Health, Safety, and Risk Management at Unilever: CW1 Report Analysis
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AI Summary
This report provides an in-depth analysis of health and safety management at Unilever, a multinational consumer goods company. It begins by examining the factors contributing to unsafe behaviors among remote employees during the COVID-19 pandemic, offering recommendations to improve their work environment and promote healthy practices. The report also explores organizational factors that motivate employees to prioritize health and safety, ensuring a secure working environment. Furthermore, it identifies individual and organizational elements essential for strengthening health and safety management within Unilever. Finally, it reviews relevant legal regulations and laws to address health and safety issues, ensuring employee well-being both at the workplace and remotely. The report offers a comprehensive overview of Unilever's approach to health and safety, providing valuable insights into risk management and employee behavior in a dynamic work environment.

CW 1 Health safety and Risk
Management, influential
safety practitioner
understanding individual and
behaviour
Management, influential
safety practitioner
understanding individual and
behaviour
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EXECUTIVE SUMMARY
The report mainly focuses on the health and safety management at Unilever which is a
multinational consumer goods company in London. It started by explaining the factors which are
responsible for the unsafe behaviour of the employees who work remotely and not at the
workplace due to the pandemic of COVID-19 where it is necessary to maintain social distancing
and be in isolation from the place where many people are gathered. Various recommendations
were given which can improve their unsafe behaviour and facilitates them by working from their
preferable place with all the healthy measures. It also explained the organisational factors which
motivate the employees to focus on health and safety management practices and ensure a healthy
and safe working environment. Furthermore, it also discussed about the individual and
organisational factors which helps in strengthening the health and safety management at
Unilever. Lastly, it examined the legal regulations and laws which can resolve the issues for
ensuring good health and safety of the employees at the workplace and working remotely.
The report mainly focuses on the health and safety management at Unilever which is a
multinational consumer goods company in London. It started by explaining the factors which are
responsible for the unsafe behaviour of the employees who work remotely and not at the
workplace due to the pandemic of COVID-19 where it is necessary to maintain social distancing
and be in isolation from the place where many people are gathered. Various recommendations
were given which can improve their unsafe behaviour and facilitates them by working from their
preferable place with all the healthy measures. It also explained the organisational factors which
motivate the employees to focus on health and safety management practices and ensure a healthy
and safe working environment. Furthermore, it also discussed about the individual and
organisational factors which helps in strengthening the health and safety management at
Unilever. Lastly, it examined the legal regulations and laws which can resolve the issues for
ensuring good health and safety of the employees at the workplace and working remotely.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Factors that lead to unsafe behaviours of employees working remotely.....................................3
Organisational Factors to motivate the employees working on-site regarding health and safety
.....................................................................................................................................................7
Individual and Organisational Factors responsible for strengthening the health and safety
management.................................................................................................................................9
Legislative and Regulatory issues for unsafe behaviour...........................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Factors that lead to unsafe behaviours of employees working remotely.....................................3
Organisational Factors to motivate the employees working on-site regarding health and safety
.....................................................................................................................................................7
Individual and Organisational Factors responsible for strengthening the health and safety
management.................................................................................................................................9
Legislative and Regulatory issues for unsafe behaviour...........................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
Health and Safety management in an organisation is the best method to reduce the risk and
improve productivity. In order to ensure good health of the employees, the organisations follow
various standards which are based on ‘plan-do-check-act’ management policy and is not much
complicated and costly (Lima, 2020). The organisations which develops frameworks of health
and safety are more likely to face a rapid success than the ones who fails to take this
responsibility which leads to serious consequences including reputational damage and weakening
financial performance.
The report lays emphasis on the health and safety measurements adapted by Unilever which is a
multinational company of consumer goods headquartered in London and Rotterdam. It deals in
products like food, candy, soft drinks, tea, cleaning agents, pet food, frozen pizza, beauty
products, healthcare products and many more which are available in more than 190 countries
(How we will improve the health of our planet, 2020).
