Benefits and Limitations of Workplace Health and Safety in Australia
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This essay explores the critical importance of workplace health and safety (H&S) in Australian organizations, focusing on the benefits and limitations faced by managers. It highlights the role of H&S in establishing a safe and secure work environment, ensuring legal compliance, and promoting employee well-being. The essay outlines the advantages of H&S, such as reduced incident rates, increased productivity, and improved employee satisfaction. It also addresses the challenges, including stress management, inconsistent application of safety measures, and the impact of discrimination and harassment. The conclusion emphasizes the significance of safety plans, work-life balance, and open communication in maintaining a positive and productive workplace. The essay draws on various sources to support its arguments, including legislation, statistics, and research studies related to Australian workplaces.
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TABLE OF CONTENT
INTRODUCTION 1
MAIN BODY.....................................................................................................................1
CONCLUSION................................................................................................................. 4
REFERENCES.................................................................................................................1
INTRODUCTION 1
MAIN BODY.....................................................................................................................1
CONCLUSION................................................................................................................. 4
REFERENCES.................................................................................................................1
INTRODUCTION
Managing workplace health and safety is the foremost priority of organization as it helps
the firms in establishing stable work environment. Welfare and safety at workplace focuses on
managing reasonable practices to ensure smooth flow in employee’s activities. The essay will
outline benefits and limitations faced by managers of Australian entities in maintaining health
and safety at workplace.
MAIN BODY
The objective and purpose of managing H&S in Australian Companies is to enable legal
framework to manage safe and secure environment for employees against hazardous business
activities. Health and safety (H&S) in an organization plays a crucial role in aligning employees
activities towards common goals and objectives. Managers are the individuals who are
responsible for implementing innovative workplace culture, stress management programs,
informal meetings and regular problems sessions. These functions help management in
determining health and safety needs in an enterprise. According to Work health and Safety
statistics, Australia 2017, it has been determined that forestry, fishing and agriculture industry
holds the highest rate of fatalities and injuries. 43 % of injuries are serious and comprise muscle
and traumatic injury (Key Work Health and Safety Statistics, Australia 2017, 2018). However, a
median pay of compensation for serious claim is up to 10,800 Dollar.
Benefits faced by people manager of Australian organization in managing H&S at
workplace
Compliance with Workplace health and safety Act is the foremost duty of HR manager
as it aims at establishing preventive system which limits the chances of hazards and uncertain
situation. Welfare of Australian organization is hindered due to many issues such as
discrimination, harassment, bullying, inequality, wage differentiation, etc. However, H&S at
workplace helps the management in identifying risk and determining procedures and policies to
control hazardous situation (Zadow and et.al., 2017).
The major advantage to people manager of H&S is, committing employee’s practices
within set of principles derived under Workplace health and safety Act. Further, welfare polices
helps Australian organizations in meeting performance and behaviour standards. In accordance
with this, it can be said that safety culture helps HR professional in managing equal work
practices and resolving employees conflict within set of rules and regulations.
On the other hand, it can be said that health and safety at workplace helps managers in
managing quality in work because H&S reduces the chances of employees conflicts,
Managing workplace health and safety is the foremost priority of organization as it helps
the firms in establishing stable work environment. Welfare and safety at workplace focuses on
managing reasonable practices to ensure smooth flow in employee’s activities. The essay will
outline benefits and limitations faced by managers of Australian entities in maintaining health
and safety at workplace.
MAIN BODY
The objective and purpose of managing H&S in Australian Companies is to enable legal
framework to manage safe and secure environment for employees against hazardous business
activities. Health and safety (H&S) in an organization plays a crucial role in aligning employees
activities towards common goals and objectives. Managers are the individuals who are
responsible for implementing innovative workplace culture, stress management programs,
informal meetings and regular problems sessions. These functions help management in
determining health and safety needs in an enterprise. According to Work health and Safety
statistics, Australia 2017, it has been determined that forestry, fishing and agriculture industry
holds the highest rate of fatalities and injuries. 43 % of injuries are serious and comprise muscle
and traumatic injury (Key Work Health and Safety Statistics, Australia 2017, 2018). However, a
median pay of compensation for serious claim is up to 10,800 Dollar.
