behavior jsa
TRANSCRIPT
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Behavior and Accident
Causation
Occupational Health and Safety
PUBH 34310November 5, 2004
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Introduction
Accidents may be caused by unsafe acts
or unsafe conditions
This presentation emphasizes behavioral
aspects (acts)
Most remaining class sessions will deal with
workplace conditions
Job Safety Analysis (JSA) will also beaddressed
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Objectives
Understand classic motivational theories
Hertzberg, Mazlow, McGregor
Know about basic safety behaviorprograms
Incentives, behavior based safety
Advantages/disadvantages
Be familiar with Job Safety Analysis
JSA procedures, forms
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Unsafe Acts
Most industrial accidents are attributed tounsafe acts, rather than unsafeconditions
88% of accidents caused by unsafe acts Travelers Insurance Company
Heinrich, Industrial Accident Prevention,1941
96% of accidents caused by unsafe acts
DuPont (1986)
BTerry McSween, The Values-Based Safety
Process
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Understanding Behavior
Why study behavior?
Most accidents are caused by a workers
actions
An understanding of behavior may help
change this unsafe behavior
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Psychological Factors in Safety
Individual Differences
Motivation
Emotions Stress
Attitudes and Behaviors
Learning Processes
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Individual Differences
Behavior may notbe predictable
Individual
psychologicalmakeup differs
Affected byattitude, heredity,
past experiences(knowledge),situation
Motivation
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Theories of Motivation
What motivates behavior?
Well-known behavior theories
Abraham Mazlow's Hierarchy of Needs
(1949)
Frederick Hertzberg's Hygiene theory (1953)
Douglas MacGregor's "Theory X and Y" (1960s)
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Theories of Motivation
Abraham Mazlow's Hierarchy of Needs (1949)
Five motivators Physiological
Security
Social
Ego
Self-actualization
Unfulfilled needsmotivate
Each need must bemet in sequence
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Theories of Motivation
Mazlow's Hierarchy of Needs ( cont.)
Physiological
Hunger, thirst, sex, excretion, rest, activity
Pay
Security, safety Comfort, self-preservation, protection, safety,
justice
Job security
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Theories of Motivation
Mazlow's Hierarchy of Needs ( cont.)
Social, belonging
Acceptance, membership, tolerance, teamspirit, equality
Co-workers Ego
Self-respect, freedom, importance, dignity,power, recognition
Promotions
Self-actualization Self-expression, achievement, development,
creativity
Self-direction
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Theories of Motivation
Frederick Hertzberg's Hygiene theory (1953)
Hygiene Factors, Satisfiers
Policies, Supervision, work conditions, salary, peer relations,
subordinate relations, status, security
They can not motivate, but they can de-motivate if absent
(dis-satisfiers)
Motivators
Achievement, recognition, work itself, responsibility,
advancement, growth These factors result from internal generators in employees,
yielding motivation
Hygiene and motivation must be done simultaneously
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Theories of Motivation
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Theories of Motivation
Douglas MacGregor's "Theory X and Y" (1960s) Theory X Assumptions
Humans do not like work and avoid it if possible
Most people must be controlled and threatened before they will
work hard Humans prefers to be directed, dislikes responsibility, and
desires security
Theory Y Assumptions Physical and mental effort in work is as natural as play or rest
Man will direct himself if he is committed to the organization
If a job is satisfying, then the result will be commitment
The average man learns accept and seek responsibility
Most employees can use creativity to solve work problems
Intellectual potentialities of the average man are only partiallyutilized.
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Attitude
Attitude may have little to do with behavior
Attitude components
Affective
Positive or negative feelings created
Cognitive Extent of knowledge about a topic
Action Actual behavior about a topic
Changing attitudes?
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Behavioral Safety Programs
Incentive Awards
A pre-determined goal is established, such as an
accident rate or number of lost time injuries
Goods, merchandise or cash is awarded if goal is met Advantages/Disadvantages
Easy to administer
May reduce rates (often because it discourages proper
reporting of injuries)
Making a game of safety is trivializing
Feedback can go to the wrong group
Robs workers of pride of performance
Creeping entitlement syndrome
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Behavioral Safety Programs
Incentive awards (cont.)
Examples:
Gifts are awarded to members of a work group
when a safety goal is met No lost time injuries in a year, etc.
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Behavioral Safety Programs
Incentive awards (cont.)
