2 resultados para Gestion des ressources naturelles
Resumo:
Resumo Poltica(s) de sade no trabalho: um inqurito sociolgico s empresas portuguesas A literatura portuguesa sobre polticas, programas e actividades de Segurana, Higiene e Sade no Trabalho (abreviadamente, SH&ST) ainda escassa. Com este projecto de investigao pretende-se (i) colmatar essa lacuna, (ii) melhorar o conhecimento dos sistemas de gesto da sade e segurana no trabalho e (iii) contribuir para a proteco e a promoo da sade dos trabalhadores. Foi construda uma tipologia com cinco grupos principais de polticas, programas e actividades: A (Higiene & Segurana no Trabalho / Melhoria do ambiente fsico de trabalho); B (Avaliao de sade / Vigilncia mdica / Prestao de cuidados de sade); C (Preveno de comportamentos de risco/ Promoo de estilos de vida saudveis); D (Intervenes a nvel organizacional / Melhoria do ambiente psicossocial de trabalho); E (Actividades e programas sociais e de bem-estar). Havia uma lista de mais de 60 actividades possveis, correspondendo a um ndice de realizao de 100%. Foi concebido e desenhado, para ser auto-administrado, um questionrio sobre Poltica de Sade no Local de Trabalho. Foram efectuados dois mailings, e um follow-up telefnico. O trabalho de campo decorreu entre a primavera de 1997 e o vero de 1998. A amostra (n=259) considerada representativa das duas mil maiores empresas do pas. Uma em cada quatro uma multinacional. A taxa de sindicalizao rondava os 30% da populao trabalhadora, mas apenas 16% dos respondentes assinalou a existncia de representantes dos trabalhadores eleitos para a SH&ST. A hiptese de investigao principal era a de que as empresas com um sistema integrado de gesto da SH&ST seriam tambm as empresas com um (i) maior nmero de polticas, programas e actividades de sade; (ii) maior ndice de sade; (iii) maior ndice de realizao; e (iv) maior percentagem dos encargos com a SH&ST no total da massa salarial. As actividades de tipo A e B, tradicionalmente associadas SH&ST, representavam, s por si, mais de 57% do total. Os resultados, correspondentes s respostas da Seco C do questionrio, apontam, para (i) a hipervalorizao dos exames de medicina do trabalho; e por outro para (ii) o subaproveitamento de um vasto conjunto de actividades (nomeadamente as de tipo D e E), que so correntemente levadas a cabo pelas empresas e que nunca ou raramente so pensadas em termos de proteco e promoo da sade dos trabalhadores. As actividades e os programas de tipo C (Preveno de comportamentos de risco/Promoo de estilos de vida saudveis), ainda eram as menos frequentes entre ns, a seguir aos Programas sociais e de bem-estar (E). a existncia de sistemas de gesto integrados de SH&ST, e no o tamanho da empresa ou outra caracterstica sociodemogrfica ou tcnico-organizacional, que permite predizer a frequncia de polticas de sade mais activas e mais inovadores. Os trs principais motivos ou razes que levam as empresas portuguesas a investir na proteco e promoo da sade dos seus trabalhadores eram, por ordem de frequncia, (i) o absentismo em geral; (ii) a produtividade, qualidade e/ou competitividade, e (iii) a filosofia de gesto ou cultura organizacional. Quanto aos trs principais benefcios que so reportados, surge em primeiro lugar (i) a melhoria da sade dos trabalhadores, seguida da (ii) melhoria do ambiente do ambiente de trabalho e, por fim, (iii) a melhoria da produtividade, qualidade e/ou competitividade.Quanto aos trs principais obstculos que se pem, em geral, ao desenvolvimento das iniciativas de sade, eles seriam os seguintes, na percepo dos respondentes: (i) a falta de empenho dos trabalhadores; (ii) a falta de tempo; e (iii) os problemas de articulao/ comunicao a nvel interno. Por fim, (i) o empenho das estruturas hierrquicas; (ii) a cultura organizacional propcia; e (iii) o sentido de responsabilidade social surgem, destacadamente, como os trs principais factores facilitadores do desenvolvimento da poltica de sade no trabalho. Tantos estes factores como os obstculos so de natureza endgena, susceptveis portanto de controlo por parte dos gestores. Na sua generalidade, os resultados deste trabalho pem em evidncia a fraqueza tericometodolgica de grande parte das iniciativas de