Counseling Code of Ethics

Question: Talk about theCounseling for Code of Ethics. Answer: Presentation: There is an expert body in Singapore for advising named as Singapore Association for Counseling (SAC). SAC is enrolled in Singapore and it is an association for Counselors and Psychotherapists. The fundamental destinations of SAC are to keep up the guidelines of this calling, give general standards and measures to individuals from this association, these standards express the moral and expert conduct of individuals from SAC. These general standards are known as Code of Ethics. Code of morals is otherwise called moral way of thinking. Principles created by SAC manages the conduct of the expert counsellers, and these gauges likewise increment the nature of the administrations gave by the individuals from SAC. These rules express the moral and expert lead for the individuals from SAC. In this paper we talk about the moral issues identified with the calling of directing. We additionally examine the contemplations applied to youngsters and youths in connection of these issues. In last we finish up the article by talking about the arrangements identified with these issues (SAC, n.d.). Moral and Professional Principles in Counseling: Advising is a term which by and large portrays the procedure of appraisal of the people issue and helping the person to take care of that issue. SAC give a few rules which control the conduct of counsellers in Singapore. Here we talk about two moral issues identified with advising that is privacy and expert skill: Privacy: It is the duty of Counselors that they keep up the trust, trustworthiness and reality of their relationship with their customers. The principle point of this calling is to offer acceptable types of assistance to their customers and take care of the issues of customers as opposed to getting money related profit by customers. Counsellers don't claim obligations towards the customer just, yet they likewise own some duty towards different counsellers, associates and network. It is the obligation of the advisor/instructor to keep up the security and classification of the meetings with their customers. It is an obligation of the instructors that they think about the correspondence with their customer as classified correspondence and doesn't unveil it anyplace except if the customer grants to reveal such data. Data got from customer in meetings can be talked about by advisor in oversight, and as a major aspect of the executives. It is essential that advocate illuminate the customer all the arrangements regarding classification they offer. Instructor and customer together change the arrangements of privacy understanding. In the event that data gave by customer is utilized in guiding preparing and review, at that point advisor must ensure and not reveal the character of customer. Advisor likewise regards the privacy matter of their partners customer (New Zealand Association of Counselors, n.d.). Advisors can look for data about their privileges and liabilities, if nature of work includes lawful issue. Advisor ensures that the customers record must be kept at independently. Advisor ensures that customers records are appropriately arranged. If there should be an occurrence of move of customers case to another guide, composed assent must be taken from customer to uncover the secret data. On the off chance that instructor needs to utilize the matter of customer for contextual investigation or reports at that point composed assent of customer is vital. It is the obligation of guide to conceal the character of customer (Goh, 2012). Exemptions if there should be an occurrence of Confidential issue: In ordinary circumstance it is normal from counsellers that they keep up the classification of meetings with their customers. Be that as it may, there are a few circumstances where it is fundamental that advisor penetrate the secrecy of customer: Advocate can break the secretly for diminishing any hazard. Guide can break the privately when customer or other individual is in some peril. Guide can give secret data if there should be an occurrence of legitimate issue. Guide can give classified data while noting the grumbling recorded during training of advising. Anyway co-counsellers or chiefs can go to the meetings with the consent of customer (AIPC, 2010). It is the obligation of the advisor/instructor to guarantee that important advances are taken to keep the data private. It is the obligation of the advisor/guide that they keep up proficient connection with their customers and set a limit in their relationship.Therapist/advocate doesn't exploit from the secret data of their customer (AAMFT, N.D.). It is the obligation of the advisor that they set a limit of relationship with their customers. It is significant part of the connection among guide and customer. It is important that advocate keep up proficient connection with their customers. Meaning of limits isn't given anyplace. It incorporates those conditions which don't exist in the structure of formal code of morals (Krawford, 2012). There are five standards from which limits of counsellers are determined: Helpfulness it is the duty of the advisor that he work in light of a legitimate concern for the customer and ensure that customer get best from the meetings of directing. Nonmaleficence-advocate must not participate in any action which bring about any damage to the customer during meetings. Self-sufficiency it is the duty of the instructor that he increment the dynamic intensity of customer, and forestall the any reliance of