Academic literature on the topic 'Occupational role performance'

Through occupational roles, individuals structure their time to meet their personal needs and the demands of society. Due to various factors, older adults frequently experience loss of occupational roles, which may decrease the subjective quality of life. The present study used the model of human occupation as a conceptual framework to examine the relationship between the number and meaningfulness of roles performed and life satisfaction in a sample of 112 non-institutionalized elderly persons. The results suggest a positive, significant relationship between life satisfaction and the number of roles performed and the level of involvement in meaningful roles. These findings lend support to the basic premise of occupational therapy, that occupation can maintain and/or restore health.

In the United Kingdom, a wide range of health care reforms has been introduced to enhance the wellbeing of older people. These reforms should ensure that both the public and the private sectors deliver best practice to older people. The role of the occupational therapist with older people is well established in a variety of health and social care settings but there is a noticeable absence of input in care homes, despite evidence that has demonstrated the importance of occupations for wellbeing. The Canadian Occupational Performance Measure (COPM) was used in a research study to determine the types of occupation that seven older people perceived as important, their perceptions of their performance and their perceived level of satisfaction. It was found that these older people most valued leisure and self-care occupations, although occupations related to productivity were also cited. A perceived high performance rating often transferred to a high satisfaction rating and a perceived low performance rating to a low satisfaction rating. The challenge for occupational therapists is to implement occupation-based therapy that meets all the needs of older people. Furthermore, there is a requirement to develop the evidence base and to look at strategies to promote occupation in order to ensure occupational satisfaction for all.

Purpose The purpose of this paper is to develop a model in which leadership styles (transformational or transactional leadership) directly and indirectly (through occupation perception) affect teacher performance (in-role performance and organizational citizenship behavior (OCB)). Design/methodology/approach The research hypothesis holds that the leadership style (transformational or transactional) has a direct and indirect effect on teacher performance (through occupation perception). These hypotheses have been tested on data collected from 630 Arab Israeli teachers. Findings Teachers’ in-role performance increases as they perceive their principals’ leadership style as more transformational and less transactional. In addition, the results reveal that the effect of transformational principals’ leadership style on OCB is expressed only by indirect effect (through occupational perception). Originality/value The results of the study contribute to the understanding of the way leadership style and performance interact in schools, and the importance of teachers’ occupational perception in explaining this relationship. Future research should further investigate the teachers’ occupational perceptions and its effect on their performance as little research has been conducted to date.

The Role Checklist is used by occupational therapists across the globe. Developed in 1981 and consistent with the Model of Human Occupation (MOHO), until recently, the Role Checklist was not updated. This is of concern as the Role Checklist originally was established to measure role performance. In 2008, Kielhofner, in the fourth edition of A Model of Human Occupation, differentiated occupational performance in 10 roles which clearly fall into occupational participation in the Role Checklist Version 3. The objective of the study was to describe changes and establish utility, feasibility, and reliability of the Role Checklist Version 3. The Role Checklist Version 3 was administered electronically to N = 114 occupational therapists and students. A short time span was used due to sensitivity to history bias. Test–retest reliability using Cohen’s Kappa and Cronbach’s alpha mirrored analysis done on the original version. Qualitatively, nine themes emerged regarding utility and feasibility. Test–retest reliability is acceptable to excellent for present role incumbency (κ = 0.74-1.00), desired future role engagement (κ = 0.44-1.00), and satisfaction with performance (α = 0.77-0.98). Participants (91%) found it useful for treatment planning and 75% would recommend Version 3 over the original Role Checklist. Data support the Role Checklist Version 3 as a reliable, electronic instrument feasible for occupational therapists to measure participation.

A growth in organizational justice research is evident in the field of public administration. This present study asks whether the relationship between key justice perceptions and attitudinal and performance outcomes vary as a function of occupational status. Building on the extant literature on social status, this study hypothesizes that employees in a higher status occupation will respond more strongly to justice perceptions than those in a lower status occupation by exhibiting lower levels of job satisfaction, organizational commitment, task performance, and citizenship behaviors. Based on a sample of employees in a large public agency in Thailand, our findings indicate that although employees in the two occupational groups do not differ significantly in their perceived justice levels, those in a higher status occupation are more strongly affected by perceptions of procedural and interpersonal justice. This study underscores the importance of accounting for occupational differences when it comes to implementing justice-related policies and practices.

Introduction Occupational performance coaching modified for stroke survivors is a promising new intervention to improve occupational performance post stroke. In the intervention, following client-centred occupational goal-setting, clients are led through strengths-based problem-solving and experimentation. Emotional support, individualized education and goal-focused problem-solving are hypothesized as key elements. Examination of clients’ experiences is necessary to better understand how occupational performance coaching modified for stroke survivors works, and improve its potential effectiveness. Method A descriptive qualitative study was embedded in a pilot randomized controlled trial. Semi-structured interviews were completed with seven participants in the treatment arm who received occupational performance coaching modified for stroke survivors. Qualitative content analysis was used for analysis. Findings Three categories were identified related to participants’ experiences of occupational performance coaching modified for stroke survivors: (a) the coaching was helpful; (b) the coaching provided opportunity for insightful reflection and (c) a different approach was preferred. Findings also lend support to the critical role of hypothesized key components and theorized mechanisms of action, and demonstrate the overarching role of the therapeutic relationship and the contribution of personal characteristics. Conclusion The revised theoretical understanding of occupational performance coaching modified for stroke survivors provides a valuable framework for communicating the actions that occupational therapists take in enabling occupation and emphasizes the role of the therapeutic relationship in client-centred approaches to improving occupational performance post stroke.

Purpose – Extant research has shown the positive effects of value congruence on individual attitudes, behaviors and performance. However, very few studies have been conducted to examine the difference in the relationship between value congruence and attitudinal outcomes across people of different attributes. The purpose of this paper is to examine how the relationships between employee-organization value congruence and job attitudes vary across different occupational groups, with the focus on different levels of nurses. The study provides evidence to organizations to adopt better approaches to harness the benefit from employees’ spontaneous work motivation. Design/methodology/approach – Nursing homes provide a unique research context because of the different nursing occupations with varying degree of identifying characteristics including educational attainment, skill level, income and decision-making power. The present study thus examines how the relationships between nurses-home value congruence and nurses’ job attitudes vary across different nursing occupations, instrumented by a survey of nursing staff of nursing homes in a Midwestern state in the USA. Findings – Consistent with prior research, value congruence is found positively associated with nurses’ job satisfaction and organizational commitment, but negatively with turnover intention. Consistent with the “diminishing marginal effect” argument, the relationships between value congruence and job satisfaction and organizational commitment are found more pronounced among nurses of lower occupational level. Originality/value – The extant literature does not explicitly compare the effect of within-occupation value congruence on various attitudinal and behavioral outcomes across different occupations. As values have individual and social foundations, in a specific workplace context, it is impractical, if not impossible, to gain a comprehensive view of employees’ value profile and work-related consequences without looking further into the differences across types of employee. Although without sufficient existing literature to compare to, the present study does provide consistent results with theoretical predictions, and display a relatively clear picture of how the relationships between value congruence and job attitudes are unwrapped along the occupational dimension.

