Professional Documents
Culture Documents
HRM
Essay
NAME:
UNIVERSITY:
COURSE:
INSTRUCTOR:
DATE:
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Table of Contents
Cover Page.......................................................................................................................1
Introduction......................................................................................................................3
Task 1................................................................................................................................4
Task 2................................................................................................................................6
Task 3................................................................................................................................7
Task 4..............................................................................................................................11
Conclusions...................................................................................................................13
Footnotes........................................................................................................................15
List of References..........................................................................................................16
Appendices.....................................................................................................................18
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Introduction
Occupational health and safety has come a long way from its beginnings in the heavy
industry sector. Studies have demonstrated that occupational health and safety is now
Consequently, those who are responsible with the duty of managing health and safety
affairs in the workplace find themselves with more and more tasks added to their
portfolio (Armstrong, 2006). In the arguments of Sheedy & Alexander (2005), it is stated
that the most significant responsibility of health and safety managers in the workplace is
the skills inherent in managing occupational health and safety must be compatible with
(2009) have demonstrated that “there has been a considerable resurgence in interest in
corporate occupational health and safety policy and practices, particularly for
institutional investors”.
In his study of 2004, Karen has revealed vital information demonstrating that
occupational health and safety policy is equally important for the broader community. In
this study, it was discovered that during the 2001-2002 period, work-related injury and
disease costs were estimated at $31 billion annually in Australia. Other published works
have variously stressed that catastrophic events do occur despite strict observance of
employees, investors, local residents, and the environment at large (Hopkin, 2010). In
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line with this discovery, it is the intention of this paper to investigate the varied impacts
of occupational health and safety portfolio in HRM practices. The essay is presented by
addressing four tasks based on different scenarios given in each case. The first task
requires the author to produce a fact sheet for ‘Body Beautiful’ Corporation outlining its
illustrate the main types of hazards in a common workplace environment handles Task
workplace is required in the third task. Finally, the author concludes with the fourth task
Task 1
Institutional Frameworks that attempt to explain the purpose of the occupational health
and safety Act at the outset. Findings from research done by [5] indicate that the OH&S
Act No. 15 of 2007 was legislated to “provide for the safety, health and welfare of
workers and all persons lawfully present at workplaces and to provide for the
establishment of the National Council for Occupational Safety and Health and for
connected purposes”. Likewise, published works have indicated that numerous reasons
abide for establishing good occupational health and safety standards [7]. Firstly, moral
obligations stress that no employee and any other individual associated with the work
environment should risk injury or death at work [8]. Secondly, poor occupational health
and safety performance results in costs to the State and thus have economic impacts to
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many governments as well as employing organizations [10]. Other than the foregoing
reasons, research has also consistently demonstrated that it is a legal obligation for
be in line with OH&S portfolio in HRM. The institutional frameworks viable in HRM
environments as far as health and safety at work is concerned oscillate within three
areas of operation. First, there is Safety and Health Council which is a tripartite body
established within the Laws governing health and safety at work [7]. It is the mandate of
the council to advise the Minister of Labour and Social Insurance on policy-making in
the field of occupational health and safety [7]. Secondly, the establishment of Safety and
Health Association in any country is critical. The primary objective of this association is
to actively become involved in the protection and promotion of health and safety at work
and the general public [5]. Finally, it is the requirement of the institutional framework to
introduce safety officers and safety committees at the workplace as underscored by [5].
It is an obligation from the safety committees for employers contracting more than 200
employees to appoint full-time safety officers [3]. Similarly, [1] stresses that people
appointed as safety officers must be approved by the Minister of Labour and Social
Insurance.
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For the purposes of enabling safe working conditions in XYZ Body Beautiful’
Corporation, it is mandatory for all persons legally present at the workplace environment
to observe the following basic occupational health and safety rules. First, it is the
employer’s responsibility to make sure that employees are safe at work [2]. This having
been done, it is then the employees’ responsibility to ensure a safe and healthy working
environment for all by making the most out of work experience [4]. Secondly, all
employees’ should always observe hints and help about work experience by keeping
and using a personal work experience diary as advised by [4]. Finally, all unionisable
Task 2
hazard. [6] Argues that a hazard is anything with the potential to cause harm. Lawfully, it
even if not hundred percent [7]. According to [5], a hazard can be something very obvious
something inconspicuous like a slippery surface as explained by [7]. Further still it can be
something of general nature including poor lighting or very specific to the business in
question like the particular hazardous substances in application [8]. All in all, a hazard is
found to be something that directly affects the employees and the work environment in
general [8]. In the informed views of [10], it is imperative that organisational managers
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Several procedures have been advanced for use by managers and supervisors
when looking for hazards. Walking around the business looking for what could cause
harm to all those in the workplace is the single ideal starting point according to [6].