customer. Equity it is the duty of the advocate that he doesn't segregate between his customers based on sexual orientation, sex, nationality, race, and so forth. constancy keeps up the trust and trustworthiness in the relationship with customer, and satisfies all the duties made to the customer Classification matter if there should be an occurrence of childrens and youths: childrens and adolescents are not the same as grown-ups and they have diverse reasoning. Thusly there are some unique focuses which an advisor needs to remember while guiding a youngster or adolescent: Regard the rights and obligations of each kid and youngster. Regard the relationship of the kid or youngster with his folks, kin, companions and different individuals from family. Ensure the development and advancement of character of kid and youngsters. Regard the protection and secrecy of kid and youngsters (Ances, n.d.). Proficient Competence: it is an obligation of the guide that they keep up the competency in their calling in light of a legitimate concern for their customers and in light of a legitimate concern for the general public. It is the obligation of the guide that they set the limit of their calling and offer just those administrations and procedures that they are permitted to give by their calling. They ought not offer those administrations which they are not allowed to give by their calling (Singapore Psychological Society, n.d.). Following are the rules to accomplish the competency in calling: It is significant that instructor accomplish the competency in his calling before beginning the meetings. Advisor must be associated with some rumored association that gives them incomparability in guiding administrations. Advisor must follow up on advices of their chiefs and customers, and furthermore survey their exhibition every now and then. Guide must have total refreshed data of his field, and he should keep up the degree of information in his field. Instructor must have data with respect to the threats and issues in the meetings Limits of Professional Competence: it is important that advocate give just those administrations which is identified with his field or administrations which depend on his instruction, preparing, field, oversight and experience. Advisor must start the meeting and give treatment subsequent to considering the conditions of patient or other significant factors, for example, age, sexual orientation, sex, language, culture, and so forth it is essential that counsellers continue doing endeavors to keep up their competency in their calling (American Psychological Association, 2010). It is significant for the counsellers that they update their aptitudes. It is important that they realize their limits identified with their ability and accept assistance and exhortation of their chiefs, and at whatever point they feel that issue isn't identified with their field they allude the issue to other instructor who can all the more likely comprehend the issue of customer. They should utilize just those techniques and test for which they get preparing (Institute of Guidance Counselors, n.d.). Following are the means to keep up the expert competency and honesty: Guides must build up their insight and abilities to keep up the competency in their calling. Instructors must have total information about their calling. Proficient must stay away from the contentions with their customers and individual individuals. Advocates must not abuse their customers, understudies and society. Advisors must stay away from such acts which lead to proficient wrongdoing. Advisors must not guarantee any degree or capability which they don't have. Any data gave by guides to open or their chiefs must be reasonable and dependent on some authentic information. Any deception or abuse submitted by advocate must be accounted for to their directors, and advisor must find a way to make adjustments. Instructors must take just those errands for which they are qualified. Advocates must not include in any training which decrease the honesty of their calling. It is essential that announcements made by the counsellers to the general population agree to the moral code. Individuals must deal with these things while offering the expressions to people in general: Articulations made by the counsellers must be valid and reasonable. Their announcements must exclude any beguiling or misdirecting data with respect to their work. Advisors must not make bogus

Free Essays on Monkeys Paw

The Monkeys Paw ‘The Monkeys Paw’ is a story dependent on the fantasy thought of a man who has three wishes. It depends on normal characters living in an exceptionally conventional house in an everyday setting. In this story there are four fundamental characters. We are not given a lot of portrayal of them, they are truly conventional. Mr and Mrs White live in a little house along with their child Herbert. The fourth character is ‘Sergeant Major Morris’, the main detail we get some answers concerning him is that he loves somewhat of a beverage. The story is about a sergeant significant that purchased a monkey’s paw in while on voyaging. It is supposed that the paw is enchanted and could allow three men three separate wishes. The sergeant major instigates for its cremation however Mr White would not let such a thing consume. In the wake of being cautioned of its ghastly result Mr White despite everything utilizes it. His first wish was for just  £200, not considering how he may pick up that cash. There is extraordinary depiction of Mr + Mrs White’s response as they discover of there