Instead, the management of work should consider the protective factors of work that don’t affect the product or the service, but that are known to affect a worker’s mental well-being: • Psychological support • Involvement and influence • Organizational culture • Workload management • Clear leadership and expectations • Engagement • Civility and respect • Balance • Psychological competencies • Psyc. [...] 6 | HEALTH AND SAFETY GUIDELINES Research tells us that workers are more resilient when they: • are competent • feel confident in their decision-making and skills • feel like they contribute to a greater good • perform work that aligns with their core values • feel connected to their work • can decide how to perform their tasks • have the skills to adapt to change These are protective psychosocial. [...] • The Health and Safety Committee or Health and Safety Representatives can make a recommendation to the employer that such a standard is adopted by the workplace. [...] Many psychosocial hazards can be removed if the employer considers: • the attention required to perform the job • the memory and information processing required to perform the job • how the work system, process or equipment can create or lead to error • the sensory environment (how much information the worker needs to receive to do the job safely) • where and how workers interact with technology a. [...] The committee should ask: • Have the controls solved the problem? • Do the controls effectively reduce or eliminate the hazard to workers? • Have any new hazards been created? • Are new hazards appropriately controlled? • Are risks caused by any new hazards less severe than the original risk being addressed? • Do the monitoring processes determine when or where the control is or is not working? •.
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