The report will evaluate the major reasons that lead to unsafe behaviour of employees working
remotely. It will also analyse the factors which motivate the employees working on-site to
support the health and safety policies of the company. Further, it will also prioritize the
individual and organisational factors to strengthen the H&S management at Unilever. Lastly,
some legislations and regulations will be heighted which are adapted by the company along with
some recommendations.
MAIN BODY
Factors that lead to unsafe behaviours of employees working remotely
Remote working is increasing rapidly because of the need to continue working in the time of
this pandemic which does not allow people to gather and perform the tasks collaboratively at the
workplace. Due to the advancement in online communication and collaboration tools, it is
becoming easier for people to do their corporate work from home. Though, it provides various
benefits to the employees and the company like gaining flexibility, avoiding long commutes,
remaining free from distractions of workplace, saving office management costs, and many more,
it also leads to unsafe behaviour of the employees (Shetty and Shreenidhi, 2018).
Unilever, being a multinational company in the industry of consumer good, also realized the
importance of working remotely and engaged most of the employees to work from home as it is
4
Health and Safety management in an organisation is the best method to reduce the risk and
improve productivity. In order to ensure good health of the employees, the organisations follow
various standards which are based on ‘plan-do-check-act’ management policy and is not much
complicated and costly (Lima, 2020). The organisations which develops frameworks of health
and safety are more likely to face a rapid success than the ones who fails to take this
responsibility which leads to serious consequences including reputational damage and weakening
financial performance.
The report lays emphasis on the health and safety measurements adapted by Unilever which is a
multinational company of consumer goods headquartered in London and Rotterdam. It deals in
products like food, candy, soft drinks, tea, cleaning agents, pet food, frozen pizza, beauty
products, healthcare products and many more which are available in more than 190 countries
(How we will improve the health of our planet, 2020).
The report will evaluate the major reasons that lead to unsafe behaviour of employees working
remotely. It will also analyse the factors which motivate the employees working on-site to
support the health and safety policies of the company. Further, it will also prioritize the
individual and organisational factors to strengthen the H&S management at Unilever. Lastly,
some legislations and regulations will be heighted which are adapted by the company along with
some recommendations.
MAIN BODY
Factors that lead to unsafe behaviours of employees working remotely
Remote working is increasing rapidly because of the need to continue working in the time of
this pandemic which does not allow people to gather and perform the tasks collaboratively at the
workplace. Due to the advancement in online communication and collaboration tools, it is
becoming easier for people to do their corporate work from home. Though, it provides various
benefits to the employees and the company like gaining flexibility, avoiding long commutes,
remaining free from distractions of workplace, saving office management costs, and many more,
it also leads to unsafe behaviour of the employees (Shetty and Shreenidhi, 2018).
Unilever, being a multinational company in the industry of consumer good, also realized the
importance of working remotely and engaged most of the employees to work from home as it is
4
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demand of situation. There can be many such reasons which are responsible for the unethical
behaviour of employees who work remotely which are as follows:
Colleagues being siloed from each other
This is the major problem raised when the employees work remotely. Effective
communication is necessary for performing each and every task in the organisation. Poor
communication sometimes leads to bad results or sometimes incompletion of tasks which hinders
the progress of the employee as well as the company (Lawrence, Rasche and Kenny, 2019). It is
observed by many organisations like Unilever that the poor communication and inconsistent
working practices are becoming widespread among the remote teams.
Communication: Employees who work remotely for Unilever struggle a lot due to
miscommunication with other employees. They make use of online platforms like emails to
interact with each other which overwhelmed some employees but it does not foster the progress
of the company in achieving the goals. They also become frustrated as they face barriers to
effective working like over-reliance on digital platforms, unclear communication and lack of
shared identity and focus.
Personality: Being isolated from each other destroys their personality. They started engaging in
conflicts which is biggest negative point on their personality. The employees of Unilever who
are working remotely show negative gestures and facial expressions to the one with whom they
live and work because they cannot express it on the other employees due to working remotely
and no meeting in person (Sinulingga, 2019). Their negative personality can also be seen in the
voice tone, rate of speech and more complicated behaviour. This behaviour diminishes their
performance and also becomes unable to achieve personal as well as organisational goals.
