RSI and OOS

Repetitive Strain Injury (RSI) and Occupational Overuse Syndrome (OOS) are amongst a variety of injuries often related but not exclusive to employment. They don't, however, strike everyone whose work makes them susceptible; and, those who are affected are not always affected equally.

Do not assume that you're going to be amongst the lucky. It's your duty to your family, your own well being, and, yes, to your employer to do whatever is reasonable to avoid RSI (or any other work related injury). The first step is to inform yourself.

The RSI & Overuse Injury Association of the ACT, Inc has a website that I've found useful. They cite the common symptoms as including:

• burning, aching or shooting pain that can be restricted to small sites, such as fingertips, or settle in a larger area such as the forearm
• tremors, clumsiness and numbness
• fatigue or lack of strength
• weakness in the hands or forearms to the extent that it is difficult to perform even simple tasks such as lifting a bag of shopping
• difficulty with normal activities like opening doors, chopping vegetables, turning on a tap
• chronically cold hands, particularly the fingertips.

Prevention is better than cure; but if you recognise any of the symptoms see your doctor.

It's better to look silly on a bicycle
than fashionable with a Zimmer frame.
—Yllib Ybnad (b. 1948)

"Manage Out"

[Thank you for your patience whilst I've been away ill]

At Don Watson's website (www.weaselwords.com.au), amongst the "weasel" phrases mentioned by readers, can be found:

Performance Manage Out 'Not happy with an employee? You don't sack, can, dismiss or fire them. You "performance manage them out of the enterprise".' [From JamieWodetzki]

Where Watson's site is about weasel words, I want to talk about weasel behaviour. (A reader raised this issue and it certainly deserves some attention.)

In universities, or just about any large organisation, performance management is addressed by agreement provisions or at least by policies that regulate those activities.

I believe that the managers and supervisors in those organisations, who attempt to circumvent the appropriate arrangements are the bottom-feeders of management. (Happily, the vast majority of managers would never contemplate such tactics and would deplore such actions by others.)

There are, however, a few 'managers' who either just don't 'get' managing people or are ignorant of their responsibilities — they simply blunder along. Getting them back on track is usually possible, but care must be taken not to poison the situation in getting to a fix.

But, unfortunately, there's a more malevolent subset of managers — those who know what's required, but knowingly circumvent the appropriate processes for purposes of their own.

Addressing that conduct requires evidence. Therefore, if a bullying/harassment complaint can be sustained, no time should be lost in pursuing those processes.

If affected, you need help. Contact your Union.

As you get older it is harder to have heroes,
but it is sort of necessary.
—Ernest Hemingway (1899-1961)