Dying, role relationships and occupational behaviour are key factors in understanding the needs of the terminally ill patient. Assessment and treatment issues are examined from an occupational behaviour perspective. The primary focus is on identifying what it is that the patient would like to accomplish in order to improve the quality of his or her remaining life.

Occupational therapy (OT) makes a unique contribution to chronic pain (CP) management due to its overarching focus on occupation. The aim of this scoping review was to describe current knowledge about this contribution by documenting OT roles, models, assessments, and intervention methods used with adults living with CP. A systematic search exploring 10 databases and gray literature from 2006 to 2017 was conducted. Fifty-two sources were retained and analysed. Results bring forward the main role of OT being improving activities and participation (76.9 %), the Canadian Model of Occupational Performance (9.6 %), and the Canadian Occupational Performance Measure (21.2 %). Within the 30 reported interventions, 73.3% related directly to the person, 20% pertained to occupation (activities and participation), and 6.7% addressed environmental factors. The distinction and complementarity between the bottom-up and the top-down approaches to OT intervention were discussed. This review highlights OT specificity in adult CP management.

Research into rehabilitation outcomes shows that people recovering from stroke experience serious role loss. Despite this, many occupational therapists working in the area of stroke rehabilitation do not allocate time to therapy designed to achieve specific meaningful role resumption or development for their clients, instead focussing most of their therapy upon the restoration of function at the performance component level (Brodie, Holm, & Tomlin, 1994). Occupational role performance is an area of knowledge that has been neglected within the profession. Little is known about the use of the concept by the role performer. A naturalistic study was undertaken to provide descriptive information about the self-perceived occupational role performance of men over 65 who have had a stroke, and to investigate the possibility that occupational role was a construct used by the participants to organise their occupational performance (Chapparo and Ranka, 1997). Thirteen participants were interviewed in their own homes. Inductive analysis of the data produced the following findings. There was evidence that participants did use role as a construct to organise role performance in terms of meaning, personal abilities and time. This organisation incorporated a large degree of choice about how roles were performed. Choices were made in relation to perceptions of environmental demands and informed by previous experience and personal standards for role performance. A preliminary model of self-perceived occupational role performance was developed from the themes identified in the data. The constructs of the model represent the factors identified as contributing to the meaning, motivation, planning and performance of occupational roles by the participants in the study. Each major construct has a number of sub-constructs, and construct definitions were produced. The relationship between the constructs is thought to be complex, and were considered beyond the scope of this descriptive study. The three major constructs of this model are Active Engagement, Personal Meaning and Perceived Control. The three constructs relate to doing, knowing and being as described in the Occupational Performance Model (Australia) (Chapparo and Ranka, 1997). Active Engagement describes the nature of occupational role performance and is principally related to doing. The construct of Personal Meaning strongly influences Active Engagement and is principally related to being. The last construct of Perceived Control relates to the reasoning of the participant about his role performance, and is principally related to knowing. Perceived Control informs Personal Meaning in terms of the perceived outcomes of Active Engagement. The major outcome of this study has been the detailed identification and description of a number of constructs that relate to both the internal and external aspects of self-perceived occupational role performance for the study participants. These constructs extend the Occupational Performance Model (Australia) (Chapparo and Ranka, 1997) at the role level, and can form the basis of further research to develop a model of occupational role performance that would provide a valuable tool for research and for clinical practice.

Employee injury rates in U.S. land-based operations in the energy industry are 2 to 3 times higher relative to other regions in the world. Although a rich literature exists on drivers of safety performance, no previous studies investigated factors influencing this elevated rate. Leadership has been identified as a key contributor to safety outcomes and this grounded theory study drew upon the full range leadership model, situational leadership, and leader-member exchange theories for the conceptual framework. Leadership aspects influencing safety performance were investigated through guided interviews of 27 study participants; data analyses included open and axial coding, and constant comparisons identified higher-level categories. Selective coding integrated categories into the theoretical framework that developed the idealized, transformational leader traits motivating safe behaviors of leading by example, expressing care and concern for employees' well-being, celebrating successes, and communicating the importance of safety (other elements included visibility and commitment). Employee and supervisor participants reported similar views on the idealized leader traits, but low levels of these qualities may be driving elevated injury rates. Identifying these key elements provides the foundation to creating strategies and action plans enabling energy sector companies to prevent employee injuries and fatalities in an industry where tens of thousands of employees are subjected to significant hazards and elevated risks. Creating safer workplaces for U.S. employees by enhancing leaders' skills, building knowledge, and improving behaviors will improve the employees' and their families' lives by reducing the pain and suffering resulting from injuries and fatalities.

People with a chronic illness, such as Parkinson’s disease, often live in the community for many years while the illness becomes progressively more debilitating. Little is known about how such people control the impact the disease has upon their various roles in life. This study employed naturalistic qualitative research methods to investigate how people with Parkinson’s disease and their partners continue to actively participate as members of their social community. Using in-depth semi-structured, focused interviews, participants with Parkinson’s disease and their partners were asked to name and describe roles that occupied their daily activity. They were asked about their most significant occupational roles, what they did in these roles, the knowledge or strategies they employed to deal with barriers to occupational role performance, and the personal meaning such roles held. Four basic themes evolved from the data: the impact of the disease on occupational role performance, or ‘doing’, secondary personal limitations to occupational role performance, secondary social limitations to occupational role performance and cumulative barriers to occupational role performance. Loss of control over choice and manner of engagement in occupational roles was a significant element of all four themes. Sense of self and sense of social fit were identified as major elements that informed participants’ perceptions of control. Participants described a range of diverse responses that they used to actively restore personal control of occupational performance in the face of degenerative illness. Learning new coping styles appeared to be underpinned by a personal set of rules or ‘blueprint’, despite professional input. This blueprint was actualised through a problem identification, problem solving and active engagement cycle that was termed a cycle of control. A conceptual model of a cycle of control was proposed as the final stage of the research. The model represented a way of describing how participants acted to restore a sense of personal control once a specific barrier to occupational role performance had been perceived. The findings of this study support the notion that people with chronic illness, such as Parkinson’s disease, are active and knowledgeable participants in health care, and have occupational histories and experiences that they harness when dealing with barriers to performance. Moreover, the findings demonstrate that people with chronic illness work in tandem with significant role partners to constantly maintain the valued partnership in meaningful occupational roles as the disease progresses. A greater understanding of how people with chronic illness and their partners strive to maintain a sense of personal control can enable occupational therapists to work effectively as ancillary partners in care. A greater understanding of the way in which role partners work together to maintain occupational integrity in their lives would be central to assessment and intervention for community programs for people with chronic illness.

