Explore how regular positive reinforcement and behavior
based methods can lead to improved employee
engagement in workplace safety with Dino Varas. Build a
safety culture based on a unique coaching method that
curbs risky behaviours and re-enforces safe ones. Share
your thoughts on behaviour based safety with the team
and uncover ways of making it more effective in the
workplace.
The document discusses various theories of motivation in the workplace, including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also examines different methods that managers can use to motivate employees, such as financial rewards, empowerment, job design approaches like enrichment and rotation, and quality circles. Challenges in implementing some of these motivational techniques are also addressed.
Supervisory skills
Analyse and exploration of supervision role for Renault in a form of report. Information on fundamentals of supervision and Supervisory competencies include the Supervisory principles and practice, different approaches to supervision, key skills and theories of the role of the supervisor in establishing, maintaining and continuously improving standards and quality in an organisation.
Contents:
I. Principles and practice of supervision in a range of public, private and voluntary environments - page 2
1. Top Level Management: - page 3
2. Middle Level Management: - page 3
3. Supervisory Level/Operational Level in public, private and voluntary environments - page 3
Functions of lower level management are: - page 4
II. Principles and practice of supervision in a range of public, private and voluntary environments - page 4
III. Information flows - page 7
IV. The functions of the Main Components of a computer Processing System - page 9
V. File Organization Structures - page 9
VI. File Organization Structures - page 11
VII. Ergonomics & computer system design - page 12
VIII. Data Processing activities Map. - page 13
IX. Research safely Internet using information communication technology (ICT) - page 14
Yasmina Rayeh
“We sense that ‘normal’ isn’t coming back, that we are being born into a new normal: a new kind of society, a new relationship to the earth, a new experience of being human.”
― Charles Eisenstein
This document discusses employee involvement and motivation. It covers various motivation theories like Theory X, Theory Y and Theory Z. It emphasizes the importance of teamwork, training, recognition and feedback in motivating employees. Empowerment of employees by defining their responsibilities and boundaries can help align them with organizational goals. Setting up self-managed teams requires training and equipping employees with the right tools and support. Both management and employees have to adapt to new roles and processes for empowerment to succeed.
Supervisory skills are important for managers at all levels of an organization. Effective supervisors must have strong technical, human relations, conceptual, decision-making, and knowledge skills. They are responsible for tasks like motivating employees, providing feedback, resolving performance issues, and ensuring goals are aligned with work requirements. The role of supervisors is evolving from disciplinarian to trainer, advisor, and coach.
Employee Engagement: What, Why, and HowSharon Xuereb
Describing employee engagement, which is crucial to successful organisation. Focussing also on why it is so important, and how to increase employee engagement in an organisation.
The document discusses various theories of motivation in the workplace, including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also examines different methods that managers can use to motivate employees, such as financial rewards, empowerment, job design approaches like enrichment and rotation, and quality circles. Challenges in implementing some of these motivational techniques are also addressed.
Supervisory skills
Analyse and exploration of supervision role for Renault in a form of report. Information on fundamentals of supervision and Supervisory competencies include the Supervisory principles and practice, different approaches to supervision, key skills and theories of the role of the supervisor in establishing, maintaining and continuously improving standards and quality in an organisation.
Contents:
I. Principles and practice of supervision in a range of public, private and voluntary environments - page 2
1. Top Level Management: - page 3
2. Middle Level Management: - page 3
3. Supervisory Level/Operational Level in public, private and voluntary environments - page 3
Functions of lower level management are: - page 4
II. Principles and practice of supervision in a range of public, private and voluntary environments - page 4
III. Information flows - page 7
IV. The functions of the Main Components of a computer Processing System - page 9
V. File Organization Structures - page 9
VI. File Organization Structures - page 11
VII. Ergonomics & computer system design - page 12
VIII. Data Processing activities Map. - page 13
IX. Research safely Internet using information communication technology (ICT) - page 14
Yasmina Rayeh
“We sense that ‘normal’ isn’t coming back, that we are being born into a new normal: a new kind of society, a new relationship to the earth, a new experience of being human.”
― Charles Eisenstein
This document discusses employee involvement and motivation. It covers various motivation theories like Theory X, Theory Y and Theory Z. It emphasizes the importance of teamwork, training, recognition and feedback in motivating employees. Empowerment of employees by defining their responsibilities and boundaries can help align them with organizational goals. Setting up self-managed teams requires training and equipping employees with the right tools and support. Both management and employees have to adapt to new roles and processes for empowerment to succeed.
Supervisory skills are important for managers at all levels of an organization. Effective supervisors must have strong technical, human relations, conceptual, decision-making, and knowledge skills. They are responsible for tasks like motivating employees, providing feedback, resolving performance issues, and ensuring goals are aligned with work requirements. The role of supervisors is evolving from disciplinarian to trainer, advisor, and coach.
Employee Engagement: What, Why, and HowSharon Xuereb
Describing employee engagement, which is crucial to successful organisation. Focussing also on why it is so important, and how to increase employee engagement in an organisation.
Nigel Carruthers from the Local Government Association presented on barriers to employee engagement in local government. He discussed how funding cuts and workforce reductions have negatively impacted employee morale and trust in leadership. Survey data showed declines in job satisfaction, confidence in senior managers, and perceptions of fair pay. Carruthers also shared lessons from engagement initiatives, emphasizing the importance of leadership, communication, and ensuring employees feel supported and value in their work. Reducing tensions from "doing more with less" will be important to strengthening employee engagement in local government.
