Study Tour Report to Germany on the Theme Industrial Relations, Labour Productivity and National Development

Historical and theoretical perspectives on industrial relations, labour productivity and national development Industrial relations grew out of the need for workers to join forces and present their grievances to the employers as a unified force. Kuhn (2006, p.23) suggests that everyone who earns income through work or is involved in the management of workers is immersed in the practice of industrial relations. Changes in industrial relations and the quality of employment relationships have an effect on the productivity of an organisation. In addition to this, the terms and conditions of employment have a direct effect on the workers’ quality of life both in and out of the organisational premises. If the quality of life lead by the workers is poor, then this will be transferred to their productivity at work as they will not be able to perform at the highest level regardless of the mechanisms that the employer puts in place to maximise production (Kuznetsov, Dahlman, & World Bank Institute 2008, p.31). Generally most people get to know the meaning of the term industrial relations long be fore they even get into employment. This knowledge partly comes from its daily use by friends, family and the media both of which try to present industrial relations as events that involve trade unions and conflict incidents. However this meaning is not the right one because it makes people perceive industrial relations as a rebellious movement which is not actually the case. This is why it is necessary to first ascertain a clear and useful definition of ‘industrial relations’ before considering the debate in more depth. . Korres (2008, p. 21) defines industrial relations as the interaction of people and organisations in the work place. Industrial relations is concerned with how people, groups, institutions and organisations make decisions that regulate or shape the relationships between employees and employees, employees and employers, and trade unions and employers. Therefore industrial relations are concerned with the working life, society and the national economy. T he main purpose of industrial relations is to provide a conceptual framework for ensuring that the different relationships at the organisational level run smoothly. Welfe (2009, p.56) asserts that industrial relations can be analysed using three major theoretical perspectives namely unitary, pluralist and Marxist. All of these perspectives interpret workplace conflicts, role of trade unions and variations in job regulations uniquely in order to generate solutions. The unitary theory perceives organisations as an integrated unit with all the members working towards the achievement of common objectives. There is only one source of authority which is the management, trade unions are perceived as being unnecessary (Kuznetsov, Dahlman, & World Bank Institute 2008, p. 88). The pluralist theory regards organisations as being comprised of powerful and divergent groups which are the trade unions and the management. These two groups have their own legitimate loyalties and objectives. The plur alists consider the conflict of interest and disagreement between the two groups as inevitable. Trade unions are therefore regarded as legitimate representatives of workers charged with the responsibility of bargaining for their interests. The Marxist theory sees fundamental divisions of interest between labour and capital in organisations. The inequalities of economic wealth and power are products of the capitalist system (Kattel & Kalvet, 2006, p. 38). The Marxist perspective stresses that organisational conflict is necessary and it arises from the inequitable distribution of resources. The political economy of industrial relations, labour productivity and national development Leydesdorff (2006, p. 99) says that trade unions have had inextricable links with political parties and movements in different countries. Although some states have over time managed to decentralise trade unions from national politics, others are still struggling to do so. Even in countries like India where labour movements and politics have had intricate associations in the past, independent unions are now increasingly emerging (International Conference on Computer Processing of Oriental Languages, Li & Molla?-Aliod 2009, p. 95). Owing to the historical relationship between politics and trade unionism, labour strikes seem to increase during periods of political instability. During these periods, the unions often have a tendency of displaying increased militancy as a way of offering assurance to the members that their demands will be met using all possible means. Such an assurance acts as an added incentive for the employers to join the unions. The trade unions however, in most cases distance themselves away from any acts of militarism terming it as a media ploy to negatively present their motives. Most trade unions hold the view that the media should clearly differentiate individual criminal acts from the violence that is sponsored by the unions (Llerena, Matt, & Avadikyan 2005, p. 121). Regarding the opinions held by the employers that the trade unions are heavily politicised, the trade unions believe that their employers use their political connections as leverage against workers with dissenting opinions. The unions believe that even before the employers sit down with the unions to listen to their grievances, they always have a tendency of finding out the political inclination of the dissenting workers and then hold talks with the relevant political heads. Such tendencies make it difficult for the negotiation process because collective bargaining is often compromised. Menkhoff (2011, p.77) asserts that politics and unionism have always gone together but the e ffects of the association are gross in unstable political environments as they in most cases lead to industrial disputes. Regulatory and institutional frameworks for labour and national productivity Industrial relations still has a very significant role to play in the social protection of workers in the 21st century. The adoption of protection tariffs along with restrictions on immigration plays a major role towards the establishment of legal systems for regulating labour in order to help the workers. For instance regulations that are explicitly connected to industrial policies like tariff protection with standards of labour in the form of determining the minimum wage for workers have a direct effect on industrial relations (Weiss & Schmidt 2008, p. 63). The proponents of such mechanisms are in most cases concerned with investment and social protection of workers as well as the profits of the businesses being protected. Therefore this confirms the argument that regulation of labour has both social and economic justifications. Protection regulations can stimulate labour demands in a country through policy formulation and successful implementation. Policies that increase the deman d for labour also influence the type and pattern of jobs available within a country (Blanpain & Baker 2010, p. 44). Countries like Germany, Japan and Australia pursued protectionist industrial policies in the form of active tariff and non-tariff during their key phases of industrialisation in order to facilitate development (Thornley, Jefferys, & Appay, 2010, p. 55). In addition to this, most industrialised states maintained their tariff protections until the 1980’s to help them in maintain social protection systems that include traditional labour laws. Lipsey (2006, p. 54) says that industrialised countries also use extensive procurement systems as another form of industrial policy for regulating labour standards of employees of organisations that benefit from government contracts. Therefore in such countries industrial policies have an influence on labour laws and labour market developments. However such interventions are not limited to the developed countries only because even the developing countries use industrial policies as means of fostering economic development and job growth. Bamber (2010, p. 33) asserts that industrial regulations have been curtailed by the Washington consensus since the 1980’s. This consensus holds that all nation states should pursue industrial development and alleviation of poverty through strategies of trade liberalisation and deregulation of the labour market. This implies that the developing nations should implement free trade and laissez faire industrial policies, introduce greater flexibility in regulating employment to lower the costs of hiring and firing employees to attain economic growth (Moreau & Blas-Lo?pez 2008, p. 96). Some people criticise this method as a slower way of attaining economic development in preference for industrial regulation where states pursue development through stimulating economic growth by creating quality jobs in sustainable industry. The proponents of free trade perceive industria lisation strategies that involve active state involvement in promoting economic activities as being detrimental to economic growth. The opponents