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Posted By Robert_N
I am working hard to regain the support of the work force in reporting hazardous activity and/or actions. I do get some reports however not many include details so I would like any and all help to build a good culture.
many thanks
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Posted By Dave Merchant
You can't fix what you don't understand - try and establish why the workforce is reluctant to engage. Have there been past cases of 'revenge' on whistleblowers? Do they just see it as pointless because nobody takes action?
You don't impose a safety culture like you impose a smoking ban - the workforce have to want it too, or they'll rebel.
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Posted By DP
Robert - Once you have determined why they are reluctant to be participate.
Involvement, empowerment and responsibility. Let them be included in activities such as site inspections, hazard identification and the subsequent action plans developed from these activities.
Participation in developing the management systems is always useful - they can get the sense of pride they are involved in matters to improve working conditions. There has to be an end product for their work and involvement. People are extremely proud of achievement and if this achievement is gained via a processes they are not normally involved in, it can feel much better.
When risk assessments and safe systems are displayed and these show the names of the lads from the shop floor who have done them, the culture will change.
Because if it does not who's going to challenge it? They are, if they build a new wall and someone knocks it over what would they do? All that hard work gone to waste?
It will snowball - its not without its problems participation but managed correctly it is the way to do it.
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Posted By Merv Newman
Robert,
it doesn't look to me as if you are trying to change or improve your safety culture. Emphasising/increasing reporting of unsafe acts and dangerous situations, while necessary, will always give poor results. Seems like more of the same-old-same-old. But louder.
Filling out report forms is regarded as a chore and an opportunity for blaming someone else (anonymously perhaps) or for avoiding being blamed one's self.
What can you do to turn this "chore" into a positive experience ? How can you "reward" those who do turn in a report ? And it does not have to be in cash - a few sociable words of thanks or even a cup of coffee and a biscuit while you are looking over the report together. Goes a long way.
Second point, and an important one : How do you/managers/supervisors react when you come across people who are getting it 100% right ? Nothing to say so walk on by ? Why not a smile, a few friendly words or maybe just, if you are in a hurry, a thumbs-up ?
And another thing. (same thing really) When you come across someone or a team who are getting it say 90% right. Do you jump on them for the missing 10% or do you trouble to congratulate them for, reinforce, the 90% that is already good. Then talk with them (not AT them) about how they can do even better ?
OK, traditional safety is all Blood, Sweat, Toil and Tears (a few swear words and a filing cabinet to slam shut help) (mind the fingers) But if you really want to improve your safety culture and to start enjoying life as an H&S person then get some positives in there. And be nice to the good guys.
Merv
is it Xmas yet ?
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Posted By Merv Newman
And another thing (again. sorry)
Roughly on the same lines : Report forms usually bring out the "what went wrongs" as they should. but I do try to get these forms designed with a "what went right" box.
Example "leak was contained, spill kit was quickly deployed"
"First aider attended within 5 minutes"
"Area barricaded off correctly. Supervisor, maintenance dealt with the situation within half an hour"
"Involved employees reacted correctly in accordance with recent training"
This avoids the report being 100% negative/blaming/fault finding and ensures that credit is given where credit is due. Even the person who contributed to the incident might well have got something right. Look for it and make sure it gets put down in writing. Don't forget the tea and biscuits.
Merv
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Posted By peter gotch 1
Hi Robert.
Look on HSE website and search for "underreporting" - interesting research report on UK v USA.
Also find the Telos report on BP Texas City website. Google should find it and I haven't got the link to hand.
Seasons greetings, Peter
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Posted By Kieran J Duignan
Each of the (sound) observations above are referring in different ways to MOTIVATIONAL CHALLENGES.
In this practical sense, 'safety culture' shares the same core issue as the challenge to a fitness instructor or coach: your effectiveness more or less depends on the ingenuity you display in influencing others.
Possibly the single most fruitful resource about safety culture is www.behavioral-safety.com. Despite the American spelling, this site is run by a Brit, Dominic Cooper, who's both a CFIOSH and chartered psychologist (and an occasional contributor to this forum). From it, you can download a free copy of his book, 'Improving Safety Culture. A practical guide' (2001). Probably the most readable guide to cultivating safety culture, the context is the British landscape of safety management.
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Posted By John Richards
"I am working hard to regain the support of the work force in reporting hazardous activity and/or actions"
The obvious question: Why do you have to "regain" the support ?
How did you lose it ?
Did you ever have it ?
Who lost it ?
Trying to get members of your workforce to report the unsafe, or dangerous, actions of another is going to build a culture of cover-up, and degrade the working relationship between your employees.
Personally, I think that "regaining" support after its loss is a non-starter. Suspicion.
?
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Posted By Kieran J Duignan
John, like Merv, touches on probably the most sensitive dilemma involved in cultivating a safety culture, and in fact in any form of organisational change.
This dilemma concerns sensitive use of language.
This dilemma about appropriate language has been at the root of some heated differences, and to my mind of basic confusion, about the purposes of behavioural safety: to what extent, is it really about constructive co-operation or a veiled form of managment manipulation?
In practice, Merv - like 'the Safety Coach', David Sarkus - illustrates how the differences may be constructively addressed face-to-face to a tolerable degree. Within the safety profession, to my knowledge only Raymond Levitt and Nancy Samuelson at Stanford University have addressed the issues effectively(with particular reference to construction). Within psychology, the self-determination model of Deci and Ryan addresses it most coherently although its applciations haven't (yet) been applied in the OSH field.
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