Countries seek to control exposure to hazardous substances and environments by the enactment of legislation. In the past thirty years, two major different approaches to occupational health and safety legislation have been devleoped by countries around the world. The performance-based legislative approach has been linked with the emergence of occupational health and safety management systems but no research has previously been done to determine whether or not the legislative approach taken by government influences the introduction or form of occupational health and safety management systems used by organisations. Similarly, although the reasons why Australia and other countries have moved to performance-based legislation have been explained in terms of social, political and economic factors that influenced the change, little research has been done on the effectiveness of this approach compared with the prescriptive approach of countries such as Korea. -I- The overall aim of this research is to develop a conprehensive understanding of the management of expusre to heavy metals in selected industries in Korea and Australia. The specific objectives of the study are to determine: The effectiveness of heavy metal exposure management in the fluorescent lamp manufacturing industry in Korea, and an Oral Health Service, and lead-risk workplaces in Queensland, Australia; The management of the legislative arrangements for health surveillance in Korea and Queensland, Australia; The characteristics of the occupational health and safety management systems that are in use in the heavy metal industries in Korea in Australia; and The effectiveness of prescriptive and performance based legislative systems in protecting the health and safety of workers in heavy metal based industries. Secondary analysis of biological monitoring data from 6 fluorescent lamp manufacturing companies (8 workplaces) in Korea was used to examine the extent of mercury exposure and the effectiveness of the health surveillance system in that country. A survey of dental workers in an oral health service in Queensland provided data on the extent of mercury exposure to the workforce and workers' attitudes to the management of occupational risks. The efficiency of the lead health surveillance in Queensland was examined by way of a questionnaire survey of lead designated doctors in the state. A survey of registered lead-risk companies and the oral health servies in Queensland, and 5 of the fluorescent lamp manufacturing companies in Korea provided data on the occupational health and safety management systems in place in these organisations. The health surveillance system for mercury exposed workers in Korea was found to have reduced the incidence of workers with biological levels of mercury above the Baseline Level from 14% in 1994 to 7% in 1999. Bilogical testing of dental workers in Queensland discovered no workers with biological levels of mercury approaching the Baseline Level and air monitoring failed to locate any areas where workers were likely to be exposed to levels approaching the Workplace Exposure Standard. The staff of the Oral Health Service were generally aware of the occupational health and safety management systems in place but only 43% felt that mercury management in the workplace effectively prevented exposure. The lead surveillance system in Queensland was found to be inadequately managed with approximately 37% of registered doctors no longer practicing in the field and their being no way for the government to collect reliable data on the extent of lead exposure in workplaces. The occupational health and safety management systems in the companies surveyed in Queensland and Korea were found to be influenced by the legislative arrangements in place in each of the locations. The Korean systems were more geared to meeting the regulatory requirements whereas the Queensland systems were geared more towards a risk management approach. However substantial differences were also noted depending on the size of the organisation in each case. Legislative arrangements in Korea and Queensland were found to provide reasonable protection from heavy metal exposure to workers however improvements in both systems are needed. The legislation was also found to influence the occupational health and safety management systems in place with performance-based legislation producing systems having a wide risk management focus while a narrower regulatory based focus was noted in Korea where more prescriptive legislation is in force. A confounding factor in the nature of the occupational health and safety management system in place is the size of the organisation and particular attention needs to be paid to this when legislative approaches are considered.

Countries seek to control exposure to hazardous substances and environments by the enactment of legislation. In the past thirty years, two major different approaches to occupational health and safety legislation have been devleoped by countries around the world. The performance-based legislative approach has been linked with the emergence of occupational health and safety management systems but no research has previously been done to determine whether or not the legislative approach taken by government influences the introduction or form of occupational health and safety management systems used by organisations. Similarly, although the reasons why Australia and other countries have moved to performance-based legislation have been explained in terms of social, political and economic factors that influenced the change, little research has been done on the effectiveness of this approach compared with the prescriptive approach of countries such as Korea. -I- The overall aim of this research is to develop a conprehensive understanding of the management of expusre to heavy metals in selected industries in Korea and Australia. The specific objectives of the study are to determine: The effectiveness of heavy metal exposure management in the fluorescent lamp manufacturing industry in Korea, and an Oral Health Service, and lead-risk workplaces in Queensland, Australia; The management of the legislative arrangements for health surveillance in Korea and Queensland, Australia; The characteristics of the occupational health and safety management systems that are in use in the heavy metal industries in Korea in Australia; and The effectiveness of prescriptive and performance based legislative systems in protecting the health and safety of workers in heavy metal based industries. Secondary analysis of biological monitoring data from 6 fluorescent lamp manufacturing companies (8 workplaces) in Korea was used to examine the extent of mercury exposure and the effectiveness of the health surveillance system in that country. A survey of dental workers in an oral health service in Queensland provided data on the extent of mercury exposure to the workforce and workers' attitudes to the management of occupational risks. The efficiency of the lead health surveillance in Queensland was examined by way of a questionnaire survey of lead designated doctors in the state. A survey of registered lead-risk companies and the oral health servies in Queensland, and 5 of the fluorescent lamp manufacturing companies in Korea provided data on the occupational health and safety management systems in place in these organisations. The health surveillance system for mercury exposed workers in Korea was found to have reduced the incidence of workers with biological levels of mercury above the Baseline Level from 14% in 1994 to 7% in 1999. Bilogical testing of dental workers in Queensland discovered no workers with biological levels of mercury approaching the Baseline Level and air monitoring failed to locate any areas where workers were likely to be exposed to levels approaching the Workplace Exposure Standard. The staff of the Oral Health Service were generally aware of the occupational health and safety management systems in place but only 43% felt that mercury management in the workplace effectively prevented exposure. The lead surveillance system in Queensland was found to be inadequately managed with approximately 37% of registered doctors no longer practicing in the field and their being no way for the government to collect reliable data on the extent of lead exposure in workplaces. The occupational health and safety management systems in the companies surveyed in Queensland and Korea were found to be influenced by the legislative arrangements in place in each of the locations. The Korean systems were more geared to meeting the regulatory requirements whereas the Queensland systems were geared more towards a risk management approach. However substantial differences were also noted depending on the size of the organisation in each case. Legislative arrangements in Korea and Queensland were found to provide reasonable protection from heavy metal exposure to workers however improvements in both systems are needed. The legislation was also found to influence the occupational health and safety management systems in place with performance-based legislation producing systems having a wide risk management focus while a narrower regulatory based focus was noted in Korea where more prescriptive legislation is in force. A confounding factor in the nature of the occupational health and safety management system in place is the size of the organisation and particular attention needs to be paid to this when legislative approaches are considered.

Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2009.
"August, 2009." Title from electronic dissertation title page (viewed 9/2/2009) Advisor, Rosalie J. Hall; Committee members, Steven R. Ash, James M. Diefendorff, Paul E. Levy, Robert G. Lord; Department Chair, Paul E. Levy; Dean of the College, Chand Midha; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

This study examines the relationship between gender roles and habitus in service industry occupations. It draws primarily from the works of Pierre Bourdieu and Judith Butler. Data includes an exploratory focus group, non-participant observations and interviews with women currently or formerly employed as bartenders, bar backs, servers, or hostesses. The main themes that emerged included how habitus is affected by views of employment, drug and alcohol use, the naturalization of gender roles, and the effect of appearance standards. This study supports previous feminist works that posit that gender as a performance, not a biological trait. Further this performance is used to navigate specific social experiences such as those in a workplace. This paper also comments on current enforcement of Title VII with reference to gender discrimination.