on the other hand think that active industrial policies are important in attaining economic development and high living standards of the industrialised countries (Blyton, Sage Publications., & Sage eReference 2008, p. 85). Indeed the dominance of trade liberalisation as a strategy for industrialisation is unfair to the developing countries as it denies them the chance to enjoy the benefits that come with cushioning their states against the adverse effects of market exposure as was done by the developed countries in the past. The industrialised countries achieved development under different conditions from those of free trade and without industrial policy. Srivastava (2007, p. 86) suggests that trade liberation is only one among the many industrialisation strategies that the developing countries might opt to pursue. Most developed and devel oping countries pursue economic policies that involve active promotion of innovation as a means of attaining industrialisation. However, at this level it is critical to note that the practice and analysis of industrial policy is increasingly becoming very sophisticated. In terms of promoting industrial development, the current industrial policies are less focused on picking winners and tariff protection i.e. the government selection of specific industries that it considers as being more sustainable and in line with the local conditions of the labour market and business expertise over others . Although this is still prevalent in some countries most current industrial policies are directed through horizontal measures that promote innovation and competitiveness across certain regions or economies rather than being confined to certain specific preferred sectors. Much of debates on the role of industrial policy in both the developing and industrialised countries are concerned with the se lection of an appropriate path to economic development. According to Singh (2008, p. 62), there is a strong correlation between industrialisation strategy, industrial policy and traditional labour laws in the new protection policies of most developing countries. Comparative studies of labour market in southern Africa and East Asia reveal that countries will endeavour to structure their regulations on industrial relations to be in line with the industrialisation strategies that they are pursuing (Dowling, Festing, & Engle, 2008, p. 12). For instance in East Asia most of the states have been able to progress through the industrialisation stages from import substitution to export oriented and finally higher value oriented exports. This implies that the strategies for industrial relations in these countries reflect the different strategies being pursued by the state. Trade liberalisation strategies that are export oriented often have different effects for labour regulation and practices of industrial relations compared to the more protective import replacement strategies. Therefore states rely on export oriented strategies when selling products that are labour oriented where low costs of labour and production are the main sources of competitive advantage (Thornley, Jefferys, & Appay, 2010, p. 87). For instance the export oriented industrialisation strategy of Singapore compelled it to promote workplace flexibility by placing restrictions on aspects like enterprise bargaining and containing industrial disputes by restricting the employees’ right to strike. Bhatia (2008, p. 71) notes that the states that have pursued more inward oriented industrialisation strategies often have tolerance for stronger labour protections. However it should be noted that many variations of these simplified categories exist and as such it is not possible to make the conclusion that export oriented strategies are associated with low labour standards and downward pressure on labour protections than the policies that are inward oriented. However, one thing that remains certain is that there are connections between industrial policy of a country and the labour law settings. In the context of labour management regulation, industrial policy contributes to both the constitution and regulation of labour market through its effects on labour supply and demand as well as the industrial working conditions. Additionally, from a normative perspective the settings of industrial policy have a great significance on economic development of a state and consequently the social protection and quality of life. Therefore the impact of regulation of labour on industrial relations is dependent on the nature of policies chosen by the nation states. For instance states that opt to pursue government delivery of goods and services whether through monopolies or as competitor with the private sector will offer the workers more secure jobs than those of the private sector (Thornley, Jeffer ys, & Appay, 2010, p.74). However, a large amount of these public jobs often have negative impacts on the working conditions across the economy. It is therefore recommended that states should use regulations that will maintain the existing structures or facilitate structural adjustments through assisting the industries that will open up new opportunities by attracting new investments and innovation. Impact of science, technology and innovation on industrial relations, labour productivity and national development The industrial relations system pursued by a state has a direct effect on all the four elements of innovation which are: motive, content, process and outcome. The intentions behind innovation may include reduction of costs of production through decreasing the amount or quality of labour, promoting more flexible and creative use of labour and encouraging management control over labour. Dinius (2010, p. 66) claims that the contents of the innovation process itself may call for changes in the level of skills and need to accommodate the prevailing structures of industrial relations. The innovation process needs to consider the social organisation, trade unions, work groups and the physical form of the production process. In essence the outcomes of innovation are functions of industrial relations at both the individual and collective levels. Innovation on the other hand affects all the five features of industrial relations which are: work, tasks, pay, work organisation, employment levels and union organisation (Dowling, Festing, & Engle, 2008, p.38). Innovation leads to an increase in the level of skills required for completing tasks more than it reduces it. Innovation may also result to an increased responsibility especially if the increased value is closely monitored by equipment and is meant to increase organisational competitive advantage. Innovation may require the employees to widen their level of skills in order to be able to adapt to the new tasks. In most cases it calls for expansion of intellectual skills and manual skill reduction due to automation of most of the processes. The overall effect of innovation on industrial relations is that it mostly leads to an increase in the proportion of skilled workers in the labour force especially in private manufacturing. Globalisation and corporate governance: the dynamics of industrial relations and labour productivity in national development Howell (2005, p. 75) asserts that globalisation leads to the liberalisation of world economies. The liberalisation of economies has made many organisations to make structural adjustments for improving operational efficiency. The increased pressure from the public has forced business enterprises to operate within higher ethical standards and take more social responsibility. The organisations from the developed economies are in most cases required by law to observe non-discriminatory policies in hiring, treatment and paying of all workers (Kattel & Kalvet, 2006, p. 33). However as far as recruitment is concerned, globalisation is pushing organisations into recruiting managers and workers with high skills conforming to the international standards in their host countries. Globalisation and corporate governance have led to certain structural adjustments in terms of diversifications and restructuring both of which have resulted into cutting off of some jobs and recession in the job industr y. The trade unions then started to raise concerns about job losses and the adverse effects on work dynamics and their rights in some countries like India (Blyton, Sage Publications., & Sage eReference 2008, p.52). The same wave was echoed in countries like Japan and South Korea where workers formed industrial unions to counter the impacts of globalisation on their economies. These unions managed to negotiate for employment terms and working conditions as well as the payment rates. Generally, globalisation and corporate governance came into existence at a time when trade unionism was fading off in most countries. However globalisation has contributed to the deterioration of labour standards and strengthened the capital bargaining power while reducing the bargaining power of labour. Industrial relations and labour productivity: challenges and opportunities for defence and national security Industrial relations often