Global Aerospace Logistics - Case Study Example

University Name Department Global Aerospace Logistic Student name & Admission number Lecturer Date of Submission Company Background Global Aerospace Logistic (GAL) is a leading provider of professional aerospace services. GAL is registered as a limited liability company in United Arab Emirates with its head offices situated at Abu Dhabi. The company’s professional services encompasses provision of aviation maintenance of aircrafts and repair, aviation logistics, control operation of air traffic, sale of aircrafts, pilot training and aviation consulting among others (Gallagher, 2000).The company’s mission emphasizes on provision of world-class aerospace services and products by a devoted team of experts both locally and across borders, which has help the GAL to thrive in the industry. The charter of the company is aimed at making it a leader in provision of aviation maintenance and provision of other specialized services that are safety and value-tailored. Quality Health Safety Environment Department at GAL The Global Aerospace Logistic mission is to be the leading provider of Quality, Occupational Health & Safety and Environmental products and services in aerospace industry. This has led to establishment of QHSE department that tackle all this issues. The company management is determined to ensure a wide-ranging quality services, with emphasis to health and safety for its employees and it focuses on safeguarding the environment (Ann, 2004) GAL has thrived in the industry because of its responsiveness to the needs of its customers, employees and stakeholders at large. This has been easily realized by it full compliance to UAE legislations and operational standards on global arena. GAL reviews its policies to make sure that are in line with its objectives, mission, vision and set priorities. Quality Management Global Aerospace Logistic makes sure that that the needs of its customers are evaluated and that each worker comprehends and feels motivated to realize those needs. The GAL culture is coined within quality assurance which is incorporated in the organizational structure. This implies that it endeavor continuously to develop good relations with its customers, employees as well as stakeholders (Gallagher, 2000).The company has enthusiastically encouraged its employees to explore views from customers concerning services availed and come up with perfection of such services.  Health & Safety (H&S) GAL responsibility is to pledge H&S consideration to enhance health, safety and wellbeing of employees at workplace. Managers play key roles in the integration of H&S within the GAL structure. They work with employees to ensure working environment is safe and healthy, thus help to develop, implement and improve safe work systems. The managers also helps in the provision of safe facilities and equipment and make ensure are kept in good condition. They also record and investigate any injuries and implement relevant corrective measures to such incidents. The managers as well offer commitment, direction and leadership to supervisors and team leaders to allow them to accomplish and uphold safe and healthy work environs (Aronsson, 2005). Besides, they apportion adequate resources for realistic eradication of workplace hazards and risks. On the other hand, supervisors’ responsibilities regarding integration of H&S management system at workplace encompasses assisting managers in the resolution of health and safety concerns, act as an intermediaries between employees and managers on H&S issues. They also provide input on H&S matters to the managers and help in resolving some safety issues. Each employee of Global Aerospace Logistic is accountable for protecting his or her own safety and that of the coworker and other third party. GAL operates on principle that any form of accident or injury is considered an intolerable hence each and every employee has to endeavor to thwart them. Protecting the Environment The company activities are arguably implemented in line with the respective environment guidelines.  Global Aerospace Logistic as a result, controls the production of waste as well as harmful gas emissions to a bare minimum. It takes actions en route for using energy and natural raw materials cautiously and examines the likely areas or avenues for the recycling of some of office products. So as to position this policy into practice, GAL has to make sure that each department is obligated to lay forward pragmatic save for go-getting objectives and endeavor to attain them at all cost.  Global Aerospace Logistics has dominated the maintenance contracts across the United Arab Emirates with expansion maintenance capabilities to other regions. The company has continued to employ professionals to manage, oversee, maintain, and initiate a number of activities that vary from simple inspections to complex repairs of aircraft systems. The experts under GAL are licensed to work on a quite a number of aviation platforms. The technicians at GAL are experienced professionals in their particular operational areas. GAL’s various departments have interlinked to ensure that company succeed in provision of services and aircraft components, for instance, procurement and supply department has made sure that aerospace parts and components are made available in the stores and at the aviation markets. Awareness week The heat stress awareness week by GAL observed the entire week in June, which enlightened employees on how to tackle heat stress since it can harm or kill, especially when working under very hot conditions as experienced during summer seasons in Abu Dhabi. The topics will vary on daily basis and will encompass a number of issues. Day Topics 1 Monday Is heat stress a concern at working environment 2 Tuesday Factors that influence heat stress Can one get used to heat 3 Wednesday Causes Symptoms and Treatment 4 Thursday Steps to reduce heat stress (5) 5 Friday Managing heat stress Control measures Concern of heat stress The issues to be tackled here will inquire from participants on how heat stress is a key concern at workplace. The questions will include: Whether anyone has been affected by heat at work Whether fans are needed at work to keep environment cool Whether work is done in direct light Any existence of heat producing process or apparatus Whether workers wear protective clothing i.e. respirators Whether workers have expressed any concern about heat at work In regard to the questions raised, a chance of “yes” response to most of is possible. In point of fact, heat stress at workplace is something that must be tackled with not only with firms located in hot environment but anywhere with hot machinery (Aronsson, 2005). This calls for provision of heat stress tool kit to assess the symptoms, risk and effective control measures. Factors that influence heat