Benefits faced by people manager of Australian organization in managing H&S at
workplace
Compliance with Workplace health and safety Act is the foremost duty of HR manager
as it aims at establishing preventive system which limits the chances of hazards and uncertain
situation. Welfare of Australian organization is hindered due to many issues such as
discrimination, harassment, bullying, inequality, wage differentiation, etc. However, H&S at
workplace helps the management in identifying risk and determining procedures and policies to
control hazardous situation (Zadow and et.al., 2017).
The major advantage to people manager of H&S is, committing employee’s practices
within set of principles derived under Workplace health and safety Act. Further, welfare polices
helps Australian organizations in meeting performance and behaviour standards. In accordance
with this, it can be said that safety culture helps HR professional in managing equal work
practices and resolving employees conflict within set of rules and regulations.
On the other hand, it can be said that health and safety at workplace helps managers in
managing quality in work because H&S reduces the chances of employees conflicts,
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mismanagement and hazardous work practices. People managers of Australian organization
like Walmart, Japara, Woolworth, etc. are focused on making use of appropriate equipment’s
and personal protective essential to enable injury management and safe working practices.
Abiding policies and practices of Work health and Safety Act 2011, is beneficial for
human resource management as it assists the professionals in notifying hazardous incidents
and issues resolution within time constraints (Work Health and Safety Act 2011, 2018).
Discrimination is the common practice which is followed in Australian organization to bully
Torres islanders (Hanley and O’Rourke, 2016). These are those individual who are not
accepted by community of Australia because of difference in beliefs, language and cultural
values. In accordance with this, it can be said that safety culture helps manager in getting
appropriate information and instruction to manage safe work environment for employees
regardless of their race, caste, beliefs, gender, etc. (Sheehan, McCabe and Garavan, 2018).
Practices of health and safety management system comprise safety plan for controlling
uncertain situation. Moreover, it includes policies and procedures to set disciplinary grounds to
control employee’s activities.
Benefit to HR managers of Australian firms is denoted by their dynamic work culture. For
example, at the time of peak workload and increasing pressure the manager provides food
facility to employees. In addition, the individual enables work life balance which assist
management in managing productivity and reducing work stress. These flexible working
practices and worker’s compensation reflects advantage of health and safety guidelines. In
accordance with occupational health and safety measures, HR managers of Australian
enterprises enjoys benefits like, reduction in incident rates, employee satisfaction, increased
productivity, decrease in staff turnover and employee’s loyalty.
Similarly, HR enjoys various benefits after implementing practices of H&S like, reduction
in costs which occurs due to increase in work turnover. Further, managing welfare at workplace
reduces discrimination and employees conflicts which aid HR managers in earning staff loyalty
and increasing return (Chan-Mok, Caponecchia and Winder, 2014). In accordance with this, it
can be argued that conflict among workers is another reason behind decreasing productivity
and hazardous activities like, harassment, sexual abuse, racism, etc. (LaMontagne and et.al.,
2009) Therefore, issue resolution penalties for offences and inspection powers helps people
managers of Australian organization in boosting morale and eliminating workplace stress.
Problems faced by people manager of Australian organization in managing H&S
at workplace
like Walmart, Japara, Woolworth, etc. are focused on making use of appropriate equipment’s
and personal protective essential to enable injury management and safe working practices.
Abiding policies and practices of Work health and Safety Act 2011, is beneficial for
human resource management as it assists the professionals in notifying hazardous incidents
and issues resolution within time constraints (Work Health and Safety Act 2011, 2018).
Discrimination is the common practice which is followed in Australian organization to bully
Torres islanders (Hanley and O’Rourke, 2016). These are those individual who are not
accepted by community of Australia because of difference in beliefs, language and cultural
values. In accordance with this, it can be said that safety culture helps manager in getting
appropriate information and instruction to manage safe work environment for employees
regardless of their race, caste, beliefs, gender, etc. (Sheehan, McCabe and Garavan, 2018).
Practices of health and safety management system comprise safety plan for controlling
uncertain situation. Moreover, it includes policies and procedures to set disciplinary grounds to
control employee’s activities.
Benefit to HR managers of Australian firms is denoted by their dynamic work culture. For
example, at the time of peak workload and increasing pressure the manager provides food
facility to employees. In addition, the individual enables work life balance which assist
management in managing productivity and reducing work stress. These flexible working
practices and worker’s compensation reflects advantage of health and safety guidelines. In
accordance with occupational health and safety measures, HR managers of Australian
enterprises enjoys benefits like, reduction in incident rates, employee satisfaction, increased
productivity, decrease in staff turnover and employee’s loyalty.
