Student 1- This was a law that was passed by congress in 1970 and signed into law by President Nixon to ensure that there is safe workplace some of the key takeaways form this act are that the law protects employees from hazards that compromise their safety or health. It establishes the occupational safety and health administration and the national institute for occupational safety and health. It also applies to most public and private employers. The act outlined a general duty clause which says that an employer must provide a safe environment that does not threaten the safety and welfare of the employee. Osha first enforces general duty clause of the act which states that each member shall furnish to each of its employees conditions of employment and place of employment free from recognized hazards that are causing or likely to cause death or serious injury or harm to the employees. Violators of this act will face fines and penalties with major violators facing fines up to $70K per day.
Student 2- 1. When and why was the Occupational Safety and Health Act passed? Describe some of the provisions of this act.
OSHA was enacted in 1970 in order to set standards that will maintain employees safety in the workplace. Some of the aspects of OSHA are:
- Standards regarding hazardous materials in the workplace
- Workplace safety inspections
- Ability to issue violations, citations, and penalties (Anthony, Kacmar, & Perrewe, 2010).
Anthony, W. P., Kacmar, K. M., & Perrewe, P. L. (2010). Human Resource Management: A Strategic Approach (6th ed.). Mason, OH: Cengage Learning.
Student 3- Four types of problem employees are:
Alcohol /Drug Abuser: employees need to be given an opportunity to rehabilitate without risking injury to self or others and without doing damage to the organization’s operations. Organizations need to have a policy on alcohol use & drug testing and thoroughly communicate and enforce it.
Marginal/Low Performer: employer needs to provide feedback to such employees as well as guidance to improve it.
Tardy/Absent Employee: organizations can offer flexible working hours to employees, leave time that can be used for vacation or illness, bonuses at the end of the year for unused sick leave, wellness or programs. Organizations should also have a clear policy concerning absences and the consequences of violating that policy. (Anthony, Kacmar, Perrewe, 2010)
Saboteur/Thief: an employer can suspend a suspected employee with or without pay until a hearing can be held to determine whether the evidence indicates that the employee is guilty of a criminal act against the organization.
Caustic/Sarcastic/Negative Attitude: employers can focus on the behavior that results from the negative attitude. To be exact, an employer needs to point out that such behavior won’t be tolerated in the future.
Reference:
Anthony, W.P., Kacmar, M.K., Perrewe, P.L. (2010). Human Resource Management: A Strategic Approach. (6th ed.) Mason, OH: Cengage Learning.
Student 4- Ch 15- What are four different types of problem employees? Compare and contrast how a manager should deal with each type.
1. Alcohol/Drug Abuser- The company needs to have policies in place to handle such issues which will act as a rule book for managers when they encounter employees suffering from alcoholism and Drug abuse. It is also important to have access to an EAP. The Employee Assistance Program (EAP) can offer short-term counseling after a private evaluation has been completed.
2. Marginal/Low Performer- needs proper supervision and instruction but, first the managers must understand the reason for the disconnect. Once the underline issues are addressed and a proper training plan has been established and implemented then the manager can have scheduled progress meetings.
3. Saboteur/Thief- If an employee is expected of stealing, HR can ask that the employee to explain what took place. Depending on the severity of the issue, the employer can also press criminal charges and have the worker arrested. However, One common action taken by employers is to suspend employees with or without pay until a hearing is held to determine whether the evidence indicates guilty.
4. Caustic/Sarcastic/Negative Attitude- Employees with bad attitudes can create a toxic environment and it can also be contagious. Whether the employee likes to challenge authority, has a negative outlook on most things, always having some sort of an emergency, etc., The first step that a manager should take is to provide constructive feedback geared towards improving/correcting the undesired behavior. If the correction plan does not work, then Follow it up with progressive disciplinary actions.
Student 5- How true is the opening quotation in this case today, given all the workplace hazards discussed in this chapter? What can be done at any and all levels to make this quotation true?
I wish I could state that this quotation rang completely true. I do believe that the Triangle Shirtwaist Co. fire absolutely set the wheels in motion and created the framework to establish OSHA. Most legislation has been drafted as a reaction rather than as a proactive measure.
OSHA should focus its reporting to employees that work in hazardous environments as a means to not only educate but supply the resources to these employees to create a safer work environment and arm them with sufficient data to seek proper wages based on their role. (Hale, 2013)
Funding needs to be distributed so that OSHA can shift from reactionary to proactive. Audits need to be completed by an impartial third party to ensure that systems are in place to counter situations that can and will arise.
Regulations, law, best practices, and systems are what can ultimately drive this quotation to hold truth. Upper-level management needs to funnel appropriate resources to management and create a culture that truly places workplace health and safety as their #1 controllable asset. Management needs to be empowered to initiate and sustain programs that support this culture with the proper amount of funds allocated to move the needle from reactionary to proactive. Only then, will employees truly understand and be protected above and beyond OSHA regulations.
Student 6-
How true is the opening question in the case today, given all of the workplace hazards discussed in the chapter? What can be done at any and all levels to make the quotation true?
The unfortunate and preventable tragedy that took place in 1911 at the Triangle Shirtwaist Co. was a significant catalyst to regulate workplace accidents and fine employers that did not adhere to the new laws that where being set forth. However, I will say that Americas politics and processes are more reactive than proactive. Unfortunately, the various guidelines that apply to workplace safety is no exception. The answer is simple. Although employers is responsible for workers safety, OSHA needs additional capital to build on the groundwork that has been made.
Would a state inspection of the imperial food plants have prevented this accident? Why or why not? What could have been done to prevent the accident.
Even though I believe that regular unscheduled inspections helps to keep a company more on top of things, I unfortunately do not believe that in this case it would have prevented the accident. History is a good predictor of the future and with there being 3 previous fires with little to no consequences then there is no reason to believe that anything different would have happened in the accident. Although managements main objective is to make a profit and grow the business, employee safety and wellbeing needs to be held just as high. And the best way to do so is by creating strong values, setting internal policies and training all employees on the process.