children demise. In any case, much more when they hear the pay is indistinguishable of that wished. †Two†¦Ã¢â‚¬ ¦ hundred†¦Ã¢â‚¬ ¦ pounds† The second wish was made out of Grief, from eagerness to anguish. Wishing of their child back. Once more not considering how he may care for being squashed in a machine. The third wish was made mostly on account of Mrs White. As she was the person who needed their child back the most. There is sensational anticipation as Mr White lights up a match and lights the flame. Unexpectedly hearing thumping on the entryway, becoming stronger and stronger. Mrs White attempts un-darting the entryway wildly. While Mr White is attempting to want there child to come back to his grave. However, at that point just silence†¦ The author constructs a great deal of ghastliness and anticipation in ‘The Monkeys Paw’ making you need to peruse on. Their used to be a maxim; â€Å"Be cautious what you wish for, you may very well get it.† Which ‘The Monkeys Paw’ is a decent example.... Free Essays on Monkeys Paw Free Essays on Monkeys Paw The Monkeys Paw ‘The Monkeys Paw’ is a story dependent on the fantasy thought of a man who has three wishes. It depends on standard characters living in a common house in an everyday setting. In this story there are four fundamental characters. We are not given a lot of depiction of them, they are quite customary. Mr and Mrs White live in a little house along with their child Herbert. The fourth character is ‘Sergeant Major Morris’, the main detail we get some answers concerning him is that he enjoys somewhat of a beverage. The story is about a sergeant significant that purchased a monkey’s paw in while on voyaging. It is reputed that the paw is mysterious and could allow three men three separate wishes. The sergeant major prompts for its cremation however Mr White would not let such a thing consume. In the wake of being cautioned of its awful result Mr White despite everything utilizes it. His first wish was for just  £200, not considering how he may pick up that cash. There is extraordinary depiction of Mr + Mrs White’s response as they discover of there children passing. In any case, much more when they hear the remuneration is indistinguishable of that wished. †Two†¦Ã¢â‚¬ ¦ hundred†¦Ã¢â‚¬ ¦ pounds† The second wish was made out of Grief, from eagerness to anguish. Wishing of their child back. Once more not considering how he may take care of being crushed in a machine. The third wish was made primarily as a result of Mrs White. As she was the person who needed their child back the most. There is emotional tension as Mr White lights up a match and lights the flame. Out of nowhere hearing thumping on the entryway, becoming stronger and stronger. Mrs White attempts un-catapulting the entryway wildly. While Mr White is attempting to want there child to come back to his grave. Be that as it may, at that point just silence†¦ The essayist manufactures a great deal of ghastliness and anticipation in ‘The Monkeys Paw’ making you need to peruse on. Their used to be a colloquialism; â€Å"Be cautious what you wish for, you may very well get it.† Which ‘The Monkeys Paw’ is a decent example....

Job Hazard Analysis Definition, Walk-Through and Tips

Job Hazard Analysis Definition, Walk-Through and Tips Every year, various industries all over the world incur losses due to work-related injuries and illnesses, regardless of whether they are classified as fatal or non-fatal. According to the United States Bureau of Labor Statistics, in 2014, there were nearly 3 million nonfatal workplace illnesses and injuries, with 3 out of 100 full-time workers or employees being affected.And that number pertained only to those that were reported by private industry employers. There is a high possibility that the number could be higher, accounting for those that were failed to be reported on.Out of the 3 million cases reported in 2014, 4.9% or nearly 150,000 cases were due to workplace illnesses. The other 95.1%, or around 2.8 million, were attributed to injuries. That figure is broken down further, with a bulk of the work-related injuries taking place in service-providing industries (2.1 million or 75%) while the remaining 25% (or 700,000 cases) were injuries that took place in goods-producing indus tries.Another implication of this is the cost to the industries. In a study by the Liberty Mutual Research Institute, the direct cost to industries of the most disabling workplace injuries in 2008 amounted to $53 billion.The BLS also noted that the number of work injuries and illnesses has been steadily declining over the past 12 years, which is good news for the industry and employment sectors.However, the fact remains that injuries and illnesses still take place in the workplace, and that they still have an adverse effect on businesses and industries. Thus, governments and industries have put in place several measures to ensure that these work illnesses and injuries are kept at a minimum, if not completely eliminated.One of these measures is through the conduct of job hazard analysis. © Shutterstock.com | Rawpixel.comIn this guide, we explore 1) job hazard analysis by looking at its importance, the major jobs affected, and the major hazards at work and 2) we then show you how to conduct your own job hazard analysis and provide you with some actionable tips.AN INTRODUCTION TO JOB HAZARD ANALYSISSome of you may be more familiar with the phrase “Job Safety Analysis”. Some may have even heard “Job Hazard Breakdown” being used often. That should not be a problem, since they are just other terms for “Job Hazard Analysis” or JHA.This is simply one of the several identified important tools used in identifying hazards in any industry and, in the process, reducing or even eliminating them.The official definition provided by the US Department of Labor’s Occupational Safety and Health Administration (OSHA) for Job Hazard Analysis is as follows:“A job hazard analysis is a technique that focuses on job tasks as a way to identify hazards before they occur. It fo cuses on the relationship between the worker, the task, the tools, and the work environment. Ideally, after you identify uncontrolled hazards, you will take steps to eliminate or reduce them to an acceptable risk level.”Basically, a JHA will help businesses reduce or eliminate hazards in a job before anyone gets injured or falls ill because of them. JHA also proves to be very useful when it comes to investigating accidents that have already happened, providing a walk-through of how the accident actually happened. Many also value JHA because it is seen as an effective tool in training workers and employees to do their jobs in a safe manner.Organizations and businesses, especially those that have a stable structure, often establish a safety and health management system. The JHA is one of the components of that system.Importance of Job Hazard AnalysisThe primary goal of conducting job hazard analysis is to prevent injuries in the workplace that are caused by various hazards, and ulti mately prevent losses in both profits and productivity.Workers, employees, or manpower, in general, is considered to be one of the biggest assets or resources of any business. Therefore, just as businesses take steps to ensure the safety and health of its equipment and machinery, they, too, take the necessary steps to ensure the same when it comes to their workers.In order to fully appreciate the importance of JHA, let us take a look at some of the benefits that a business can enjoy if they incorporate it into their safety and health management systems.Improved quality of safety and health standards in the organization: By being able to identify the hazards and effect the necessary changes and improvements, the organization is able to improve its safety and health standards and procedures, thereby taking care of the overall safety and health of its workers. Management is able to put in place safe work procedures, and the employees and workers will be more open in their acceptance of these procedures, knowing that it is for their own good.Improved and more effective operations and worker productivity: Safer work methods mean that operations are more effective. Workers that are able to work without worrying about their safety will undoubtedly be more motivated to work better and improve their job performance. Similarly, the employees and workers are also trained to perform their jobs safely.Increased job knowledge of the employees and workers participating in the analysis: Analysis often requires the supervisors, employees, or workers participating in the analysis to discuss the job and observe its actual performance. This will definitely inform them about the functions and tasks by other employees who may belong to different departments or divisions..Improved communication and teamwork between and among supervisors and workers: Increased job knowledge will also foster an improved attitude towards working as an organization, enhancing their teamwork.Reduced cost s: JHA will also help the company increase its savings, since it will help in the reduction of workers’ compensation costs. Businesses spend millions of dollars annually in medical and rehabilitation expenses of workers who were injured or who have fallen ill in the workplace. The results of JHA will help reduce the occurrences of these injuries and, in turn, the spending of the business on work injury and illness-related cases.Watch this job safety analysis training video to learn more. Appropriate Jobs for Job Hazard AnalysisShould you conduct JHA on all jobs in the organization? Ideally, it would be a good idea to do so. However, it may be impractical in some cases. After all, conducting JHA also involves using some resources. The business has to incur some expenses in the conduct of the analysis, and it may deem the expense to be excessive if all jobs are analyzed.What most businesses do is to identify only specific jobs in their organizational structure that will be subjected to JHA.We can  identify six  job groups or categories that are to be prioritized when conducting JHA.Jobs that have the highest rates of injury or illness;Jobs that can potentially cause severe or disabling injuries or illnesses to the workers, and to other people in the workplace, even if there is no history of previous accidents;Jobs in which one simple human error could lead to a severe accident or injury;Jobs that are new to your operation;Jobs that have undergone changes in processes and procedures; andJobs that are complex enough to require written instructions.Hazards in the WorkplaceWorkers are exposed to various types of hazards in their respective workplaces. Some of the top workplace hazards identified include:Chemicals: Employees and workers who are exposed to various chemicals at work have higher chances of acquiring work illnesses. It is possible that workers are constantly exposed to fumes, dust and plasma, either through inhalation, ingestion, or even the simple abs orption through the pores of the skin. Other substances that have been proven to be harmful to one’s health are specific types of vapors, gases, and corrosives.Fire