sade, realizadas na dcada de 1990. Muitas delas seriam medidas avulsas, que se inserem na gesto corrente das nossas empresas, e que dificilmente podero ser tomadas como expresso de uma poltica de sade no local de trabalho, (i) definida e assumida pela gesto de topo, (ii) socialmente concertada, (iii) coerente, (iv) baseada na avaliao de necessidades e expectativas de sade dos trabalhadores, (v) divulgada, conhecida e partilhada por todos, (vi) contingencial, flexvel e integrada, e, por fim, (vii) orientada por custos e resultados. Segundo a Declarao do Luxemburgo (1997), a promoo da sade engloba o esforo conjunto dos empregadores, dos trabalhadores, do Estado e da sociedade civil para melhorar a segurana, a sade e o bem-estar no trabalho, objectivo isso que pode ser conseguido atravs da (i) melhoria da organizao e das demais condies de trabalho, da (ii) participao efectiva e concreta dos trabalhadores bem como do seu (iii) desenvolvimento pessoal. Abstract Health at work policies: a sociological inquiry into Portuguese corporations Portuguese literature on workplace health policies, programs and activities is still scarce. With this research project the author intends (i) to improve knowledge on the Occupational Health and Safety (shortly thereafter, OSH) management systems and (ii) contribute to the development of health promotion initiatives at a corporate level. Five categories of workplace health initiatives have been identified: (i) Occupational Hygiene and Safety / Improvement of Physical Working Environment (type A programs); (ii) Health Screening, Medical Surveillance and Other Occupational Health Care Provision (type B programs); (iii) Preventing Risk Behaviours / Promoting Healthy Life Styles (type C programs); (iv) Organisational Change / Improvement of Psycho-Social Working Environment (type D programs); and (v) Industrial and Social Welfare (type E programs). A mail questionnaire was sent to the Chief Executive Officer of the 1500 largest Portuguese companies, operating in the primary and secondary sectors ( 100 employees) or tertiary sector ( 75 employees). Response rate has reached about 20% (259 respondents, representing about 300 companies). Carried out between Spring 1997 and Summer 1998, the fieldwork has encompassed two direct mailings and one phone follow-up. Sample is considered to be representative of the two thousand largest companies. One in four is a multinational. Union membership rate is about 30%, but only 16% has reported the existence of a workers health and safety representative. The most frequent workplace health initiatives were those under the traditional scope of the OSH field (type A and B programs) (57% of total) (e.g., Periodical Medical Examinations; Individual Protective Equipment; Assessment of Working Ability). In SMEs (< 250) it was less likely to find out some time-consuming and expensive activities (e.g., Training on OSH knowledge and skills, Improvement of environmental parameters as ventilation, lighting, heating).There were significant differences in SMEs, when compared with the larger ones ( 250) concerning type B programs such as Periodical medical examinations, GP consultation, Nursing care, Other medical and non-medical specialities (e.g., psychiatrist, psychologist, ergonomist, physiotherapist, occupational social worker). With regard to type C programs, there were a greater percentage of programs centred on Substance abuse (tobacco, alcohol, and drug) than on Other health risk behaviours. SMEs representatives reported very few prevention- oriented programs in the field of Drug abuse, Nutrition, Physical activity, Off- job accidents, Blood pressure or Weight control. Frequency of type D programs included Training on Human Resources Management, Training on Organisational Behaviour, Total Quality Management, Job Design/Ergonomics, and Workplace rehabilitation. In general, implementation of this type of programs (Organisational Change / Improvement of Psychosocial Working Environment) is not largely driven by health considerations. Concerning Industrial and Social Welfare (Type E programs), the larger employers are in a better position than SMEs to offer to their employees a large spectrum of health resources