Addressing Addictive Behaviors in the Workplace

Encyclopedia of Strategic Leadership and Management ◽

10.4018/978-1-5225-1049-9.ch052 ◽

2017 ◽

pp. 744-763

Author(s):

Debra N. Weiss-Randall ◽

Nancy Rich

Keyword(s):

Work Environment ◽

Addiction Treatment ◽

Addictive Behaviors ◽

Addiction Prevention ◽

Workplace Policies ◽

Employee Incentives ◽

Lost Productivity ◽

Related Drug ◽

Healthy Work ◽

Drug Free

Addictive behaviors pose increasingly serious problems in the workplace. Approximately 70% of the estimated 14.8 million Americans who use illegal drugs are employed. Recent changes in marijuana laws are a cause for concern. Substance abuse in the workplace costs employers an estimated $81 billion a year in workers' compensation, medical costs, absenteeism, lost productivity, and employee turnover. Managers needs to implement drug-free workplace policies and provide a healthy work environment to reduce stress-related drug abuse. EAPs must provide prevention activities that target at-risk employees, and identify users who need treatment. Health insurance should cover addiction treatment. Addiction is a function of not only the individual's behaviors and genetic disposition, but also his or her environmental influences. The workplace is an ideal setting for an addiction prevention program, as employees spend much of their waking lives there. Through strong leadership and provision of employee incentives, companies can make a healthy drug-free workplace a reality.

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Employee Incentive Strategies and its Benefits to Standalone Restaurants in Pune

ATITHYA A Journal of Hospitality ◽

10.21863/atithya/2015.1.1.003 ◽

2015 ◽

Vol 1 (1) ◽

Author(s):

Dhananjay P. Kshirsagar ◽

Suraj Mhashilkar

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Productive Work ◽

Organizational Functions ◽

Employee Incentives ◽

Incentive Strategies

This paper describes the Employee incentives strategies adopted by Standalone restaurants (existing more than 3 years) in Pune. Rewards & Incentives have benefits for both employees and employers. It is believed that when recognized for performance and productivity, employees have increased morale, job satisfaction and involvement in organizational functions. As a result, employers experience greater efficiency and an increase in sales and productivity. Through workplace rewards and incentives, employers and employees enjoy a positive and productive work environment. This study emphasizes on whether Standalone restaurants in Pune do make use of Incentive strategies and its benefits to the restaurant owner.

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Compassion Fatigue and the Healthy Work Environment

AACN Advanced Critical Care ◽

10.4037/aacnacc2017283 ◽

2017 ◽

Vol 28 (4) ◽

pp. 351-358 ◽

Cited By ~ 12

Author(s):

Lesly Kelly ◽

Michael Todd

Keyword(s):

Critical Care ◽

Work Environment ◽

Compassion Fatigue ◽

American Association ◽

Medical Center ◽

Academic Medical Center ◽

Compassion Satisfaction ◽

Critical Care Nurses ◽

Healthy Work Environment ◽

Healthy Work

Background:Burnout is a concern for critical care nurses in high-intensity environments. Studies have highlighted the importance of a healthy work environment in promoting optimal nurse and patient outcomes, but research examining the relationship between a healthy work environment and burnout is limited.Objective:To examine how healthy work environment components relate to compassion fatigue (eg, burnout, secondary trauma) and compassion satisfaction.Methods:Nurses (n = 105) in 3 intensive care units at an academic medical center completed a survey including the Professional Quality of Life and the American Association of Critical-Care Nurses’ Healthy Work Environment standards.Results:Regression models using each Healthy Work Environment component to predict each outcome, adjusting for background variables, showed that the 5 Healthy Work Environment components predicted burnout and that meaningful recognition and authentic leadership predicted compassion satisfaction.Conclusions:Findings on associations between healthy work environment standards and burnout suggest the potential importance of implementing the American Association of Critical-Care Nurses’ Healthy Work Environment standards as a mechanism for decreasing burnout.

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Leadership Connection to Emotional Intelligence and Stress at Workplace

Journal of Management Research ◽

10.5296/jmr.v9i1.9338 ◽

2016 ◽

Vol 9 (1) ◽

pp. 43 ◽

Cited By ~ 1

Author(s):

Nadeem Ahmed Bashir

Keyword(s):

Emotional Intelligence ◽

Work Environment ◽

Intelligence Quotient ◽

Healthy Work Environment ◽

Healthy Work ◽

Stress At Work

<p>Emotional intelligence has gained huge attention of practitioners and researchers over the last decade. This paper aims to highlight the relatively less focused, but the key domain of stress at work and its linkage with the emotional intelligence of leadership. Based on previous studies, this study accumulated the issues regarding emotional intelligence of leadership and its capacity to handle the stress more effectively. Though intelligence quotient is necessary for leaders, emotional intelligence of leadership is identified as most significant to cope with stress at work and create a healthy work environment. Specifically, the level of leaders’ emotional intelligence sets for how subordinates respond, to perform more effectively at different stressful circumstances. </p>