Master of Applied Science
Research into rehabilitation outcomes shows that people recovering from stroke experience serious role loss. Despite this, many occupational therapists working in the area of stroke rehabilitation do not allocate time to therapy designed to achieve specific meaningful role resumption or development for their clients, instead focussing most of their therapy upon the restoration of function at the performance component level (Brodie, Holm, & Tomlin, 1994). Occupational role performance is an area of knowledge that has been neglected within the profession. Little is known about the use of the concept by the role performer. A naturalistic study was undertaken to provide descriptive information about the self-perceived occupational role performance of men over 65 who have had a stroke, and to investigate the possibility that occupational role was a construct used by the participants to organise their occupational performance (Chapparo and Ranka, 1997). Thirteen participants were interviewed in their own homes. Inductive analysis of the data produced the following findings. There was evidence that participants did use role as a construct to organise role performance in terms of meaning, personal abilities and time. This organisation incorporated a large degree of choice about how roles were performed. Choices were made in relation to perceptions of environmental demands and informed by previous experience and personal standards for role performance. A preliminary model of self-perceived occupational role performance was developed from the themes identified in the data. The constructs of the model represent the factors identified as contributing to the meaning, motivation, planning and performance of occupational roles by the participants in the study. Each major construct has a number of sub-constructs, and construct definitions were produced. The relationship between the constructs is thought to be complex, and were considered beyond the scope of this descriptive study. The three major constructs of this model are Active Engagement, Personal Meaning and Perceived Control. The three constructs relate to doing, knowing and being as described in the Occupational Performance Model (Australia) (Chapparo and Ranka, 1997). Active Engagement describes the nature of occupational role performance and is principally related to doing. The construct of Personal Meaning strongly influences Active Engagement and is principally related to being. The last construct of Perceived Control relates to the reasoning of the participant about his role performance, and is principally related to knowing. Perceived Control informs Personal Meaning in terms of the perceived outcomes of Active Engagement. The major outcome of this study has been the detailed identification and description of a number of constructs that relate to both the internal and external aspects of self-perceived occupational role performance for the study participants. These constructs extend the Occupational Performance Model (Australia) (Chapparo and Ranka, 1997) at the role level, and can form the basis of further research to develop a model of occupational role performance that would provide a valuable tool for research and for clinical practice.

Thesis (M.S.)--State University of New York at Buffalo, 2005.
Title from PDF title page (viewed on May. 03, 2006) Available through UMI ProQuest Digital Dissertations. Thesis adviser: Nochajski, Susan M. Includes bibliographical references.

This chapter discusses an important trait of the Israeli theatre. It is inherently political by nature and it springs from and constantly reflects the complex realities of modern Israeli society: the continual wars, the innumerable cease-fires, ad hoc peace agreements, territorial occupations, military operations in response to terrorist attacks, and painful and disappointing attempts to reach permanent agreements and peace in the region. It is not surprising then that Israeli playwrights and directors who have searched for a suitable response to the Six Day War and the occupation have chosen Aristophanes as a teacher, guide, and mentor. Analysing an Israeli adaptation of Aristophanes’ comedy, Peace (1968), and several political satires of the Israeli playwright Hanoch Levin, this chapter examines the political role played by Israeli theatre, the use of performance as a tool of political criticism, and the role of theatre in demands for immediate negotiations for peace.

Prosocial elements of organizational citizenship behavior, contextual performance, citizenship performance, extra-role behavior, and organizational spontaneity are driven largely by beliefs about the importance of prosocial behavior for work effectiveness. These beliefs are a person’s prosocial implicit trait policy (ITP). We discuss recent theoretical and empirical work that develops the concept of prosocial ITP and tests hypotheses about relations between (a) prosocial ITPs; (b) their trait antecedents in agreeableness, benevolent values, social vocational interests, and emotional intelligence; and (c) their consequences for prosocial performance. Because prosocial action is especially critical in occupations that involve providing services and help to others, we focus primarily on management and administration, voluntary community service, medical practice, and legal practice. We review studies performed to develop measures of prosocial ITPs and test their relations with basic traits and prosocial performance. We also describe an effort to develop a generic measure of prosocial ITP.

Sounding Roman traces the role of music performance in maintaining, shaping, and challenging ascribed social identities of Roman (“Gypsy”) groups, who constitute one of the most socially reviled and yet culturally romanticized minorities in Turkey. Roman communities have been a ubiquitous presence, contributing to social, cultural, and economic life since the Byzantine period in Anatolia up to the present. Alternately exoticized and reviled, Roman communities were valued for their occupational skills and entertainment services. Based on detailed historiographic study and twenty years of ethnographic work, this book examines the issue of cultural and musical representations for creating, maintaining, and contesting social identity practices through philosophical reflections on meaningful symbolic configurations in metaphoricity, iconicity, and mimesis paired with a sociological interrogation of unequal power relationships. Through these lenses, the book investigates the potential of musical performance to configure new social identities and open pathways for political action, while exploring the limits of cultural representation to effect meaningful social change. The book begins with historical representations of çingene as a marked ethnic and social group during the Byzantine to late Ottoman Empire. It then traces how such constructions were revised during the period of the modern Turkish Republic through the creation of a commercial musical genre, the Roman dance tune (Roman oyun havası). The book includes a companion website with illustrative texts, images, and audio examples.

Abstract Ambulance services and paramedics perform critical roles in contemporary healthcare economies. Trained to work in the field and respond rapidly to emergencies, societies have come to increasingly rely on ambulance services to deliver urgent care, never more so than in recent years given intense social inequality, overstretched and underfunded health systems, and deadly pandemics. This monograph is the first book-length study of the paramedic profession in England. Based on in-depth interviews and ethnographic observation The Paramedic at Work provides a detailed account of the complex realities of work in this fascinating occupation. Empirical chapters explore the nature of work ‘out on the road’, the peculiarities of ambulance organizational culture, the intensity of workplace stress and burnout, and the current and future trajectory of paramedic professionalism. The book documents the unique paradoxes experienced by those employed in this line of work. Ambulance staff are trained to handle life-threatening trauma and disease, but most callouts consist of unplanned primary care. Paramedic work features wide autonomy but is also bound into an array of micromanaging performance indicators. Paramedics are trusted and respected in society but the profession is poorly understood and employers can be unsupportive. But, no matter how intense the personal struggles can be, paramedic work also offers rare opportunities for meaningful and socially valued work. The nature of the paramedic role is rapidly moving from a manual occupation rooted in first aid and transportation, to a clinical profession of increasing scope, versatility, and social respect.

This chapter comments on Article 40 of the Rome Statute of the International Criminal Court. Article 40 imposes norms aimed at ensuring that judges are not exposed to conflicting obligations or loyalties. The article declares that ‘judges shall be independent in the performance of their functions’. Independence is secured through other provisions of the Statute, including articles 36, 41, 46, 47, and 49. Judges are prohibited from engaging in activities ‘likely to interfere with their judicial functions or to affect confidence in their independence’. Judges who are required to serve full-time at the Court are not to ‘engage in any other occupation of a professional nature’. Disputes concerning activities of judges outside the Court are to be decided by an absolute majority of the judges.