and facilities (e.g., Restaurant, Canteen, Resting room, Transport, Infra-structures for physical activity, Surgery, Complementary social protection, Support to recreational and cultural activities, Magazine or newsletter, Intranet). Other workplace health promotion programs like Training on Stress Management, Employee Assistance Programs, or Self-help groups are uncommon in the Portuguese worksites. The existence of integrated OSH management systems, not the company size, is the main variable explaining the implementation of more active and innovative workplace health policies in Portugal. The three main prompting factors reported by employers for health protection and promotion initiatives are: (i) Employee absenteeism; (ii) Productivity, quality and/or competitiveness; and (iii) Corporate culture/management philosophy. On the other hand, (i) Improved staffs health, (ii) Improved working environment and (iii) Improved productivity, quality and/or competitiveness were the three main benefits reported by companies representatives, as a result of successful implementation of workplace health initiatives. (i) Lack of staff commitment; (ii) Lack of time; and (iii) Problems of co-operation and communication within company or establishment (iii) are perceived to be the main barriers companies must cope with. Asked about the main facilitating factors, these companies have pointed out the following ones: (i) Top management commitment; (ii) Corporate culture; and (iii) Sense of social responsibility. This sociological research report shows the methodological weaknesses of workplace health initiatives, carried out by Portuguese companies during the last 90s. In many cases, these programs and actions were not part of a corporate health strategy and policy, (i) based on the assessment of workers health needs and expectancies, (ii) advocated by the employer or the chief executive officer, (ii) planned and implemented with the staff consultation and participation or (iv) evaluated according to a cost-benefit analysis. In short, corporate health policy and action were still rather based on more traditional OSH approaches and should be reoriented towards Workplace Health Promotion (WHP) approach. According to the Luxembourg Declaration of Workplace Health Promotion in the European Union (1997), WHP is a combination of: (i) improving the work organisation and environment; (ii) promoting active participation; (iii) encouraging personal development.Rsume Politique(s) de sant au travail: une enqute sociologique aux entreprises portugaises Au Portugal on ne sait presque rien des politiques de sant au travail, adopts par les entreprises. Avec ce projet de recherche, on veut (i) amliorer la connaissance sur les systmes de gestion de la sant et de la scurit au travail et, au mme temps, (ii) contribuer au dveloppement de la promotion de la sant des travailleurs. Une typologie a t use pour identifier les politiques, programmes et actions de sant au travail: A. Amlioration des conditions de travail / Scurit au travail; B. Mdecine du travail /Sant au travail; C. Prvention des comportements de risque / Promotion de styles de vie sains; D. Interventions organisationnelles / Amlioration des facteurs psychosociaux au travail; E. Gestion de personnel et bien-tre social. Un questionnaire postal a t envoy au reprsentant maximum des grandes entreprises portugaises, industrielles ( 100 employs) ou des services ( 75 employs). Le taux de rponse a t environ 20% (259 rpondants, concernant trois centaines dentreprises et dtablissements). La recherche de champ, conduite du printemps 1997 lt 1998, a compris deux enqutes postales et un follow-up tlphonique. Lchantillon est reprsentatif de la population des deux miles plus grandes entreprises. Un quart sont des multinationales. Le taux de syndicalisation est denviron 30%. Toutefois, il y a seulement 16% de lieux de travail avec des reprsentants du personnel pour la sant et scurit au travail. Les initiatives de sant au travail les plus communes sont celles concernant le domaine plus traditionnel (types A et B) (57% du total): par exemple, les examens de mdecine du travail, lquipement de protection individuelle, les tests daptitude au travail. En