender, inmigrants): weakening of workplace participation

Job insecurity

Family-work conflict

Commuting and transportation difficulties

Etc.

increase in low-wages jobs, high turnover, shift and night work, etc.

“ The Six Golden Nuggets ” for good work ( Tage S. Kristensen ) + Influence / control on how to do work, when to rest, with whom , etc) + Social support / practical and emotional from colleagues and supervisors + Predictability / relevant information about changes and future situations + Meaning / aim of work, social pourpose = Rewards / adequacy of recognition, apreciation, promotion, salary = Demands / quantitative, emotional and social adequacy

+ Influence / control on how to do work, when to rest, with whom , etc)

+ Social support / practical and emotional from colleagues and supervisors

+ Predictability / relevant information about changes and future situations

+ Meaning / aim of work, social pourpose

= Rewards / adequacy of recognition, apreciation, promotion, salary

= Demands / quantitative, emotional and social adequacy

Service economy Diverse management practices in service economy high “ Professional” low “ Secondary” Increased demands on workers standarization of demands Low influence Low support Low meaning Inadequate rewards..... resulting in psychosocial deteriorated work environment s

Diverse management practices in service economy

high “ Professional”

low “ Secondary”

Increased demands on workers

standarization of demands

Low influence

Low support

Low meaning

Inadequate rewards.....

resulting in psychosocial deteriorated work environment s

Example: W ork F amily C onflict : work organization predictors ( Tage S. Kristensen 2006) • High quantitative demands*** • High emotional demands*** • High role conflicts*** • High workpace *** • Low meaning of work*** • High cognitive demands*** • Low rewards** • Low quality of leadership**

• High quantitative demands***

• High emotional demands***

• High role conflicts***

• High workpace ***

• Low meaning of work***

• High cognitive demands***

• Low rewards**

• Low quality of leadership**

Work-family conflict in different occupations

Psychosocial risks assessment making the invisible visible from individual ’ problems towards col l ectiv e (working conditions) from percep t i o n to ac tion .

making the invisible visible

from individual ’ problems towards col l ectiv e (working conditions)

from percep t i o n to ac tion .

For the improvement of work organization.... COPSOQ - a method for psychosocial r isk assessment and intervention Scientifically valid technically operative participative.

COPSOQ - a method for psychosocial r isk assessment and intervention

Scientifically valid

technically operative

participative.

ISTAS aims: To defend the right to work in healthy conditions. To improve democracy and justice at all workplaces. To have a say in the hearth of working conditions: organization of work . By means of Workers’ empowerment, Participation, Negotiation

To defend the right to work in healthy conditions.

To improve democracy and justice at all workplaces.

To have a say in the hearth of working conditions: organization of work .

By means of

Workers’ empowerment,

Participation,

Negotiation

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