Question

With respect to OH&S, our course text seems to take a rather legislatively-focused view of this content area. In such a scenario, the goal seems to be that of compliance, on the part of people, relative to matters of OH&S.

By contrast, many organizations in current times view this consideration as not only essential to their success but equally central to cultural/values fabric of the organization.

In the latter instance, organizational leaders continue to ask questions of how they might inspire employees (at every level) to adopt safe work practices, observance of OHS principles, and the like into their professional practice. More narrowly, senior leaders want to get this message into the hearts of people (about the criticality of a personal and professional commitment to OH&S). Borrowing from the words of Simon Sinek, the goal here is to get employees to internalize a commitment to OH&S not because they HAVE to (e..g. as is common in a legislative-based emphasis), but because they WANT to.

Drawing upon your own experience, and also course theory, put your consultant's hat on for this one...what advice would have offer to senior leaders as they try to inspire those within their organization(s) to adopt a truly heartfelt and active commitment to this essential focus area (of OH&S)?

Answer 1

The change in organizations need to come at every level for the whole organization to view OH&S differently. Now, it is easier to implement the compliant requirements than changing the attitude of the employees. This is why the leadership need to plan this carefully.

The leadership at organizations need to focus on several aspects of communication. Firstly they should provide formal training to the employees and make them aware of the benefits of safe working place. Theoretically it will not be very difficult to convince anyone why he/she needs a safe working space. While most people will agree that they need a safe working space, getting the employees to autonomously practice safe working behavior may be a challenge. This is why the leadership should begin with formal training and policies to implement a safety culture. Once these policies become a habit, employees will get used to behaving in a certain way. This in turn will influence their attitude towards workplace safety and allow them to be autonomous in their safety and healthy practices at workplace.