Employee motivation specific situations during the pandemicslauc10
This document summarizes an employee motivation presentation. It begins with defining motivation and outlining its importance. It then discusses several motivational theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. Empirical research on motivators in Bosnia and Herzegovina is presented, finding regular salary to be the top motivator. The document then discusses the impact of COVID-19 on employee motivation, noting concerns around safety, work-life balance with remote work, and feelings of isolation. HR measures taken in Bosnia during the pandemic included training for mental health, counseling, and communication with employees. Remote recruitment and training were also implemented. The pandemic both presents risks and opportunities for digital transformation and new working models.
as we are living in competitive world and every business have an aim to achieve maximum positive results. So, without employee involvement and motivation business can not produce positive performance of individual or ultimately organizations'.
This document discusses theories and approaches for motivating employees in the workplace. It covers:
1) Key motivation theories from Taylor, Mayo, Maslow, Herzberg, McGregor, and others that support using both financial and non-financial incentives.
2) Practical motivation techniques organizations can use, including pay-based incentives as well as empowering employees and fostering teamwork.
3) How motivation is important for organizational outcomes like productivity, quality, and retention.
The document provides an outline and details on performance execution. It discusses key components of performance execution including training and coaching, motivation and counseling, and feedback and alignment. For training and coaching, it defines them and discusses their purposes, processes, and how they can improve employee performance and organizational goals. For motivation and counseling, it defines motivation, discusses how it impacts performance, and guidelines for keeping employees motivated. It also defines counseling and its functions. For feedback and alignment, it defines feedback and discusses its purposes and how it should be delivered to be effective in improving performance.
The document discusses the importance of effective supervision and outlines key factors for supervisors to be effective. It states that effective supervisors are critical to achieving organizational goals like increased productivity and engaged employees. To be effective, supervisors need personal qualities like communication skills, technical skills relevant to the job, experience on the job, formal training, mentoring from other supervisors, and support from upper management. The document provides details on each of these factors and their impact.
The document discusses managing change in organizations. It states that change is constant and inevitable, and organizations must learn to adapt quickly. It identifies several keys to managing change successfully, including understanding systems thinking, communicating openly with employees, addressing emotions related to change, creating a vision and short-term wins, and institutionalizing changes into the organizational culture. The document also lists common reasons why change efforts fail, such as complacency, lack of buy-in, and not anchoring changes firmly.
Performance execution involves training, coaching, motivation, counseling, feedback, and alignment. Training involves assessing needs, developing a policy, and gaining support to increase productivity, achieve goals, and invest in employees. Coaching provides functions like guidance and development. Motivation techniques include setting goals, rewarding success, and contests to improve performance. Counseling creates satisfaction, improves performance, and aids personal development. Feedback is a dialogue that identifies strengths, areas for improvement, and goals. Alignment ensures understanding and ownership of vision, values, and strategy to unite cultures.
The document discusses the role of supervisors in management. It begins by outlining the learning objectives which are to identify where supervisors fit in the management team, describe the competencies expected of supervisors, and discuss how supervisors manage resources and balance output with employee needs. The document then covers various aspects of the supervisor role, including that supervisors are essential middle managers who must balance productivity demands with employee concerns through applying management principles.
Mike J. Turturice has over 14 years of experience in human resources, including serving as HR Director for Mur-Ci Homes. He has extensive experience in areas such as employee recruitment and retention, benefits administration, training, and HR compliance. Turturice aims to foster positive employee relations and implement cost-effective HR programs and policies. Prior to his current role, he held management positions with LG International and Lake Martin Transport, where he successfully developed new operations and HR strategies.
The document discusses the 5 stages of the human resources life cycle that employees go through: 1) Recruitment, 2) Education, 3) Motivation, 4) Evaluation, and 5) Celebration. It describes the key activities that should happen at each stage to help employees and the business succeed. For example, at the Recruitment stage HR needs strategic staffing plans and competitive pay, while the Education stage involves training and assigning mentors. The life cycle aims to reduce turnover by keeping employees engaged and recognizing their contributions.
The document discusses creating high performing work systems. It notes that past approaches focused on efficiency and extrinsic motivators like rewards and punishments, but these don't work for the current generation entering the workforce. Instead, work systems need to focus on intrinsic motivators like autonomy, mastery and purpose. They also need to address employees' psychological needs and shape the values and beliefs of the workforce to create a sustainable system aligned with the organization's values. Building people capabilities among managers is also important to translate good systems and processes into positive employee experiences.
Total employee involvement is a system that directly involves all employees in contributing to organizational success by giving them responsibilities. It allows everyone to be deeply involved in problem solving, continuous improvement, and finding new opportunities using their skills and knowledge. Key aspects of total employee involvement include motivating employees through teamwork, training, recognition and rewards, feedback, and empowering employees to make decisions.
The document discusses staffing challenges during periods of organizational change such as mergers and acquisitions, restructuring, and reductions in force. It notes high stress, uncertainty, legal exposure, and erosion of morale during disruptive change. The biggest risk is that the vast majority of companies that downsize fail to cut costs or increase profits and have lower stock prices two years later. Effective change management requires adequate planning, attention to survivor effects on employees who remain, and ensuring business continuity.
