Mental Health at Work

L’implantation du Lean à l’hôpital suscite des débats sur les conséquences de cette nouvelle forme d'organisation du travail pour les professionnels qui y travaillent. L’objectif de cet article est d’en rendre compte de manière théorique et pratique.
Après avoir défini les principes du Lean, nous donnerons quelques points de repères historiques de l’implantation du Lean à l’hôpital avant d’analyser ses atouts, ses limites, les résistances qu’il provoque et les espoirs qu’il suscite. L’expérience québécoise en la matière viendra illustrer nos propos et témoigner de l’ampleur du changement induit par le Lean mais aussi de ses limites.

"Nel corso degli ultimi vent’anni, sulla scia del processo di crisi e tra- sformazione degli anni ’70, si sono verificati importanti mutamenti nei rapporti di lavoro, che hanno provocato lo scardinamento della centralità del rapporto di lavoro standard, ovvero il lavoro subordinato a tempo determinato. L’intento del libro è quello di analizzare tali mutamenti nel loro contesto storico di riferimento, alla luce della recente diffusione di forme di precarietà lavorativa. A tal fine, viene preso in esame il processo di “flessibilizzazione” che ha interessato i rapporti di lavoro a partire dagli anni ’80. Di esso viene tracciata l’evoluzione sia attraverso la ricostruzione dei principali interventi legislativi e delle politiche del lavoro ad essi legate, sia tramite l’analisi dell’impatto effettivo del- l’introduzione dei cosiddetti lavori “atipici” sull’occupazione e sull’intero mercato del lavoro.
Un’attenzione particolare è riservata all’analisi delle trasformazioni avvenute in seguito ai mutamenti dei rapporti di lavoro nell’occupazio- ne femminile e nelle modalità di partecipazione delle donne al mercato del lavoro.
L’interrogativo di fondo è se la generalizzata diffusione di forme di precarietà lavorativa sia davvero l’esito inevitabile di quel processo di “flessibilizzazione” dei rapporti di lavoro portato avanti negli ultimi due decenni."

Les questions de santé mentale au travail se sont diffusées dans l'espace syndical par le biais de dispositifs de formation, recherches-action, colloques? L'expertise se développe et suscite de nombreux questionnements, comme le montre l'Observatoire du stress et des Mobilités forcées à France Télécom. Occupant un double positionnement, syndical et scientifique, cette structure créée par deux syndicats - Sud-PTT et la CFE-CGC - atteste les capacités de collaboration entre chercheurs et militants, ainsi que la montée en force d'une expertise des « risques psychosociaux » et des cabinets de conseil. La difficulté à exporter ce modèle institutionnel soulève les limites de l'action intersyndicale mais aussi de l'enrôlement de chercheurs, dans un contexte conférant pourtant une certaine pertinence à des formes alternatives et intersyndicales d'expertise et d'action.

Based on the clause 3.8 and 3.9 of OHSAS 18001:2007 (http://www.vorfall.info), incidents in occupational health and safety management can be classified in 12 different categories. The table is simple: This paper just has one page. (By the way, the first ISO 45001 draft failed to provide such a categorization.)

Text version:
Incidents which …
    1.1.1.1  … have caused physical ill health
    1.1.1.2  … have worsened physical ill health
    1.1.2.1  … could have caused physical ill health
    1.1.2.2  … could have worsened physical ill health
    1.2.1.1  … have caused mental ill health
    1.2.1.2  … have worsened mental ill health
    1.2.2.1  … could have caused mental ill health
    1.2.2.2  … could have worsened mental ill health
    2._.1._  … have caused injury
    2._.2._  … could have caused injury
    3._.1._  … have caused fatality
    3._.2._  … could have caused fatality

2016-01-15: ISO 45001 probably will support 16 incident categories.

This thesis examines the concept of Canadian work experience to explore its origins as an ideological construction whose constituent work practices can be traced. Canadian work experience has no stable inherent meaning; its meaning is relational, contingent upon processes of gender, race, ethnicity, and their interconnections. Employing Dorothy E. Smith‘s (2005) institutional ethnography, I begin with the experiences of immigrants in a school board co-op program and investigate the policies and work practices of people that give shape to the meaning of Canadian work experience. The vibrancy of the participants‘ life stories are conveyed through a Reader‘s Theatre, an arts-informed research tradition. Within the taken-for-granted ideological frame of Canadian work experience, volunteer work is posited by many as a good strategy for immigrants to get established in the labour market. Immigrants often obtain volunteer experience though co-op programs, a large number of which are operated by school boards.

