There is no shortage of things to worry about — from personal concerns about job security or health to fears related to larger issues such as political conflicts or natural disasters. Anxiety can be a healthy response to uncertainty and danger, but constant worry and nervousness may be a sign of generalized anxiety disorder.
Industrial-organizational psychology will be the fastest growing occupation over the next decade, according to the Bureau of Labor Statistics newly released Occupational Outlook Handbook. (www.bls.gov/ooh)
I’m currently working with an outrage management issue and would to ask you what you would do. The majority of people in a local community I am working with would like us to do a fuel reduction burn to reduce the fuel hazards surrounding their township. There are a small group of “fanatics” that are quite passionate about stopping the burning in this space.
As we all strive to meet our new year's resolutions, being positive plays a major role in our success. "We strive to strengthen, develop and increase healthy functional relationships at home, work and play. The goal of positive psychology is to reduce unhealthy negativity and to increase overall well-being and flourishing relationships," says Positive Psychology expert Sherry Blair.
I quite often hear the lament from the safety fraternity that "my manager doesn't understand me ...".To this I reply - when one understands the myriad of demands placed upon C-level personnel, why should it be incumbent upon them to "learn the language of safety (environment, labour laws, accounting, IP, IT, etc). Rather, if safety pro's are so keen to have their voices heard, the responsibility should be on them to learn the language of management, and place their commentary in the management context.
One of your readers recently emailed: “I have always found it interesting that the ES&H function in a significant number of corporations is managed, note I did not say led, by executives who have failed somewhere else in their corporation and are clueless when it comes to ES&H activities.”
I was wondering about how you handle it when a community member doubts the stakeholder engagement process – believes that it is false and misleading, and that there has always been a hidden agenda. Clearly how the decision was made, how stakeholders’ views were championed by people inside the organization, how stakeholders had access to the internal decision-makers, and how the final decision was influenced (if only a little) by stakeholders’ input are all key messages.
In the United States, the Occupational Safety and Health Administration(OSHA) is the agency charged with assuring ‘safe and healthful working conditions for working men and women by setting and enforcing standards and by providing training, outreach, education and assistance.’
As people were gathering for the meeting, Ami, the safety professional who had brought me to their site, thanked one of the employees for being at the evening session. The employee replied, “Management ‘strongly recommended’ we attend.” By the tone of his voice, he made it clear his leadership was doing all but making attendance at the meeting mandatory.
It’s important to realize the leading reason for people leaving their job is, “They don’t like their supervisor or their boss.” Now consider that safety pros understand how meaningful their job is, and thus are more likely than others to put up with a non-supportive boss. Others quit their job. More safety pros stick with their meaningful work in spite of a “bad” boss than do other workers.
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