Kerri Ambrosi has over 19 years of experience in human resources, focusing on aligning HR functions to drive business performance. She has held HR leadership roles at various companies, implementing initiatives to improve processes, reduce costs, and support business goals. Her experience spans talent acquisition, compensation, employee development, and regulatory compliance across organizations with up to 1,675 employees.
The team coordinator role is to facilitate the team process and ensure the smooth and effective operation of the team. They prepare meeting agendas, monitor status, and participate as a team member while respecting others' contributions. However, they do not perform activities the team can do or dominate discussions.
This document discusses reward systems and performance measurement in organizations. It makes three key points:
1. Reward systems are a critical part of organizational design that can influence employee attraction/retention, motivation, skills/knowledge, culture, structure, and costs if properly aligned with business strategy and organizational design.
2. Performance measurement provides quantitative data on products, services, and processes to understand, manage, and improve organizational performance against goals. Measures fall into categories like effectiveness, efficiency, quality, and timeliness.
3. Designing effective performance measurement systems presents challenges around measuring non-financial metrics, choosing appropriate measures aligned with goals/strategies, and using results to drive improvement. Proper goal-setting and
This document discusses reward systems and compensation. It defines reward systems as mechanisms for distributing tangible returns like cash compensation and intangible or relational returns. Reward management deals with designing, implementing, and maintaining reward systems to meet organizational and stakeholder needs in a fair, equitable, and consistent manner based on employee value. Compensation includes base pay, contingent pay based on performance, and employee benefits like health insurance and retirement plans. Both tangible and intangible rewards are part of total reward packages.
The document provides guidance for safety leaders on inspiring workplace safety. It recommends that safety leaders spend time on the workplace floor to understand the hazards employees face and ensure safety procedures are being followed. Safety leaders should find ways to communicate why safety is important on a personal level for employees and their families. They must "walk their talk" by following all safety rules themselves in order to inspire employees to prioritize safety.
Franklin Jackson has over 15 years of experience in health, safety, and environment roles across multiple industries including construction, oil and gas, manufacturing, and transportation. He has a variety of safety certifications and has held roles such as safety advisor, specialist, lead, and consultant developing safety programs, conducting orientations and inspections, investigating incidents, and training workers. His resume provides contact information and outlines his work history, roles, responsibilities, and qualifications.
Nigel Carruthers from the Local Government Association presented on barriers to employee engagement in local government. He discussed how funding cuts and workforce reductions have negatively impacted employee morale and trust in leadership. Survey data showed declines in job satisfaction, confidence in senior managers, and perceptions of fair pay. Carruthers also shared lessons from engagement initiatives, emphasizing the importance of leadership, communication, and ensuring employees feel supported and value in their work. Reducing tensions from "doing more with less" will be important to strengthening employee engagement in local government.
Employee motivation specific situations during the pandemicslauc10
This document summarizes an employee motivation presentation. It begins with defining motivation and outlining its importance. It then discusses several motivational theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. Empirical research on motivators in Bosnia and Herzegovina is presented, finding regular salary to be the top motivator. The document then discusses the impact of COVID-19 on employee motivation, noting concerns around safety, work-life balance with remote work, and feelings of isolation. HR measures taken in Bosnia during the pandemic included training for mental health, counseling, and communication with employees. Remote recruitment and training were also implemented. The pandemic both presents risks and opportunities for digital transformation and new working models.
as we are living in competitive world and every business have an aim to achieve maximum positive results. So, without employee involvement and motivation business can not produce positive performance of individual or ultimately organizations'.
This document discusses theories and approaches for motivating employees in the workplace. It covers:
1) Key motivation theories from Taylor, Mayo, Maslow, Herzberg, McGregor, and others that support using both financial and non-financial incentives.
2) Practical motivation techniques organizations can use, including pay-based incentives as well as empowering employees and fostering teamwork.
3) How motivation is important for organizational outcomes like productivity, quality, and retention.
The document provides an outline and details on performance execution. It discusses key components of performance execution including training and coaching, motivation and counseling, and feedback and alignment. For training and coaching, it defines them and discusses their purposes, processes, and how they can improve employee performance and organizational goals. For motivation and counseling, it defines motivation, discusses how it impacts performance, and guidelines for keeping employees motivated. It also defines counseling and its functions. For feedback and alignment, it defines feedback and discusses its purposes and how it should be delivered to be effective in improving performance.
The document discusses the importance of effective supervision and outlines key factors for supervisors to be effective. It states that effective supervisors are critical to achieving organizational goals like increased productivity and engaged employees. To be effective, supervisors need personal qualities like communication skills, technical skills relevant to the job, experience on the job, formal training, mentoring from other supervisors, and support from upper management. The document provides details on each of these factors and their impact.
The document discusses managing change in organizations. It states that change is constant and inevitable, and organizations must learn to adapt quickly. It identifies several keys to managing change successfully, including understanding systems thinking, communicating openly with employees, addressing emotions related to change, creating a vision and short-term wins, and institutionalizing changes into the organizational culture. The document also lists common reasons why change efforts fail, such as complacency, lack of buy-in, and not anchoring changes firmly.
Performance execution involves training, coaching, motivation, counseling, feedback, and alignment. Training involves assessing needs, developing a policy, and gaining support to increase productivity, achieve goals, and invest in employees. Coaching provides functions like guidance and development. Motivation techniques include setting goals, rewarding success, and contests to improve performance. Counseling creates satisfaction, improves performance, and aids personal development. Feedback is a dialogue that identifies strengths, areas for improvement, and goals. Alignment ensures understanding and ownership of vision, values, and strategy to unite cultures.
