Team working 44-5 self-managed

Individual vs. group designs for work. A key initial decision is to either enrich individual jobs or create self-managing work teams. This also includes consideration of whether any redesign should be undertaken and its likelihood of success. 

Van dta Vegt, G. S., Bunderson, S., Kuipers, B. (2010). Why turnover mattos in self-managing work teams Learning, social integration, and task flexibility. Journal of Management, 36(5), 1168-1191. 

Use self-managed or self-directed work teams. 

One of the first areas for consideration by safety and health professionals is a self-examination of each and every member of your management team. Bad bosses equate to an unhappy worker and potentially unsafe situations. Arguable, unhappy workers correlate to unsafe workers, which parallels increased workers compensation, health insurance, and related costs. In a recent study, only 36 percent of American workers reported they were happy at their jobs. That means that as many as 64 percent are unhappy at work—and their bosses appear largely to blame. In fact, 65 percent said a better boss would make them happier at work only 35 percent chose a pay raise. Furthermore, the study found in terms of the impact a boss has on employee health, 73 percent of those in their 20 s and 30 s said their health was at stake while only 40 percent of those 50 and older felt this way, and when stress levels rise at work, 47 percent reported their boss does not stay calm and in control. " ... 

Plant start-ups are best managed by having the first-line supervisor function in the leadperson role. In these situations, the technical expertise of the workers is low. Supervisors should be selected, therefore, primarily for their technical abilities. Team training should be provided, however, to all workers and managers when possible to prepare them for an eventual transition into a team organization. Some organizations have attempted start-ups with self-directed work teams, usually with disastrous results. Afunctional organization works best for start-ups. 

The US Department of Energy, Human Performance Improvement Handbook, Volume II, has several surveys and tools that can be used to aid in defining the organizational safety climate, human performance gap analysis tool, and a job site condihons self-assessment (Volume 2 Human performance tools for individuals, work teams, and management, human performance improvement handbook, 2009). 

Don t make management decisions alone. A team response is essential, especially when working with people who have personality difficulties or who recurrendy self-harm consider a formal MDT meeting. Actively involve Catriona wherever possible, and explain the plan to her in the presence of her named nurse/ward manager to ensure everyone hears the same message. 

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