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PUN500 Occupational Health & Safety Management Assessment
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The following documents aim to analyse the role of different practices, Strategies and styles of Management and leadership in the context of occupational health and safety practices within organisations. According to the study by Pignata et al (2018), the intervention between appropriate management styles and transformational leadership practices has a significant impact on the enhancement of fairness regarding the opportunities and negotiation practices within procedures and policies of an organisation. Transformational leaders have an important role in balancing the work stresses by eliminating the factors that cause stress at workplaces and it eventually improves the efficiency of organisation systems and increases the intervention to achieve better development and success of programs such as transformational style of leadership. The different type of tools utilised by organisations such as measurements and the regulations to balance the performance and efficiency of employees in workplaces is one of the important tools required to be adopted by over community in terms of the management system.
According to the study of Mouras & Badri (2020), the different management styles are effective for efficient OHS. For example, the critique leadership style is appropriate for Organisational health and safety management in a cooperative environment whereas the coercive leadership style is efficient to manage OHS at larger industrial aspects like construction and manufacturing locations. By Fan et al (2020), the inclusion strategy of leadership is one of the appropriate approaches of leadership to analyse the requirement of the Organisation in terms of safety management and recognise the appropriate methodology to accomplish the OHS system within the organisation. Although there are significant chances of failure between different strategies and OHS management as the poor integration between the strategy and HRM field results in declined opportunities and reduced values in the field of research and practices. The Other conceptual issues such as improper measurement development and unavailability of instrumental construct safety result in poor cultural values and reduce the impact of health and safety policies in the workplace. It is believed that improper measurement and methodological approach to the overall negative impact of management style and leadership style resulted in invalidation issues and poor evaluation within OHS goals.
Additionally, Khan et al (2018), stated that is the different leadership styles such as an ethical leadership have been ignored and underrated by the professionals in terms of managing the safety performance of organisations appropriated demonstrates a pool safety consciousness and lack of Reliability in the system to lead appropriate model fit. Due to a lack of awareness regarding the simple type of Management and leadership style, there is a lack of attention towards attractive safety outcomes and it resulted in the enactment of knowledge and safety approaches. Although, as per the analysis of Simao et al (2021), the management and leadership styles have an important role in the decision-making procedure and the intervention of active implementation of decisions at workplaces in terms of achieving Health Care as a Priority and positive relationships for encouraging OHS.
In the words of Boland & Fowler (2000), the performance management of OHS within public sector organisations is a broad town and it required a deep perspective and discussion to achieve the desired efficiency. The appropriate OHS management has a significant role in identifying the performance indicators within organisations and it is associated with the willingness to improve the initiative and achieve the appropriate measurements within sectors. The OHS management is not only based on resilience action but it is based on a two-dimensional matrix that analyses the control and nature of actions to reveal appropriative dynamics of safety systems and health management procedures within organisation management (Boland & Fowler, 2000). The potential role of an OHS management system is to increase the interactive reason of behaviour to understand the complex potential among underwhelming aspects and illustrate the cause-effect loops to achieve better safety and health of employees along with different measurements such as performance appraisal faces and two parallel developments of individuals with organisational success.
According to Martínez-Córcoles & Stephanou (2017), the safety performance models and strategies are part of organisational health and safety and they are integrated with the appropriate collection and application of Management styles and leadership performances to positively influence the overall organisational environment. The study believes that transactional leadership is an efficient leadership style that influences the mechanism of safety performance within the organisation and it increased the consistency to manage the potential and positive approach toward the safety performance. According to the hypothesized integrated structural model transactional leadership encourages a safety climate within an organisation that results in safety compliance, safety participation and management of risky behaviour to achieve overall safety performance. This model is quite more effective than traditional models because it not only focuses on safety policy and management efficiency but also analyses the risky behaviour of employees and the procedure of leading Nobel contribution to workplace safety with the help of transactional leadership (Martínez-Córcoles & Stephanou, 2017).
According to the study by Makin & Winder (2009), it is important to manage workplace hazards for achieving efficiency in the management system in terms of organisational safety. According to the study, the purpose of an appropriate management system aligned with organisational safety should focus on providing safe places for working along with the safety of individuals in a safe system approach. It is important to manage the hazards according to their value and level of intensity because each hazard benefits over places in different ways for example some hazards are obvious and had a direct and visible impact on the organisations in no time whereas some hazards are indirect and cannot be seen until it causes long-term damage to the organisation and workplaces at a large level. The best approach to achieving organisational safety along with Organisational Management and leadership effectiveness is to create a set of relevant practices and activities under a range of procedures to reduce the possibilities of workplace injuries and any kind of damage within work premises (Makin & Winder, 2009).
