| |
|
|
| |
Health promotion in a redundancy process |
|
| |
Get
social actors to take into account health promotion during –
and at the end of restructuring management processes implies that
organisations integrate restructuring processes as a “normal”
fact in the development of their company; the acceptance of the
process, a necessary prerequisite for health promotion, will then
be made easier.
|
|
| |
Working groups have includes
in their report initiatives for health promotion, such as:
- Initiatives of readjustment for the improvement of sick employees
reintegration chances;
- Working groups to increase the consideration of health in order
to reduce the stress and the health problems related to a lay-off;
- New methods of anticipation, (access to evaluation and follow-up
measures of the health and stress of the staff) to allow comparisons
between normal working conditions and restructuring periods
- the social and consultancy support within the framework of a redeployment
process
- the follow-up and the consideration of health aiming at decreasing
the stress in post-dismissal periods.
|
|
| |
The concern of trade union
organisations and works councils is to avoid the risk of health
issues medicalisation and individualisation. |
|
| |
|
|
| |
A stake at the European level |
|
| |
In terms of policies to
carry out, to go beyond the status quo of organisational approaches
and approaches aiming at involving social actors.
|
|
| |
Steps and recommendations:
- as a first step, modification of the current management practices
allowing the integration of more health initiatives in a complete
restructuring process
- in the second time, the certification and the standardization
of currently available training programmes would be an element
of the modification of organisational practices
- a suitable legislation having to support the certification and
standardization efforts
- So that these recommendations can be effective, new efforts
of research must be undertaken.
|
|
| |
|
|