ce qui concerne les programmes de type C, les plus frquents sont le contrle et la prvention des addictions (tabac, alcool, drogue). Les interventions dans le domaine de du systme technique et organisationnelle du travail peuvent comprendre les courses de formation en gestion de ressources humaines ou en psychosociologie des organisations, lergonomie, le travail post ou la gestion de la qualit totale. En gnral, la protection et la promotion de la sant des travailleurs ne sont pas prises en considration dans limplmentation des initiatives de type D. Il y a des diffrences quand on compare les grandes entreprises et les moyennes en matire de politique de gestion du personnel e du bien-tre (programmes de type E, y compris lallocation de ressources humaines ou logistiques comme, par exemple, restaurant, journal dentreprise, transports, installations et quipements sportifs). Dautres activits de promotion de la sant au travail comme la formation en gestion du stress, les programmes d assistance aux employs, ou les groupes de soutien et dauto-aide sont encore trs peu frquents dans les entreprises portugaises. Cest le systme intgr de gestion de la sant et de la scurit au travail, et non pas la taille de lentreprise, qui aide prdire lexistence de politiques actives et innovatrices dans ce domaine. Les trois facteurs principaux qui encouragent les actions de sant (prompting factors, en anglais) sont (i) labsentisme (y compris la maladie), (ii) les problmes lis la productivit, qualit et/ou la comptitivit, et aussi (iii) la culture de lentreprise/philosophie de gestion. Du cot des bnfices, on a obtenu surtout lamlioration (i) de la sant du personnel, (ii) des conditions de travail, et (iii) de la productivit, qualit et/ou comptitivit.Les facteurs qui facilitent les actions de sant au travail sont (i) lengagement de la direction, (ii) la culture de lentreprise, et (iii) le sens de responsabilit sociale. Par contre, les obstacles surmonter, selon les organisations qui ont rpondu au questionnaire, seraient surtout (i) le manque dengagement des travailleurs et de leur reprsentants, (ii) le temps insuffisant, et (iii) les problmes de articulation/communication au niveau interne de lentreprise/tablissement. Ce travail de recherche sociologique montre la faiblesse mthodologique des services et activits de sant et scurit au travail, mis en place par les entreprises portugaises dans les annes de 1990, la suite des accords de concertation sociale de 1991. Dans beaucoup de cas, (i) ces politiques de sant ne font pas partie encore dun systme intgr de gestion, (ii) il na pas dvaluation des besoins et des expectatives des travailleurs, (iii) cest trs bas ou inexistant le niveau de participation du personnel, (iv) on ne fait pas danalyse cot-bnfice. On peut conclure que les politiques de sant au travail sont plus proches de la mdecine du travail et de la scurit au travail que de la promotion de la sant des travailleurs. Selon la Dclaration du Luxembourg sur la Promotion de la Sant au Lieu de Travail dans la Communaut Europenne (1997), celle-ci comprend toutes les mesures des employeurs, des employs et de la socit pour amliorer l'tat de sant et le bien tre des travailleurs e ceci peut tre obtenu par la concentration des efforts dans les domaines suivants: (i) amlioration de l'organisation du travail et des conditions de travail ; (ii) promotion d'une participation active des collaborateurs ; (iii) renforcement des comptences personnelles .
Resumo:
RESUMO O Problema. A natureza, diversidade e perigosidade dos resduos hospitalares (RH) exige procedimentos especficos na sua gesto. A sua produo depende do nmero de unidades de prestao de cuidados de sade (upcs), tipo de cuidados prestados, nmero de doentes observados, prticas dos profissionais e dos rgos de gesto das upcs, inovao tecnolgica, entre outros. A gesto integrada de RH tem evoludo qualitativamente nos ltimos anos. Existe uma carncia de informao sobre os quantitativos de RH produzidos nas upcs e na prestao de cuidados domicilirios, em Portugal. Por outro lado, os Servios de Sade Pblica, abrangendo o poder de Autoridade de Sade, intervm na gesto do risco para a sade e o ambiente associado produo de RH, necessitando de indicadores