06 Aug Explain how to reduce the occurrence of unsafe acts on the part of your employees
Human Resources Management, 16th Edition Gary Dessler discussion questions. Please answer the highlighted questions. Above the question there are summary of the chapter.
Requirements: answer the question in sentence
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16-1. The subject safety and the manager concerns managers for several reasons, one of which is the number of workplace accidents. Reducing accidents often boils down to reducing accident causing conditions and accident-causing acts. However, safety always starts at the top.
16-1. Explain how to reduce the occurrence of unsafe acts on the part of your employees.
16-2. Because of this, all managers need to be familiar with occupational safety law. The Occupational Safety and Health Act was passed by Congress in 1972 to assure so far as possible every working man and woman in the nation has safe and healthful working conditions, and to preserve human resources. The act created the Occupational Safety and Health Administration (OSHA).
16-2. Explain the supervisor’s role in safety.
16-3. There are three basic causes of workplace accidents: chance occurrences, unsafe conditions, and employees’ unsafe acts. Unsafe conditions include things like improperly guarded equipment and hazardous procedures. Unsafe acts sometimes reflect personality traits such as impatience and distractibility.
16-3. Explain what causes unsafe acts.
16-4. In practice, how to prevent accidents boils down to reducing unsafe conditions and reducing unsafe acts. Reducing unsafe conditions is always the first line of defense and includes using checklists and following OSHA standards. There Are then several basic approaches to reducing unsafe acts, for instance, through proper selection and placement, training, motivation and positive reinforcement, behavior-based safety, employee participation, and conducting safety and health audits.
16-4. Describe at least five techniques for reducing accidents.
16-5. The centerpiece of Milliken’s safety process is its involvement-based employee engagement program. Milliken’s employees staff the steering and safety subcommittee system, submit “opportunity for improvement” suggestions weekly, review each of these suggestions, and provide feedback on every suggestion.
16-5. Explain how you would reduce stress at work.
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17-2. The need for adapting human resource activities to intercountry differences influences employers’ HR processes. For example, citizens of different countries adhere to different values, and countries have differing economic systems as well as different legal, political, and labor relations systems.
17-2. What are some of the specific, uniquely international activities an international HR manager typically engages in?
18-1. Many people reading this book will work for or own their own small businesses, so it’s important to understand the small business challenge. Without effective human resource management, small business owners run the risk that they’ll be at a competitive disadvantage or that without the necessary HR expertise they may commit mistakes that lead to litigation.
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18-1. How and why is HR in small businesses different than that in large firms?
18-2. Being small, small businesses can particularly capitalize on freely available Internet and government tools to support their HR efforts. For example, you can use Department of Labor elaws Advisors to answer overtime questions, the EEOC’s Websites for answers on questions like “How can we resolve the charge?” and the Department of Labor’s OSHA Web site to review, for instance, your small business handbook. To better compete, small business owners can also use online recruiting tools like those we discussed in Chapter 5 and training programs available online from companies such as PureSafety.
18-2. Explain why HRM is important to small businesses.