affect the labour productivity because it contains the attitudes of the management and workers towards each other and the work itself. As such, industrial relations affect organisational productivity both directly and indirectly through variables like motivation of workers, managerial competence and institutional backup. The concept of industrial relations encompasses the interactions that occur between the employees and the employers in an organisation. The nature of this relationship has an effect on the production process because poorly motivated workers for instance have an increased tendency of not performing at their optimal levels (Kuznetsov, Dahlman, & World Bank Institute 2008, p. 61). McCallum (2008, p. 72) claims that organisational productivity is a function of the morale of the workers. For this productivity to remain on the higher side, it is important that the morale of the workers be kept at the highest possible level. Failure to motivate th e morale of the workers will result in a drop in both quality and quantity of organisational productivity. In fact Hardy (2011, p. 13) supports this position by suggesting that employee morale and productivity always go together. Therefore industrial relations as a factor that affects organisational productivity influences the production process in many ways. For example during times of industrial disputes or when the employees are on a go slow, productivity will not be affected in terms of loss of labour alone because there are other incessant work stoppages, machines and other variable and fixed capitals will not be fully utilised and this will result in low level of output and raise the average cost. The refusal to work in overtime by the trade unions also results in loss of revenue because overtime is meant to increase organisational production capacity. Strength, weakness, opportunities and threats of Germany The SWOT analysis is a strategic management tool used for identifying and categorising the significant internal (strengths and weaknesses) and external (opportunities and threats) factors that face an organisation, territory, city or even a country (Bhatia 2008, p. 55). The analysis provides strategic data that can be used in matching organisational resources with the competitive environment in which it is operating. This matching is of importance in making strategic decisions for optimising organisational performance. Struck (2011, p. 31) suggests that the SWOT analysis is important in helping the organisations to direct their actions to match the strengths with opportunities presented by the environment and ward off the threats as well as seek ways of overcoming the weaknesses. Then analysis id not a foresight approach but just a good starting point for strategic decision making which organisations can use in designing and positioning products and services . The following section a nalyses the SWOT of Germany. The findings reveal that despite its strength in areas like ability to innovate, great willingness to engage in self-directed training and good infrastructure, the country still has some serious weaknesses to overcome. These problems arise mainly from the education sector such as schools adoption and use of new information and communication technology tools and high levels of unemployment. Germany has its own strong areas especially regarding the implementation of knowledge in the society. The country has a flexible, well trained and innovative workface. In addition to this the society has very little income disparities and good quality of life. However because of the aforementioned weaknesses, the country runs the risk of having a poorly educated workforce in the future which could negatively impact its innovation ability and economic strength. Furthermore, the high rates of unemployment will continue to prevent economic growth. Strengths Ability to innovate Good access to broadband Flexible terms of work which is acceptable to many Weaknesses A weak education system that is lagging behind in terms of adapting and using new information technology tools Rising rates of unemployment Opportunities Good quality of life Flexible and well trained workforce Little income disparities Threats High rates of unemployment is limiting economic growth The new generation workforce is poorly educated Conclusion This paper has discussed the importance of industrial relations and its effects on the production process and the economy of a country. The findings reveal that good industrial relations are a prerequisite for industrial development because in its absence, the workers will lack the necessary motivation and the morale that they require to be able to produce at the optimal levels. Globalisation and corporate governance are changing industrial relations across the globe and as such it is wise for countries to invest in education and innovation so that their employees can meet the demands of the international labour standards. Recommendation and implementation strategies With the continued advancement of the effects of globalisation, past mechanisms like labour regulations are increasingly being rendered irrelevant. Therefore countries need to invest in empowering their workforce with the appropriate skills required for innovation and productivity through their education systems. The school system should be well integrated with information and communication tools so that the students engage actively with technology and in the process be able to innovate and bring forward ways of improving the production process. References Bamber, G. (2010). Regulating Employment Industrial Relations and Labour Law International Co. Kluwer Law Intl. Bhatia, S. K. (2008). Strategic industrial relations and labour laws. New Delhi: Deep & Deep Publications. Blanpain, R., & Baker, J. (2010). Comparative labour law and industrial relations in industrialized market economies. Alphen aan den Rijn, The Netherlands: Kluwer Law International. Blyton, P., Sage Publications., & Sage eReference (2008). The SAGE handbook of industrial relations. London: SAGE Publications. Dinius, O. (2010). Brazil’s steel city: Developmentalism, strategic power, and industrial relations in Volta Redonda, 1941-1964. Stanford, Calif: Stanford University Press. Dowling, P., Festing, M., & Engle, A. D. (2008). International human resource management: Managing people in a multinational context. London: Thomson Learning. Hardy, S. T. (2011). Labour law in Great Britain. Alphen aan den Rijn, The Netherlands: Kluwer Law International. Howell, C. (2005). Trade unions and the state: The construction of industrial relations institutions in Britain, 1890-2000. Princeton, N.J: Princeton University Press. International Conference on Computer Processing of Oriental Languages, Li, W., & Molla?-Aliod, D. (2009). Computer processing of oriental languages: Language technology for the knowledge-based economy : 22nd international conference, ICCPOL 2009, Hong Kong, March 26-27, 2009 : proceedings. Berlin: Springer. Kattel, R., & Kalvet, T. (2006). Knowledge-based economy and ICT-related education in Estonia: Overview of the current situation and challenges for the educational system. Tallinn: PRAXIS Center for Policy Studies. Korres, G. M. (2008). Technical change and economic growth: Inside the knowledge based economy. Aldershot, Hants, England: Ashgate. Kuhn, M. (2006). Towards a knowledge based economy?: Knowledge and learning in European educational research. New York: Lang. Kuznetsov, Y., Dahlman, C. J., & World Bank Institute. (2008). Mexico’s transition to a knowledge-based economy: Challenges and opportunities. Washington, D.C: World Bank. Leydesdorff, L. (2006). The knowledge-based economy: Modeled, measured, simulated. Boca Raton, Fla: Universal Publishers. Lipsey, R. G. (2006). Services industries and the knowledge-based economy. Calgary: Univ. of Calgary Press. Llerena, P., Matt, M., & Avadikyan, A. (2005). Innovation policy in a knowledge-based economy: Theory and practice. Berlin [etc.: Springer. McCallum, R. C. (2008). McCallum’s top workplace relations cases: Labour law and the employment relationship as defined by case law. Sydney, N.S.W: CCH Australia. Menkhoff, T. (2011). Beyond the knowledge trap: Developing Asia’s knowledge-based economies. Singapore: World Scientific. Moreau, M.-A., & Blas-Lo?pez, M. E. (2008). Restructuring in the new EU member states: Social dialogue, firms relocation, and social treatment of restructuring. New York: P.I.E. Peter Lang. Singh, B. D. (2008). Industrial relations and labour laws. New Delhi: Excel Books. Srivastava, S. C. (2007). Industrial relations and labour laws. New Delhi: Vikas. Struck, O. (2011). Industrial relations and social standards in an internationalized economy. Mu?nchen: Hampp. Thornley, C., Jefferys, S., & Appay, B. (2010). Globalization and Precarious Forms of Production and Employment: Challenges for Workers and Unions. Cheltenham: Edward Elgar Pub. Weiss, M., & Schmidt, M. (2008). Labour law and industrial relations in Germany. Alphen aan den Rijn: Kluwer Law International. Welfe, W. (2009). Knowledge-based economies: Models and methods. Frankfurt am Main: Peter Lang.

