User:Ashleykwebb/sandbox

Employee training and education
Proper training and education of those exposed to noise is the key to preventing noise-induced hearing loss. If employees are properly trained on how to follow a hearing conservation program, then the risk of noise-induced hearing loss is reduced. By providing information on the physiological effects of noise exposure, the importance of obtaining baseline and annual audiograms, and use of appropriate hearing protection, the program will provide a thorough knowledge base for employees involved. Providing a refresher training when appropriate will support retention of this information. OSHA requires this training to be completed on an annual basis. Proper training is imperative since "even with a very modest amount of instruction attenuation performance can be significantly improved."

Resources needed to carry out a hearing conservation program
To carry out a hearing conservation training, the program may utilize a variety of materials to relay the necessary information. An assortment if written, video, audio, and hands on experience may make the training more interactive and meaningful to employees. It is recommended that materials also be translated into languages other than English so all employees can attend and benefit from the training. Pre- and post-assessments, a safe and secure learning environment, access to training media and equipment, informational handouts/pamphlets, and examples of hearing protection devices are all resources that can contribute to successful HLPP trainings.

Initial Training
The initial training for employees should cover the following topics:


 * The physical and psychological effects of noise-induced hearing loss
 * Recognition of hazardous noise may be possible whether it is posted or unposted
 * Audiometric testing and its purpose
 * The responsibilities of employees and supervisors in the hearing conservation program
 * The danger of noise exposure in recreational activities
 * Possible effects of hearing loss on job performance and fitness for duty

Factors Influencing Employee Motivation to Participate in Hearing Conservation Program
It is not enough to provide the employees with the information about occupational hearing loss and hearing conservation. There are many factors that may contribute to the employee's lack of compliance with training. These factors fall under three main categories: individual perceptions or beliefs, individual personality, and influencing variables.

Individual Perceptions
Every worker has perceptions about their work environment, how noise and ototoxins affect them, and hearing conservation programs. Some workers may believe that they are invulnerable to hearing loss. These workers may perceive that the noise is not loud enough to cause hearing loss. Others know that 29% of workers may have noise-induced hearing loss, meaning 71% are not likely to develop a hearing loss due to noise. Because of these statistics, some workers may believe that they will fall into the 71%. Others may believe that they are too young to suffer from hearing loss. Still others have the incorrect belief that loud noise will make the ears tougher. A portion of workers may not realize the implications of a hearing loss and that hearing aids will be able to fix their hearing. If there is not a perceived benefit to utilizing hearing protection devices, it is less likely that individuals will participate. If workers perceive that there are barriers to taking action to prevent hearing loss, they are also less likely to participate in the program. These barriers may include hearing protection affecting their ability to perform their job well, their company being shut down due to the noise levels, hearing protector comfort, and chronic irritation and infection of the outer and middle ear.

Individual Personality
A small number of individuals may see the use of HPD as weakness or not being manly. This may arise from peer pressure.

Influencing Variables
Workers who have experienced or are currently experiencing tinnitus are more likely to utilize HPD consistently. Others who have had a temporary hearing loss may be triggered to motivate preventative action. Workers who have suffered from a temporary hearing threshold shift following loud noise exposure may serve as a motivation for the use of HPD. The use of HPDs is more common in companies with more complete hearing conservation programs.

Motivational Techniques
Motivational techniques can be implemented to promote hearing conservation program compliance and the use of hearing protection. One suggestion is continued education at the workers' audiometric screening. They should be asked to bring along their current hearing protection device to the screening. If the results are normal and the inspection of the hearing protection device is good, praise can be given for following protocol. If there is a shift in their hearing, instruction can be given again about the proper use of hearing protection and the importance of wearing them. Audiograms can be very useful in showing workers how noise can affect their hearing. One specific way to do this is to perform two hearing test on an employee on two different days. One day the hearing test will be after wearing hearing protection all day and the other will be after not wearing hearing protection for the day. The difference can then be discussed with the worker and he/she has a tangible way to see how noise affects hearing. Another technique is using "internal triggers" to motivate employees to comply to the hearing conservation program. If the individual already suffers from tinnitus and/or hearing loss they are probably more likely to use hearing protection because he/she does not want that problem to progress with noise exposure. Finally, the hearing protection offered should be comfortable so the worker will wear it. It is suggested that workers have a variety of hearing protection devices available to them, including at least one type of earmuff and two different forms of earplugs, to fit the individual needs and wants of the workers.