Management Occupation Health And Safety 5th Edition by Kevin Kelloway – Test Bank A+

Description

1. Aerosol contaminants come in many forms. Approximately what size are they?

a.	.01 to 100 cm
b.	.01 to 100 mm
c.	.01 to 100 micrometres
d.	greater than 100 micrometres

ANS: c

PTS: 1

REF: p. 147

1. By which four routes can chemicals enter the body?

a.	respiration, inhalation, skin absorption, and skin penetration
b.	ingestion, skin penetration, inhalation, and lungs
c.	respiration, skin absorption, skin penetration, and ingestion
d.	lungs, nose, skin absorption, and ingestion

ANS: c

PTS: 1

REF: p. 148

1. Many toxic materials are dangerous on their own but some also have synergistic effects. What is the definition of “synergistic effect”?

a.	two toxic materials creating a third toxic chemical
b.	two factors taken together that are greater than the sum of the two
c.	double the effect of one chemical
d.	the speed at which the chemical evaporates

ANS: b

PTS: 1

REF: p. 146

1. The safe use and handling of chemical and biological agents can be ensured through the active usage of all of the following control measures EXCEPT?

a.	personal protective equipment
b.	work practices and procedures
c.	engineering controls
d.	risk tolerance assessment

ANS: d

PTS: 1

REF: p. 156 -159

1. HRMs can implement which of the following practices and procedures to reduce the risk of biological infection in the workplace?

a.	use of personal protective equipment
b.	developing recycling programs
c.	education and training
d.	a and c

ANS: d

PTS: 1

REF: p. 159-161

1. Exposure to chemical agents will NOT cause which of the following?

a.	Multiple Chemical Sensitivity (MCS)
b.	blood abnormalities
c.	lung disease
d.	heart disease

ANS: d

PTS: 1

REF: p. 145

1. Which of the following is NOT a basic level of protection within the respiratory tract?

a.	nose
b.	nasal passage
c.	alveoli
d.	dermatitis

ANS: d

PTS: 1

REF: p. 148

1. Which of the following is NOT a characteristic of a solvent?

a.	low surface tension
b.	high vapour pressure
c.	low boiling point
d.	homeostasis

ANS: d

PTS: 1

REF: p. 151-152

1. What agents are the major causes of occupational diseases?

a.	chemical and biological
b.	biological and organic
c.	organic and inorganic
d.	chemical and inorganic

ANS: a

PTS: 1

REF: p. 144, 156

1. Biohazard exposure is NOT as common as which of the following?

a.	noise exposure
b.	physical agents
c.	chemical exposure
d.	organic exposure

ANS: c

PTS: 1

REF: p. 156

1. The term fume is often confused with what other type of contaminant?

a.	gas
b.	smoke
c.	vapour
d.	mist

ANS: c

PTS: 1

REF: p. 146

1. What are the three states of matter of a chemical agent?

a.	high vapour pressure, low surface tension, and high volatility
b.	solid, liquid, or vapour
c.	gas, high volatility and low surface tension
d.	low boiling point, high boiling point, and high volatility

ANS: b

PTS: 1

REF: p. 147

1. According to the text, how is dermatitis defined?

a.	as the spiral or spongy sections of the respiratory system that have a centrifugal effect to help remove aerosols
b.	as tissues or organs that are most affected by exposure to a particular substance
c.	as natural organisms or products of organisms that present a risk to humans
d.	as the inflammation of the skin from any cause

ANS: d

PTS: 1

REF: p. 152

1. What are sensitizers?

a.	chemicals that can cause damage to the nerves in the body
b.	chemical or biological agents that cause the body’s immune system to respond abnormally by producing antibodies
c.	agents that can create defects in a developing fetus
d.	agents that cause or promote the formation of cancers

ANS: b

PTS: 1

REF: p. 154

1. Which of the following health effects results from ethylene oxide, an organic solvent?

a.	irritants
b.	intoxication
c.	dermatitis
d.	headache

ANS: a

PTS: 1

REF: p. 156

1. Which of the following BEST describes Biosafety Level 4 (BSL 4) organisms?

a.	They are of no or minimal hazard and are mostly harmless to healthy humans.
b.	They are extremely dangerous or exotic agents that pose a life-threatening disease for which preventive or therapeutic interventions are usually not available.
c.	They involve special hazards that require special conditions for containment.
d.	They are viruses only.

