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Cheong Liang Ruey 31923243

BACHELOR OR COMMRCE

BUS 320 ADVANCED HUMAN RESOURCE PERSPECTIVES

Individual Report

Work Health & Saet! Ca"e St#$!

Student Name: Cheong Liang Ruey

Student ID: 31923243

Lecturer: arc !ong

!otal "ord#: 1$$%

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Table of Contents

T%tle Pae"

Cover +age 1

!a-le o, Content# 2

./ecutive Summary 3

Identi,y +ro-lem# and Ca#e )naly#i# 3

Solution# 4

Recommendation# $

Implementation# 0

Conclu#ion %

)ppendi/ ) to & Re,erence#



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Executive summary

Todays workers have getting more involved in their occupational life than ever

before. This increases the length of workers working hours, while the reasons can be

many. Workers like Terry, is clearly a workaholic and worship his work. He is

probably belonging to the group of people that believe they can only attain their

achievement in their career.

The World Health Organisation (WHO has found that stress is one of the biggest

threats in the !"st century and occupational stress as one of the second most common

health problem (T#, !$"%. Health and safety in workplace is ever&increasing in the

importance that 'ingapore is implement a strategy for Workplace 'afety and Health

'trategy (W'H !$".

)n this essay, we will first look into the case study of stress and workaholism and

analyses it and identify problems. Here, we list out the problems that Terry and his

company is facing. *fter which will we look into some possible solutions that can be

helping Terry and his company to rectify the situation in his company, follow by the a

recommendation for the implementation. While the topic about W'H can be so wide,

we will narrow this case study report focusing more on occupation stress and

workaholism as the case is about.

Identify Problem and Case Analysis

'ingapores +mployment *ct consent that employees normal hours of work should

be hours in a week with ma-imum of ! hours of overtime in a month. Terrys

working hours is hitting the level of /$ or more hours in a week is hovering around

the ma-imum hours that listed in 0art )1 of the +mployment *ct (2O2, !$"%. This

part of the +mployment *ct is applicable only to employees earning not more than

3!$$$ basic monthly salaries. 'ingapore 2inistry of 2anpowers Workplace 'afety

and Health (W'H have already made significant progress in the recent year and even

established a W'H strategy towards !$". 4espite of this progress, 'ingapore legal

framework is still a far cry from countries like *ustralia with more e-tensive

Occupational Health 'afety legal re5uirements that could have a better protection on

Terry. )n *ustralia, where employers have the 6duty of care7 that unpins all OH'



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activities re5uired the employer to ensure the working environment is safe and

without risk to health.#ood points.

2any organisations like Terrys 8+O, consider workaholic positive because the

organisation makes profit and e-cessive working of their workers and side effects of

this type of working culture is often ignored or 9ustified through some pri:es and

encouragement (;assel, "


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9ob security will be affected by reporting the condition. The management and 8+O

and Terry should be more aware of and educate with occupational stress and ha:ards

and more acceptance to recognising it as a ha:ard. Workers should have self&aware,

responsible and discipline to his or her health. =eporting should also keep as

necessary confidentiality.

'ome practical solutions can be suggested like, sending these workaholics to courses

with concepts like 6time management 6 0roblem solving skills7. 'ome family

activities, like ;amily day reminds employees of family awareness and to allocate

time for their family. 2anagement can even consider consulting employees family

members to reduce the adverse effect of 6workaholics7. +mployers should have

confidence about their employee leaves and working plans. Thus, encouraging

employees to take a break and replenish their power after completing too much works

('hariat @ 'hokuh, !$"!.

'ome of the e-amples that management activities that could be implements solutions

for occupational stress areA firstly, management should be communicating and

clarifying e-pectations of work standards and deadlines including key management

issues that may occur ie conduct investigations, disciplinary matters. 'econdly,

management should assisting employees to prioritise work to meet realistic deadlines

and providing feedback on performance. Third, they should monitor individual and

group workloads (0remier, !$$%.

Recommendations

One of the responsibilities of the managers human resource management is to

prevent and manage workplace ha:ards including occupational stress. )t is

recommendation that Terrys company should consider developing a strategy

management for W'H. This strategy should have a risk assessment to involves

identifying ha:ards in workplaceA assessing the likelihood of the ha:ards occurring

and its conse5uencesA and deciding whether the ha:ards can be eliminated and if not

how it can be controlled. The ne-t section of the essay we will look into the

implementation of the strategy.

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Implementation

The strategy can be considered into four main principles, including the identification

of ha:ards, implementing a strategy to assist employees, training and development for

employees and develop a protocol for critical risk management.

;irstly early recognition and support the ha:ards. These workplace ha:ards should be

identify to determine actual and potential ha:ard to eliminate the risk or control the

impact. 2anagement need to positively address employee perceptions, inappropriate

management behaviour and cultural barriers in order to assist employees with

occupational health and safety concerns or work related in9ury or illness, including

occupational stress. These issues are to be addressed for early intervention and

support programs will be effective. The use of some tools or checklists could be

useful (see appendi- *. 0rioriti:ing the identify ha:ards and an assessment of the

ha:ard fre5uency and impact is can inform the management to of its priorities in the

development of strategy (see appendi- B. ;or Ha:ards like occupational stress, there

are some indicators and data that management can gather and look out for areA safety

audits, workplace inspection reports, absenteeism and sick leave records, accident,

in9ury and incident reports, results of consultations with staff, conduct confidential

surveys, staff turnover statistics, health and environmental monitoring and e-it

interviews (0remier, !$$%.

