- Steps toward Shifting the Workplace Safety Culture—Part 6

2013 ◽  
pp. 200-203
Keyword(s):  
Safety Culture ◽  
Workplace Safety

Development of a Conceptual Safety Culture Framework to Enhance Workplace Safety

2021 ◽  
pp. 237-250
Author(s):  
Rishi Diwan ◽  
Yusuf Faizan ◽  
Sandesh Mishra
Keyword(s):  
Safety Culture ◽  
Workplace Safety

scholarly journals HUMAN FACTOR — THE WEAKEST LINK OF SECURITY SYSTEM

2013 ◽  
Vol 20 (1) ◽  
pp. 5-24
Author(s):  
Małgorzata Chojnowska ◽  
Iwona Królikowska
Keyword(s):  
Safety Culture ◽  
Human Factor ◽  
Workplace Safety ◽  
Security System ◽  
Maritime Education ◽  
Weakest Link ◽  
Social Conditioning ◽  
Routine Work ◽  
Life Threatening ◽  
Vocational Experiences

ABSTRACT The authors of the following article reveal what happens with so-called ‘human factor’ on board during routine work as well as in life-threatening situations. They analyze two groups of variables, which determine safe behaviors: subjective (emotional, temperamental, sense of control, vocational experiences, individual experiences in emergencies) and social conditioning (organizational culture of workplace, safety culture). They point out, that in todays’ maritime education the analysis of human behaviors on board and broadening of ideals of maritime safety culture, are being devoted not enough attention. No safety system, even the most advanced one in respect of procedures, law, technology or corporeality can reduce all the possibilities of making a mistake by a human being. Therefore the authors put forward a thesis that it is a human factor that is the weakest link of security system. Based on this theory future trainings of mariners should focus on reduction of human factor in the process of making mistakes.

CNE Article: Safety Culture In Australian Intensive Care Units: Establishing A Baseline For Quality Improvement

2013 ◽  
Vol 22 (2) ◽  
pp. 93-102 ◽  
Author(s):  
Wendy Chaboyer ◽  
Di Chamberlain ◽  
Karena Hewson-Conroy ◽  
Bernadette Grealy ◽  
Tania Elderkin ◽  
...  
Keyword(s):  
Intensive Care Unit ◽  
Intensive Care ◽  
Quality Improvement ◽  
Intensive Care Units ◽  
Working Conditions ◽  
Safety Culture ◽  
Hospital Management ◽  
Workplace Safety ◽  
Nurse Leaders ◽  
Safety Attitudes

Background Workplace safety culture is a crucial ingredient in patients’ outcomes and is increasingly being explored as a guide for quality improvement efforts. Objectives To establish a baseline understanding of the safety culture in Australian intensive care units. Methods In a nationwide study of physicians and nurses in 10 Australian intensive care units, the Safety Attitudes Questionnaire intensive care unit version was used to measure safety culture. Descriptive statistics were used to summarize the mean scores for the 6 subscales of the questionnaire, and generalized-estimation-equations models were used to test the hypotheses that safety culture differed between physicians and nurses and between nurse leaders and bedside nurses. Results A total of 672 responses (50.6% response rate) were received: 513 (76.3%) from nurses, 89 (13.2%) from physicians, and 70 (10.4%) from respondents who did not specify their professional group. Ratings were highest for teamwork climate and lowest for perceptions of hospital management and working conditions. Four subscales, job satisfaction, teamwork climate, safety climate, and working conditions, were rated significantly higher by physicians than by nurses. Two subscales, working conditions and perceptions of hospital management, were rated significantly lower by nurse leaders than by bedside nurses. Conclusions Measuring the baseline safety culture of an intensive care unit allows leaders to implement targeted strategies to improve specific dimensions of safety culture. These strategies ultimately may improve the working conditions of staff and the care that patients receive. (American Journal of Critical Care. 2013;22:93–103)

scholarly journals MP02: Paramedic safety culture across Eastern Ontario

CJEM ◽  
2017 ◽  
Vol 19 (S1) ◽  
pp. S65
Author(s):  
J.E. Sinclair ◽  
P. Price ◽  
M.A. Austin ◽  
A. Reed ◽  
E.S. Kwok
Keyword(s):  
Job Satisfaction ◽  
Safety Culture ◽  
Safety Climate ◽  
Workplace Safety ◽  
Survey Study ◽  
Positive Perception ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Eastern Ontario ◽  
Stress Recognition

