Coping at work
Coping at work
Coping at work
Coping at work
Well-being at work is about safe, healthy and productive work done by skilled employees and work communities in well-managed organisations. Employees perceive their work as meaningful, rewarding and giving them a sense of control over their lives. Well-being at work is a worker's experience of how safe, healthy, well-managed and well-organised his or her work is, how effectively changes at work are managed, the level of support provided by the community, and how meaningful and rewarding he or she perceives his or her work to be, taking into account skills and productivity requirements.
Work capacity is the balance between a person's resources, such as health, ability to work, functional capacity, skills, education, values and attitudes, and work. Work includes the content of the work itself, the demands and organisation of the work, the management of the work community and the work environment.
Harassment is an act that is unilateral in nature and unwilling on the part of the harasser. Harassment and inappropriate treatment are prohibited by the Occupational Safety and Health Act. The Gender Equality Act prohibits harassment on the grounds of sexual and gender. Employers have a duty to prevent harassment and must take the necessary steps to investigate and eliminate harassment as soon as they become aware of it.
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You must report any accident at work to your employer in accordance with the agreed procedures at the workplace. Notification must be made as soon as possible, taking into account the circumstances. The employer must report the accident at work to his/her own insurance company. The employer must report the accident without delay and at the latest within ten working days of receiving the information.
Employers are obliged to take out and pay for insurance against accidents at work and occupational diseases for their employees from the insurance company providing accident at work insurance. Insurance against accidents at work and occupational diseases covers the costs and loss of earnings incurred by the worker as a result of an accident at work or an occupational disease. The insurance is valid at the place of work and for journeys between home and work.
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Assessing work stress and taking measures to reduce it, as well as promoting work resources, will help you to cope with the stresses and strains of the job. Job demands refer to the physical, psychological, social and organisational aspects of work that require both mental and physical effort from the worker. These may include time pressure or problems with the working atmosphere.
Work resources are the physical, psychological, social and organisational aspects of work that help to achieve work objectives, reduce work demands and their negative consequences, and promote individual growth and development. Work resources can include, for example, the meaningfulness of work, opportunities for influence, social support and feedback at work. Sometimes a factor can be both a demand factor and a resource factor. This could be, for example, commitment to work, which is usually a positive thing, but too much of it can lead to overload, i.e. over-commitment to the job or organisation.
Recovery from workload is a key factor in job satisfaction and employee well-being. During recovery, the worker's resources are replenished and he or she returns to the level before the workload. The best situation from a health point of view is that the worker has time to recover from the workload before he or she has to exert himself or herself again. Leisure time is the main time for recovery, but recovery should also take place during the working day. Recovery can be promoted by psychological detachment from work, relaxation, experiences of skill mastery (e.g. learning a new skill), social support and a healthy lifestyle, among other things. Being able to decide, i.e. control, what to do, when and how much to do in your free time also contributes to recovery.
The aim of occupational safety and health is to ensure safe, healthy, comfortable and stimulating working conditions and to support staff's ability to work. Personal well-being at work is also influenced by skills and the experience of meaningful work, work-life balance and the functioning of the work community.