Graham Winter is an Australian psychologist 
who was the chief psychologist for the Australian Olympic team and is now an author and business adviser. In August 2009 he has a book released entitled “The Man Who Cured the Performance Review”.
SafetyAtWorkBlog managed to interview Graham last week about the book, stress and safety leadership. The SafetyAtWorkBlog podcast is available for download.
Three years ago I had the privilege of arranging for Dr Lee Clarke of Rutgers University to attend the Safety in Action Conference in Australia. Lee had a book out at the time, Worst Cases, and spoke about the reality of panic. Lee’s studies have continued and are, sadly, becoming more relevant.
Recently, Rutgers University posted a video interview with Lee on Youtube.
Shortly after the World Trade Center collapse in 2001, I asked Lee to write something about the event from his experience and perspective. He wrote a piece for a special edition of Safety At Work magazine. The article has been available through his website for some time and is now available through here by clicking on the image below.
I strongly recommend Lee’s books. As he says in the video, they’re quite fun, in a sad sort of way.
Australia’s National Offshore Petroleum Safety Authority (NOPSA) has released a report of its own OHS performance based on data from 2005 to 2007. NOPSA has been in the public eye far more than normal due to the Varanus Island explosion and the various investigatory reports.
The report seems to indicate that, as a regulator, NOPSA is performing to expectations. NOPSA’s CEO John Clegg has acknowledged that the industry is below the level of its overseas counterparts. This is peculiar given that other Australian resources industries, like mining, are ahead of other countries and that safety in the offshore industry has had a high profile ever since Piper Alpha.
The report identifies challenges that are difficult but not very surprising:
- improving leadership – strong leadership is required for the Australian industry to move to the next level
- dealing with a shortage of skilled personnel
- managing ageing facilities and minimising gas releases
It will be very interesting to watch the benchmarking of NOPSA and its future role through the OHS harmonisation process that Australia is undergoing.
Below is the full report and the performance summary.
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.
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.
Last night SafetyAtWorkBlog interviewed Rex Hoy, Group Manager with Safe Work Australia, the national safety awards night in Canberra. A podcast of an exclusive interview with Rex is available now.
Safe Work Australia is a fairly new configuration for Australia’s OHS department but it’s awards have been going for some years. On 28 April 2009 the awards were held in Canberra. The timings don’t seem quite right but that is the scheduling of these sorts of things in Australia.
The award winners from the State events are nominated for national awards, usually, conducted six months later. SafetytWorkBlog has written elsewhere about the need to review this system.
The winners this evening were congratulated by the Workplace Relations Minister and Deputy Prime Minister, Julie Gillard and were
The obvious peculiarity in the award winners is the absence of winners from Victoria, Western Australia and Queensland, states with large populations and/or large mining sectors.
The Dorsal Boutique Hotel gained considerable kudos in New South Wales’s awards in October 2008 with its bed elevator that reduces the need for housekeepers to bend when making the beds. It is a good example of thinking further into the problem and asking why beds are designed the way they are and why can’t we change it. It has a limited use but considerable appeal to the millions of hotels around the world. More information can be found on the solution at the NSW WorkCover Awards site.
It is always more gratifying to see successful things rather than successful programs as the things are often transferable to many workplaces and are visual solutions to problems, sometimes problems we weren’t aware of. Leadership and management awards are more a recognition that a company has taken safety seriously which has been a legislative requirement on business for decades. There is little innovation to show in these areas. More the award is for the fact that known techniques have been applied in difficult work situations or industry sectors or company configurations.
This is not to say the effort of the award winners is less valuable than tangible solutions but often these changes come from a changed management structure or a traumatic event or new focus from the board. It is easier to understand the significance of these OHS “agents for change” when focusing on an individual achievement. The award for Viki Coad is a great example of the difference one person can make. It is these achievements that should be more widely applauded.
Indeed readers could benefit greatly from looking at the State winners in this individual category for that is where inspiration can be found.
(Kevin was invited to attend the awards event by Safe Work Australia)