Secondly, [6] advises that it is beneficial for managers to talk to employees who may be
more knowledgeable of the business’ hazards. This is simply because the workers are
the ones on the ground experiencing first hand the activity processes being assessed. It
is further advised that managers should scrutinise safety data sheets and
Task 3
Available records have listed some of the disparaging outcomes that are named as
psychosocial hazards in the workplace. Likewise, the same studies have been able to
identify the various ways through which these psychological hazards can be managed.
To begin with, the author addresses some of the psychological hazards suggested by
stress, whose causal factors abide in long working hours and overwork with or without
either reported or non-reported have been found to be rampart in the workplace. Most
studies show that this is occasionally manifested through bullying in the form of
emotional, verbal, and sexual harassment (Sparrow, 2009). Due to lack of the technical
knowhow of employees in stress management, reliable reports have shown that burnout
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inherent therefore for organisations to equip their workers with valuable skills that can
efficiently manage stress in the workplace (Sparrow, 2009). In the informed views of
Sparrow (2009) and Vernon et al (2007), mobbing of workers by fellow workmates has
seriously put them through untold psychological stress. Even though the act is in most
cases very physical, the emotional part of it has been reported to be more devastating.
From the present journal, it is clear to the author that some pertinent issues pertaining
to the application of HRM practices in the workplace are not being handled amicably. In
the article, it is indicated that current Australian workplace environments, similar in all
cases are being increasingly characterised by lowered staff numbers, greater work
new demands and expectations on work/life issues. This situation is aggravated by poor
organisational health as emerged from the article through the domains of relationship,
hazards in the workplace. In the author’s point of view, these factors have been
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In line with study findings, Dickmann et al (2008) identified six factors and management
standards that influence organisational health. Accordingly, the article names demands,
control, support, role, relationships and change as the inherent factors and
management standards (Dickmann et al, 2008). From the article’s point of view, the
‘Demands’ factor includes issues such as workload, work patterns and the work
environment (Dickmann et al, 2008). The ‘Control’ factor on the other hand relates to
the degree to which employees have a say in the way they do their work while the
the organisation, line management, and colleagues (Dickmann et al, 2008). Moreover,
the article explains that ‘Relationships’ relates to the organisation’s ability to promote
positive working, to avoid conflict and dealing with unacceptable behaviour. It is the
factor of ‘Role’ that measures whether people understand their role within the
organisation and whether the organisation ensures that the person does not have
conflicting roles (Dickmann et al, 2008). Finally, the ‘Change’ factor relates to how
2008). Non compliance to these factors and standards is deemed to cause psychosocial
In regards to the psychosocial hazards identified from the article, it is the author’s onus
to come up with a plan outlining how the various human resource activities could be
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organisation, the factors of supportive leadership are key to minimising the risk of such
recruitment the right individual matching job content with ability as well as the right
with the right feedback mechanism may be too rewarding for the managers. Secondly,
minimising the risk of psychosocial hazards in the workplace. Several studies have
distressed work groups (Sparrow, 2009). This is recorded by Ladou (2006) as having
Finally but not least, researchers have argued in support of the effectiveness of
interventions that aim to change the workplace culture where psychosocial hazards
exist. From the human management resources perspective, altering the workplace
organisational culture which dictates how operations are guided within the organisation.
Thus, Roughton (2002) suggest that improving the organisational culture is the most
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safety. In conclusion therefore, the author recommends that managers should adopt the
laid down HRM practices in managing the psychosocial hazards in the workplace.
