The paper 'A Safety Culture ' is a wonderful example of a Management Case Study. This report aims at enhancing the understanding of safety culture in different organizational settings. The report is intended to reach a wide range of audiences particularly those involved in different levels of decision making in organizations. Safety being one of the basic requirements in every workplace, this report seeks to widen the scope of understanding of how safety management should be undertaken in the workstations. 2.0 Safety Culture Safety culture is defined as the way in which management of safety is undertaken in the workplace (Cox and Cox, 1991).
Safety culture reflects the beliefs, attitudes, values, and perceptions shared by the employees towards safety in the workplace. This definition tends to explain the fact that poor understanding and poor knowledge regarding the safety and risks that face employees in any given organization are the major factors that contribute to disasters in the organization. Additionally, safety culture is also defined as the product of the group and individual attitudes, values, competencies, perceptions, and behavioral patterns that reflect the commitment to safety and health management in the organizational setting (Broadbent, 2004).
In this regard, an organization is regarded as having a positive culture in relation to safety when it is characterized by mutual trust, enhanced communication, and shared perceptions towards the preventive measures adopted in the organization to enhance the safety of the people (Cooper, 2008). An effective safety culture produces confidence and efficacy on the part of the employees. The above definitions can be summed up in one definition as the way in which things are typically done in the workplace which touches on a wide range of simple to complex actions such as wearing of overall coats, how a toolbox is delivered to another employee, and the level of seriousness depicted by high-level managers during discussions concerning safety management in the organization (Cooper, 2008). 3.0 Drivers of excellence in the workplace According to Hull & Reid (2001), several significant factors differentiate between good workplaces from excellent workplaces.
In their work entitled “ simply the best workplaces in Australia, ” the authors noted that many organizations in Australia can indeed move from good workplaces to excellent workplaces if several even if not all drivers of excellence are observed.
For the purpose of this paper, only three drivers of excellence will be explored. 3.1 The quality of relationships in the workplace According to Hull & Reid (2001), the quality of relationships in the workplace plays an important role in enhancing and promoting a safety culture. In order to ensure the safety of others, people should relate to each other as friends, co-workers, and colleagues. This means that employees should support each other and help each other to ensure that the assigned duties are completed as required (Antonsen, 2009). The quality of relationships in the workplace impacts either negatively or positively on the safety culture.
High-quality relationships increase respect and mutual trust among different players, for instance, between the employees, between the employees and the supervisors, and between the leaders (Gadd & Collins, 2002). The reason for this is that high-quality relationships in the workplace increase the sense of belonging where every employee serves as his colleagues “ watchman” by ensuring that safety for the other person is paramount.
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