Work Organisation and Innovation - Case Study: Company X, Slovenia

[Excerpt] Company X is one of the largest and most successful commercial grocery retailing chains in south-eastern Europe (Euromonitor, 2011). It was established over 60 years ago in Ljubljana, Slovenia. Company X is the largest Slovenian retailer with 24,000 employees and approximately a third of the market share for its sector (Gvin.com, 2012). Company X also operates in six other countries in the region: Serbia (9% market share), Croatia (9% market share), Bosnia and Herzegovina (5% market share), Montenegro (19% market share), Bulgaria (0.5% market share) and Albania (1% market share) (Company X, 2011). Company X’s main activity is retail and wholesaling of fast moving consumer goods (FMCG). The chain has been expanding its core activity by selling clothing, furniture and household appliances as well. Company X has 1,581 outlets including hypermarkets, supermarkets, convenience stores, specialised stores, etc. (Company X, 2011)

Mental Health in the Workplace: Situation Analyses, Poland

[From Introduction] The workplace is an appropriate environment in which to educate and raise individuals’ awareness about mental health problems. For example, encouragement to promote good mental health practices, provide tools for recognition and early identification of the symptoms of problems, and establish links with local mental health services for referral and treatment can be offered. The need to demystify the topic and lift the taboos about the presence of mental health problems in the workplace while educating the working population regarding early recognition and treatment will benefit employers in terms of higher productivity and reduction in direct and in-direct costs. However, it must be recognised that some mental health problems need specific clinical care and monitoring, as well as special considerations for the integration or re-integration of the individual into the workforce

Mental Health in the Workplace: Situation Analyses, Germany

[From Introduction] The ILO’s primary goals regarding disability are to prepare and empower people with disabilities to pursue their employment goals and facilitate access to work and job opportunities in open labour markets, while sensitising policy makers, trade unions and employers to these issues. The ILO’s mandate on disability issues is specified in the ILO Convention 159 (1983) on vocational rehabilitation and employment. No. 159 defines a disabled person as an individual whose prospects of securing, retaining, and advancing in suitable employment are substantially reduced as a result of a duly recognised physical or mental impairment. The Convention established the principle of equal treatment and employment for workers with disabilities

Mental Health in the Workplace: Situation Analyses, Finland

[From Introduction] Mental health problems are among the most important contributors to the global burden of disease and disability. Of the ten leading causes of disability worldwide, five are psychiatric conditions: unipolar depression, alcohol use, bipolar affective disorder (manic depression), schizophrenia and obsessive-compulsive disorder. The burden of mental disorders on health and productivity throughout the world has long been profoundly underestimated.2 The impact of mental health problems in the workplace has serious consequences not only for the individuals whose lives are influenced either directly or indirectly, but also for enterprise productivity. Mental health problems strongly influence employee performance, rates of illnesses, absenteeism, accidents, and staff turnover. The workplace is an appropriate environment in which to educate and raise individuals\u27 awareness about mental health problems. For example, encouragement to promote good mental health practices, provide tools for recognition and early identification of the symptoms of problems, and establish links with local mental health services for referral and treatment can be offered. The need to demystify the topic and lift the taboos about the presence of mental health problems in the workplace while educating the working population regarding early recognition and treatment will benefit employers in terms of higher productivity and reduction in direct and in-direct costs. However, it must be recognised that some mental health problems need specific clinical care and monitoring, as well as special considerations for the integration or reintegration of the individual into the workforce

The 2008 Newsletter of the International Association of Labour Inspection

: The IALI newsletter reflects on the organization’s activities in 2008, which included involvement in a number of conferences and reports addressing workplace monitoring, forced labor and human trafficking, workplace stress, migrant workers, and health and safety issues. The newsletter gives a summary plan for the organizations 2009 goals

