By Darren Hockley, MD at eLearning company DeltaNet International.
The HSE recently published its providing statistics on work-related ill health and injuries. The report highlights the financial costs to Britain and breaks down the data by industry.
In addition, the report compares the UK with other European countries and presents statistics on the number of companies that have been prosecuted as a result of a negligent approach to health and safety at work.
This article will address the highlights of the report whilst evaluating its contents. It will also provide practical advice on how to ensure that health and safety is a priority issue in your workplace.
Work-related stress, depression, or anxiety is on the rise
There has been a gradual increase in the rate of self-reported work-related stress, depression, or anxiety over the past few years: whilst there were this increased to 602,000 in 2018-19. Despite this increase, the number of working days lost due to stress, depression, or anxiety fell from 15.4 million to 12.8 million.
The reduction in the number of working days lost in spite of the increase in the frequency of reported cases could be attributed to several different factors. Depending on your point of view, this trend could be interpreted in a positive or negative light.
On the one hand, these statistics could indicate that UK employers are becoming more aware of work-related mental health issues and more adept at helping employees to cope; on the other hand, this could suggest that employees are continuing to work even though they are not in a fit mental state to do so, putting themselves at serious risk of burnout.
Broken down by industry, the prevalence rates for work-related stress, depression, or anxiety show that these conditions are most common in the public administration and defence sector – 2.50% of workers in this area were affected, compared to 2.12% in health and social work and 1.94% in education.
The HSE’s statistics on the leading causes of work-related stress, depression, or anxiety are also revealing. 44% of those affected attributed their condition to excessive workload, whilst 14% associated their mental condition with a lack of support from employers and 13% felt that violence, threats, or bullying were the primary issue.
From a pastoral perspective, then, it’s clear that businesses need to pay attention to their employees’ workloads and monitor any cases of reported violence, threats, or bullying very closely. It’s also important to create a working culture in which people feel that they can speak out and to show full support to employees who confide in their managers about stress or bullying.
Non-fatal workplace injury is on the decline but 147 workers were killed at work during the last year
Aside from mental health, the report provides illuminating data on the frequency of workplace injuries in the UK over the past year. Promisingly, the rates of both non-fatal and fatal injury are showing a downward trend in the long term. Non-fatal injuries have seen the most substantial decrease in recent years.
The most common cause of non-fatal injury was a slip, trip, or fall on the same level (29%) – falls from a height were much less frequent at 8%. Injuries related to handling, lifting, or carrying were the next most common at 20%, followed by employees being struck by a moving object at 10%. The fact that these types of avoidable injury are occurring less often shows that employers are taking a more diligent approach to preventing them.
That said, a worrying trend identified by the non-fatal injury statistics is that workers are just as likely to be injured through acts of violence as falls from a height, with 8% of incidences being attributed to both causes. Clearly, it is vital that employers adopt a zero-tolerance policy to any form of violence in the workplace and educate employees on the issue.
As you can see from the graph below, the rate of fatal injuries at work has decreased fairly consistently over the past 20 years. Whilst this is promising, the number of work-related deaths has plateaued in recent years, with 147 workers being killed during 2018-19.
Source: HSE 2019
The statistics on fatal injuries are also broken down by industry and cause. 21.8% of deaths were in the agriculture, forestry, and fishing industries, followed by 20.4% in construction and 17.7% in manufacturing. Falls from a height were the most common cause of death at 40%, with 30% of workers being killed by a moving vehicle and 16% by a moving object. Companies should consider the prevention of these types of death to be a health and safety priority.
There were fewer prosecutions related to health and safety at work than in previous years
One of the key findings of the HSE report was that the number of prosecutions related to health and safety at work fell from 493 in 2017-18 to 364 in 2018-19, resulting in an astonishing decrease of £18.1 million in the amount that companies were fined. Combined with the statistics on decreasing non-fatal injuries, this data suggests that employers are tackling health and safety issues more effectively.
Overall, however, the cost of work-related injury and new cases of ill health in 2018-19 was £15 billion, the same figure as the previous year. The statistics show that 57.3% of these costs are incurred by individual employees themselves. Given that non-fatal injuries have decreased by a significant margin, the average financial cost of incidents must have increased.
Whilst many of the statistics in the report are promising for health and safety in the UK, the consistently high cost of work-related injury and new cases of ill health highlights the need for businesses to prioritise the wellbeing of their employees. Based on the report, particularly areas to focus on include the promotion of mental wellbeing at work and the prevention of non-fatal incidents such as falls or slips.
