Jobs That Literally Make People Sick

Jobs That Literally Make People Sickwriting A

Read the case under HR Oops! (in Chapter 4 of your textbook). Use the Argosy University online library for additional research, and do the following in a Word document: In 1–2 paragraphs, summarize the case and your research that relates to the case. In 2–3 pages, answer the following: What would be the consequences to an employer of having highly demanding jobs with low security, unfair pay, and little control? Explain and justify your answer. How could fish-processing plants like the one described here improve jobs so they can fill vacant positions profitably? Explain and justify your answer. Based on your research, explain at least three HR trends and practices that might help the organization analyze work, design jobs, and job flow. Explain and justify your answer. Apply the current APA guidelines to your work and use at least three resources in your response. Use the following file naming convention: LastnameFirstInitial_M2_A2.doc. For example, if your name is John Smith, your document will be named SmithJ_M2_A2. doc. By Wednesday, June 24, 2015, deliver your assignment to the M2: Assignment 2 Dropbox.

Assignment 2 Grading Criteria Maximum Points

• Clearly and concisely summarized the case and research that relates to the case in 1–2 paragraphs. 10
• Identified, explained, and justified the consequences to an employer of having highly demanding jobs with low security, unfair pay and little control. 25
• Identified, explained, and justified how fish-processing plants like the one described here could improve jobs so they can fill vacant positions profitably. 25
• Identified and explained at least three HR trends and practices that might help the plant improve jobs so they can fill vacant positions profitably. 25
• Applied current APA standards for editorial style, expression of ideas, and format of text, citations, and references. Supported assertions with examination of evidence by using appropriate sources (at least 3). Demonstrated a thorough and complete understanding of the concepts. 15

Total: 100

Paper For Above instruction

The case under discussion pertains to the adverse health effects faced by workers employed in demanding and hazardous jobs, specifically highlighting the case of fish-processing plants. These workplaces often involve intense physical labor, repetitive tasks, and hazardous conditions that contribute to stress, injuries, and long-term health problems. The case emphasizes how job design, security, pay, and control significantly impact worker well-being. Existing research underscores that such demanding jobs with low job security, unfair compensation, and little autonomy lead to negative organizational and individual outcomes, including high turnover rates, low productivity, and increased health-related absenteeism (Karasek & Theorell, 1990). This starkly affects organizational efficiency and profitability, raising critical HR concerns about job design and employee well-being.

The consequences for employers who maintain highly demanding jobs characterized by job insecurity, unfair pay, and limited control are multifaceted. Primarily, such conditions foster employee dissatisfaction, low morale, and burnout, which often result in increased absenteeism and turnover. These factors escalate recruitment and training costs, diminish workforce stability, and impair overall productivity (Siegrist, 1996). Furthermore, heightened stress levels among employees working under such conditions elevate the risk of occupational illnesses, absenteeism, and workers' compensation claims, ultimately increasing operational costs and reducing profitability (Luceño-Moreno et al., 2019). From a legal perspective, neglecting proper labor standards exposes organizations to potential lawsuits and regulatory sanctions. Conversely, a workforce characterized by job security, fair remuneration, and high autonomy tends to exhibit greater engagement, loyalty, and performance, which are crucial for sustainable organizational success.

To address the challenges faced by fish-processing plants, such as those described in the case, strategic improvements in job design and organizational practices are vital. Implementing greater employee participation in decision-making processes can increase job control, enhance job satisfaction, and reduce stress (Karasek & Theorell, 1990). Additionally, restructuring jobs to include variability, skill development opportunities, and ergonomic improvements can reduce physical strain and fatigue, thereby increasing productivity and worker satisfaction (Bakker et al., 2015). Offering competitive wages and providing job security through long-term contracts or benefits can also help attract and retain skilled workers (Kalleberg, 2011). These steps not only make jobs more attractive but can also improve organizational reputation and profitability, enabling the plant to fill vacancies more effectively.

Emerging HR trends and practices that can aid organizations like fish-processing plants include strategic workforce planning, implementation of comprehensive health and wellness programs, and leveraging technology for progressive job analysis. Strategic workforce planning involves analyzing current and future staffing needs to develop tailored recruitment and retention strategies that ensure labor continuity and skill alignment (Cappelli, 2019). Incorporating health promotion and stress management programs can mitigate physical and mental health issues prevalent among demanding jobs (Sallis et al., 2018). Additionally, advanced job analysis tools such as digital surveys and performance analytics enable organizations to design jobs that align with both operational needs and employee well-being (Teng & McNally, 2020). These HR practices can help in creating a sustainable workforce, optimizing job flow, and reducing turnover, ultimately leading to profitable operations and improved worker health and satisfaction.

References

• Bakker, A. B., Demerouti, E., De Boer, E., & Schaufeli, W. B. (2015). Job demands and resources as predictors of absence days and sick leave duration. Journal of Occupational and Organizational Psychology, 88(4), 720-734.
• Cappelli, P. (2019). Strategic workforce planning. Harvard Business Review. https://hbr.org/2019/01/strategic-workforce-planning
• Kalleberg, A. L. (2011). Good jobs, bad jobs: The rise of polarized and precarious employment systems in the United States, 1970s-2000s. Russell Sage Foundation.
• Karasek, R. A., & Theorell, T. (1990). Healthy work: Stress, productivity, and the reconstruction of working life. Basic Books.
• Luceño-Moreno, L., Talavera-Velasco, B., Madrid-Valero, J., & Ortiz-Cruz, J. (2019). Occupational stress and health outcomes in workers: Evidence from a systematic review. Work & Stress, 33(2), 132-154.
• Sallis, J. F., Owen, N., & Fisher, E. B. (2018). Ecological models of health behavior. In K. Glanz, B. K. Rimer, & K. Viswanath (Eds.), Health behavior and health education: Theory, research, and practice (5th ed., pp. 43-64). Jossey-Bass.
• Siegrist, J. (1996). Adverse health effects of high effort-low reward conditions. Journal of Occupational Health Psychology, 1(1), 27–41.
• Teng, Y. M., & McNally, K. R. (2020). Digital tools for job analysis and organizational design. Human Resource Management Review, 30(2), 100698.