para a sua monitorizao. O quadro legal de um pas nesta matria estabelece a estratgia de gesto destes resduos, a qual condicionada pela classificao e definio de RH por si adoptadas. Objectivos e Metodologias. O presente estudo pretende: quantificar a produo de RH resultantes da prestao de cuidados de sade, em seres humanos e animais nas upcs, do sistema pblico e privado, desenvolvendo um estudo longitudinal, onde se quantifica esta produo nos Hospitais, Centros de Sade, Clnicas Mdicas e Dentrias, Lares para Idosos, Postos Mdicos de Empresas, Centros de Hemodilise e Clnicas Veterinrias do Concelho da Amadora, e se compara esta produo em dois anos consecutivos; analisar as consequncias do exerccio do poder de Autoridade de Sade na gesto integrada de RH pelas upcs; quantificar a produo mdia de RH, por acto prestado, nos cuidados domicilirios e, com um estudo analtico transversal, relacionar essa produo mdia com as caractersticas dos doentes e dos tratamentos efectuados; proceder anlise comparativa das definies e classificaes de RH em pases da Unio Europeia, atravs de um estudo de reviso da legislao nesta matria em quatro pases, incluindo Portugal. Resultados e Concluses. Obtm-se a produo mdia de RH, por Grupos I+II, III e IV: nos Hospitais, por cama.dia, considerando a taxa de ocupao; por consulta, nos Centros de Sade, Clnicas Mdicas e Dentrias e Postos Mdicos de Empresas; por cama.ano, nos Lares para Idosos, considerando a sua taxa de ocupao; e por ano, nas Clnicas de Hemodilise e Veterinrias. Verifica-se que a actuao da Autoridade de Sade, produz nas upcs uma diferena estatisticamente significativa no aumento das contratualizaes destas com os operadores de tratamento de RH. Quantifica-se o peso mdio de resduos dos Grupos III e IV produzido por acto prestado nos tratamentos domicilirios e relaciona-se esta varivel dependente com as caractersticas dos doentes e dos tratamentos efectuados. Comparam-se os distintos critrios utilizados na elaborao das definies e classificaes destes resduos inscritas na legislao da Alemanha, Reino Unido, Espanha e Portugal. Recomendaes. Apresentam-se linhas de investigao futura e prope-se uma reflexo sobre eventuais alteraes de aspectos especficos no quadro legal portugus e nos planos de gesto integrada de RH, em Portugal. ABSTRACT The problem: The nature, diversity and hazardousness of hospital wastes (HW) requires specific procedures in its management. Its production depends on the number and patterns of healthcare services, number of patients, professional and administration practices and technologic innovations, among others. Integrated management of HW has been developping, in the scope of quality, for the past few years. There is a lack of information about the amount of HW produced in healthcare units and in the domiciliary visits, in Portugal. On the other hand, the Public Health Services, embracing the Health Authoritys power, play a very important role in managing the risk of HW production to public and environmental health. They need to use some indicators in its monitorization. In a country, rules and regulations define hospital waste management policies, which are confined by the addopted classification and definition of HW. Goals and Methods: This research study aims to quantify the production of HW as a result of healthcare services in human beings and animals, public service and private one. Through a longitudinal study, this production is quantified in Hospitals, Health Centers, Medical and Dental Clinics, Residential Centers for old people, Companies Medical Centers and Veterinary and Haemodyalisis Clinics in Amadoras Council, comparing this production in two consecutive years. This study also focus the consequences of the Health Authoritys role in the healthcare services integrated management of HW. The middle production of HW in the domiciliary treatments is also quantified and, with a transversal analytic study, its association with patients and treatments characteristics is enhanced. Finally, the definitions and classifications in the European Union Countries are compared through a study that revises this matters legislation in four countries, including Portugal. Results and Conclusions: We get the middle