The human body reacts to exposure to – and generation of – heat by activating various system responses.  The nervous, cardiovascular, respiratory, and exocrine systems are key players in the physiological behavior of workers subject to heat stress.  Effective thermoregulation requires that these systems operate in highly-interconnected ways.
     This installment of the “Thermal Work Environments” series provides an overview of the human body’s thermoregulatory functions that are activated by heat stress and introduces the heat balance equation.  Each component of the heat balance equation is described in terms of physiological and environmental factors that impact thermoregulation.

     In the minds of many readers, the term “thermal environment” may induce images of a desert, the Arctic, or other thoughts of extreme conditions.  While extreme conditions require intense planning and preparation, they merely bookend the range of work conditions that require consideration.  That is to say that the environmental conditions of all workplaces should be thoroughly assessed and the impacts on the people within them properly addressed.
     The ensuing discussion is generalized to be applicable to a wide range of activities.  The information presented in this series is intended to be universally applicable in manufacturing and service industries.  Additional guidance may be available from other sources; readers should consult industry- or activity-specific organizations for detailed information on best practices and regulations that are beyond the scope of this series.

     A toxic culture can precipitate a wide range of deleterious effects on an organization and individual members.  The toxicity of an organization becomes obvious when overt behaviors demonstrate blatant disregard for social and professional norms.  These organizations often become fodder for nightly “news” broadcasts as they are subject to boycotts, civil litigation, and criminal prosecution.
     An organization’s toxicity can also manifest much less explicitly.  Subtle behaviors and surreptitious actions are more difficult to detect or to evince intent.  It is this uncertainty that allows toxic cultures to persist, to refine and more-effectively disguise maladaptive behaviors.
     To combat organizational toxicity, leaders must appreciate the importance of a healthy culture, recognize the ingredients of toxic culture, and understand how to implement effective countermeasures.