Question 1

Which of the following is characteristic of employee assistance programs?

Accepted Answer

Employee assistance programs (EAPs) are designed to help employees deal with personal problems that might adversely impact their work performance, health, and well-being. The accepted viewpoint is that personal problems are private until they affect job performance, which is why EAPs are implemented.

Question 2

Explain organizational safety programs.

Accepted Answer

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Question 3

Which of the following guidelines is suggested for implementing a drug-testing program?

Accepted Answer

Assuming employees are drug-free until proven otherwise ensures that they are not unfairly accused or discriminated against based on assumptions or stereotypes. It also encourages a positive and trusting work environment. The other options are not recommended as they may violate employees' rights and/or compromise the accuracy and integrity of the testing process.

Question 4

Discuss the Hazard Communication Standard.

Accepted Answer

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Question 5

A possible remedy for burnout related to high pressure jobs includes:

Accepted Answer

Training the jobholders can help them develop the necessary skills and knowledge to better handle high pressure situations, reducing the risk of burnout. This can also enhance job satisfaction and confidence. Giving constant sabbaticals or prolonging work schedules may provide temporary relief, but they do not address the root cause of the problem. Enlarging the job may further exacerbate the stress levels and workload for the jobholder.

Question 6

What are some specific steps an organization can do to reduce the chance of violence in the workplace?

Accepted Answer

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Question 7

Many organizations are attempting to help employees with a variety of personal problems which run the gamut form drug abuse to family and personal problems,to psychiatric problems.Help is most often offered in the form of:

Accepted Answer

Employee assistance programs (EAPs) are specifically designed to provide support and assistance to employees dealing with personal problems. These programs often offer counseling services, referrals to community resources, and educational resources to help employees manage their problems and improve their overall well-being. Incentive programs and outplacement programs are not typically designed to address personal problems, while personal problem intervention may refer to a variety of specific interventions and is not necessarily an organizational program.

Question 8

Which of the following statements is true about alcoholism?

Accepted Answer

Many organizations, such as businesses and government agencies, have established in-house alcoholic treatment programs, indicating a recognition of alcoholism as a treatable condition that can affect anyone. Options A, C, and D are incorrect. Today, alcoholism is recognized as a disease and not a reflection of personal weakness or moral failing (A). Alcoholism is not necessarily tied to any social or demographic group: anyone can develop it (D). For years, researchers debated the underlying causes of alcoholism, but today it is understood to have genetic, psychological, and environmental components (C).

Question 9

Distinguish between the frequency rate and severity rate as related to OSHA.

Accepted Answer

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Question 10

A 2004 American Society of Safety Engineers (ASSE)survey revealed that when the majority of employers experienced an incident of workplace violence:

Accepted Answer

The survey indicated that most employers did not alter their workplace violence programs even after experiencing an incident, suggesting a lack of proactive change in response to such events.

Question 11

Discuss burnout and recommend steps that an organization can take to combat burnout.

Accepted Answer

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Question 12

Violent workplace incidents may be minimized by:

Accepted Answer

Adopting a "zero tolerance" policy as part of a plan for preventing violence is the best choice. This policy sends a clear message to employees that all forms of violence will not be tolerated, and consequences will ensue for any violent behavior. This can act as a deterrent and prevent violent incidents from occurring in the workplace. Screening out potential employees with a history of violence is also important, but it is not always foolproof as individuals may have a history of violence that is not documented. Enlisting the aid of professionals is also valuable, but the cost may not be feasible for all companies. Suspending consequences for a first and second offense may not be effective as it may not deter an employee from engaging in violent behavior.

Question 13

Which of the following statements about AIDS is true?

Accepted Answer

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Question 14

Which of the following is considered a myth about burnout?

Accepted Answer

This statement is a myth because even if people really enjoy their work, they can still experience burnout if they are subjected to prolonged stress or excessive demands. Burnout is caused by a combination of factors, including job demands, lack of control, and inadequate social support, among others. A and B are true statements, and D is also true as burnout results from a combination of several factors.

Question 15

Discuss what work/life programs and wellness programs are.

Accepted Answer

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Question 16

Discuss stress and the problems caused by excessive stress.What can organizations do to combat stress in the workplace?

Accepted Answer

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Question 17

List the guidelines for implementing a drug-testing program.

Accepted Answer

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Question 18

Describe Employee Assistance Programs (EAPs).

Accepted Answer

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Question 19

Which of the following is true about alcoholism and drug abuse?

Accepted Answer

Younger employees are statistically more likely to use drugs, which can impact workplace dynamics and productivity.

Question 20

Discuss the purpose of OSHA.

Accepted Answer

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Quiz 16: Employee Safety and Health