Similarly, HR enjoys various benefits after implementing practices of H&S like, reduction
in costs which occurs due to increase in work turnover. Further, managing welfare at workplace
reduces discrimination and employees conflicts which aid HR managers in earning staff loyalty
and increasing return (Chan-Mok, Caponecchia and Winder, 2014). In accordance with this, it
can be argued that conflict among workers is another reason behind decreasing productivity
and hazardous activities like, harassment, sexual abuse, racism, etc. (LaMontagne and et.al.,
2009) Therefore, issue resolution penalties for offences and inspection powers helps people
managers of Australian organization in boosting morale and eliminating workplace stress.
Problems faced by people manager of Australian organization in managing H&S
at workplace
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According to Human rights of Australia, mental health at workplace is the common
concern faced by managers because of unhealthy work culture. However, it has been identified
that 3.2 days per employee are lost due to stress at workplace. Moreover, the claim of
compensation has been doubled in Australia and has reached to 10 billion Dollar (2010 Workers
with Mental Illness: A Practical Guide for Managers, 2018). In addition, human right survey of
5000 employed workforce denotes that approximately 25 percent of staff takes off every year
because of mental health concerns which are caused due to stress. In accordance with this, it
can be implied that people managers of Australian organizations face problems in stress
management which hinders employee productivity and quality work practices.
Promoting occupational health and safety is a challenge for HR managers of Australian
organizations. According to research it has been determined that common criteria of managing
safe work environment need to be set according to needs of employees. However, study
denoted that as per management, risk perception lies within workplace hazards which ignores
social cost of addressing problems. Likewise, the research articulated that managing employees
H&S is inconsistent which is the biggest problems faced by HR professionals in managing
safety culture (Cunningham, Sinclair and Schulte, 2014).
Nevertheless, work related injury and disease prevention is a serious issue for which HR
managers of Australian firms are responsible for providing employees, clean and hygienic
toilets, pantry facility, quality food and sanitation to women. Apparently, from different studies it
has been determined that close monitoring and dealing with employee’s complaints regularly is
the topic of concern because change and development increases cost of management due to
which managers fail to address employee problems. Likewise, rule breaking, tight deadlines,
undue pressure and unrealistic deadlines are the factors which hinders H&S plans of Human
resource management (How company culture can affect workplace health and safety, 2018).
Discrimination and harassment are the another causes which hampers health and safety
plans of firm. For example, the management of Australian organization aim at recruiting diverse
workface to implement innovative ideas and plans. However, there are numerous situation
where values and working practices of employees do not match and leads to conflicts (Hale,
Borys and Adams, 2015). Generally, conflict and harassment faced by Aboriginal indigenous
society is because the individuals are not considered as equivalent part of society. Therefore, to
resolve employees conflicts the managers are responsible for differentiating between workers’
demands which can be separate pantry facility or working area which is the major challenge
faced by people managers of Australian organization.
concern faced by managers because of unhealthy work culture. However, it has been identified
that 3.2 days per employee are lost due to stress at workplace. Moreover, the claim of
compensation has been doubled in Australia and has reached to 10 billion Dollar (2010 Workers
with Mental Illness: A Practical Guide for Managers, 2018). In addition, human right survey of
5000 employed workforce denotes that approximately 25 percent of staff takes off every year
because of mental health concerns which are caused due to stress. In accordance with this, it
can be implied that people managers of Australian organizations face problems in stress
management which hinders employee productivity and quality work practices.
Promoting occupational health and safety is a challenge for HR managers of Australian
organizations. According to research it has been determined that common criteria of managing
safe work environment need to be set according to needs of employees. However, study
denoted that as per management, risk perception lies within workplace hazards which ignores
social cost of addressing problems. Likewise, the research articulated that managing employees
H&S is inconsistent which is the biggest problems faced by HR professionals in managing
safety culture (Cunningham, Sinclair and Schulte, 2014).
Nevertheless, work related injury and disease prevention is a serious issue for which HR
managers of Australian firms are responsible for providing employees, clean and hygienic
toilets, pantry facility, quality food and sanitation to women. Apparently, from different studies it
has been determined that close monitoring and dealing with employee’s complaints regularly is
the topic of concern because change and development increases cost of management due to
which managers fail to address employee problems. Likewise, rule breaking, tight deadlines,
undue pressure and unrealistic deadlines are the factors which hinders H&S plans of Human
resource management (How company culture can affect workplace health and safety, 2018).