Perception: The employees become unaware of each other as they do not meet or interact
regarding the organisational goals, which changes their perception towards each other and even
towards the goals of the company. This force the workforce of Unilever to abuse each other and
sometimes exercise unsafe behaviours.
5
behaviour of employees who work remotely which are as follows:
Colleagues being siloed from each other
This is the major problem raised when the employees work remotely. Effective
communication is necessary for performing each and every task in the organisation. Poor
communication sometimes leads to bad results or sometimes incompletion of tasks which hinders
the progress of the employee as well as the company (Lawrence, Rasche and Kenny, 2019). It is
observed by many organisations like Unilever that the poor communication and inconsistent
working practices are becoming widespread among the remote teams.
Communication: Employees who work remotely for Unilever struggle a lot due to
miscommunication with other employees. They make use of online platforms like emails to
interact with each other which overwhelmed some employees but it does not foster the progress
of the company in achieving the goals. They also become frustrated as they face barriers to
effective working like over-reliance on digital platforms, unclear communication and lack of
shared identity and focus.
Personality: Being isolated from each other destroys their personality. They started engaging in
conflicts which is biggest negative point on their personality. The employees of Unilever who
are working remotely show negative gestures and facial expressions to the one with whom they
live and work because they cannot express it on the other employees due to working remotely
and no meeting in person (Sinulingga, 2019). Their negative personality can also be seen in the
voice tone, rate of speech and more complicated behaviour. This behaviour diminishes their
performance and also becomes unable to achieve personal as well as organisational goals.
Perception: The employees become unaware of each other as they do not meet or interact
regarding the organisational goals, which changes their perception towards each other and even
towards the goals of the company. This force the workforce of Unilever to abuse each other and
sometimes exercise unsafe behaviours.
5

Lack of Training
The employees working remotely are unable to get the trainings provided by Unilever
regarding the work and also regarding the safety practices. They are unaware of the skills which
are needed to perform the tasks even working from home. They do not get opportunities to
enhance their skills and bring innovation which demotivate them.
Communication: The employees do not get chance to engage in the various trainings which also
lead to work-related injuries due to less proficiency in work. This force the employees to deviate
from the safety behaviour.
Personality: Lack of training also affects the personality of the employees and they lack
proficiency in each and every task they perform.
Perception: The employees creates a negative impression for each other as they get chance to
interact through trainings and work collaboratively. As in this pandemic, the employees are
restricted to take the trainings in person, they lack knowledge on health and safety rules which
forces the employees to violate the safety rules.
Long working hours
Unilever also force its employees to work for long working hours as compared to the
usual timings. This also becomes the reason when the employees work from other places rather
than from office. This makes pressure on the employees and hinders their performance (Lima,
2020). This changes the behaviour of the employees and involve them in unsafe behaviours like
abusing their family members and even cause harm to themselves.
Communication: The employees do not get time to communicate effectively as they have to
work for the whole day and rarely gets time to interact with their colleagues which also creates
misunderstandings and force them to become rude with each other.
6
The employees working remotely are unable to get the trainings provided by Unilever
regarding the work and also regarding the safety practices. They are unaware of the skills which
are needed to perform the tasks even working from home. They do not get opportunities to
enhance their skills and bring innovation which demotivate them.
Communication: The employees do not get chance to engage in the various trainings which also
lead to work-related injuries due to less proficiency in work. This force the employees to deviate
from the safety behaviour.
Personality: Lack of training also affects the personality of the employees and they lack
proficiency in each and every task they perform.
Perception: The employees creates a negative impression for each other as they get chance to
interact through trainings and work collaboratively. As in this pandemic, the employees are
restricted to take the trainings in person, they lack knowledge on health and safety rules which
forces the employees to violate the safety rules.
