Category: consultation

The OHS recommendations the Australian Government rejected

According to the Communiqué of the Workplace Relations Ministers’ Council on 18 May 2009, the following issues should be considered when drafting the new OHS legislation

“Application of the primary duty of care to any person conducting a business or undertaking

The panel recommends that the primary duty of care should be owed by any person conducting a business or undertaking.  The objective of this recommendation is to move away from the traditional emphasis on the employment relationship as the determiner of the primary duty, to provide greater health and safety protection for all persons involved in, or affected by, work activity.  Care needs to be taken during drafting to ensure that the scope of the duty is limited to matters of occupational health and safety and does not further extend into areas of public safety that are not related to the workplace activity. “

The first part of this is recognition of the variety of workplaces Australia now has, the number of people within worksites who are not employees and the previous issues of OHS and unpaid volunteers.  It seems to expand to matters of public liability but then, curiously, pulls back to emphasise occupational health and safety.  As Michael Tooma has noted, circumstances seem to have passed beyond the arbitrariness of the occupational categorisation. Continue reading “The OHS recommendations the Australian Government rejected”

New Youth@Work website

The South Australian government has launched a website focusing on young people at work, not surprisingly called Youth@Work.  

South Australia has a habit of marching to a slightly different beat to the dominant Australian States on OHS.  They did not follow WorkSafe Victoria’s “Homecomings” ads and they have been well ahead of anyone in researching and explaining the relevance of wellness as an OHS issue.

Kevin JonesposterA3v6 (2)

Groundwork for employee engagement

Safety professionals should be suspicious of many management trends.  Over the last decade behavioural-based safety has been popular and more recently workplaces have been subjected to the application of amorphous concepts such as leadership and engagement.  Many of these are dressing up old approaches to management in new jargon,  some have little evidence to back up their claims.

At the end of April 2009 the Society for Industrial and Organizational Psychology (SIOP) identified limits to the application of employee engagement.  A SIOP statement said 

 Study after study has shown that an engaged workforce is considered desirable in any organization and leads to greater productivity and profitability. In short, There seems to be no downside to employee engagement. However, Thomas Britt, an industrial-organizational psychology professor at Clemson University, cautions there are some limits to employee engagement that managers should consider.

Britt acknowledges that employees who are actively involved in the management and decision-making of their company provide greater productivity and profitability. In modern parlance, engagement is good.  But he identifies several issues that should be considered.

“If [engaged workers] are not getting the resources they feel they need to perform at their best, their engagement may be diminished.”

So worker enthusiasm and initiative needs to be adequately supported.

Britt said performance could be restricted by

  • lack of budget and equipment support,
  • access to important information,
  • work overload,
  • unclear objectives and goals, and
  • assigning employees’ tasks that don’t fit their training.

SIOP said 

Britt’s research shows engaged employees are likely to become frustrated and dissatisfied and may blame their supervisors if they do not have the systems and support necessary to be effective. Given the higher pro-activity and energy levels of engaged employees, this frustration could lead to turnover as they begin to look for more supportive work environments. “The ones who stay behind may well be the ones who just don’t care,” said Britt.

 Work overload can lead directly to burnout.  According to SIOP, Britt said

 “highly motivated employees are willing to go beyond the call of duty to help the organization, but when temporary overload continues and they repeatedly fail to meet their own high expectations, their motivation becomes directed at locating other job possibilities, leaving the organization at risk of losing key talent.”

The impediments to an engaged workforce can often be missed in the enthusiasm of the engagement evangelists It is important not to dismiss the enthusiasm but to temper it so that any benefits are long term.  For any new management approaches to work, there must be adequate groundwork so that the participants know the reasons for change, this will help the new approach succeed.

In short, business needs to acknowledge that consultation is a basis for improvement not a communication method of telling people about change.  As SafetyAtWorkBlog has said consultation occurs in preparation for change as well as during and after.  Thomas Britt and SIOP have provided excellent ideas of the areas of threat for an employee engagement program.

More information may be available at  www.siop.org.

Kevin Jones

Fatigue is the biggest threat to a person’s safety

Not so long ago, it was considered a legitimate criticism to blame the individual for “doing the wrong thing” at work.  Depending on the type of worksite, this was considered “human error” or “bloody stupid”.

Fatigue is an interesting illustration of how occupational health and safety must cope with new perspectives on established hazards.  Australian OHS legislation operates on a responsibility to manage the systems of work in a workplace, of which only one element is the worker.

A good incident investigation goes beyond the incident to see what led up to a worker acting the way they did, the reasons behind the decision.  Instead of “tell me about your childhood”, OHS practitioners can legitimately ask “tell me about your sleep patterns”, or “tell me about your second job”, or “tell me about your relationship with your partner”, as these can be contributory factors to the decision made on the day or the work environment at the time of the incident.

Some recent AAP articles provide interesting examples of the different contexts in which fatigue as a workplace issue can manifest:

“Ambulance Employees Australia (AEA) said weary paramedics had fallen asleep at the wheel and administered wrong drugs because they did not have enough time off between shifts.

