Peter Hasle

Lean and the working environment: a review of the literature

Purpose – The effects of lean on employees have been debated ever since the concept was introduced. The purpose of this paper is to review the scientific literature on the effects of lean on the working environment and employee health and well‐being.Design/methodology/approach – Relevant databases were searched for studies of lean and the working environment. In total, 11 studies with quantitative effects of lean are included in this review. The methodology and results are analysed to extract information about lean and the effects on working environment.Findings – There is strong evidence for the negative impact of lean on both the working environment and employee health and well‐being in cases of manual work with low complexity. However, since examples of positive effects were also found in the literature, it is important to move from a simple cause‐and‐effect model to a more comprehensive model that understands lean as an open and ambiguous concept, which can have both positive and negative effects depe...

The working environment in small firms: Responses from owner-managers

Limited research has been conducted on owner-managers’ responses to the working environment (occupational health and safety). This should be understood in the light of the way owner-managers develop identity from their business, and a better understanding is needed to develop preventive programmes that fit the owner-managers’ interpretation of the working environment. Qualitative interviews were carried out with the owner-managers or the managers responsible for the working environment in 23 small firms from the construction and metal industries. The interviews were analysed for attitudes on the working environment, understanding of risk, responsibility for the working environment, and attitudes towards regulation. The analysis revealed both a great heterogeneity of views on the working environment and groups of owners who share important characteristics. Most owner-managers take a positive approach to the working environment, but also try to ‘talk risk down’, criticize regulation as bureaucracy and push a part of the employer responsibility on to the employees. They try to follow what they experience as a generally acceptable standard for the working environment among the stakeholders in the sector, but some owner-managers also tend to neglect the working environment. The reason for the down grading of risk and the push to share responsibility can be found in the close social relationships and the identity work processes of the owner-managers with their business. They try to act as decent people and thus avoid personal guilt and blame if employees should get injured.

Psychosocial work environment and its association with socioeconomic status. A comparison of Spain and Denmark.

Aims: The purpose of this study was to describe psychosocial work environment inequalities among wage earners in Spain and Denmark. Methods: Data came from the Spanish COPSOQ (ISTAS 21) and the Danish COPSOQ II surveys both performed in 2004—05 and based on national representative samples of employees with a 60% response rate. Study population was 3,359 Danish and 6,685 Spanish women and men. Only identical items from both surveys were included to construct 18 psychosocial scales. Socioeconomic status was categorized according to the European Socioeconomic Classification System. Analysis included ordinal logistic regression and multiple correspondence analysis after categorizing all scales. Results: A relationship between socioeconomic status and psychosocial work environment in both Denmark and Spain was observed, with wider social inequalities in Spain for many scales, describing a strong interaction effect between socioeconomic status and country. Conclusions: Socioeconomic status is related to psychosocial work environment and some adverse psychosocial conditions tend to cluster in lower socioeconomic status groups in both Spain and Denmark. This effect could be modified by a country’s characteristics, such as economic and labour market structures, normative regulations and industrial relations including work organization. Hence, preventive strategies to reduce social inequalities in working conditions should consider the combination of actions at the macro and micro levels.

From Conflict to Shared Development: Social Capital in a Tayloristic Environment

The Danish slaughterhouse industry is known for its Tayloristic organization of work, poor industrial relations with frequent wild cat strikes, and a hazardous work environment. However, a few slaughterhouses show big differences in sickness absenteeism, labour turnover and frequency of strikes. These slaughterhouses were studied in order to understand the latitude for cooperation and improvement of the psychosocial work environment. The results revealed that three out of four slaughterhouses studied have moved from a culture based on conflicts and opposing interests to a culture based on mutual trust and respect, thus developing social capital. Developing trust between production managers and shop stewards was the key to the new situation. This happened without jeopardizing the traditional roles of management representatives and shop stewards. The study indicates that there are possibilities of improvement of working conditions under a Taylorized regime based on collaboration between local management and workers. An important factor explaining the results is the strong position of the workers and their unions in the slaughterhouse sector and the general acceptance of unions in the Danish society.

Owner Attitudes and Self Reported Behavior Towards Modified Work After Occupational Injury Absence in Small Enterprises: A Qualitative Study

Introduction: Opportunities for modified work after an occupational injury are thought to be limited in small enterprises. This paper explores owner attitudes and self reported behavior towards modified work after injury-absence in small enterprises. Methods: Twenty-two owners of small construction and metal-processing enterprises were interviewed. Results: Opportunities for modified work were possible in spite of some owners’ general objections. Owners found their own solutions here-and-now without help from external stakeholders, and had little knowledge of possibilities for financial or practical support for early return-to-work initiatives. Conclusions: Initiatives formalizing modified work must be arranged in a way that supports the close social relations in small enterprises. Information to support the return to work process must be given when it is needed, i.e. at the onset of the prospect of lengthy work absence. The actual form of modified work should mainly be left up to the employer and the injured worker.

