La qualité de vie au travail est une tendance RH, fréquemment abordée dans des situations incertaines pour faire face au changement. Elle peut être définie comme une multitude de connexions positives qui engendrent de meilleures relations professionnelles et interprofessionnelles. L’action sur le volet qualité de vie au travail permettrait une meilleure relation et coordination entre donneurs d’ordres et sous-traitants et engendrerait ainsi une meilleure performance. Comment les donneurs d’ordres parviennent à faire déployer la qualité de vie au travail chez leurs sous-traitants ? La réponse constitue le fil conducteur de l’exploration empirique. En effet, une étude de cas pilote auprès du groupe Orange permet de faire émerger les difficultés de ce déploiement. Cette thèse propose des solutions dont un modèle inductif basé sur un échange approfondi avec Orange et ses partenaires pour un déploiement facilité favorisant la participation des sous-traitants. Deux autres études de cas complémentaires permettent d’approfondir les attentes des sous-traitants et les objectifs des donneurs d’ordres. Les résultats démontrent qu’à travers la théorie de la coordination relationnelle les donneurs d’ordres pourraient, (au lieu de déployer la qualité de vie au travail), co-construire et associer les sous-traitants à la mise en œuvre des différentes démarches qui permettent l’instauration des relations positives au travail et que les deux partenaires devraient tendre vers le Knowledge Orientation Management. / The quality of work life is an HR trend, frequently discussed in uncertain situations to deal with change. It can be defined as a multitude of positive connections that create better professional and interprofessional relationships. The action on quality of work life allows better relation between contractors and subcontractors which result in better performance. How donors of orders manage to deploy quality of work life among their subcontractors? The answer is the thread of the empirical exploration. Indeed, a pilot case study with the Orange group helps develop the difficulties of deployment. This thesis offers solutions including a theoretical model based on a through exchange with Orange and its partners which present a simplified implementation with the active participation of subcontractors.Two other complementary case studies help to deepen the expectations of subcontractors and objectives of contractors. The results show that through the theory of relational coordination, contractors could ( instead of deploying the quality of work life ), co- build and involve subcontractors in the implementation of the different approaches allowing the establishment of positive relationships at work and that both partners should aim to Orientation Knowledge Management.

Bibliography: leaves 135-143. An anthropological analysis of an industrial dispute that occurred within the East Gippsland forest industry, 1997-1998 and how the workers strove to acheive better working conditions for themselves, and to share in the wealth they had created.

Thesis (MCom)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The South African health care system is tormented by various challenges ranging from income inequalities, extreme resource scarcities to discrimination and violence. This makes the health care industry a tough work environment for health care personnel to operate in. South Africa has experienced the loss of thousands of nurses over the past decade, either emigrating or leaving the nursing profession altogether (Tshitangano, 2013). Consequently, this trend drew the attention to the well-being of nurses in South Africa. The primary objective of this study was to investigate the level of work engagement among private sector nurses in the Western Cape, together with their levels of job demands, job resources, personal resources, performance and job crafting. This was done using the Job Demands-Resources model (JD-R) of work engagement. The comprehensive JD-R model was tested and the validity of the proposed relationships between the constructs was examined. Moreover, additional paths in the model were proposed and tested. Managerial implications along with practical interventions were derived from the results with the aim to increase nurse well-being and retention. An ex post facto correlational design was used to test the formulated hypotheses in this research study. Quantitative data were collected from 311 nurses employed by a private hospital group by means of non-probability convenience sampling. A self-administered paper copy survey was distributed to hospitals given that they agreed to participate in the research. The survey was voluntary, anonymous and confidential. The survey consisted of five sections and included questions from five existing