They have called for a minimum 10-hour break between shifts, compared with eight hours under the current award.

But Ambulance Victoria has said the fatigue issue was one of 175 union claims, which it said sought $800 million from pay talks.”

“Investigators examining the near-catastrophe at Melbourne Airport last month are exploring whether fatigue was a factor after being told the pilot had barely slept the day before the flight.

Emirates pilots are permitted to fly a maximum of 100 hours each 28 days and the pilot was also almost at the legal threshold of the number of hours he was able to fly.

Emirates has issued a statement saying safety was a top priority for the airline.”

A higher priority than a good night’s sleep apparently!  Clearly it is the spread of hours that is the issue not the total over a fixed period.

Both these examples relate to workers’ interactions with the public and reflect the complexity of OHS’s spread to public safety.  

It seems that every investigation now automatically assesses the fatigue level, or impairment, of the participants in incidents in the same way mobile phone records are checked in car accidents and blood-alcohol levels or drug testing in some industrial events.

If your OHS professional does not consider psychosocial issues in developing safety management plans or incident investigation, seek a second opinion, or better yet, make sure the first opinion is comprehensive.

Kevin Jones

Australian Prime Minister talks to the great unwashed

The edge of panic is starting to appear in Australian concerns over swine flu.  Some health officials, who should know better, are slipping slightly off message.  The Queensland government’s chief medical officer has recommended that food should be stockpiled.  This was quickly jumped on by the Federal Health Minister, Nicola Roxon, has tried to provide a more palatable context to the stockpiling:

“We want people to be aware of the risk of this disease, we want people to be taking sensible planning steps but we don’t want panic,” she said. “It’s very important that we don’t have a rush on products that people just during the course of their ordinary shopping might think about whether they have some of these extra supplies.”

The Australian Prime Minister, Kevin Rudd, has offered some of the blandest, but relevant, advice:

“For all Australians to engage in the simple practice of washing their hands with soap on a regular basis.”

Kevin Rudd is not the poster boy for personal hygiene unless eating one’s earwax is a suitable hygiene practice.

SafetyAtWorkBlog will continue to watch for evidence of the effectiveness of handwashing in influenza control.

Roxon’s advice is sound however in one very important way – sensible planning steps.  Cut through the hyperbole.  Listen to reputable health advice, and keep your colleagues and employees informed.  If that happens, we’ll get through this threat.

Kevin Jones

The value of brevity in government submissions and business reports

In Australia, at the moment, there are several governmental inquiries that could involve safety management issues.  Submissions to inquiries can often be bloated with information that a review panel already knows or can be off topic.  Frequently, relevant but not essential information is included in the body of the submission where it could be just as easily included in an appendix.

Past experience in handling Cabinet submissions has indicated that a brief listing of the recommendations or requests is best, as this makes it much easier for the review panels to digest.  People tend to forget that their submission is going to be one of, perhaps, hundreds, and that brevity is highly valued in the public service (except perhaps in their own publications and reports?). 

This position on brevity is one that should also be applied to client reports concerning workplace safety.  Many consultants forget that their clients are already very familiar with their own workplace and don’t need to be shown “how to suck eggs”.

Kevin Jones

Engagement is Consultation re-badged

Recently an international business established an intranet discussion forum concerning “employee engagement”.  By and large, this is another example of business management twaddle.

Essentially, when one engages with another, there is discussion, a conversation and the sharing of ideas in a cooperative, positive manner.  In OHS circles this is called “consultation”.  By discussing issues, people learn the basics, they refine their understandings and, often, come to a consensus or a resolution.

“Engagement” is another word for what happens on a daily basis in workplaces everywhere.  What is bothersome is when a new management term is generated in order to, primarily, sell a new management book, and in a much lower priority, to provide a new perspective.

In the current edition of Australia’s business magazine, BRW, there is a discussion on engagement, (not available online).  Through an OHS perspective, interpret the following quotes about “employee engagement scores):

“About 40 per cent of employees were failing at the most basic level, saying they either didn’t know what was expected of them or didn’t have the tools to do it.”

OHS = consultation, job description, induction, supervision.

“Those in a leadership position now are taking advantage and redoubling their efforts around employee engagement.”

OHS =  leadership, safety culture

The article makes a useful distinction that an “engaged employee” does not equal a “happy employee”.

The BRW article does not, however, discuss the possible downsides of engagement.  There is a risk that benchmarking of engagement may applied inappropriately and, according to the CIPD:

“Research confirms however that there is a significant gap between levels of engagement found among UK employees and those that would produce optimum performance.  HR professionals need to recognise that engagement is a strategic issue that cannot simply be left to manage itself.”

Engagement is another tool for management but just how many tools are needed?

In short, a management system needs to talk with employees, listen to employees, and support employees.  Wow, how radical.  It can be that simple.

Kevin Jones

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