ANS: b

PTS: 1

REF: p. 159

TRUE/FALSE

1. Chemical and biological agents are not dealt with under WHMIS regulations.

ANS: F

PTS: 1

REF: p. 144

1. No toxicity data is available for about 80% of the chemicals that are used commercially.

ANS: T

PTS: 1

REF: p. 145

1. Health complaints of physiological reactions to low-level chemical exposures are labelled as Multiple Chemical Sensitivity (MCS).

ANS: T

PTS: 1

REF: p. 145

1. Biological hazards are created by one any combination of a very large number of chemicals and/or their physical reactions.

ANS: F

PTS: 1

REF: p. 156

1. Toxicity is the ability to cause injury to human biological tissue.

ANS: T

PTS: 1

REF: p. 147

1. The majority of chemical-related health problems result from contact with chemicals in liquid and solid states.

ANS: F

PTS: 1

REF: p. 146

1. Most of the negative effects of chemical exposure are derived from airborne respiratory contaminants known as aerosols.

ANS: T

PTS: 1

REF: p. 147

1. Toxicology is the scientific study of poisons.

ANS: True

PTS: 1

REF: p. 148

1. Organic solvents fall into two classes—acids and bases.

ANS: F

PTS: 1

REF: p. 155

1. Biological agents are natural organisms or products of organisms that present a risk to humans.

ANS: T

PTS: 1

REF: p. 156

1. Two diseases resulting from biological agents are Legionnaires’ disease and HIV/AIDS.

ANS: T

PTS: 1

REF: p. 156

1. The majority of biological agent exposures occur through inhalation.

ANS: T

PTS: 1

REF: p. 156

1. Most biohazards encountered in the workplace fall into BSL 1.

ANS: T

PTS: 1

REF: p. 156

1. Viral agents such as Hepatitis B are included in BSL 2.

ANS: T

PTS: 1

REF: p. 156

1. People most at risk of exposure to biohazards are employed in unique or specialized jobs, such as medicine, research, and farming.

ANS: T

PTS: 1

REF: p. 156

1. Chemical agents are the major cause of occupational diseases.

ANS: T

PTS: 1

REF: p. 146

1. Biohazard exposure is not as common as chemical exposure.

ANS: T

PTS: 1

REF: p. 156

1. Synergistic effects occur when the result of two factors taken together is greater than the sum of the two.

ANS: T

PTS: 1

REF: p. 146

1. Only workplaces that work with animals are required to control potential biological hazards.

ANS: F

PTS: 1

REF: p. 157

1. There are five routes that a biological or chemical agent can take to enter the body.

ANS: F

PTS: 1

REF: p. 148

1. Local toxicity and systemic toxicity mean the same thing when dealing with chemicals.

ANS: F

PTS: 1

REF: p. 152

SHORT ANSWER

1. Define chemical and biological agents. Describe a biological or chemical hazard present in your workplace, or a workplace you are familiar with or have researched. Explain the effects the agent has on the human body. What has the HRM/owner done to manage this agent and ensure that the workplace is healthy and safe? What more can the HRM/owner do to prevent or reduce exposure? Describe the legislation that deals with chemical and biological agents.

ANS:

Chemical agents are hazards created by any one or any combination of a very large number of chemicals and/or their physical reactions. Biological agents or biohazards are natural organisms, or products of organisms, that present a risk to humans. Exposure to chemical or biological agents can cause occupational diseases such as Multiple Chemical Sensitivity (MCS), asbestosis, silicosis, dermatitis, and occupational asthma, or lead to occupational injuries caused by chemical splashes, spills, or burns.

Examples of chemical hazards that students may have observed in their workplace are:

• Construction—vapours from solvents such as paint thinners and cleaners
• Manufacturing—dust created by mechanical means such as sanding or grinding
• Film processing—photographic materials, x-rays, and fixing chemicals
• Retail small business—cleaners and solvents
• Auto body shop—isocyanate
• Hospitals—gluteraldehyde (sterilizing cleaning solvent)
• Swimming pools—chlorine

Refer to OH&S Today 6.1—Deadly Fires Burning: Firefighters at High Risk for Occupational Cancer, OH&S Today 6.2—Occupational Asthma: The Case of Snow Crab Workers, OH&S Today 6.3—Toxicity Terminology, OH&S Notebook 6.1—Types of Contaminants, and Table 6.1 for examples of chemical hazards in the workplace.

