Do Something - He's About to Snap

making sure employees are aware of the health and safety aspects of their work (e.g. posting information on notice boards, keeping an information file such as COSHH, training, and providing

| State how emergencies should be responded to in accordance with organisational authorisation and personal skills when involved with fires, spillages, injuries and other task-related hazards.

Ask him how he’s doing and try to concentrate on what made him burst on the phone the other day. All this should be documented an attached to his personal file, just in case we need to refer and go back to them whenever needed.

Discuss the critical components necessary for implementing a worksite wellness program at your hospital, and what steps you would take to get a new program started?

Engage current and past participants in surveys and process evaluations to assess program’s efficacy and

Provide a safe environment. Rationale: the client’s safety and the safety of others are a top priority.

Safety is an important function of our daily lives and requires the same attention we give other functions and processes within our daily job routines. Over the years as we continue to do our jobs and the same processes we can become less safe by using short cuts to make a process easier for ourselves. Also, the equipment we use begins to age and breakdown and cause unsafe conditions. Safety professionals use many different types of safety programs to combat safety related issues or problems one may encounter on a job site. Employee involvement is the most important part of any safety program. Without employee involvement safety programs are not as successful, because employees are sometimes not aware of the process and steps in place to protect them.

Ensure that staffs are spread out for the safety and security of other service users within the premises.

So, plan effectively it is important and place the best techniques for training and motivating staff to work safely into practice.

Best health practices and worksite wellness program is about engaging with employees to understand what they want, taking a tactical method about looking at health holistically. According to Lacoma, (1999 -2014), these worksite wellness programs are intended to help the workers upgrade their health and maintain healthy lifestyles. This package includes exercises, variety of care and treatment for various illnesses (mental and emotional health), healthy food, on time check up reminders, outlined health checks assessments, consultations and therapy. Moreover, Engelman (2012) determined that many of the conditions impacting workers were preventable and requires increased amounts of education, screening, encouragement and benefits to help understand how these affect the quality of their lives. These shifts gained prominence during the 1990s from increased research, about the importance of prevention and the advantages it can provide employers inside the marketplace.The recent Affordable Care Act workplace wellness provisions on implementation and expansion of employer wellness programs serves a great means to offer great opportunity of improving the citizen 's health and also control health care spending. The effectiveness and benefits of such programs should be evaluated to encourage opportunities to support healthier workplaces (Kisberg, (2014).

The goal for our organization is to systematically implement a formal team program beginning with training trainers and then implementing the program starting with the high risk areas and proceeding to all patient care environments. The high-risk environments will include Perioperative, Operative, ICU, ED and Obstetrics, with one area selected to pilot. The programs to be utilized will be TeamStepps and Team Performance Plus.

As an allied health leader one is required to know, implement, and evaluate the compliance of the organization. In this paper I will identify an area that is listed on the organization’s report card that can be developed. I will describe the procedures of the plan, and the expectations and possible obstacles this plan may have.

The Xcel Energy Leadership Safety Team was formed in 2011 and developed Safety Intervention/ Stop Work Responsibility and the Rules to Live By. After successfully rolling out the Safety Intervention and Rules to Live By processes, they focused on revising the Managing Multiple Injuries (MMI) program. Changes to the MMI were completed in the 4th quarter of 2012. In 2013, the team developed and delivered a training session focused on Leadership Safety Expectations and Accountability to over 650 leaders of at risk employees in Operations. The training focused on expectations of leaders to properly address safety issues as well as their role in understanding the work practices of those working for them. The team revised the Managing Safety

The recommendation has been made for Verizon to consider developing a safety-training curriculum that will be a win-win for all. “According to Kevin Ehling a district manager for Administaff in Fort Worth, every company, regardless of size should consider a training program that will teach all employees on all levels how to increase job performance.” (Kevin, Ethling, 2009,) In this instance, training all employees on safety practices could eliminate the company’s exposure in many areas. When the employees increase their knowledge in an area, they have been empowered to produce. “In some respects, the potential of 21st century skills lies in the exploration of how digital tools (cameras, presentation software, computing equipment) and online resources can support and enhance traditional subjects, skills and teaching practices.” (Verizon, 2009).

Heeman, V. (2007). Workplace Bullying: A Distinct, Interpersonal, and Communicative Phenomenon. Paper presented at the meeting of the National Communication Association.