Healthy and health promoting colleges - an evidence base

A report from a study which aimed to identify sources of evidence about existing initiatives which aim to promote physical and emotional health and well-being of young people (aged 14-19) within further education settings in England (or comparable college settings in other countries). Specifically, the study addressed the following questions, 1. What is known about the health-related needs, interests and concerns of young people attending colleges of further education in England? 2. What is known about current ‘healthy college’ provision to promote the health and well-being of students attending colleges of further education? 3. What are seen to be successful and promising approaches to health promotion among younger students attending colleges of further education (or comparable types of educational settings in other countries – such as community colleges)? What approaches show little or no promise? 4. What is known about whether certain types of approaches are more useful for particular groups of students (such as young men, young women or students with disabilities or learning difficulties), or for particular health issues (such as sexual health, smoking cessation or emotional well-being)? 5. Given what is known, what does this suggest for the development of programmes to promote health and well-being in further education (FE) college settings in England

Towards Age-Friendly Work in Europe: A Life-Course Perspective on Work and Ageing from EU Agencies

[Excerpt] The European population is ageing owing to decreasing birth rates and increasing longevity. Population ageing is associated with a decrease in the size and ageing of the workforce. The majority of the EU Member States have reacted to this development by, among other measures, increasing retirement ages and limiting early access to pensions. Nevertheless, a large percentage of workers in the EU do not stay in employment until the official retirement age. The reasons for this are diverse, and will be examined in more detail in this report. Policy-makers are faced with the challenge of addressing this demographic change and its implications for employment, working conditions, living standards and the sustainability of welfare states. The working conditions of older workers and their participation in the labour market are affected by various policy areas (see also Table 1). This report aims to outline various aspects of the working conditions of the ageing workforce and related policies

The Politics of Public Health: A Response to Epstein

Conservatives are taking aim at the field of public health, targeting its efforts to understand and control environmental and social causes of disease. Richard Epstein and others contend that these efforts in fact undermine people’s health and well-being by eroding people’s incentives to create economic value. Public health, they argue, should stick to its traditional task—the struggle against infectious diseases. Because markets are not up to the task of controlling the transmission of infectious disease, Epstein says, coercive government action is required. But market incentives, not state action, he asserts, represent our best hope for controlling the chronic illnesses that are the main causes of death in industrialized nations. In this article, we assess Epstein’s case. We consider his claims about the market’s capabilities and limits, the roles of personal choice and social influences in spreading disease, and the relationship between health and economic inequality. We argue that Epstein’s critique of public health overreaches, oversimplifies, and veils his political and moral preferences behind seemingly objective claims about the economics of disease control and the determinants of disease spread. Public health policy requires political and moral choices, but these choices should be transparent

Corporate social responsibility and workplace health promotion: A systematic review

The complex situation that global society is facing as a result of COVID-19 has highlighted the importance of companies committing to the principles of social responsibility. Among the internal initiatives, those related to the health of workers are, obviously, highly topical. The objective of our research is to provide concise knowledge of the relationship between workplace health promotion (WHP) and corporate social responsibility (CSR) so that the relevant specialized research was gathered in a single document that lays the foundations of its applicability. A systematic review, following the PRISMA method, has been carried out. Twenty-seven articles have been selected from the main scientific databases. Their qualitative analysis concludes that CSR and WHP are linked, have beneficial reciprocal effects, need committed leadership respectful of autonomy and voluntariness, and require the establishment of specific goals within the framework of the organizations' sustainability policies. Future studies should establish the impact of the pandemic on these aspects

Beacons of Excellence in Stress Prevention

NoThis report describes the work of Robertson Cooper Ltd and UMIST to identify good practice in stress prevention and then identify organisations within the UK that could be called beacons of excellence in comparison to this model. Part one of this report summarises and draws conclusions from all of the substantive academic studies on stress prevention over the last decade and uses this information, as well as advice gained from a panel of international experts, to develop a comprehensive stress prevention model. Part two of the report uses this model to describe examples of stress prevention practices that Robertson Cooper Ltd has identified within a wide range of UK organisations. Case studies are presented for each aspect of the good practice model. Examples of real documentation and organisational practice are presented.Health and Safety Executive (HSE