Long working hours
Unilever also force its employees to work for long working hours as compared to the
usual timings. This also becomes the reason when the employees work from other places rather
than from office. This makes pressure on the employees and hinders their performance (Lima,
2020). This changes the behaviour of the employees and involve them in unsafe behaviours like
abusing their family members and even cause harm to themselves.
Communication: The employees do not get time to communicate effectively as they have to
work for the whole day and rarely gets time to interact with their colleagues which also creates
misunderstandings and force them to become rude with each other.
6
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Personality: Sitting for long hours for doing the work also destroys the overall personality of the
employees and hinders their personal development which makes them unable to perform the
tasks efficiently and creates a sense of negative image.
Perception: When the company forces employees to work for long hours, the employees also
change their perception towards the company which creates a sense of distrust and disloyalty.
Recommendations which can helps in reducing the unsafe behaviour of employees
Unilever must organise various online programmes which can boost up the confidence of the
employees.
As in the time of pandemic, the real meetings cannot take place, so the company must
organise virtual meetings so that the employees get the opportunity to interact with each
other.
Various training programs must be organized through various online platforms which can
help the employees to enhance their skills and perform the tasks when working remotely.
The management of Unilever must give such tasks to the employees which needs to be done
collaboratively which improves their coordination and aware them about the personality of
each other.
Unilever must also ensure that the focus of its management is on each and every employee
working from home and must monitor all their activities.
The company must always motivate the employees constantly to take part in the safety
programs online or offline.
Safety programs must be held not regularly but once in a month with all the protective
measures like no one must be allowed without wearing masks and without being sanitized.
The company must also keep a track on the performance of the employees so that they do not
get distracted
Unilever must also notice that none of the employee exercise unsafe behaviour and for that
must take feedback frequently from each employee regarding the behaviour of others as
employees’ behaviour is the most important of employee safety.
7
employees and hinders their personal development which makes them unable to perform the
tasks efficiently and creates a sense of negative image.
Perception: When the company forces employees to work for long hours, the employees also
change their perception towards the company which creates a sense of distrust and disloyalty.
Recommendations which can helps in reducing the unsafe behaviour of employees
Unilever must organise various online programmes which can boost up the confidence of the
employees.
As in the time of pandemic, the real meetings cannot take place, so the company must
organise virtual meetings so that the employees get the opportunity to interact with each
other.
Various training programs must be organized through various online platforms which can
help the employees to enhance their skills and perform the tasks when working remotely.
The management of Unilever must give such tasks to the employees which needs to be done
collaboratively which improves their coordination and aware them about the personality of
each other.
Unilever must also ensure that the focus of its management is on each and every employee
working from home and must monitor all their activities.
The company must always motivate the employees constantly to take part in the safety
programs online or offline.
Safety programs must be held not regularly but once in a month with all the protective
measures like no one must be allowed without wearing masks and without being sanitized.
The company must also keep a track on the performance of the employees so that they do not
get distracted
Unilever must also notice that none of the employee exercise unsafe behaviour and for that
must take feedback frequently from each employee regarding the behaviour of others as
employees’ behaviour is the most important of employee safety.
7
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Organisational Factors to motivate the employees working on-site regarding health and safety
In this time of COVID-19 pandemic, it is important for multinational companies like Unilever to
take all the safety measures which ensures good health of its employees who are working on-site.
The company can implement this by various methods which are as follows:
By making the employees aware about safety as an important part of organisation’s
culture
This must not be applicable to the existing employees only but also the candidates who
enter the doors for interviews and other works. They also must know that safety is the most
important value of organisation. Unilever does this by developing safety reminders at the doors
and also organize training programs in all the hiring steps and processes of onboarding. The
company can also follow this with employees during every working day. The management of the
company can also present the teams within the company with a daily safety topic and must also
guide the groups with stretching exercise at the start of each shift.