questionnaires, namely, the Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), the Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), the Work Design Questionnaire (Morgeson & Humhprey, 2006), the Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), and the Job Crafting Scale (Tims, Bakker & Derks, 2012). In order to test the statistical significance of the hypotheses, the data were subjected to Structural Equation modelling and regression analyses. The results indicated that the nurses experienced a high level of work engagement, and elucidated the fact that job resources, job demands, and job crafting aspects of their jobs are in need of industrial psychologist or managerial interventions. / AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse gesondheidsisteem word geteister deur verskeie uitdagings wat onder andere inkomste ongelykhede, ekstreme hulpbron skaarshede, diskriminasie en geweld insluit. Dit maak die gesondheidsindustrie ʼn moeilike werksomgewing vir gesondheidspersoneel om in te werk. Suid-Afrika het duisende verpleegsters oor die laaste dekade verloor as gevolg van emigrasie, terwyl ander die professie in geheel verlaat het (Tshitangano, 2013). Gevolglik het hierdie tendens die aandag getrek na die welstand van verpleegsters in Suid-Afrika. Die primêre doel van hierdie studie was om die vlak van werksbetrokkenheid onder ʼn steekproef van privaatsektor verpleegsters in die Wes-Kaap te ondersoek, tesame met hulle vlakke van werkseise, werkshulpbronne, persoonlike hulpbronne, werksprestasie en posverryking. Die Job Demands-Resources model (JD-R) of work engagement is vir hierdie doel ingespan. Die omvattende model tesame met die geldigheid van die voorgestelde verhoudings tussen die konstrukte is getoets. Addisionele verhoudings is ook voorgestel en getoets. Bestuursimplikasies en praktiese intervensies is van die resultate afgelei en word aan bestuurders voorgelê as moontlike oplossings om verpleegsters se welstand en retensie te verhoog. ʼn Ex post facto korrelasie-ontwerp is gebruik om die geformuleerde hipoteses in hierdie studie te toets. Kwantitatiewe data is van 311 verpleegsters ingesamel wat deur ʼn private hospitaalgroep in diens geneem word. Nie-waarskynlikheid gerieflikheidsteekproeftrekking is gebruik om die steekproef te bepaal. ʼn Self-geadministreerde vraelys is ontwikkel en as harde kopie uitgestuur na dié hospitale wat ingestem het om aan die navorsing deel te neem. Die vraelys is vrywillig, anoniem en konfidensieel ingevul en het uit vyf seksies bestaan. Die vyf seksies se vrae is opgemaak uit verskeie bestaande vraelyste, naamlik, die Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), die Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), die Work Design Questionnaire (Morgeson & Humhprey, 2006), die Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), en die Job Crafting Scale (Tims, Bakker & Derks, 2012). Ten einde die statistiese beduidendheid van die hipoteses te toets, is die data deur strukturele vergelykingsmodellering en regressie-ontledings ontleed. Die resultate dui daarop dat die verpleegsters 'n hoë vlak van werksbetrokkenheid ervaar, en dat werkshulpbronne, werkseise en posverrykende aspekte van hulle werk bestuurs- of bedryfsielkundige intervensies verlang.

The aim of the study was to determine the impact of transformational leadership styles of managers on subordinates' job satisfaction, in a steel and mining company. Leadership was conceptualised from the trait, behavioural, contingency and neocharismatic theories. Job satisfaction was derived from content and process theories.The literature highlighted leadership and job satisfaction theories, the changing context of leadership and research of both transformational leadership and job satisfaction. The study was exploratory and a random sample (N=126) was used. The Multifactor Leadership Questionnaire was used to measure transformational leadership and the Job Satisfaction Survey was used to measure subordinate job satisfaction. The results indicated that there was a significant impact of transformational leadership styles of managers on subordinates' job satisfaction, more specifically, in terms of fringe benefits and pay dimensions of job satisfaction, as well as the biographical variable, age. Future research may include transformational leadership styles and other variables such as performance and productivity in the steel and mining industry as well as the biographical variable, age. uture research may include transformational leadership styles and other ariables such as performance and productivity in the steel and mining ndustry. / Industrial Psychology / M.Adm. (Industrial Psychology)