The co-op programs operationalize the absence of Canadian work experience as an individual deficit, and in so doing, position immigrant professionals in precarious employment relations. My research reveals that immigrant professionals with graduate degrees and years of international work experience are put through curriculum designed for adolescents with limited work experience, and, as part of the co-op program, often perform over 400 hours of unpaid work in private manufacturing companies, banks and other for-profit ventures. I argue that the co-op programs contribute to the stratification of the labour market along racial and ethnic lines as many co-op courses explicitly restrict eligibility to immigrants who speak English as a second language, and 75 per cent of immigrants are people of colour (Statistics Canada, 2008). The co-op program is one site where immigrants learn how their differences with respect to language and work experience are made to matter. Their past experience is not considered relevant, their educational achievements are downplayed and the value of their labour is eradicated. This repositioning – treating highly skilled immigrants, specifically non-native speakers of English as inexperienced high school students – is itself a process of racialization, but one that is cloaked behind the ideological construction of Canadian work experience.

Tuzla’yı, Davutpaşa’yı, Karadon faciasını, saatli bomba asbestin etkilerini anlamak için kılavuz bir kitap. Usta sosyolog Thébaud-Mony hepimizin bir politika olarak uygulanan güvencesizleştirme ile nasıl sağlık ve canımızı kaybettiğimizi, Fransa, İtalya, Hindistan, Brezilya, Güney Afrika, Kanada’dan somut örneklerle anlatıyor. Sırf iş güvenliği uzmanları için değil, güvenceli güvencesiz, evde, işyerinde, kadın, erkek, Türkiyeli, göçmen çalışma hayatının içindeki herkes için bir ‘YANGIN ALARMI’ veriyor bu kitap.

Multidisciplinary teams (MDTs) are conventionally recommended in mental health
care literature as an important way to offer holistic treatment provision to patients. This
study aims to explore multidisciplinary teamwork in contemporary mental health
settings, particularly what aids and hinders the process of multidisciplinary teamworking,
and the social work contribution in such teams. In order to attain an in-depth
exploration of these phenomena, a single case study design was employed. Within this
design, data were generated through semi-structured interviews and structured
observation of a mental health MDT in Ireland. These data were analysed using
interpretative phenomenological analysis. The research highlights how the concept of
mental illness is contested within this MDT, with the medical model dominant within
an environment of fluid working arrangements. Professional role blurring and
stereotyping were found to impact the division of labour on this team, with role
negotiation found to be an integral part of retaining a professional’s practice identity.
This research raises concerns for social work’s capacity to function within mental
health MDTs in Ireland, and highlights ways in which social work educators might
respond in order to empower Irish social workers to meet the challenges of mental
health multidisciplinary teamworking.

This chapter aim at clarify the concept of situation or situational analysis in order to understand “social transition” and how people involved think about it. What kind of narratives is used to think about a social transition. A transition could reveal a change in social structure and in social meanings.

Key messages • Good mental health is essential for maintaining a sufficient and productive workforce. Mental health and wellbeing promotion in the workplace has health, social and productivity benefits. • A comprehensive policy of mental health at work includes workplace mental health promotion as well as assessment of psychosocial risk factors. • Solutions include the creation of healthy and friendly workplaces that promote mental health by good and safe working conditions, a healthy management style that potentiates positive mental health and wellbeing, good possibilities for work-family reconciliation, access to stress management programmes, and extension of occupational health and safety activities to mental health promotion. • Support and assistance to workers experiencing mental health problems should be provided at the workplace by collaboration between management and occupational safety and health agents. • Positive work affiliation in times of sickness should be maintained by implementing part-time sickness absence as an alternative to full sickness absence. What is mental health? Embedded in socioeconomic and environmental frameworks, mental health is not just the absence of illness. Mental health is a state of well-being in which every individual realises their own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community. Importance of mental health in labour policies Poor mental health is strongly linked to lost productivity due to high levels of presenteeism, absenteeism and early retirement. The workplace environment is a key setting for mental health promotion and the prevention of mental disorders in the adult population, as the majority of this group spends large amounts of their time at work. At its best, the work place provides the individual with a sense of identity and self-respect, meaning in life, mastery, belonging, social support and participation. Which are the benefits of incorporating mental health in labour policies? Mental health and wellbeing promotion and mental disorder prevention are effective and cost-effective means of improving workforce mental health and productivity. Workers with good mental health have higher lifetime productivity and wellbeing. Family friendly workplaces will reduce the family burden and allow for an increase in birth rates. Stress management and measures to prevent a high demand and low control environment, will avoid ill-health consequences. Recommendations • Prioritisation of psychosocial risk identification by occupational health and safety. • Raising awareness in enterprises of the potential benefits of mental health promotion and disorder prevention. • Implementation of early intervention and inclusion programmes for employees with mental health problems. • Promotion of positive work affiliation by implementing graded sickness absence as an alternative to full sickness absence. • Implementation of intersectoral collaboration and training in mental health promotion and disorder prevention. • Dissemination of good practices supporting mental health of employees. • Legislation development to promote family friendly workplaces. On behalf of the EU Joint Action for Mental Health and Wellbeing, this policy brief has been compiled by Maria João Heitor in collaboration with Arne Holte. Maria João Heitor is Director of the