This book, comprising 24 chapters, proposes in an interdisciplinary way to present updated technical content from different areas such as nutrition, nursing, psychology, pharmacy and occupational therapy. The main objective of this work is to contribute to the clinical professional practice in oncology, as well as, to the training of students in the health field. The contents were carefully selected, compiled and approached in a didactic way, so that they provide an intuitive and pleasant reading. Starting from the molecular basis, risk and nutrition factors and cancer prevention, going through screening and nutritional assessment, since diet therapy treatment, symptom control, main nutritional problems and palliative care, and even spirituality, with the nutritional approach for adults and pediatric patients as one of its strengths. This way, readers are invited to enjoy the knowledge shared by experienced health professionals and researchers, who work in oncology. In addition to these experiences, valuable reports are presented from patients who have experienced (or are experiencing) cancer treatment, with the aim of bringing the reader closer to a different perspective of this multidimensional reality. It is known that the experience of an oncological treatment is accompanied by varied emotions and feelings for everyone involved, both for the team of professionals and for family members, in addition to the role of the patients themselves. And that is why, from the different spectrums covered, it is expected to help the professional performance in this ascending area of health to occur even more in a holistic and humanized way.

AbstractThese days, human resources are a vital role needed as a company asset to survive in the current business competition. Human resources as employees cannot be separated from problems related to occupational health and safety in the company as by ensuring occupational health safety, companies can foster morale and comfort of their employees. This study aims to determine whether the elements of occupational health and safety and rewards have an influence on employee performance and whether motivation is able to mediate occupational health safety and rewards for employee performance to be better. The population of this research was all employees of supporting service workers who work in a geothermal management business company. The data obtained were primary data through questionnaires distributed to employees in the company using the Likert scale method. This type of research was causal associative research with data analysis techniques used descriptive analysis and path analysis. The sampling technique was saturated sampling, which was collected from all 32 workers as samples. The results of the effect of occupational health safety and appreciation on employee performance through work motivation show a direct influence value of 0.782 and an indirect effect of 0.672. Based on the results of the study, it can be said that the direct effect is greater than the indirect effect (0.782 > 0.672). So that there is no significant effect of the Occupational Health Safety and Rewards variables on employee performance through work motivation. Based on these results, increasing the company’s commitment to occupational health and safety to carry out K3 procedures in order to comply with company regulations on an ongoing basis is needed.

AbstractA large strand of research in the economics and sociology of education has highlighted the existence of deeply rooted inequalities in educational choices along socioeconomic lines, even when net of prior performance. These disparities may take different forms at different stages of schooling and across institutional systems. Yet, due to the lack of data, it is often difficult to disentangle the role played by the various dimensions of socioeconomic background on students’ educational careers. While parental education and occupation may shape aspirations (and thus the wish to undertake ambitious educational programmes), lack of income could represent a material obstacle to the continuation of study. In this chapter, we focus on the effect of financial conditions on the probability of dropping out from university. Italy is an interesting study case, because the education system is mainly public and university tuition fees are relatively low and income progressive. Because direct costs for disadvantaged students are low, we would expect income not to be highly relevant in this context. By exploiting a unique data set from the University of Torino (in northern Italy) linking administrative data from students’ university careers and information on parental characteristics collected at matriculation, we analyse how socioeconomic background influences the first-year dropout probability. While extremely relevant in earlier educational outcomes, parental education and occupation no longer exert a sizable effect at this point in students’ lives. Instead, we find that economic conditions greatly influence the chances of completing university. This result suggests that low tuition fees may be insufficient to foster the participation of low-income high school graduates and that additional forms of support might be needed to ensure equity and, at the same time, raise the share of young people with higher education degrees, which is still too low in Italy.

AbstractThis article argues the Islamic education of the past to have a future in contemporary times. The faith-based resources the educational tradition provides have the potential to reconnect the moral and professional sides of education for various productive roles in modern society. In the contemporary scenario where moral conduct and professional-occupational performance are disunited both conceptually and institutionally, Islamic education faces a challenge to its own relevance. The paper attempts to correct the stereotyping of Islamic education by drawing examples from varied contexts of the transmission of sacred knowledge through different institutional forms. The analysis seeks to recover what the discourse on the reform of Islamic education has ignored. The challenge before Islamic education is how to provide its bearers the conceptual means to make sense of the environing world while remaining steadfast in harboring moral virtue as a skill in the making of modern civilization. One response is to attend to the tools of social science not only for making sense of the modern world but also for engaging in a conversation with scholarly traditions outside the religious sphere. This should help develop the mutual sharing of discursive resources for common purposes between religion and the modern public sphere.

The purpose of this article is to explore and investigate the effects of paternal HR practices on the employee behavior outcomes. There is dearth of knowledge research on paternal HR practices in Pakistan, its effect on employee outcomes and organizational performance. The authors have applied a system dynamic approach to explore the interactive effects of paternal HR practices on employee behavior. The paternal HR practices effect the employee job quitting intentions. The paternal HR practices improve the employee loyalty and commitment towards the manager and organization. It induces selfless employee behavior, enhances leader identification, increases social exchange, and fosters the trust. Trust and loyalty bonds an employee in psychological relation with an organization and a manager, leading to employee commitment. The better role identification leads to improved employee performance. Nonetheless, the proposed system of paternal HR practices helps the organizations influence employee behavior strategically, which can help reduce employee turnover. The value of this article lies in the understanding gained about the interactive effects of paternal HR practices on employee resignation with the help of system modeling and learning from the simulation outcomes.

This chapter purports to identify the various factors contributing to occupational stress in today's business scenario and analyses how occupational stress influences employees' job performance. The keywords were antecedents of anxiety, stress outcomes, factors leading to stress, stress management, and job satisfaction for the literature search. The study drew from a range of published sources, both quantitative and qualitative, for framing the conceptual review. The investigation indicates that job stress results from various adverse situations, such as role ambiguity, non-participative management, intrinsic impoverishment, poor working environment, and lack of opportunity for growth and advancement at the workplace. More precisely, this chapter explores occupational stress's dynamic conditions and understands various stressors leading to such stress. The study further attempts to map the outcomes or consequences on employee's overall performance through a theoretical model. The model, however, needs empirical investigation to substantiate the proposed relationships.

This chapter purports to identify the various factors contributing to occupational stress in today's business scenario and analyses how occupational stress influences employees' job performance. The keywords were antecedents of anxiety, stress outcomes, factors leading to stress, stress management, and job satisfaction for the literature search. The study drew from a range of published sources, both quantitative and qualitative, for framing the conceptual review. The investigation indicates that job stress results from various adverse situations, such as role ambiguity, non-participative management, intrinsic impoverishment, poor working environment, and lack of opportunity for growth and advancement at the workplace. More precisely, this chapter explores occupational stress's dynamic conditions and understands various stressors leading to such stress. The study further attempts to map the outcomes or consequences on employee's overall performance through a theoretical model. The model, however, needs empirical investigation to substantiate the proposed relationships.

Farming provides food, which is the primary need of each and every person, and also provides employment to farmers. Still it is a non-profitable and neglected occupation. Maximum health injuries are observed during field work due to extreme climates and dusty atmosphere. Use of old hand tools and no availability of modernized tools are the cause of 70% of injuries. Although the farming sector plays a vital role on Indian economy, it remains undeveloped and unattractive. The Indian government is also framing many policies for the farmers (i.e., small/nominal farmers), but farming in states like Odisha remains undeveloped. So, in this chapter, a survey is conducted to find the health-related injuries of farmers of Odisha and then a framework is designed by QFD (quality function deployment) to suggest how to avoid injuries and provide occupational safety measures for farmers.

