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Workplace diversity research paper
Workplace diversity research paper
How current health and safety legislation, policies and procedures are implemented in the work setting
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C) Workplace structures are implemented to meet the rights of employees and employers. Examples of workplace structures include legislation, work conditions, trade unions, flexible work patterns and practices, work place culture and leave entitlements. How employees and employers respond to these and their responsibilities will effect overall achievement and wellbeing for both parties. Three workplace structures that assist individuals to manage their family and work expectations are legislation, flexibly work patterns and workplace culture.
Legislations are the legal structures put in place by governments and placed upon business. Legislation in the long run can assist individuals in managing both family and work expectations. Two large legislations placed on workplaces are: Work Health and Safety and Equal Employment Opportunity.
Health and Safety has a role in trying to minimise the large number of work related illnesses and injuries that occur. It is the government’s role to monitor this and try to minimise the number of illnesses, injuries and fatalities that occur in the Australian workforce. Legislations regarding this can be found in the Work Health and
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This means a wider variety of individuals can be hired and a broader range of people to be working alongside this can increase spiritual wellbeing of employees as they see everyone deserves to be treated equally. e.g. a gay nurse has the same opportunity as the straight nurse at getting a job at the local hospital meaning there is greater diversity in the work place. EEO also means that individuals that may have been treated unfairly before can feel empower and motivated in their job as they are seen as equals and can know that they will be treated fairly. This improves emotional wellbeing and can improve work ethic and perform better at their task. This can create opportunities for work promotions increasing financial
The health and safety and safety work act 1974 is one of the major pieces if legislation is this country to affect businesses and the workplace. It is an enabling act, which means that other legislations can be added without changing the actually act itself. The health and safety at work act has five main aims:
‘Health and Safety at work act 1974’ is a very important Legislation when working in healthcare as this is here to keep everybody involved as safe as possible. This has a huge contribution to health care provisions as it involves mainly everything with the job, it will include providing the right training for the certain job they do, carrying out risk assessment for service uses and the equipment used. Making sure there is a safe environment to be working and providing the correct information on health and safety. There are many policies under this one legislation for example, First Aid. Every staff member working for the NHS and in health care should all have this basic training in case needed in an emergency. The...
Firstly legislation is a law or a group of acts designed to fulfil various uses such as enforcing the law, to control processes, permit and to constrict some activities so that everything goes along more smoothly and to put in place a higher of level of accountability.
Equal Employment Opportunity means freedom from discrimination on the basis of sex, religion, color, national origin, disability and age. Affirmative Action plans define an employer’s standard for proactively, recruiting, hiring, and promoting women, minorities, disabled individuals and veterans (SHRM, 2012). EEO, Affirmative Action: Equal Employment Opportunity is to ensure employee’s performance is high and the overall goals of the organization are being met. Affirmative Action and EEO are regulations that help ensure fair actions and opportunities are given in the workplace. Employees who receive equal employment opportunities are much more focused in the workplace, which is geared toward achieving the goals of the organization. Embracing
In management, the activities in which managers engage, to attract and to retain employees and to ensure that they perform at a high level of competence and contribute to the accomplishment of organizational goals are part of what make up an organization's Human Resources Management system. In addition, to the complexity of Human Resources Management, increases local, state and national laws and regulations by which managers and organizations must abide. It is called Equal Employment Opportunity (EEO), which ensures that citizens have an equal opportunity to obtain employment regardless of their gender, race, and country of origin, religion or disabilities. One of the major Equal Employment Opportunity Laws affecting HRM is the Equal Pay Act. The Equal Pay Act of 1963 is an amendment to the Fair Labor Standards Act that forbids gender-based pay discrimination of those performing substantially equal work for the...
The above figure shows the inter-linkages and features of laws governing industrial relations practices in
In rare occurrences workplace injury leads to death while the majority of injuries are minor. The national OHS strategy 2002-2012 by the Australian government has set a target to reduce fatality rate by 20% over the decade. The data from Safe Work Australia statistical report 2009-2010, shows a 10% decrease over 5 years to 2008, an increase in 2009 and a decrease in 2010 (Graph 1). The increase in 2008-2009 was among 15-24 years age group with 95% being male workers.
Answer: The Health and Safety Executiveâ€TMs role is to lessen the amount of work related accidents and deaths in the UK. Legislations, such as the Health and Safety at Work Act 1974 are created by the Health and Safety Executive to help achieve this outcome.
An “industrial relations systems” refers to the rules, regulations and institutions that govern the employment relationship and which set the terms and conditions of work and employment. From 2009, Australia had a new industrial relations framework that created a “truly national system in the private sector, the statutory framework and processes have been simplified and the governing legislation had been completely rewritten to reflect the new Constitutional basis for the system”.
This Act of Parliament is the core part of UK health and safety law. It places a responsibility on all bosses and managers to make sure, so far as is reasonably practicable, the health, safety and well-being at work of all their staff and workers.
This law is the one capable of explaining the economic motivation, background and implication of employment and labor regulation so as to help the policymakers, researchers and advocates express their own positional ideas (Simpson, 2011). Employment and Labor law initially arose out of protection for employee as a result of the outcomes being one-sided towards employers. There are four categories dealing with employment law. The ...
Canadian health and safety legislation require companies and organizations to make a commitment towards occupational health and safety. Maintaining a safe workplace environment has numerous benefits. A safe work environment can boost employee morale, increase productivity and improve job satisfaction. For companies and organizations these benefits can lead to less turnover and increased employee retention. They can also reduce absenteeism while improving the culture and image of a company or organization. Most importantly, increased safety in the workplace can lead to fewer workplace injuries and causalities. Workplace health and safety issues are different today than there were at various points of time in Canadian history.
1.1 organisational structure means the division of labour and patterns of coordination, communication, workflow, and formal power that directs organisational activities. It is also set out in four different types of key features which is the divisions of tasks (departmentalisation), the depth of the hierarchy (span of control), and the extent of authority delegation (how much decentralization or centralisation).
The design of a company affects every aspect of the business such as the way its members communicate, how decisions are made, and how the work is delegated, etcetera (Dictionary.com, 2006). This layout is known as the organization structure formally defined by Wikipedia (2006) as, "the way in which the interrelated groups of an organization are constructed. From a managerial point of view the main concerns are ensuring effective communication and coordination." In respects to project management there are three primary organizational break downs they are functional structure, pure project structure, and matrix structure. We will take a look into each of these structures to better identify the similarities and differences between them.
Therefore, “employment law forms the large body of laws, administrative rulings and precedents which comprises all areas of the employer or employee relationship” (Haynes and Boone, 2002). In the sphere of individual employment law, the Employment Rights Act (ERA) 1996 is the primary legislation dealing with, inter alia, the law relating to: unfair dismissal; redundancy; notice rights; protection of wages; protected disclosure; time of work; maternity, adoption and parental leave. At the collective level, the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA) and the Employment relations Acts 1999 and 2004 (ERelAct) concerns, inter alia, the law governing trade unions, their relationship with their members and employers, industrial action and collective bargaining, including important area of the statutory recognition of trade unions contained in Schedule A1 of the Act.