The document discusses the role of supervisors in management. It begins by outlining the learning objectives which are to identify where supervisors fit in the management team, describe the competencies expected of supervisors, and discuss how supervisors manage resources and balance output with employee needs. The document then covers various aspects of the supervisor role, including that supervisors are essential middle managers who must balance productivity demands with employee concerns through applying management principles.
Mike J. Turturice has over 14 years of experience in human resources, including serving as HR Director for Mur-Ci Homes. He has extensive experience in areas such as employee recruitment and retention, benefits administration, training, and HR compliance. Turturice aims to foster positive employee relations and implement cost-effective HR programs and policies. Prior to his current role, he held management positions with LG International and Lake Martin Transport, where he successfully developed new operations and HR strategies.
The document discusses the 5 stages of the human resources life cycle that employees go through: 1) Recruitment, 2) Education, 3) Motivation, 4) Evaluation, and 5) Celebration. It describes the key activities that should happen at each stage to help employees and the business succeed. For example, at the Recruitment stage HR needs strategic staffing plans and competitive pay, while the Education stage involves training and assigning mentors. The life cycle aims to reduce turnover by keeping employees engaged and recognizing their contributions.
The document discusses creating high performing work systems. It notes that past approaches focused on efficiency and extrinsic motivators like rewards and punishments, but these don't work for the current generation entering the workforce. Instead, work systems need to focus on intrinsic motivators like autonomy, mastery and purpose. They also need to address employees' psychological needs and shape the values and beliefs of the workforce to create a sustainable system aligned with the organization's values. Building people capabilities among managers is also important to translate good systems and processes into positive employee experiences.
Total employee involvement is a system that directly involves all employees in contributing to organizational success by giving them responsibilities. It allows everyone to be deeply involved in problem solving, continuous improvement, and finding new opportunities using their skills and knowledge. Key aspects of total employee involvement include motivating employees through teamwork, training, recognition and rewards, feedback, and empowering employees to make decisions.
The document discusses staffing challenges during periods of organizational change such as mergers and acquisitions, restructuring, and reductions in force. It notes high stress, uncertainty, legal exposure, and erosion of morale during disruptive change. The biggest risk is that the vast majority of companies that downsize fail to cut costs or increase profits and have lower stock prices two years later. Effective change management requires adequate planning, attention to survivor effects on employees who remain, and ensuring business continuity.
Kerri Ambrosi has over 19 years of experience in human resources, focusing on aligning HR functions to drive business performance. She has held HR leadership roles at various companies, implementing initiatives to improve processes, reduce costs, and support business goals. Her experience spans talent acquisition, compensation, employee development, and regulatory compliance across organizations with up to 1,675 employees.
The team coordinator role is to facilitate the team process and ensure the smooth and effective operation of the team. They prepare meeting agendas, monitor status, and participate as a team member while respecting others' contributions. However, they do not perform activities the team can do or dominate discussions.
This document discusses reward systems and performance measurement in organizations. It makes three key points:
1. Reward systems are a critical part of organizational design that can influence employee attraction/retention, motivation, skills/knowledge, culture, structure, and costs if properly aligned with business strategy and organizational design.
2. Performance measurement provides quantitative data on products, services, and processes to understand, manage, and improve organizational performance against goals. Measures fall into categories like effectiveness, efficiency, quality, and timeliness.
3. Designing effective performance measurement systems presents challenges around measuring non-financial metrics, choosing appropriate measures aligned with goals/strategies, and using results to drive improvement. Proper goal-setting and
This document discusses reward systems and compensation. It defines reward systems as mechanisms for distributing tangible returns like cash compensation and intangible or relational returns. Reward management deals with designing, implementing, and maintaining reward systems to meet organizational and stakeholder needs in a fair, equitable, and consistent manner based on employee value. Compensation includes base pay, contingent pay based on performance, and employee benefits like health insurance and retirement plans. Both tangible and intangible rewards are part of total reward packages.
The document provides guidance for safety leaders on inspiring workplace safety. It recommends that safety leaders spend time on the workplace floor to understand the hazards employees face and ensure safety procedures are being followed. Safety leaders should find ways to communicate why safety is important on a personal level for employees and their families. They must "walk their talk" by following all safety rules themselves in order to inspire employees to prioritize safety.
Franklin Jackson has over 15 years of experience in health, safety, and environment roles across multiple industries including construction, oil and gas, manufacturing, and transportation. He has a variety of safety certifications and has held roles such as safety advisor, specialist, lead, and consultant developing safety programs, conducting orientations and inspections, investigating incidents, and training workers. His resume provides contact information and outlines his work history, roles, responsibilities, and qualifications.
This document provides information about the Level 1 BTEC Introductory Diploma in Performing Arts (Music) course at South Thames College. It outlines course requirements, structure, assessments, tutors, progression opportunities, health and safety policies, and expectations for student conduct. Students are expected to maintain excellent attendance and punctuality, respect staff and classmates, and follow studio protocols to ensure safety. The course aims to provide both academic and technical skills for a career in the music industry.
Everybody loves meerkats. But not many of us know just how remarkable these \'kats really are - and how much they can teach us about safety.
A modern, dynamic approach to safety that draws in your trainess and captures their imagination, delivering clear messages on: Teamwork, Interdependence, The Safety Instinct, Importance of Communication, Prioritising Safety.