Task 4
As earlier indicated, a hazard is something that can cause harm if not properly
reasonably possible (Sheedy & Alexander, 2005). This exercise has been made
possible by the advancement in technology where hazard analysis at the source very
easy. From the case presented in the scenario, the author identifies the direct causes of
the accident to be from the loss of balance of the employee who then fell about 1.5
meters backwards onto the ground with devastating effects on the employee’s backside.
that the casual agent of the accident presented in the scenario is from collisions,
specifically emanating from height falls (Ladou, 2006). Thus, the immediate cause of
injury in this case was damage experienced through crushing as upheld by Ladou
(2006). This being considered as the direct cause of the accident, the author further
claims that there are other contributing factors to the accident resident in fact that the
employee was not doing the work he was employed to do. A permanent causal driver
attempting to clean the chute on the back of the truck was riskier in itself. This task
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required a professional who could take the precautionary measures as per the job’s
Secondly, the nature of the workplace environment found in the back of the truck was
not quite enabling for the employee to work comfortably and as such might have
contributed to the occurrence of the accident. To address this kind of a scenario, it is the
corrective, preventive and follow-up activity. First of all, the employee should be given
first aid before being recommended for further specialised treatment in an advanced
health facility. Then the managers and supervisors of the organisation should attempt to
initiate compensation procedures to avoid legal redress instituted by the victim (Hutto,
2009). This is in line with study findings that require an employer to keep “work safe,
first and foremost by providing a safe system of work; safe plant/equipment and
entrances and exits” (Vernon et al, 2007). This function can be achieved by training
employees and other individuals lawfully present in the workplace to ensure their own
safety (Hesketh & Fleetwood, 2009). Moreover, study findings by Dickmann et al (2008)
stipulate that it would be in order for the organisation to look into the improvement of the
physical environment to attempt and minimise risks. Over all, the rising number of
the world suggests that current intervention programs, if implemented at all, are
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Conclusions
From the foregoing discourse, it is clear that occupational health and safety is an
issue that requires a lot of concerns. To illustrate this explanation, the author has
successfully exposed those pertinent areas that are deemed to have been addressed
effectively. From the outset, research works by Altemeyer (2004) and Gorrod (2004)
have demonstrated that the main occupational health and safety responsibilities are
vested on the employers as much as they are on the employees. In fact, recent studies
have unanimously illustrated that the employer has a bigger responsibility of keeping
work safe most fundamentally by providing a safe system of work and maintaining safe
line with the recommendations of the HRM practices. In fulfillment of this requirement,
workers in any organisation have been similarly mandated with the responsibility of their
own safety by adhering to precautions and etiquettes of the work place (Cooper et al,
2010). The workers can therefore be assisted in maintaining their own safety by gaining
easy access of the organisation’s fact sheet on occupational health and safety.
Published research works have variously indicated that young workers are more
likely to be injured at work than any other age group (Cooper et al, 2010). Specifically
based on Hesketh & Fleetwood’s study work of 2009, it was illustrated that 15 to 24
year olds in all types of employment had the highest rate of injuries which were more
likely to result in hospitalisation. The varied types of employment covered in this study
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included “casual, part-time, labour hire, work experience, structured workplace learning
or apprenticeships” (Hesketh & Fleetwood, 2009). The reasons proffered for the above
conclusion are many and varied. First, new employees may not have the experience,
knowledge or skills to take appropriate steps to protect themselves and their workmates
from injury (Budhwar et al, 2009). Secondly, research findings have underscored the
injury amongst themselves. Finally, studies have further demonstrated that new
employees may find it inhibiting to ask questions or speak out their problems for fear of
losing their jobs (Budhwar et al, 2009). From this realization, it is recommended that
employer organisations and trade unions fighting for the rights of the employees are
Armstrong’s study of 2006, it was noted that up to present day, neither the employer
organisations nor the trade unions have been regarded as strong supporters of the
existing health and safety at work institutions. This is found in various accounts by
critics who claim that the unions have not been able to lend the expected support to the
institution of safety committees (Dorfman, 2007). It is further argued that the employers’
organisations have similarly avoided their share of the responsibility (Dorfman, 2007).
From the present author’s standpoint of view, these identified social partners in the
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workplace environment must be put to task to carry out their mandate studiously so as
to create the enabling environment desirable to every worker (Ladou, 2006). In addition
to this, the management is likewise urged to play its part of the bargain particularly in
presenting supportive leadership training and development programs for the employees.
Footnotes
1. Altemeyer, Lynn. (2004). An Assessment of Texas State Government:
Implementation of Enterprise Risk Management, Applied Research Project.
Texas State University.
