Safety habits can be either good or bad. You may have heard it said before about an individual, “They have poor safety habits,” or “They have good safety habits.” When supervisors, team leads, or co-workers don’t say something to someone who is performing an unsafe act, the action goes unchecked. The offender, either consciously or unconsciously, considers the action as acceptable behavior and will repeat and habitualize the action.
Management commitment and involvement strongly influence employee interest and culture in the safety process. Without strong evidence that managers value safety and health, you’ll have a hard time getting employees to be involved in the process.
Let’s look at three safety cultures: ZILCH, NO TOLERANCE and ZERO INJURY.
What do safety rules, work practices, and Pavlov’s dog have to do with you?
In the early 1900’s, Russian researcher Pavlov found that if you ring a bell then feed a dog, soon all you will have to do is ring the bell and the dog will start salivating. (Remember the movie Turner and Hooch?) Pavlov referred to this as a “conditioned response”.
Written by Carl Potter, CSP, CMC A: You Are! In years past, the question of who is responsible for safety was answered with “Everyone Is”!
Until recently, it was common for companies to reward employees with cash, prizes, and awards based on lagging indicators of safety. In other words, they rewarded employees for keeping the number of accidents, incidents, and near misses low. These rewards were meant to give employees an incentive to perform their work safely.
It isn’t very often that I have a day like the one I am about to describe. After all, it started off like most days. Hurry here, get this done. Get to the airport, turn in the car, get to the gate, catch the plane…all in a day’s work. During these moments while I am waiting at the airport or when I am actually in the air flying, I get to thinking about safety, where we are now, where we have been and where we are going.