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599- Week 6
Ergonomics & Workplace Health Promotion
| Term | Definition |
|---|---|
| need for ergonomics | 2ndary & tertiary prevention Changing nature of work Changing workforce characteristics Prevention of injury/ illness Managing rising medical/ insurance costs Attracting & retaining quality employees Provide good work design |
| supporting documentation | Medical FCE Cog abilities ax JDA Restrictions & limitations w/ RTW Adjustments needed |
| types of MSK injuries | Repetitive strain Cumulative trauma Work-related MSK disorder MSK injury Occupational overuse syndrome |
| costs associated with MSI | Time off work Work station modifications Overtime Lost productivity Restrictions Hiring replacement worker Poor morale/ job satisfaction |
| basic risk factors for MSK injuries | Force Repetition Posture Cold temperatures Vibration Contact stress |
| contributing factors to MSK injuries | Mental overload/ underload Time pressure & high demands Lack of control Work-related stress Lack of autonomy Low supervisory support Social support Long shifts and short rest |
| other factors of MSK injuries | Body type of the individual in the environment Previous health conditions/ injury Strength capabilities New or inexperienced worker |
| potential stress exposure symptoms | Rushing to complete tasks Not taking breaks Presenteeism Muscle tension BP Growth functions Frustration & fears Confidence Pain sensitivity |
| recognizing hazards (R of RACE) | Review of incidents Reports of discomfort associated w/ specific job Hazard ax JDA |
| assessing hazards (A of RACE) | Ensure you have employee participation & management support Consider the nature of the environment Select relevant tool |
| types of control | Elimination or substitution (most effective) Engineering controls Awareness tools Training & procedures PPE (least effective) |
| administrative controls | Safe manual handling training & education - needs to be done annually Job & task rotations Team lifting Breaks or postural movements |
| job/ task rotation considerations | Physical demands Frequency of rotation Proximity of workstations Training & qualifications of those involved |
| least to most effective ergonomic interventions | Behavior change- 10-20% Reduce duration of exposure- 20-40% Reduce level of exposure to hazard- 40-60% Eliminate exposure- 60-100% |
| testing out solutions vs. evaluate | Involve workers, user trial, mock up, test-modify-test vs. Does it introduce any new hazards? Are individuals using intervention effectively? |
| 5 essentials for workplace MH & well-being | Protection from harm- safety Connection & community- belonging, support Work-life harmony- autonomy, flexibility Mattering at work- dignity, meaning Opportunity for growth- learn, accomplish |
| supervisor perceptions & management of employee MH | Stigma at play Supervisors struggle w/ own self care Supporting employee MH seen as relevant Managing others on team is tricky Supporting RTW important |
| social determinants of health | Income Education Employment, working conditions, security Early childhood Food insecurity Housing Social exclusion & safety network Health services Gender, race, disability, status |
| wellness initiatives at workplaces | Ergonomics Gym, mvmnt challenge, exercise class Wellness benefits Employee & family assistance plans Health education Work-life initiatives Nutritious food services |
| wellness & well being | Multi-dimensional, dynamic, subjective, personal Subject to contexts & cultures Encompasses mental, physical, and emotional dimension Feelings of satisfaction & fulfillment |
| psych health & safety workplace | Promotes employees psych well being & actively works to prevent harm to employee psych health |
| national standard for psych health & safety in workplace | Set voluntary guidelines, tools, and resources intended to guide organizations in promoting MH & preventing psych harm at work |
| job stress | Experienced incongruence between job demands & job or personal resources that's accompanied by cog, emotional, physical, behavioral symptoms |
| job demand resource model vs. job demands-control-support model | Match between job demands & the resources vs. Highlights importance of having an activating job |
| burnout characterized by | Feelings of energy depletion or exhaustion Increased mental distance from one's job, feelings of negativism, cynicism related to job Reduced professional efficacy |
| burnout factors | 1. Lack of control 2. Insufficient reward 3. Lack of community 4. Absence of fairness 5. Conflict in values 6. Work overload |
Created by:
craftycats_
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