guidance for managers
www.managers.org.uk
Introduction It is estimated that milk- indisposition at organize costs UK employers £12.2 billion a year, as a result of sick days taken. Whatever the cause of ill health, it is in the interests of the organisation to support an employees return to work wherever possible. Health issues can not only walk out the individuals concerned but can too relieve oneself a detrimental effect on the wider workforce and the organisations performance. Organisations should be aware of possible problems and be confident that they contain the background knowledge and policies in place to deal with them. tally to research recently conducted by the Institute: The Quality of operative Life 2007, 42 per cent of managers reported that sickness range in their organisation had increased over the last year. 67 per cent of managers who suffered ill health reported that it had affected their productivity levels. on that point appears to be an emerging trend that absence and sickness rates are on the increase and there is a high degree of ill health that does not ineluctably translate into days off but appears to be bear on motivation levels.
This leaflet seeks to raise awareness of health and public assistance issues, the effects on organisations, strategies for dealing with ill heath and suggests how a policy may be implemented. Ill health in the workplace It is recognised that many factors from genetics to the external surround can cause or trigger ill health. There are, however, numerous health conditions that can be caused or exacerbated by the workplace: test: the adverse reaction that people have to excessive pressure or demands being placed upon them. Stress accounts for one in three new incidences of ill health at work. This leads to reduced performance of the individual and will also affect others around them. Musculo-skeletal dis poses: these include repetitive strain injuries (RSI) and back and joint pain. Problems are...If you want to get a full essay, order it on our website: Orderessay
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