HR assignment essay on: OSH management / Leadership Perspective

 A. Introduction

Occupational Health and safety (OHS) is a process that helps to provide a safe healthy environment for the employees at their workplace. It is the duty of employer and the leaders of an organization to free the employees from injuries and illness. The aim of OHS is to provide a better working environment to all the employees for the smooth functions of the business. OHS process will be implemented by the Leaders to clearly define the roles and responsibilities, create a proper organizational culture, resolve the issues arising at work place, manage the hazards, implement the tools for workplace inspection, and take corrective actions to provide safety. Leaders implement OHS to retain the staff, and maximize the productivity. Leaders must have some specific qualities to successfully implement OHS at work place. The leadership styles reflect the image of an organization. Leaders must be supportive, charismatic, participate, directive, transformational, and transactional in their behavior (Health Canada,     2011). Leaders must have knowledge about economic, human and technical aspects to implement OHS. Commitment should be there from the leaders, employees and the management side.

Some of the specific OSH leadership behaviours that can build or erode trust within the workplace are explained below (Risk to Business,    2012). 

1. Attitude

Leaders must have positive attitude to accept the challenges at their workplace. The negative attitude of the leader will create conflicts, low motivation, wastage of the resources, inefficient management of time, absenteeism, lower retention of employees and unhealthy environment in an organization. Leaders with positive attitude will remove all the negatives of the employees for their better performance and organizational growth. Leaders must have attitude to implement the safety devices for their employees.

 2. Behavior

Leaders are identified by their behavior. If Leader wants to change the behavior of the employees then he must also have ethical behavior to be accountable to the management. Some leaders behave in a wrong way and employees also get inspiration to behave in same way which is not good for an organization. Leaders must be accountable to the employee’s health and their wellness. The leaders should be able to reflect the clear lines between the acceptable and unacceptable behavior at workplace. They must be able to train the employees, formulate the policies, and provide continuous support to change the behavior of the employees. Negative behavior like ambiguity, fraud, grief and harassment should be removed (Collegiate Project Services,     2006).

 3. Commitment

Leaders must be committed to implement the safety measure for the employees for their smooth functioning of the work. They must take be able to bridge the gap between employees and the management regarding providing safety measures at the work placeTrust can be only maintained at the work place if leaders take corrective actions to provide a safe environment and healthy life to their employees. The factors of trust that can be developed by the leaders at their workplace are openness, integrity, competence, honesty, Respect and Acceptance (Council of Better Business Bureaus,     2012).

B.Theories /Approaches Related To OHS Applied By the Management.

1. Taylor Problem Solving/Scientific Approach (1911)

This approach was used by managers to increase the efficiency by telling about the workers the best way to be followed for completion of their work. In this approach the managers or leaders does not require to motivate the employees. They should be told to do the exact thing. If employees have any problem then they should use suggestion box for their complain. The complex task should be broken into smaller one. Today to increase the productivity companies are using SIX Sigma concept including quality management. It is also based on Taylor Principles. Workers can create a healthier environment by building the team and solving the problems by mutual cooperation (Helium,    2012).

2. Fayol Administrative Approach (1949)

Administrative theory includes the fourteen principles of management at the workplace which has been the foundation of today’s modern management. They are explained below form the point of OHS. 

1. Divison of work.

Employees work should be divided to remove the confusion .The productivity of an organization increases if work is being divided according to the skills of the employees. Efficient people who can perform work in machines should be give work to do in machines to maintain a safe working environment in the organization.

2. Authority with corresponding responsibility.

Employees must be responsible to the management and to their Leaders. The responsible person should be given authority for the smooth functioning of the business. Employees should work by developing the healthy environment.

 3. Discipline

The employees must not misuse the resources of an organization. The resources can be harmful for the environment and their health. They should come in proper time and maintain the decorum at their work place. Employees should not be involved in any conflict and disturb the environment for others (Mind Tools Ltd,     2012).

4. Unity of Command

There should be one superior for one employee to remove the misunderstanding .Clarity of roles for the employee’s comes when there is only one supervisor. Many commands at a single point will de-motivate and reduce the confidence level of an employee.

 5. Unity of Direction.

One plan should be used by the manager for the workers working in a team. Too many directions will create ambiguity for the employees and effective output might not be delivered.

 6. Subordination of Individual Interest to General Interest.

The employee’s interest/goals must be related with the organizational goals. This is only possible if employees are motivated, and they have a safe working environment without any problem. Therefore OHS is related to the individual interest.

7. Remuneration

Employees in an organization should be paid fairly so that they can have a healthy life with their family members. The employee’s satisfaction is also linked with the remuneration. It also includes the non financial remuneration like rewards, recognition and motivation at the workplace. 

8. Centralization

Employees suggestions should also be some times considered for the decision making process. It is also a process of empowering the employees. Suppose some safety devices are to be implemented in an organization then in such case expert employee’s suggestions can also be taken by the manager in an organization.

9. Scalar Chain

The information must flow from top management to the lower level for the smooth functioning of the activities at the work place. A chain will always help to abide the employees with their roles and responsibilities.

