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Establishing a Just Culture / No Blame Environment for More Effective Investigations Jim Whiting Principal Risk Engineer & MD pty ltd,

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Presentation on theme: "Establishing a Just Culture / No Blame Environment for More Effective Investigations Jim Whiting Principal Risk Engineer & MD pty ltd,"— Presentation transcript:

1 Establishing a Just Culture / No Blame Environment for More Effective Investigations Jim Whiting Principal Risk Engineer & MD pty ltd, Australia Blame / Accountability / Just Culture Group Exercise

2 Article scanned from The Age Melbourne 28 April 1999 Photo ABC News website A ray of hope?

3 Photo by Permission of Peter Jarver If we continue to call them human resources we will never think of them as people. In business-speak, people are referred to as resources Resource: an item deployed to achieve an end. Value people because they are people (not resources).

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5 A ) See below some examples of common spoken or written expressions ( Used in ALL aspects of our lives - not just our work experiences ! ) which we often use to indicate blame after and before incidents / accidents. Examples :- 1) Who did it ? Someone is going to pay for this 2) Whose to blame ? / Who was at fault ? 3) Whose shift / roster was it ? Which contractor ? 4) Who can we sue for this ? – It wasnt my fault ! 5) Who can we blame / hang / sack / fire for this ? 6) If there is any kind of stuff-up / goof-up, youre going to pay for it ! 7) What an idiot ! Thats common-sense ! He/She is a qualified.... 8) He/She is accident-prone ! He takes risks he shouldnt. 9) YOU have a serious accident in YOUR area and you are.....!! 10) A hero takes risks other normal people wouldnt Brainstorm (with your group) to suggest some more from your own experiences 11) ) )

6 B) Which of the expressions in A) are Reasonable ? Acceptable ? in your organisational culture ?……………………………………………… C) i) What are the differences between blame and accountability ? ii) If you are given a responsibility to fulfill ( i.e. a job to do ) and you agree that you have been given adequate au………….? to do it, is it fair and reasonable for you then to be held accountable if you dont fulfill the responsibility ? Keep these 3 words together D) i) Can an organisation have accountability without blame ? ii) Is unfair accountability really nothing else but blame? E) i) Can the expressions no blame or blame-free culture be wrongly taken by some employees as meaning no discipline ? …………………………. ii) Which of the expressions:- no blame culture or blame-free culture or fair culture or just culture or accountability without blame is best for you …..?

7 F) Would you say your companys response to incidents is mainly punitive ? or learning ? G) i)What are the differences between error /intentional rule violation? ii) When does behaviour become reckless conduct ? or negligent conduct ? iii ) After an accident involving any combination of the 4 behaviors above, what is the appropriate disciplinary response ( if any ) to each of the 4 ? …………… iv) what happens in most organisations ? …………………………………… v) Is an error a consequence or a cause ?……………………………………… H) How many adjectives are used in front of the word cause ? Can we use less of them ? root, contributory, main, only, significant, proximate, immediate, active, latent, systemic.... I) How is all the above relevant to :- incident investigation and problem solving ? For a copy of PowerPoint - contact Jim Whiting


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