Refer to OH&S Notebook 6.5—Classification of Biological Agents and Table 6.2—Biological Agents for examples of biological hazards in the workplace.

Refer to Figure 6.2 for an overview of engineering, work practices, PPE, personal hygiene practices, good housekeeping, medical surveillance, and record-keeping controls.

Each jurisdiction in Canada has OH&S with specific sections dealing with chemical and biological agents. Chemical and biological agents are also dealt with under the Workplace Hazardous Materials Information System (WHMIS) regulations. WHMIS is a nationwide program providing information on the use of hazardous materials (controlled products) in the workplace. Labels, Material Safety Data Sheet (MSDS), and worker education and training are the three communication elements of WHMIS. Labels on controlled products alert workers to potentially hazardous products, MSDSs provide workers with detailed hazardous ingredients and safe handling of the product information and education provides employees with the information and practices that they need to know to work safety with controlled products.

PTS: 1

REF: p. 158

1. List the seven types of chemical contaminants found in workplaces. Describe an example of one chemical hazard that office workers may be exposed to and one example of a chemical hazard that manufacturing workers may be exposed to. Describe a workplace human resource practice or policy that could address this health and safety issue.

ANS:

1.	Dust
2.	Fumes
3.	Smoke
4.	Mist
5.	Vapour
6.	Gas
7.	Liquid

There is a growing concern about the quality of air in the workplace from environmental illnesses, and the adoption of controversial scent-free practices (refer to OH&S Today 6.3—Good Scents?) and legally required second-hand tobacco smoke policies. Most human exposure to chemicals comes from breathing contaminated (polluted) air.

Office equipment such as photocopiers, computers, fax machines, laser printers, and ink/bubble jet printers may have ozone and hydrocarbon emissions. These must be labelled on MSDSs.

Refer to the OH&S Notebook 6.1—Types of Contaminants.

PTS: 1

REF: p. 146

1. List the 12 classifications of toxic substances and give an example of one of the classifications.

ANS:

Refer to the OH&S Notebook 6.4—Classification of Toxic Substances.

1.	Irritants
2.	Asphyxiates
3.	Anesthetics and Narcotics
4.	Systemic Poisons
5.	Liver Toxicants
6.	Kidney Toxicants
7.	Neurotoxins
8.	Sensitizers
9.	Lung Toxicants
10.	Mutagens
11.	Teratogens
12.	Carcinogens

PTS: 1

REF: p. 153-154

1. List the eight general characteristics or properties that make solvents effective, but hazardous and toxic. Give an example of one.

ANS:

1.	Low surface tension
2.	High vapour pressure
3.	Low boiling point
4.	Low heat of vaporization
5.	High volatility
6.	Ability to dissolve fats
7.	Flammability
8.	Vaporization

PTS: 1

REF: p. 151-155

PROBLEM

1. Briefly describe a communicable disease that is having an immense impact on the human resource function. Describe the practices and procedures HRMs can implement to minimize the exposure or reaction to one of these biological hazards in the workplace.

ANS:

Examples of communicable diseases include herpes simplex (cold sores), influenza, athlete’s foot, AIDS (Acquired Immune Deficiency Syndrome), and HIV (Human Immune Deficiency Virus). The critical concerns involve the protection of staff and/or the public from contracting HIV/AIDS, or other communicable disease, and the further spread of the disease. The challenge for HRMs and other health care professionals is the management of information. This ranges from keeping current on the constantly changing science and updating protocols, to facilitating centralized and rapid decision making, communicating information, and addressing concerns and fears with everyone involved, quickly, effectively, and efficiently. The local safety board develops infection control guidelines on many of the communicable diseases to protect workers and posts them online. Research committees are often formed to develop evidence-based safe work procedures for workers exposed to infectious diseases. Containing the spread of communicable diseases involves many people, organizations, legislation, guidelines, and standards.

Infection control protocols and personal protection equipment programs are legislated and must be in place in organizations. Employers who employ workers who can reasonably expect to be exposed to blood and certain body fluids or other potentially fatal illnesses such as AIDS or Hepatitis B must comply with the OH&S regulation sections on biohazardous materials in Part 6 of the Occupational Health and Safety Regulation (Substance Specific Requirements—Biohazardous Materials or other local health and safety legislation. See http://www2.worksafebc.com/pub...).

