| |
What's a good job? The importance of employment relationships |
|
Discusses why good employment relationships are important for workers, employers and public policy and how they define a good job and working conditions.
|
|
Source: Canadian Policy Research Networks (CPRN) |
|
|
| |
Best advice on stress risk management in the workplace: part 1 |
|
Shows how stress and the costs associated with it can be identified and managed in the workplace. Examines organizational sources of stress and the risks to mental and physical health, and safety. Includes overheads to use for presentations. |
|
Source: Health Canada |
|
|
| |
Best advice on stress risk management in the workplace: part 2 |
|
Shows how stress and the costs associated with it can be identified and managed in the workplace. Examines organizational sources of stress and the risks to mental and physical health, and safety. Includes overheads to use for presentations. |
|
Source: Health Canada |
|
|
| |
Creating family-friendly workplaces |
|
Discusses what workplaces can do to offer family-friendly practices to facilitate work-life balance. Looks at issues, solutions, challenges, myths and practical steps to take to create a family-friendly workplace. |
|
Source: Human Resources and Social Development (HRSD) |
|
|
| |
Moving beyond policies and programs to bring about culture change |
|
Discusses how organizations can foster a corporate culture that supports work-life balance policies, programs and benefits. |
|
Source: Human Resources and Social Development (HRSD) |
|
|
| |
Canadian healthy workplace criteria |
|
Offers a downloadable guide to help organizations manage their workplace health issues. Outlines principles of a healthy workplace, criteria for organizational practices, and guidelines for the various elements of a healthy workplace including environmental, physical, mental, safety and social issues. |
|
Source: National Quality Institute (NQI) |
|
|
| |
Work-life compendium 2001: 150 Canadian statistics on work, family & well-being |
|
Reports on Canadian work-life facts, statistics and trends on topics such as changes in Canadian families, labour force participation patterns, organizational and workplace change, work structure and work time, child care and eldercare, work-life issues for employees and employers, and labour legislation. |
|
Source: Centre for Families, Work and Well-being (CFWW) |
|
|
| |
Workplace and employee survey compendium |
|
Reports on the 1999 Workplace and Employee Survey (WES). Topics include workplace organizational practices and changes such as information sharing, and non-standard workplace arrangements such as flexible hours. Data obtained from employees and workplaces is compared. |
|
Source: Statistics Canada |
|
|
| |
A fine balance: a manager's guide to workplace well-being
|
|
Provides advice and tools for improving workplace well-being. Aims to help managers improve their own well-being and the well-being of their staff. Covers topics such as work-life balance, time and workload management, the physical work environment, alternative office designs, and stress management. |
|
Source: Canada School of Public Service |
|
|
| |
Healthy workplaces and productivity: a discussion paper |
|
Examines factors in an organization and the work environment which positively affect the health of employees. Discusses issues such as job control, communication, supportive supervision, work-life balance and wellness. Explores the relationship between healthy workplaces and productivity. |
|
Source: Canadian Policy Research Networks (CPRN) |
|
|
| |
Job quality in non-profit organizations |
|
Compares job quality in three economic sectors: for profit, non-profit in quasi-public (quango) industries, and non-profit. Based on 1999 Statistics Canada data. Provides information on working arrangements, earnings, access to benefits, and job satisfaction. |
|
Source: Canadian Policy Research Networks (CPRN) |
|
|
| |
Twelve case studies on innovative workplace health initiatives: summary of key conclusions |
|
Reports on healthy workplace programs in twelve Canadian companies. Each examines issues of occupational health and safety, support of healthy lifestyles, and organizational change. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
Case study: workplace health initiatives at QLT Inc. British Columbia |
|
Describes the workplace health strategy at QLT Inc. Provides brief company profile and discusses performance measures, business strategy, health and wellness initiatives, organizational and management wellness activities, the role of leadership, employees' views, and future directions. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
Case study: healthy workplace programs at American Express Canada |
|
Profiles American Express Canada, and outlines company's reasons for undertaking workplace health promotion. Highlights the activities included in the program, the commitment of management, employee involvement, and the impact of program. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