and electrical hazards: There are some jobs that require working directly with electricity or electrical power. Electricians, for example, find themselves working with various electrical equipment and power tools every day. Similarly, even those working in an office environment may also be exposed to electrical hazards due to faulty wirings and cables.Physical hazards: These cover hazards caused by noise, vibration, temperature shifts, and changes in pressure. For example, factory workers who spend all their work hours inside a factory around machines with loud whirring noises are at risk of having hearing impairment.Biological hazards: There are jobs that require individuals to work closely with various living organisms such as bacteria, viruses, fungi, and different types of parasites. Occupations where workers spend their days inside a laboratory are also at risk of being exposed to biological hazards.Falling objects: This is often seen in “hard hat” jobs, such as construction and other industrial works. Many employees, especially those without the necessary safety gear, may sustain injuries because something dropped or fell on them.Accidental falls and other safety hazards: Jobs that have to be performed in higher elevations are faced with higher risks of falling and getting injured in the process. Some workers may also get hurt when surrounded by equipment with sharp and pointy edges.Injury from repetitive actions: It is also considered to be a work-related injury if a worker or employee gets hurt due to performing the same actions repeatedly over a long period of time. For example, an employee who sits in front of the computer and keeps typing for eight hours straight may sustain injuries in his wrists and lower back. A baker that rolls dough for hours on end may complain of sore arms a nd shoulders.The Public Services Health and Safety Association identified five sources of hazards in the workplace, and they are:People: Hazards can arise due to the lack of training and experience of workers. Even the lack of communication between and among workers may also result in accidents. Another area where potential hazards can come from is poor hygiene practices of workers. For example, they may fail to clean up their respective areas at the end of their work shift, so the other workers after them may have an accident.Equipment and machinery: It may also be happen that workers are not provided with the necessary protective equipment when they perform their tasks. On the other hand, the problem could be with the machines and equipment they are actually using in their jobs. The machine may be poorly maintained or too old already. Many accidents have happened because of a malfunctioning machine or a piece of equipment that should no longer be in service but is still in use.Mat erials: The lack of materials may also lead to injuries or, even if there is adequate material, but they are not used correctly, there is potential of work injury or illness. Hazards may also arise from materials that are not stored properly.Environment: Generally, the most often identified hazard source is the environment where the workers are forced to perform their jobs in. Take a look at the work area or the factory as a whole. How is the air quality and ventilation? Is the physical layout safe for the workers to move around in? How do you rate the housekeeping of the area? Does it pass safety standards?Process: Hazards may also result from errors and mistakes in the work design and work flow. There may be policies and procedures by the business that are conflicting, such that workers are at risk of being injured or falling ill in their effort to adhere to these guidelines.Want to see some funny job hazards? Watch this video, dont laugh, and then implement the right safety strat egies in your business. CONDUCTING JOB HAZARD ANALYSISIt is time to walk you through the conduct of a job hazard analysis. Different organizations may have different approaches, but the general idea remains the same.Step 1. Select the job to be analyzed.We have already identified the jobs that are prioritized for JHA. Now it is time to identify the specific job that you will first analyze. Businesses may have different priorities for jobs, but most of them often adhere to the job categories set by OSHA, which was also discussed earlier in this article.This step will be facilitated if the organization already has an inventory of occupations within the structure, with the occupations having been subjected to risk assessment. This way, all that is needed is to narrow the list down to the occupations or jobs that are deemed to be high-risk, and choose from that list the specific job to perform JHA on.Step 2. Break down the job into basic steps.The next thing to be done is to break down the job that will be analyzed into its basic steps. This is done through firsthand observation of an experienced or knowledgeable job observer of the job being performed by an experienced worker.Identify the job steps. A step or, in this specific case, a “job step”, is a segment of the operation that is necessary to advance, or move the work forward.Make the steps specific, but not too detailed. Do not make them too broad or too general because there is a possibility that you may miss some job steps, which will result to you missing their associated hazards. Be careful not to go into too much detail to the point that there are way too many steps. This may only result to redundancy.Record the steps in their correct sequence of events. Usually, this part of the analysis is done