Workplace Safety Culture and Practices

This assignment delves into the crucial aspects of workplace safety culture within a given organization. It involves conducting a survey to gauge employee perceptions on safety measures, leadership commitment, and training effectiveness. Furthermore, structured interviews with key personnel shed light on organizational safety practices, challenges encountered, and future strategies for maintaining a secure work environment. The analysis synthesizes both quantitative survey data and qualitative interview insights to provide a comprehensive understanding of the organization's approach to workplace safety.

The Leeds Metropolitan University
Faculty of Health & Social Sciences
School of Clinical and Applied Sciences
Final Year Project
Developing A Positive Safety Culture In My Workplace
Student Name: Andy Philip
Nric No: S7918900F
Batch:BS51702A
Submitted In Part fulfilment of the requirements of the BSc (Hons) Degree Safety Health
and Environmental Management
Date: 01/03/2018

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DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Abstract
Workplace safety is an important factor that affects the culture of the work environment
and directly influences the well being of the workers and performance of the
organisation. Accident prone workplaces have significantly lower productivity and
employee satisfaction, as well as having a negative effect on the company. The study
aims to understand the different challenges and concerns related to safety culture in
interior designing industry, utilizing observations, surveys and interviews. In this
research project, I have chosen my workplace to analyse the need for positive safety
workplace culture. There are five chapters in this research project. In the first chapter,
background, rationale of the research, aim, objectives and questions have been
discussed. In the second chapter, secondary literature has been explained. The OSHA
mandates both employers and employees to partake in activities to ensure a safe and
healthy work environment, and its guidelines have been legislated by Workers Safety
and Health protocols. The objective is to identify the different scopes for improvement in
the existing work culture and promote wellness and safety. Such activity will be
conducted with permission from the ethical board and management and will help to
analyse compliance with the safety guidelines mandated by legal statutes and
organisational policies.
In order to collect the data, I have conducted survey and interview in my workplace.
Survey responses have been taken from the staffs and interviews have been conducted
with the managers. Proper ethics have been followed in order to conduct the data. Excel
bar graph and pie-chart have been used to present the quantitative data in chapter four.
This research found out that management does not provide importance in interior

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DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
design organisation workplace. The employees are not fully aware of the fact and
management is reluctant about workplace safety and health. It has been recommended
that workplace safety culture needs to be built through written comments and educating
the employees in proper ways.

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DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Table of Contents
Chapter 1: Introduction.....................................................................................................8
1.1 Background of the project.......................................................................................8
1.2 Rationale of the project...........................................................................................9
1.3 Aim....................................................................................................................... 10
1.4 Objectives.............................................................................................................11
1.4 Research questions..............................................................................................11
Chapter 2: Literature review...........................................................................................12
2.1 Making a commitment to safety culture................................................................12
2.2 Involving Employees for safety concerns.............................................................13
2.3 Identifying and controlling hazards.......................................................................14
2.4 Training needs of the staffs..................................................................................15
2.5 Supporting a Safe culture with behavioural and psychological aspects of safety. 16
2.6 Continued Improvement of the Safety system......................................................17
Chapter 3: Project Methodology.....................................................................................19
3.1 Research philosophy............................................................................................19
3.2 Research approach.............................................................................................. 20
3.3 Research Design..................................................................................................21
3.4 Data collection process........................................................................................ 22

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DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
3.5 Sampling techniques............................................................................................23
3.6 Data analysis technique....................................................................................... 24
3.7 Ethical consideration............................................................................................ 24
3.8 Required Resources.............................................................................................25
3.9 Timeframe............................................................................................................ 26
Chapter 4: Data findings and analysis............................................................................27
4.1 Quantitative findings and analysis........................................................................27
4.2 Qualitative findings and analysis..........................................................................37
4.3 Summary of findings.............................................................................................40
Chapter 5: Conclusions and recommendations.............................................................42
5.1 Conclusions..........................................................................................................42
5.2 Linking with objectives..........................................................................................43
5.3 Recommendations................................................................................................44
5.4 Limitations............................................................................................................ 48
5.5 Future scope of the study.....................................................................................49
Reference List................................................................................................................ 50
Appendices.................................................................................................................... 61

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DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
List of Figures
Figure 3.1: Research philosophy................................................................................... 18
Figure 3.2: Research approach......................................................................................19
Figure 3.3: Research design..........................................................................................20
Figure 3.4: Honours Year Project 2017/2018 Timeframe...............................................25
Figure 4.1: Tenure of employees in workplace..............................................................27
Figure 4.2: Age group of survey participants..................................................................28
Figure 4.3: Pie-chart showing priority towards health and safety at workplace..............29
Figure 4.4: Behavioural safety at workplace..................................................................30
Figure 4.5: Workplace safety system.............................................................................31
Figure 4.6: Best safety competence at workplace..........................................................32
Figure 4.7: Safety information for employees.................................................................33
Figure 4.8: Safety in-charges can make changes to workplace safety..........................34
Figure 4.9: Positive recognition for workplace safety.....................................................35
Figure 4.10: Tools or equipment needs for workplace safety.........................................36