Discrimination and harassment are the another causes which hampers health and safety
plans of firm. For example, the management of Australian organization aim at recruiting diverse
workface to implement innovative ideas and plans. However, there are numerous situation
where values and working practices of employees do not match and leads to conflicts (Hale,
Borys and Adams, 2015). Generally, conflict and harassment faced by Aboriginal indigenous
society is because the individuals are not considered as equivalent part of society. Therefore, to
resolve employees conflicts the managers are responsible for differentiating between workers’
demands which can be separate pantry facility or working area which is the major challenge
faced by people managers of Australian organization.
Apparently, uncertain accidents and injuries arise due to use of risky technologies and
dangerous equipment’s which cannot be controlled. According to studies, it has been
determined that the major problem faced by people manager of Australian organization is to
limit occurrence of risky situations. Some common areas where HR professional faces problems
in managing occupational health and safety are, nuclear power plants, chemical process,
production firms and oil exploration. There are numerous challenges faced by HR managers at
the time of managing safety culture. For example, employees start taking undue advantages of
flexible working practices which hinders productivity of work and leads to miss management.
Moreover, negligence of workers hampers quality of work which is another challenge faced by
HR managers at the time of managing workplace health and safety.
In accordance with discussion over workplace H&S, it can be stated that WHS assist
management of Australian organizations in retaining employees, maximizing productivity,
reducing injury, eliminating illness and fulfilling employer responsibilities (Health & safety, 2018).
Apart from this, prioritizing task like production, employee benefits, work division and staff
wellbeing are the problems faced by people manager. Thus, from entire discussion it can be
suggested that safety culture, collaborative way of working and open communication are the
core practices which assist the managers in maintaining occupational health and safety.
CONCLUSION
The report summarized the fact and purpose of managing health and safety at
workplace where HR manager of firm is responsible to determine effective safety plan, close
supervision and disciplinary policies and procedures. Further, the essay outlined benefits and
problems faced by people managers of Australian organization in abiding to health and safety
standards. Hence, it concluded by stating that safety plans, work life balance, use of protective
equipment’s, close monitoring are some of the elements which assist mangers in in managing
safety culture.
dangerous equipment’s which cannot be controlled. According to studies, it has been
determined that the major problem faced by people manager of Australian organization is to
limit occurrence of risky situations. Some common areas where HR professional faces problems
in managing occupational health and safety are, nuclear power plants, chemical process,
production firms and oil exploration. There are numerous challenges faced by HR managers at
the time of managing safety culture. For example, employees start taking undue advantages of
flexible working practices which hinders productivity of work and leads to miss management.
Moreover, negligence of workers hampers quality of work which is another challenge faced by
HR managers at the time of managing workplace health and safety.
In accordance with discussion over workplace H&S, it can be stated that WHS assist
management of Australian organizations in retaining employees, maximizing productivity,
reducing injury, eliminating illness and fulfilling employer responsibilities (Health & safety, 2018).
Apart from this, prioritizing task like production, employee benefits, work division and staff
wellbeing are the problems faced by people manager. Thus, from entire discussion it can be
suggested that safety culture, collaborative way of working and open communication are the
core practices which assist the managers in maintaining occupational health and safety.
CONCLUSION
The report summarized the fact and purpose of managing health and safety at
workplace where HR manager of firm is responsible to determine effective safety plan, close
supervision and disciplinary policies and procedures. Further, the essay outlined benefits and
problems faced by people managers of Australian organization in abiding to health and safety
standards. Hence, it concluded by stating that safety plans, work life balance, use of protective
equipment’s, close monitoring are some of the elements which assist mangers in in managing
safety culture.
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REFERENCES
Books and Journals
Chan-Mok, J.O., Caponecchia, C. and Winder, C., 2014. The concept of workplace bullying:
Implications from Australian workplace health and safety law. Psychiatry, Psychology
and Law. 21(3). pp.442-456.
Cunningham, T.R., Sinclair, R. and Schulte, P., 2014. Better understanding the small business
construct to advance research on delivering workplace health and safety. Small
Enterprise Research. 21(2). pp.148-160.
Hale, A., Borys, D. and Adams, M., 2015. Safety regulation: the lessons of workplace safety rule
management for managing the regulatory burden. Safety science. 71. pp.112-122.