Using Persuasive Argumentative Essay Topics

Using Persuasive Argumentative Essay Topics The topic is just one of the most crucial deciding factors which will have an influence on the results of the caliber of the essay. Contradictive Your topic should stir a selection of opinions among the general public. It's possible to select an intriguing topic from any area of science. You may want to take a fantastic argumentative topic that's currently a popular issue or one that has adequate relevance in todays times. Persuasive Argumentative Essay Topics Options You will discover a range of argumentative essay topics but picking the perfect one might be the basic and the very first step to compose an influential essay. Since you may see, there's a multitude of different argumentative paper titles it's possible to utilize. You may continue to keep your argumentative essays for your upcoming job portfolio in case they're highly graded. You just have to order a great essay from experts with the greatest academic degrees in a number of fields. What Persuasive Argumentative Essay Topics Is - and What it Is Not One of the greatest strategies to change anybody's mind is with an emotional investment. It's not sufficient to select a topic which everybody agrees on. When it has to do with writing an argumentative essay, the main point to do is to select a topic and an argument you may really get behind. The very first thing you ought to do is identify the sort of compare and contrast essay which you are handling. There are lots of aspects about a sport which can be argued in an essay. Read the list and stay in mind that interesting topics are a perfect way for an intriguing assignment. Below you'll find certain instructions about how to compose a comparison essay on any topic, which is well written and are going to have great opportunity to acquire a high grade. Argumentative essay topics are so important since they are debatableand it's essential to at all times be critically contemplating the world around us. You must have skills to compose a fantastic essay. Argumentative essays are a few of the best that you can write as a student. By definition, it's an essay that is usually written by students in nearly every area of study. Numerous on-line posts and videos can be utilised in work. So now you are aware of how to pick the best compare and contrast topics and the various segments which you require to address when writing. It isn't difficult to view and find quite a few ideas on line. It is simple to discover numerous amazing ideas online. Your reader needs to be convinced your argument is valid. So be certain that you select a subject, which has values in it. Arguments always occur in a particular context. Finding the most suitable arguments will allow you to prove your point and win. There are many approaches that could help you to select a topic. So long as you're genuinely interested in this issue and have some great comprehension of the matter, you can choose the topic for the argumentative essay. Quite frequently, the ideal topic is one which you truly care about, but you also will need to get well prepared to research it. Lucky for you, there are several topics you could concentrate on when writing and it's all your responsibility to ascertain the precise topic that you would like to build on. Researching the topic will enable you to find out more about what fascinates you, and should you pick something you really like, writing the essay will be more enjoyable. To do so, you need to get a guide to compose the very best essay on the selected topic. You wonder if you were able to just locate an essay for sale online. Every amazing essay starts with a fantastic brainstorm. The above mentioned compare and contrast essay topics are only a few of many topics it is possible to decide to go over in your essay. Thus, you can ask all the essential questions and consult on some points. There are many possible compare and contrast essay topics, and a number of them are tricky to perform.

Medical Marijuana Should Be Legal - 935 Words

cThere have been numerous amounts of research done on the use of medical marijuana. In the past 10 years, in the amount of research done on medical cannabis has increased significantly. Different research have done a variety of different studies on cannabis, cannabis based extracts, synthetic cannabinoids and how the medication is delivered via smoking, vaporization, oral, sublingual or mucosal routes (Grant, Atkinson, Gouaux, and Wilsey, 2012). Research has shown that cannabis significantly helped individuals with chronic pain. One study gave medical marijuana to patients who were currently suffering for HIV peripheral neuropathy (Maule, 2015). The research showed that the individuals who received medical marijuana showed significantly higher pain relief than the placebo group (Maule, 2015). Since some states have legalized not only medical marijuana, but legalized the use of marijuana recreationally, the legal weed industry has been one of the fastest growing industries the United States has seen (Diehm Hall, 2013). ArcView group, researchers from a firm based in California, found that there was a seventy four percent increase in the legal marijuana market from 1.5 billion in 2013 to 2.7 billion in 2014 (Ferner, 2014). Researchers collected data from medical and recreational vendors in states were marijuana was made legal. The same study predicted another thirty two percent increase in 2015 (Ferner, 2014). Over 1.5 million people legally bought marijuana from variousShow MoreRelatedMedical Marijuana Should Be Legal904 Words   |  4 PagesMedical Marijuana Although marijuana is illegal and lacks FDA approval it should be used to treat cancer. 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Symbolic Interactionism In Sociology - 1560 Words

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Racial Injustice: NFL Protest According to an article written by the online magazine ProCon, NFL quarterback, Colin Kaepernick, first refused to stand during The Star-Spangled Banner on Aug. 26, 2016 to protest racial injustice and police brutality in the United States. www.Procon.org That stance, has since escalated, and become a nationally divisive social issue. What spark this protest? Is it aimed at the police or flag? Is it a legitimate social issue? The current debate over kneeling or sitting in protest during the national anthem to protest police brutality was ignited by Kaepernick in 2016, and later adopted by many other professional football players, high school athletes, and professional athletes in other sports, all who have refused to stand for the national anthem. These protests have created disagreement and sparked a public conversation race, police brutality, the flag and if the NFL is the best forum for to protest such issue. Colin Kaepernick has since said â€Å"he’s not protesting the flag but police brutality against African Americans. www.Procon.org Racial Injustice and police brutality is a huge subject that has been for decades. According to data released by the Bureau of Justice Statistics (2011), between 2003 and 2009 at least 4,813 people died in the process of being arrested by local police. Of the deaths classified as law enforcement homicides, 2,876 deaths occurred ofShow MoreRelatedSymbolic Interactionism And Sociology811 Words   |  4 PagesSociology is the study of the behaviour of people within society. It helps us to understand how society works and the impact of relationships and interactions between people and society. Sociology has different sociological perspectives for example symbolic interactionism and functionalism. Symbolic interactionism studies individuals and small groups within society and how they behave, interact and believe about how society is what it is. 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Autobiography of Peter Rackley Free Essays

