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Fair Change
Sarah Page
Research & Specialist Services
changing world of work
Table: Altered psychological contract
Old contract New contract
“Job for life” Change
Predictability Uncertainty
Standard work patterns Flexible working time
Valuing loyalty Valuing performance & skills
Paternalism Self-reliance
Linear career growth Multiple careers
One-time learning Life-long learning
recession
cuts
job reapplication
redundancy
long hours
work, health & success
• work can be good or bad for health
• technology can be good or bad for health
• human & economic cost of ill health
• impact on business (regardless of cause)
• can good practice become the norm?
your rights?
• work without risks to health & safety - so
far as reasonably practicable
• risks assessed with your involvement
• risk controls identified
• consulted
your rights in practice
exercise
Union EffectUnion Effect
“workplaces where workers are
involved in decisions about
health and safety are safersafer and
healthier healthier workplaces”
Reduction in harm
50%50%
Building influence through organising
High
Paternalism
Collusion Influence
Engagement
Irrelevance Reactivity
Low High
Union organisation
mental health hazards
Demands: volume, pace, intensity
Control: workflow, method
Support: manager, colleagues, Unions
Relationships: bullying, harassment
Role: lack of clarity, isolation
Change: poor management/engagement
Justice: inconsistencies, unclear appeal process
individual interventions
• healthy lifestyle
• increase personal resilience
• sensible work / life balance
all rely as much on the organisation as the individual
organisation interventions
• job design: ergonomics, flexible working
• culture: values, fairness, what’s acceptable
• change management: plan, impact assess, trial
• justice: governance, compliance, TUs
mitigating stress
1. Primary Prevention
management competencies, risk assessment & flexible
employment
2. Secondary Intervention
distress recognition, stress audits & confidential advice
services
3. Tertiary Rehabilitation
mental health training, OH assessment & RTW
change may be unavoidable
• 70% of change projects fail
• Managers have a right to manage
• Employees have a right to good management
• Note about
• So whilst change may be unavoidable…
…… its planning and implementation are not
poorly
managed
change is not!
Thank
you
Promoting Fair Change