Hanley, G M. and O’Rourke, A. 2016. ‘The Race Without a Finishing Line: Legislative Means for
Confronting Bullying in the Australian Workplace’, Asia Pacific Journal of Human
Resources, Volume 54. No. 3 pp. 352-368.
LaMontagne, A D. and et.al., 2009. ‘Unwanted Sexual Advances at Work: Variations by
Employment Arrangement in a Sample of Working Australians’, Australian and New
Zealand Journal of Public Health, Volume 33. No. 2 pp. 173-179.
Sheehan, M., McCabe, T.J. and Garavan, T.N., 2018. Workplace bullying and employee
outcomes: a moderated mediated model. The International Journal of Human Resource
Management. pp.1-38.
Zadow, A.J. and et.al., 2017. Psychosocial safety climate, emotional exhaustion, and work
injuries in healthcare workplaces. Stress and Health. 33(5). pp.558-569.
Online
2010 Workers with Mental Illness: A Practical Guide for Managers. 2018. [Online]. Available
through: <https://www.humanrights.gov.au/publications/2010-workers-mental-illness-
practical-guide-managers/1-mental-health-workplace >.
Health & safety. 2018. [Online]. Available through: < https://www.business.gov.au/risk-
management/health-and-safety>.
How company culture can affect workplace health and safety. 2018. [Online]. Available through:
<http://www.resilium.com.au/advice-centre/safety-compliance/how-company-culture-can-
affect-workplace-health-and-safety#.W7s4kfbhXIV>.
Key Work Health and Safety Statistics, Australia 2017. 2018. [Online]. Available through:
<https://www.safeworkaustralia.gov.au/media-centre/news/key-work-health-and-safety-
statistics-australia-2017>.
Books and Journals
Chan-Mok, J.O., Caponecchia, C. and Winder, C., 2014. The concept of workplace bullying:
Implications from Australian workplace health and safety law. Psychiatry, Psychology
and Law. 21(3). pp.442-456.
Cunningham, T.R., Sinclair, R. and Schulte, P., 2014. Better understanding the small business
construct to advance research on delivering workplace health and safety. Small
Enterprise Research. 21(2). pp.148-160.
Hale, A., Borys, D. and Adams, M., 2015. Safety regulation: the lessons of workplace safety rule
management for managing the regulatory burden. Safety science. 71. pp.112-122.
Hanley, G M. and O’Rourke, A. 2016. ‘The Race Without a Finishing Line: Legislative Means for
Confronting Bullying in the Australian Workplace’, Asia Pacific Journal of Human
Resources, Volume 54. No. 3 pp. 352-368.
LaMontagne, A D. and et.al., 2009. ‘Unwanted Sexual Advances at Work: Variations by
Employment Arrangement in a Sample of Working Australians’, Australian and New
Zealand Journal of Public Health, Volume 33. No. 2 pp. 173-179.
Sheehan, M., McCabe, T.J. and Garavan, T.N., 2018. Workplace bullying and employee
outcomes: a moderated mediated model. The International Journal of Human Resource
Management. pp.1-38.
Zadow, A.J. and et.al., 2017. Psychosocial safety climate, emotional exhaustion, and work
injuries in healthcare workplaces. Stress and Health. 33(5). pp.558-569.
Online
2010 Workers with Mental Illness: A Practical Guide for Managers. 2018. [Online]. Available
through: <https://www.humanrights.gov.au/publications/2010-workers-mental-illness-
practical-guide-managers/1-mental-health-workplace >.
Health & safety. 2018. [Online]. Available through: < https://www.business.gov.au/risk-
management/health-and-safety>.
How company culture can affect workplace health and safety. 2018. [Online]. Available through:
<http://www.resilium.com.au/advice-centre/safety-compliance/how-company-culture-can-
affect-workplace-health-and-safety#.W7s4kfbhXIV>.
Key Work Health and Safety Statistics, Australia 2017. 2018. [Online]. Available through:
<https://www.safeworkaustralia.gov.au/media-centre/news/key-work-health-and-safety-
statistics-australia-2017>.
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Work Health and Safety Act 2011. 2018. [Online]. Available through:
<https://www.worksafe.qld.gov.au/laws-and-compliance/workplace-health-and-safety-
laws/laws-and-legislation/work-health-and-safety-act-2011>
<https://www.worksafe.qld.gov.au/laws-and-compliance/workplace-health-and-safety-
laws/laws-and-legislation/work-health-and-safety-act-2011>
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