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Case Study Environment

Larry Said:

E) About my Business Management study. Could please me identify the problems of this case study? 50pts!?

We Answered:

A and C have been deleted and B, D and E are all the same. On what I have thought:

Only using the judgment of Richards is not good. Other employees need to be interviewed, maybe in a group discussion. I would like the idea of a questionnaire that everyone took with several options focused on what the study was trying to accomplish, because there is no statement of purpose and therefore little context. The extent of the study needs to be stipulated, it seems very limited as to time and resources. In a real study you would also have to know who are involved in the study itself. Is it the unions, the bosses or just an informal study by a perhaps disgruntled employee. It would be good to know what management and employees understand to be the stated values and what they all perceive as being the real values or perhaps lack of values.

Management needs to be interviewed and sources cited as they have no cited spokesperson and Richards is new to the company. Values may not have taken affect yet. If the values of other companies is an issue, knowing what they are would be helpful. The formal hierarchy would be helpful as well as the real hierarchy. They could be gotten by company documentation and interviews.

Bryan Said:

The main principles of health and safety legistion and guidelines for health and safety environment?

We Answered:

Well I guess you have to look up Health and safety legislation in your country - there is no alternative. It is mostly about the workplace. Usually the "punch line" is a few key words. I think a basic idea is the golden rule, "Do unto others as you would have them do unto you". The legislation normally applies to the workplace. Earlier legislation often existed, such as various forms of energy control. The environment comes into safety legislation, via toxic hazards.

In Australia legislation is based on "duty of care". In the US I am not sure, but one of the catch phrases was "the right to know". The rest of the legislation is about who has the power to create regulations, enforce them and so on. Then there are the regulations themselves. In Australia a lot is embodied in the "Plant Regulations", as this applies to machines in factories. The regulations are often adapted from previous ones. Think of boilers. After the first few exploded long ago regulations appeared. These have been adapted and taken on by current OHS regulations. Unfortunately the issue is complex because of the wide ranging implications, and the large number of regulators, both vertically in different tiers of government, and laterally in the various departments and interests involved. There are a lot of what I would call "anomalies caused by vested interests". These include multiple bodies trying to regulate the same thing (even in the same government), state versus federal rights, and of course industry in avoidance technology mode. All of this is rich picking for the legal profession.

We have primary legislation, the big picture, then regulations. These in turn may formalise national or state standards (such as electrical regulations) or best practice documents.

On the legal side it takes a lot of training to become expert.
On the workplace side it takes a lot of training to become expert, particularly as one needs Technical/Engineering know how to understand or analyse a lot of the issues. I have seen OHS officers struggling with this often. The budget needs to allow for consultants in some cases, hired equipment in other cases.

At first it can seem overwhelming. In my state companies with more than 150 employees need to have a full time OHS person.

It is necessary to have specific management procedures in place to detect and nullify hazards. Usually a continuous improvement management method is used. This is like a closed loop control system. Measure the outcome and determine the error, go back and correct it. The approach at corporate levels is to protect against litigation. "Show that all reasonable care has been taken." Hopefully this also protects workers and the public. The legislation is to help enforce this corporate responsibility.

I think it is best to review the legislation first to determine the scope, what needs to be addressed. A few seminars at the various levels of management helps. Make a list of all the issues in a workplace, brainstorm if necessary. Then adress them one by one. It helps to have a list of the categories, perhaps according to regulations. Thus (by no means exhaustive):
Manual handling.
Food processing, manufacture, preparation and handling.
Radiation, full cycle
Materials, full cycle, toxic hazards, waste.
Plant, full cycle
Fire
Emergency procedures
Contracts, visitors, public
Buildings, offices, accomodation, storage, lighting, sewerage. air quality, vermin etc.
Transport
Fuel, Power, Energy
Animals
Licensing, permits.

Some basic controls are to implement a system to ensure all hazards are detected and addressed. This involves detection, risk assessment, risk management and hazard elimination. Have a records system showing how this has been addressed. Some examples:
Review MSDS for all purchased materials to determine what hazards exist. With plant all applications of energy need to be analysed. Each field has its own specialisations, and I think it is experience and training over time that can make a system work effectively. The usual outcome for annual reports etc. is statistics on accidents and near misses.

Vernon Said:

Can you suggest any benifits and problems for people and the environment when living near to the Grand Canyon?

We Answered:

Benefits include clean air, ample opportunity to hike and bike, and one heck of a night sky. One problem is increased fuel usage to get basic necessities. Either by driving to Flagstaff (90 miles one way) or having them shipped to the area. I hope this helps.

Sandra Said:

B) About my Business Management study. Could please me identify the problems of this case study? 50pts!?

We Answered:

A and C have been deleted and B, D and E are all the same. On what I have thought:

Only using the judgment of Richards is not good. Other employees need to be interviewed, maybe in a group discussion. I would like the idea of a questionnaire that everyone took with several options focused on what the study was trying to accomplish, because there is no statement of purpose and therefore little context. The extent of the study needs to be stipulated, it seems very limited as to time and resources. In a real study you would also have to know who are involved in the study itself. Is it the unions, the bosses or just an informal study by a perhaps disgruntled employee. It would be good to know what management and employees understand to be the stated values and what they all perceive as being the real values or perhaps lack of values.

Management needs to be interviewed and sources cited as they have no cited spokesperson and Richards is new to the company. Values may not have taken affect yet. If the values of other companies is an issue, knowing what they are would be helpful. The formal hierarchy would be helpful as well as the real hierarchy. They could be gotten by company documentation and interviews.

Beverly Said:

organizzation of the body case study investigation?

We Answered:

you can solve your problems without any physician
because i try many times and thought that you will
be happy to try them best of luck.

Angel Said:

case study related to substance abuse?

We Answered:

Go to aa.org and review the "Big Book", a lot of case histories are t be found there.

Marjorie Said:

Case study related to substance abuse?

We Answered:

Look at this site http://www.uvsc.edu/ethics/curriculum/bu…

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