The study set out to investigate the factors influencing turnover among professional staff in some selected NGOs in Malawi. Using qualitative and participatory methods, the study used the levels of complexity model to analyse the factors leading to the problem of staff turnover in the selected NGOs. The main findings were that: · Professional staff turnover was 50% within a period of 18 months across all the NGOs interviewed. · For the professional staff, the main factors contributing to staff turnover were: ineffective organisational policies, systems and procedures; poor relationships and communication; and poor organisational values and culture. · In addressing the problem, NGO leaders tend to concentrate on efforts to improve salaries and other monetary benefits; and training opportunities. In order to more comprehensively address the problem of staff turnover among the professional staff however, NGO leaders must adopt a process or an Organisation Development (OD) approach. / Public Administration and Development Studies / M.A. (Development Studies)

A situação do meio ambiente de trabalho dos professores tem sido ignorada por legisladores e doutrinadores brasileiros. Em âmbito internacional, a dificuldade em advogar um ambiente saudável para os profissionais da docência também é verificada. É moderna a concepção que considera o educador um profissional trabalhador. Com o crescimento econômico, são ampliados os direitos de proteção do trabalhador (operário/categoria) no meio ambiente de trabalho, olvidando-se, entretanto, o reconhecimento de um ambiente sadio para os profissionais que se dedicam ao trabalho intelectual. E sabe-se que são muitas as doenças ocupacionais que acometem o professor, nos mais diferentes níveis do ensino. Desde 1983, a Organização Internacional do Trabalho aponta os professores como sendo a segunda categoria profissional, em nível mundial, a portar doenças de caráter ocupacional. O estresse que o acomete é considerado pela OIT não somente um fenômeno isolado, mas um risco ocupacional significativo da profissão . Em face da sociedade de risco, tais problemas tendem a um substancial agravamento. O Decreto 53.831/64 enquadrou a atividade docente como penosa. Faltam medidas paliativas e preventivas que garantam um meio ambiente de trabalho saudável para o exercício do magistério. Esta pesquisa objetiva analisar as principais doenças ocupacionais que atingem o professor no meio ambiente de trabalho, de modo a identificar sua origem, para que seja possível a construção de uma proposta adequada de alternativas de precaução e prevenção de riscos à sadia qualidade de vida do docente em seu ambiente laboral. Meditar sobre as alternativas de soluções desse problema é também papel do Direito, pois o adoecimento dos professores, no exercício de sua função, representa o comprometimento do futuro da educação e, consequentemente, um perigo para o desenvolvimento social e sustentável do país. / Submitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-06-04T17:13:03Z No. of bitstreams: 1 Dissertacao Deise Vilma Webber.pdf: 1232730 bytes, checksum: 2670ce14877c2ef249b1ef4a8da01b9d (MD5) / Made available in DSpace on 2014-06-04T17:13:03Z (GMT). No. of bitstreams: 1 Dissertacao Deise Vilma Webber.pdf: 1232730 bytes, checksum: 2670ce14877c2ef249b1ef4a8da01b9d (MD5) / The teacher´s environment work has been ignorated by the lawmakers and the Brazilian instructors. In an international scope there are so many difficulties to defend a healthy environment to the teachers and its modern the conception that the teacher is a professional worker. The economic increase enlarged the worker rights in the work environment, neglecting, meanwhile, the recognition of a healthy environment place to the workers who devote themselves to the intellectual work. There are many occupational diseases that attack the teachers in so many different levels of education. Since 1983, the International Labor Organization (OIL) indicates the teachers in the second place as the professional category who have been occupational diseases. The teachers are taken by a stress which it´s considered by the OIL not an isolated phenomenon, but a "significative occupational risk of the labor". The Decree 53.831/64 fit the labor´s teacher as fatigue, because there aren´t preventive ways to guarantee a healthy environmental work to practice the teacher´s labor. This research has the goal analyze the main occupational diseases which has been attacked the teacher in their environmental work and recognize its cause, to make possible the build of a new proposal of prevention an precaution ways of risks to the health quality of teacher lives in their environmental labor. The Law must try to solve this problem by alternatives because the teachers are sick in their work and this represents the worry with the future of education and a serious danger to the social and sustainable development of the country.