The study of Azapagic (2003), illustrated that is system approach is an important aspect of corporate sustainability and industry leaders are required to explore different ways to achieve the valuable efficiency through the system approach to reduce organisational costs, create new and efficient products, lead better fundamental changes internally, and managing risk within the organisation culture to achieve a strong organisational structure for supporting OHS system. The implementation of the system approach is efficient in providing easier integration within the organisational structure by utilising familiar models such as a total quality management system to achieve work health and safety and it is suitable throughout multiple industries. On the other hand, Appelbaum (1997), argued that associate technical systems and lorry are more efficient in the intervention of OHS within the organisation and leading strategic organisational development. This system is efficient in understanding and utilising different Technologies and market opportunities to develop competitive advantages for helping the development of social networks within organisations to create flexible and customisable changes in the organisation encouraging better health and safety. Additionally, the study also demonstrated that STS theory is also efficient in creating human relations within an organisation for contributing to the health and safety of workplaces in terms of a radical understanding and extensive involvement.
As per the analysis of Gilson et al (2014), The leadership styles are required to be applied and evaluated according to new homes by the changing organisation environment and requirements. The development of leadership approaches and application systems is important to achieve the appropriate level of fundamental health goals within work promisors and manage them through Complex adaptive systems by using policies and sensemaking exercises. It is believed that the illuminated collective understanding has primary impacts on the staff working and it allowed them to adapt to change it positively and act with strengthening initiative to lead to better safety and health of the overall system. However, if the staff food and organisational people face failure in terms of changes due to disempowering nature and lack of understanding to lead initiatives as leadership entails. Furthermore, Yanar et al (2019), depicted that the growing awareness of occupational health and safety also required the appropriate application measurement in workplaces to realise the importance and advantages of those policies. The benchmarking information of OHS and related aspects can be utilised by leaders to increase the decision-making efficiency in terms of managing the individual and collective safety while earning profits. The different types of systems are applicable in terms of organisational health and safety that can lead to better collaboration and understanding between decision-makers and implementation. For example, the colour coding system at workplaces can increase the readability of different tools at the workplace and can create primary benefits for organisations.
Following Cheung et al (2018), the ageing of the workforce is also a significant aspect of organisations in terms of managing employee perception and behaviour and identifying the appropriate leadership style such as transformational and transactional styles to manage their safety and balanced health while working with the organisation. There is a significant Association among leadership styles of managers and supervisors with the employee perception and self-esteem and perspective of the ageing workforce within organisations such as maintaining relationships, adaptability towards new policies, contribution to occupational growth, a continuation of focuses, balancing personal security, and achievement of Esteem motivational level. The study demonstrated that laissez-faire leadership should not be applicable in the context of OHS because it has a negative relationship with the workplace dimensions and workforce ageing aspects.
Whereas, Eriksson et al (2017), suggested that whole system approach changes are efficient in leading Health Promotion and development of organisation systems to be advocated for sustainable working life and organisations equity. The analysis identified that it is significant to develop an appropriate balance between economic focus and health of workforces by considering the whole system perspective to create an adaptive workforce towards changes in terms of achieving future Health Promotion to a greater extent, it will encourage the overall sustainability and societal effectiveness. The Health Promotion intervention is one of the appropriate management strategies that can successfully implement the factors they offer sustainability and Health Promotion together in the organisational structure. Gilson et al (2014) supported that for strengthening the health and safety of employees within work premises, it is essential to identify appropriate system and leadership approaches the participatory leadership to make the different aspects of the organisation work together for leading the Governance of the organisation effective and achieve this the development with interventions as a whole.
The organisation should apply a participatory, transactional and transformational leadership approach within the organisation promises to identify the stress generating factors that negatively impact the health and safety policies of the organisation by declining the efficiency of the workforce. Leaders can use benchmarking information on OHS and associated elements to improve decision-making efficiency in terms of managing individual and collective safety while earning profits. The organisation should utilise different Tools and techniques such as daily discussion boards and regular meetings to understand the requirement and problems of employees to achieve appropriate policies in the health intervention program. It is important to achieve the appropriate cultural values to encourage the OHS system and for that laissez-faire leadership must be avoided. The organisation may achieve expertise in identifying risky behaviour and developing safety compliance by utilising an integrated structural model that should be applied to organisation policies and actions.
The organisational leaders and managers may develop an instrument to demonstrate the effectiveness of the OSH system for achieving efficiency in measurements and reporting the problematic condition quickly and effectively by using transactional or transformational styles. It is essential for organisations to understand their safety requirements by the industrial nature and make an appropriate balance between the desired performance and required safety inputs. The colour coding system is one of the most recognisable and efficient methods of workplace safety as it allows individuals for disaster preparedness and also helps in addressing the sudden calamities at the workplace. The colour coding should be applied in the organisation by assigning different colours to different risks and dangers and they should be appropriately visible and understandable by each working within an organisation. For achieving better health and safety of individuals at the workplace transactional leadership is most two appropriate. The organisation should create clear Expectations and related rules with operations and design an efficient exchange system of reward and punishment for following OHS policies.
