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Research
and
anecdotal
evidence
is
becoming
clearer:
there
is
a
strong
correla4on
between
companies
with
certain
(organiza4onal)
culture
a;ributes,
or
“enablers”,
and
safety
performance
excellence.
While
it
is
not
certain
whether
good
performance
promoted
these
a;ributes
or
if
development
of
the
a;ributes
results
in
performance
improvement,
many
believe
the
la;er
scenario
to
be
true.
The
14
most
commonly
reported
a;ributes
associated
with
strong,
posi4ve
safety
cultures
in
U.S.
mining
include,
but
are
not
limited
to:
accountability,
adaptability,
awareness
,
communica4on,
competency,
discipline,
empowerment,
engagement,
jus4ce,
learning,
leadership,
repor4ng,
trust
and
vigilance.
It
is
possible
to
determine
if
these
a;ributes
are
strengths
or
weaknesses
in
each
organiza4on
using
employee
percep4ons
derived
from
confiden4al
feedback
surveys.
Surveys
are
constructed
using
statements
that
are
representa4ve
of
each
a;ribute.
The
cumula4ve
score
for
all
employees
in
an
organiza4on
indicates
the
rela4ve
strength
of
that
enabler.
It
is
not
necessary
for
everyone
to
use
the
same
survey;
however,
it
is
important
for
everyone
to
use
validated
statements,
i.e.,
different
people
at
different
levels
of
the
organiza4on
will
understand
the
meaning
of
the
statement.
Culture
is
one-‐third
of
the
founda4on
for
safety
and
health
excellence:
culture,
systems,
leadership.
However,
it
is
not
more
important
that
systems
or
leadership.
The
rela4ve
importance
of
the
three
elements
is
company-‐specific.
Accountability
“Everyone
is
accountable
Vigilance
for
their
safety
responsibili4es”
“Don’t
trust
good
performance”
Adaptability
“No
autopilot
here.
Trust
I
think
about
change”
“I
trust
my
supervisor,
my
supervisor
trusts
me”
Awareness
“Mind
on
task,
but
thinking
ahead”
Repor4ng
“I
report
everything.
It’s
the
right
thing
to
do”
Communica4on
“Safety
lives
in
conversa4on.
We
are
our
brother’s
keeper”
Leadership
“We
always
walk
the
talk,
even
under
pressure”
Competency
“Properly
trained,
always
retained”
Learning
“We
learn
from
all
incidents.
Avoid
second
errors”
Discipline
“Consequences
for
inten4onal
unsafe
acts”
Jus4ce
Empowerment
Engagement
“I’m
treated
consistently
fairly”
“I
can
change
things
here.”
“I
like
what
were
doing.
I’m
a
team
member”