Creating a Safe and Healthy Work place - Literature review Example

Creating a Safe and Healthy Workplace Creating a safe and healthy workplace is any organization’s dream. This is because the organizations in this day and age are banking on encouraging a healthy environment that can inculcate feelings of empathy and reasoning. What is important here is an understanding that banks on the premise of finding out the best possible solutions to do away with the notions of hectic work schedules and tiring workplace routines. This is so done to make sure that the safe and healthy workplace realms are ensured no matter how hard it is on the part of the organization under consideration. This paper discusses the basis of creating a safe and healthy workplace environment which inculcates harmony and success across the board. The origins of a safe and healthy workplace have come in from the discussions which have centered on the premise of bringing out the best value for the sake of the most prized resources, i.e. the employees themselves. Ever since there has been debate on the pointer of the safe and healthy workplace domains, the employees have started to realize that they need to be offered the best possible avenues from where their growth and development could be ensured within the professional ranks. The safe and healthy workplace debates are being propagated because these center on the premise of bringing about a positive and incremental change – a change that happens for the wellness of the people at large, and in building solid links and relationships with the top management hierarchies. The safe and healthy workplace realms are always appreciated within the global organizations because these have been benchmarked with the passage of time. It is imperative to think of these understandings in terms of the best practices as such, because this is the need of the hour (Cantor, 2008). What is significant here is to comprehend the fact that its origins get recharged whenever there are irregularities within the relevant systems, and when there is a dire need to get the act straight for the restoration of safe and healthy workplace domains. The safe and healthy workplace realms are staunchly built upon the rationale that the employees must receive the maximum benefits no matter how hard it is to tie up the related norms. It is always an interesting idea for the organizational top heads to understand that the employees will be given what they richly deserve, no matter how hard it is to offer on the part of the organization itself (Kikoski, 1999). Moving further ahead with the discussion of a safe and healthy workplace environment, the relevant actors within the workplace management comprise of the employees, the employers, the top management domains and the lower cadre workers. All of these people make up the pertinent environment that is referred fondly as the workplace. It would be very difficult to understand the notions linked with workplace if any of these actors are considered dispensable at any time within the organization. There is a need to understand that the role of managers is of utmost essence as these are the people who assign tasks, delegate jobs and essentially fit responsibilities upon people who are working under them. Once again, the managers have to be accountable for the actions of the workers who are working under them and thus also present the detailed findings related with their attitudes, workplace ethos, behaviors and so on. There is a need to justify the very basis of these employees by the manager who is not just a leader of men but is also held responsible for most of the tasks at the workplace. Similarly the role of the human resources department is deemed pivotal since this is the department which takes care of the hiring and firing processes, scrutinizing daily routines within the workplace, scheduling work assignments for the sake of employees and so on. In short, each and every department has a specific role to play within the modern day workplace ideology. No employee or worker for that matter can be deemed as indispensable right from the outset. This is because each and every employee has a place of his own and this must be replaceable by other employees if he is unable to perform the tasks to the best of his abilities. Adequate levels of management pertaining to a safe and healthy workplace calls for proper action and significance on the part of the top management hierarchies as well (Cappelli, 1999). A formal and an informal structure – both represent the very basis under which work is performed within the workplace regimes. The strategic, operational and administrative units keep in check the work routines and norms so that there is absolutely no element which is amiss within the very equation. Ethical behavior is considered as a must within the workplace dynamics as this makes for a pretty good understanding of the organizational philosophy, which is coined at the time the organization was founded. Unethical conduct is never given the room to exploit its own self as the workplace domains are above the so-called cheap attitudes that come along with the former. Training and mentoring form up as very pertinent tasks within the workplace management hierarchies as employees and workers are now being constantly developed in a manner that would put them ahead of the competition. Organizational politics is considered an absolute no-no because this instills fear and unethical routines to creep in within the workplace. Employees are now being empowered with the resources that they need to work to their optimum best and thus contribute in a proactively consistent basis. All of these tasks have benefited the organizations immensely. The recent developments within the workplace settings have involved a comprehensive understanding of how things shape up and how these are looked upon at with a sense of empathy and proper comprehension. The changing times have seen that the role of technology has been manifested by the proper incorporation of relevant tools, thus bringing out the very best within the ensuring of a safe and healthy workplace. Also, the ergonomics of working in line with the changing body needs of the employees is also given emphasis because this is much required, and will pave the way for the benefits of the employees in the long run. These ergonomic details play a vital part within the forming up of the developments within the safe and healthy workplace discussions, and it is about time that the top management understands its due role within the related scheme of things. What this implies is the fact that the future endeavors should be ensured in a proper manner, and there must not be any shortcomings that come within the understandings that are reached upon, as far as the safe and healthy workplace emphasis is concerned. These developments within the ensuring of safe and healthy workplace environments has been much talked about and it is a matter of time before the same would be a very significant part of every human resource management toolkit (Brotherton, 2000). The role of the organizations in guaranteeing its incorporation is of an essential one, and the same must be given emphasis because it remains very important. These workplace domains need to be bolstered with state of the art technologies and ergonomic designs