These sections typically require employers to develop and implement an exposure control plan to address the specific risks and hazards faced by workers in these work settings. The HRM may be involved in keeping records of all job classifications and identifying (risk identification) all tasks and procedures in which there is a potential for occupational exposure to a biohazardous material. The HRM will also be involved in:

• Initiating action plans to deal with sick employees, quarantined employees, and scared employees
• Communicating with unions, health and safety committees, and health care professionals
• Implementing immediate training and hiring processes
• Establishing immediate communication channels (e.g., families and staff forums where employees can talk about these concerns)
• Clarifying compensation policies (e.g., commitment to maintain the wages of workers in quarantine)
• Clarifying limited rights to refuse work for nursing staff.
• Providing personal protective equipment training
• Educating and training employees on how communicable diseases are and are not spread the health effects of the diseases caused by these viruses and examples of safe work practices
• Implementing an exposure control plan, ensuring universal precautions are taken, and following relevant legislation from employment contracts to privacy and human rights.

Where exposure incidents involving blood and certain body fluids have or may occur in the workplace, employers must implement exposure control plans and procedures that must include a statement of purpose and responsibilities, identify workers at risk, assess the degree of risk, and identify how the risk will be controlled.

Controls may include:

• Engineering and work practice controls
• Housekeeping practices that are designed to keep the workplace clean and free from spills
• Work procedures that ensure contaminated laundry be isolated
• Use of WHMIS labels and MSDSs
• Education and training to inform and instruct workers in how to eliminate or reduce the risk of contact with blood and certain body fluids conducting immediate medical evaluations if an incident occurs ensuring that work practices eliminate or minimize the risk of unforeseen contact developing ways to address chance encounters with blood and certain body fluids
• Providing workers with the equipment, tools, and personal protective equipment (PPE) needed to deal with unforeseen contact
• Monitoring the workplace to ensure that safeguards are used and safe work practices are followed
• Ensuring prompt, easy access to first aid and that medical attention is available
• Investigating and developing ways to prevent future incidents from occurring

Online Information on Infectious Diseases:

Controlling Exposure: Protecting Workers from Infectious Disease published by WorkSafeBC at http://www.worksafebc.com/publications/health_and_safety/by_topic/assets/pdf/bk129.pdf

PTS: 1

REF: p. 156-161

Chapter 7-Psychosocial Hazards

MULTIPLE CHOICE

1. Stressors may vary along which of the following dimensions?

a.	duration, frequency, intensity, and type
b.	duration, intensity, type, and predictability
c.	frequency of occurrence, intensity, duration, and predictability
d.	frequency of occurrence, duration, type, and environment

ANS: c

PTS: 1

REF: p.169

1. Which of the following is NOT a major category of workplace stressors?

a.	workload and work pace
b.	work scheduling
c.	career concerns
d.	general adaptation syndrome

ANS: d

PTS: 1

REF: p.170

1. What is the definition of stress?

a.	an individual’s internal response to, or evaluation of, stressors; often characterized by negative feelings of arousal
b.	a consequence of any action and a non-adaptive process moderated by individual differences
c.	a consequence of any action, moderated by individual differences and an internal event
d.	an adaptive response moderated by individual differences and a consequence of any action, situation, or event that places several demands upon a person

ANS: a

PTS: 1

REF: p.171

1. What are two personality characteristics of particular relevance to stress?

a.	type A and B behaviour
b.	negative affectivity and competitive behaviour
c.	type A behaviour pattern and negative affectivity
d.	type A and competitive behaviour

ANS: c

PTS: 1

REF: p.173

1. What is a variable that affects how we evaluate stressors and aggravate our responses to them?

a.	moderator
b.	buffer
c.	risk factor
d.	negative affectivity

ANS: a

PTS: 1

REF: p.172

1. Which are the four categories of strain reactions?

a.	organizational, physical, mental, and cognitive
b.	behavioural, cognitive, organizational, and physical
c.	psychological, physical, cognitive, and mental
d.	psychological, physical, behavioural, and organizational

ANS: d

PTS: 1

REF: p.174

1. Which of the following serious physical conditions has NOT been consistently linked to increased stress?

a.	coronary heart disease
b.	asthma
c.	hypertension
d.	cancer

ANS: d

PTS: 1

REF: p.174

1. Researchers have identified which of the following as organizational outcomes of stress?

a.	increased absenteeism
b.	decreased performance
c.	greater harassment
d.	increased workplace accidents

