Workplace Injury: Disability Management Programs - Term Paper Example

Workplace Injury: Disability Management Programs Disability Management Programs Employers Operation of Disability Programs Disability management programs are very fundamental in the workplace as a design to facilitate persons with disability by coordination of efforts to address their needs and workplace conditions. Employers in Canada operate the disability programs because it provides a structured manner for management of workplace costs related to workplace injury and illnesses. Apparently, employers can maintain costs by the maintenance of skilled workers and limitation of work absenteeism to have a productive workforce. Additionally, disability programs in Canada assist managers in the prevention of occupational illnesses and injuries to accommodate workers in a way that allows early and safe employees return to work (Barnetson, 2010). Most importantly, disability programs act as a way of keeping employers out of legal issues and financial hardship that may arise from workplace injuries and occupational illnesses. Canadian employers consider disability management programs as one of the critical issues that require proper attention for the best management of their organizations. Such programs provide the employers with the necessary risk reduction and human resource strategies needed for the prevention of lost time and assistance of injured employees to get back to work as soon as possible. The operation of disability management programs is very significant for employers operation because they consist of particular materials and methods applicable in the workplace to shape a satisfactory and timely return to work (Barnetson, 2010). In broader terms, disability management programs facilitate the benefits of both employees and employers value by reduction of absenteeism, maintenance of productivity. Additionally, the disability management programs create a quick, reasonable and practical transition of experienced and trained Canadian employees. On the grounds of absenteeism, the Canadian organizations considers the business issue as matter of concern. By far, the disability management programs act as an effective tool for employers in cost control among other things. Apparently, most firms in Canada lose a lot because absenteeism decreases company’s productivity in various companies as well as the economy of the nation as a whole. Thus, most employers in the Canadian government pursue the disability management program to limit the effects of absenteeism on their organizations (Barnetson, 2010). Apparently, the employer’s decision to adopt the disability management program mostly succeeds when it promotes employees, employers and unions cooperation. Employers operation of disability programs is indeed a way of reducing costs for maintenance of a productive and healthy working environment. In short, employers adopt disability management programs to reduce the duration of employee’s illnesses and absenteeism. In light of this, employers in Canadian organizations can reduce the number of compensation claims and benefits costs (Stellman, 1998). Additionally, the programs reduce employer’s overall and training costs. Most significantly, disability management programs help the employers to have an all-around focus concerning climate, work accommodation, case of return to work, coordination and proper management education. When employers implement the program it ensures that they keep each member of the organization actively involved in their activities and make the workplace a conducive working environment. In other words, implementation of the program is a motivational factor to the employees’ health and risks management (Stellman, 1998). While monitoring workplace shifts, the employers, employers understand room for a better understanding of the disability program and such an insight helps in workplace injury prevention and improvement. Impact of Employer’s Motivation to Disability Management Programs Employer’s motivation to operate disability management programs greatly influences the design of such programs in the company. Foremost, motivation sends a direct message towards the experienced and the loyal employees that the company values its workers in the organization. The motivational process for most employers involves addressing the employees on health and wellness initiatives, conflict resolution processes and adopting employee assistance programs common in Canada (Schultz, Gatchel, & Asih, 2016). When the employer is motivated, it makes it easy for him or her to conduct the operation of the disability management programs. It is only when the employer is motivated to conduct the operation of disability management programs that they experience a reverse of the associated costs and lost time in the workplace. Unlike those persons with disabilities in the workplace, employers become empowered upon the realization of their internal potential and resources. In view of this, it is only with confidence, new awareness and guidance that they can be able to overcome and positively influence the disability management programs positively (Schultz et al., 2016). In other words, employers motivation program supports work efficiency for employees to escape the consequences and relentless efforts of workplace disability. Most significantly, the employer’s motivation to operate the disability programs is necessary to facilitate and develop the management strategies implementation and return to work plans for those Canadian workers that suffer from disabilities. In broader terms, the employers motivation acts as liaison between the employers and the working community, injured workers, labor representatives and community healthcare providers. Apparently, the employer’s motivational move to operate the programs also facilitates the development, implementation as well as the evaluation of the worker's retention program and on-site work transitioning (Schultz