The Current Goal Setting Regime

Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations

1. Do you feel that the Bearington plant has the right equipment and technology to do the job? Why?

The Health and Safety at Work Act 1974 was implemented in order to set out the general duties which employers have towards employees and members of the public, and employees have to themselves and to each other. It was mainly needed to; cover all workers within the work place, deal with fast changing technology, and deal with major hazards and address the accident rate. 

The act follows a principle of 'so far as is reasonably practicable'. This means that the employer does not have to take any kind of measures to either avoid or reduce the risk if it is technically impossible, and are in any kind of doubt of putting themselves at high risk by taking the measures in hand.

What support systems will you incorporate into your plan that will help you achieve your goals?

These core values are represented within our organisations policies and procedures. To ensure client safety we have a Health and Safety Policywhich is designed to comply with the Health and Safety at work Act 1974. Risk Assessments are used on a daily basis before an activity to ensure that the staff and clients are safe on the premises. We also have Accident and Incident Reporting procedures which are required under the Reporting of Injuries, Diseases, and Dangerous Occurrences Regulation 1995(RIDDOR), Social Security Regulations 1979 (SRR),Data Protection Act, to be reportedin an efficient manner.

Health and Safety at Work 1974 imposes all staff within an organisation commensurate with other role and responsibility. Risk assessments should be carried out where necessary. In event of accident, particularly one resulting in death or serious injury, an investigation by Health and Safety Executive may result in the prosecution.

Health and safety legislations and regulations are implemented in own work settings because there will always be a possibility of accidents happening which may damage someone’s health and all work will expose people to hazards, however the health and safety legislations and regulations are put in place and used so that these risks and hazards are under control and so everyone’s health (staff and children) are safe at all costs.

According to the Health and Safety Act 1974 employers have to reduce risk ‘so far as it is reasonably practicable’ which means that employers have to make sure they look after health and safety procedures in the workplace and try to prevent the risk of incidents occurring in the organisation. Employers must safeguard the health and safety of individuals that work for them as well as customers/clients that could be visiting the premises.

Effective health and safety policies have a set direction for every organisation to follow.They share all different aspects of a business to see their performance and to look at the business and see if it’s going to make any improvements. There are cost effective paths to perpetuate and develop the physical and human resources, which will then lower the financial losses and liabilities.

Universal goals. The author believes that there happens to be not just one condition in an individual’s lifespan that characterizes their issues, but various dynamics that play a role such as matters of multiculturalism. Subsequently, these include: religion/spirituality, economic background, sexual orientation, gender identity, education, ethnic/racial identity, lifespan challenges, trauma, family background, physical characteristics, language, and where one resides (Ivey, Ivey, & Zalaquett, 2014). Therefore, the universal goals of the author’s theoretical approach are to help the client develop insight and raise their consciousness to view their concerns from all angles in order to adapt or accept where they are emotionally, spiritually,

In the article Aims, Goals and Objectives, Nel Noddings states that “Aims are used not only to derive goals and objectives but also to evaluate them.” (Noddings, Aims, Goals and Objectives, 2007). She also believes that educational aims should be directed towards making the lives of everyone full and satisfying as opposed to changing all people into members of the educational elite (Noddings, Aims, Goals and Objectives, 2007). Reflecting on these points has brought up a facet of the aims argument that I had not previously considered and has helped me identify areas for improvement in my teaching career. In the paragraphs that follow, I will first provide a summary of the article that details the author’s main ideas and key points and then I

The MEI Safety Department then further breaks down the data to include Critical Factors such

An overview of the objectives to be achieved with respect to work health and safety – these should be measured of pro-activity in work health and safety activities rather than injury rates.

Regulating health and safety offshore has been a challenge due to its intricate and hostile environment. In the 1960’s the UK first adopted a self-regulatory approach by the industry that was: ‘not subject to any detailed regulatory stipulations or inspections’ . The Government made it a basic obligation in the licence that licensees must comply with such instruction from the Minister . The minister however had not thought about what these may be. Conveniently the Code of Practice (CoP) produced by the Institute of Petroleum was created around the same time so the Minister used this. This caused a lot of issues and clearly highlights the UK’s ‘lack of experience and expertise’ . The CoP was produced purely as guidance, by a private sector body, and was never intended to be thrust into the limelight and become law in effect.

This journal article on the path-goal approach theory is a study that carefully examines the rapport and connection amongst leaders and followers job expectancies. This model designed by House (1974) addresses the directive, supportive, participative and achievement –oriented components of leadership and subordinates. Additionally, it studies the conduct and character of leaders while investigating situational contingences that transform those behaviors. Therefore, the leader’s role in this model is to ensure that they provide guidance and support while demonstrating behavior that is motivational by inspiring followers to work diligently to achieve organizational goals that were carefully outlined to facilitate success. Hence, the purpose of this study was to test the validity of the path-goal theory with reference to expectancy theory. Conversely, it revealed that cellular companies gives adequate powers to its managers to offer incentives to individuals performing at high levels. However, a weaker relationship between the leader conduct and the followers’ job expectancy was the outcome. One exception noted was that of supportive leader behavior which was revealed at the conclusion of the study. Subsequently, the behavior of the leader had a tremendous impact on outcome. Leaders must assist subordinates throughout the path by eliminating road blocks along the way. The primary function of the leader in this research was to motivate subordinates and increase payoffs