ANS: c

PTS: 1

REF: p.175

1. Organizational efforts at primary stress prevention fall into a number of categories. Which of the following are included in those categories?

a.	reducing the stressors associated with high job demands
b.	reducing problems with ambiguous jobs
c.	providing employee assistance programs
d.	providing flexible working conditions

ANS: c

PTS: 1

REF: p.176

1. Which of the following provides the best example of an individual tertiary stress intervention?

a.	participation in psychological counselling
b.	company benefits plan that includes sick days and leave options
c.	talking with friends and coworkers
d.	yoga classes

ANS: a

PTS: 1

REF: p.178

1. Which of the following provides the best example of an organizational secondary stress intervention?

a.	providing flexible working conditions
b.	offering an onsite fitness centre
c.	supporting employee efforts to find appropriate medical care
d.	exercise

ANS: b

PTS: 1

REF: p. 177

1. Which of the following BEST describes secondary stress interventions?

a.	They are more widely used than primary interventions.
b.	They are used only in extreme cases of stress.
c.	They involve the removal of actual stressors.
d.	They are the basic principle of stress management.

ANS: a

PTS: 1

REF: p. 177

1. Sung-Han feels that his salary is too low given the amount of responsibility he has at work and the long hours he puts in. What is Sung-Ha experiencing?

a.	distributive injustice
b.	procedural injustice
c.	interactional injustice
d.	stress

ANS: a

PTS: 1

REF: p. 178

1. What are the likely negative consequences of family-to-work conflict?

a.	family outcomes
b.	work outcomes
c.	psychological outcomes
d.	health outcomes

ANS: b

PTS: 1

REF: p.183

1. Researchers and practitioners of occupational health psychology rely on a four-component strategy to reduce work-related psychosocial disorders. What does this strategy focus on?

a.	organizational change, information, psychological health services, and surveillance
b.	organizational change, information, psychological health services, and violence in the workplace
c.	organizational change, information, stress moderators, and violence in the workplace
d.	stress moderators, negative affectivity, depression at work, and information

ANS: a

PTS: 1

REF: p.171

TRUE/FALSE

1. The term “psychosocial” describes the social environment and the psychological factors that impact a person’s health and well-being.

ANS: T

PTS: 1

REF: p.169

1. Social factors that affect a person’s health include self-esteem, anxiety levels, and ability to cope with pressure.

ANS: F

PTS: 1

REF: p.169

1. A stressor is an objectively verifiable event that occurs outside the individual that has the potential to cause stress.

ANS: T

PTS: 1

REF: p.169

1. Acute stressors have a specific onset, occur infrequently, have a high intensity, and may be either long or short in duration.

ANS: T

PTS: 1

REF: p.169

1. The general adaptation syndrome is the body’s way of gearing up for fight or flight.

ANS: T

PTS: 1

REF: p.172

1. A variable that protects people from the negative effects of stress is called a moderator.

ANS: F

PTS: 1

REF: p.172

1. Type A behaviour is an action-emotion complex that can be observed in any person who is aggressively involved in a chronic, incessant struggle to achieve more in less time.

ANS: T

PTS: 1

REF: p.173

1. Type A behaviour is characterized by being hard driving, competitive, and time urgent.

ANS: T

PTS: 1

REF: p.173

1. Individuals high in negative affectivity may seem to react negatively to all stressors. This may serve as a risk factor in the stress process.

ANS: T

PTS: 1

REF: p.173

1. The provision of appropriate feedback in a kind and sincere manner can go a long way toward improving an employee’s perceptions of interactional justice at work and may have a positive impact on that individual’s health.

ANS: T

PTS: 1

REF: p.179

1. Psychological strain reactions typically include either a disturbance in affect (e.g., mood) or a disturbance in cognition (e.g., concentration).

ANS: T

PTS: 1

REF: p.174

1. Increased strain does not lower the body’s resistance to physical illness.

ANS: F

PTS: 1

REF: p.174

1. Preventive stress management is an organizational philosophy and set of principles that employs specific methods for promoting individual and organizational health while preventing individual and organizational distress.