2. Crockford, Neil. (1986). An Introduction to Risk Management (2nd Edition).
Cambridge, UK: Woodhead-Faulkner.
3. Frederick, H et al. (1988). Seven Cardinal Rules of Risk Communication.
Washington, DC: U.S. Environmental Protection Agency.
4. Hesketh, A & Fleetwood, S. (2009). Understanding the Performance of Human
Resources, Cambridge: Cambridge University Press.
5. Hopkin, Paul. (2010). “Fundamentals of Risk Management”. Kogan-Page.
6. Hubbard, Douglas. (2009). The Failure of Risk Management: Why It's Broken
and How to Fix It. John Wiley & Sons.
7. Hutto, John. (2009). Risk Management in Law Enforcement, Applied Research
Project. Texas State University.
8. Ladou, Joseph. (2006). Current Occupational & Environmental Medicine (4th
Edition). McGraw-Hill Professional.
9. Roughton, James. (2002). Developing an Effective Safety Culture: A Leadership
Approach (1st Edition). Butterworth-Heinemann.
10. Sheedy, Elizabeth & Alexander, Carol. (2005). The Professional Risk Managers’
Handbook: A Comprehensive Guide to Current Theory and Best Practices.
PRMIA Publications.
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List of References
University.
Macmillan.
UK: Woodhead-Faulkner.
Dorfman, Mark. (2007). Introduction to Risk Management and Insurance (9th Edition).
Gorrod, Martin. (2004). Risk Management Systems: Technology Trends (Finance and
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Hubbard, Douglas. (2009). The Failure of Risk Management: Why It's Broken and How
Hutto, John. (2009). Risk Management in Law Enforcement, Applied Research Project.
Ladou, Joseph. (2006). Current Occupational & Environmental Medicine (4th Edition).
McGraw-Hill Professional.
Sheedy, Elizabeth & Alexander, Carol. (2005). The Professional Risk Managers’
PRMIA Publications.
Ulrich, Dave. (1996). Human Resource Champions. The next agenda for adding value
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Appendices
Most workplace environments experience the main types of hazards listed in this
handout.
1. Workplace hazards
These are particularly guided by such things as a workshop’s layout and are a risk to
the general employees and other persons who are lawfully present within the workplace
environment. These types of hazards can be managed by generally improving the
organisational health (Ladou, 2006).
2. Activity hazards
These are naturally indicated by the type of activity performed in the organisation such
as using grinding machinery in the workshop. The worker who is directly involved with
the activity is obviously exposed to these hazards as well as those other workers in the
vicinity, engaged in other activities (Sheedy & Alexander, 2005). Additionally, pregnant
women/ nursing mothers and other groups of workers with special needs are more
vulnerable. Again, these hazards can be managed through providing protective gear to
the workers directly exposed and those in the vicinity.
3. Environmental hazards
These are hazards that are controlled by the environment in which the individuals are
operating and may include the dust created when using grinding machinery for
example. A wide range of people are at risk of these hazards as long as they are near
the location of the factory or workshop. The only management measure is to keep the
work environment safe for all and by providing user manuals and guides for all.
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Current Australian workplace environments, in both the private and public sectors, are
being increasingly characterised by lowered staff numbers, greater work pressures,
longer hours, changing employment patterns, new demands and expectations on
work/life issues and employer empowerment (Caulfield, Chang, Dollard, & Elshaug,
2004; Dollard, 2006; Dollard & Knott, 2004; Polanyi & Tompa, 2004; Stebbins,
2003). All of these factors have been identified as contributing to the creation of a
stressful work environment, now recognised in health and safety legislation as a
workplace hazard, namely a ‘psychosocial hazard’ (Dollard 2006; Dollard & Walsh,
1999; Rydstedt, Ferrie, & Head, 2006). From an Organisational Health perspective,
psychosocial hazards are more immediately identified as low morale/high distress
workplaces that can be evaluated through the areas job content (Demands, Control,
Support) and job context (Role, Relationships, Change; HSE, 2004b; MacKay,
Cousins, Kelly, Lee, & McCraig, 2004).
