1.0 INTRODUCTION
The title of this journal is Identification of the Human Factors Contributing to
Maintenance Failures in ...
Writers have emphasized the Human Factors Investigation Tool (HFIT) for observing
and understanding practical instrument f...
training budgets. It is essential for employers to maintain needed to compete with other
companies in the same field train...
focus on the individual, and not the system. This illustrates that the organization is willing to
remedy individual behavi...
I feel that the image of the company to make improvements. Executives Board Officer
must create a culture of excellence fo...
Upcoming SlideShare
Loading in …5
×

Article Review for Identification of the Human Factors Contributing to Maintenance Failures in a Petroleum Operation

189 views
139 views

Published on

Identification of the Human Factors Contributing to Maintenance Failures in a Petroleum Operation by Ari Antonovsky, Clare Pallock and Leon Straker from Curtin University, Australia.

Published in: Education, Technology, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
189
On SlideShare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
4
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Article Review for Identification of the Human Factors Contributing to Maintenance Failures in a Petroleum Operation

  1. 1. 1.0 INTRODUCTION The title of this journal is Identification of the Human Factors Contributing to Maintenance Failures in a Petroleum Operation by Ari Antonovsky, Clare Pallock and Leon Straker from Curtin University, Australia. Generally, the writers discussed about human factors that occur most frequently contributing to maintenance-related failures within an organization. The high frequency of failures associated to the supposition the importance of communication skills in problem solving and organizational communication. However, the others scholar said that human factors has great potential to contribute to the design of all kinds of systems with people (work systems, product and service systems), but faces challenges in the readiness of its market and in the supply of high-quality applications (Jan Dul et al, 2012). 2.0 SUMMARY Writers imagine that failure in human factors was contributed by human error and violation to procudere workplace. Teamwork, supervision and procedural violations were found to have a less then-expected influence on maintenance projects or plant shutdown (Pallock, 2012). However, the writers say in this journal that assumption and recurring human factors were found to be most frequent contributor to unseccessful maintenance process, reflect the requirement to address more methodical issues between maintenance personnel. Straker (2014) say that, the chances of failure in the organization recently occured by control on human consideration factor, such as communication skills, behavior problem solving and organization learning in more individual responsibility for interpretation of information and decision making.
  2. 2. Writers have emphasized the Human Factors Investigation Tool (HFIT) for observing and understanding practical instrument for conducting detailed investigation into failures and accidents. Through this approach, writers recognized the impact of the internal cognitive elements of human malfunction, such as gather information, define situation, and decision making for all of which were deemed ctitical in maintenance task. HFIT is classified to analyze the factor and risk of failure among individual, work group and organizational because of differing frame of reference, and enhancement in the organizational classification. The largest contributing factor is failure to resolve an assumption in maintenance problem without obtaining sufficient and accurate informationon the basis of past experience only. The lack of this human factor recorded that the Management System of Information does not support the two way of sharing information among people hands off in the maintenance process. 3.0 CRITICISM From my research, I believe it have some idea that the writers forget. The orientation approach of new workers to the company need should be done. In this journal, the writers mention that major of failure factor was had only minimal training and practice. However, the focus of orientation for a new employees is to achieve the skills that necessary to do their job and it is an essential part of any successful business. The training is associated with performance and retaining employees. In addition, the new employees can not reach their full potential and higher productivity levels, unless employees are adequately trained. The poorly trained workforce will eventually lead to poor performance and can result in costly mistakes. Training impacts organizational competitiveness, revenues and performance. Unfortunately, when the economy slows or when profits decline, many organizations finding the first cuts in
  3. 3. training budgets. It is essential for employers to maintain needed to compete with other companies in the same field training. The training costs can be reduced and controlled through the development of a comprehensive training plan. The additional cost can be reduced by training employees in the company using internal trainers or a repository of e-learning lessons. Well, the Human Factors Investigation tools (HFIT) that writers mentioned in the journal are widely available to help organizations in their research. However, like any management tool, training should be given to make sure these are utilized effectively. The focus of orientation for all employees can see that the role of human and organizational factors play in an incident can not be underestimated. The person will always fail at some level and avoid negative implication is based on a number of barriers / strengths in the system let the lack of becoming an incident. Understanding the relations among employees therefore, is essential to ensure that the organization gets to the root cause of an incident. In this journal, human factors contributing to the failure came from both sides, the employees and the organization. Error action and the threat of the organization relates to the issue of faulty communication processes. The writers mention that the staff responsible for the solution affects not been able to inform others of the critical aspects of a situation between onshore and offshore personnel, even among engineers and maintenance personnel. It has been shown that the organization was looked down of the important of communication skills. However, good communication in the workplace is essential and helps to improve morale, increase efficiency and create healthy working relationships. The company must trained employees to communicate effectively. In any form of employment, good communication skills are a real asset especially in the current difficult financial climate. I believe that, the smoothness of the management, depends on the cooperation in the team. Although the organization does not use research to blame people, actions and recommendations clearly
  4. 4. focus on the individual, and not the system. This illustrates that the organization is willing to remedy individual behavior, but does not recognize system failures, but not necessarily through the investigation report. Last but not least, this journal was written by having a solid point of view, but there are a lot of repetition in the text. Sometimes, this journal makes me confused to understand and identify the key points of what the writers wanted to convey in this journal. Classification structure of English Language that the writers used in this journal was to be ranked high and difficult to understand. In my view, the authors used the english language is appropriate for students at Masters and PhD level. Writers should be using the English Language at medium level and more friendly for readers to understand and expanded applications. 4.0 FUTURE EXPECTATION Organization of a company must be willing to develop the management of human factors in this global era. I agree with the writers that there have some idea to build up a trust with more systematic. In my point of view, organizations should implement based on the resources that do not act recklessly and with pure emotion strategy. The management team in the organization should make staffing based on their experience and the potential for the success of the employees. This is because with proper management and strategic resources, the objectives of an organization can be achieved easily. Recruitment of skilled workers and credibility provide all things without waste of time and money to do a course or training to teach on existing work. Rewards and incentives from the top management can motivate employees to work more diligently and responsibly. Nevertheless, selection process of employees must be done by qualified people and really know the needs of a vacancy in a position.
  5. 5. I feel that the image of the company to make improvements. Executives Board Officer must create a culture of excellence for all department and to ensure an organization succeed and their employees work with happy. So the culture of excellence should be established so that, the organization is working to move forward. Writer have been emphasizing that, communication failure among employee have cause them failed to do the task well. Workers in organization as though habituated with old way that that closed by nature and conservative compared modern way that is open and prepared in comment. Although world increasingly modern, not necessarily human thought also will change according to time. We unable to change mind technology user to follow direction of globalization. I agreeing with writer that, the changes of working style and delivery service system should be welcomed by all parties. This case because, the purpose is to ease employee itself and not the opposite. This case depends on the willing of the public if they want to accept it or not. An organization must be more careful with the worldwide market because of the reaction of some organization about globalization that also influence the future career. Finally, the relationship between the manager and employees should always harmonious, fair, dedicated also no unplesant feeling when work in the same organization. This value is very important to ensure that organization able to shape excellent working culture and move forward along with time.

×