StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Limitations of Drugs and Alcohol in the Workplace - Essay Example

Cite this document
Summary
Human resource managers have to ensure they have an environment that is conducive to employee productivity. They should ensure all the negative attributes of the working environment are reduced to minimal levels. This will ensure increased productivity of the firm. …
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER95.6% of users find it useful
Limitations of Drugs and Alcohol in the Workplace
Read Text Preview

Extract of sample "Limitations of Drugs and Alcohol in the Workplace"

?Limitations of Drugs and Alcohol in the Workplace Human resource managers have to ensure they have an environment that is conducive to employee productivity (Stone, 2011: 9). They should ensure all the negative attributes of the working environment are reduced to minimal levels. This will ensure increased productivity of the firm. However, if the HR managers are not keen on these problems and issues, they are likely to lead to dismal progress of the business. The firm will be in dwindling standards of production with low quality products and services. Similarly, there will be less reliance on the products and services in the market (International Labour Office, 2003: 21). With such instances, the organisation is likely to stall since most of the workers are not utilising their resources effectively. Similarly, if the HR managers do not take control of the situation, they are likely to brand the organisation with a retrogressive name. Most of the customers in the market brand an organisation according to the performance in service and product delivery. Therefore, a company that does not give top notch services and products will be given a name that depicts the same (Kumar, 2010: 13). However, accompany that is on the verge of delivering top notch services will spread its brand s in the market. Therefore, the HR managers have to ensure they control all the retrogressive activities that affect the performance of an organisation. Theoretically, alcohol and drugs are substances that divert the normal functioning of a person’s body and mind. Many people do not have the slightest idea of the limitations of alcohol at the work place and they will continue to indulge in the vice. Many organisations have invested substantial resources in ensuring alcohol and drug use in the organisation has been reduced (Millmore, 2007: 12). However, most of the employees that have been using these drugs still stick to their behaviour of using drugs and alcohol. This is due to the end result of using alcohol and drugs for a long time. It is known that people that abstain in the work place will depict different types of behaviour as opposed to the people that use drugs in the organisation. In, many instances, there is often a drift between the people that use drugs and alcohol in an organisation. This is due to their difference in the socialising, communication and their frequent places where they spend their free time. Workers that use drugs and alcohol will tend to be on different sides from other workers that do not consume alcohol and drugs (Ghodse, 2005: 19). In such a situation, it is almost impossible to merge the two groups to work together. This causes a contemporary issue in management of employees as they are not likely to agree on some issues. Similarly, some of the employees that are on the opposing ends will not be at ease with some of the timetables and working shifts. This will adversely affect the organisation as most of the employees will not be in agreement to work together. In some cases, discrimination cases occur in an organisation due to cliques of people that have something in common. Discrimination is an attribute that has affected a large number of organisations as it reduces its performance (Brewster, 2008: 19). For instance, some people are given a promotion due to the indulgence in some activities that are not productive in the work place. For instance, friendship in drinking dens could be extended to the organisation. With such activities, it is easier to promote a person that does not qualify for the post. However, the person is qualified for the post due to the indulgence in drugs and alcohol with the managers (Aronson, 2004: 14). This is a setback to the organisation. First, the organisation is likely to be controlled by people that adore alcohol and drugs. This creates a scenario where the decisions that are made in the organisation depend on a clique of drunkards. Such decisions could stall the organisation, especially when they do not consider the whole issue. Secondly, most of the other departments will be affected with such decisions as they affect the whole institution. With such instances, it is openly seen that alcohol and drug use could be a stumbling block in an organisation. Alcohol and drug use has the characteristic of making people addicted. When workers are faced with addiction to drugs and alcohol, they are hardly controllable. Such workers will have to be dependent on their respective drugs and alcohol for sustainability. When employees are facing Addiction, they have to ensure they have a little percentage of the drug or alcohol in their blood all day (Wills, 2005: 19). As such, they will tend to consume small bits of drugs and alcohol for daily sustainability. This is a health risk to the person and the organisation as a whole. For instance, employees that operate machinery should be sober all throughout the day. However, some of the employees that use drugs and alcohol also operate machinery. Since alcohol and drugs destabilise the visibility of a person, it is most likely that these people will cause accidents. When they cause accidents, there are several people that could be injured, including the same person that is using drugs (Goldberg, 2010: 15). In such a situation, the organisation has to incur costs in treating the injured persons. Similarly, the organisation has to incur costs in repairing the affected machinery. This leads to a financial burden that is pushed to an organisation, in a situation that is emanating from an employee that is addicted to drugs and alcohol. In addition, the organisation risks losing some of its employees (Kearns, 2012: 26). In such a situation, the organisation’s productivity will be reducing drastically. However, without the employees that use drugs and alcohol, the organisation will be stable in productivity, employee presence and it will reduce any expenses directed towards treatment of employees after an accident that has been caused by an employee that is using drugs and