Examples:
Safety Bingo, Safety Poker
Workers are given game cards
Each day a new number is drawn and posted
The winning worker gets a cash reward
The prize increases after each round
If there is an injury
The current game is aborted
The prize reverts back to the starting value
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Behavioral Safety Programs
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Behavioral Safety Programs
Incentive Awards (cont.)
Advantages/Disadvantages
Easy to administer
May reduce rates (often because it discouragesproper reporting of injuries)
Making a game of safety is trivializing
Feedback can go to the wrong group
Robs workers of pride of performance
Creeping entitlement syndrome
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Behavioral Safety Programs
Behavior Modification programs Reward for behavior
Smaller rewards (coupons, tokens, etc.)
Awarded many times throughout year
Advantages/Disadvantages
Eliminates false feedback
Does not encourage under-reporting
More difficult to administer (observations, manymeetings, etc.)
Robs workers of pride of performance
Employees may respond cynically
May motivate right behavior, but for wrong reason
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Behavioral Safety Programs
Behavior Modification (cont.)
Example:
Behavior-Based Safety
Uses feedback based on identified behaviors
Management behaviors - design, support
Supervisor behaviors - training, equipment
Involvement behaviors - meetings, observations,
suggestions
Relies on Critical behaviors
PPE, body position, tool use
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Behavioral Safety Programs
Behavior-Based Safety (cont.)
Advantages/Disadvantages
Identifies behavior and training problems
Increases awareness and aids motivation
More difficult to administer
Depends on proper identification of critical
behaviors
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Behavioral Safety Programs
Behavior-Based Safety
Advantages/Disadvantages (cont.)
Turns the Hierarchy of Controls upside down
Workers afraid to report injuries
Can create conflict
Workers
Management
Labor Unions
Internet sites http://www.semcosh.org/behaviorbasedsafety.htm
http://www.ufcw.org/workplace_connections/retail/safety_health
_news_and_facts/behavior_based.cfm
http://www.semcosh.org/behaviorbasedsafety.htmhttp://www.ufcw.org/workplace_connections/retail/safety_health_news_and_facts/behavior_based.cfmhttp://www.ufcw.org/workplace_connections/retail/safety_health_news_and_facts/behavior_based.cfmhttp://www.ufcw.org/workplace_connections/retail/safety_health_news_and_facts/behavior_based.cfmhttp://www.ufcw.org/workplace_connections/retail/safety_health_news_and_facts/behavior_based.cfmhttp://www.semcosh.org/behaviorbasedsafety.htm -
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Behavioral Safety Programs
The Hawthorne effect, a considerationfor all safety programs
1930s era study of the Hawthorne Plant of
the Western Electric Company in Cicero,Illinois.
Productivity regardless of the workplace factorbeing studied
Environmental and psychological factors Conclusion: People change their behavior
when they are being studied
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Job Safety Analysis
Occupational Health and Safety
PUBH 34310November 5, 2004
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Job Safety Analysis
Job Safety Analysis (JSA) is a well-known
method of identifying worksite hazards
Also known as Job Hazard Analysis (JHA)
Which jobs need JSA? Jobs with highest accidents and injuries
Jobs with near misses or close calls
Can be performed for all jobs
Employees should be involved in all JSA phases
JSA results should be available to employees
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Job Safety Analysis
JSA procedures
Look at the general job conditions
Break down the job
Identifying Hazards
Evaluating Hazards
Recommend Safe Procedures and Protection
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Job Safety Analysis
Conducting the Job Safety Analysis Look at the general job conditions
Develop a checklist:
Trip hazards
Lighting Electrical hazards
Explosive hazards
Tools and equipment
maintained Noise (interferes withcommunication)
Fire equipment
Exits
Vehicles with safety
equipment Operators trained
Personal protectiveequipment worn
Complaints of headache,
breathing problems Adequate ventilation
Confined spaces
Atmospheric hazards?
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Job Safety Analysis
Breaking down
the job
Identify each step
in sequence
Record
information about
each job action
Not too detailed
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Job Safety Analysis
Identifying Hazards Determine hazards
that exist or mightoccur
Objects whichcould cause injury
Worker caught inmachine?
Worker posture,
motion Hazardous
potential energy
Environmentalhazards
Falls, etc.
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Job Safety Analysis
EvaluatingHazards Consider events
which could leadto injury
Recommend SafeProcedures and
Protection Be specific Review with
employees
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Sample form
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Sample Job Analysis
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Job Safety Analysis
Revising JSA
Review JSA in case of accident or injury
Re-train employees if JSA is revised