M.Com. (Business Management) / The chemical industry is associated with high risk to the safety and health of personnel and the environment. However, the macro-environment expects the safe operation of chemical plants. In particular, the Occupational Health and Safety Act, Act No. 85 of 1993, regulates safety in the industry. Management are exposed to the transgression of this law, even unwittingly, unless an integrated safety management system ensures the necessary planning, organising, leading and control for the safe operation of plants. While line management is ultimately responsible for the safety of chemical plants, the responsibilities of line management must be clearly defined to ensure continuity in the management of safety. Furthermore, the input of every worker is necessary to ensure that safety management is a process of continuous improvement. Knowledge of the processes associated with any specific plant is of primary importance for the safe operation thereof. This includes all information related to the operation of the plant, as well as design data and operational limits. The risks associated with the process and the operating procedures must be properly communicated to personnel. Plant operation must be within design limits, and the dangers associated with exceeding these limits must be well understood. As technology improves, process safety information must be updated regularly. While it is the objective to have an accident free record, it is imperative to identify possible emergency scenario's, and to give the necessary training to effectively control the impact that an emergency situation can have on the business and its staJceholders. Safety management includes the responsible operation of units with regard to the environment. In order to ensure a safe and healthy working environment for all personnel, the legal requirements of the Occupational Health and Safety Act, Act No. 85 of 1993, and all the regulations in terms of the Machinery and Occupational Safety Act, Act No. 6 of 1983, must be met. The ever-changing needs and requirements within a chemical plant require control of all the changes that can result in unsafe acts and conditions. Maintenance work, work on protection systems, start-ups after major maintenance work and plant modifications arc considered changes with high enough risk factor to control these actions. The safety of persons other than persons at work, and in particular contractors, are the responsibility of line management. Effective training of contractors to ensure their safe conduct while performing their duty or during emergencies, are therefore necessary. Proper control systems are needed to ensure the correct and timeous fulfilment of safety requirements. Management information systems must be designed to audit deviations from standards, but also to point out the correctness of systems, thus providing proof of management participation in the improvement of safety standards. In order to have a competent and effective workforce, the necessary training of workers with regard to safety must be given. Line management must be appraised on their input to ensure an effective safety management program, and not only on the results. Rewarding the individuals for their contribution in this field, would ensure a strong and continuous effort toward a high safety standard. No safety management system can be successful unless strong leadership and a safety culture exists in the plant. Furthermore, the participation and involvement of every employee is needed to ensure continuous improvement in safety standards. Safety management must be a key performance area of every line manager, to protect both the business and its most valuable asset, namely the workers.

蒋璐. / "2013年9月". / "2013 nian 9 yue". / Thesis (Ph.D.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 171-180). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract in Chinese and English. / Jiang Lu.

Safety climate provides an indication of the perceptions of employees with regard to safety management in an organisation. Although there have been many studies on safety climate, a common platform to measure safety climate has not yet been agreed upon. This makes it difficult to compare climate performance across industries and organisations. This study endeavors to identify the common thread that flows through all safety climate studies through extensive literature review and develop safety climate measurement tool in the form a 65 question survey. The survey was validated using confirmatory factor analysis and expert review. The study further looks at the elements of safety climate that affect the behavioral safety management and determines how an organisation performs on those identified elements through descriptive statistic models.100 employees of a large petrochemical organisation based in South Africa participated in the survey. The results required that several of the questions in the survey be reevaluated and therefore the survey will need to be re tested. The results also demonstrated that the sample organisation had considered and implemented the elements of safety climate that are required for a behavioral safety program. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

