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Unit B > B8 Ollie > Flashcards

B8 Ollie Flashcards

1
Q

Stress -Definition

A

The advers e reaction people have to exces s ive pres s ures or other types of demand placed on them - HSG218

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2
Q

Effects of Work-Related Stres s - Phys ical

A

Heart dis eas e
Back pain
Head ach es
Gas trointes tinal dis turbances High blood pres s ure

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3
Q

Effects of Work-Related Stres s - Ps ychological

A

Anxiety
Depression
Los s of concentration Poor decision making Social withdrawal Aggres s ive behaviour Alcohol and drug abus e

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4
Q

Contributing Factors (1)

A 
Culture
Management style
Unreas onable demands /workload/tight deadlines Job underload
Demands beyond ability of worker
Lack of control over work
Lack of management s upport
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5
Q

Contributing Factors (2)

A 
Poor working environment
Long hours /poor work-lifebalance/inappropriate s hift patterns Organisational change
Social/phys ical is olation
Bullying/haras s ment
Home life is s ues
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6
Q

Signsand Symptoms (1)

A 
Poor work performance
Lack of concentration
Poor interpers onal relations hips Abs enteeis m and pres enteeis m Head ach es
Anxiety
Hypertension
Heart dis eas e
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7
Q

Signs and Symptoms (2)

A

High turnover Depression
Poor indus trial relations Bullying
More accidents

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8
Q

Legal Requirements

A

HASWA s 2
Management of Health and Safety at Work Regulations 1999 Working Time Regulations
Managing the Caus es of Work RelatedStres s HSG218 Manag e me nt S tand ard s

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9
Q

Working Time Regulations (1)

A

Alimit of an average of 48 hours a week which a worker can be required to work (though workers can choos e to work more if they want to) Average normally calculated over 17 weeks
A limit of an average of 8 hours work in 24 which night-workers can be required to work

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10
Q

Working Time Regulations (2)

A

Nightworkers to receive free health as s es s ments 11hours res t a day A day off each week
An in-work res t break if the working day is longer than s ix hours 5.6 weeks (28 days ) paid leave per year
Enhanced rights for adoles cent workers (40 hrs wk/no nights )

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11
Q

Civil Law - Walker v Northumberland County Council 1995

A

Time taken off for s tres s and employer promis ed additional s upport on return - not provided and led to further illnes s Dutyofcareinrespectofstress atwork
Foreseeability

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12
Q

CivilLaw-SutherlandvHattonandothers (2002)(1)

A

Sutherland vHatton:
It was unneces s ary to have in place s ys tems to overcome the reluctance of people to voluntarily s eek help
Barb e r v S o me rs e t CC:
CA noted that Barber was not the only teacher to have an increas ed workload, nor did he inform his employer of his depres s ive s ymptoms

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13
Q

CivilLaw-SutherlandvHattonandothers (2002)(2)

A 
Bishop vBakerRefractories Ltd:
Held that the work demands were not exces s ive, but that he was "s et in his ways " and wanted his old job back
Jones vSandwellMDC:
Complained but received no help
Appeal was dis mis s ed
16 principles laid downbyCA
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14
Q

Civil Law -Intel Corporation (UK) Ltd v Daw (2007)

A

Availability of couns elling s ervice does not automatically protect against claims
The reference to couns elling s ervices in Hatton did not make s uch
s ervices a panacea by which employers could dis charge their duty of care in all cas es

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15
Q

Stres s Management - Corporate Strategies

A

Carry out as s es s ments Identify problem areas Train s tres s co-ordinators Stres s management policies Training & information Time-management
Job re-design
We l f a r e & c o u n s e l l i n g

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16
Q

Stres s Management - Individual Strategies

A

Identify pers onal s tres s ors Develop coping mechanis ms Healthy lifes tyle
Social s upport & couns elling Medication

17
Q

Risk Assessment (from HSG218)

A

Identifythe stress riskfactors -understandthemanagement standards
Decide who mightbe harmed and how-gather data Evaluate the risks -exploreproblems and develop solutions Record findings -develop and implement action plans
Mo nito r and re vie w

18
Q

Ris k As s es s ment Proces s - Gathering Informati

A 
Staff turnover
Productivity
Abs ence and illnes s
Return to work interviews
Performance apprais al
Team meetings
Informal talks /toolbox talks
Surveys
HSEManagementStandards IndicatorTool
19
Q