et al., 2016). Primarily, it is a desirable character of the employer to develop as well as implement the disability management programs for various reasons. Foremost, the employer’s motivation of the disability programs facilitate the prevention of disruptions at the workplace among the employees suffering from medical impairment affecting work performance. Additionally, it promotes a timely and safe work return among the impaired workers within the organization on medical leave. By far, the motivational initiative of the employer creates awareness of the rehabilitative awareness of the employer, follow-ups and medical surveillance for the employers hence making room for quality and determination of employees at the workplace (Schultz et al., 2016). Additionally, the employer can have smooth-running disability management program in an acceptable way for a permanent modified medical action. Most notably employer’s motivation impacts the design of disability management programs by creating a smooth channel of communication between healthcare providers and the willingness of the employer to accommodate injured workers that have required restrictions towards transitional working programs. Primarily, employer’s positive approach makes it easy for running the program positively and efficiently. The employers can the review the tasks involved in disability management programs by contacting the physicians (Schultz et al., 2016). As a result, the employers ensure it is possible to have a determination of the worker's compatibility regarding physical abilities and functional demands of his or her job. Otherwise, it goes without saying that employers motivation is vital in positively impacting the disability management programs. Impact of motivation to injured workers The motivation of the employer's operation of the program shows the employees that once hired if they continue to accommodate being productive, the organization will maintain them. By far, the employers shows its workers that each is valuable and health of every employee matters to the organization as much as their productivity. While implementing the disability management programs, the employees feel privileged to one extent or the other. Ultimately, the greatest impact of motivation is accommodating the unique situations of the employees and facilitating the employees return to work (Barnetson, 2010). Apparently, employer’s motivation on disability management programs promotes a personal contact between the employees and the healthcare providers after injuries. Simple short notes and phone calls between the organization and healthcare providers motivate both employees and the employer thereby increasing the success of the clinical treatment (Dessler, Sutherland & Cole, 2005). In light of this, the collaboration between employers, the healthcare providers and the employees ensures that employees receive quality health and the patients can return to work within a short timeline. On a different note, employers motivation on the management of disability programs works on ensuring that injured employees do not miss more working days. By far, motivating the program creates a reasonable work accommodation for the injured employees to meet their psychological and physical demands. In essence, a conducive environment positively works towards the healing of employees that suffered loss or those undergoing divorce, grief, depression and anxiety while still on the job (Dessler et al., 2005). Most importantly, the impact of employer’s motivation creates a conducive environment for the employees to receive the most suitable treatment. Otherwise, patients residing in Ontario, British Columbia and other Canadian provinces may feel motivated and have a timely treatment of their medical needs that can prevent them from working (Lowe, 2010). Additionally, the employer’s psyches up the employees when they are aware of the motivational effect of their employer in addressing the promotion of their psychological health and a safe working environment. Employers motivation of the disability management programs is a greatly influences support for the employees suffering from chronic conditions. Given the rapidly aging workforce in Canada, the employers’ motivational move significantly benefits the number of employees suffering from occupational illnesses. Additionally, employer motivation pays off concerning disease prevention and management programs for the suffering employees. As part of the company’s workforce employers motivation of the disability programs reveals the risks exposure among the workers to create awareness and facilitate having a good working environment (Lowe, 2010). Ideally, employees benefit from the employer's motivation by releasing the fear of losing their employment to occupational illness. By far, employers’ motivation assures the employees of a safer working environment thereby reducing their fear of workplace injuries and redeeming the time lost from work due to occupational illnesses and injuries (Lowe, 2010).Additionally, employers encourage employees to maintain their productivity and having a positive perception of their working positions. Otherwise, employees feel motivated to return to work early after an incident of injuries of work-related illness as a way of being loyal to the employer. References Barnetson, B. (2010). The political economy of workplace injury in Canada. Athabasca: Athabasca University Press. Stellman, J. M. (1998). Encyclopaedia of occupational health and safety. Geneva: International Labour Organization. Schultz, I. Z., Gatchel, R. J., & Asih, S. R. (2016). Handbook of return to work. From research to practice. Berlin: Springer Dessler, G., Sutherland, G., & Cole, N. D. (2005). Human resources management in Canada. Upper Saddle River: Pearson Education Canada. Lowe, G. S. (2010). Creating healthy organizations: how vibrant workplaces inspire employees to achieve sustainable success. Toronto: University of Toronto Press. Read More