For more information please visit www.lattitudeproductions.co.uk or call us on (0)1435 831500
Development of a risk assessment system based on pattern matching of behaviou...Stefan Kovacs
This document describes research on developing a risk assessment system based on analyzing patterns of human behavioral fault models. It presents a Human Behavioral Fault Model (HBFM) that identifies factors contributing to unsafe behaviors. Behavioral clusters were analyzed for over 1,000 workers and compared to HBFM best and worst-case scenarios to assess risk levels. The results showed that training and developed capabilities most strongly influenced deviations from safe behaviors. The HBFM provides a framework to identify unsafe behaviors, assess risks, and design targeted training programs to improve workplace safety.
Communicating the safety message - Communicating the Health and Safety messag...Win Marketing UK
The document discusses effective strategies for communicating safety messages within an organization. It emphasizes that safety communication is critical but often poorly executed. Some key strategies discussed include engaging staff, understanding barriers to communication, promoting safety like a brand with consistent messaging, focusing on benefits to recipients, using multimedia techniques from marketing, and leading by example. The goal is to get safety messages noticed and correctly interpreted to improve behaviors and work practices.
The document discusses safety incentive programs, including their objectives, types, implementation considerations, and perceptions. It describes injury/illness-based and behavior-based incentive programs, important factors like motivation, and measures used to evaluate program effectiveness such as OSHA recordable cases. Both workers and management were surveyed about their perceptions, with workers generally having a more positive view of incentives' ability to improve safety.
http://bit.ly/16epDk4 Safety training is crucial for every organization. Want to make your safety training session fun and interesting, here is a presentation on Learning Activities to Make Safety Training Fun and Interesting.
This document discusses work procedures related to industrial safety. It covers topics like industrial psychology, employee training, risk analysis, hazards control, emergency planning, and gas cylinder safety. The key points are:
- Employee training is important for developing safety awareness, imparting knowledge and skills to perform work safely, and demonstrating company interest in safety. Different levels of employees require different types and lengths of training.
- Risk analysis involves identifying hazards, assessing risk probabilities and impacts, and allocating risks between project parties. Quantitative risk analysis is required for new projects and periodic reviews of existing operations.
- Emergency plans must be established at both the site level and off-site to quickly respond to incidents, minimize risks to people and
This document discusses developing an effective safety incentive program to promote a positive safety culture. It provides guidelines for incentive programs, such as rewarding proactive safety behaviors and participation. Examples of incentives include safety bucks, bonus programs, and point systems for behaviors like identifying hazards or making safety suggestions. Regular evaluation of the incentive program is also recommended to ensure continuous improvement.
The document provides tips for effective teamwork and collaboration. It recommends being a good communicator, listening to others, and being flexible. It also suggests helping each other with tasks, seeking advice from experienced colleagues, and giving positive feedback to build confidence. Additionally, the document stresses respecting different cultures and beliefs, encouraging and supporting one another, working together towards clear goals, and sharing ideas to continuously improve team performance.
Health and Safety Cartoons - a selection of health and safety cartoons that carry a message that could save life and limb. Tripping hazards, how to lift correctly, always lift with bent knees and a straight back.
Safety Training Games & Activities for Manufacturing Linda Tapp
A presentation on using Safety Training Games & Activities in Manufacturing environments delivered at the American Society of Safety Engineers Professional Development Conference in Las Vegas in June 2013. Games and activities are a great way to get trainees to pay attention and retain information longer and this is especially important in safety training.
Slides from "Safety Training Games and Activities for Everyone" presented at the American Society of Safety Engineers Professional Development Conference in 2010. (All activities mentioned were distributed as separate files to all attendees). For more info, visit www.SafetyFUNdamentals.com.
Putting the social into internal communication. By Rachel Miller @AllthingsICRachel Miller
Presentation given by Rachel Miller @AllthingsIC at #mkicomms event on 27 June 2013 for internal communication professionals in Milton Keynes in the UK.
INCLUSIVE EDUCATION: HOW TO PROMOTE POSITIVE CLASSROOM BEHAVIOUR IN STUDENTS?Roudhahtul Isa
Halifah Husaini (08D0013), Aisah Lamit (08D0047), Roudhahtul Isa (08D0008), Diploma in Primary Education session 2008/2011.
PRESENTATION TOPIC: HOW TO PROMOTE POSITIVE CLASSROOM BEHAVIOUR IN STUDENTS?, Semester 5 (Year 2010), Course facilitator: Dr. Koay Teng Leong, Course name: INCLUSIVE EDUCATION, UNIVERSITI BRUNEI DARUSSALAM.
Sub-topics:
Presented by Halifah Husaini (08D0013):
- Relationship Building Strategies
- Social Skills Instruction
Presented by Aisah Lamit (08D0047):
- Antecedent Based Interventions
- Self Management Interventions
Presented by Roudhahtul Isa (08D0008):
- Group Oriented Management Systems
- Behavior Reduction Interventions
All rights reserved.
The document outlines SBM Management's approach to implementing a safety focus at sites with safety challenges. It discusses that these challenged sites represented 50% of injuries and had higher turnover and lost work days. The safety focus process involves 9 critical components, including employee observations, engagement, recognition programs, audits, and communication. Implementing this process led to increased leading indicators and decreases in recordable injuries, first aids, and recordable incidents. The focus is on leadership, goal setting, supporting employees, and creating a strong safety culture.