Case study: Dofasco's Healthy Lifestyles Program |
|
Profiles the company and highlights the reasons for undertaking workplace health promotion initiatives. Describes the program activities and outlines how structures and policies support the initiatives. Includes discussion of management commitment, employee involvement, and program outcomes. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
Case study: Moose Jaw - Thunder Creek Health District's wellness program |
|
Describes the organization and results of an employee health survey. Highlights the initiatives offered and how these link to the organization's goals and functioning. Discusses management comitment and support, employee participation, union involvement, program evaluation, and outcomes. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
Case study: City of Regina's transfit program
|
|
Provides background information about the organization and its history with workplace health promotion. Highlights the initiatives offered and how these link to the organization's goals and functioning. Discusses management commitment and employee involvement and includes evaluation outcomes. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
Case study: Seven Oaks General Hospital Winnipeg, Manitoba |
|
Provides background information about the organization and the main features of its initiative. Describes links between programs and the organization's goals and functioning. Discusses management commitment and employee involvement and includes evaluation outcomes. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
Case study: healthy workplace programs at Irving Paper Ltd. Saint John, New Brunswick |
|
Profiles the organization and its rationale for undertaking workplace health promotion. Outlines the program components and describes links between the program and the organization's goals and business strategy. Discusses commitment to these initiatives and includes evaluation outcomes. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
Case study: healthy workplace programs at Petro-Canada, Burrard Products Terminal Port Moody, British Columbia |
|
Profiles the organization and its background in workplace health initiatives. Outlines the program process and structure and discusses outcomes. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
Case study: healthy workplace programs at Rideau Construction Bedford, Nova Scotia |
|
Profiles the company and discusses its human resources strategy and policies which have contributed to reducing employee stress. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
Case study: Vancouver International Airport Authority, British Colombia |
|
Profiles the organization and its rationale for undertaking workplace health promotion. Outlines the program components, details management commitment and support, describes employee involvement, and discusses outcomes and future directions. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
Case study: healthy workplace programs at Pazmac Enterprises Ltd. Langley, British Colombia |
|
Profiles the organization and outlines the program components. Discusses the issues of commitment and describes program outcomes. |
|
Source: Canadian Labour and Business Centre (CLBC) |
|
|
| |
The leadership factor: management practices can make employees sick |
|
Discusses the relationship between workplace management practices and psychosocial hazards for employees. Lists factors which contribute to workplace stress, highlights explanatory models, and explores consequences of poor leadership and workplace stress. |
|
Source: National Quality Institute (NQI) |
|
|
| |
The link between quality of work and health |
|
Reviews research on the relationship between working conditions and the health status of workers. Examines potential health hazards of high demand jobs, monotonous jobs, non-supportive bosses, and lack of control over work. |
|
Source: Saskatchewan Public Health Association (SPHA) |
|
|
| |
Hosting business functions |
|
Provides tips to employers for planning healthy choices at workplace functions. Offers suggestions for nutritious food choices, active living, smoke-free environments, limiting alcohol, and for keeping the event environmentally friendly. |
|
Source: City of Ottawa |
|
|
| |
Workplaces that work: creating a workplace culture that attracts, retains and promotes women |
|
Offers a business case with evidence of the benefits of workplace cultures that attract women. Provides examples of success stories and tips for how employers can promote change. Includes an assessment tool to help employers identify opportunities for change by reviewing current practices. |
|
Source: Ontario Women’s Directorate |
|
|
| |
Working conditions as a determinant of health |
|
