Give your company a checkup

Article Abstract:

Unhealthy workplaces and work habits cause stress, lower productivity, and creates physical and mental problems for employees. They can result in higher rates of accidents, absenteeism, turnover, injury, harassment and discrimination. Workers who do not feel good about themselves and the organizations they serve are more likely to experience prolonged stress, burnout and violent outbursts. To create a healthy workplace environment, management must communicate openly and honestly with employees, and must demonstrate its belief in the abilities of workers by treating them as competent associates. Managers must also try to listen and be open to the thoughts and ideas of employees, to abide by promises and commitments made, and to work with employees in searching for ways to help them.

Work environment, Quality of work life

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Job relation cuts cumulative trauma cases

Article Abstract:

Cumulative trauma disorders (CTDs) are prevalent among workers engaged in repetitive tasks. Industries with assembly line work have started to explore ways of minimizing the effects of such disorders on their workers and reducing the costs of health care and lost work time. Thomson Consumer Electronics (TCE) has found that implementing mandatory job rotation considerably lessened CTDs in its plants, workers' compensation expenditures and accidents recordable by the Occupational Safety and Health Administration. TCE reported a 46% reduction in reported CTD cases since the initiation of its job rotation program. Along with the rotation of jobs, TCE is also working on educating its managers and supervisors, identifying hazardous jobs, and installing employee-friendly equipments.

Electronic Components and Accessories, Printed circuit boards, Methods, Prevention, Repetition strain injury, Cumulative trauma disorders, Industrial management

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A union says yes to attendance

Article Abstract:

Three attendance policies developed by the Bloomington, IN, plant of Thomson Consumer Electronics Inc. and the International Brotherhood of Electrical Workers Local 1424 resulted in a 26.2% reduction in absenteeism between 1985 and 1989. The third policy became effective Jan 3, 1989, in Bloomington and Jan 22, 1989, nationally. The policy included a regulation limiting unexcused absences to 10 days instead of 18 per year before dismissal occurred, and a perfect attendance bonus of $200 per calendar year.

Household audio and video equipment, Consumer electronics industry, Worker absenteeism, Absenteeism (Labor), International Brotherhood of Electrical Workers

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