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List of Tables
Table 4.1: Tenure of employees in workplace................................................................26
Table 4.2: Age group of survey participants...................................................................27
Table 4.3: Priority towards health and safety at workplace............................................28
Table 4.4: Behavioural safety at workplace....................................................................29
Table 4.5: Workplace health and safety at workplace....................................................30
Table 4.6: Best safety competence at workplace...........................................................31
Table 4.7: Safety information for employees..................................................................32
Table 4.8: Safety in-charges can make changes to workplace safety............................33
Table 4.9: Positive recognition for workplace safety......................................................34
Table 4.10: Tools or equipment needs for workplace safety..........................................35
Table 4.1: Action plan for identification of hazards and risk assessment.......................43
Table 4.2: Developing written process and programme.................................................44
Table 5.3: Action plan for educating the employees......................................................46

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DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Chapter 1: Introduction
According to Workplace Safety & Health Act, hazards can be understood as any
source of potential hard or damage or negative health impact, and hence is the potential
for adverse effects. It is differentiable from ‘harm' which can be understood as physical
injury or damage to health. Workplace hazards can be caused due to many different
sources including substances, materials and practice that can cause injury or harm to
individuals.
1.1 Background of the project
In a workplace, hazardous conditions etc. act or condition can be caused due to
a release of uncontrolled energy under different circumstances like: falling objects,
uncontrolled chemical reaction, release of compressed steam or gas and entangled
equipment, contact with electrode, capacitor or battery (Ccohs.ca 2018). Such events
can have several adverse effects on the health of the individuals, like bodily injury,
reduction in lifespan, effect on mental well being due to exposure to stress, trauma, or
chemical solvents and effect on the resiliency to deal with stress (Keane 2015).
Poor work practices also can cause hazards in the workplace. Different examples
of unsafe work practice includes: usage of equipment without prior authorization,
ignoring safety guidelines and work practice, removing any safety device on machinery
or equipment, using defective or malfunctioning tools or equipment, unsafe usage of
tools or equipment, unsafe or improper handling of materials and working procedures
(Ammendolia et al. 2016). It could be included to repairing or maintaining equipment
that are operating, failure to use protective equipment and safety device, unhealthy or

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unhygienic working conditions, inadequate maintenance of workplace, and also working
under suspended loads (Takeonestep.org, 2018). As per the Singapore Government
Ministry of Manpower, dictates that employees be responsible to identify safety hazards
in the workplace, and proactively engage in the mitigation or reduction of the risks. To
ensure this, the organisations must actively assess, control, monitor and communicate
all risks associated with the workplace.
The various types of safety culture programmes as follows: Culture safe, DuPont Step
Model, Vengat Model.
1.2 Rationale of the project
This will also help to identify the different challenges in the implementation or
maintenance of safe and positive work culture and environment. This will help to identify
the different challenges in the implementation or maintenance of safe and positive work
culture and environment. Therefore, the importance of identifying the ‘positive safety
practices’ as well as of the challenges in the implementation and maintenance of the
same at workplaces is paramount, especially since such can avert any future accidents
or catastrophe. In the project, safety culture will be considered as a superset of
psychological, behavioural and situational aspects. In my workplace, the employees do
not display knowledge in working health and safety. The management does not think
that safety comes as first for the organisation and introduction of safety budget is
necessary. This project is strived to influence safety at levels and integrate for
continuous improvement. The research project will be undertaken to identify and
analyse the positive safety practice and culture in my workplace (Interior Designing
Company), as a Workplace Health and Safety Manager.

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Risk can be understood as the propensity of an individual of being and the
propensity of an event occurring is affected by the nature of exposure, the mode of
exposure and the severity of the effect of the exposure (Thepaksorn et al. 2017).
Therefore, assessment of risks is aimed to identify the hazards and risks that can cause
harm, moreover, the risks that are associated with the identified hazard, and
determination of effective method to mitigate or control the hazard or risk. The common
hazards can also be categorized into several types: biological hazard (like bacteria,
viruses, insects, birds, plants and humans), chemical hazard (depending on the
properties of the chemical), ergonomic hazard (due to repetitive motions or incorrect
placement or usage of equipment), physical hazard (due to radiation, magnetic field,
extreme pressure or notice), psychosocial hazard (like violence or stress), and safety
hazard (due to tripping, slipping, improperly guarding machines, or malfunctions and
breakdown of equipment). Based on topology, the hazard can also be categorized as
Obvious, Trivial, Emerging and Hidden (Bahn 2013). The Workplace Safety and Health
(WSH) regulation requires risk assessment and monitoring of all work activities and
communicating the risks to all stakeholders. The WSH council's functions include
building the capabilities of industries to manage WSH, promote health and safety in the
workplace, and implement WSH practices (Wshc.sg 2018).
1.3 Aim
The objective of the proposal is to identify and analyse the safety practice and
culture, and also the challenges to the maintenance of positive and safe work
environment

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1.4 Objectives
The overall objectives of the proposal can be listed as below:
 To identify different instruments or equipment that can be hazardous to employee
safety
 To explore of behavioural, situational and psychological aspects that can
jeopardise workplace safety
 To point out the challenges in the maintenance of safe and positive work
environment
 To devise interventions to address positive workplace safety
1.4 Research questions
 What are the different instruments or equipment that can be hazardous to
employee safety?
 What are the behavioural, situational and psychological aspects of staffs that can
jeopardise workplace safety?
 What are the challenges in the maintenance of safe and positive work
environment in the workplace?
 What could be the recommendations to devise interventions to address positive
workplace safety?