The present study examines the impact of job satisfaction on occupational stress of IT employees working in both developed and developing economies (India and the UK). Generally, occupational stress is considered to have the negative impact on the individual as well as the organization's performance. The study has adopted the application of the Spector JSS survey to consider the job satisfaction of the employees using the five-point Likert scale. The role conflict, role ambiguity, role overload, and role stress are considered in relation to occupational stress. Quantitative approach has been adopted by combining area cluster sampling, purposive and convenience sampling to gather 200 quantitative responses (100 from India and 100 from the UK) through questionnaire and analyzed through IBM SPSS 24.0. The results demonstrated that there is a significant impact of job satisfaction on the occupational stress in the IT sector of the UK and India.

In the context of the global crisis there is an increasing interest regarding sustainability. While the focus of debate was at the beginning mainly on society level, sustainability issues have currently a growing relevance for social and economic organizational performance. The paper aims to present arguments for considering ergonomics as a support for organizational sustainability. Based on sustainability reports and ergonomics literature review, the paper highlights the essential role of work systems’ ergonomic design and finds supporting arguments about ergonomics interventions’ impact on organizational performance. The contribution of the paper focuses on helping companies and top managers to understand the impact of ergonomics interventions on decreasing social and economic costs, related especially to occupational health and safety hazard prevention.

Scientific international papers have been selected to show the underrepresentation of women’s occupational diseases in many countries. Women musculoskeletal disorders are included although represent the first claims of working women not only in Europe. Lack of ergonomics in gender work concept is the cause of women occupational illnesses but more ergonomics should also play a role in ameliorating the gender gap recognition. Job title and summary description of work activities are not fair in representing women’s exposure. Dual task (or double actions) and multitasking are examples of poorly studied women’s work activities. Only some specific studies in the health care sector show multitasking work demand towards higher performance among nurses. The increase in fatigue towards occupational diseases, due also to this exposure, represent another ergonomics challenge. Ergonomic observation of women work can help to identify inequities in each step of the process to overcome gender bias, occupational health diseases included.

The article deals with the issues of professional psychological selection in the internal Affairs bodies as an integral part of the system of measures to prevent professional deformation in service collectives. The implementation of the measures organized on the basis of monitoring of data received by psychologists of internal Affairs bodies is aimed at maintaining and improving the efficiency of the police. The purpose of this area of work of psychologists is to equip police service teams with reliable employees who meet the requirements of the modern legal state. The presented materials consider the practice of implementing by police psychologists the decree Of the Government of the Russian Federation dated December 06, 2012 No. 1259 «on approval of the Rules of professional psychological selection for service in the internal Affairs bodies of the Russian Federation». The materials are consistent with the results of research conducted by Russian and foreign researchers. The conclusions are based on a comparative analysis of the results of the work of the Commission on psychological selection of the regional Department of the Ministry of internal Affairs. Describes some of the individual characteristics of the persons who were refused admission to the service. Individual factors that hinder the process of effective adaptation in service teams are listed, as well as the role of early maladaptive schemes in the process of adaptation. Individual and environmental factors of influence on the formation and development of deforming influence on employees in the course of performance of official activities are presented, based on the analysis of incidents that occurred in collectives in the period 2018–2020. The article deals with the actual difficulties of practical implementation of psychological selection for service as the basis for early prevention of professional deformation in the service collectives of internal Affairs bodies.

Bowtie diagrams have become a widely-used method for demonstrating the relationship between the causes and consequences of hazardous events following the identification of Major Accident Hazards (MAHs). They are particularly useful for illustrating how safeguarding measures protect against particular threats or mitigate the various consequences of an incident. Bowtie diagrams have been widely used in a range of industries for over twenty years and are widespread in the upstream oil and gas industry, as well as other high hazard industries such as mining and nuclear. Bowtie diagrams are used for a range of purposes. At their simplest, they provide an overview of the measures in place to prevent and mitigate hazardous events, and as such are valuable additions to training programmes. A bowtie diagram provides an excellent platform to show regulatory authorities, trainees and new employees the various threats to a pipeline system, and what barriers are in place to prevent and control major accidents, such that the risks are as low as reasonably practicable. The bowtie process may be used during design, construction, operations and decommissioning. The bowtie for construction is different to that for design and operations, being more to do with occupational safety rather that loss of containment. However, the construction bowtie diagram still plays a vital role in minimising risk. Whilst the typical failure mechanisms for pipelines are generally well-established during operations, bowties have a key role in informing senior management of the measures in place to reduce risk. Furthermore, a large proportion of major accidents may occur at above ground installations (AGIs), and bowtie diagrams provide a mechanism to help management in the protection of personnel and potentially of nearby populations. For both cross-country pipelines and AGIs, the effectiveness of each barrier can be established to ensure that the risk of loss of containment is minimised. More detailed bowties may be used to assist in identifying safety critical elements (SCEs) or safety critical tasks; developing performance standards and defining process safety performance indicators. Often, the hardware shown by the barriers may be considered as SCEs, particularly in the case of effective barriers, such as vibration detection along the right-of-way (RoW) (prevention) or gas detection at AGIs (recovery). Where such barriers are defined as key to a major threat, the bowtie diagram illustrates the importance of good maintenance systems to ensure that the barriers have a high reliability. Thus, by defining the SCEs in a logical manner, bowties may be a key element in managing the risk from a pipeline system.

Abstract This paper describes a simple and intuitive digital Environmental, Health & Safety (EHS) application designed to raise awareness of occupational health and safety and sustainably promote responsible worker behavior. The application (formally named "Zero Harm Engagement") was initially developed for use within the author's company's Middle East business hub. However, after seeing positive results in terms of both engagement and EHS performance locally, it was rolled out globally across the entire organization. In the six months after the application was launched, over 3,000 "zero harm" engagements were registered/recorded. Accidents and injury rates across the company were reduced by ~30%. The application was developed at virtually zero cost using Power Apps under the Microsoft 365 suite and did not require high-end software engineering resources/expertise. The paper will provide an in-depth look at the contents and functionality of the app and discuss the impact it has had on company EHS performance since being deployed.

