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Principles of Healthy Work

Physical
Environment
A healthy work environment should be free of physical hazards, including safety hazards, exposure to toxic chemicals, air pollution, noise, radiation, infectious diseases, extremes of heat and cold, as well as ergonomic hazards, such as heavy lifting, prolonged standing and computer work without adjustable equipment.

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Psychosocial
Healthy work should be free of “psychosocial” work stressors, caused by the way work is organized (work organization). Occupational work stressors can affect your well-being, psychological and physical health, and contribute to chronic illnesses like depression, one of the leading causes of disability, and cardiovascular disease (CVD), the leading cause of death for men and women in the United States.

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Definition:

Healthy work should be free of “psychosocial” work stressors, caused by the way work is organized (work organization). Occupational work stressors can affect your well-being, psychological and physical health, and contribute to chronic illnesses like depression, one of the leading causes of disability, and cardiovascular disease (CVD), the leading cause of death for men and women in the United States.

Subcategory:
Job Strain

Job strain is a well-recognized hazard in many countries caused by the way work is organized. It is a stressor because excessive demands are difficult to manage or cope with when you have a lack of control or “say” over your work tasks or schedule. Job strain has been linked to burnout, depression, high blood pressure, CVD and mortality. To reduce or eliminate job strain, you have to address both sides of the equation–, reducing demands and enhancing “control” by including working people in decision-making about workload and the organization of work.

Subcategory:
Job Strain

Job strain is a well-recognized hazard in many countries caused by the way work is organized. It is a stressor because excessive demands are difficult to manage or cope with when you have a lack of control or “say” over your work tasks or schedule. Job strain has been linked to burnout, depression, high blood pressure, CVD and mortality. To reduce or eliminate job strain, you have to address both sides of the equation–, reducing demands and enhancing “control” by including working people in decision-making about workload and the organization of work.

Culture/
Climate
All organizations have a “culture” that reflect the values and practices established by its leaders. The “climate” of a workplace reflects how managers and workers interact with each other, the policies and practices of an organization, and the respect and fairness with which working people are treated.

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Work
Organization
The way work is organized, work organization, can include everything from type of employment arrangement (full/part-time, employee or contractor/temp worker), staffing decisions or practices (e.g. lean production), downsizing and restructuring practices, work hours, shifts, and schedules (e.g. on-call, irregular schedule). Psychosocial work stressors are a consequence of poor work organization. Here are some ways to make work organization healthier:

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Rewards/
Benefits
Rewards are the economic and other benefits (health insurance, retirement, promotions, and seniority or status) that are the expected outcome of any type of work. When rewards do not match the required effort or responsibility of a job, this is a major stressor (that is, “effort-reward imbalance”). Also, fair pay and living wages, access to paid time off to recover from sickness or take care of family, and adequate health insurance are necessary for the overall health of working people and to lower the risk of illness and early death.

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PHYSICAL ENVIRONMENT SUBCATEGORIES

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PSYCHOSOCIAL SUBCATEGORIES

Job strain is a well-recognized hazard in many countries caused by the way work is organized. It is a stressor because excessive demands are difficult to manage or cope with when you have a lack of control or “say” over your work tasks or schedule. Job strain has been linked to burnout, depression, high blood pressure, CVD and mortality. To reduce or eliminate job strain, you have to address both sides of the equation–, reducing demands and enhancing “control” by including working people in decision-making about workload and the organization of work.
Manageable workloads result from having enough time to complete your work tasks in a regular workday, havinge enough uninterrupted time to do your work, and having a reasonable the pace at which you are required to produce a widget, a report, or serve a customer. is reasonable. Manageable workloads will reduce “demands” and can be accomplished by require adequate staffing, protecting break times, and time off. Clear expectations from management with participation by workers directly or through collective bargaining provisions, employeeregarding staffing, realistic timelines and workload is essential.

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CULTURE/CLIMATE SUBCATEGORIES

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WORK ORGANIZATION SUBCATEGORIES

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REWARDS/BENEFITS SUBCATEGORIES

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Physical
Environment
A healthy work environment should be free of physical hazards, including safety hazards, exposure to toxic chemicals, air pollution, noise, radiation, infectious diseases, extremes of heat and cold, as well as ergonomic hazards, such as heavy lifting, prolonged standing and computer work without adjustable equipment.