Discusses factors that affect workers and their health such as job security, conditions of work, job design, stress, personal development opportunites, relationships, and work-life balance. Discusses implications for policy, research, and practice. |
|
Source: Public Health Agency of Canada |
|
|
| |
Reducing occupational stress: an introductory guide for managers, supervisors and union members |
|
Offers a practical guide for healthy organizational change. Identifies the major features of healthy organizational change and suggests how to develop strategies. Includes examples of organizational change efforts. |
|
Source: Job Stress Network |
|
|
| |
Work redesign: theory, practice and possibility |
|
Proposes an approach to organizational change which considers the difficulties with integrating employees’ work and personal lives. |
|
Source: MIT Workplace Centre |
|
|
| |
A supportive workplace: the foundation of a healthy organization |
|
Discusses common beliefs that undermine healthy work environments. Looks at what makes a supportive workplace, such as the behaviours of managers, and benefits for employees and organizations. |
|
Source: Ontario Prevention Clearinghouse |
|
|
| |
Influencing the organizational environment to create healthy workplaces |
|
Reviews key factors which affect organizational health including stress and mental health, work-life balance, and management practices. Offers strategies to promote the health of the organizational environment, ideas for workplace health promoters, and resources. |
|
Source: University of Toronto, Centre for Health Promotion, The Health Communication Unit (THCU)
|
|
|
| |
Workplace health FAQs |
|
Offers a list of FAQs on various workplace health topics including ergonomics, health and safety hazards, healthy living and wellness at work, workers’ rights and responsibilities, workplace conditions, and young workers. |
|
Source: Canadian Health Network (CHN) |
|
|
| |
Canadian Policy Research Networks |
|
Creates knowledge and leads public debate on social and economic issues important to the well-being of Canadians. Conducts research on family, work, and health, as well as projects on the non-profit sector, the social union, and policy research. Work-related research looks at labour market, workplace change and learning and work. |
|
Source: Canadian Policy Research Networks (CPRN) |
|
|
| |
21st century job quality trends |
|
This report uses the best available evidence to assess job quality in Canada in the 21st century.
It focuses on two basic questions:
1) Has economic prosperity resulted in improvements in job
quality? and
2) Can improvements in job quality contribute to sustainable economic prosperity and
Canadians’ overall quality of life? |
|
Source: Canadian Policy Research Networks |
|
|
| |
Under pressure: implications of work-life balance and job stress |
|
Written by Graham Lowe, this report presents new findings from two national surveys, one of employers and the other of workers, on work-life balance and job stress. It discusses the implications of these issues for employers and points to actions they can take to improve the quality of work life. Work was commissioned by Wilson Banwell Human Solutions. |
|
Source: Longwoods Publishing |
|
|
| |
Reducing work-life conflict: What works? What doesn’t? (executive summary) |
|
Provides results of a research study investigating the effectiveness of various approaches to balancing work-life conflict, either organizational interventions or individual coping mechanisms.
|
|
Source: Health Canada |
|
|
| |
Canadian media study: voices from the newsroom |
|
Reports the results of a cross-Canada survey of media workers on the state of Canadian journalism, newsroom ethics, and on-the-job concerns such as technological change and covergence, changes in the business, staff issues, sexism, health and safety, and burnout.
|
|
Source: Communication, Energy and Paperworkers Union of Canada |
|
|
| |
Fairness at work: federal labour standards for the 21st century
|
|
This report contains recommendations for modernizing Canada’s labour standards to better meet the needs of today’s workers and employers. |
|
Source: Human Resources and Social Development Canada |
|
|
| |
Équité au travail : des normes du tavail fédérales pour le XXIe siècle
|
|
Ce rapport contient des recommandations visant à moderniser les normes du travail du Canada afin de mieux répondre aux besoins des travailleurs et des employeurs d’aujourd’hui. |
|
Source: Ressources humaines et Développement social Canada |
|
|
| |
Étude sur les médias canadiens : vois de la salle des nouvelles |
|
L'étude présente les résultats d'un sondage pancanadien auprès des travailleurs des médias sur l'état du journalisme au Canada, l'éthique de la salle des nouvelles, et les préoccupations relatives au travail telles que les changements technologiques et la convergence, les changements dans le secteur du journalisme, la dotation, le sexisme, la santé et la sécurité et l'épuisement professionnel.
|
|
Source: Syndicat canadien des communications, de l’énergie et du papier |
|
|