By making the leadership teams safety champions
The leadership teams of Unilever ensure the maximum engagement of employees in
safety programs by motivating and supporting the employees. The leadership team must also
follow the same safety guidelines which they expect from the employees to follow and thereby
strives hard to set positive examples. They must also provide the consistent feedback which is
referred to as behaviour-based safety (Sinulingga, 2019). For this, the leaders in Unilever also
observe the employees and encourage them to stay safe by taking all the preventive measures
and aware them about all the required safety procedures. This also improves the culture of the
organisation by reducing the stress of the employees regarding safety measures as they are
constantly guided by the leaders.
By using positive reinforcement
This must go hand in hand with the safety programs as it causes a behaviour to recur or
increase in large frequency. The company must remind the employees that they contribute
greatly in the progress of the company so they must be safe and sound to perform all the tasks
efficiently in order to achieve organisational goals. Therefore, the leaders of Unilever do not
8
In this time of COVID-19 pandemic, it is important for multinational companies like Unilever to
take all the safety measures which ensures good health of its employees who are working on-site.
The company can implement this by various methods which are as follows:
By making the employees aware about safety as an important part of organisation’s
culture
This must not be applicable to the existing employees only but also the candidates who
enter the doors for interviews and other works. They also must know that safety is the most
important value of organisation. Unilever does this by developing safety reminders at the doors
and also organize training programs in all the hiring steps and processes of onboarding. The
company can also follow this with employees during every working day. The management of the
company can also present the teams within the company with a daily safety topic and must also
guide the groups with stretching exercise at the start of each shift.
By making the leadership teams safety champions
The leadership teams of Unilever ensure the maximum engagement of employees in
safety programs by motivating and supporting the employees. The leadership team must also
follow the same safety guidelines which they expect from the employees to follow and thereby
strives hard to set positive examples. They must also provide the consistent feedback which is
referred to as behaviour-based safety (Sinulingga, 2019). For this, the leaders in Unilever also
observe the employees and encourage them to stay safe by taking all the preventive measures
and aware them about all the required safety procedures. This also improves the culture of the
organisation by reducing the stress of the employees regarding safety measures as they are
constantly guided by the leaders.
By using positive reinforcement
This must go hand in hand with the safety programs as it causes a behaviour to recur or
increase in large frequency. The company must remind the employees that they contribute
greatly in the progress of the company so they must be safe and sound to perform all the tasks
efficiently in order to achieve organisational goals. Therefore, the leaders of Unilever do not
8

ignore even a minor mishap. They believe that when the safety monitoring is integrated with the
learning-supportive environment, the employee engagement in safety procedures increases.
Leaders of Unilever are assiduous when addressing safety concerns but in order to perform it
effectively they must approach the initial issues as learning lessons to maintain health and safety
of the employees.
By providing ownership to the employees in safety processes
Unilever ensures that the employees are motivated and committed in playing their parts
in safety programs. The company does this by making the employees aware that their
conscientiousness towards safety impacts the culture of workplace, their safety and the safety of
co-workers (de Bruin and et.al., 2020). The employees must have multiple outlets so that they
can provide feedback on the safety programs of the organization. The employees must feel the
ownership in the safety programs as they adhere to the safety procedures of the company and
also aware the other employees to do the same.
Reassessing the safety program by utilizing the feedback of employees
Unilever must encourage the employees to give their feedback so that reasonable changes
can be made in order to make the safety procedures more efficient. The employees sometimes
give good and creative ideas which can prove to be helpful in making the health and safety
practices more effective (Humphries-Kil, 2019). With the good observations, the action can be
taken in a timely fashion and also ensures that the participation of the employees is appreciated
regularly.
If some employees face any problem, they can discuss it with the leader for improvement. The
leaders discuss with the employees regarding the ways in which safety programs can be altered
and improved. When the employees feel that the company address their concerns, they become
more motivated and encouraged and also less resilient to comply with safety procedures. It also
helps the employees to work collaboratively and find the areas where the improvement needs to
be brought. This also reduces the stress of employees and make them more motivated.
The above mentioned factors encourage the employees on-site who strive hard to achieve
organisational goals by working day and night. By following all these, the organisation commits
9
learning-supportive environment, the employee engagement in safety procedures increases.