View Subcategories

Close

PHYSICAL ENVIRONMENT SUBCATEGORIES

Job Strain

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Manageable Workload

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Psychosocial
Healthy work should be free of “psychosocial” work stressors, caused by the way work is organized (work organization). Occupational work stressors can affect your well-being, psychological and physical health, and contribute to chronic illnesses like depression, one of the leading causes of disability, and cardiovascular disease (CVD), the leading cause of death for men and women in the United States.

View subcategories

Close

PSYCHOSOCIAL SUBCATEGORIES

Reduce or Eliminate Job Strain

Job strain is a well-recognized hazard in many countries caused by the way work is organized. It is a stressor because excessive demands are difficult to manage or cope with when you have a lack of control or “say” over your work tasks or schedule. Job strain has been linked to burnout, depression, high blood pressure, CVD and mortality. To reduce or eliminate job strain, you have to address both sides of the equation–, reducing demands and enhancing “control” by including working people in decision-making about workload and the organization of work.

Manageable Workload Demands

Manageable workloads result from having enough time to complete your work tasks in a regular workday, having enough uninterrupted time to do your work, and having a reasonable the pace at which you are required to produce a widget, a report, or serve a customer. is reasonable. Manageable workloads will reduce “demands” and can be accomplished by require adequate staffing, protecting break times, and time off. Clear expectations from management with participation by workers directly or through collective bargaining provisions, employee regarding staffing, realistic timelines and workload is essential.

Job Control

To reduce job strain and achieve healthy work, job control must be enhanced. When youworking people have a “say” or a voice at work to helpin makinge improvements in working conditions, or when you participate in decision-making about the organization along with management, and when theyyou are given some autonomy over work tasks (also called decision-authority), you have “job control.” Job control can also be enhanced by designing jobs that encourage creativity, provide the opportunity to learn a variety of new things and develop or use your special skills or abilities (also called skill discretion). Job control is a powerful predictor of better health, particularly as it protects workers from the effects of high demands (see: job strain).

Definition:

Healthy work should be free of “psychosocial” work stressors, caused by the way work is organized (work organization). Occupational work stressors can affect your well-being, psychological and physical health, and contribute to chronic illnesses like depression, one of the leading causes of disability, and cardiovascular disease (CVD), the leading cause of death for men and women in the United States.

Subcategory:
Job Strain

Job strain is a well-recognized hazard in many countries caused by the way work is organized. It is a stressor because excessive demands are difficult to manage or cope with when you have a lack of control or “say” over your work tasks or schedule. Job strain has been linked to burnout, depression, high blood pressure, CVD and mortality. To reduce or eliminate job strain, you have to address both sides of the equation–, reducing demands and enhancing “control” by including working people in decision-making about workload and the organization of work.

Subcategory:
Job Strain

Job strain is a well-recognized hazard in many countries caused by the way work is organized. It is a stressor because excessive demands are difficult to manage or cope with when you have a lack of control or “say” over your work tasks or schedule. Job strain has been linked to burnout, depression, high blood pressure, CVD and mortality. To reduce or eliminate job strain, you have to address both sides of the equation–, reducing demands and enhancing “control” by including working people in decision-making about workload and the organization of work.

Culture/
Climate
All organizations have a “culture” that reflect the values and practices established by its leaders. The “climate” of a workplace reflects how managers and workers interact with each other, the policies and practices of an organization, and the respect and fairness with which working people are treated.

View Subcategories

Close

CULTURE/CLIMATE SUBCATEGORIES

Job Strain

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Manageable Workload

Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here

Work
Organization
The way work is organized, work organization, can include everything from type of employment arrangement (full/part-time, employee or contractor/temp worker), staffing decisions or practices (e.g. lean production), downsizing and restructuring practices, work hours, shifts, and schedules (e.g. on-call, irregular schedule). Psychosocial work stressors are a consequence of poor work organization. Here are some ways to make work organization healthier:

View Subcategories

Close

WORK ORGANIZATION SUBCATEGORIES

Job Strain

Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here

Manageable Workload

Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here

Rewards/
Benefits
Rewards are the economic and other benefits (health insurance, retirement, promotions, and seniority or status) that are the expected outcome of any type of work. When rewards do not match the required effort or responsibility of a job, this is a major stressor (that is, “effort-reward imbalance”). Also, fair pay and living wages, access to paid time off to recover from sickness or take care of family, and adequate health insurance are necessary for the overall health of working people and to lower the risk of illness and early death.

View Subcategories

Close

REWARDS/BENEFITS SUBCATEGORIES

Job Strain

Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here

Manageable Workload

Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here Content goes here