Determining minimally important score differences in scales of the Copenhagen Psychosocial Questionnaire

Aim: To determine minimally important differences (MIDs) for scales in the first version of the Copenhagen Psychosocial Questionnaire (COPSOQ). Methods: Data were taken from two separate studies: a national population survey (N = 1062), and an intervention study at 14 workplaces (N = 1505). On the basis of the population survey, the MID for each COPSOQ scale was calculated as one-half of a standard deviation (0.5 SD). For the core COPSOQ scales on ‘‘Quantitative demands’’, ‘‘Influence at work’’, ‘‘Predictability’’, ‘‘Social support (from colleagues and supervisors, respectively)’’, and ‘‘Job satisfaction’’, the MIDs were evaluated in the intervention study, where score differences for the scales were linked to the respondents’ global self-evaluation of the impact of the interventions. The scales were scored from 0 to 100 in both studies. Results: The MIDs calculated as 0.5 SD were, on average, 9.2 (range 6.8—14.9) for the long version scales, and 10.8 (range 7.6—14.9) for the medium-length version scales. The analysis of the self-evaluated changes on the scale scores for the core COPSOQ scales showed that the anchor-based estimates of MID were generally lower than 0.5 SD. Conclusions: We recommend the following MID values for the COPSOQ scales: ‘‘Quantitative demands’’, 0.3 SD; ‘‘Influence’’, 0.2 SD; ‘‘Predictability’’, 0.3 SD; ‘‘Social support from colleagues’’, 0.3 SD; ‘‘Social support from supervisor’’, 0.7 SD; and ‘‘Job satisfaction’’, 0.4 SD. For all other COPSOQ scales, where we do not have anchor-based results, we recommend the conventional MID value of 0.5 SD.

How to use programme theory to evaluate the effectiveness of schemes designed to improve the work environment in small businesses

Due to the many constraints that small businesses (SBs) face in meeting legislative requirements, occupational health and safety (OHS) regulatory authorities and other OSH actors have developed programmes which can reach out to SBs and motivate and assist them in improving the work environment. A number of conceptual models help to enhance our understanding of OHS interventions in SBs and their effectiveness. However, they have mainly been evaluated on output rather than the process relating to the change theory underlying the intervention, and hence have seldom been rigorously evaluated. Thus little is known about how particular features of SBs can be taken into account when designing and implementing national programmes. This paper shows how realist analysis and programme theory may be used as a framework for evaluating, developing and improving national intervention programmes for the improvement of the work environment and reducing injuries in SBs. It illustrates this for a specific New Zealand intervention: the Workplace Safety Discount scheme and its implementation in the agriculture sector. In practice, realist analysis should be performed during the planning, implementation and management stages so that ongoing findings can be fed back to the participant social actors to help them make appropriate changes to enhance the likelihood of success.

A Model for Design of Tailored Working Environment Intervention Programmes for Small Enterprises

Objectives Small enterprises have higher exposure to occupational hazards compared to larger enterprises and further, they have fewer resources to control the risks. In order to improve the working environment, development of efficient measures is therefore a major challenge for regulators and other stakeholders. The aim of this paper is to develop a systematic model for the design of tailored intervention programmes meeting the needs of small enterprises. Methods An important challenge for the design process is the transfer of knowledge from one context to another. The concept of realist analysis can provide insight into mechanisms by which intervention knowledge can be transferred from one context to another. We use this theoretical approach to develop a design model. Results The model consist of five steps: 1) Defining occupational health and safety challenges of the target group, 2) selecting methods to improve the working environment, 3) developing theories about mechanisms which motivate the target group, 4) analysing the specific context of the target group for small enterprise programmes including owner-management role, social relations, and the perception of the working environment, and 5) designing the intervention based on the preceding steps. We demonstrate how the design model can be applied in practice by the development of an intervention programme for small enterprises in the construction industry. Conclusion The model provides a useful tool for a systematic design process. The model makes it transparent for both researchers and practitioners as to how existing knowledge can be used in the design of new intervention programmes.

Low back strain in Danish semi-skilled construction work

Danish semi-skilled construction workers (SC-workers) perform a variety of tasks in building construction, civil engineering and rebuilding. A previous epidemiologic study indicated a high occurrence of low back pain (LBP) among these workers. The study was designed to quantify the major occupational risk factors associated with the development of LBP, i e, inclined postures, repetitive movements, heavy lifts, pushing/pulling motions, sudden unexpected strains and whole body vibrations in this group of construction workers. Firstly a study of occupational activity of 112 SC-workers on height construction sites during two separate five-days periods was carried out. This was followed by an observational study of the nine work tasks most common to SC-workers. Heavy lifts, pushing/pulling motions and sudden unexpected strain occurred most frequently in the work, while inclined postures, repetitive movements and whole body vibrations characterised different parts of the work. Assessments of the strain were made on the basis of techniques given in the literature.

Ergonomics and sustainability - challenges from global supply chains

The development of globalised supply chains is a major challenge for sustainability. For several years, there has been discussion within the profession whether and how ergonomics and human factors can play a role. Based on our research, we have identified five major challenges from global supply chains especially related to the social aspects of sustainability: (1) criteria for social sustainability, (2) the role of key performance indicators in the management of supply chains, (3) the constant changes in supply chains, (4) the challenge in establishing participation, and (5) the development of agency and regulatory mechanisms. There are obviously no clear and simple solutions to these challenges. One possible avenue for progress might lie in acquiring a greater understanding of the challenges from global supply chains and developing a strategy which combines social and long-term business sustainability. Starting from such a basis, the next step would be to find ways for the ergonomics and human factors community to create international collaboration which can impact specific global supply chains.