production of Groups I+II, III and IV: HW: in Hospitals, by bed.day, bearing the occupation rate; by consultation, in Health Centers, Medical and Dental Clinics and Companies Medical Centers; by bed.year in Residential Centers for old people, considering their occupation rate; by year, in Veterinary and Haemodyalisis Clinics. We verify that the Health Authoritys role produces a significative statistical difference in the rise of the contracts between healthcare services and HW operators. We quantify the Groups III and IVs wastes middle weight, produced by each medical treatment in domiciliary visits and relate this dependent variable with patients and treatments characteristics. We compare the different criteria used in the making of definitions and classifications of these wastes registered in German, United Kingdom, Spain and Portugals laws. Recommendations: Lines of further investigation are explaned. We also tender a reflexion about potential changes in rules, in regulations and in the integrated plans for managing hospital wastes in Portugal. RSUM Le Problme. La gestion des dchets d'activits hospitalires (DAH) et de soins de sant (DSS) exige des procdures spcifiques en raison de leur nature, diversit et dangerosit. Leur production dpend, parmi dautres, du nombre dunits de soins de sant (USS), du type de soins administrs, du nombre de malades observs, des pratiques des professionnels et des organes de gestion des USS, de linnovation technologique. La gestion intgre des DAH et des DSS subit une volution qualitative dans les dernires annes. Il existe un dficit dinformation sur les quantitatifs de DAH et de DSS provenant des USS et de la prestation de soins domiciliaires, au Portugal. Dautre part les Services de Sant Publique, y compris le pouvoir de lAutorit de Sant, qui interviennent dans la gestion du risque pour la sant et pour lenvironnement associ la production de DAH et de DSS, ont besoin dindicateurs pour leur surveillance. Dans cette matire le cadre lgal tablit la stratgie de gestion de ces dchets, laquelle est conditionne par la classification et par la dfinition des DAH et des DSS adoptes par le pays. Objectifs et Mthodologie. Cet tude prtend: quantifier la production de DAH et de DSS provenant de la prestation de soins de sant, en tres humains et animaux dans les USS du systme public et priv. travers un tude longitudinal, on quantifie cette production dans les Hpitaux, Centres de Sant, Cliniques Mdicales et Dentaires, Maisons de Repos pour personnes ges, Cabinets Mdicaux d Entreprises, Centres dHmodialyse et Cliniques Vtrinaires du municipe d Amadora, en comparant cette production en deux ans conscutifs; analyser les consquences de lexercice du pouvoir de lAutorit de Sant dans la gestion intgre des DAH et des DSS par les USS; quantifier la production moyenne de DAH et de DSS dans la prestation de soins domiciliaires et, avec un tude analytique transversal, rapporter cette production moyenne avec les caractristiques des malades et des soins administrs; procder l analyse comparative des dfinitions et classifications des DAH et des DSS dans des pays de lUnion Europenne, travers un tude de rvision de la lgislation relative cette matire dans quatre pays, Portugal y compris. Rsultats et Conclusions. On obtient la production moyenne de DAH et des DSS, par Classes I+II, III et IV: dans les hpitaux, par lit.jour, en considrant le taux doccupation; par consultation, dans les Centres de Sant, Cliniques Mdicales et Dentaires et Cabinets Mdicaux d Entreprises par lit.an dans les Maisons de Repos pour personnes ges en considrant le taux doccupation; et par an, dans les Cliniques dHmodialyse et Vtrinaires. On constate que lactuation de lAutorit de Sant produit dans les USS une diffrence statistiquement significative dans laccroissement de leurs contractualisations avec les oprateurs de traitement de DAH et de DSS. On quantifie le poids moyen des dchets des Classes III et IV produit par acte de prestation de soins domicile et on rapporte cette variable dpendante avec les caractristiques des malades et des soins administrs. On compare les diffrents critres utiliss dans llaboration des dfinitions et des classifications de ces dchets inscrites dans la lgis
