Safety Management Functions - Assignment Example

Safety management Fault tree analysis of a construction worker falling from scaffolding and breaking his back. Job safety analysis In every risky task, a job safety analysis must be conducted. This is where a job safety analysis falls into place. A job safety analysis is a technique used to identify, analyze, and record the safety of individuals. The job of my choice is repairing a leaking roof. In job safety analysis, the initial procedure to do is to determine the cause of the hazard. Knowing if the hazard can be controlled or not is very essential. A rough estimate of causation and probability must be done. This is to determine the severity of the accident. According to the task done, identification of the hazard must be done. Falling down and experiencing an injury are a hazard that must be identified and a rough estimate given. Another expected probability is equipment failure. Chances that the ladder will be faulty must be kept in mind. The next essential step in a job safety analysis is determining the solution to the hazards identified. By this, the hazards can be controlled and safety effected. Hazards can be controlled through administrative controls and or engineering solutions. The recommended steps that will reduce hazard risks are identified, as well as the risks of the workplace injury or illness. The following are the appropriate job safety analysis steps to follow. First, job with the highest risk for a workplace injury or illness is selected. In this case, the task to be done is to fix a leaking roof. The highest risk is identified as well as the potential injuries and or illness. Next, the necessary steps for completion of the task are identified and recorded. All probable hazard risks are identified in accordance to each step done. The last step is the determination and record of the recommended procedures for performing each step. This will reduce the hazard risk. Management functions Managing the safety function entails planning, organizing, controlling, directing, and staffing. In regard to planning, the departmental needs, resources and mission must be kept into consideration. The records of various departmental needs must be updated so as to know the exact required needs. Planning aspect comprises of time, money, materials, and personnel needs. Planning is an essential aspect of management. The second management function is organizing. This means that the staff in the organization must be properly organized. The chain of command must be followed so as maintain the organization and efficient working conditions. The factor of the organization is present in successful companies; this keeps the motto of the organization intact. Organization leads to proper supervision, making each employee liable to any action. The third management function is controlling. In regard to this function, inspection and proper monitoring of the company rules must be followed. The company policies control the actions of the workers. These policies make the workers liable to any foreseen and ignored accident. Controlling function is done via inspections, audits, record interviews, and interviews with employees. This leads to the implementation of appropriate hazards and safety changes in the organization. Controlling function leads to the making of drastic measures which lead to redesigning of workplace, safety audits, and safety inspections make up these changes. The fourth management function is directing. Effective management functions must entail the aspect of directing. An effective manager must be an excellent director. Directing aspect shows that the staff in any organization must be directed in their activities. The last management function is staffing. All staff employed in the organization must be aware of ADA, OSHA, and civil rights act. All employees must have a clear picture of their job description. The employees must be trained efficiently thus, this will lead to correct safety measures. This aspect enables a better management safety function in the organization (Anderson, 26). Advantages and disadvantages of safety incentive programs Safety incentive programs are created so as to maintain good personnel performance and drive towards their work. Safety incentive programs reward employees on the basis of them maintaining and identifying safety in the premises. These programs build up the motivation working factor in most organizations. The safety incentive programs create a disadvantage between job satisfaction and accidents. This is due to the fact that most employees when injured prefer not to report in effect of maintain the reward points. The disadvantage of safety incentive programs is this system creates more problems than help. The employees expect and demand bonuses and rewards as part of their pay they view the rewards as compulsory. This mentality creates pressure in the company administration. This strains the company financially the administrators lose trust in the employee reports to a point of hiring external contractors. The safety incentive programs lead to employee- employee competition therefore, creating distrust among employees. The advantage of safety incentive programs is the workers are motivated. The motivation effect is due to the rewards given to the workers. Another advantage of this program is it leads to effective and positive safety cultures in the organization. This means that the organization will have a safety culture. Another advantage of this system is the erroneous feedbacks are easily solved. Maslow’s needs- hierarchy model According to Maslow’s needs- hierarchy theory, all living beings have needs that must be satisfied. The advancing needs end up as motivating factors which make up, the needs in the hierarchy system. The system as well as examples in each level is as shown below: McClelland’s need achievement theory According to McClelland, the three fundamental motives that lead to the different behaviors are achievement, affiliation, and power. In regard to achievement, the accomplishment of tasks is done with drive. The motive of accomplishing a task creates the drive of achievement in various individuals. Achievement need is seen in individuals who are problem solvers. According to McClelland, the aspect of affiliation is relevant in the act of seeking association with others. Most companies seek the aspect of affiliation so as to have a sense of belonging. Team building and interpersonal relationships between different individuals and organization is evident of affiliation need. The act of positively creating a change in the lives of others leads to the need of power. According to McClelland, the three essential motives drive the working capabilities of various people. This in turn leads to different behaviors and drives. The three essential motives can be inborn or learnt (Lussier, Rober , and Achua, 42). Safety inspection I did a safety inspection of my work area. I am a part-time delivery messenger. Potential hazards in my job include back, arm strains, which pose a health threat to an individual. This is because my work entails lifting and carrying heavy loads. Below is a timetable of the safety inspection. JOB SAFETY ANALYSIS JOB TITLE: Delivery messenger DATE: 12-05-2013 ANALYSIS PERFOMED BY: ORGANIZATION Duty: Delivery packing in the truck JOB STEPS POTENTIAL HAZARDS RECOMMENDED ACTION Pull delivery contents into the delivery truck Lower back, arm, and shoulder strain. Wear protective canvas or leather gloves, Use a tugger or other motorized cart to move dumpster Arranging the delivery boxes Arm strain, injury from falling boxes When not properly arranged Use of a motorized cart, organization Pull delivery goods from the truck to the designated area Lower back, arm, and shoulder strain. • Wear protective canvas or leather gloves. • Use a tugger or other motorized cart to move dumpsters. Driving the delivery truck Road accident, harm or death to the driver and other road udders. Regular vehicle maintenance Work cited Anderson, Carl R. Management. Allyn and Bacon, 1988. Print. Lussier, Robert N, and Christopher F. Achua. Leadership: Theory, Application, Skill Development. Australia: SouthWestern/Cengage Learning, 2010. Print. Read More