Effective-Safety-Culture from System - leadership - culture.pptxRezi Purnama
Developing an Effective Safety Culture
This document discusses developing an effective safety culture with three key aspects - safety management systems, leadership, and culture. It emphasizes that achieving safety excellence requires a focus on culture, leadership, and systems working together. Leadership is defined as a process of social influence to accomplish a common task and safety leadership is about making expectations clear, supporting safety efforts, and insisting on a safe culture. A successful safety culture sees safety as everyone's responsibility, not just the safety manager's. The ability to develop the team is critical to achieving a strong, generative safety culture.
This document summarizes the implementation of a Zero Incident Process (ZIP) at a construction site in New Delhi to improve safety culture and perceptions. It involved engaging all levels of staff, conducting a pre-implementation safety perception survey, providing targeted training to address gaps, and conducting a post-implementation survey that showed improvements in safety leadership and employees' positive responses. The objective was to continuously improve safety culture through accountability systems and workforce engagement.
The document outlines 6 steps that Journey Partners uses to develop positive safety cultures in organizations: 1) Create a safety culture plan, 2) Engage all stakeholders, 3) Build safety leadership, 4) Improve hazard controls, 5) Imbed 'people based safety' tools and approaches, and 6) Build team safety skills. For each step, Journey Partners provides training programs, workshops, and tools to assess safety culture, develop strategic plans, provide leadership training, teach hazard management, build positive safety attitudes and behaviors, and strengthen team-based safety. The goal is to help organizations achieve a "step change" in safety performance through developing systems, culture and skills.
This document provides information about an upcoming Safety Psychology Conference in 2017 in Auckland, New Zealand. It includes details about pre-conference workshops, the two-day conference schedule and speakers, as well as registration and discount information. The conference will focus on applying psychological theories and frameworks to develop and improve safety practices in organizations. It will address topics like developing safety mindsets, understanding human factors that impact safety culture, and techniques for engaging employees and embedding organizational change. Various industry professionals are listed as speakers who will provide case studies and insights from their experience in leading safety initiatives and culture change.
Raising Awareness on S&S Management at workplaceMahmudul Hassan
This document discusses techniques for raising safety and security awareness in the workplace. It identifies why awareness is important, which is to help staff understand safety arrangements, risks, and their roles. Several methods for raising awareness are proposed, including a top-down approach, appointing champions, campaigns, and empowering staff. The document also covers focusing on health, safety, and security, and involving staff in decision making. It concludes with proposing a group exercise to generate ideas for awareness topics, challenges, and innovative promotion strategies.
This document discusses building accountability in safety practices. It begins by stating that the training was funded by the Nova Scotia Department of Health & Wellness and developed by Heather Matthews, an OHS specialist. It then covers topics like the differences between accountability and responsibility, elements of accountability, and key performance indicators. The document emphasizes setting clear expectations, monitoring progress, and providing feedback to create an effective accountability system for safety using measurable metrics.
Targeted Solutions provides behavior modification solutions to organizations to help improve safety performance. They use a behavior-based process that focuses on identifying and eliminating at-risk behaviors. This process is implemented from the lowest to highest levels of an organization using group dynamics and feedback to encourage safe behaviors. Targeted Solutions has over 40 years of experience applying this methodology across various industries globally.
1) Achieving zero incidents is possible through developing a strong safety culture where safety is the top priority and responsibility of all employees and managers. This requires clear communication from top management about the need for culture change.
2) A safety culture focuses on eliminating the root causes of incidents rather than just reactions. It views safety as an integral part of business operations and empowers employees to take responsibility for safety.
3) Key elements of an effective safety culture include management commitment, well-defined safety policies and goals, employee training, hazard analysis, and recognizing employees for safe behaviors. With the right systems and commitment from all levels, any organization can achieve an incident-free work environment.
Building Effective Leaders Exploring the Basics of Supervision Training.pdfstscanada68
This article delves into the core components of basic supervision training, highlighting its key elements and providing valuable insights for those embarking on this vital journey.
https://www.stscanada.com/safety-training-courses/basics-of-supervising/
5 Top Tips for Implementing a Successful Safety Culture in Global OrganizationsPECB
The document discusses building a strong safety culture within an organization. It begins by outlining the benefits of a successful safety culture, including employee retention and satisfaction, controlling costs, and providing a competitive advantage. It then provides a roadmap for implementation, including setting a clear vision and strategy, ensuring leadership commitment, establishing roles and accountability, and focusing on leading indicators. The document also identifies the top five tips for success, such as having an organization-wide vision and goals, and the top two traps to avoid, like safety not being integrated into business processes.
A safety culture is characterized by shared beliefs, values and attitudes regarding safety. It is a subset of overall organizational culture. Key aspects of a positive safety culture include employees understanding the importance of safety and exhibiting safe behaviors like wearing PPE. Developing a strong safety culture should be a top priority as it has the greatest impact on reducing accidents. Objectives of a safety culture include connecting all employees around reducing incidents through following not just procedures but also being accountable for safety. Management must be committed to enforcing standards while employees follow and ensure compliance. Developing a culture of safety is an ongoing process that requires continuous efforts like training, feedback, and recognizing safe behaviors.
The document discusses changes in the field of health, safety, and environment (HSE) in Australia. It notes that HSE is gaining more prominence on company agendas and the function is changing for the better. Specifically, it outlines a shift for HSE professionals from reactive, compliance-based technical roles to those of proactive business leaders who can link HSE with business metrics and strategy. It also recommends that HSE practitioners develop leadership, relationship building, communication, and business skills to meet rising demands and influence at higher levels within organizations.