The environment of a knowledge society is dynamic, active, oriented towards innovation. Therefore, the development of skills for the 21st century, such as the fundamental ones, content, and professionals in the Business career, is becoming more critical. Furthermore, the active-cooperative methodologies take more prominence in developing an undergraduate career in business and economics, whose significant increases with the uncertainty, social, and environmental changes that the pandemic is causing.Business education always has the challenge to achieve that student comprehend business dynamics and have the notions of decision-making. Therefore, active learning methods have been used for a long time, especially the case-study method. This research aims to explore the effectiveness of simulation-role playing techniques versus more traditional methods such as lectures. This study analyzes the case of the Business Administration Career at the Pontificia Universidad Catolica de Valparaiso, whose program changed in 2009, including the new approach of design courses under the learning-by-doing philosophy, focusing, in particular, in the course Simulación Empresarial (Entrepreneurship simulation). Thus, researching the effectiveness of this type of experience in higher education is a real contribution to the development of knowledge to obtain a quality education.This subject uses active-cooperative learning methods through simulation and role-playing techniques. The students integrate teams that correspond to a firm in the industry. Each one has an executive occupation. The team has to present “yearly results” and stand up to the company board (the professors). Thus, role-playing, simulation, and TICs are essential parts of the course. This paper explores indicators and relationships that allow comparing alumni performance from both curriculums, the one more focused on traditional methods, called Control Group (CG – generations from 2001-2008)), and the ones identified as Experimental Group (EG – generations 2009-2016). Hence, it will provide a methodology to replicate in other Business Schools or other college careers. Previous research shows that the role-playing methodology allows a more significant commitment of the students with the object of study and the development of the activities of the specialty. In this sense, a role-playing methodology complemented with simulation and TICs involves active-cooperative learning, which integrates all the knowledge and behavior obtained during the career. Furthermore, it implies that the student, in order to be able to deliver appropriate arguments that support his/her decisions as a manager. The methodology applied is quantitative research, using regression analysis. Tree-decision analysis complemented these results. Considering that it is an exploratory analysis, it is necessary to choose an indicator for performance. The dependent variable chosen is the Comprehensive Exam grade; this exam assesses all the career subjects in an integrated manner. The independent variables are related to entry conditions, such as a grade average in secondary education, university selection standardized test score, gender. In addition, grades obtained on the different lines of the study plan were calculated, such as finance, marketing, economics, math -statistics, and others. Finally, as a dichotomic variable, whether the student took the course Entrepreneurship Simulation or not, to identify whether he/she belongs to the control or the experimental group. Results obtained from the regression model are consistent with the ones attained using the tree-decision model. The control and experimental groups are very similar, so the different programs do not depend on their characteristics. The Comprehensive Exam grade depends directly, for both groups, from their performance in Economics and Marketing and negatively to whether they took Entrepreneurship Simulation, considering 95% confidence interval. The entry variables or gender makes no difference in the grade obtained in that examination. The univariate analysis outcome determines that the Comprehensive Exam and Entrepreneurship Simulation grades are not related.Consequently, further research is needed to measure the effectiveness of the subject under study. The exam grade may be significantly lower in younger generations because: it is more consistent with traditional methods; after approving Entrepreneurship Simulation, the students may feel that it is just a mere requirement; they specialize more in the course that they used to do in the previous plan; and, the course may develop more soft competencies that the exam does not measure.