Leaders of Unilever are assiduous when addressing safety concerns but in order to perform it
effectively they must approach the initial issues as learning lessons to maintain health and safety
of the employees.
By providing ownership to the employees in safety processes
Unilever ensures that the employees are motivated and committed in playing their parts
in safety programs. The company does this by making the employees aware that their
conscientiousness towards safety impacts the culture of workplace, their safety and the safety of
co-workers (de Bruin and et.al., 2020). The employees must have multiple outlets so that they
can provide feedback on the safety programs of the organization. The employees must feel the
ownership in the safety programs as they adhere to the safety procedures of the company and
also aware the other employees to do the same.
Reassessing the safety program by utilizing the feedback of employees
Unilever must encourage the employees to give their feedback so that reasonable changes
can be made in order to make the safety procedures more efficient. The employees sometimes
give good and creative ideas which can prove to be helpful in making the health and safety
practices more effective (Humphries-Kil, 2019). With the good observations, the action can be
taken in a timely fashion and also ensures that the participation of the employees is appreciated
regularly.
If some employees face any problem, they can discuss it with the leader for improvement. The
leaders discuss with the employees regarding the ways in which safety programs can be altered
and improved. When the employees feel that the company address their concerns, they become
more motivated and encouraged and also less resilient to comply with safety procedures. It also
helps the employees to work collaboratively and find the areas where the improvement needs to
be brought. This also reduces the stress of employees and make them more motivated.
The above mentioned factors encourage the employees on-site who strive hard to achieve
organisational goals by working day and night. By following all these, the organisation commits
9
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to promote safe behaviours within the workplace by strictly adhering to update the health and
safety arrangements at Unilever.
Individual and Organisational Factors responsible for strengthening the health and safety
management
The employees and the organization itself are responsible for the health and safety of all
the people within the organisation. the individual and organisational factors both play a major
role in promoting health and safety of organisations (Mukwashi, 2017). But they must be
discussed separately in order to achieve personal as well as organisational goals. The individual
and the organisational factors which are prioritized by the senior management of Unilever are as
follows:
Individual factors
Though every individual is unique with different behaviour but they are composed of
various physical and psychological attributes and socio-cultural influences. Each individual
brings their personal beliefs and attributes to their work. The individual factors are mainly
divided into physical, psychological and socio-cultural factors. The physical factors like the
gender, age, physical abilities, physique and health state must be keep in mind to ensure good
health of the employees and organisation, psychological factors like personality traits,
motivation, attitudes, perceptions, mental abilities etc. must be focussed (Shetty and Shreenidhi,
2018). The individual factors also contain socio-cultural factors like family background, religion,
education, peer pressure and many more.
All these factors must be kept in mind of the management of organisation but Unilever keep
training and development on the first priority because in this case of COVID-19 pandemic,
when the meeting of employees is restricted and is not allowed, the company feels the need to
train the employees through online platforms so that the skills of the employees can be enhanced
and they become to perform the tasks more efficiently (Nawaz and Koç, 2018). It is also job-
specific which can improve the employees’ performance in current role which needs long-term
planning so that the best out of the employees through various career stages like motivation,
perception etc.
10
safety arrangements at Unilever.
Individual and Organisational Factors responsible for strengthening the health and safety
management
The employees and the organization itself are responsible for the health and safety of all
the people within the organisation. the individual and organisational factors both play a major
role in promoting health and safety of organisations (Mukwashi, 2017). But they must be
discussed separately in order to achieve personal as well as organisational goals. The individual
and the organisational factors which are prioritized by the senior management of Unilever are as
follows:
Individual factors
Though every individual is unique with different behaviour but they are composed of
various physical and psychological attributes and socio-cultural influences. Each individual
brings their personal beliefs and attributes to their work. The individual factors are mainly
divided into physical, psychological and socio-cultural factors. The physical factors like the
gender, age, physical abilities, physique and health state must be keep in mind to ensure good
health of the employees and organisation, psychological factors like personality traits,
motivation, attitudes, perceptions, mental abilities etc. must be focussed (Shetty and Shreenidhi,
2018). The individual factors also contain socio-cultural factors like family background, religion,
education, peer pressure and many more.