I came into the world on the 15th of October nineteen-eighty nine at Queen Mary’s hospital at 9-17 in the evening. I weighed 5lb’s and 8 1/2 oz. My name is Peter Rackley and I got my name because of Greek meaning â€Å"Rock† and if you didn’t already know I’m half Greek, my Mum is from Cyprus. We will write a custom essay sample on Autobiography of Peter Rackley or any similar topic only for you Order Now In my immediately family I obviously have my Mum and Dad and my older brother, who just turned eighteen and my twin sister Natasha, who is four minutes older than me so I’m the youngest in the family. Before I started playschool I used to live in Plumsted, which I can’t remember at all and because of me being a twin we moved so we had a four bedroom house in Bexleyheath. Just after we moved I started at Pelham playschool. It was great, all day I would play with train sets and at break play on the tricycles around the playground. Those days were great, how did I know that in a few years time I would actually be working. Then I started St Thomas more primary school, I even remember a bit of the first day which was my Mum saying â€Å"Goodbye† and me getting into a strop about not leaving me but once I got inside I was fine. One of my first memories was shortly after playschool, it was in reception, when I got my first telling off, it’s still a bit vague, and all I can remember is writing water on a bit of paper wrong and the teacher started telling me off and the reason is that water was spelt in huge bubble writing on the wall. I used to go through primary school in a dream I wouldn’t take anything in so I was dumb. It was only in year five when I started working, that’s when we were put into sets, I was bottom for everything so my Mum got me a tutor and she was great, her name was Mrs Driscal and than with the help of her I moved forward into the top groups just into for the SATS which I got all fives in so that was good and I owe a lot of that to Mrs Driscal. My clearest and best memory of Primary school is the year six football team, we were great I think we only lost one game and we won the double (cup and league). We even played the final at my playschool. Since I’m on the subject of football I joined Kingfisher when I was five or six, I can’t remember, and have played there for most of my life but it didn’t work out, here’s what happened I broke my first metatarsal on my right foot playing in a school game and I was out for the season. Then when I came back kingfisher changed to Bromley F.C in the Kent league which is one higher than the one I was playing in(A), it is the highest standard I can be at my age, except for playing for a professional side. But this didn’t work for me because it was too quick I couldn’t play at that standard yet, I needed to take my time with getting fit again and so I moved to long lane who will be moving to the Kent next year. Before I started boring you with my football history I was talking about completing my SATS and the next step was for me to leave my primary school. Everyone has a leaving party where everyone can Say goodbye but I was already taking in the sun in Spain. Even though I would prefer to be in Spain it was still a night I wanted to go to. Then because my brother went to St Columba’s I went too. It was pretty nervous starting a new school but as soon as we started a lesson I liked it. We started with something I was good at, P.E and it was high jump with my most favourite P.E teacher, Mr Coker, shame he left. Secondary school has been good with the exceptions of starting coursework in year nine and studying Shakespeare. He may have been a great man but studying him and some of his plays where boring. And that’s my life so far. My future will hopefully go something like this; do extremely well in G.C.S.E’s and in 6th form I shall study for A levels especially P.E and get them then I don’t know exactly what I want to do but I might go sports collage and get a degree in sports/science and get a job from that, but not a P.E teacher, and it will be a high paid job and I will get married and have kids and that’s it, I hope you enjoyed reading this. How to cite Autobiography of Peter Rackley, Papers

DUDE MAN Essay Example For Students

DUDE MAN Essay The movie Friday is a comedy, but it also depicts many important social issues. The story is set in the city of Los Angelos, California, in what could be called a high class ghetto. The main theme of the movie is about a young black man who looses his job and is influenced by his best friend to smoke marijuana. The movie also shows the relationships of his family and other members of his neighborhood. With a zany cast of characters and a hilarious script this movie touches on everything from gang violence to the use of drugs, crime, guns, relationships, sex and life in the ghetto. Because of all these issues, I found this an interesting movie with a wide variety of topics to address. In the movie Friday, rap star Ice Cube plays the character Craig. Craig has never smoked marijuana. However, his best friend Smokey smokes marijuana everyday. Craig looses his job, leaving him home all day with nothing to do to occupy his time. He just hangs out in the neighborhood with his friends. Smok ey tries to convince Craig to try some marijuana. At first Craig doesnt want to. Smokey is persistent. He points out to Craig that he doesnt have to work and doesnt have anything better to . Craig and Smokey eventually sit on the front porch and get stoned. Peer pressure is obviously the only reason Craig gives in. Actually he had other options, but he chose not to use them. Common sense and a simple explanation would have worked for Craig just fine. Everyday we are faced with choices. It is up to us to decide whats right and wrong. Craig decides to try it and things start to happen that he really doesnt like. Craig and Smokey get into some trouble with the neighborhood dealer, Big Worm. Smokey sells pot for him, but cant pay him the money he owes because he and Craig smoked the pot. Big Worm threatens them and sends a gang of hoods after them with machine guns. They just barely escape and are scared shitless. Violence and crime are issues we hear about every day. We can watch any n ews broadcast and see the evidence of these increasingly worrisome problems. In Friday, both of these issues are very apparent. Debone, the neighborhood thief and bully is constantly harassing the people in Craigs neighborhood. He breaks into their homes, steals their possessions, beats people up to take their jewelry and other items and is just generally a pain in everyones ass. He is the most violent person in the movie Craig gets into a fight with him and pulls a gun on Debone. Craig feels confused and not sure what to do. His father convinces him to give him the gun. He insists that Craig should fight like a man with his fists. I dont think that was very good a choice. Debone was twice as big as Craig and probably 100 pounds heavier. They do fight and surprisingly Craig wins. You would think that most problems can be solved without violent acts. The reality is that sometimes, under certain circumstances, that just doesnt work. Obviously, this was one of those times. Sexual promi scuity was also depicted in this movie. Craigs neighbor has an affair with a preacher. His sisters friend sleeps around to get drugs. Smokey puts the moves on anything in a skirt. To so blatantly condone this kind of behavior is repulsive. With the rampant spread of the Aids virus and other sexually transmitted diseases anyone with common sense would know better than to behave in this manner. Unwanted pregnancies and the abortion rate or serious issues that should also be considered. Craig seemed to have a loving and supportive family. His dad was a real trip. His ideas about how to handle certain situations were a bit far-fetched, but he meant well. Because there was no indication of what age the kids in the movie were, its hard to comment on how the parents should have advised their kids. I do know that quite a few of the kids actions were questionable, even illegal. For example, if these kids were minors they would .u8d686eef43a4336278b11fe24d2606c3 , .u8d686eef43a4336278b11fe24d2606c3 .postImageUrl , .u8d686eef43a4336278b11fe24d2606c3 .centered-text-area { min-height: 80px; position: relative; } .u8d686eef43a4336278b11fe24d2606c3 , .u8d686eef43a4336278b11fe24d2606c3:hover , .u8d686eef43a4336278b11fe24d2606c3:visited , .u8d686eef43a4336278b11fe24d2606c3:active { border:0!important; } .u8d686eef43a4336278b11fe24d2606c3 .clearfix:after { content: ""; display: table; clear: both; } .u8d686eef43a4336278b11fe24d2606c3 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u8d686eef43a4336278b11fe24d2606c3:active , .u8d686eef43a4336278b11fe24d2606c3:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u8d686eef43a4336278b11fe24d2606c3 .centered-text-area { width: 100%; position: relative ; } .u8d686eef43a4336278b11fe24d2606c3 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u8d686eef43a4336278b11fe24d2606c3 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u8d686eef43a4336278b11fe24d2606c3 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u8d686eef43a4336278b11fe24d2606c3:hover .ctaButton { background-color: #34495E!important; } .u8d686eef43a4336278b11fe24d2606c3 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u8d686eef43a4336278b11fe24d2606c3 .u8d686eef43a4336278b11fe24d2606c3-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u8d686eef43a4336278b11fe24d2606c3:after { content: ""; display: block; clear: both; } READ: The Mafia Essay

Task Analysis Essay Example

