Last edited by Tokasa
Wednesday, February 12, 2020 | History

6 edition of Workplace Intervention found in the catalog.

Workplace Intervention

The Bottom Line on Helping Addicted Employees Become Productive Again

by James Fearing

  • 354 Want to read
  • 33 Currently reading

Published by Hazelden .
Written in English

  • Religion: general,
  • Employee Health Programs,
  • Substance Abuse,
  • Self-Help,
  • Business / Economics / Finance,
  • Recovery,
  • Human Resources & Personnel Management,
  • Substance Abuse & Addictions - General,
  • Self-Help / Substance Abuse,
  • Alcoholism and employment,
  • Drugs and employment,
  • Employee assistance programs,
  • United States

  • The Physical Object
    Number of Pages232
    ID Numbers
    Open LibraryOL12189431M
    ISBN 10156838520X
    ISBN 109781568385204

    Currently it is recommended that adults should engage in moderate intensity physical activity for at least 30 minutes on at least 5 days of the week [ 131819 ]. The report concludes that there exists building evidence for the cost-effectiveness of workplace interventions; albeit more research is needed. A key component of this stage was the production of a facilitator manual, development of facilitator training sessions and development of a protocol for keeping in touch with facilitators as they implemented the intervention. Written informed consent was obtained from all participants. A facilitator manual was developed which listed step by step instructions on how to implement each component along with a suggested timetable. In this paper we describe the development of an intervention that targets employees in low physical activity occupations to encourage them to be more physically active.

    Although we strive to both expand our course offerings and keep previous cohorts engaged, as a small office with resource constraints, we have to make compromises. These are situations that often seem to explode in the workplace without warning, when in fact, they have often long incubated outside the manager's awareness. Programme materials were developed and feedback from prospective worksites was elicited. For each performance objective we first identified which determinant might be appropriate to achieve it.

    It offers strategies for bullying prevention and intervention, treatment, remediation, and advocacy for those who are or have been bullied in the workplace. Workplace discrimination : Discrimination in hiring, promotion, job assignment, termination, and compensation. The actions taken to eliminate or mitigate risks are referred to as interventions. Risk reduction: implementation of interventions The development of the action plan and design of interventions also involves deciding on: what is being targeted, how and by whom, who else needs to be involved, what the time schedule will be, what resources will be required and how the action plan will be evaluated.

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Workplace Intervention book

They also provided a source of informal peer leader influence [ 27 ]. Approximately one-third of past participants have been research staff, and two-thirds have been administrative employees many of whom have scientific training but are working in program or education-related roles.

The session was reworked to acknowledge external challenges that can impact work performance, advancement, and career choice, while keeping the conversation away from the explicitly personal, such as parenting choices.

Individuals who have been victims of workplace bullying may develop severe symptoms and illness, including major depression and suicidal ideation.

Abraham and Michie [ 37 ] have developed a taxonomy of behaviour change techniques which have been used in interventions to change behaviour.

Marc McElhaney, a specialist in workplace violence, presents a comprehensive guide that no manager can do without when having to prepare for these potentially dangerous and often disruptive events.

But UCAR very strongly believes that diversity, equity, and inclusion are fundamental to producing our best science. Other common elements of these interventions included behavioural self-monitoring, building social support and reinforcement through self-reward.

Key components of the intervention were selected based on feasibility of implementation and resource constraints.

Occupational health psychology

In order to ascertain more specific information about which types of intervention strategies showed the most success the 26 studies in the Kahn review that showed significant positive effects on physical activity were collated and examined further.

Invite non-managers to foster communication across the organization Many workplace diversity trainings tend to target only managers. Workplace deviance : Deliberate or intentional desire to cause harm to an organization. Participants consistently report this session as the most impactful, having boosted their confidence to intervene appropriately with peers, supervisors, and upper management.

Workplace Bullying

Participants and procedure Sixty employees from the bus company, local authority and teaching hospital took part in 14 focus groups, including 21 bus drivers, 2 medical secretaries, 4 respiratory physiologists, 3 physiotherapists, 6 phlebotomists, 4 nurses, 3 home care managers, 7 teachers and teaching assistants and 9 staff from corporate services in the council.

Retrieved 10 Novemberfrom: [4] Malchaire, J. This was used as a guide in the current process. The article primarily focuses on prevention, rather than on an extensive discussion on treatment or rehabilitation.

Workplace health surveillance : The removal of the causative factors of disease. These individuals were responsible for implementing the intervention. Workplace violence is a significant health hazard for employees, both physically and psychologically. Whereas many similar diversity programs target only managers and HRwe have managers, administrative, and scientific staff participate together in mixed groups to capture multiple perspectives.

Utilizing an approach that combines his knowledge and experience from the fields of threat assessment, risk management, conflict resolution and crisis negotiation, the author focuses on an approach that not only addresses the organization's immediate needs, but which also strives for a resolution and management plan that addresses long-term safety concerns.

This is important as it allows the intervention developer to identify exactly what needs to change in order to effect the performance objective, and ultimately the programme outcome. The actions taken to eliminate or mitigate risks are referred to as interventions.

In Phase I, SAMHSA required grantees to develop workplace programs by starting with interventions shown to be efficacious either for adults in workplace settings or for young adults in non-workplace settings and to modify these programs specifically for use with young adult workers.Program Description.

This webinar on Workplace Violence Prevention and Intervention Programs: Teams is presented by Dr. Kelly Watt. Threat assessment teams are highly recommended when assessing and managing violence as a means of maximizing the skills and knowledge of team members, facilitating information sharing within and outside teams, and improving collaborative case management.

Nov 01,  · People point to divine intervention when there is no other explanation other than God for how something turned out. Miraculous healing, people being in the right place at the right time, circumstances that protected someone from harm’s way are all examples of Divine Intervention.

Divine Intervention in the Bible. Workplace conflicts happen everywhere, and ignoring them can be costly. Every unaddressed conflict wastes about eight hours of company time in gossip and other unproductive activities, says Joseph Author: Tamara Lytle. Aggression in the Workplace: Preventing and Managing High-Risk Behavior (Hardback): Language: English.

Brand new Book. Violence in the workplace has risen to "epidemic" proportions according to the Centers of Disease Control. In this volume, Dr. Marc McElhaney, a specialist in workplace violence, presents a comprehensive guide that no manager can do without when having to /5(3).

In their book, The Essential Guide to Bullying: Prevention and Intervention, Lowen and school social worker Cindy Miller offer suggestions to help employers create safe environments and prevent bullying.

Their strategies include: Bullying in the workplace is different from the playground shoves and name-calling observed in children. Devote. Crisis Intervention takes into account various environments and populations across the lifespan to provide students with practical guidelines for managing crises.

Drawing on over 25 years of relevant experience, authors Alan A. Cavaiola and Joseph E. Colford cover several different types of crises frequently encountered by professionals in medical, school, work, and community settings.