Workplace training is one of the most important ways companies ought to invest in their workforce. We know it builds and broadens employees’ skill sets, but it also empowers people to take control of their own health and safety by informing them of their rights and responsibilities. Employees that have a clear understanding about risk assessment and mitigation will be more likely to protect their own wellbeing and speak up if they spot a hazard.
Motivate Your Management Team
A management team, typically a group of people at the top level of management in an organization, is a team of people in the top level of managerial leadership of a business or an organization. It may consist of one person at the top level or more than one person at the top level. In this article, we are going to talk about what it takes to become a successful manager of a company and the different types of managers that can be found.
Team members will usually work in teams of two or three people. They will work together to accomplish a specific goal that the organization has set for them. These goals and the ways to reach them vary. Sometimes a management team will work in teams to achieve the same goal but in different ways. Sometimes they will work in teams to solve a particular problem.
When a team begins working, they will usually meet for the first time at their office building or another place where they will gather. They will be given a specific mission statement that they will be working towards. There will usually be meetings on a regular basis so that the team can discuss what they have done so far. If there is anything that needs to be worked out, this meeting will occur to ensure that all questions have been answered.
When it comes to meeting deadlines, there are often things that the team members will need to do in order to meet their deadline. They will have to come up with the proper solutions. Once they have done this, the next thing that needs to be done is to ensure that the other members of the team are aware of what the solution is.
Sometimes, the team members will meet at different times. This is very common for people who will have different duties and who are not always available at the same time. They can meet at random times but it is very rare for there to be meetings that occur during the night. Sometimes these meetings are held after lunch and sometimes they happen after dinner.
When the team members meet, they will need to be organized. They will need to take all of the necessary items and papers to the meeting and not leave any behind. The meeting will begin with a presentation that will be made by the team leaders that will describe what they have done so far.
After this presentation, the team members will then have to sit down with the other team members to discuss what they have discussed. This is often a very productive way to get everyone talking about what they have accomplished so far.
To be a good manager, you must be able to organize yourself and your team. This is also necessary in order for you to be able to motivate your team.
One of the ways that you can motivate your team members is by encouraging them to get things done that they want to do. By doing this, they will be able to get excited about what they are working on. The excitement that they will feel will motivate them to work even harder and to complete the task as soon as possible.
Another way that you can motivate your team members is to give them rewards. In this case, they will know that there is something for doing a great job. They will know that if they have good performance, there will be a reward for their hard work.
It is also important for you to provide support to your team members. by helping them find jobs and making sure that they are able to find employment. This will encourage them to be self-motivated and to perform better on their jobs.
When you provide support to your team members, they will feel valued and respected. This will allow them to feel as though they have an employer who is willing to put in a lot of effort in order to help them get what they want out of their jobs.
The Income Approach Vs Real Estate Valuation
The Income approach is only one of three main classifications of methodologies, commonly referred to as valuation approaches. It’s particularly popular in commercial real estate valuation and other business valuation. The key difference between the three methods is that the Income Approach relies on the idea of income as a measurement rather than an absolute number.
As with all three different types of valuation methods, the underlying assumption is that price is determined by cash flows. This means that in order to determine the value of a particular asset or business, there must be an exact amount of money spent. When an individual or firm makes a purchase, they will pay money for the product and they will make payments for the privilege of continuing to use that product over time. These payments are called “cash flows.”
Real estate appraisals are based on this simple concept. There are many realtors who work at the level of measuring the net worth of a home or building by considering the current mortgage and interest owed on that loan. The appraiser uses these numbers as the basis of his or her opinion about the fair market value of the property.
On the other hand, when the method you choose is the income approach, the appraiser focuses instead on the income earned by a person or entity. This can be based on both sales volume and earnings of each employee. A company may use the income approach to calculate the value of its inventory and accounts receivable based on the income earned by the company or group of employees.
The basic concept behind the approach is that cash flows should be considered as the basis for making decisions about what kind of business or service is right for a person or group. These cash flows include the income earned by employees, purchases made by the company, and the sales volume of goods or services produced by the company. The income model is often used to value homes, businesses, real estate, and other valuable assets. in order to determine their fair market value.
