module 2 6th p pdf version
DESCRIPTION
People in Industry151 6th PTRANSCRIPT
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6th PKelly Bauer
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What is the 6th P?
By now, you should have experienced a range of 6th Ps.
In this module, the 6th P demonstrates a way of thinking, not necessarily a correct answer.
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What syllabus points are we covering?
OHS
Personell Issues
Sociological Issues
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What was the problem?
"Vinyl Designs" is experiencing a downturn in sales. A number of employees have recently left, and the business has a large turnover of staff, and new employees seem to just have no idea what they are doing. A number of accidents happen within the workplace, and roles are poorly defined, so assistants keep on doing the jobs of the managers and supervisors, while managers and supervisors get the great job of sitting back and doing nothing. People are starting to whinge that it's not a nice place to work are feeling mistreated, and are voting with their feet.
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What do you need to consider?
downturn in sales
number of employees have recently left
large turnover of staff
new employees seem to just have no idea what they are doing.
number of accidents happen within the workplace
roles are poorly defined
People arenot feelingVALUED
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A possible solution
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Sometimes, rebranding works.
St Pauls
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But if you don’t change...
The workplace culture, then nothing changes, you just get a new logo, new uniform, new building, with the same old problems.
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You need to make people feel valued
How do you do that?
Here, it’s easy. The Marist Charism means that all are cared for and valued.
What about those places where the intention of the business is to make money, not to be concerned with people?
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Ultimately, the happier that people
are at work, the more productive they are, and the better work
they do.
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This makes us more money
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We like that.
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So, what do people need to be happy?
Feel safe and secure in their environment
Feel valued in terms of their work (pay and conditions)
Feel like they are making a difference.
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How do these link to our problem?
Feel safe and secure in their environment
Feel valued in terms of their work (pay and conditions)
Feel like they are making a difference.
downturn in sales
number of employees have recently left
large turnover of staff
new employees seem to just have no idea what they are doing.
number of accidents happen within the workplace
roles are poorly defined
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OHS is important
From a caring perspective, everyone should be valued to the point that you would care if they were hurt within the workplace.
From a $ perspective people being hurt means more time off for people (paid), you have to replace the person (and pay) or other workers have to take the extra work, and generally level of quality goes down.
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The more overworked people are, the more likely that they too will be
injured.
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So, how do we fix a workplace where
people are injured all the time?
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Firstly, a risk assessment
Where are accidents occuring?
What are the risks?
What can be done to reduce or negate the risk.
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Then, make a plan and enact it.
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Your plan may involve:
Placing appropriate signage
Educating workers on safe working practices and materials handling
Ensuring that PPE and First aid requirements are enacted.
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Communicate to people
What are you changing
Why are you changing it?
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Impact
A business’ POOR implementation of OHS
More accidentsPeople feeling unsafePoor reputationGreater workload for remaining staff
Poor quality controlPoor production quantity
Downturn in sales
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Societal Factors
Business exist because people need stuff.
They pay people’s bills (wages)
Provide important services
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People don’t get paid, or can’t get what they need, this causes stress
Stress causes problems in the home
This can cause problems in work quality
May put your job at risk
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How can you help this?
Some businesses offer counselling (Psychological, budgeting etc)
But, workplace culture is known to have the biggest effect on reducing (or increasing)
stress within the workplace
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However, a certain amount of stress
within a workplace is important.
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Do you want your workers to act like
this?
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Workplace culture has a huge effect on people’s happiness,
work ethic and production quality
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Think of how you work differently in
different classes....this is the classroom culture
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You change workplace culture
with small changes....
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Because people don’t like change
You need to identify the things that need changing.
Identify those things that are easy to change and that people won’t mind
Change them
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Personell IssuesOften, there are real and tangible reasons for people not being valued.
Perhaps they are not paid a decent wage for what they do, or their conditions are poor.
Often, it is because their roles are poorly defined, and they often get asked to do things that aren’t their job, and they’re not getting paid for.
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In this case, role descriptions need to
be rewritten. This should be negotiated....
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Because when people feel like they have a
say in something, they are more likely to accept decisions
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Even if it’s not what they want.
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In addition to knowing what they have to do, people
like to know what’s going on.
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Communication levels need to be reconstructed.
Email, noticeboard, newsletter, meetings, briefings
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Induction Training plays a big part
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Basically, the whole solution comes down to valuing people and
their needs.
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downturn in sales
number of employees have recently left
large turnover of staff
new employees seem to just have no idea what they are doing.
number of accidents happen within the workplace
roles are poorly defined
Effects
Causes
So, if we look back on our problem....