HRM 2A Session 11 (healthy work)

Establishing a healthy work environment is:

• not a legal obligation as stated in the article L4121-1

• a legal obligation as stated in the article L4828-1

• not a legal obligation as stated in the article L4828-1

• a legal obligation as stated in the article L4121-1

An healthy work environment foster:

• productivity

• creativity

• corporate reputation

• all of the above

Well-being at work is comprised of the following factors:

• environment, job-related, and individual

• individual only such as habit, stress, and fatigue

• individual and job related such as procedures, change, and training

• environmental only such as physical environment, staffing, budgeting

Prevention for a healthy working environment is an:

• a priori requirement (primary prevention)

• a posteriori requirement (secondary prevention)

• Most probably both primary and secondary

• primary + secondary + tertiary prevention

Select the possible risk factors:

• chemicals

• physical

• ergonomic

• psychological

Individual's reactions to stressors vary. Therefore, when job decision latitude is high and job demands is high, job strain is:

• Low

• Active

• Passive

• High

Individual's reactions to stressors vary. Therefore, when job decision latitude is low and job demands is low, job strain is:

• Low

• Active

• Passive

• High

Individual's reactions to stressors vary. Therefore, when job decision latitude is high and job demands is low, job strain is:

• Low

• Active

• Passive

• High

Individual's reactions to stressors vary. Therefore, when job decision latitude is low and job demands is high, job strain is:

• Low

• Active

• Passive

• High

Brownout is when:

• I have too much work to do

• my work has no meaning or make no sense

• I am bored with my job

• None of the above