Considerando-se que indicadores críticos da esfera institucional afetam negativamente ostrabalhadores e que estes últimos são a face visível e concreta dos serviços prestados ematendimento às necessidades da sociedade, promover a Qualidade de Vida no Trabalho nas instituições que integram a Administração Pública significa fortalecer a capacidade do Estado e realização do bem comum. Partindo-se da convicção de que atuar de forma transformadora sobre o contexto de trabalho – abordagem preventiva – é mais eficaz e sustentável para propiciar bem-estar aos trabalhadores que a retirada momentânea destes para a participação em atividades compensatórias dos desgastes causados por tal contexto – abordagem assistencialista, buscou-se, por meio deste estudo, averiguar, tanto sob a ótica institucional quanto dos trabalhadores, a percepção de Qualidade de Vida no Trabalho (QVT) e as ações realizadas com este foco nas instituições que integram a Administração Pública Federal brasileira, verificando seu alinhamento à abordagem preventiva ou assistencialista. Por meio de pesquisa de campo, realizada a partir da aplicação de questionários a cada uma das populações-alvo, verificou-se que a QVT nas instituições pesquisadas é média-baixa. Constatou-se que níveis mais altos de QVT associam-se a baixas exigências físicas, alta possibilidade de livre organização do próprio trabalho e percepção de oportunidade de participação nas decisões institucionais relevantes. Embora percebido que, quanto aos dois primeiros aspectos as instituições se encontram em caminho favorável, quanto ao terceiro verificou-se a necessidade de mudanças mais significativas. Identificou-se ainda que características pessoais/profissionais dos trabalhadores influenciam a forma como são percebidos cada um destes três aspectos. Constatou-se que níveis mais elevados de QVT também se relacionam, progressivamente, à percepção de realização de ações de QVT na instituição e ao caráter preventivo destas. Nesse sentido, apurou-se que, ainda que os participantes tenham revelado concepções predominantemente condizentes à abordagem preventiva da QVT, as ações efetivamente realizadas nas instituições caracterizam-se como assistencialistas. A partir dos resultados obtidos, reforça-se a importância da realização de ações com foco em QVT nas instituições, em especial adotando-se uma perspectiva reventiva que, a partir da escuta das demandas e percepções dos trabalhadores, busque a redução dos fatores que impedem que estes vivenciem experiências duradouras de bem-estar em seu ambiente laboral. / Considering that critical factors of institutional sphere negatively affect workers and that workers are the visible and concrete face of services offered in response to societal needs, topromote Quality of Working Life in the institutions that are part of the Public Administration means to strengthen the capacity of the State to attain the common good. Based on the conviction that acting in a transformative way about the work context - preventive approach - is more effective and sustainable to provide welfare to workers, than the temporary withdrawalof these to participate in activities that compensates the damage caused by such context -paternalistic approach, was sought, through this study, to investigate, from institutional andworkers perspective, the perception of Quality of Working Life (QWL) and the actions takenwith this focus on institutions of Brazilian Federal Public Administration, checking theiralignment to preventive or paternalistic approach. Through field research, based onquestionnaires answered by each of the target populations, it was found that the QWL in thesurveyed institutions is medium-low. It was found that higher levels of QWL are associatedwith low physical demands, high possibility of free organization of their own work andperception of opportunity to participate in the relevant institutional decisions. Although realizedthat institutions are in a favorable way on the first two aspects, on the third there is a need for more significant changes. It was also identified that workers personal/professional characteristics has influence on how they perceive each of these three aspects. It was noticed that higher levels of QWL also relate, progressively, to the perception of accomplishment of QWL activities in the institution and the preventive character of these. In this sense, it was found that although participants have revealed conceptions predominantly consistent to preventive approach of QWL, the actions effectively developed in institutions are characterized as paternalistic. The search results reinforces the importance of carrying out institutional actions focused on QWL, particularly by adopting a preventive approach, which, based on workers demands and perceptions, seeks to reduce the factors that prevent these to experience long-term well-being in their working environment.

