BANANA TIME CASE
This case deals specifically with the members of the "clicking" workgroup. The problem appears to be a total lack of supervision and management oversight as the work location is completely isolated from other areas of the shop floor. This lack of supervision has led to a number of concerns. Specifically, the issues of horseplay, extended breaks and operator disruptions, which all lead to a loss of production, are clearly visible during daily operations. These problems, while on the surface may seem trivial, the loss of production and absence of concern for operator safety need to be addressed. If the working group throughput quota is being met, some leniency could be afforded for the extended breaks and operator
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Third, because the work is not mentally stimulating or challenging, it is recommended that workspace modification be made. These could include additional or improved natural lighting, as well as the introduction of music. A radio could provide enough mental stimulation that would help keep the operators focused on the "clicking" operation, while also reducing the amount of verbal conversations and discourses on various subjects. Of course, this brings new issues which include; musical preferences of each operator may be significantly different.
Because George is the team lead, he should be responsible for maintaining proper behavior of the operators of the equipment, as well as, adhering to the guidelines for the appropriate length of work breaks. If this means the enforcement of existing, or the development of new policies, George's roles and responsibilities should be explicitly defined to include this task. If he is not fulfilling these duties, he should be coached in private so that he understands the importance of maintaining professional mannerisms around the dangerous "clicking" equipment.
Finally, the issue of the operators being overqualified is a serious problem to consider. Solutions to this problem could include rotational assignments outside the "clicking" group to provide some variety in work being performed. Some benefits of rotating employees through the
The above problem may relate to different workplaces in a number of ways. There is a situation in which the gap between the employees and the employers, or rather those in power, is too big that they cannot communicate effectively due to fear. Sometimes an employee may be having an issue but fails to deliver it due to fear if getting sacked bearing in mind that the cost of living is very high. A situation may appear that due to this gap, something might crop up either the employees trying to harm the employers and before it is realized a loss has already occurred. It is good to be open in work places and to have forums where people can state what they think would be the appropriate measures to take for
Railroads, “the great money-maker of the age” were a major part of the political, economic, and social development of the United States.1 After the panic of 1873, the United States experienced an economic depression which caused wage cuts, evictions, evictions, breadlines, and left as many as three million people unemployed. Even though some people were still able to keep their jobs, their wages were severely decreased up to the point that the workers do not have enough money to sustain their families. One such company is the Baltimore and Ohio (B&O) Railroad who cut the wages by 10 percent, and decreased their brakemen’s wage from $70 to $30 – the second wage cut in just eight months. The hardships that the workers experienced after the cutting
This would expose them to know what they are supposed to know and the expectation in the discharge of their duties. Also, it would create awareness to the administration their limit and the expectation from in their duties. These materials have to be played regularly on each monthly meeting of all the employees on the designated day in the month. These recommendations should be allocated with $5,000.00 that cover the cost of purchasing VCR, and the software that would go with it.
Also to avoid dangerous moving and handling, the employees then have the responsibility of making sure they use all equipment as they have been trained to do so, follow all health and safety working practices within their workplace, avoid putting themselves, other staff, individuals or visitors at risk, and making sure they report any hazards or risks to their employer.
Explain to others how health and safety issues can occur when others have bad working practices
Employers have duties under health and safety law to assess risks in the workplace. Risk assessments should be carried out that address all risks that might cause harm in the workplace. Employers must give employees information about the risks in their workplace and how they are protected, also instruct and train their employees on how to deal with the risks. Employers must consult employees on health and safety issues. Consultation must be either direct or through a safety representative that is either elected by the workforce or appointed by a trade union. It is an employees duty to take reasonable care of their own health and safety. If possible avoid wearing jewellery or loose clothing if operating machinery. If the employee has long hair or wears a headscarf, make sure it's tucked out of the way (it could get caught in machinery). To take reasonable care not to put other people such as fellow employees and members of the public at risk by what they do or don't do in the course of their work. To co-operate with the employer, making sure the employee gets proper training and the employee understands and follows the company's health and safety policies. Not to interfere with or misuse anything that's been provided for their health, safety or welfare. To report any injuries, strains or illnesses they suffer as a result of doing their job (the employer may need to change the way they work). To tell their employer if something
Notable the foreman should also be taken care of in this system, as they are the play an important role in achieving targets.
The Health and Safety at Work Act is probably one of the main laws to consider as this not only affects your safety but
I will now be looking at The Electricity at Work Regulations 1989 legislation helps protect employees against electrical injuries that occur in the work place, each year in the UK there an estimated number of 1000 injuries at work all from electrical shocks or burns. They have to make sure all their equipment and supplies are safe by regular tests that show they are safe. At super Group the use of electrical equipment is daily they have many large machines and now in each department they use at least four laptops and other electrical equipment. There are three points every business has to make sure they follow:
Machinery, tools or materials- Machinery should be guarded correctly with the appropriate controls fitted ( including emergency stops and interlocks). Routine inspection and effective defect reporting system will also help reduce misuse and minimise risk. Adequate training for all equipment is the best way to ensure your employees are using machinery in the appropriate way.
Can lead to a failure to meet statutory requirements relating to providing a safe and healthy working environment
* Some of the objectives of creating this union is to create a better flow on the circulation of goods, capital, people and services within the union. Once a good or service is accepted within the union it is protected from customs, taxes and import quotas as long as they remain within the union.
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