Lecture 9: Introduction to Work Design [NOT DONE] Flashcards
What are the 5 steps to the work design process
- Explore - problem identification and prioritization
- Identify - detailed analysis (task description and analysis)
- Ideate - prototype design
- Test - user testing and evaluation
- Evaluate - ongoing monitoring
Differentiate between primary, secondary, and tertiary workplace interventions
- Primary level directly address the causes of poor workplace health.
- Secondary strategies mainly deal with the consequences rather than the causes of poor workplace health.
- Tertiary prevention aims to reduce the suffering of individuals who have a work-related health problem.
List the 9 sociotechnical principles
- compatibility
- minimum critical specification
- sociotechnical criterion
- multi functioning principle
- boundary location
- information flow
- support congruence
- design and human values
- incompletion
Primary preventions that can be implemented in an environment with a high workload
- scheduling - Provide time to recover from demanding tasks
Provide flexibility where possible.
Provide stability and predictability of schedules. - Balance out the level of demand with the level of control over the job.
Higher demands should mean higher levels of discretion. - Manpower
Allocate all or part of the task to someone else
Bring in additional people(consider $) - Performance
- Changes to equipment
Making equipment faster and easier to use
Reducing “overheads” (switching between equipment)
Partially or fully automate tasks (loose skills?) - Provide cognitive support tools
Cognitive aids (checklists)
Memory aids to ensure procedures are followed
Decision support tools (decision flow charts)
Support for building predictive mental models - Changes to procedures
Streamline procedures
Ensure procedures are well defined and documented
Simplify the task - Rewards - Incentive programs
- Additional training
Technical training and non technical
Orient new staff comprehensively, providing accurate and realistic information about job demands and expectations
Primary preventions that can be implemented in an environment with a low workload
- Avoid under-loading employees - trying to “look busy” and fearing they are not valuable is stressful for an employee.
- Reschedule tasks to increase workload (eg. schedule admin tasks to the night shift)
- Increase social interaction
- Incorporate more physical movement
- System alerts and warning
What is the CSA Z-1003 Standard Canada Psychological health and safety in the workplace - how many elements does it include?
- Canada wide set of standards implemented in 2013
- Voluntary standard but considered minimum standard of practice
- Not a legal requirement
13 elements - know a few and a few examples of primary, secondary, tertiary
What is discrimination defined as in the human rights legislation
Discrimination: Use of any selection procedure that has an Adverse impact (selection rate less than 80% of the group with the highest rate of discrimination) on the hiring or promotion of a defined minority group
Describe some protected groups
Protected Groups: – Race – Gender – Religion – Color – Age – Ancestry – Place of Origin – Marital Status – Family Status – Sexual Orientation – Criminal Conviction – Political Beliefs – Disabilities
Give examples of intensional and unintentional discrimination
Intentional:
refusal to train, hire promote an individual based on any of the prohibitory grounds
Can be overt or not (Age discrimination)
Include differential or unequal treatment
Indirectly
Because of association
Unintentional
Difficult to detect
Height requirements
Lack of harassment policies
Describe 4 test questions to check for discrimination
- Is there a policy/standard which discriminates directly/indirectly on a prohibitory ground?
- Is the skill/trait reasonably necessary to accomplish the work?
- Is there honest and good faith belief that it is a BFOR? (bonafide occupational requirement)
- Is accommodation possible without undue hardship?
Describe some BFOR criteria
- must be imposed honestly and good faith
- is in the interest of safety and economy
- not to defeat the purpose of the Human Rights code
must related to the performance of the job without - endangering the employee, his fellow employees and the general public.
When is an accommodation required
If a workplace rule or procedure puts an employee at a disadvantage or creates barriers for that employee on account of a prohibited ground, the employer must make every reasonable effort, short of undue hardship, to remedy that disadvantage.
Describe 6 criteria for undue hardship
financial cost;
impact on a collective agreement;
problems of employee morale;
interchangeability of the work force and facilities;
size of the employer’s operations;
safety.
What are some tools to identify BFOR
Physical task analysis techniques
Cognitive task analysis techniques
Job Demands Analysis
Worker related analysis
( KSAOs, FJA )
Describe the Grismer Case
- Truck driver who developed homonymous hemianopia (HH) - lost left side peripheral vision in both eyes
- Passed all drivers’ tests except peripheral vision test
- Not permitted to demonstrate that he was able to compensate
- Supreme Court Appeal – 120 degree vision not reasonably necessary