by observing the job being actually performed by the worker. This is actually similar to listing down a step-by-step instruction. Therefore, when it is written down or listed, the steps begin with a verb de noting the action that will be made. For future reference, you may also want to capture the step on video or pictures.Keep in mind that you are analyzing the JOB being done, not the WORKER doing the job. You are evaluating “what is done” rather than “how it is done”. Therefore, it is important that the observer have knowledge or experience about the job. On the other hand, it is just as important that the person doing the job is also experienced at it.Job observation should be conducted during normal times, and in normal situations. For example, a job that is normally performed at night, using specific tools and equipment, should be observed during the same hours, using the same tools. It should be a simulation of an actual job performance.Discuss and review the breakdown of steps and the sequencing with all the participants, with primary input provided by the worker. This is to ensure that no steps were missed and the steps are sequenced correctly.Step 3. Identify potential hazards for each step.Potential hazards are the possible things that could go wrong while performing each step of the job. This also involves identifying the worst case scenarios.What will guide you in this step are Frequency, Probability, and Consequence. How often is the task or step performed? At which step of the job do the workers sustain injuries or experience close calls most often? Which steps show the higher probabilities of the worker getting hurt or injured? How severe is the probable injury that may arise in the performance of the job?Be careful to identify the potential hazards and worst case scenarios for each job step, not for the entire job. For each step, ask the following questions:What can go wrong?What are the possible consequences when it does go wrong?What are the reasons for it to go wrong?What are the other contributing factors?What is the likelihood of the hazard occurring?Identification of the potential hazards should be made together with the employee or worker who performed the steps. After all, he is the one who is the most knowledgeable about what could go wrong in each step.Take human error into consideration. Mistakes may be made, completely unintentional on the part of the employee or worker.Job hazard analysis is very much like risk management. You want to understand the probability of the hazard taking place and the financial impact for the case that happens. Step 4. Determine preventive and control measures.This is where you identify ways that hazards may be reduced or eliminated. Possible ways may include:A safer way to do the job, without greatly affecting effectiveness and efficiencyThe worker may think of alternative means to perform the job. For example, instead of doing the task standing up, the worker may switch to doing it in a seated position instead, in order to lessen the strain on his lower back.Substitution and automation are often seen as excellent corrective options. Substitute the process or specific aspect of the job that is deemed hazardous with something safer. Or you can consider automating certain parts of the process or task to make it easier and safer.Changes in tools or equipment, placing emphasis on those that are safer to useThis is when the potential hazard is clearly traceable to problems with the tools or equipment being used. If, for example, the lever of the machine shows visible rusting, with some metal parts potentially scraping and even cutting through the skin, replacing the lever may be proposed.Eliminate the tools that are considered to be highly risky or hazardous, and change them with something safer.Changes in work processes and work layout or workflowIt is possible that the hazard may be caused by the placement of machines throughout the work area. In the example of a factory that assembles a machine, there may be a need to re-evaluate the layout of the machines used in the assembly line. If there is a possibility of employees getting injured because they have to move clear across the factory room floor winding their way around various machines, then a rearrangement will be required.Another option that may be considered is relocating the work area. For example, if the work area is too cramped or too narrow, you may consider relocating it to a wider space.This certainly calls for a redesign of the workflow. It might seem like too much work but, in the long run, if it will save you costs of compensation paid to injured workers, it will still be beneficial to the company. Check out the Kanban Methodology for optimizing your workflow.