The Standards Of The Standard Ansi / Aiha In A Typical Manufacturing Organization

making sure employees are aware of the health and safety aspects of their work (e.g. posting information on notice boards, keeping an information file such as COSHH, training, and providing

The risk management program in any business, especially in a health care organization is an integral part of its day to day operation. The purpose of the risk management department is summed up by Kavaler & Alexander (2014), “…a program designed to reduce the incidence of preventable accidents and injuries to minimize the financial loss to the institution should any accident or injury occur” (p. 5). Protecting employees, patients, vendors and visitors is an ongoing process and one that needs to be updated when the healthcare organization has deemed necessary. This paper will demonstrate the importance of presenting the risk management program to new employees, compliance with the standards set forth by the American Society of Healthcare Risk Management (ASHRM), propose recommendations or changes needed to further improve the program, as well as examine the administrative process of managing a risk program.

Outcome 1 – Understand own responsibilities, and the responsibilities of others, relating to health and safety in the work setting

The Company’s goal is to have zero work-related illnesses or injuries. However, in order to attain this goal, it will require a team effort involving both the Company and the employees. Only through such a coordinated effort can this safety plan be established and sustained.

There are significant differences between the ANSI/AIHA Z10 and OSHA's VPP program. As such, there are pros and cons of both. In order to fully understand the advantages and disadvantages of implementing one program over another, the real and perceived benefits of each must be addressed, relative to the difficulty of implementation. Both benefits and implementation come together to equal the value a company would receive depending on which program the company chose to utilize. More people have heard of OSHA than have heard of ANSI, but that does not negate the value and strength of the latter. In some types of organizations and in specific fields, ANSI is more commonly referred to and the guidelines are seen as being more significant.

Section 3-8 SEA and Section 12(a) OHS outlines the general duties of an employer. Section 3-8(a) explains the employer’s responsibility to ensure a safe place of work for all employees (SEA). The employer, Tosi Industries, is not diligent in promoting a safe work environment. An example is shown by the pay-for-performance structure, which encourages productivity over safety (Tucker, 2008). This has a negative effect on workplace safety as employees are rewarded with team bonuses for high production levels, regardless of the safety costs. Tosi’s workplace environment encourages unsafe shortcuts and working conditions, an underreporting of injuries, and use of dangerous machines to meet high production levels. As a result, the employer is not ensuring the health, safety and welfare of employees in the workplace.

The Occupational Safety and Health Act (OSHA), often referred to as the "OSH Act," was enacted in 1970 by President Richard M. Nixon. Its purpose is to assure safe and healthful working conditions for men and women (EPA, 2006). The Act is administered and enforced at the national level by the Occupational Safety and Health Administration, a division of the US Department of Labor. The application of the OSH Act in the current employment climate will be discussed as it applies to a variety of industries; considerations that are most applicable to the specific type of industry will be discussed initially, and those that are equally important regardless of the type of business will complete the section. Finally, this paper will discuss how the

Next, leaders may in forced production more than safety simply because they believe that is what they get paid and promoted. Productivity is always emphasized rather than safety which contributes to likelihood of safety shortcuts and injuries. Finally, management may model risky behaviors because they do not know better. When managers perform risky behaviors, it send a message that safety is not that important (Williams, 2008). This shows that if management team did not show their commitment towards OHS, employees also tends to neglect

OSHA understands that an effective management system is the ideal approach to avert work related injuries (Occupational Safety and Health Administration, 2009). Using a performance based criteria; VPP members rely and utilize a system based on each worksite's requirements. Leadership and employee initiative are key components of this procedure. Every year,

This responsibility motivates the HR department and managers to implement stringent policies to prevent work-related injuries to avoid paying for higher workers’ compensation insurance. Moreover, it inspires the company to promote safety by organizing a safety committee to address hazards in the workplace to prevent injuries or deaths. The committee solicits employee suggestions and participation to increase compliance to company policies. It also develops various safety programs to promote employee wellness to improve their quality of life (Gomez-Mejia, et al, 2010).

While it is important to examine the outcomes of safety performance, it becomes an issue when incentives are offered for fewer injuries and a better safety outcome (Geller, 2000). According to Geller, linking the safety performance system to an incentive system will result in workers hiding injuries and failing to report incidents and near misses all in an attempt to reduce the statistics to receive an incentive (Geller, 2000). The purpose then becomes defeated because the incentive/reward process tends to motivate a safety process that will influence the outcome (Geller, 2000).

The recommendation has been made for Verizon to consider developing a safety-training curriculum that will be a win-win for all. “According to Kevin Ehling a district manager for Administaff in Fort Worth, every company, regardless of size should consider a training program that will teach all employees on all levels how to increase job performance.” (Kevin, Ethling, 2009,) In this instance, training all employees on safety practices could eliminate the company’s exposure in many areas. When the employees increase their knowledge in an area, they have been empowered to produce. “In some respects, the potential of 21st century skills lies in the exploration of how digital tools (cameras, presentation software, computing equipment) and online resources can support and enhance traditional subjects, skills and teaching practices.” (Verizon, 2009).

Decreased incident rate 50% within 3 months and overall accident rate 80% by working in tandem with Senior Safety Coordinator to design and facilitate general safety programs. Restructured safety manuals to align with OSHA standards.

As stated there is a tendency in industry to perceive resources dedicated to health and safety systems as expenditures rather than investments with improvements in health and safety beyond those required to meet compliance obligations often delayed. Quality systems are easier to justify. It also remains difficult to convince management of the benefits of investing in health and safety systems because of a tendency to overestimate the costs associated with implementation and undervalue the costs associated with system failure (Gahan et al., 2014; Work Safe

As safety practitioners, we need to understand that procedures can be the nemesis of any occupational health and safety (OHS) management system. Getting it wrong can be the difference between success and failure in safety compliance.