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Supportive Supervision: A Tool for Creating Healthy Work Environment for Nurses

International Journal of Sciences ◽

10.18483/ijsci.1185 ◽

2018 ◽

Vol 4 (10) ◽

pp. 47-50

Author(s):

Ifeoluwapo Oluwafunke Kolawole

Keyword(s):

Work Environment ◽

Supportive Supervision ◽

Healthy Work Environment ◽

Healthy Work

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Lost productivity among military personnel with cardiovascular disease

Journal of the Royal Army Medical Corps ◽

10.1136/jramc-2018-000920 ◽

2018 ◽

Vol 164 (4) ◽

pp. 235-239 ◽

Cited By ~ 1

Author(s):

Mahdi Gharasi-Manshadi ◽

M Meskarpour-Amiri ◽

P Mehdizadeh

Keyword(s):

Cardiovascular Disease ◽

Work Environment ◽

Military Personnel ◽

Productivity Loss ◽

Economic Cost ◽

Cross Sectional Study ◽

Cross Sectional ◽

Face To Face ◽

Lost Productivity ◽

Military Patients

ObjectiveCardiovascular disease (CVD) is associated with significant productivity loss among all occupational groups. However, the increased occupational requirements of military personnel pose physical and psychological demands that could lead to greater lost productivity of CVD. The aim of this study was to determine the economic cost of lost productivity of military patients with CVD.MethodsA prospective cross-sectional study was undertaken on all military patients attending a specialist CVD clinic in Tehran, Iran. All participants were interviewed using face-to-face questioning using a Valuation of Lost Productivity questionnaire. Data captured included paid and unpaid time lost due to CVD, military job characteristics and their work environment. Ordered logistic regression was used to examine the determinants of lost productivity.ResultsThe mean time of lost productivity was 118 hours over a 3-month period, of which 70 and 48 hours were paid and unpaid work, respectively. The average cost per patient of total lost productivity was estimated to be US$303 over a 3-month period.ConclusionsCVDs are associated with significant lost productivity among military personnel. There is a statistically significant relation between some military occupation characteristics and lost productivity from CVD. Level of income, teamwork and physical activity have the greatest effects on lost productivity. Military workers who were suffering from other chronic conditions (in addition to CVD) were four times more likely to lose productivity. A supportive work environment should be created for military personnel with emphasis on developing teamwork, improving worker’s attitudes towards disease and giving priority to workers with comorbidities.

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Authentic Leaders Creating Healthy Work Environments for Nursing Practice

American Journal of Critical Care ◽

10.4037/ajcc2006.15.3.256 ◽

2006 ◽

Vol 15 (3) ◽

pp. 256-267 ◽

Cited By ~ 128

Author(s):

Maria R. Shirey

Keyword(s):

Work Environment ◽

Authentic Leadership ◽

Nursing Practice ◽

Healthcare Delivery ◽

Work Environments ◽

Nursing Workforce ◽

Healthcare Delivery System ◽

Healthy Work Environment ◽

Healthy Work ◽

Healthy Work Environments

Implementation of authentic leadership can affect not only the nursing workforce and the profession but the healthcare delivery system and society as a whole. Creating a healthy work environment for nursing practice is crucial to maintain an adequate nursing workforce; the stressful nature of the profession often leads to burnout, disability, and high absenteeism and ultimately contributes to the escalating shortage of nurses. Leaders play a pivotal role in retention of nurses by shaping the healthcare practice environment to produce quality outcomes for staff nurses and patients. Few guidelines are available, however, for creating and sustaining the critical elements of a healthy work environment. In 2005, the American Association of Critical-Care Nurses released a landmark publication specifying 6 standards (skilled communication, true collaboration, effective decision making, appropriate staffing, meaningful recognition, and authentic leadership) necessary to establish and sustain healthy work environments in healthcare. Authentic leadership was described as the “glue” needed to hold together a healthy work environment. Now, the roles and relationships of authentic leaders in the healthy work environment are clarified as follows: An expanded definition of authentic leadership and its attributes (eg, genuineness, trustworthiness, reliability, compassion, and believability) is presented. Mechanisms by which authentic leaders can create healthy work environments for practice (eg, engaging employees in the work environment to promote positive behaviors) are described. A practical guide on how to become an authentic leader is advanced. A research agenda to advance the study of authentic leadership in nursing practice through collaboration between nursing and business is proposed.

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