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The Health and Safety Executive (HSE) studies indentified six factors and management
standards that influence Organisational Health (OH) including Demands, Control,
Support, Role, Relationships and Change (HSE, 2005). The ‘Demands’ factor includes
issues such as workload, work patterns and the work environment. ‘Control’ relates to
the degree to which employees have a say in the way they do their work while the factor
of ‘Support’ relates to the encouragement, sponsorship and resources provided by the
organisation, line management, and colleagues. ‘Relationships’ relates to the
organisation’s ability to promote positive working, to avoid conflict and dealing with
unacceptable behaviour. The factor of ‘Role’ measures whether people understand their
role within the organisation and whether the organisation ensures that the person does
not have conflicting roles while ‘Change’ relates to how organisational change is
managed and communicated in the organisation, whether that change be large or small
(HSE, 2005).
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wellbeing and performance. Cotton and Hart (2003) suggest that improving leadership
and managerial practices is the most effective approach to improving levels of
employee wellbeing. They also found that focusing on improving managerial and
leadership practices will result in substantial improvements in occupational wellbeing.
Information and discussion on organisation health is incorporated throughout the
Supportive Leadership Program, with an emphasis in module one on the relevance to
the specific challenges and needs of the particular organisation.
Drawing from the research of Forster (2005), Kouzes and Posner (1995), and
Posner and Kouzes (2006) there are seven supportive leadership characteristics that
impact organisational health.
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Content (Demands, Control, Support) and Job Context (Role, Relationships, Change)
had improved with the Support and Relationship subscales now between the 50th and
80th percentile showing a significant reduction in hazards in this area. Control remained
in the 50–80th percentile range while Demand, Change and Role stayed within existing
percentile bands. However, there were noticeable increases in health ratings in these
areas between the two time points.
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‘role’ (understanding my day-to-day work vs. understanding how my work fits into the
aims of the broader organisation) revealed the direct role (understanding my day-to-day
work) was rated highly while the link between role and organisation was rated much
lower, demonstrating ongoing challenges in developing role clarity from a whole of
organisation strategic perspective.
Regarding the stability and maintenance of organisational health on the whole of region
level over time, the results at the 18-months follow-up show consistent stability in
organisational health across the region suggesting that the improvements had been
maintained across all staff during Year 2. However, as can be seen in Table 8, if the
numerical ratings either plateau or have lowered slightly that may indicate a ‘plateau
effect’ pending Year 3 follow-up data.
These findings highlight the importance of targeted leadership training programs on
organisational health with frontline managers and supervisors to achieve both
immediate and broader improvements in organisational health that have been
maintained over time, without requiring any external intervention within the
nonsupervisory workforce (a likely byproduct of changes to supervisor behaviour with
their direct staff through the course of the leadership development process).
Discussion
The present study has implemented a customised, evidence-based supportive
leadership development program using a best practice approach as identified in
previous research (Cotton & Hart, 2003, D’Aleo et al., 2007; Mackay et al., 2004). Given
the previous research findings identifying supportive leadership as an important
predictor of organisational health (i.e., Cotton & Hart, 2003), and research to evaluate
supportive leadership interventions to manage psychosocial hazards in the workplace is
imperative. The questions of interest and aims of the present research were:
1. Program Development. How do we implement an organisational health review to
identify local level workplace factors requiring intervention?
2. Behaviour Change — Leadership. Does the implementation of supportive leadership
training within a management subculture lead to any measurable improvement in
leadership and organisational health within the subgroup within a 6 to 12 month period
(or are the effects unable to be detected in such a short time)?
3. Organisational Health — Workforce. Would the effects positively influence the
organisational health of staff more broadly across the region?
4. Organisational Health — Enduring Change. Would such effects be maintained over
time?
Regarding the first aim, an organisational health review framework was implemented
using qualitative and quantitative methods to determine the current status of the
referred manager/supervisor group in terms of organisational health, and also to identify
specific qualitative local area workplace concerns to further inform and guide the
development of the customised supportive leadership development program in line with
recommended best practice (Arsenault & Dolan, 1983; Dolan & Arsenault, 1979;
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Mackay et al., 2004). The local area stressor profile showed major challenges in
Manager Support, Peer Support, Role, Change and Demands consistent with the
referral information, with qualitative data showing a highly distressed and problematic
middle management group with specific concerns around level of managerial skill and
support and competing demands and role pressures. This data was then integrated into
the modules for supportive leadership with a particular emphasis on leadership skill
development, management of multiple demands and role clarity, particularly in the area
of strategic management and organisational alignment.