Task Analysis Essay Law and Management in Occupational Health and Safety Patients in the Perioperative environment are often required to be repositioned on the operating table and most of these patients have had a regional or general anaesthetic, making it impossible for them (the patient) to assist staff in that repositioning. The added risk in any repositioning is loss or damage to the patients’ airway, and maintaining the patients’ musculoskeletal alignment, so as to not cause any damage to nerves, muscles, limbs, spine and or neck etc. The repositioning should be assessed to determine if it can be done manually or by some assistive devices. During the surgery it may be necessary to lift the patients’ legs, arms or head to prepare the area for sterile field draping, which may result in nursing or theatre support staff at risk of musculoskeletal injuries, and in situations where bariatric patients (over 100kgs) the manual handling staff may need limb holding devices. Prior to surgery, the anaesthetic nurse, anaesthetist, surgeon, theatre support technician or orderly should plan and collaborate regarding positioning, support and moving devices as well as the technique which will be utilised in the moving and repositioning of the patient – during and after the procedure when the patient will be transferred on to another bed for the post-operative recovery period. When transferring a patient from patient bed to operating table, it is important to have enough staff to assist with the transfer and to use the correctly placed support devices as well as using good body mechanics (ergonomic techniques). We will write a custom essay sample on Task Analysis specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Task Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Task Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer When patients are obese it may be necessary to use soft gel straps to support the patients legs so that they do not move off the operating table and cause debilitating and painful nerve damage. This project is to develop a Safety Management Plan to implement a safe practical way to identify, assess and control risks in the Perioperative environment (Operating Theatre) specifically relating to the lateral transfer and or movement of patients requiring surgery at this hospital facility. Perioperative Manual Handling Safety Management Plan Perioperative Manual Handling Safety Management Plan Using the 5 step process in the Queensland Government risk assessment plan the following matrix is how the Perioperative unit could benefit from experienced, safety motivated and interested staff could act as agents for change and safety in a more deliberate and focussed way to reduce the hazard of musculoskeletal injuries to staff especially in the task of laterally transferring patients from the operating table to the postoperative bed. These patients are usually unconscious and unable to assist or communicate their needs and concerns at this time. Perioperative Safety Management – Risk Identification and Controls| Step 1| Look at the Hazard * Musculoskeletal disorders in nursing staff and orderlies when undertaking a lateral or horizontal transfer of unconscious patient from operating table to post-operative bed| How to look for HazardsKnowledge and Understanding Manual Handling Policies * Manual Tasks Involving the Handling of People Code of Practice 2001 * Workplace Health and Safety Act 1995 * Workplace Health and Safety Regulation 2008 * Manual Handling Training especially regarding unconscious patients| What to look for * Practices that are causing discomfort either for the member of staff or patient * Practices that are likely to cause nerve or musculoskeletal injuries – shoulder, fingers, wrist, forearm, back, neck, sciatic nerve, knees, ankles| Step 2| Decide who might be harmed and how * Nursing Staff * Orderlies * Anaesthetists * Surgeons/Assistants * Recovery Staff | Assess the riskHow might someone b e harmed * Injury to patient when moving the unconscious patient from operating bed to recovery bed with a supported airway * Lateral or sideways movement requiring pushing, pulling and lifting of limbs by team members * The staff member who controls move not always in ‘sync’ with rest of team – uncoordinated transfer * Existing musculoskeletal disorders experienced by staff and patients| What is this harm? * Airway becoming dislodged * Back, Neck, arm, shoulder injury to staff using Manual Handling techniques and devices * Uncoordinated transfer * Sideways twisting for person holding feet during transferHow likely is this harm? According to the consequences/ likelihood matrix below * Injury to patient – likely/major consequences * Unplanned airway removal – likely/major to catastrophic * Musculoskeletal injury – likely/moderate to major * Exacerbating and worsening musculoskeletal disorders– likely/major to catastrophic (permanent loss of employment) * Team unpreparedness – likely/minor major| Step 3| Decide the control measures| Regulations ? * Workplace Health and Safety Act 1995 * Workplace Health and Safety Regulation 2008Codes of Practice? * Manual Tasks Involving the Handling of People Code of Practice 2001What are existing controls? * Mater Operating Theatres Manual Handling Policies and Clinical Practices Manual * Manual Handling Training – Generic – needs to be targeted especially movement and care regarding unconscious patientsAre controls as high as possible? Current Manual Handling training stands at a compulsory slide sheet in-service lasting approximately 5 minutes every six months * In-service is generic and not specifically targeted to moving unconscious patients who are not able to follow instructions or cooperate with staff requests in this lateral move post operatively * Training needs to be comprehensive and developed with ergonomic and physical therapist input so that staff movement and body positioning minimises potential and foreseeable damage to limbs, nerves, shoulders and lower backs * Equipment needs be demonstrated in a non-clinical simulation before using on any patients to maximise the potential for team confidence and competence in the use of equipment – minimising harm in actual situations| Do controls protect everyone? * Controls at present minimise the importance of Manual handling techniques * Manual handling needs to have a higher profile in the unit so that it is possible to protect patients, staff and visiting surgeons and anaesthetists * Controls in place are in policy manuals, and highlighted at orientation (can be months after starting employment). * New staff are on the job immediately and therefore don’t have ‘training’ at the best and high est level of competency and developmentWhat additional controls are required? Higher profile on training by manual handling experts * Regular manual handling workshops and training groups in simulated situations = staff practice on other staff. * In-service and practical demonstrations to highlight the importance of correct posture for staff, correct lateral moving techniques and equipment for staff * Correct and helpful exercises that staff can do ‘on the run’ so that the manual handling tasks are done after staff are ‘warmed up’ * Weekly highlights on noticeboard on an important point regarding safe lifting, moving and back care for staff = many hospitals and aged care centres have excellent back injury prevention programs and are readily available at websites and search engine destinations. Step 4| Put Control measures in placeOHamp;S representative to Train and utilise staff who are Interested and experienced in Manual Handling of people| Developing a p lan for improving controlsTrain the Trainer programs for interested personnel not necessarily Registered Nurses (Enrolled Nurses with experience and interest)Train staff in the Incident Reporting Program and to build Staff confidence in using the software – when a hazard is reported or an injury – Staff need to be confident that it will be followed up and that negative consequences of hazard identification and reporting are not safe practices in the workplace | Improving controls * Making the Incident reporting program more user friendly and encourage staff to use the program and give timely feedback on statistics * Encourage staff to report all injuries and near misses so that the unit builds a culture of ‘safety is every ones business and responsibility’ * Make safety a priority and that means staff safety as well as patient safety – reward safety issues and hazard reporting * Encourage staff to come up with solutions to risks and hazard identifi cation – involve everyone| Step 5| Review the Controls * 3 monthly reviews of competencies and updating of training for any new staff * Staff surveys to indicate self- satisfaction of training and competencies| Are the controls working? * Feedback from Staff self-satisfaction surveys * Anecdotal feedback from workshops and training sessions * Improvement or decline – what would staff change or improve? | Are there any new Problems? * New staff training before actually moving a patient * Generic manual handling policies * Minimum lateral transfer equipment – slide sheet and patslide? Hovermat beds possible? * People not lifting feet when patslide positioned – heel damage or pain if patslide strikes patients heel or ankle? * Apathy, lack of interest and poor technique? | PURPOSE AND SCOPE of Safety Management Plan Mercy Health and Aged Care Central Queensland Limited (MHAACCQ, 2010) is committed to the provision of a place of work that is safe and without r isk to the health, safety and welfare of its