All these factors must be kept in mind of the management of organisation but Unilever keep
training and development on the first priority because in this case of COVID-19 pandemic,
when the meeting of employees is restricted and is not allowed, the company feels the need to
train the employees through online platforms so that the skills of the employees can be enhanced
and they become to perform the tasks more efficiently (Nawaz and Koç, 2018). It is also job-
specific which can improve the employees’ performance in current role which needs long-term
planning so that the best out of the employees through various career stages like motivation,
perception etc.
10
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Under motivation, the main purpose of the company is to activate, direct and sustain the
behaviour of the employees and motivate them to use their complete efforts to achieve the goal.
The employees get motivated when they realize the importance of the goals they need to achieve.
This improves the health of the employees and makes them stress-free which helps in the
satisfactory achievement of realistic and achievable objectives (Nawaz and Koç, 2018). This
improves the overall culture of Unilever by improving the health and safety of employees. It also
helps in bringing the best outcomes of the training provided to the employees as they strive hard
to get the best results after gaining knowledge and experience from trainings.
Under perception, there is an organisation of the sensation and its interpretation in order to make
sense of the world. The senses which the employees use such as sight, smell, hearing, taste etc.
sometimes become overload among which brain becomes the selective one. When any type of
information is received by any employee, it passes through all the senses and it can be affected at
all stages. The employees must be very attentive during the trainings as their senses can prove to
be ineffective due to a minor illness also (Murphy and Murphy, 2018). The employee can
become distracted form the goals and doe to lack of knowledge can be influenced by drugs and
alcohol which are harmful for the health of them. This is why, Unilever considers Training and
Development as the first priority which helps in strengthening health and safety management.
Organisational Factor
There are many organisational factors which are responsible for health and safety
management of workplace such as communication, culture, leadership, management
commitment, empowerment, reward system and organisation learning. Unilever considers the
communication as the most important factor which must be effective in order to make the
environment of the organisation healthy. The leaders of Unilever ensure that there is an effective
communication between all the employees even after unable to meet in person. Without
communicating with each other, employees create a sense of distrust and misunderstanding
towards each other and creates a negative image of other. So, an effective communication is the
foremost reason for the organisational culture to be healthy and safe (Finnerty and et.al., 2018).
It becomes very difficult for employees to communicate in this crucial time of COVID-19
pandemic where the interaction is only virtually through online platforms. So, Unilever ensures
that they communicate with each other effectively and this is why they are allotted such tasks
11
behaviour of the employees and motivate them to use their complete efforts to achieve the goal.
The employees get motivated when they realize the importance of the goals they need to achieve.
This improves the health of the employees and makes them stress-free which helps in the
satisfactory achievement of realistic and achievable objectives (Nawaz and Koç, 2018). This
improves the overall culture of Unilever by improving the health and safety of employees. It also
helps in bringing the best outcomes of the training provided to the employees as they strive hard
to get the best results after gaining knowledge and experience from trainings.
Under perception, there is an organisation of the sensation and its interpretation in order to make
sense of the world. The senses which the employees use such as sight, smell, hearing, taste etc.
sometimes become overload among which brain becomes the selective one. When any type of
information is received by any employee, it passes through all the senses and it can be affected at
all stages. The employees must be very attentive during the trainings as their senses can prove to
be ineffective due to a minor illness also (Murphy and Murphy, 2018). The employee can
become distracted form the goals and doe to lack of knowledge can be influenced by drugs and
alcohol which are harmful for the health of them. This is why, Unilever considers Training and
Development as the first priority which helps in strengthening health and safety management.
Organisational Factor
There are many organisational factors which are responsible for health and safety
management of workplace such as communication, culture, leadership, management
commitment, empowerment, reward system and organisation learning. Unilever considers the
communication as the most important factor which must be effective in order to make the
environment of the organisation healthy. The leaders of Unilever ensure that there is an effective
communication between all the employees even after unable to meet in person. Without
communicating with each other, employees create a sense of distrust and misunderstanding
towards each other and creates a negative image of other. So, an effective communication is the
foremost reason for the organisational culture to be healthy and safe (Finnerty and et.al., 2018).