so that the employees can heave a sigh of relief, at all times and under all circumstances. This is so needed because it turns around heads and makes the tasks of the people easier as they know they will be provided a healthy environment when they are at work and dealing in a professional domain. What is important here is the fact that a safe and healthy workplace is the cornerstone of achieving immense success within this day and age, and the role of the top management in understanding such settings is of a significant one. The developments are therefore banking on the premise of collective trust that the employees have with their masters (the top management domains within an organization). The recent developments within these fields are imperative to comprehend because it dictates the way work processes get done, and how these would be manifested within the relevant scheme of things as far as the organizational norms and routines are concerned (Sims, 2002). The top management has also understood its role well, and how it has been able to muster up confidence and support for the sake of the employees at large within the organization. The top management is usually tied up with a host of responsibilities and it is only natural to think of making the organization as a safe and healthy workplace environment. The human resource practices will shape up in the same light in the future. This is because the discussion on a safe and healthy workplace is something that shall pave the way for success of the organizations from the long term standpoint. If these tangents are not understood in a manner that they should be, there is little that one can do regarding the raise in standards of the same (Gilley, 2005). The human resource management knows that it would have to enact ways and means through which there would be a definitive and set environment at the workplace, as this is the need of the hour. More than anything else, there is a dire need to comprehend the fact that a safe and healthy workplace environment would cultivate harmony and positive linkages across the board, and be the bridge in attaining success in a quick way. This is one of the most fundamental reasons why a safe and healthy workplace environment is the order of the day, be them small organizations or the big ones. The human resource management understanding also stems from the employee performance evaluation comprehensions. The employee performance evaluation process entails the relevant procedures of the employee’s working domains within the workplace (Cooper, 2004). His performance is consistently monitored and changes within the working regimes are adjusted every now and then. The employee performance evaluation process has the purpose to keep abreast of the changing dynamics of employees and their motivational levels with respect to work ethos. The evaluation should essentially be conducted by the senior managers, who are the superiors to the employees. The methods used for employee performance evaluation that are being used more and more these days include the manner in which the employee conducts his own self within the workplace settings and the linkages that he has developed with the people around him (Amason, 2007). The human resource management in an organization has focused on the modern day incorporation of organizational strategies, tasks and activities, brought together in essence by the philosophy to create a safe and healthy workplace environment. The philosophy has changed and so has the working basis within the organizational regimes. The role of employees has been changed into one of a team one where the diverse workforce issue has received its importance from the fact that people work as a team rather than working alone yet they perform their own respective tasks and duties in their own capacities within the office environment for which there is no direct or indirect connection as concerns the groups and teams that they are working under from time to time. My recent role as someone who is quite influential within the work realms of my organization bank on the premise of understanding that a safe and healthy workplace would mean a great deal for the organization, and allow my subordinates and peers to be feeling secure and filled with positive energy within their strides. I opine that I have always enjoyed the experience of others around me without any element of biasness or hatred coming to the fore (Game, 2007). This is in line with my understanding of how an organization could become a place where positive energies are transferred across by the people who are at the helm of affairs, and who can make or break the entire fabric of the organization in the long run scheme of things. I have personally seen that the employees who worked alongside me has a positive comprehension of how things shaped up within the workplace settings and they appreciated the fact that the organization went out of its way and created the positive link all this while. I learned that the role of the human resource management departments is quintessential because they pave the way for immense success in the coming times, and their incorporation would mean that the workplaces of present times would be termed as safe and healthy from all perspectives (Mishra, 1998). The relevance of my findings is apparent since I have understood how things shape up within an organization and I have seen these elements in an up close and personal perspective. I have tried my best here to put the theory to best practice through a practical approach which has been understood within the thick of things. I have learned a great deal as to how the top management coins the basis of success within the realms of growth and development that is of essence within any organization and how an organization would turn into a safe and healthy workplace setting provided it is given the room to maneuver the troops as and when it likes. Therefore I would like to conclude by saying that an organization would be immensely benefited, much like my organization, if there are whole-hearted and concerted efforts and endeavors put in by the management to make it a safe and healthy workplace environment. Their incorporation is of essence as it turns failures into areas of success, with due diligence and hard work coming to the fore. References Amason, A., 2007. Examining the Impact of Organizational Value Dissimilarity in Top Management Teams. Journal of Managerial Issues, 19 Brotherton, P., 2000. HR Efficiency without the Hassles. Black Enterprise, 31 Cantor, D., 2008. Workplace safety in the supply chain: a review of the literature and call for research. International Journal of Logistics Management, 19(1) Cappelli, P., 1999. Employment Practices and Business Strategy. Oxford University Press Cooper, C., 2004. Reinventing Human Resources Management: Challenges and New Directions. Routledge Game, A., 2007. Workplace boredom coping: health, safety, and HR implications. Personnel Review, 36(5) Gilley, A., 2005. The Manager as Change Leader. Praeger Kikoski, J., 1999. Reflexive Communication in the Culturally Diverse Workplace. Praeger Publishers Mishra, J., 1998. Employee Monitoring: Privacy in the Workplace? SAM Advanced Management Journal, 63 Sims, R., 2002. Organizational Success through Effective Human Resources Management. Quorum Books Read More