![]() An ambitious program of cost-cutting, outsourcing, and digitalization had already begun. Key quote: These decisions, made by Boeing CEO Phil Condit, were made with a close eye on the company’s bottom line ahead of a hotly anticipated commercial-jet boom. Otherwise, it's a culture of flexibly hiding your shit in different places.Įdit: This article was on HN a while back. There's never a guarantee that those revealing a problem won't be punished once regulators turn their backs.Īnd 5 is only useful once 1-4 are in place. etc.Īlso, another HN commentator mentioned how eliminating a culture of lies and retaliation is once it's in place. If the company is extracting maximum value from it's assets this year, it has no incentive to report problems that will only appear in the future - by the time the future rolls around, the share holders have their and the shell of the remaining company can be tossed away. Compartmentalizing information is needed to allow more and more functions to be subcontracted. Fear is a good strategy for getting people working hard (if not always well) and lies make fear universal. The opposite of 1-4 could be described as the "culture of lies, ignorance and fear". Uh, and that happened "under the watchful eyes" of the FAA. I'd note that financial markets driven reorganizations are antithetical to elements 1-4 and this explains how Boeing managed to have a culture of safety but lose it (it's often put as MD management took but an article a bit back showed that this was part of the Boeing CEO seeing the financial writing on the wall). However, those who act recklessly or take deliberate and unjustifiable risks will still be subject to disciplinary action.ĥ) Flexible Culture- the organization and the people in it are capable of adapting effectively to changing demands. It will also ensure that people understand the SMS processes at a personal level.Ĥ) Just Culture- errors and unsafe acts will not be punished if the error was unintentional. Employees must know that confidentiality will be maintained and that the information they submit will be acted upon, otherwise they will decide that there is no benefit in their reporting.ģ) Learning Culture- an organization is able to learn from its mistakes and make changes. The five Key Elements of Safety Culture are:ġ) Informed Culture- the organization collects and analyses relevant data, and actively disseminates safety information.Ģ) Reporting Culture- cultivating an atmosphere where people have confidence to report safety concerns without fear of blame. The deficiencies found in the report were in Just Culture and Reporting Culture.
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