It becomes very difficult for employees to communicate in this crucial time of COVID-19
pandemic where the interaction is only virtually through online platforms. So, Unilever ensures
that they communicate with each other effectively and this is why they are allotted such tasks
11

which needs collaborative performance. This also motivates the employees to engage more in all
the activities and perform to their best. This makes the culture more motivated and always
encouraged to accept the challenging tasks and bring innovation in the company.
Communication among employees is necessary to achieve the objectives of organisation by
effective interaction. All the other factors like leadership, reward system etc. can only be
implemented when there is an effective communication. Otherwise, there cannot be effective
implementation of any other organisational factor.
Legislative and Regulatory issues for unsafe behaviour
The main aim of Unilever is to grow its business responsibly by keeping safety as its non-
negotiable commitment. The company ensures that every employee work and live free from the
risks of accidents or injuries. It follows the goals of UN’s sustainable development which states
that there must be a global effort in reducing the road deaths and injuries to half by 2020. It also
adheres to labour rights to provide safe and secure working conditions. The company believe that
this can only be achieved by working in partnership.
The moral obligation of Unilever is clearly captured in its Code of Business Principles which
means the company does not only consider business its responsibility and not only its 150,000
employees who manufactures the products to sell, but also to the people and communities in
more than 190 countries with whom the company works with (Lawrence, Rasche and Kenny,
2019).
In this challenging face of COVID-19, Unilever is taking various actions which helps in
protecting lives and livelihoods of various stakeholders such as customers, suppliers,
communities and also the workforce. The company is taking numerous set of measures which
can support global and national efforts in order to tackle the problem of pandemic and to meet
various challenges associated with it.
Every employee working at Unilever considers safety as a basic human right which must be at
heart of the business. Therefore, Unilever presents its mission as in order to build an
interdependent safety culture, authentic leadership is necessary which can help in protecting the
well-being of employees, contractors, visitors and also delivers responsible growth. This also
makes the company committed to improve safety throughout its value chain (Trinh, 2018).
12
the activities and perform to their best. This makes the culture more motivated and always
encouraged to accept the challenging tasks and bring innovation in the company.
Communication among employees is necessary to achieve the objectives of organisation by
effective interaction. All the other factors like leadership, reward system etc. can only be
implemented when there is an effective communication. Otherwise, there cannot be effective
implementation of any other organisational factor.
Legislative and Regulatory issues for unsafe behaviour
The main aim of Unilever is to grow its business responsibly by keeping safety as its non-
negotiable commitment. The company ensures that every employee work and live free from the
risks of accidents or injuries. It follows the goals of UN’s sustainable development which states
that there must be a global effort in reducing the road deaths and injuries to half by 2020. It also
adheres to labour rights to provide safe and secure working conditions. The company believe that
this can only be achieved by working in partnership.
The moral obligation of Unilever is clearly captured in its Code of Business Principles which
means the company does not only consider business its responsibility and not only its 150,000
employees who manufactures the products to sell, but also to the people and communities in
more than 190 countries with whom the company works with (Lawrence, Rasche and Kenny,
2019).
In this challenging face of COVID-19, Unilever is taking various actions which helps in
protecting lives and livelihoods of various stakeholders such as customers, suppliers,
communities and also the workforce. The company is taking numerous set of measures which
can support global and national efforts in order to tackle the problem of pandemic and to meet
various challenges associated with it.
Every employee working at Unilever considers safety as a basic human right which must be at
heart of the business. Therefore, Unilever presents its mission as in order to build an
interdependent safety culture, authentic leadership is necessary which can help in protecting the
well-being of employees, contractors, visitors and also delivers responsible growth. This also
makes the company committed to improve safety throughout its value chain (Trinh, 2018).
12
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