Esta dissertação trata da Qualidade de Vida no trabalho, motivadora do desenvolvimento das pessoas, tendo como referência a Instituição de Ensino Superior nomeada Universidade Tecnológica Federal do Paraná (UTFPR), tendo como representatividade os servidores que trabalham em Curitiba. Nela interagem docentes, discentes, técnicos administrativos e pessoas de serviços terceirizados. O objetivo principal do trabalho foi aprofundar as noções do termo “Qualidade de Vida” legitimadas pelo uso e apropriação dos tempos de trabalho e não- trabalho pelas pessoas que atuam em um ambiente institucional de ensino superior. A fundamentação teórica tem como pano de fundo os conceitos de trabalho, tempo de trabalho, tempo livre e Qualidade de Vida nas dimensões sociais e históricas que resgata as condições gerais de trabalho e as propostas específicas da UTFPR. A metodologia foi de natureza qualitativa, buscando a interação entre as variáveis do modelo Meaning of Working Research Team (MOW) com os dados levantados por meio de entrevistas para conhecer a percepção sobre os conceitos que permeiam o termo Qualidade de Vida no trabalho. O tema foi espacialmente delimitado pela escolha de servidores lotados na UTFPR em Curitiba e no aspecto temporal, resgatou depoimentos sobre históricos de atividades de Qualidade de Vida durante os anos de 2013 e 2014. Foram utilizados como instrumentos metodológicos as entrevistas por meio de perguntas abertas. Os resultados da pesquisa de campo confirmaram os conceitos escolhidos para a discussão do marco teórico, o qual estabeleceu correspondências entre tempo livre e tempo de trabalho. Os participantes da pesquisa aproximaram a noção de Qualidade de Vida no Trabalho com o uso e a apropriação do tempo livre deles. Assim, concluiu-se que foram tanto as práticas dos trabalhadores quanto as discussões teóricas que constroem as noções e os conceitos de Qualidade de Vida no trabalho. / This dissertation deals with the quality of work life, motivating the development of people, with reference to the institution of higher education named Federal University of Technological- Paraná (UTFPR), Curitiba. It interact faculty, students, administrative staff and people of outsourced services. The main objective was to deepen the notions of the term "Quality of Life" legitimized the use and ownership of working hours and non-work by people who work in an institutional environment of higher education. The theoretical foundation has as a backdrop the concepts of work, working time, leisure time and quality of life in social and historical dimensions that rescues the general working conditions and specific proposals UTFPR. The methodology was qualitative in nature, aiming for the interaction between the variables of the Meaning of Working Research Team (MOW) model with the data collected through interviews to know the perception of the concepts underlying the term quality of life at work. The theme was spatially delimited by the choice of people working at UTFPR-Curitiba, and the temporal aspect, rescued testimony on historical Quality of Life activities during the years 2013 and 2014 interviews through open-ended questions were used as methodological tools. The results of the field research confirmed the concepts chosen for the discussion of the theoretical framework, which established correspondences between free time and work time. Survey participants approached the notion of quality of work life with the use and ownership of their free time. So we were both workers' practices as the theoretical discussions that build the notions and concepts of Quality of Life at Work were completed.

Considerando-se que indicadores críticos da esfera institucional afetam negativamente ostrabalhadores e que estes últimos são a face visível e concreta dos serviços prestados ematendimento às necessidades da sociedade, promover a Qualidade de Vida no Trabalho nas instituições que integram a Administração Pública significa fortalecer a capacidade do Estado e realização do bem comum. Partindo-se da convicção de que atuar de forma transformadora sobre o contexto de trabalho – abordagem preventiva – é mais eficaz e sustentável para propiciar bem-estar aos trabalhadores que a retirada momentânea destes para a participação em atividades compensatórias dos desgastes causados por tal contexto – abordagem assistencialista, buscou-se, por meio deste estudo, averiguar, tanto sob a ótica institucional quanto dos trabalhadores, a percepção de Qualidade de Vida no Trabalho (QVT) e as ações realizadas com este foco nas instituições que integram a Administração Pública Federal brasileira, verificando seu alinhamento à abordagem preventiva ou assistencialista. Por meio de pesquisa de campo, realizada a partir da aplicação de questionários a cada uma das populações-alvo, verificou-se que a QVT nas instituições pesquisadas é média-baixa. Constatou-se que níveis mais altos de QVT associam-se a baixas exigências físicas, alta possibilidade de livre organização do próprio trabalho e percepção de oportunidade de participação nas decisões institucionais relevantes. Embora percebido que, quanto aos dois primeiros aspectos as instituições se encontram em caminho favorável, quanto ao terceiro verificou-se a necessidade de mudanças mais significativas. Identificou-se ainda que características pessoais/profissionais dos trabalhadores influenciam a forma como são percebidos cada um destes três aspectos. Constatou-se que níveis mais elevados de QVT também se relacionam, progressivamente, à percepção de realização de ações de QVT na instituição e ao caráter preventivo destas. Nesse sentido, apurou-se que, ainda que os participantes tenham revelado concepções predominantemente condizentes à abordagem preventiva da QVT, as ações efetivamente realizadas nas instituições caracterizam-se como assistencialistas. A partir dos resultados obtidos, reforça-se a importância da realização de ações com foco em QVT nas instituições, em especial adotando-se uma perspectiva reventiva que, a partir da escuta das demandas e percepções dos trabalhadores, busque a redução dos fatores que impedem que estes vivenciem experiências duradouras de bem-estar em seu ambiente laboral. / Considering that critical factors of institutional sphere negatively affect workers and that workers are the visible and concrete face of services offered in response to societal