This document provides information about an upcoming Safety Psychology Conference in 2017 in Auckland, New Zealand. It includes details about pre-conference workshops, the two-day conference program, and featured speakers who will address topics like developing safety mindsets, understanding human factors that impact safety culture, and techniques for engaging employees and embedding organizational change. Registration information and discounts for early booking are also provided.
Creating a strong safety culture at a workplace takes continuous effort over multiple years and requires commitment from both employers and employees. It involves developing trust between all parties, establishing clear safety responsibilities, accountability measures, and incentive programs to encourage safe behaviors. An important part of building a safety culture is designating passionate staff as safety champions who can influence others with their commitment to prioritizing safety.
The document discusses the need for corporate training programs and their advantages. It notes that in today's competitive global environment, staff are under pressure to meet high standards, requiring the development of new training strategies and methods. Training needs analysis that is aligned with organizational goals can help formulate an effective people development strategy. Some key advantages of training programs include addressing employee weaknesses, improving performance, ensuring consistency, increasing worker satisfaction and productivity, improving quality, and reducing costs and supervision needs.
The document discusses the important role of managers and supervisors in safety leadership. It provides guidance from regulatory bodies on responsibilities for workplace safety and health. Successful safety management requires strategic aspects like developing a positive safety culture where safety is seen as everyone's responsibility. Managers must be actively involved in safety through activities like inspections, communication, and setting clear expectations. Their personal example is crucial for motivating employees to prioritize safety.
The document discusses incentive programs for industrial safety, health and environmental management. It describes the purpose of safety incentive programs, which is to motivate employees to practice safe behaviors, follow safety rules, and reduce accidents. It also discusses the effectiveness of incentive programs, emphasizing the importance of clear communication, meaningful rewards, and team-based incentives. Finally, it provides examples of encouragement campaigns, roles and the contributions of small group activities, such as a campaign to promote workplace wellness.
Similar to E compliance, dino varas communication and motivation (20)
2. MY STORY
As a health and safety (H&S) professional in the workplace I know am appreciated, respected, and supported by the workforce. I also understand that I have to be the one to lead safety. However, the one thing I have learned is that I have historically felt it was my job to ensure the workplace was compliant and that I was the one to educate everyone about safety.
I carried this burden on my shoulders, and felt I was doing it alone.
Today I would like to present to you a few simple methods that have helped me not only ensure safety is communicated to our workforce, but how I used these techniques to motivate leaders for better participation with greater results.
3. OBJECTIVE
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To highlight how communication of safety with behaviour-based techniques can be applied to motivate workers thus improving workplace safety.
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To share simple techniques that have proven results for driving safety performance in the workplace.
Techniques that result in improved:
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Motivation
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Leadership Involvement
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Participation
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Communication of Safety
4. AGENDA
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Safety Today
-Our Perspective as H&S Leaders
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Shifting Our Focus
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Making the Transition
-Moving Towards More Communicative and Motivational Methods
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How We Get There
-3 Tools to Motivate and Improve Communication and performance
6. Our role as H&S leaders is to constantly remind our workforce of our health and safety commitment, targets, and mentor them in support for their work. Unfortunately we mostly see worker interest for safety peak when we are present.
Have you ever seen the worker who puts their safety glasses on their face properly when the H&S leader enters the area?
So, we need to ask…
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Why are behaviours so inconsistent?
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Are workers self-motivated for safety?
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What is their interpretation of their responsibility for safety?
SAFETY TODAY OUR PERSPECTIVE AS H&S LEADERS
7. SAFETY TODAY OUR PERSPECTIVE AS H&S LEADERS
We can begin transitioning our culture by providing a system through coaching methods that will assist in curbing risky behaviours. Consideration to reinforcing safe behaviours will also be needed.
The focus shifts to better preparing the workers and leaders of our organizations by building a safety culture that is more engaged in ‘doing the right thing’.
This would be best implemented through a system that promotes the routine practical exercises of health and safety.
9. SHIFTING OUR FOCUS
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Focus over the past 150 years has been on the technical aspects of engineering systems to improve safety (Lee, 1998).
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We have come a long way with improved hardware and design and through improved safety management systems. More and more we see less technological failures in the workplace.
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We are now seeing how it benefits us to look at ‘human factors’ (social and organizational) for better safety.
Fatality
Medical Aid
First-Aid
Near Miss
Lost Time
UNSAFE ACT AND CONDITIONS
10. SHIFTING OUR FOCUS
Per The Occupational Health and Safety Act (OHSA) we are required to protect the worker from injury.
We can support the argument that the root cause of injuries are behaviours or conditions in the workplace. Today we can understand that incidents resulting in injury to a worker are occurring because of a failure to act, or unsafe behaviour. Furthermore, when reviewing what created an unsafe condition it is the failure to act, or unsafe behaviour (exception, cases involving natural phenomenon).
Influencing and motivating the correct behaviour is key.
11. MOTIVATION
SAFE BEHAVIOUR
What promotes safe behaviour?
How do we motivate the workforce?
How do we get the workers to work safely?
How can we improvesafety communication and increase motivation?