'econdly, implementing intervention strategies and programs to assist employees. The

intervention strategies should vary on the type of ha:ards identifies. 'trategies for

occupational stress can be include +mployee *ssistance 0rogram (+*0 and assist

employees to remain at work. The early identification and actions of managers are

crucial to the assistance to employees facing ha:ards like occupation stress. 'uch

actions can prevent or minimise stress&related issues and assist in preventing

employees absence from duties. +*0 assist with both personal and work&related

disorders. +*0 will provide access to confidential counselling and referral to self&help

professionals.

Thirdly, is to provide information and training for and to staffs. 2anagers may re5uire

training and guidelines to help them identify troubled or distressed employees. *fter

conducting a risk assessment, a training program should be developed to inform



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employee the occupational ha:ards (stress to promote a preventive measure. Training

programs could help employees learn how to cope with stress. 2anagers should be

given information and training on general management and supervisory skills,

competency to e-ercise workplace safety responsibilities, support services and local

policies and procedures.

;ourthly, develop procedures to prevent or manage critical incidents because

occupational stress may lead to like critical situations that threaten life or health, or

situations that can result in physical in9ury etc. 0rocedures should have an early

intervention response plan that is incorporated into the companies overall risk

management plan for occupational stress to manage such situations.

Conclusion

The world governments including 'ingapore will continue to increase their standard

in W'H and this will affect and influence the conduct and practices in H=2. The

success of developing a safety culture and create a safe work environment could not

lies on H=2 practice only. )nstead it is the responsible of all the stakeholdersA the

employers, unions, legislative, employees and safety representatives.

Workplace safety is also beneficial all stakeholders and may reduce and eliminate the

unforeseen cost for companies due to occupation ha:ards. Workers compensations and

penalties due to workplace in9uries can be massive depending on types. *lthough such

compensations are much lesser when comparing 'ingapore to other countries with

well&developed W'H, 'ingapore is enhancing its W'H with strategy !$". 'oon

'ingapore companies will have to force into the change.

The opening sections on problem identification and analysis are very well researched

and written. #ood 9ob. However, the recommendations are 5uite formulistic and do

not address all the problems identified. #iven that the 8+O seems to support Terrys

work style & indeed, views him as role model & how can *nnette proceed with her

plansC

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APPENDIX A

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Source Premier!s Department "ccupational Stress #a$ard Indentification And

Ris% &ana'ement Strate'y ()*+

APPENDIX ,



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So#r'e( Pre)%er*" De+art)e,t O''#+at%o,al Stre"" Ha-ar$ I,$e,t%%'at%o, A,$R%"k Ma,ae)e,t Strate! 20.3

References.

;assel, 4., @ 'chaef, *.W. "


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World ;ocus *sse. !$"". -orkplace 1afety 7 Health 3n 1ingapore 3nteriew 1uresh

aaratham. *vailable atF

httpFwww.asse.orgprofessionalaffairs&

newboscinterviewsdocs'ureshDavaratnam)nterview.pdf

%Accessed on &' May &()*.

A;8. &((8omp3d:4f'?d

4ec!f)a(!@')c!d?)!(

%Accessed on &' May &()*+

W'H )nstitute !$"%.actsheet 0n The -orkplace 1afety and Health 3nstitute.

*vailable atF httpFwww.wshi.gov.sgfiles;actM!$sheetM!$ofM!$W'H

M!$)nstitute.pdf %Accessed on &' May &()*.

Overall, references are well formatted. #ood. Would be good to include one or two

articles from good OBH= 9ournals.

http://www.asse.org/professionalaffairs-new/bosc/interviews/docs/SureshNavaratnamInterview.pdfhttp://www.asse.org/professionalaffairs-new/bosc/interviews/docs/SureshNavaratnamInterview.pdfhttp://statutes.agc.gov.sg/aol/search/display/view.w3p;page=0;query=CompId:bf57dbec-f1a0-451c-8d71-9e1a341b22d3;rec=0http://statutes.agc.gov.sg/aol/search/display/view.w3p;page=0;query=CompId:bf57dbec-f1a0-451c-8d71-9e1a341b22d3;rec=0http://www.wshi.gov.sg/files/Fact%20sheet%20of%20WSH%20Institute.pdfhttp://www.wshi.gov.sg/files/Fact%20sheet%20of%20WSH%20Institute.pdfhttp://www.asse.org/professionalaffairs-new/bosc/interviews/docs/SureshNavaratnamInterview.pdfhttp://www.asse.org/professionalaffairs-new/bosc/interviews/docs/SureshNavaratnamInterview.pdfhttp://statutes.agc.gov.sg/aol/search/display/view.w3p;page=0;query=CompId:bf57dbec-f1a0-451c-8d71-9e1a341b22d3;rec=0http://statutes.agc.gov.sg/aol/search/display/view.w3p;page=0;query=CompId:bf57dbec-f1a0-451c-8d71-9e1a341b22d3;rec=0http://www.wshi.gov.sg/files/Fact%20sheet%20of%20WSH%20Institute.pdfhttp://www.wshi.gov.sg/files/Fact%20sheet%20of%20WSH%20Institute.pdf

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