alcohol. In essence, this is a contemporary issue that should be dealt with immediately. Waste of resources is an issue in an organisation. First, people that use drugs are known to waste time. People who use drugs will have to slot some time to use drugs or alcohol during the working hours. Though some of the users make use of the breaks, they end up overstaying. Secondly, a lot of cash is spent on sustaining the need for drugs (Randhawa, 2007: 20). The money that is spent on drugs is substantial enough to reinvest in the organisation and increase its productivity. Apparently, people that use drugs waste resources by absconding duty. When they have taken alcohol or drugs in large amounts, they are rendered useless and are not in a position to work. Similarly, such people waste resources by showing fatigue at the work places. There are a number of responses that could be garnered in relation to this issue. This is a dark side of the organisation and it is affecting the organisation. Without such encounters, the organisation is likely to have greater performance in each of its activities (Sarros, 2011: 21). For instance, alcohol is known to lower the concentration level of its users. With lower concentration levels, the employees are not likely to concentrate on their work. With such instances, it is unlikely that the employee will give the best outcome in the organisation. Therefore, there is a need to control such instances in the organisation. Though the control measures are indulging, they will be worthwhile in the future. The control measures will ensure the employees have reduced their dependency on alcohol and drugs. With such manoeuvres, the organisation will create a better environment that will enhance performance in the organisation. However, neglecting such measures in an organisation will develop the problem further. This will in turn reflect a dwindling performance in the organisation as the problem will be getting worse. Therefore, there should be a strategic step that is taken in an organisation to ensure such issues are controlled at manageable levels. According to research, it is an easy task to reduce the instances of usage of alcohol and drugs while in the organisation’s compound. First, the organisation has to make it a regulation that using alcohol and drugs in the compound is prohibited (Bennett and Lehman, 2003: 16). Implementing such a regulation ensures the organisation’s workers do not use alcohol while at their work place. This will maintain the alcohol consumption of the employees as they will have little time in consumption of alcohol and drugs. Similarly, banning smoking in the organisation’s compound will be appropriate. Though some people have a tendency of smoking in the washrooms, instilling strict measures on such will reduce the instances of using drugs in the organisation. Punishment is a way of reducing the use of drugs and alcohol in the organisation. The organisation in conjunction with other concerned parties slots a number of punishments that could be used in reducing the number of people that use drugs in the organisation (Fletcher, 2004: 17). With such propositions, the people that use drugs and alcohol will reduce their consumptions as they fear punishments. With such a manoeuvre, most of the people that are addicted will find it easier to quit using drugs and alcohol as an external force has been influential (Steingold, 2010: 23). Similarly, training and teaching the staff on the need to reduce alcohol and drug consumption could be a way forward. Most of the employees do not have information about the negativity of using drugs and alcohol. However, with such training, they are in a better position to quit using drugs and alcohol. With the stated avenues of reducing use of alcohol and drugs, the whole organisation will be prepared to perform better. In conclusion, drugs and alcohol usage in an organisation is a setback. This causes a lot of negativity as the organisation records dismal performance. Some of the problems that are linked with alcohol and drug use is time wasting, waste of resources, personal concentration, self drive and commitment to the work. Therefore, the employees that use drugs and alcohol will have dismal performance. However, containing such an attribute in the organisation will lead to better performance. References Aronson, J.K. (2004) Side effects of drugs annual 27: a worldwide yearly survey of new data and trends in adverse drug reactions, Elsevier, New York. Bennett, J.B. & Lehman, W.E.K. (2003) Preventing workplace substance abuse: beyond drug testing to wellness, American Psychological Association, New York. Brewster, C. (2008) Contemporary issues in human resources management: gaining a competitive advantage, Oxford University Press Southern Africa, Oxford. Fletcher, C. (2004) Appraisal and feedback: making performance review work, CIPD Publishing, New York. Ghodse, H. (2005) Addiction at work: tackling drug use and misuse in the workplace, Gower Publishing, Ltd., New York. Goldberg, R. (2010) Drugs across the spectrum, Cengage Learning, New York. International Labour Office (2003) Alcohol and drug related problems at work: the shift to prevention, International Labour Organisation, New York. Kearns, P. (2012) HR strategy: business focused individually centred, Routledge, New York. Kumar, R. (2010) Human resource management: strategic analysis text and cases, I. K. International Pvt Ltd, New York. Millmore, M. (2007) Strategic human resource management: contemporary issues, Financial Times Prentice Hall, New York. Randhawa, G. (2007) Human resource management, Atlantic Publishers & Dist, London. Sarros, J. (2011) Contemporary perspectives on leadership: focus and meaning for ambiguous times, Tilde Publishing, New York. Steingold, F. S. (2010) The employer's legal handbook, Nolo, New York. Stone, R.J. (2011) Human Resource management, John Wiley & Sons Australia, Limited, Canberra. Wills, S. (2005) Drugs of abuse, Pharmaceutical Press, London. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Limitations of Drugs and Alcohol in the Workplace Essay”, n.d.)
Limitations of Drugs and Alcohol in the Workplace Essay. Retrieved from https://studentshare.org/management/1473636-limitations-of-drugs-and-alcohol-in-the-workplace
(Limitations of Drugs and Alcohol in the Workplace Essay)
Limitations of Drugs and Alcohol in the Workplace Essay. https://studentshare.org/management/1473636-limitations-of-drugs-and-alcohol-in-the-workplace.
“Limitations of Drugs and Alcohol in the Workplace Essay”, n.d. https://studentshare.org/management/1473636-limitations-of-drugs-and-alcohol-in-the-workplace.
  • Cited: 0 times