Thesis (MBA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Global competitiveness has highlighted the need for good occupational health, but this need can also act as a trade barrier in certain instances. However, generally, occupational health is starting to take its place amongst the other critical success factors as a matter of sound corporate governance. Certain beliefs on the part of management and workers in South Africa make the occupational health services' goals far more difficult to attain. For occupational health goals to be achieved, there firstly needs to be a conducive environment, and secondly an organisational structure that integrates occupational health into the organisation, rather than relegates it to a support function. Thirdly, the business practices within the occupational health service need to manage a complex set of functions so that the health and organisational goals are met. Occupational health consists mostly of a series of one-off functions and so the principles of project management are seemingly useful to its management. As an initial study to investigate that, the project management skill areas chosen for assessmentare: cost, time, quality, scopeand matrix management. Due to its complexity, there is a large body of knowledge concerning occupational health. However, there is very little research into managing it efficiently or integrating it into the organisation. This study serves to increase the knowledge of the occupational health field and, by means of surveys, to investigate and analyse the perceptions, views and opinions of occupational health nurses in relation to the deliverables of project management, (cost, scope, time and quality) and matrix management. It then makes proposals for increasing the efficiency of the occupational health services and integrating them more fully into organisational management, through the application of the principles of project management. The results of the surveys showed general agreement with all the positive statements made regarding project management as applied to occupational health principles. However, it was tempered with much ambivalence. The area that needs the most attention is matrix management, while the area of scope is perceived as being the best managed area. It is possiblethat the lack of matrix management is what is damaging the other areas. Occupational health nurses need to be made aware of project management principles and the value of applying them as a way of managing. Through the application of project management, greater efficiencies and the achievement of both health and organisational goals can be achieved. There also needs to be more researchto allow both fields to grow and develop in relation to each other. / AFRIKAANSE OPSOMMING: Globale kompetisie het die noodsaaklikheid van goeie beroepsgesondheid beklemtoon, maar, hierdie noodsaaklikheid kan ook in sekere omstandighede as 'n belemmering inwerk op handel. Oor die algemeen egter, begin beroepsgesondheid sy regmatige plek in neem saam met ander kritiese suksesfaktore as dit kom by gesonde kooperatiewe bestuur. Sekere oortuigings, hetsy deur bestuur of werkers in Suid-Afrika maak die bereiking van die doelstellings van beroepsgesondheid moeiliker. Ten einde te slaag met die doelstellings van beroepsgesondheid, moet daar eerstens 'n ondersteunende omgewing wees, tweedens 'n organisatoriese struktuur wat beroepsgesondheid integreer in die organisasie eerder as dit te beskou as slegs 'n ondersteuningsfunksie. Derdens, moet die besigheidspraktyke binne die beroepsgesondheiddiens 'n komplekse stel funksies bestuur ten einde die gesondheids- en organisatoriese doelstellings te verwesentlik. Beroepsgesondheid bestaan uit 'n hele aantal eenmalige funksies en dus is die beginsels van projekbestuur skynbaar nuttig daarvoor. As 'n aanvanklike studie om dit te ondersoek is die projekbestuur vaardigheidsareas wat vir die waardering gekies is, die volgende: koste, tyd, kwaliteit, omvang en matriksbestuur. Vanweë die kompleksiteit daarvan, is daar 'n groot poel van kennis oor beroepsgesondheid. Daar is egter baie min navorsingswerk oor die effektiewe bestuur daarvan en die integrasie daarvan met 'n organisasie. Hierdie studie dien dus om die kennis in hierdie veld uit te brei, en deur middel van ondersoeke 'n analise te maak van die persepsies, beskouings en opinies van die beroepsgesondheid verpleërs met betrekking tot die aflewerbare aspekte van projekbestuur, dit wil sê koste, omvang, tyd en kwaliteit asook matriksbestuur. Daarna word ook voorstelle gemaak vir die verhoging van die effektiwiteit van beroepsgesondheidsdienste en die voller integrasie daarvan by organisatoriese bestuur, deur die toepassing van die beginsels van projekbestuur. Die resultate het 'n algemene ooreenkoms getoon tussen die positiewe stellings gemaak aangaande beroepsveiligheid, soos toegepas op projekbestuurbeginsels. Dit is egter, met dubbelsinnigheid getemper. Die area wat die meeste aandag verg is matriksbestuur, terwyl die area van omvangbepaling beskou word as die bes bestuurde gebied. Dit is ook moontlik dat die gebrek aan matriksbestuur ander areas benadeel. Beroepsgesondheidspraktisyns moet bewus gemaak word van projekbestuur en die waarde daarvan om dit in bestuur toe te pas. Deur die gebruik van projekbestuur, sal groter effektiwiteit in beide gesondheid- en organisatoriese doelstellings bereik word. Daar moet ook meer navorsing wees om beide hierdie gebiede te help groei en ontwikkel met betrekking tot mekaar.

In 2009 there were 3.28 million non-fatal occupational injuries and illnesses (Bureau of Labor Statistics, 2010). Of these injuries and illnesses, 965,000 resulted in lost days from work. In addition there were 4,340 workplace fatalities. Given the number of occupational injuries, illnesses, and fatalities, and the associated direct and indirect costs, organizations have sought to improve safety at work. Safety climate and safety motivation are two variables hypothesized to affect safety behaviors and safety outcomes. Safety climate refers to the shared perceptions of workgroup members, of the organizations' commitment to safety as evidenced by heir immediate supervisors' pattern of implementing safety policies and procedures (Zohar, 2003). Therefore, the workgroup supervisor plays an major role in the development of safety climate. Social exchange theory and previous studies of leadership styles and safety suggest that supervisors who convey concern for subordinates' well-being increase workers' motivation to reciprocate by increasing their safe behaviors at work. However, no research to date has examined the relationship between supervisors' personality and workers perceptions of safety climate, or the effect of Big Five trait-level variables on workers safety motivation. In this study I hypothesize that supervisors' proactive personality and three Big Five traits will be positively related to workers' safety climate perceptions. In addition, I hypothesize that four Big Five traits in workers will be positively related to workers safety motivation. Finally, I hypothesize that group-level safety climate will be significantly related to individual-level safety motivation after controlling for workers' personality. Participants in this study were maintenance and construction workers from a municipal city bureau, in 28 workgroups, totaling 146 workers and 28 supervisors. Workgroup sizes vary but averaged 6.21 members, including the supervisor. The data were collected in small groups (paper-and-pencil) and electronically (on-line); workers and supervisors answered questionnaire items on personality variables, safety climate, safety motivation, safety behaviors, and safety outcomes. In addition, archival data on safety outcomes were collected. The data were analyzed using a combination of multiple regression, multi-level modeling, and path analysis to test hypotheses and answer research questions. Both proactive personality and Big Five traits in supervisors accounted for incremental variance in aggregated workgroup safety climate over controls. In addition, workgroup safety climate and individual workers' cautiousness were significant predictors of workgroup safety motivation in a hierarchical linear model. At the individual level of the model, only the traits of cautiousness and morality were significant predictors of individual safety motivation. Tests of the Neal and Griffin (2004) model showed that safety motivation partially mediated the relationship between individual safety climate and safety participation behaviors. In addition, safety motivation fully mediated the relationships between morality and both safety compliance and safety participation behaviors. Finally, safety motivation partially mediated the relationship between cautiousness and both safety compliance and safety participation behaviors. The results suggest that supervisor personality can have an effect on the on workgroup safety climate perceptions. In addition, this study provided evidence that Big Five traits are useful predictors of the antecedents of accidents and injuries. Suggestions for training managers and future research are also discussed.

M.Cur. / Occupational health nurses are qualified registered nurses with a post-graduate qualification in occupational health nursing as a specialised discipline, and provide the basic healthcare aspect of the occupational health programme. Their most important activity is to identify and assess the health hazard risks in the workplace. Health risk assessments are conducted by occupational health nurses to determine all the stresses, e.g. hazardous chemicals, vibration, insufficient lighting, noise exposure and thermal exposure, which may affect employees‟ health and working efficiency. The researcher conducted audits and, over a period of time, observed that 85% (n=23) of occupational health nurses in different settings conduct health risk assessments only to a certain extent. The following questions were raised: To what extent do occupational health nurses conduct health risk assessments? What are the possible reasons for them conducting the health risk assessments only to a certain extent, or not at all? What can be done to improve this? The purpose of this study was thus to explore and describe the extent to which occupational health nurses conduct health risk assessments; and the possible reasons for not conducting them or conducting them only to a certain extent. Guidelines were developed to assist occupational health nurses in conducting health risk assessments. A quantitative, descriptive design was used in this study. A sampling frame was developed from a list of all the members of the South African Society of Occupational Health Nursing Practitioners (SASOHN) in Gauteng. From the target population of occupational health nurses in Gauteng, a systematic cluster sampling method was used. A developed questionnaire was distributed by mail and e-mails, and reminders were sent by the researcher to the respondents (Burns & Grove, 2006). The researcher ensured validity and reliability throughout the study by means of theoretical review, content securing and statistical assistance (Burns & Grove, 2006). Ethical standards of the right to self-determination, right to privacy, right to confidentiality and autonomy, right to fair treatment and right to protection from discomfort and harm were adhered to. The findings revealed that the occupational health nurse is a mature, predominately female experienced practitioner who operates on behalf of a disproportionably large number of employees. Four factors influencing these nurses in conducting a health risk assessment to a certain extent were identified: competence, ignorance about the role of the occupational health nurse, workload and attitude. The researcher formulated guidelines to assist practising occupational health nurses to conduct health risk assessments.

Title from PDF of title page. / Document formatted into pages; contains 76 pages. / Thesis (M.S.P.H.)--University of South Florida, 2003. / Includes bibliographical references. / Text (Electronic thesis) in PDF format. / ABSTRACT: Nationally, 10,852 workplace amputation injuries in the US were reported in 1997. This number has been gradually decreasing over time to 9,658 amputations in 2000. In Florida, the amputation injuries have been increasing from 272 in 1997 to 417 in 2000. The reason for this increase is unclear and deserves further study. The purpose of a portion of this study was to examine the Federal and Florida BLS data to determine the characteristics of the typical worker with an amputation injury. A worker with an amputation injury was most likely to be a white male between the ages of 35 and 44 with 1 to 5 years of employment. The amputated part was usually a finger which was injured in a machinery source. The purpose of the self-designed survey was to determine if there were any differences in the amputation prevention strategies between companies with and without amputation injuries. / ABSTRACT: The survey also attempted to uncover any changes made to the safety training program after an amputation injury occurred. Using the Florida workers compensation data, surveys were sent to all companies with amputation injuries for the years 1999, 2000, and 2001. An equal number of surveys were sent to companies without amputation injuries during the same years of interest. A total of 840 surveys were mailed out. 146 were returned as undeliverable. 35 surveys were returned in the amputation group and 35 surveys were returned in the control group. All SIC codes were represented except mining. In the amputation group during the years investigated, 15 out of 35 (42.9%) companies claimed amputation injuries and 20 (57%) companies did not. The true error rate for the workers compensation data was a 13% misclassification of amputation injuries into that category. / ABSTRACT: Comparison of the prevention strategies between the amputation and control groups revealed no significant differences. Of the companies claiming amputation injuries, 8 out of 15 (53%) made no changes to their safety training program after the injury occurred. Proactive techniques and global changes in safety culture mindset will be necessary before major reductions in amputation injuries can occur. / System requirements: World Wide Web browser and PDF reader. / Mode of access: World Wide Web.

The existence of an occupational health and safety policy is believed to be evidence of management accepting their occupational health and safety role in terms of the Occupational Health and Safety Act. It is accepted that this results in management ensuring the provision of a safe workplace. Despite the emphasis in legislation (the Occupational Health and Safety Act) on the need for management to implement comprehensive occupational health and safety policies, there is a lack of research on the implementation and efficacy of occupational health and safety policies in the workplace. This study investigates the efficacy with which management carries out their occupational health and safety duties and responsibilities when implementing the provisions of an occupational health and safety policy in the workplace. A number of factors are essential to the efficient performance of management in this regard. These factors include managerial commitment, practices and strategies; communication practices and structures; training initiatives and information; the extent of employee and trade union involvement; and the infrastructure of the organisation. This research study is primarily qualitative in nature. Semi-structured interviews were the primary tool used by the researcher to collect the data. The case-study research method was employed to assist the researcher in collecting the data. The participants involved in the research were selected using the principles of strategic informant sampling and expert choice sampling. The participants consisted of a sample of management, employees and shop stewards. The research findings indicate that firstly, the presence of occupational health and safety policies, practices, strategies and systems in the workplace do not automatically result in reduced hazards, accidents or deaths in the workplace. Secondly, the participation schemes and the communication practices put in place by management are weak. The reason for their weakness is their ineffective implementation by management and use by employees and the trade union. Thirdly, management has a definite impact on the involvement, attitudes and actions of the employees and the trade union in occupational health and safety issues. Fourthly, there is an unequal partnership between management and employees as a result of the educational differences regarding occupational health and safety between them. The outcome is that management and employees are faced with numerous challenges in relation to occupational health and safety. Contributing to this challenge is a lack of sufficient resources allocated to training, resulting ultimately in the ineffective monitoring of occupational health and safety in the workplace. The existence of occupational health and safety structures and systems does not provide the essential evidence to suggest that their mere presence makes a difference to the workplace safety level. However, through more co-operation and participation by all the parties, these structures and systems have the potential to be effective. / KMBT_363 / Adobe Acrobat 9.54 Paper Capture Plug-in

The purpose of this project was to develop an employer handbook to assist them in developing a return to work program for industrially injured workers.

Background: Low morale is classified as a latent condition for performance variability in safety-critical environments. Morale management may assist in the control of performance variability as part of a systems approach to safety. A context-specific model for measuring and managing morale with reference to followership in a safety-critical air traffic control (ATC) environment could not be found. Purpose/Aim: The purpose of this study was to develop a model that enables the measurement and management of air traffic controller (ATCO) team morale. Research Design: An exploratory sequential mixed method design was adopted. A census approach to sampling was used to conduct 21 focus group sessions as the qualitative phase, providing the definition and drivers of morale. The Measure of Morale and its Drivers (MoMaD) survey instrument was created from qualitative data, then administered to 256 ATCOs in the quantitative phase. Statistical methods included exploratory factor analysis, correlation and regression analysis to construct the final MoMaD model. Results: A context-specific definition of morale is provided and communication management, team cohesion, leadership interaction, staff incentive, staffing level, workplace health and safety and mutual trust were found to be the drivers of morale in a safety-critical ATC environment. A single-item measure of perceived morale reflected the state of context-specific ATCO team morale more accurately than an existing generalisable multi-item measure. Conclusion: This study contributes to the body of knowledge by integrating applicable aspects of morale, followership, performance variability and organisational culture and climate in safety-critical ATC environments into a new theoretical framework. The MoMaD instrument is presented as a context-specific model for measuring and managing ATCO team morale in an ATC environment. Recommendations: Future research opportunities include the possible influence of morale as a predictor of morale in safety-critical environments and the development of a context-specific multi-item measure of morale for integration into the MoMaD model. / Business Management / D. B. L.