employees, or any other person of our workplace We believe that * All injuries can be prevented * Working safely is a condition of employment * Employee involvement is essential * Management are ultimately accountable for safety Munn (2011) suggests that tasks performed in the perioperative environment may present a high risk to staff for musculoskeletal injuries relating to patient handling include * Transferring patients on and off operating tables ( in this case Lateral pushing and pulling of up to 180 kgs) * Repositioning patients on operating table ( this unit has weight limits on operating table 300 kgs) * Lifting and holding patients extremities – orthopaedic, cosmetic and general surgery * Standing for prolonged periods of time – scrub nurse has limited movement whilst scrubbed * Holding retractors for long periods of time – self retaining retractors not always suitable * Lifting and carrying equipment and supplies Pushing, pulling and moving equipment on wheels – endoscopic and microscopes Manual Handling is a major cause of injury in health care facilities. Manual handling regulations require a hazard identification, risk assessment and control approach. Obligations and the Workplace Health and Safety Act 1995 The Workplace Health and Safety Act 1995 imposes obligations on people at workplaces to ensure workplace health and safety. This is done when persons are free from the risk of death, injury or illness created by workplaces, relevant workplace areas, work activities or plant and substances for use at a workplace. Ensuring workplace health and safety involves identifying and managing exposure to the risks at your workplace. RESPONSIBILITIES Part 3, Division 2, Section 28 Obligations of persons conducting business or undertaking (1) A person (the relevant person) who conducts a business or undertaking has an obligation to ensure the workplace health and safety of the person, each of the person’s workers and any other persons is not affected by the conduct of the relevant person’s business or undertaking. (2) The obligation is discharged if the person, each of the person’s workers and any other persons are not exposed to ri sks to their health and safety arising out of the conduct of the relevant person’s business or undertaking. (3) The obligation applies— (a) whether or not the relevant person conducts the business or undertaking as an employer, self-employed person or otherwise; and (b) whether or not the business or undertaking is conducted for gain or reward†¦Ã¢â‚¬  Work Health and Safety Act 1995 (Qld) Part 3, Div 1, Section 26 (3) If a code of practice states a way of managing exposure to a risk, a person discharges the person’s workplace health and safety obligation for exposure to the risk only by— (a) adopting and following a stated way that manages exposure to the risk; or (b) doing all of the following— (i) adopting and following another way that gives the same level of protection against the risk; (ii) taking reasonable precautions; (iii) exercising proper diligence. † People handling activities and injury The most frequently injured body part s from people handling activities undertaken without assistance are the back, shoulders and wrist. People handling activities can contribute to a number of Work-Related Musculoskeletal Disorders (WRMDs) including: a) Low Back Disorders (injuries to muscles, ligaments, inter-vertebral discs and other structures in the back). b) Tendon Disorders (injuries affecting the tendons in the wrist, and elbows particularly). c) Nerve Disorders (injuries affecting the wrist, neck and shoulder). d) Upper limb muscle strains (injuries affecting the rotator cuff* and forearm particularly). â€Å"WRMDs occur in two ways: gradual wear and tear (cumulative trauma) caused by frequent periods of muscular effort involving the same body parts, and sudden damage caused by nexpected movements, intense or strenuous activity, for example, when people being handled move suddenly or when the worker is handling a load beyond their capacity. Gradual wear and tear is the most common way WRMDs occur. Even when an injury seems to be caused by overload, the triggering event might just be the final trauma to tissu es already damaged by previous exposures to people handling and other manual activities. It is recommended that when a healthcare worker needs to lift more than 15. 3 kilos of patient weight, lifting aids should be used. The lateral transfer of a patient from one surface to another, such as from operating table to patients bed, poses a risk to staff for developing musculoskeletal disorders. Some general guiding principles pertaining to the transfer of a patient to an operating table are: * The number of staff involved in a transfer is needed to be sufficient based on the patients weight, and to ensure that ALL extremities are supported and the patients alignment and airway are maintained * The lateral transfer device needs to support the whole length of the patients body * The are where the patient is being transferred to needs to be slightly lower * When a patient is being transferred from supine (on back) to prone (on front) the support equipment (such as pillows or spine table need to be utilised in the transfer * Mechanical devices such as Hover Mat air assisted mattress transfer devices have been devised to assist in the safe transfer of Perioperative patients† Manual Tasks Involving the Handling of People Code of Practice 2001, Qld. â€Å" Section 27A Managing exposure to risks (1) To properly manage exposure to risks, a person must— (a) identify ha zards; and (b) assess risks that may result because of the hazards; and (c) decide on appropriate control measures to prevent, or minimise the level of, the risks; and (d) implement control measures; and e) monitor and review the effectiveness of the measures. (2) To properly manage exposure to risks, a person should consider the appropriateness of control measures in the following order— (a) eliminating the hazard or preventing the risk; (b) if eliminating the hazard or preventing the risk is not possible, minimising the risk by measures that must be considered in the following order— (i) substituting the hazard giving rise to the risk with a hazard giving rise to a lesser risk; (ii) isolating the hazard giving rise to the risk from anyone who may be at risk; (iii) minimising the risk by engineering means; (iv) applying administrative measures; (v) using personal protective equipment. 9 Without limiting section 28, discharging an obligation under the section includes, having regard to the circumstances of any particular case, doing all of the following— (a) providing and maintaining a safe and healthy work environment; (b) providing and maintaining safe plant; (c) ensuring the safe use, handling, storage and transport of substances; (d) ensuring safe systems of work; (e) providing information, instruction, training and supervision to ensure health and safety. † Workplace Health and Safety Act 1995, Qld Manual Tasks Involving the Handling of People Code of Practice 2001 The People Handling Code of Practice states ways to prevent or minimise exposure to risk due to the handling of people that can cause or aggravate work related musculoskeletal disorders. It applies to any workplace activity requiring the use of force by a person to hold, support, transfer (lift, lower, carry, push, pull, slide), or restrain another person at a workplace. This code outlines practical ways in which a person to whom this code applies can meet the requirements of the Workplace Health and Safety Act 1995. Guidance on the broad area of manual tasks in all its forms, including the moving of equipment used for handling people, is provided in the Manual Tasks Code of Practice. What is â€Å"people handling†? People handling refers to any workplace activity where a person is physically moved, supported or restrained at a workplace. Specifically, people handling refers to workplace activities requiring the use of force exerted by a worker* to hold, support, transfer* (lift, lower, carry, push, pull, slide), or restrain* a person* at a workplace. * Exacerbating and worsening musculoskeletal disorders– likely/major to catastrophic (permanent loss of employment) * Team unpreparedness – likely/minor major * http://www. noweco. com/risk/risk04e. gif All people handling activities are a potential source of injury and therefore, a hazard. If you undertake people handling at your workplace, you should use a process to manage the risks associated with this hazard People handling is often only one part of a theatre nurses job. If other parts of the nurses job also involve manual handling of other loads, it is necessary to assess the whole job and manage the risks associated with undertaking those activities which add to the accumulative stress on the worker’s body. 1. People handling activities is a collective term for a group of related people handling tasks. 2. People handling tasks are the specific ‘pieces’ of work undertaken at the workplace, which involve the physical movement of a person. 