The social networking phenomenon has fostered many, usually misguided and ill-advised, attempts to capitalize on the popularity of the medium to boost sales, and to market to new (and usually younger) markets.
Since the advent of the safety function, it’s been borrowing tools from other disciplines and building practices based on data gleaned from the earliest research in industrial psychology.
Safety Incentives are increasingly eyed with suspicion by regulators who worry inappropriate incentives might lead to under reporting of injuries. Unfortunately, many organizations have legacy systems that provide financial rewards for injury-free time periods.
Since the advent of the safety function, it’s been borrowing tools from other disciplines and building practices based on data gleaned from the earliest research in industrial psychology.
Safety is a relatively new function. When it was created in the mid 70s, it was typically an assignment tacked on to someone’s existing job. There were no instructions, or templates for doing a good job.
Just Culture is a management philosophy designed to hold people appropriately accountable. According to one of the current thought leaders in Just Culture, there are three basic kinds of behavior: human error, at risk behavior, and recklessness.
Ever since Jack Ruby gunned down Lee Harvey Oswald while being transferred from a Dallas police station to county jail debate has raged as to whether or not Oswald acted alone or if he was part of a larger conspiracy.
Let me begin by thanking all of you who voiced your support for me during the past week. As you may have surmised, I get frustrated from time to time, mostly because so many safety practitioners still don’t get it.
This time of year makes the best of us reflective and after doing some soul searching and reflecting I came up with a short list of things I think we as professionals can do to be even more effective:
