It contains six elements, to include management leadership and employee participation, workplace analysis, accident and record analysis, hazard prevention and control, emergency response, and safety and health training (Program, 1996). After evaluating each of these factors, a work center is given a score to reflect which areas are compliant, and which areas are non-compliant and require action to ensure proper health and safety (Program, 1996). By using this tool, Truss Construction Shop displays that efforts are in place to improve safe working conditions, in turn removing the company from the negative media
In manufacturing process, the concept of quality control and zero faults are related to the creation of mistake proof system which should assure product and services complying to or even surpassing the customer requirements. Preventing the error is better than detecting them and much better than detecting faults. It is vital to supervise the manufacturing flow and to detect or control the errors before coming to rejects. In order to achieve this objective, the anti-error technique, called Poka Yoke is used. It act as quality management system and which will represents `nullifying accidental errors`, ‘eliminating the errors`.
The key is to evaluate, revise the material to increase the effectiveness of the instructional module. The challenge according to Rothwell and Kazanas (2008) in this phase is to collect and analyze data of completed instructional sessions. It requires the process of placing value on the instructional module and this evaluation may not be objective and empirical. Figure 4: The Evaluation phase of the Smith and Ragan’s Instructional Design Process Model Instructional Resources The resources for the conduct of the instructional module are appended in Table 5. These resources are provided by the training provider to support the facilitator and learner to meet their learning goal, outcome and objectives for this instructional module.
With an employment contract, it is the responsibility of the employer to treat all employees fairly and terminate them only for a "good or just cause". Therefore, before an employer fires an employee, there is a need to check whether there is an employment contract (Mordsley & Wall,1983) The definition of a good or just cause is having a valid reason for discharging the employee from his duties. It also means that firing of an employee must be based on reasons that are beneficial to the company, especially related to the goals, vision, and mission of the business. Regardless of the contract being signed by the employee, all employees need to be treated well and fairly without discrimination. If the employer wants to breach the contract, he will have to engage in an extraordinary conduct or even in bad faith which will not be fair or a right thing to do.
Preventing A Fatal Crash in the Modern-Day Workplace Geraldine C. Ballano Regent Universtiy ABSTRACT The tragic crash at Los Rodeos Airport, Tenerife, Canary Islands, serves as a huge object lesson which organizational leaders can draw from. This paper begins with an analysis of what took place on that fateful day. It delves on the hindrances that the key people involved in the accident faced in terms of decision making. The impediments to be discussed pave a way for the author to examine which alternative actions could the involved people have taken to avoid the accident and save hundreds of lives. Drawing from reliable sources, the author writes ways on how these methods apply to organizational leaders.
ArcelorMittal has recently came up with a series of publications called Life Books, which provides safety suggestions, rules, regulations and ideas that auditors can use when conducting safety audits. They also have few principles regarding the safety of their employees such as • All injuries and work related illnesses can and must be prevented. • Management is held responsible for the health and safety performance. • Everyone has the role to play in preventing injuries (ArcelorMittal: 2016). In achieving their goal of reducing risks to zero percent, they have to follow the following principles: • Provide everyone with effective training to ensure their safety.
Many author’s ideas state that the ends justify the means. In other words Machiavelli believed that even unethical, cruel actions are appropriate, if they would lead to the effective ruling. For example, the Chapter 17 says the governor should choose cruelty not mercy because it “is much safer to be feared than loved” (Machiavelli 79). In other words, author advises rulers not give up on repressions and other sanctions in attempt to maintain and improve their positions in state. These actions will be justified, even in case of human losses, if the goal will be achieved.
On the other hand some researcher reported other roles for safety climate measurement such as to assess safety needs (Williamson et al., 1997) or using as a "early warning" of catastrophic unsafe behaviors (Cooper and Phillips, 2004). And also as a tool for measuring effectiveness of program/safety related activities(DeJoy et al., 2004)or as a proactive management instrument for designing interventions (Coyle et al., 1995). Usually managers believe employees are responsible and employees believe managers are responsible for workplace safety. Positive safety climate lead to more agreement between employees and managers about causes of safe/unsafe behaviors (Prussia et al.,
2.3 Conflict Styles People approach conflict in a variety of ways. To explain this theory, Blake and Mouton created a table that explained the five types of conflict style; avoidance, accommodating, competing, collaborating and compromising (CPP Global, 2008). Understanding your employee’s conflict style will better prepare you when organizing your conflict resolution strategy. • Avoidance- “I lose, you lose” Employee declines to engage in conflict at all, leaving unresolved issues (CPP Global, 2008). • Accommodation- “I lose, you win” Employee gives into others to quickly resolve conflict; keeping a peaceful environment.
Waste Management state their mission to be “To minimize resource value, while minimizing-and even eliminating-environmental impact so that both our economy and our environmental can thrive.” Waste Management Ethics: The morals and principles of a company are known as the ethics where Waste Management: “…believe it is imperative to exhibit the highest ethical standards — as a company and as individuals. Their aim is to be defined by a culture that reflects their core values.” Waste Management has values that help them come up with their foundation and assist them design the company practices based on the standards set by their values. However, unlike their strategies that change to adjust to the new problem, their values NEVER change. Waste Management Values: • Honesty – We are truthful and use the highest levels of integrity and fairness in dealing with our customers and each other. • Accountability – We are trained, knowledgeable and empowered.