Implementation of the program occurred over several 2-day off-site sessions with team-
based tasks and 360 assessments between sessions. Group engagement, while initially
problematic, became increasingly cohesive and focused. As the program continued and
participants became more familiar with the use of behavioural learning techniques and
insights, skills and team dynamics were strengthened. While the mandatory nature of
the program appeared to be a source of some initial resistance, the need to have all line
managers involved was deemed essential and as participants explored and expressed
their frustrations they gained increasing skill and confidence through the sessions.
Furthermore, the two major complaints initially regarding the mandatory nature of
sessions and need for active behavioural learning were later reflected by the participant
group as a strength given their level of skill development and high amount of contact
and networking that otherwise would not have occurred.
This indicates that executive management should not fall into the trap of viewing initial
resistance or dissatisfaction as program failure indicators, but rather as change-related
adjustment, or from a behavioural perspective, an extinction burst (NelsonJones, 1995)
that either dissipates quickly as the program continues or is adversely reinforced if the
program is terminated prematurely.
Regarding the second aim, the results of the initial 6-month intensive program showed
major improvement in organisational health over the 6-month interval with significant
changes in risk status across the domains of Relationship, Manager and Peer Support.
Pre- and postmeasures in leadership behaviour also showed an upward trend in
improved supportive leadership practices within the group.
Industrial issues requiring regional management intervention were nonexistent among
teams whose leaders were present — a significant reduction compared to prior years.
Qualitative feedback also showed a greater level of engagement and openness among
the leadership group, the ability to feedback and constructively engages and problem
solves on issues beyond the scope of the region and an ability to buffer and support
each other. Furthermore, the openness and debate among participants improved
despite the differing levels of managers within the group and the line manager
relationships that were initially cited as sources of concern by some participants.
During the project delivery timeframe, there were no new worker’s compensation stress
claims, no resignations or redeployments of participating managers and no new staffing
issues requiring senior management intervention. The qualitative and quantitative areas
of evidence gathered regarding positive outcomes achieved in the current leadership
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development program reflect established evidential indicators from the literature (Cotton
& Hart 2003; D’Aleo et al., 2007; Dollard & Knott, 2004; Mackay et al., 2004; Rydstedt,
Ferrie, & Head, 2006), further reinforcing and strengthening the positive benefits of
supportive leadership training to organisations in an applied level.
Regarding the third aim, a 12-month follow-up organisational health survey across the
entire workforce showed major improvements in organisational health across all sites
and product lines. During this time the rate of change and work pressure continued to
increase with several major policy changes and new initiatives that were not well
received by staff. The most likely variable accounting for this very positive result in
terms of organisational health was the impact of the frontline manager’s new skills and
behaviour in lowering team distress and improving staff morale, consistent with the
goals of the supportive leadership development program. It is important to note these
‘whole of region’ results occurred without any direct intervention, and confirms previous
findings (Cotton & Hart, 2003) regarding the high value of leadership initiatives with
supervisors and managers over stress management programs at the staff level when
attempting to improve organisational health.
The fourth aim regarding the stability and maintenance of organisational health on the
whole of the region over time was assessed using an 18 month organisational health
survey. The results at 18 months show consistent stability in organisational health
across the region, suggesting that the improvements had been maintained across all
staff during Year 2. The maintenance of organisational health had occurred using a
much briefer reinvigoration supportive leadership program among managers in Year 2.
As such it is important to note that these findings are reflective of a workgroup where
mandatory ongoing emphasis on organisational health was applied as opposed to an
absence of any senior management direction regarding maintaining organisational
health. In Year 3 we propose to develop a reinvigoration program that is increasingly
driven by local leadership and further reduce the physical involvement of external
consultants.
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follow up timeframes is necessary to further assess the extent to which the findings of
the present research can be generalised to the wider public and private sector context.
In terms of the relative importance of supportive leadership training compared to other
employee stress initiatives, existing programs to manage work related stress, such as
early intervention and employee assistance, are important to reactively address
workplace problems, however, supportive leadership programs are a vital, cost effective
frontline management preventive strategy to proactively manage workplace stress and a
powerful tool to maintain performance, productivity, and wellness within the public
sector.
Source: Extracted from the Australian Journal of Rehabilitation Counseling. Vol. 14,
No. 2 pp. 94–109.
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