3. People handling actions are the individual elements of the task and refer to movements which are undertaken. † Manual Tasks Involving the Handling of People Code of Practice 2001, Qld. Common work-related actions within people handling tasks which contribute to WRMDs include: * frequent and repetitive lifting with a bent and/or twisted back regardless of weight * static working positions with the back bent, for example, holding a limb during a surgical procedure or providing stability while a person stands â€Å" Manual Tasks Involving the Handling of People Code of Practice 2001, Qld. Risk factors To gain a greater understanding of the relationship between people handling activities and injury, it is useful to consider the ‘risk factors’ which influence the level of risk associated with undertaking people handling tasks. These risk factors can be grouped into two distinct categories: * direct risk factors – which directly stress/injure the worker’s body * contributing risk factors and modifying risk factors which affect how the task or action is done. There are three direct risk factors: * forceful exertion * working postures (awkward, static) * repetition and duration. The risk management process Under the Workplace Health and Safety Act 1995 (the Act), exposure to health and safety risks that arise from workplace hazards (such as people handling) must be managed. The Act places this responsibility for workplace health and safety upon certain people (such as relevant persons and persons in control of workplaces) Risk management is an ongoing process. It should be undertaken: * now, if it has not been undertaken before * when changes occur at, or are planned for, the workplace * when there are indications for potential injury * after an incident (or ‘near miss’) occurs * at regularly scheduled times appropriate to the workplace. The steps below illustrate the application of the risk management process to managing exposure to the risks associated with people handling. Identification The first step in the process of managing exposure to people handling risks is identification. This step involves identifying people handling tasks, actions within each task, direct risk factors, and, contributing and modifying risk factors The first part of identification is to make a list of those tasks undertaken at the workplace that involve handling people. 1. Consult with workers and observe the tasks. 2. Make a list of all the people handling tasks. 3. Make a list of the actions within each of these tasks 4. For each action, determine which of the direct risk factors are present. 5. For each action, identify the contributing and modifying factors Assessment Assessment involves determining the level of risk associated with each of the people handling actions identified. The desired outcome of the assessment step is a prioritised list of people handling actions requiring control. Further, when more than one people handling task is assessed, then the overall risk estimate for the task can be used to develop a prioritised list of tasks requiring control. Consult with workers throughout this process to assist with determining the level of risk associated with each of the people handling actions and the priority of each task. 1. Consult with the workers. 2. Determine the level of risk associated with each action 3. Prioritise actions for control. In order to prioritise the people handling actions, the risk associated with performing each action should be assessed. It is up to the assessor how this assessment is done. The assessor can choose any method of risk assessment as long as a prioritised list of actions is achieved. A way of assessing risk is to consider the likelihood and consequences of an incident occurring at the workplace. Likelihood – of an incident occurring at the workplace * To estimate the likelihood of an incident occurring at the workplace, the following aspects can be considered: * how often the action is undertaken the number of workers performing the same or a similar action * the duration of time that the action is performed * distractions * the effectiveness of existing control measures * capacity and characteristics of the workers * environment * availability and use of equipment * condition of equipment * injury data/history6. Consequences – of an incident occurring at the workplace To estimate consequences, the severity of a potential injury or illness that could result from performing a people handling action can be considered. Reference can also be made to injury records and statistics, and information on injuries from people handling in related industries for an indication of the potential severity of injury. Use this likelihood and consequence estimate to rank and then, list the people handling actions requiring control. The decision is then made that for some actions, for example, those for which it is very unlikely that an incident would occur and for which the consequences are minor, may not require control. A summary of the assessment process Consult with workers: * Estimate the likelihood of an incident occurring at the workplace. * Estimate the consequences of an incident occurring at the workplace * List the people handling actions in the order of they require control. Questions to ask: * What do the workers think? * What is the likelihood and potential severity of injury associated with each action? * What should be fixed? What should be fixed first? Control Risk control strategies involve: * making decisions about the best measure(s) to control exposure to the contributing and modifying risks identified * implementing the chosen controls. Consultation with workers is an importan t part of this process. Design controls involve the arrangement, or alteration of: * physical aspects of the work area such as equipment or furniture/fittings, or * the work procedure. * Design controls are preferred because they * can eliminate or at least minimise exposure to risk factors * have the advantage of being relatively permanent (compared with administrative controls). For these reasons, implement design controls wherever possible. Administrative controls are achieved primarily by modifying existing personnel arrangements. Administrative controls do not remove the root cause of potential problems. These controls can only reduce exposure to the risk of injury. They might also be forgotten or not followed under stressful or other conditions as they are behaviour based, for example coping with staff reduction It includes consideration of factors such as – * the work postures required to carry out the action, how often it is repeated and for how long. Provide mechani cal aids where appropriate given the sterile environment in the perioperative unit – Hovermats are elpful in reducing the load of manual handling – but these are prohibitively expensive and require as many people to move patient safely as any other method Task-specific training Training in work methods for specific tasks or actions helps workers to carry out these tasks/actions in a safe and effective way. * Controls should not create other risks – the solutions should not result in a transfer of risk, for example, incorrect use of a handling aid, such as a transfer sheet can create forceful exertions on the workers forearm Although all the manual handling issues in the Perioperative are beyond this papers’ parameters, at least this area of patient care should be lifted to a much higher profile from a management, safety and a professional longevity perspective. Low back pain has been described as one of the main occupational problems among healthcare workers and nurses frequently have the highest incidence (Karahan, Kav, Abbasoglu amp; Dogan,2008) What is needed is a consistent, determined and educated effort on the part of the unit manager, nurse educator and occupational health and safety team to implement a program that will drive the manual handling of people to the forefront of safety practices in the unit – where bariatric patients (more than 100kgs) are becoming the norm rather than the exception, across all age groups and gender. Hospital and other care facilities have not generally been designed with the movement of bariatric patients in mind. ( Safework Australia, 2009). It is assumed largely by practicing nurses in the perioperative unit that new staff that join the team have some background in manual handling. Many students report that they have little to no manual handling training, other than hands on with another marginally more experienced nurse directing their work task, this is not a satisfactory or safe method of training – either for the nurse or the patient. Much more emphasis must be directed at the pre-employment and career development process in the safe development and competent use of manual handling techniques of vulnerable, often otherwise well patients who have mostly elective surgery for non- life threatening procedures. As the patient advocate, it is the nurses responsibility to ensure a safe passage through the perioperative journey.