SHIFTING OUR FOCUS
12. WHAT INFLUENCES SAFE BEHAVIOUR?
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Recognition of good behaviour
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Positive reinforcement
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Targets to achievable goals (promoting success)
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Employee involvement
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Awareness and education for safety
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Listening to suggestions
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(Leaders, Supervisors) Always being available for safety
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Regular and proactive coaching
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Regular safety communication
13. WHAT INFLUENCES MOTIVATION?
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Purpose –having work problems to solve
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Caring for their interests and being fair
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Keeping them in the loop, understanding the challenges
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Trust and support from the leader, leadership
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Worker engagement (giving them specific assignments, sense of belonging)
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Leadership exposure (management is on the floor)
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Realistic and achievable job expectations or goals
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Evidence of a continuous improvement culture
14. SHIFT OUR FOCUS
Ideally the objectives of this system that will be part our health and safety program should be achievable, non-punitive and positive.
To get to this point we need autonomy,…. a workforce built on self-reliance, self-regulation, and self-motivation.
16. MAKING THE TRANSITION
Traditionally it is the health and safety professional who has the responsibility to guide company health and safety and compliance. This is OK.
Typically we see that health and safety professionals have to motivate leaders and facilitate the communication for safety. Although not intentional, our leaders do not a priority on ‘day-to- day’ safety interactions.
Our top managers are saying they want safety to be a priority, but what is their role in safety?
17. MAKING THE TRANSITION
As H&S professionals we should be focusing on making H&S leaders out of our workforce.
Our focus should be on driving this from the top –down.
“Our leadership team members need to lead, always”
18. MAKING THE TRANSITION
We know that among our leadership teams we have experts who demand results –in cost, quality, delivery, and inventory –so to lure their interest we must drive a system that gives immediate information (communication for safety) and motivates the organization for safety performance.
Focus our efforts on using:
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Value-add methods
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Integrating systems provide for an autonomous H&S process
19. WHAT WE NEED
AS WORKERS
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Use safe behaviours
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Be engaged
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Build self-reliance
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Support an autonomous workforce
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Pursue continuous improvement
AS LEADERS (MANAGERS)
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Be leaders, by example
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Communicate regularly
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Be a coach/mentor
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Participate in H&S activities
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Empower the workers
20. HOW WE GET THERE
EFFECTIVE TOOLS TO MOTIVATE AND IMPROVE COMMUNICATION
21. HOW WE GET THERE
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The methods that can get us to a more practical H&S program are many. Effective tools I am sharing will include an element of:
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Leader participation with objectives;
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Regular safety communication; and
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Continuous improvement through worker involvement
You only want to add systems that will promote continual improvement in a non-punitive forum.
22. HOW WE GET THERE
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Visibilityof H&S performance or safety communication (posting results –a Scorecard, success stories, real-time data) will help drive accountability.
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What are the standards, or the expectations of workers and leaders?
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How are leaders committed?
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What is in place to drive us?
The Challenge
Put restrictions or conditions to promote the sense of urgency for the initiative (time sensitive, level of quality). Think about what will motivate leaders.
24. 1] ‘SAFETY MESSAGES’
Use daily, weekly, or monthly ‘Messages’ to promote awareness. These should be conducted in a face-to-face forum and they should be posted within the work area. Use these ‘Messages’ to communicate:
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Policy expectations
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Reinforcing positive behaviours
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New H&S information / developments
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The ‘Message’ tool will give provide for regular communication, delivered by the leader(s), the reiteration of expectations through a form of awareness session, and will be relevant in raising awareness among all workers.
25. EXAMPLE –‘SAFETY MESSAGE’
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Make the point in a simple statement.
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Reiterate expectations in accordance to Policy or The OHSA.
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Remind behaviour.
26. 2] H&S PERFORMANCE SCORECARD
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Drive accountability by creating a ‘monthly’ H&S Performance Scorecardto shows results of desire objectives for safety.
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Make the leaders accountable
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Add the expectation of ‘timely execution’ (as a starting point)
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Target a few areas that can help bring value-add results
Keep in mind that what you add should be realistic.
Is it a value-add activity?
Will it improve the communication of safety?
Will it empower our Leaders (Supervisor/Managers)?
Will it promote behaviour / motivate employees?
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Target “On-time” completion of activities such as: Safety Talks (monthly Communication), Self-Audits (monthly Audits), Root Cause Investigations (3 day turnaround)
2] EXAMPLE –H&S SCORECARD
28. 3] GO-DO ACTIVITIES
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Involve the workers by giving them a “GO-DO!” exercise.
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Structure the standard by requiring the number of implemented “GO-DO!” within a timeframe, with documented evidence showing before/after.
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If activities value-add and can be standardized –Make a standard.
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By requiring ‘Go-Do’ exercises we will empower the workers and improve workplace awareness for safety.
29. 3] EXAMPLE –“GO-DO” EXERCISE
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3 implemented ergonomic “Go- Do” improvements within the week.
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Add element of ‘sharing’. Group, peer-to-peer, sharing to promote and raise awareness.
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Empower the worker as a coach
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Reinforce positives
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Advertise successful “Go-Do” implementations throughout the organization.
30. “We need attitude to drive our behaviour to achieve our success.
Everyone should understand why we do what we do, and what it takes to be a leader in safety.”
SUMMARY
By establishing a structure for regular activities that are promoting the repetition of behaviours we want to promote (regular communication, regular audits, regular interaction, and continuous improvement) we will be in line for success with safety.
Keep our systems simple to allow for participation without intimidation –to promote a learningenvironment.