Attention to safety and health are of ever-increasing priority to industrial organizations. Good Safety is demanded by stockholders, employees, and the community while increasing injury costs provide additional motivation for safety and health excellence. Safety has always been a strong corporate value of DuPont and a vital part of its culture. As a result, DuPont has become a benchmark in safety and health performance. Since 1990, DuPont has re-engineered itself to meet global competition and address future vision. In the new re-engineered organizational structures, DuPont has also had to re-engineer its safety management systems. A special Discovery Team was chartered by DuPont senior management to determine the “best practices’ for safety and health being used in DuPont best-performing sites. A summary of the findings is presented, and five of the practices are discussed. Excellence in safety and health management is more important today than ever. Public awareness, federal and state regulations, and enlightened management have resulted in a widespread conviction that all employees have the right to work in an environment that will not adversely affect their safety and health. In DuPont, we believe that excellence in safety and health is necessary to achieve global competitiveness, maintain employee loyalty, and be an accepted member of the communities in which we make, handle, use, and transport products. Safety can also be the “catalyst” to achieving excellence in other important business parameters. The organizational and communication skills developed by management, individuals, and teams in safety can be directly applied to other company initiatives. As we look into the 21st Century, we must also recognize that new organizational structures (flatter with empowered teams) will require new safety management techniques and systems in order to maintain continuous improvement in safety performance. Injury costs, which have risen dramatically in the past twenty years, provide another incentive for safety and health excellence. Shown in the Figure 1, injury costs have increased even after correcting for inflation. Many companies have found these costs to be an “invisible drain” on earnings and profitability. In some organizations, significant initiatives have been launched to better manage the workers’ compensation systems. We have found that the ultimate solution is to prevent injuries and incidents before they occur. A globally-respected company, DuPont is regarded as a well-managed, extremely ethical firm that is the benchmark in industrial safety performance. Like many other companies, DuPont has re-engineered itself and downsized its operations since 1985. Through these changes, we have maintained dedication to our principles and developed new techniques to manage in these organizational environments. As a diversified company, our operations involve chemical process facilities, production line operations, field activities, and sales and distribution of materials. Our customer base is almost entirely industrial and yet we still maintain a high level of consumer awareness and positive perception. The DuPont concern for safety dates back to the early 1800s and the first days of the company. In 1802 E.I. DuPont, a Frenchman, began manufacturing quality grade explosives to fill America’s growing need to build roads, clear fields, increase mining output, and protect its recently won independence. Because explosives production is such a hazardous industry, DuPont recognized and accepted the need for an effective safety effort. The building walls of the first powder mill near Wilmington, Delaware, were built three stones thick on three sides. The back remained open to the Brandywine River to direct any explosive forces away from other buildings and employees. To set the safety example, DuPont also built his home and the homes of his managers next to the powder yard. An effective safety program was a necessity. It represented the first defense against instant corporate liquidation. Safety needs more than a well-designed plant, however. In 1811, work rules were posted in the mill to guide employee work habits. Though not nearly as sophisticated as the safety standards of today, they did introduce an important basic concept — that safety must be a line management responsibility. Later, DuPont introduced an employee health program and hired a company doctor. An early step taken in 1912 was the keeping of safety statistics, approximately 60 years before the federal requirement to do so. We had a visible measure of our safety performance and were determined that we were going to improve it. When the nation entered World War I, the DuPont Company supplied 40 percent of the explosives used by the Allied Forces, more than 1.5 billion pounds. To accomplish this task, over 30,000 new employees were hired and trained to build and operate many plants. Among these facilities was the largest smokeless powder plant the world had ever seen. The new plant was producing granulated powder in a record 116 days after ground breaking. The trends on the safety performance chart reflect the problems that a large new work force can pose until the employees fully accept the company’s safety philosophy. The first arrow reflects the World War I scale-up, and the second arrow represents rapid diversification into new businesses during the 1920s. These instances of significant deterioration in safety performance reinforced DuPont’s commitment to reduce the unsafe acts that were causing 96 percent of our injuries. Only 4 percent of injuries result from unsafe conditions or equipment — the remainder result from the unsafe acts of people. This is an important concept if we are to focus our attention on reducing injuries and incidents within the work environment. World War II brought on a similar set of demands. The story was similar to World War I but the numbers were even more astonishing: one billion dollars in capital expenditures, 54 new plants, 75,000 additional employees, and 4.5 billion pounds of explosives produced — 20 percent of the volume used by the Allied Forces. Yet, the performance during the war years showed no significant deviation from the pre-war years. In 1941, the DuPont Company was 10 times safer than all industry and 9 times safer than the Chemical Industry. Management and the line organization were finally working as they should to control the real causes of injuries. Today, DuPont is about 50 times safer than US industrial safety performance averages. Comparing performance to other industries, it is interesting to note that seemingly “hazard-free” industries seem to have extraordinarily high injury rates. This is because, as DuPont has found out, performance is a function of injury prevention and safety management systems, not hazard exposure. Our success in safety results from a sound safety management philosophy. Each of the 125 DuPont facilities is responsible for its own safety program, progress, and performance. However, management at each of these facilities approaches safety from the same fundamental and sound philosophy. This philosophy can be expressed in eleven straightforward principles. The first principle is that all injuries can be prevented. That statement may seem a bit optimistic. In fact, we believe that this is a realistic goal and not just a theoretical objective. Our safety performance proves that the objective is achievable. We have plants with over 2,000 employees that have operated for over 10 years without a lost time injury. As injuries and incidents are investigated, we can always identify actions that could have prevented that incident. If we manage safety in a proactive — rather than reactive — manner, we will eliminate injuries by reducing the acts and conditions that cause them. The second principle is that management, which includes all levels through first-line supervisors, is responsible and accountable for preventing injuries. Only when senior management exerts sustained and consistent leadership in establishing safety goals, demanding accountability for safety performance and providing the necessary resources, can a safety program be effective in an industrial environment. The third principle states that, while recognizing management responsibility, it takes the combined energy of the entire organization to reach sustained, continuous improvement in safety and health performance. Creating an environment in which employees feel ownership for the safety effort and make significant contributions is an essential task for management, and one that needs deliberate and ongoing attention. The fourth principle is a corollary to the first principle that all injuries are preventable. It holds that all operating exposures that may result in injuries or illnesses can be controlled. No matter what the exposure, an effective safeguard can be provided. It is preferable, of course, to eliminate sources of danger, but when this is not reasonable or practical, supervision must specify measures such as special training, safety devices, and protective clothing. Our fifth safety principle states that safety is a condition of employment. Conscientious assumption of safety responsibility is required from all employees from their first day on the job. Each employee must be convinced that he or she has a responsibility for working safely. The sixth safety principle: Employees must be trained to work safely. We have found that an awareness for safety does not come naturally and that people have to be trained to work safely. With effective training programs to teach, motivate, and sustain safety knowledge, all injuries and illnesses can be eliminated. Our seventh principle holds that management must audit performance on the workplace to assess safety program success. Comprehensive inspections of both facilities and programs not only confirm their effectiveness in achieving the desired performance, but also detect specific problems and help to identify weaknesses in the safety effort. The Company’s eighth principle states that all deficiencies must be corrected promptly. Without prompt action, risk of injuries will increase and, even more important, the credibility of management’s safety efforts will suffer. Our ninth principle is a statement that off-the-job safety is an important part of the overall safety effort. We do not expect nor want employees to “turn safety on” as they come to work and “turn it off” when they go home. The company safety culture truly becomes of the individual employee’s way of thinking. The tenth principle recognizes that it’s good business to prevent injuries. Injuries cost money. However, hidden or indirect costs usually exceed the direct cost. Our last principle is the most important. Safety must be integrated as core business and personal value. There are two reasons for this. First, we’ve learned from almost 200 years of experience that 96 percent of safety incidents are directly caused by the action of people, not by faulty equipment or inadequate safety standards. But conversely, it is our people who provide the solutions to our safety problems. They are the one essential ingredient in the recipe for a safe workplace. Intelligent, trained, and motivated employees are any company’s greatest resource. Our success in safety depends upon the men and women in our plants following procedures, participating actively in training, and identifying and alerting each other and management to potential hazards. By demonstrating a real concern for each employee, management helps establish a mutual respect, and the foundation is laid for a solid safety program. This, of course, is also the foundation for good employee relations. An important lesson learned in DuPont is that the majority of injuries are caused by unsafe acts and at-risk behaviors rather than unsafe equipment or conditions. In fact, in several DuPont studies it was estimated that 96 percent of injuries are caused by unsafe acts. This was particularly revealing when considering safety audits — if audits were only focused on conditions, at best we could only prevent four percent of our injuries. By establishing management systems for safety auditing that focus on people, including audit training, techniques, and plans, all incidents are preventable. Of course, employee contribution and involvement in auditing leads to sustainability through stakeholdership in the system. Management safety audits help to make manage the “behavioral balance.” Every job and task performed at a site can do be done at-risk or safely. The essence of a good safety system ensures that safe behavior is the accepted norm amongst employees, and that it is the expected and respected way of doing things. Shifting employees norms contributes mightily to changing culture. The management safety audit provides a way to quantify these norms. DuPont safety performance has continued to improve since we began keeping records in 1911 until about 1990. In the 1990–1994 time frame, performance deteriorated as shown in the chart that follows: This increase in injuries caused great concern to senior DuPont management as well as employees. It occurred while the corporation was undergoing changes in organization. In order to sustain our technological, competitive, and business leadership positions, DuPont began re-engineering itself beginning in about 1990. New streamlined organizational structures and collaborative work processes eliminated many positions and levels of management and supervision. The total employment of the company was reduced about 25 percent during these four years. In our traditional hierarchical organization structures, every level of supervision and management knew exactly what they were expected to do with safety, and all had important roles. As many of these levels were eliminated, new systems needed to be identified for these new organizations. In early 1995, Edgar S. Woolard, DuPont Chairman, chartered a Corporate Discovery Team to look for processes that will put DuPont on a consistent path toward a goal of zero injuries and occupational illnesses. The cross-functional team used a mode of “discovery through learning” from as many DuPont employees and sites around the world. The Discovery Team fostered the rapid sharing and leveraging of “best practices” and innovative approaches being pursued at DuPont’s plants, field sites, laboratories, and office locations. In short, the team examined the company’s current state, described the future state, identified barriers between the two, and recommended key ways to overcome these barriers. After reporting back to executive management in April, 1995, the Discovery Team was realigned to help organizations implement their recommendations. The Discovery Team reconfirmed key values in DuPont — in short, that all injuries, incidents, and occupational illnesses are preventable and that safety is a source of competitive advantage. As such, the steps taken to improve safety performance also improve overall competitiveness. Senior management made this belief clear: “We will strengthen our business by making safety excellence an integral part of all business activities.” One of the key findings of the Discovery Team was the identification of the best practices used within the company, which are listed below: ▪ Felt Leadership – Management Commitment ▪ Business Integration ▪ Responsibility and Accountability ▪ Individual/Team Involvement and Influence ▪ Contractor Safety ▪ Metrics and Measurements ▪ Communications ▪ Rewards and Recognition ▪ Caring Interdependent Culture; Team-Based Work Process and Systems ▪ Performance Standards and Operating Discipline ▪ Training/Capability ▪ Technology ▪ Safety and Health Resources ▪ Management and Team Audits ▪ Deviation Investigation ▪ Risk Management and Emergency Response ▪ Process Safety ▪ Off-the-Job Safety and Health Education Attention to each of these best practices is essential to achieve sustained improvements in safety and health. The Discovery Implementation in conjunction with DuPont Safety and Environmental Management Services has developed a Safety Self-Assessment around these systems. In this presentation, we will discuss a few of these practices and learn what they mean. Paper published with permission.

A POSTnote that explains what is known about sleep and sleep disorders, the effects of poor sleep on performance, and on physical and mental health. It also describes the role of sleep in the context of public and occupational health, road safety, education and the consumer technology market.