Introduction: Safety culture is defined as the shared beliefs that an organization’s employees hold relative to workplace safety. Perceptions of workplace safety culture within paramedic services have been shown to be associated with patient and provider safety outcomes as well as safe work practices. We sought to characterize paramedics’ perceptions of the organizational safety culture across Eastern Ontario, Canada to provide important benchmarking data to evaluate future quality initiatives. Methods: This was a cross-sectional survey study conducted September 2015-January 2016 in 7 paramedic services across Eastern Ontario. We distributed an abridged version of Patterson’s previously published EMS-SAQ survey, measuring six domains of workplace safety culture, to 1,066 paramedics during continuing medical education sessions. The questions were presented for rating on a 5 point Likert scale (1=strongly agree, 5= strongly disagree) and a response of 1 or 2 was considered a ‘positive perception’ response. We present descriptive statistics and chi-square tests where appropriate. Results: We received responses from 1,041 paramedics (97.6%), with a response rate varying between 88.0% and 100% across the 8 paramedic services. One third (33.6%) were Advanced Care Paramedics (ACPs) and 39.4% of paramedics had more than 10 years’ experience. The percentage of positive responses for each domain were: Safety Climate 31.2% (95% CI 28.4-34.1), Teamwork Climate 29.3% (95% CI 26.6-32.1), Stress Recognition 56.8% (95% CI 53.8-59.8), Perceptions of Management 67.0% (95% CI 64.0-69.8), Working Conditions 42.6% (95% CI 39.6-45.7), Job Satisfaction 41.6% (95% CI 38.6-44.6). Primary care paramedics had more positive perception responses for Job Satisfaction (45% vs 35%, p=0.002), whereas ACPs had more positive perception responses for Stress Recognition (61.5% vs 54.1%, p=0.022). No association was found between gender or years of experience and a positive perception of any safety domain. Conclusion: The results provide valuable workplace safety culture data that will be used to target and evaluate needed quality improvement initiatives while also raising some awareness to paramedics of important factors related to patient and provider safety.

scholarly journals Promotion of Safe Work Practices in the Agricultural Sector through Coaching as a Training Strategy in Australia

2020 ◽  
Vol 12 (3) ◽  
pp. 149
Author(s):  
Richard Skiba
Keyword(s):  
Safety Culture ◽  
Best Practice ◽  
Agricultural Sector ◽  
Health And Safety ◽  
Workplace Safety ◽  
High Rate ◽  
Vocational Education And Training ◽  
Learning Approaches ◽  
Training Strategy ◽  
Safe Work

There is currently, and historically, a high rate of workplace incidents and fatalities in the Australian Agricultural sector. This paper considers the use of coaching as a mechanism for provision of best practice safety training and development of a safety culture in Agricultural work places, particularly based on the current industry profiles and preferred methods of workplace learning. Current studies, including Safe Work Australia and AgHealth Australia data, and literature, such as Krauesslar and Passmore (2015) and Somes (2018), are reviewed to explain how coaching can enable workers to feel motivated and involved in workplace safety, and in effect, reducing the incidence of workplace injuries and fatalities. As such, the paper considers ‘what is the most successful training method to develop a stronger health and safety culture in the Agricultural Sector?’ The discussion finds that the most commonly and most effective learning approaches utilized in agricultural settings are based on ‘farmers learning from farmers’. This is effectively a coaching approach, and in turn, workplace coaching should be considered as a generic foundation skill taught to all workers in Agriculture to encourage effective consultation practices and communication between workers. The development of coaching skills can occur through their inclusion in formal training programs, such Certificate III or IV level programs in Vocational Education and Training and through short specific targeted programs.

Dynamics of a culture of workplace safety in human service organizations: A qualitative analysis

2019 ◽  
Vol 62 (6) ◽  
pp. 1561-1574
Author(s):  
Micheal L Shier ◽  
Aaron Turpin ◽  
David B Nicholas ◽  
John R Graham
Keyword(s):  
Organizational Development ◽  
Safety Culture ◽  
Human Service ◽  
Qualitative Interviews ◽  
Health And Safety ◽  
Workplace Safety ◽  
Service Organizations ◽  
Service Workers ◽  
Workplace Conditions ◽  
Workplace Cultures

Workplace cultures are an important component in creating safe work environments. In-depth qualitative interviews ( n = 85) were conducted with human service workers of a large publicly administered human service organization in Canada to learn more about the organizational and/or workplace conditions that contribute to a safety culture. Findings reveal that a safety culture within this human service workplace is defined by values or attitudes associated with safety and structured mechanisms that help promote workplace safety. Insights from respondents help to identify areas for workplace and organizational development to promote health and safety within human service workplaces.

scholarly journals Evaluating the use of narrative pedagogy in person-centred care and human factors in perioperative practice education

2021 ◽  
Vol 11 (2) ◽  
pp. 1-18
Author(s):  
Joanna Holland ◽  
◽  
Nita Muir ◽  
Keyword(s):  
Human Factors ◽  
Safety Culture ◽  
Workplace Safety ◽  
Research Model ◽  
Healthcare Staff ◽  
Learning Session ◽  
Narrative Pedagogy ◽  
Peer Reviews ◽  
Speak Up ◽  
Practice Development

Background: There is an international effort to develop understanding from human factors theory and implement this in healthcare to improve person-centred care and patient safety. Aim: This project aimed to evaluate the use of narrative pedagogy to teach human factors to perioperative personnel in the workplace. Methods: Using the action research model, an interactive learning session based on lessons from serious incidents was developed and delivered to perioperative staff in an NHS Trust within a practice development programme. Data were collected in the form of questionnaires and peer reviews to evaluate the learning session, and thematically analysed. Findings: The use of narrative pedagogy to explore human factors theory empowered participants to speak up, and this influenced the workplace safety culture. Conclusion: Narrative pedagogy reconnects healthcare employees with compassionate approaches to person-centred care, and this provides powerful motivation to improve the safety culture. Further studies should focus on different applications of narrative pedagogy in workplace learning, and creative approaches to teaching human factors. Implications for practice: • Narrative pedagogy can be a conduit to develop person-centred practice • Engaging staff through interactive practice development sessions can encourage expansive learning about human factors and their application in practice • Narrative pedagogy motivates healthcare staff to improve the safety culture in practice

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