Summary
A tool for identifying psychosocial risks in the different work areas of hotel facilities is necessary, which can be applied by the HR specialists of each Organization in order to influence these risks that may be affecting not only the health of the worker but the results of the Company.
Introduction
Occupational risk prevention must have a global vision that includes not only the safety, hygienic, ergonomic and psychosocial risk factors, but also the interrelationship between the different risks. This interrelation and interdependence requires a comprehensive and integrated approach, that is, implemented in all areas and decision-making of the company.
Occupational risk prevention must reach all workers as a single, undifferentiated and coordinated action; It is multidisciplinary in its application and interdisciplinary in its conception, because it is everyone's domain and nobody's property, it is not the competition of a single scientific discipline, all specialists and managers of the organization must carry out prevention actions. In addition, since it is impossible to establish prevention measures seeking a solution for each psychosocial risk factor, and given the multiple causes and effects of disturbances and health problems caused by psychosocial factors, a multidisciplinary approach is necessary for them in the work, and a systematic approach with a set of strategies should be taken.
For all the above, the prevention of psychosocial risks at work will have to be:
- Comprehensive and global, that is, it should not be limited only to the job position, but it will contemplate all the factors that may affect the worker Multidisciplinary, that is, it must be contemplated from the different preventive disciplines Integrated and participatory, that is, they have All the workers and hierarchical levels must intervene and get involved, including the management of the Company. Systematic and structured, that is, it does not involve a specific action but a series of actions prolonged over time.
For training and information to work in an agile and effective way in the prevention of psychosocial risks, the appropriate communication channels must be available. These can range from convening briefings, to direct oral transmission, briefing notes, posters, etc.
In addition, the training activities must be sufficient and appropriate, taking into account the job and the function of the worker, it will be facilitated, especially, when the incorporation to the job, the change of position or function or a new one is introduced. technology, and will be established periodically. If it is considered necessary, it will be developed during the working day, it will be free and it will be carried out with an active and participatory methodology. The preventive actions to be carried out in the area of psychosocial risk factors must be proposed with the same sequence as any other evaluation risk.
The evaluation of occupational risks has been defined as the process aimed at assessing the magnitude of those risks that have not been avoided, obtaining the necessary information so that the employer is in a position to act appropriately on the preventive measures that must be adopted (Surgeon, 2000). For this reason, the psychosocial risk assessment includes the identification of the psychosocial risk, the description of the psychosocial risk and the assessment and classification of the risk, and in the planning of the activity the proposals of preventive or corrective measures are made to eliminate, avoid or reduce psychosocial risks.
We propose a viable tool for the identification of psychosocial risks and their evaluation in Organizations. You do not have to dedicate resources to hiring specialized personnel to carry out the study in the areas, the very personnel who work in the HR department of the Organizations can take on the job.
Development
Psychosocial risks are harmful characteristics of work organization, which we can identify through four dimensions:
- Excess psychological demands: when we have to work quickly or irregularly, when the job requires us to hide our feelings, shut up our opinion, make difficult decisions quickly; Lack of influence and development: when we have no margin of autonomy in the way we carry out our tasks, when work does not give us possibilities to apply our skills and knowledge or lacks meaning for us, when we cannot adapt the schedule to family needs, or we cannot decide when to take a break; Lack of support and quality of leadership: when it is necessary to work in isolation, without support from superiors or colleagues in the performance of the work, with poorly defined tasks or without adequate and timely information; Few compensation: when there is disrespect,contractual insecurity is provoked, job or service changes are made against our will, unfair treatment is given, or work is not recognized, the salary is very low, etc. The double presence: domestic and family work involves daily demands that must be assumed simultaneously with those of paid work. The organization of work in the company can prevent the compatibility of both jobs, despite having tools and regulations for reconciling work and family life. Women continue to perform and take responsibility for domestic and family work, which is why double presence is more prevalent among the group of women.The double presence: domestic and family work entails daily demands that must be assumed simultaneously with those of paid work. The organization of work in the company can prevent the compatibility of both jobs, despite having tools and regulations for the reconciliation of work and family life. Women continue to perform and take responsibility for domestic and family work, which is why double presence is more prevalent among the group of women.The double presence: domestic and family work entails daily demands that must be assumed simultaneously with those of paid work. The organization of work in the company can prevent the compatibility of both jobs, despite having tools and regulations for reconciling work and family life. Women continue to perform and take responsibility for domestic and family work, which is why double presence is more prevalent among the group of women.despite having tools and regulations for reconciling work and family life. Women continue to perform and take responsibility for domestic and family work, which is why double presence is more prevalent among the group of women.despite having tools and regulations for the reconciliation of work and family life. Women continue to perform and take responsibility for domestic and family work, which is why double presence is more prevalent among the group of women.