It is critical to managing hazards based on their value and level of intensity because each hazard benefits different places in different ways. For example, some hazards are obvious and have an immediate and visible impact on organisations, whereas others are indirect and cannot be seen until they cause long-term damage to organisations and workplaces on a large scale. There is a significant relationship between managers' and supervisors' leadership styles and employee perception and self-esteem, as well as the perspective of the increasing proportion within organisations, such as maintaining relationships, adaptability to new policies, contribution to occupational growth, regular focus, balancing security details, and achievement of Esteem motivational level. The analysis determined that it is critical to develop an adequate balance between economic focus and workforce health by considering the entire system perspective to create an adaptive workforce toward changes in terms of achieving future Health Advancement to a greater extent, as this will encourage sustainability performance and societal effectiveness. Hence, management and leadership aspects are strongly integrated with the success of the OHS system and success within organisations.
I have explored a wide range of resources based on organisational health and safety and their Association with management and leadership styles, Strategies and Systems. In my opinion, the shared resources are efficient and valued because they all are Peer-reviewed and highly relevant to the essay topic and the study requirements. For example, the articles included an analysis of different factors that impact the efficiency of Human Resource Management and organisational health and safety along with the different study is it based on multiple techniques and strategies that will support the organisation in managing performance as well as the appropriate safety and development of the workforce. The identified sources are efficient for the study because they include relevant information and research from a long period of decades.
Hence, the study has deep and meaningful interventions of theories and strategies in terms of their applicability and efficiency to improve workplace health and safety and manage a positive response of employees to work changes based on the appropriate leadership style and relationship management. The sources of study are also focused on evaluating major leadership styles to support organisational health and safety including transactional, transformational, laissez-faire, participatory, democratic and coercive styles. I believe that the articles and resources will support the organisation in identifying the best leadership styles to create efficient cultural and safety consciousness in the organisational structure and achieve better overall sustainability in terms of employee development and organisational profitability. The sources provided information regarding the importance of transactional and transformational leadership in creating a positive relationship between management and employees to achieve health and safety and business success.
Appelbaum, S. H. (1997). Socio?technical systems theory: an intervention strategy for organizational development. Management decision.
Azapagic, A. (2003). Systems approach to corporate sustainability: a general management framework. Process Safety and Environmental Protection, 81(5), 303-316.
Boland, T., & Fowler, A. (2000),"A systems perspective of performance management in public sector organisations", International Journal of Public Sector Management, Vol. 13 Iss 5 pp. 417 – 446. http://dx.doi.org/10.1108/09513550010350832
Cheung, F., Yeung, D. Y., & Wu, A. M. (2018). Employees’ perception of leadership styles and successful aging in the workplace. Journal of Career Development, 45(6), 610-624.
Eriksson, A., Orvik, A., Strandmark, M., Nordsteien, A., & Torp, S. (2017). Management and leadership approaches to health promotion and sustainable workplaces: A scoping review. Societies, 7(2), 14.
Fan, D., Zhu, C. J., Timming, A. R., Su, Y., Huang, X., & Lu, Y. (2020). Using the past to map out the future of occupational health and safety research: where do we go from here?. The International Journal of Human Resource Management, 31(1), 90-127.
Gilson, L., Elloker, S., Olckers, P., & Lehmann, U. (2014). Advancing the application of systems thinking in health: South African examples of a leadership of sensemaking for primary health care. Health Research Policy and Systems, 12(1), 1-13.
Khan, N., Ahmad, I., & Ilyas, M. (2018). Impact of ethical leadership on organizational safety performance: the mediating role of safety culture and safety consciousness. Ethics & Behavior, 28(8), 628-643.
Makin, A.M., & Winder, C. (2009). Managing hazards in the workplace using organisational safety management systems: a safe place, safe person, safe systems approach, Journal of Risk Research, 12:3-4, 329-343, DOI: 10.1080/13669870802658998
Martínez-Córcoles, M., & Stephanou, K. (2017). Linking active transactional leadership and safety performance in military operations. Safety science, 96, 93-101. http://dx.doi.org/10.1016/j.ssci.2017.03.013
Mouras, F., & Badri, A. (2020). Survey of the Risk Management Methods, Techniques and Software Used Most Frequently in Occupational Health and Safety. International Journal of Safety and Security Engineering, 10, 149-60.
Pignata, S., Winefield, A. H., Boyd, C. M., & Provis, C. (2018). A qualitative study of HR/OHS stress interventions in Australian universities. International journal of environmental research and public health, 15(1), 103.
Simao, D. D. C., Karanikas, N., Cortes-Ramirez, J., & Sav, A. (2021). Workplace Health and Safety Consultation in Australia: A Scoping Review. Journal of Health, Safety and Environment, 37(2).
Yanar, B., Amick III, B. C., Lambraki, I., D'Elia, T., Severin, C., & Van Eerd, D. (2019). How are leaders using benchmarking information in occupational health and safety decision-making?. Safety science, 116, 245-253.