CHECK THESE SAMPLES OF Limitations of Drugs and Alcohol in the Workplace

Drug and Alcohol Testing

Long-term use of drugs and alcohol are not good for the physical health and the company.... 13 Drug and Alcohol Testing Introduction drugs and alcohol use cause problems in the family, society and at the workplace.... RUNNING HEAD: DRUG and alcohol TESTING Drug and alcohol Testing School Date Table of Contents Title Page .... Drug-Free Workplace Act of 1988) and state laws allow employers to test their prospective employees for drug and alcohol use (Drug testing, 2011)....
12 Pages (3000 words) Term Paper

An Issue Pertaining to Business Ethics

hellip;  Moving on, the most important ethical issue that has been observed in organizations has been the use of alcohol.... Clearly, with that, we can see that the alcohol nature of individuals has an impact in one way or another.... The guidelines set to drinking have been set by the careful and thorough study of the intake of alcohol and those set limits are not meant to be crossed....
5 Pages (1250 words) Essay

Drug Control Program

hellip; The phenomenon of drug and alcohol use has existed in most of the American history.... During this period, before the 19th Century, fewer restrictions were put on drug and alcohol use.... These drug and alcohol abuse patterns among the youthful population, therefore, raise concerns in the country.... Additionally, drug and alcohol abuse is responsible for the deaths of close to 4,400 teenagers in the U.... Apart from deaths, drug and alcohol abuse lowers the quality of life of the victims in various ways....
7 Pages (1750 words) Essay

Drug Testing in the Public Sector

Drug Testing in the Public Sector Contents Introduction 3 Findings from various research studies 3 Role of Government 4 Legal Factors 7 Federal Drug Testing Legislation 7 State Drug Testing Legislation 8 FMCSA Alcohol and Drug Testing Rules 9 Drug testing in the public sector employers 9 Perception and trend for drug testing in the workplace 11 Privacy issues 12 Ethicality of drug testing in the public sector 13 Role of DTC 14 Drug Testing through GC/MS 14 Pros and cons of drug testing 15 Conclusion 16 References 19 Bibliography 20 Introduction Drug testing in public sectors has become a much discussed issue of the modern corporate cultures since both the employer and the employee believes th… at drug testing is essential for maintaining the safety of the organization....
16 Pages (4000 words) Research Paper

Legal Regulation Impacting Human Resources Paper: Drug-Free Workplace Act

hellip; Alcohol has been identified as the most commonly abused drug in the workplace.... Use, or abuse, of drugs in the workplace entails the consumption, sell and distribution of the drugs within work premises (Webb, Shakeshaft & Havard, 2009).... Legal Regulation Impacting Human Resources Paper: Drug-Free Workplace Act Name: Institution: Legal Regulation Impacting Human Resources Paper: Drug-Free Workplace Act A drug-free workplace is defined by a working environment that is free from the hazards posed to productivity, safety and health by the use of drugs and controlled substances by employees....
8 Pages (2000 words) Research Paper

Strategies for People Management

Clearly the production manager wishes you to advise her on how she should handle the immediate situation but there is also a wider concern because you are aware that the company does not have either a strategy or policy on alcohol or similar abuse in the workplace.... You are shocked when some initial research from a CIPD report on drugs and alcohol abuse highlights that: “.... The supervisor was not sure whether she could ask the nurse to request the employee to submit to a test for alcohol but the problem was solved when the employee said that she had taken a coffee flask filled with Vodka into the factory and had, progressively as the night shift wore on, drunk her way through its contents until she was no longer capable of standing....
12 Pages (3000 words) Essay

The National Institute on Drug Abuse

However, marijuana With increased medical marijuana legalization, questions are propping up as to how this would affect the workplace bearing in mind that most of those who consume it are worker.... As such the issue is very complex needing careful consideration by employers especially in formulation of their zero-tolerance policies or maintaing a drug-free workplace....
10 Pages (2500 words) Essay

Is Workplace Drug Testing a Wise Corporate Policy

It can not be denied that drug use has substantially changed the norms of behavior among all sectors of society, particularly in the workplace (Carpenter 795; Godfrey and Parrott 30; Walsh 120; Harris 357).... Violence in the workplace is a serious concern for both workers and employers (Chappell, and Di Martino 15).... The following reasons summarize employers' reasons for implementing drug testing policies: to discourage drug use among employees; negate chances of hiring drug users; identify employees with drug problems and provide assistance for medical intervention; keep the workplace safe; protect the public interest and gain consumer confidence pertaining to workplace safety of their employers; abide by drug testing regulations both on the state and federal levels; and benefit from such programs as the Workers' Compensation Premium Discount (US Department of Labor par 3)....
15 Pages (3750 words) Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us