[slideshare id=19102981doc=kanbanboardsimulation-0-1-130418152140-phpapp02w=710h=400]Changes in operations systems, such as engineering controls and administrative controlsAside from equipment changes, engineering controls may also need to be changed. Improving the lighting in the work area will eliminate hazards often taking place in dim places, such as bumping into machines. If the work area exposes workers to fumes and dust, there may be a need to improve the ventilation.Or it may also be possible to encourage job rotation. If some employees experience fatigue and body pains due to repetitive actions, rotating jobs may be proposed. Management may also conduct training and re-training of workers.Installation of safety features for the workplace and equipment or machineryMachine guards and other safety features may be installed in the machines and equipment, as well as key parts of the work area.Provision of personal protective gear and equipmentEmployees or workers are issued personal protective gear and equipment that they will wear or use while performing their tasks. Examples are gloves, face masks, eye protection, ear protection and hard hats.Just as you included the employee or worker in the identification of potential hazards, you should also include him in the discussion on how to eliminate or reduce the hazards that they face when performing the steps.Describe each step or measure that will be taken. Do not use generalizations or general words of caution such as “Be careful” or “Watch your hands”. Being specific means stating them as “Turn the knob slowly from right to left” or “Wear protective gloves before touching any hot surface”.Steps 2 to 3 can be illustrated in a Job Hazard Analysis Worksheet (or Task Analysis Worksheet) with the following headings:JOB STEPSPOTENTIAL HAZARDSPREVENTATIVE MEASURESStep 1:Hazard 1PM 1PM 2Hazard 2PM 1PM 2PM 3Step 2:Hazard 3PM 1Step 3:Hazard 4PM 1PM 2Hazard 5PM 1Step 4:Hazard 6PM 1PM 2PM 3Hazard 7PM 1PM 2Step 5. Develop job procedures.Based on the preventive and control measures identified, job procedures must then be developed in order to correct the unsafe conditions, processes and procedures currently in place.Step 6. Communicate job procedures.All corrective procedures and processes must be communicated to all employees, not just those who are directly affected. Any changes must be explained fully, such that they understand why the changes are being implemented and how they will be implemented.Next, all the employees who do the job must undergo training on the changes or new job procedures.Step 7. Review the JHA.Just because you are done with the analysis does not mean that it is completely over and you should forget about it. There is a need to review the JHA and revisit the JHA process. There is a chance that there are hazards you may have missed before.There is also a possibility that, when the task or process was changed, or you implemented new job procedures, new hazards cropped up. Naturally, these issues have to be addressed, even if it means doing JHA all over again.TIPS ON CONDUCTING JOB HAZARD ANALYSISConducting job hazard analysis is certainly no walk in the park. It can be tedious for some, and others may even find it too much work. However, here are some tips that you can follow in order to make things easier.Perform monitoring even after the end of the JHA and impleme ntation of job procedures.This is to ensure that the controls remain effective. Take note that the control measures and procedures you implemented may no longer be applicable or feasible after a while, considering how fast technology is advancing and effecting work processes.Encourage full involvement and commitment by management.Management must show that it is fully committed to the safety and health of the members of the organization, from rank-and-file employees to top management. It should demonstrate its dedication to finding out all possible hazards and correcting or preventing them.By doing so, they will improve their credibility and employees will have faith that the company values them.Involve all employees in the process.As much as possible, make sure that your employees are involved in the JHA process. After all, they are the ones who are actually performing the job or carrying out the tasks, so they are the ones with the most knowledge about the hazards involved. The qua lity of information that they will provide will definitely beat any written literature about the job that you may obtain from other sources.Another reason why you should involve employees is to boost their self-esteem. The knowledge that they are part of something important as the safety and health program of the company, or that they have some input in it, gives them a sense of ownership. This will make them feel more valued as members of the organization, and motivate them to contribute more.One thing you should always remember when involving employees, however, is to make it clear to them that you are investigating the job, and not their performance. That is an entirely different area that makes use of different techniques.Set priorities on the jobs that will be analyzed.Keep in mind that, as discussed earlier, you do not have to perform JHA on every single job in the organization, especially if you are short of the resources to conduct them. Before conducting JHA, you should hav e already identified all the jobs in the organization, and prioritized those that need JHA over those that do not.One way to go about it is to review the company’s history in relation with hazards and work related injuries or illnesses. You should also include the “close calls”, or those instances where injury was barely avoided, because who’s to say that they won’t happen again and, this time, actually injure someone?Do not limit JHA participation within the organization.Aside from representatives of the management, the workers and representatives from the health and safety committee of the organization, you should also consider including in the JHA team other safety professionals, such as occupational hygienists, infection control specialists, and any other professional that is considered an expert in the industry or field that the job falls under.Document everything.Include all the relevant information that relate to the steps and their corresponding hazards. This will aid your analysis and help your JHA become more effective and successful.