The primary difference between the realtors’ method of valuing the home and that of the income approach is that the former considers only one way that the value is going to change in value over time. While realtors look at the home’s market value to determine if they can sell it and the approach works out the value of the home by using the current sales price plus the future sales price plus some percentage of the gross value of the home, the income approach values the property only by the amount of money paid out over time. on monthly or annual payments. The difference in the two approaches is that the realtors use the gross value of the home as their basis and the approach uses the net cash payments.
Because of this difference in the valuing models, some people prefer the income approach over the realtors’ approach. Because realtors’ models involve an element of forecasting, they aren’t as helpful in determining the fair market value of a property, and they are not very useful in making long-term financial plans. On the other hand, the income approach can be very helpful in helping you decide if your home or business is worth buying.
While tax benefit of the income approach can also play a part in determining its value, it will not be nearly as large as the tax benefit of the realtors’ approach. In addition to providing tax benefits, the approach allows the person or organization to buy a home or business that is under-priced because it may increase their tax benefit. in the long run. Because this is not the primary reason that most realtors use the approach to value properties, it is not as well known as the realtors’ method, but it can be very useful for some people who don’t want to invest a large amount of time in planning their future, so they may want to consider it.
How To Create A Leadership Philosophy
A leadership philosophy describes an individual’s values, beliefs and principles that they use to guide a business or organization. Your leadership philosophy can be based on your personal traits and beliefs or it can be based on what you believe is best for the organization you work with. In order to improve your management style and leadership style, you need to understand your leadership philosophies. It can either help or hinder you.
Your personal philosophy, or personality, is largely influenced by your personal beliefs and character. It helps guide you and keeps you on track. If your personal philosophy supports the goals and mission of the organization, it will motivate you to pursue those goals. If it doesn’t, it can hinder you from achieving your goal. Your personal philosophy can be as varied as your own personality and beliefs.
A good leadership philosophy can be created through the development of personal values, goals and dreams. Through this process you will discover that some personal values are important and others aren’t. You can make the difference and decide which ones are more important than others. Once you have a firm foundation established, you can move on to finding a way to achieve your objectives.
Personal philosophies need to be examined in terms of their relevance to the organization’s mission. Your leadership philosophy needs to be based on whether the organization or the leader wants to help people or just help themselves. If it is the former, then your personal philosophy should focus on providing the resources needed to make it happen. If it is the latter, then your personal philosophy should focus on helping those who need it most.
Another part of your personal philosophy should look at the individual needs of the organization. If the organization is looking to help the underprivileged, your leadership philosophy should be focused on assisting them in getting a better education so they can get a better job and earn more money. This is a prime example of a personal philosophy that would not benefit the organization in any manner.
Leadership is a process, not a person. Leaders need to be willing to change and adapt in order to get the job done right. Leaders should always try to learn from the past mistakes and try to improve on the mistakes that they made. have made and this is not possible if a leadership philosophy doesn’t allow them to grow and change as individuals in the organization.
Your personal philosophy should be aligned with the values of the organization in which you are working with. You need to create a vision that your organization has. Your vision can be anything from the improvement of the organization to the success of the employees. Your vision can be a company motto, mission statement or a corporate image.
Leadership isn’t about being the leader of all or nothing. It is about bringing in the right people to make the organization the best it can be and growing it over time. There are a lot of people who are qualified to lead an organization but don’t get the opportunity because they don’t have the right leadership philosophy. The more qualified individuals you can hire, the higher your chances of success and the better results you will see.
The best leaders aren’t the ones who walk into the building and are the leader but are the one who goes out of their way to show the organization how they feel. They do something that no one else in the room is doing. They give their time and effort in order to make their organizational goals come true. They work hard and are willing to do the work, but not do it for others, they do it for themselves and they don’t let anyone else take advantage of them.
Creating a leadership philosophy can be a good idea to help you in building your leadership team. When you create a good leadership philosophy, it creates a level of respect and integrity within the organization.
Developing a personal philosophy can be very beneficial to an organization. It can be the thing that gives your organization a sense of self worth.
Motivate Your Management Team
A management team, typically a group of people at the top level of management in an organization, is a team...
The Income Approach Vs Real Estate Valuation
The Income approach is only one of three main classifications of methodologies, commonly referred to as valuation approaches. It’s particularly...
How To Create A Leadership Philosophy
A leadership philosophy describes an individual’s values, beliefs and principles that they use to guide a business or organization. Your...
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