10. Order

The order must be given by the manager to maintain clean and safe environment at the premises. Everything in an organization must be placed in a proper place. Sequential placing of the thing and activities should be there for the overall growth of an Organization.

11. Equity

Managers must treat the employees fairly in an equal manner. There should not be discrimination on the basis of caste, gender, and religion. The employees must be treated with respect and dignity. They should not be harassed by any way. Fair justice should be made during any illegal activities done by the employees at their workplace. Equality can be maintained by treating employees in equal manner.

12. Stability of Tenure.

Employees leave the organization when the working conditions are hazardous and they get de-motivated from their work. Job enlargement and Job enrichment with better performance rewards will help to motivate the employees. The working conditions can be improved by implementing the eco-friendly devices.

13. Initiative

Employees will take initiative to work when they will get freedom to carry out their activities. The creative employees always take initiative to complete the work by providing lots of insights to it. Better initiative of employees will always create a positive attitude of management towards them.

14. Esprit de Corps

There should be team spirit among the employees to complete the work in a proper time. Teams work successfully when there is lack of resources, time and in critical working environment. Therefore teams need to be formed to implement the OHS successfully in any organization. Teams are able to take proper decision and are directed towards common objective. Cohesion is a greatest strength for the members. Team will help to divide and rule at work place.

3. Mayo Behavioral Approach (1946)

Mayo had discovered this principle at Western Electric Company. This approach explains that employees get motivated when they are asked to participate in decision making rather than providing them short time incentives. If employees are empowered then they feel more motivated to perform their best for a longer period of time. Incentives do provide motivation but it is not linked with longer term motivation. Human Collaboration at work is very important in any of the organization. The satisfied employees will always perform their best and help the organization as and when required. During financial crisis many organizations Layoff their employees which creates negative attitude towards the management. Employees should be called and suggestion should be taken from them to overcome the problems at work place. Conflict should not be there at work place (High Beam Research,    2 012).

4. Deming Systematic Approach (1982)

This approach will help to place importance of responsibility on management at individual and organizational level. The much of the responsibility is to place the management for producing the quality output. According to this approach Deming fourteen plans can be applied in small or large organization. The resources are taken by organization as an input and processed with the help of men/machines to produce the desired output. OHS can be maintained if there is consistency, Adaptation of new technologies, Evidences to maintain quality, working in a system, modern training methods, new supervision methods, breaking the departmental barriers, working effectively by removing the fear, inspection, and eliminating the numerical goals (Department of Trade & Industry,    n.d).

C. Characteristics of a “Generation Y” workforce

Generation Y workforce are the individuals who were born in mid 1980 and have entered into the business world. They are the fastest growing youths in their career. The maximum talent is found in this generation. The characteristics of Generation Y are as follows.

1.Technology Users.

The Generation Y people are those individuals who have grown up with the technologies. They have higher reliability towards the technology like internet, mobiles, laptops, and etc. They are mostly spending their time using the technologies. Communication takes place on face to face basis using technologies.

2. Family Oriented.

They value their family by being committed, disciplined and maintaining a better work life balance. They want to earn more and more to keep their family members happy. They are flexible to work in any shifts. They want higher pay for maintaining their expenditure.

 3. Achievement –Oriented

The individuals of this generation are highly ambitious to achieve their goals. They are creative in nature. They like to accept the challenges by being motivated. Employers expect highly from Generation Y people. They are always ready to learn in any environment.

4.Team-Spirit:

Generation Y like to participate in team. They play sports and solve the problem in a team. Team work will help to use the resources properly, create synergy and accomplish the work in a proper time.

5. Attention Seeker:

The Generation Y always wants to get feedback from their superiors. They want to be praised and appreciated by being rewarded and recognized for their work. They want to be noticed by the people (About.com,     2012).

Generation Y Affecting the safety Management

The Generation Y workforce demand flexible working environment, want to change the organizational culture, are more demanding, require more technological advancement, and want to have direct communication. They affect management because they are less conscious about the hazards of using the new technology. The emission of carbon foot prints at work place is not visible to them but it really affects their health.

Methods used by OHS Manager to retain the Generation Y workforce effectively are listed below (Ivey Consulting Inc,     2012).

• Timely feedback should be given by the OHS manager to their employees.
• Generation Y workforce must be divided in teams for the desired output.
• They should be approached with a negotiable manner.
• Flexible working schedule should be made for them.
• Face to Face dealings should be taught and prepare them for the uncertainties in future.
• Rewards must be provided to them to increase their motivation Level.
• Entrepreneurial environment should be set to provide autonomy at their workplace.
• They should be empowered at workplace as and when required.

D. Conclusion

It is the duty of management to see and inspect the working systems of the organization. Employees are the valuables assets for any organization. OHS managers/Leaders must take the responsibility to maintain a safe and healthy working environment for the better performance of the employees which is ultimately related to the organizational growth. Leaders must apply various styles of leadership in organization. Therefore to have a successful implementation of OHS measures effective leaders must be identified and given the responsibility (Dow Jones & Company Inc,    2012). 

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