ANS: T

PTS: 1

REF: p.176

1. Workplace interventions aimed at the prevention of stress must include organizational and individual perspectives.

ANS: T

PTS: 1

REF: p.176-177

1. Preventive stress management is an approach to managing stress in the workplace that prioritizes the health of the organization over the health of employees

ANS: F

PTS: 1

REF: p.176

1. Secondary interventions involve the reduction or removal of actual stressors.

ANS: F

PTS: 1

REF: p.177

1. Primary stress prevention strategies are broadly implemented in Canadian organizations.

ANS: F

PTS: 1

REF: p.177

1. Organizational efforts to enrich jobs and provide increased control should reduce a major source of work-related stress and result in a healthier and more productive workforce.

ANS: T

PTS: 1

REF: p.171

1. Primary interventions are stress intervention techniques that focus on minimizing negative consequences once a person is feeling stress.

ANS: F

PTS: 1

REF: p.177

1. Secondary stress interventions are less desirable and more widely used than primary preventive techniques.

ANS: T

PTS: 1

REF: p.177

1. Secondary and tertiary strategies are less desirable than primary approaches because they target stress after it has occurred.

ANS: T

PTS: 1

REF: p.177-78

1. Tertiary interventions are stress intervention techniques that are used to help those individuals who have not been able to effectively manage or cope with workplace stress and are now experiencing symptoms of strain.

ANS: T

PTS: 1

REF: p.178

SHORT ANSWER

1. Describe and distinguish between the concepts of stressor, stress, and strain.

ANS:

A stressor is an objectively verifiable event that occurs outside the individual that has the potential to cause stress. These events can happen in the workplace, home, and community environments, and are often interrelated as employees try to balance their various life roles such as family, community, and learning. A stressor is an event appraised by the individual as taxing, exceeding his or her coping resources, and negatively affecting his or her health. Stress is an individual’s negative emotional response to, or evaluation of, stressors. It occurs when the individual feels that he or she does not have the ability to cope with the stressor. Stress is moderated by individual differences (e.g., personality and social supports). Individuals perceive and respond differently to the same stressors (e.g., as proposed by the general adaptive syndrome and the transactional model of stress). Stress is the function of both the individual and the situation. The text discusses stress in terms of the psychosocial model of health (the social environment and the individual psychological factors that affect an individual’s health). Strain is the result of continued stress, and is classified into four categories of reactions: psychological, physical, behavioural, and organizational. Psychological strain reactions include either a disturbance in affect (e.g. mood) or a disturbance in cognition (e.g. concentration). Disturbances in mood resulting from stress can result in the experience of depression and anxiety. Experiencing Physical strain can lead to coronary heart disease, hypertension, strokes, ulcers, asthma, and some forms of cancer. Behavioural strain can manifest in avoidance of certain situations, increased smoking, consumption of alcohol and drugs. Organizational strain can result in increased absenteeism, decreased performance, and increased risk of workplace accidents.

PTS: 1

REF: p.169, 171, 174

1. It is important for employers to detect mental health illness in order to help employees receive an early medical referral and assessment. Describe the four categories of strain reactions that help employers detect workplace mental illness.

ANS:

People may encounter stressors and experience stress. If stress continues, strain will result, leading to an increased risk to mental and physical health. This strain can lead to four categories of reactions; psychological (e.g., a disturbance in mood or concentration, physical (e.g., headaches, heart disease, strokes), behavioural (nervous habits and self-medication), and organizational (increased absenteeism and turnover, disturbances in performance, and interpersonal work relationships).

PTS: 1

REF: p.174-175

1. Identify and describe 4 of the 6 major categories of workplace stressors identified in the NIOSH model.

ANS:

The NIOSH model identifies the following major categories of workplace stressors:

1)workload and work pace: refers to the amount of work that must be completed and the speed at which employees must work to complete their tasks.

2)role stressors: (conflict, ambiguity, inter-role conflict). Role conflict exists when individuals face incompatible from two or more sources. Role ambiguity reflects the uncertainty that employees experience about what is expected from them in their work. Inter-role conflict exists when employees face incompatible demands from two or more roles.

3)career concerns: includes worries about job security, fear of job obsolescence, underpromotion, overpromotion, and concerns about career progression.

4)work scheduling: working rotating shifts or permanent night shifts results in a disruption of physiological circadian rhythms, as well as a disruption of social activities.

5)interpersonal relations: poor interpersonal relations in the workplace are identified as a source of stress. Having well established sources of social support may reduce the effects of other workplace stressors.

6)job content and control: jobs that are highly repetitive, or that do not make use of a variety of workers’ skills or give workers a measure of control over how and when they complete their tasks, can be a source of stress.