needs, topromote Quality of Working Life in the institutions that are part of the Public Administration means to strengthen the capacity of the State to attain the common good. Based on the conviction that acting in a transformative way about the work context - preventive approach - is more effective and sustainable to provide welfare to workers, than the temporary withdrawalof these to participate in activities that compensates the damage caused by such context -paternalistic approach, was sought, through this study, to investigate, from institutional andworkers perspective, the perception of Quality of Working Life (QWL) and the actions takenwith this focus on institutions of Brazilian Federal Public Administration, checking theiralignment to preventive or paternalistic approach. Through field research, based onquestionnaires answered by each of the target populations, it was found that the QWL in thesurveyed institutions is medium-low. It was found that higher levels of QWL are associatedwith low physical demands, high possibility of free organization of their own work andperception of opportunity to participate in the relevant institutional decisions. Although realizedthat institutions are in a favorable way on the first two aspects, on the third there is a need for more significant changes. It was also identified that workers personal/professional characteristics has influence on how they perceive each of these three aspects. It was noticed that higher levels of QWL also relate, progressively, to the perception of accomplishment of QWL activities in the institution and the preventive character of these. In this sense, it was found that although participants have revealed conceptions predominantly consistent to preventive approach of QWL, the actions effectively developed in institutions are characterized as paternalistic. The search results reinforces the importance of carrying out institutional actions focused on QWL, particularly by adopting a preventive approach, which, based on workers demands and perceptions, seeks to reduce the factors that prevent these to experience long-term well-being in their working environment.

A situação do meio ambiente de trabalho dos professores tem sido ignorada por legisladores e doutrinadores brasileiros. Em âmbito internacional, a dificuldade em advogar um ambiente saudável para os profissionais da docência também é verificada. É moderna a concepção que considera o educador um profissional trabalhador. Com o crescimento econômico, são ampliados os direitos de proteção do trabalhador (operário/categoria) no meio ambiente de trabalho, olvidando-se, entretanto, o reconhecimento de um ambiente sadio para os profissionais que se dedicam ao trabalho intelectual. E sabe-se que são muitas as doenças ocupacionais que acometem o professor, nos mais diferentes níveis do ensino. Desde 1983, a Organização Internacional do Trabalho aponta os professores como sendo a segunda categoria profissional, em nível mundial, a portar doenças de caráter ocupacional. O estresse que o acomete é considerado pela OIT não somente um fenômeno isolado, mas um risco ocupacional significativo da profissão . Em face da sociedade de risco, tais problemas tendem a um substancial agravamento. O Decreto 53.831/64 enquadrou a atividade docente como penosa. Faltam medidas paliativas e preventivas que garantam um meio ambiente de trabalho saudável para o exercício do magistério. Esta pesquisa objetiva analisar as principais doenças ocupacionais que atingem o professor no meio ambiente de trabalho, de modo a identificar sua origem, para que seja possível a construção de uma proposta adequada de alternativas de precaução e prevenção de riscos à sadia qualidade de vida do docente em seu ambiente laboral. Meditar sobre as alternativas de soluções desse problema é também papel do Direito, pois o adoecimento dos professores, no exercício de sua função, representa o comprometimento do futuro da educação e, consequentemente, um perigo para o desenvolvimento social e sustentável do país. / The teacher´s environment work has been ignorated by the lawmakers and the Brazilian instructors. In an international scope there are so many difficulties to defend a healthy environment to the teachers and its modern the conception that the teacher is a professional worker. The economic increase enlarged the worker rights in the work environment, neglecting, meanwhile, the recognition of a healthy environment place to the workers who devote themselves to the intellectual work. There are many occupational diseases that attack the teachers in so many different levels of education. Since 1983, the International Labor Organization (OIL) indicates the teachers in the second place as the professional category who have been occupational diseases. The teachers are taken by a stress which it´s considered by the OIL not an isolated phenomenon, but a "significative occupational risk of the labor". The Decree 53.831/64 fit the labor´s teacher as fatigue, because there aren´t preventive ways to guarantee a healthy environmental work to practice the teacher´s labor. This research has the goal analyze the main occupational diseases which has been attacked the teacher in their environmental work and recognize its cause, to make possible the build of a new proposal of prevention an precaution ways of risks to the health quality of teacher lives in their environmental labor. The Law must try to solve this problem by alternatives because the teachers are sick in their work and this represents the worry with the future of education and a serious danger to the social and sustainable development of the country.