2

Workplace Safety

THE Name OF THE File: Argumentative Research Paper

Introduction

One of the key concerns in the workplace is the issue of workplace safety which affects millions of workers in the world over. As per the International Labor Organization, (ILO)(2019), over 2.78 million employees die due to workplace injuries and occupational diseases on an annual basis (ILO, 2019). Furthermore, workplace safety is more beyond life and death rather it is also about dignity, health, and sanity. Physical, mental, and social issues arise in workers facing hazardous working environments. These problems do not only affect the individual workers themselves but also the organizations they work in and society as a whole. As noted by Nielsen and Taris (2019) workplace safety has a great impact on productivity, performance, quality, reputation, sustainability, and social responsibility of an organization. Hence, workplace safety is a basic human right and it’s the responsibility of each employee to ensure workplace safety. Workplace safety involves good leadership, training, and safety policies at the organizational level. It will also argue that it is a vital element of the health, dignity, and well-being of the employees and their effectiveness in promoting business success and continuity.

Safety in the workplace is a human right

Therefore, one of the important reasons for workplace safety is the fact that it is a human right that guards workers’ dignity, health, and life. The Universal Declaration of Human Rights states that “everyone has the right to work, to free choice of employment, to just and favorable conditions of work and to protection against unemployment.” According to the HRC (2020), every worker has the right to work in a safe and healthy environment. Workplace safety is critical in maintaining the physical, mental, and psychological well-being of the workers towards their performance.

Unfortunately, many workplaces throughout the world frequently disregard or abuse these human rights. It is important to remember that the freedom of association, the right to organize, and the right to collective bargaining are all inextricably linked to the right to a safe and healthy workplace. With the use of these rights, employees can ask their employers for improved working conditions and voice their complaints.

Workplace safety is a shared responsibility

Workplace safety is crucial because it requires collaboration among employers, employees, governments, and other stakeholders. The Occupational Safety and Health Convention requires member states to create, implement, and assess a consistent national safety and health policy. Each employer must guarantee the workplace, machinery, equipment, and procedures under their control are safe and healthful. In addition, every worker is expected to collaborate with the employer and take part in implementing preventive measures, as stated in the HRC (2020) guidelines.

Unfortunately, many workplaces around the world fail to fulfill or coordinate these responsibilities. Many stakeholders lack occupational safety and health understanding, commitment, and resources, according to the WHO (2021). Additionally, there exists a disconnect between policy and practice, as well as between the formal and informal sectors. Participatory workplace safety measures like joint health and safety committees, worker representation, and consultation are needed. These methods can improve teamwork, communication, and legal compliance. For instance, a recent study conducted by Lyubykh et al. (2022) discovered that employee involvement, management commitment, communication, feedback, and training have a positive impact on workplace safety climate and safety behavior.

Workplace safety requires effective leadership

The third reason for workplace safety is it demands efficient leadership that promotes safe practices, safety culture, and safety climate within the organization. Safety culture is the shared values, beliefs, and norms that influence how employees think and behave about safety concerns. The safety climate is the perception and attitude of the employees to the prominence and priority of safety at work. As Nielsen and Taris (2019) state, leaders who can exercise the power and responsibility of enforcing safety influence both safety culture and climate.
Yet, not all leaders can equally ensure workplace safety. There are some leaders who do not have the required knowledge, skills, and/or motivation for implementing safety policies and procedures. Some leaders might have conflicting and even competing interests that weaken the commitment to safety. There are also some leaders who might have a discouraging style and act negatively, or even authoritatively towards employees’ communications and participation. This implies that there should be a shift to safety leadership training and development programs that aim at improving the competence and capacity of leaders to influence safety outcomes. As an example, Duryan et al. (2020), and Lyubykh et al. (2022) have shown that safety leadership training enhances the leaders’ understanding, attitude, behavior, and skills about workplace safety.

Rebuttal of the Opposing Position

Those of the opposing view may argue that workplace safety is costly or impractical to implement or maintain workplace safety.  For instance, they may hold the position that the implementation of workplace safety measures is costly, time-consuming, and may require efforts that may be needed elsewhere in the company. They may further allege that workplace safety is of little importance or concern to many workers or employers, particularly in the informal sector and developing countries.

Nevertheless, there are several reasons why this position is flawed and weak. First, it ignores that workplace safety is a human right and shared duty that cannot be minimized. Second, it ignores evidence that workplace safety measures and programs can benefit workers and employers. Duryan et al. (2020) found that workplace safety initiatives reduce injuries, illnesses, absenteeism, turnover, compensation expenses, and improve productivity, quality, and reputation. Additionally, it does not address the implications of the COVID-19 pandemic and what lies ahead. The pandemic has revealed the weaknesses and disparities in numerous workplaces and workers, highlighting the necessity for more robust and flexible occupational safety and health systems (WHO, 2021). Thus, the argument that workplace safety is too expensive or impractical is erroneous.

Conclusion

To conclude, this paper has posited that workplace safety is an essential human right and collective obligation that necessitates competent leadership, training, and appropriate policies at all organizational tiers. Safety at work promotes workers’ dignity, health, and life. Besides, it contributes to better organizational performance and sustainability. Workplace safety involves something more than mere life. It is also about respect, health, and living conditions. Physical, mental, and social problems experienced by workers in their workstations include injuries, illnesses, stress, anxiety, fear, and low morale. These challenges inflict damages not only on the individuals affected but also the organizations in which they operate and the whole economy at large. Organizations should focus on workplace safety because it affects productivity, performance, quality, goodwill, sustainability, and ethical responsibility. Hence, all parties must cooperate to ensure that every person works in a safe and healthy environment.

References

Duryan, M., Smyth, H., Roberts, A., Rowlinson, S., & Sherratt, F. (2020). Knowledge transfer for occupational health and safety: Cultivating health and safety learning culture in construction firms.
Accident Analysis & Prevention,
139, 105496. https://doi.org/10.1016/j.aap.2020.105496

HRC. (2020).
Workplace – HRC. Human Rights Campaign. https://www.hrc.org/resources/workplace

ILO. (2019, April 15).
Safety and Health at the heart of the Future of Work: Building on 100 years of experience. Ilo.org. https://www.ilo.org/safework/events/safeday/WCMS_686645/lang–en/index.htm

Lyubykh, Z., Turner, N., Hershcovis, M. S., & Deng, C. (2022). A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.
Journal of Applied Psychology. https://doi.org/10.1037/apl0000557

Nielsen, K., & Taris, T. W. (2019). Leading well: Challenges to researching leadership in occupational health psychology – and some ways forward.
Work & Stress,
33(2), 107–118. https://doi.org/10.1080/02678373.2019.1592263

WHO. (2021). COVID-19: occupational health and safety for health workers: interim guidance, 2 February 2021.
Iris.who.int. https://iris.who.int/handle/10665/339151