Pos t Traumatic Stres s Dis order

A

Severe anxiety res ulting from any event that res ults in ps ychological trauma
Les s common and more enduring than normal s tres s e.g. emergency services
Symptoms:
Nightmares , flas hbacks , lack of concentration, difficulty in s leeping, feelings
Controls:
Preventative meas ures and planning, couns elling and rehabilitation

20
Q

Management Standards - Demands & Control

A

Demands:
Employees indicate that they areable to cope with the demands of their jobs
Sys tems are in place locally to res pond to any individual concerns Control:
Employees indicate that they are able to have a s ay about the way they do their work
Sys tems are in place locally to res pond to any individual concerns

21
Q

Management Standards - Support & Relations hips

A

Support:
Employees indicate that they receive adequate information and s upport from their colleagues and s uperiors
Sys tems are in place locally to res pond to any individual concerns Relationships:
Employees indicate that they are not s ubjected to unacceptable behaviours , e.g. bullying at work
Sys tems are in place locally to res pond to any individual concerns

22
Q

Management Standards - Role & Change

A

Role:
Employees indicate that they unders tand their role and
res pons ibilities
Sys tems are in place locally to res pond to any individual concerns Change:
Employees indicate that the organis ation engages them frequently when undergoing an organis ational change
Sys tems are in place locally to res pond to any individual concerns .

23
Q

Violence at Work - Definition

A

Any incident in which an employee is abus ed, threatened or as s aulted by a member of the public in circums tances aris ing out of the cours e of his or her employment (HSE)

24
Q

Violence at Work - Pers ons at Ris k

A 
People working with the public
Caring and teaching profes s ions
Working with ps ychiatric clients
Working with alcohol and drug impaired persons Lone workers
Home vis itors
Handlers of money or valuables
Ins pectors and enforcement officers
25
Q

Violence at Work - Legal Requirements (1)

A

Health and Safety at Work etc Act 1974
Management of Health and Safety at Work Regulations 1999 Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013:
Accident includes an act of non-cons ens ual phys ical violence done to a person at work
Fatal i ty
Specified Major Injury
Over 7 day Injury
Trauma/s hock not reportable

26
Q

Violence at Work - Legal Requirements (2)

A

Public Order Act1996:
Main s tatue lis ting offences due to violence e.g. riot, affray, incitement to racial hatred
Als o offence of Obs tructing Emergency Workers , Caus ing Nuis ance or Dis turbance on NHS Premis es

27
Q

Violence at Work - Legal Requirements (3)

A

CriminalLawAct1967 (Section3):
A pers on may us e s uch force as is reas onable in the circums tances in the prevention of crime, or in effecting or as s is ting in the lawful arres t of offenders or s us pected offenders or of pers ons unlawfully at large

28
Q

Violence at Work - Identifying the Problem

A

Risk assessments
Staff surveys
Incident reporting and inves tigation
Interviews with individual s taff
Team meetings
Safety repres entatives and health and s afety committees Information from police or local
Bus ines s Watch s chemes , retail networks etc.

29
Q

Violence at Work -Clas s ify the Data (Situation)

A

Situation:

Location Environment Pos s ible motive Regularity Timing

30
Q

Violence at Work - Clas s ify the Data (Victim)

A

Victim:
Job
Gender Age Experience Training

31
Q

Violence at Work - Clas s ify the Data (As s ailant)

A 
Assailant:
Sex
Age
Behaviour
Appearance
Whether previous ly involved in s imilar incidents
32
Q

Violence at Work - Clas s ify the Data (Outcome)

A 
Outcome:
Emotional dis turbance
Physical injury
Fatalother long-term emotional/dis abling impact (abs ence from work) and reporting
R I DDOR
33
Q

Violence at Work - Control Meas ures

A 
Cas h free s ys tems
Layout of public areas
Des ign of fixtures and fittings CCTV
Alarm systems
Security guards
Security coded doors Communication s ys tems
Staff training
Couns elling
34
Q

Staff Training

A

Recognition of s ituations where violence could res ult Interpers onal s kills to defus e aggres s ion
Us e of language and body language
Guidance to s taff on dealing withan incident
Support for s taff pos t-incident including training in couns elling for managers

Unit B (20 decks)

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