PTS: 1

REF: p.170-1

PROBLEM

1. How can an employer or human resource manager manage mental health illness in the workplace?

ANS:

The preventive stress management framework. The basic principle of this framework is that the health of an organization and the health of its employees are interdependent. Strategies can be implemented at both the individual and the organizational levels. Ideally, stress management programs will include both organizational and individual interventions designed to reduce exposure to stressors, reduce the experience of stress when stressors are unavoidable, and swiftly provide treatment options to those individuals who are experiencing the negative consequences of stress.

Primary Interventions: involve reducing or removing the actual stressors and are highly effective in reducing work-related stress and strain. The idea is that the removal of sources of stress from the workplace should reduce employee stress and strain. (Individual Interventions: avoid taking on an overload of work, take adequate leisure time, try to reduce Type A behaviour; Organizational Interventions: redesign particularly demanding jobs, respect employees’ opinions in management decision-making processes, provide flexible working conditions.)

Secondary Interventions: focus on minimizing negative outcomes once a person is feeling stress. Techniques such as stress management and relaxation training help people identify the negative health effects of stress. This often involves teaching effective coping strategies; appropriate strategies for managing stress can lessen the negative effects of stress on health. (Individual Interventions: talk with friends and coworkers, make time to exercise, use relaxation techniques; Organizational Interventions: provide comprehensive benefits programs, offer on-site fitness centres, ensure balanced nutrition on the cafeteria menu.)

Tertiary Interventions: include psychological therapy and medical attention strategies that are applied after the fact to help those individuals who have not been able to manage workplace stress effectively and who are now experiencing symptoms of strain. In the event that stressors and stress are not adequately dealt with via primary and secondary efforts, it is important to consider tertiary interventions strategies that organizations and individuals could use to treat employees’ symptoms of strain. (Individual Interventions: seek medical treatment, participate in psychological counselling; Organizational Interventions: offer benefits packages with sick days and leave options, provide counselling services following major stressors, support employee efforts to find appropriate medical or psychological care.)

PTS: 1

REF: p.176-178

1. Imagine you are currently the human resource director for a small to medium-sized organization. You are aware that perceived injustice in workplaces is a stressor and you would like to minimize the extent to which your employees are exposed to work stress. Give some examples of what you might do to maximize employee perceived distributive, procedural, and interactional fairness. What would be some outcomes if your employees begin to feel that the workplace is unfair?

ANS:

An emerging employee stressor is injustice in the workplace, which is the concern that employees who experience unfairness in their workplace also experience higher levels of workplace stress and strain. As the human resource manager, you would want to ensure that employees are managed equitably by incorporating the following: interactional justice (fairness of interpersonal treatment), distributive justice (fairness of outcomes), and procedural justice (fairness of processes). The implementation of leadership training, performance management systems, continuous employee feedback and participative decision-making processes maximize employee-perceived interactional, distributive, and procedural fairness. Workplace practices that increase employees’ perceived unfairness reduce employee commitment and retention, and increase absenteeism.

PTS: 1

REF: p.178‒179

1. If an organization is concerned about work‒family conflict what aspects of work-family conflict do they need to identify and address to fully understand the issue?

ANS:

More and more workers are facing childcare demands, dual-income households resulting in working parents being torn between work demands and childcare responsibilities. Work-family conflict is defined as a type of inter-role conflict in which the role pressures experienced in the work and family domains are incompatible. Participation in one role is made more difficult by virtue of participation in the other.

However, work family conflict is bi-directional: work may interfere with a person’s ability to meet family demands (work-to-family conflict), and family responsibilities may interfere with an individual’s ability to keep pace with work demands (family-to work conflict).

Several elements of work and family roles contribute to work-family conflict. One is the amount of time a person spends in each role, or behavioural involvement in the role. Generally speaking, more time dedicated to one role means less time available to spend in the other role. A person’s psychological involvement, the degree to which a person identifies with a particular role and sees the role as central to his or her self-concept, can also be a predictor of work-family conflict.

Both work-to-family, and family-to-work conflict are associated with negative consequences. The outcomes tend to be in the opposite domain from the cause of the conflict. Work-to-family conflict tends to affect family-related outcomes (reduced performance in the family role, absences from family events), and family-to-work conflict affects work-related outcomes (decreased work performance and absenteeism from work).

PTS: 1