The evaluation of psychosocial risks is considered as a process aimed at estimating the magnitude of those risks that have not been avoided, obtaining and providing the necessary information so that the preventive measures that must be adopted can be taken.
Psychosocial risk assessment is an integral and necessary part of the risk assessment process required by the Law on Prevention of Occupational Risks. And as part of the risk assessment, it consists of the identification of the psychosocial risks of the workers exposed to them and the qualitative and quantitative assessment of psychosocial risk.
It has been suggested that the study of the labor process should be done through direct observation. Its purpose is to validate what is provided by workers in other instruments applied such as questionnaires or scales. At the same time, other data sources to identify the morbidity profile of a group of workers. The evaluation of psychosocial risks therefore involves a process of consolidation of the information taken through the analysis of risk factors, the results of risk indicators (accidents, illnesses, results of the questionnaires of psychosocial risk factors, etc..) and the application of specific evaluation criteria (Laurell, 1991).
Psychosocial risk identification survey
| Installation | |||||
| Age | Sex | ||||
| Position or trade | Work area | ||||
| Experience time | Scholarship | ||||
| FREQUENCIES | |||||
| TO | B | C | D | ||
| Usually | Most of the time | Sometimes | Hardly ever | ||
| one | Do you have the ability to organize and classify your work? | ||||
| two | Do you have defined the sources of information to organize your work? | ||||
| 3 | Do you have to perform several tasks simultaneously | ||||
| 4 | Should you perform the same functions repeatedly? | ||||
| 5 | Do you have the ability to make decisions without the presence of your boss? | ||||
| 6 | Do you have the possibility to schedule your rest shifts? | ||||
| 7 | Do you have the possibility to schedule your vacation? | ||||
| 8 | Can you easily talk to your bosses? | ||||
| 9 | Is supervision more vigilant than supportive and considerate? | ||||
| 10 | Is communication affected by the development of the tasks? | ||||
| eleven | In difficult situations do you have the support and collaboration of the group? | ||||
| 12 | Does teamwork produce the results you expect? | ||||
| 13 | Are there training opportunities in other areas or topics of personal interest? | ||||
| 14 | Are educational activities related to Occupational Health carried out? |
To complement the subjective information provided by workers, techniques such as discussion groups and interviews are used (on the structure and management model of the organization, the characteristics and dynamics of the organization and the relationships between workers). Complementary instruments are also used, including questionnaires on work climate, job satisfaction, coping styles, behavior patterns, recent experiences, stressful life events (Villalobos, 2004), work stress, workplace harassment or burnout.
It will then be necessary to create a tool that can, once the risk has been identified, evaluate that risk to classify it and influence it in order to minimize its harmful effects.
Risk classification table
| Dimension | Items |
| Quantitative psychological demands. It refers to the pace, the amount of work in relation to the time available | 1234 |
| Psychological demands for autonomy | 567 |
| Leadership quality | 89 |
| Support and cooperation | 101112 |
| Functional requirements of the organization | 1314 |
Conclusions
The existence of psychosocial risks in organizations is a reality every day, and recent in-depth studies on the subject reveal them but are not identified, much less influence them.
The possibility of offering a tool that is easy to apply and process leads to greater sensitivity to the subject, which is becoming increasingly popular in the world of work.
The tool can be applied to all work areas of the installation without having to make any modifications or adjustments.
It will provide information about the psychosocial reality of the Company and of each department.
It will have to be applied twice a year in order to assess the effectiveness of the actions that were carried out.
Bibliography
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