The body balance of any individual is based on heating and cooling systems, which may vary due to a number of factors, namely: Air temperature Humidity Molten materials and steam Physical activity of a person Acclimatization Cooling Experts have argued that there are two causes of heat exposure, that is, external environment and internal environment muscle bustle (Blewitt & Shaw, 1995)About 80 percent of energy from the muscles generates body heat. High levels of physical activities and presence of high temperature causes heat stress. The body will cool itself through sweat which evaporates the heat; however this may be hindered by high humidity. Getting used to heat The body may get used to heat, especially where an employee is used to working in hot surroundings. The process at which body become used to such environment and cools itself is called acclimatization since the body is able to regulate its skin and blood surfaces. During this process, one may experience fatigue, rashes and dizziness. Acclimatized worker will endure work at hot environment. Causes, symptoms and treatment The symptoms related to heat stress are natural signals that alert one that his or her body is exposed in unfavorable environment. As a person’s body gets heat up, it regulates itself for sometime lest the conditions are harsh or unbearable. Temperatures beyond the normal ones of -37°C will enforce the brain to start heating up, which tampers with normal body cooling system and hence rise in body temperatures (Aronsson, 2005)Causes of heat stress may be fluid loss in the body and inadequate water intake, whose symptoms may include sudden fainting and weak pulse (Aronsson, 2005). The immediate treatment may be to loosen clothing and take sips of water; a severe case may call for a medical attention. Steps to reduce heat stress There are 5 steps that need to be utilized while trying to minimize cases of heat stress. They include: Step 1: training – workers need to be trained on how to spot early symptoms of heat stress and understand how to prevent them. It’s also recommended by experts that workers should alter the pace of work by taking rests and breaks and taking a lot of water. Step 2: clothing – workers need to be encouraged to wear regular summer clothes like pants, stockings and light t-shirts are recommended. Step 3: select a measurement location – apportioning the workplace into areas with same heat exposures. A suitable place should be selected to do the measurement. Step 4: measure workplace temperature Step 5: adjust for radiant heat – to create comfortable working environment. Managing heat stress There is no system that is believed to tackle all issues of heat stress at workplace, but a response plan should be put in place as highlighted in Health & Safety Charter (Chew, 2008) Control measures The general control measures for heat stress entails developing and communicating heat stress plan and measures to employees at workplace. Employees should be trained on symptoms of heat stress and how they need, to avoid such cases (Chew, 2008) The Company should avail water at the working place and a first-aid response kit should be strategically placed to handle such occurrences. Employees should be allowed to acclimatize to their working environment so as to make them feel comfortable while at work. Recommendations The provision of trainings and induction are encouraged as it ensures staffs have the knowledge and skills to meet H&S responsibilities. It also helps in supporting new roles of H&S management.Incorporating different training options will improve the staff’s coping mechanisms of H&S and wellbeing initiatives (Ann, 2004).The training options may comprise of procedures of accessing store, how to escape in case of emergency, procedures of handling heat stress, assertiveness time management, program planning &management, conflict resolution, coping with change, recognizing stress, communication and team leading. There are several strategies that an organization will embrace to involve people in change and innovation process. The strategies to be used include planning, consultation and effective communication. 1.1. Planning Strategy Planning for Health and Safety is a best strategy at an organizational level as it entails the creation of clearly defined broad H&S objectives and measurable targets. The objectives and targets set are in line with the key H&S priorities spotted for perfection through the risk evaluation process and basic legislative requirements that organization need to comply with (Chew, 2008) to enhance efficiency in the risk management process at workplace, H&S objectives and targets should be specific, measurable, attainable and realistic, and time bound (SMART). For instance, a broad objective for a company may be the reduction in the number of workplace injuries and illness. To illustrate this objective in a SMART way, a measurable target and timeframe should be stated. The target should be realistic in the context of the available staff resources and budget (Appelbaum, E et al (2000), A proper structure of planning will bring different people on board and this will help in attaining the intended change within the agency in relation to H&S issues. 1.2. Communication Strategy The promotion of consultative arrangements in the workplace by communicating, influencing and consulting is part of a systematic approach to managing H&S. It entails both the informal and formal processes of ensuring people in the organization are informed about H&S and have opportunities to effectively participate in the H&S process (Ann, 2004). It also ensures that employers comply with duties of communicating health and safety (H&S) across languages and culture. There are many workplaces in Australia where a variety of languages are spoken. Information must be availed to all employees in appropriate languages REFERENCES Ann, P. (2004). Keeping Patients Safe – Transforming the Work Environment of Nurses, Institute of Medicine: The National Academies Press. Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. (2000) Manufacturing Advantage: Why High-Performance Work Systems Pay Off, Ethica: Cornell University Press. Aronsson, G. (2005) Contingent Workers and Health and Safety, Work, Employment and Society, 13 (3), 439-459. Blewitt, V., & Shaw, A. (1995) Integrating OHS through self-managed work teams, Journal of Occupational Health & Safety - Australia and New Zealand, 11 (1), 15-19. Chew, D. (2008) Effective Occupational Safety Activities: Findings in Three Asian Developing Countries, International Labour Review, 127, 111-125. Gallagher, C. (2000). Occupational Health & Safety Management Systems: System Types and Effectiveness, Unpublished Ph.D., Deakin University, Melbourne Mayhew, C. (2000) Occupational Health and Safety Issues for Young Workers in the Fast-food Industry, Sydney. Read More