Command economy carryovers and recently implemented labor relation models mark Vietnam’s engagement with global capitalism. Numerous social and economic entitlements are tied to household registration policies, whereas tripartitism is increasingly the mode through which labor and social protections are accessed.Trade unions have a newfound dual function—they must meet the needs of both party and workers.This structural framing shapes workers’ precariousness, marked by insecure work and changing “traditional” social support institutions, particularly the family and community. Insecure work and changing social protections orbit around one another, yet this precariousness is managed through new, worker-initiated support networks.

This editorial for a special issue of Interface discusses the events at the Lonmin platinum mine at Marikana, South Africa as symbolic of the changing role of trade unions. While official trade unions in particular have been dramatically transformed through neoliberalisation, new labour movements can be found both at the grassroots among rank-and-file workers and at the margins, among the precarious, the unemployed and informal workers. The editorial also discusses articles in the special issue and concludes with a discussion of the rebirth of labour as part of a wider movement for global justice and solidarity

The purpose of this paper is to explore the influence of the physical workspace and work health on workplace connectivity (level and type of interactions). It summarises the first stage of research being undertaken by an interdisciplinary team of researchers 2 on a university engineering research department that is relocating into temporary office accommodation. The research incorporates the measurement of spatial and social connectivity, as well as work health on two occasions: prior to the relocation from traditional cellular office accommodation and following the relocation into an open plan workspace. On completion of both stages, comparisons will be made to assess for changes that could be attributed to the change in workspace. The measurements taken before the move to temporary accommodation showed a limited level of physical connectivity in the traditional cellular office space. There were a number of individuals in the research department that had a much greater level of soc...

The precariousness of labour is a characteristic of the labour market that is becoming increasingly widespread in the more highly developed capitalist societies. The chapter studies how this phenomenon has been represented in Italian statistical sources in the last thirty years. The aim is to reconstruct a picture of the precariousness of work as it emerges from this particular type of source. For this reason we will be specifying the type of quantitative and qualitative analysis of the phenomenon, the criteria of classifi- cation and the terminology. These are all elements that together constitute the language of the sources examined and thus represent the medium and mode of presentation of the phenomenon in these sources. Italy in the last thirty years is referred to because here, as in other industrially very advanced countries, the phenomenon of precarious work contracts has reached increasingly significant levels. The historical point of view adopted in the chapter enables us to make three clear points. First, the precariousness of labour as studied is not a new occurrence in the history of industrial capitalism. Second, the reasons why this phenomenon has reached an unprecedented level in more recent times have been examined. Third, historical analysis is particularly useful in the critical examination of statistical sources, both in order to question how far they can be trusted to reflect the true extent of the phenomenon and in order to reconstruct the kind of representation they afford of job precariousness.
Gender specifics are also considered and a comparison is made between the trend in Italy and that in other European countries.

This chapter addresses the associational rights of undocumented migrants. The right to organise is highly valuable for this group of workers. It not only helps them access important workplace goods; it also promotes their social integration. However, undocumented workers face at least two types of hurdles in their associational activity: first, in some countries, the state bans their unionization and the employers have the power to dismiss them if they associate. Second, on other occasions, the unions themselves exclude them from membership. Are these obstacles compatible with human rights law? The question is addressed in light of the case law of the European Court of Human Rights. The chapter concludes that banning undocumented workers from forming or joining associations (including trade unions) is incompatible with fundamental liberal values of the European Convention on Human Rights.

The concept of political congruence is introduced as predictor or explanatory factor of trade
union renewal. Strategic change is more likely to succeed when political congruence exists
between the values, expectations and intended outcomes of the three sub-sets of leaders,
activists and members in a union. Political congruence (P/c) is defined as convergence of shared
political values and vision. For P/c to occur a particular chemistry of independent factors needs to
coalesce. The authors note, in particular, that there have been exceptional periods of individual
union growth, measured in terms of membership, density and effectiveness. These episodes of
exceptional growth need to be studied and understood, if one is to make sense of debates on
union ‘renewal’.

Guia da campanha : gestão do stresse e dos riscos psicossociais no trabalho

A presente brochura constitui o guia principal da campanha «Locais de trabalho saudáveis contribuem para a gestão do stresse» 2014‑2015, organizada pela Agência Europeia para a Segurança e Saúde no Trabalho (EU-OSHA). O seu principal objetivo é ajudar os empregadores, quadros dirigentes, trabalhadores e representantes dos trabalhadores a reconhecer e a gerir o stresse e os riscos psicossociais no trabalho.