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Chapter 2: Literature review
2.1 Making a commitment to safety culture
Christian et al. (2009) identified different factors associated with and influences
workplace safety. These factors directly contribute to or affect the climate of safety in an
organisation. The distal situation related factors and person-related factors affects the
proximal person-related factors, which in turn influences the safety performance, and
hence the safety outcomes (Antonsen 2017).Safety is a key concern that has been
identified as ‘lacking’ in the interior designing industry. Improvement in the status quo
can only be possible by leading the movement to ensure a safe and healthy work
environment in this industry, for other organisations to follow. Studies show that a
culture of safety can prevent injuries at work. Averting injuries would also imply a
reduction in the costs incurred by the organisation, and expenses incurred to ensure a
safe work environment can be a long-term investment towards mitigation of hazards
and expenses incurred due to them (Trincheroet al. 2017). Therefore several authors
have maintained a view of safe work culture as an invaluable strategy, and several
studies also point towards the same. The risk assessment should be able to identify
hazards, evaluate its risk, and outline means for controlling them. Additionally, the risk
assessment team should involve the management, process or facility engineer,
technical staff, supervisor, production workers, maintenance crew, safety crew as well
as contractors and suppliers (Mom.gov.sg 2018). Investigation of any events, illness, or
injuries should also be done to find their causes, and prevent further recurrence if

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possible. It is also important to be proactive and go beyond the legal requirements to
ensure a safe and healthy work environment.
2.2 Involving Employees for safety concerns
Emphasis should be laid about the equal responsibility of the employees in the
maintenance of safe and healthy work environment, and hence encouraging the
involvement of all the employees is essential for the success of any programs aimed to
develop the health and safety in the organisation. It is also important to hold staff
accountable for their actions, and that each employee does their part of duty properly
(Sheaet al. 2016). It is also necessary to have regular inspections and involving
employees to take rounds of inspection, and keeping the employees informed about the
inspection procedure, and issues related to health and safety. As stated by (Nichol et al.
2017), giving sufficient importance to feedback from the employees is also highly
suggestible, since the employees and workers often have a better experience and
understanding of the safety concerns and their solutions, than the management due to
their first-hand working experience. Involving information gathered from the feedback
can be used for review and improvement of the system (Hodge and Rainey 2014).
Accountability among employees can be ensured by assigning safety and health
roles in the job description, and making the safety protocols a part of standard practice.
It can also be done by setting up safety objectives, and ensuring that those are met by
all staff while ensuring that any staff refusing or unwilling to comply to such objectives
and exhibits behaviour that can jeopardise the well being of themselves or others are
disciplined promptly. Efficiency of their system can also be improved by having a clear
system of reporting of any incidents, hazards, injuries, illness or close calls. As opined

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DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
by Wallace et al. (2016), employees who shows active participation in health and safety
activities, and contribute to the maintenance of safe and healthy work environment
should be encouraged and supported, allowing them to influence other staff to do the
same.
2.3 Identifying and controlling hazards
In order to control hazards, it is important to be able to identify them first.
Hazards can be identified by several different strategies, like: reviewing all records
related to health and safety incidents, as well as review of logs of OSHA, first aid team,
workers compensation board, complaints or grievances and close calls. Inspections of
the workplace for health and safety threats both actual and potential can utilize
checklists to identify hazardous situations, identify any unsafe practice at workplace,
hazard analysis as well as sampling of air and noise to which the workers are exposed
to. Once the threats are identified, it becomes feasible to mitigate the risks. According to
Arbury et al., (2017), the hazards can be prioritized based on the propensity of causing
illness or injury, how soon can they be rectified, and the necessity for long-term
correctional or preventative actions. Once the hazards are prioritized, plans can be
designed to correct the hazards. An analysis of the hazard can help to identify the best
step for mitigating it (Ericson 2015). Also, examples set by other companies in the
industries can also be utilized in the planning. The correction of the hazards can be
implemented at different levels: Engineering, Administrative and Personal. At the
engineering level, hazards are mitigated through the usage of safe equipments and
tools. Administrative correction of hazard involves reduction of any exposure to the
hazardous environment by changing the work practice (like providing timeouts, rotating

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shifts or including training programs). At the personal level, hazards can be averted by
using adequate protective equipment and training workers on the correct and safe way
of using the equipments (Azadeh-Fardet al. 2015). Once the implementation has been
done, it is necessary to evaluate any changes in the working environment in regards to
health and safety issues, to understand if the promotional activity was successful.
2.4 Training needs of the staffs
Training of all workers about the different hazards they might be exposed to in
their work and how to ensure they are protected from those risks is vital to allow the
employees to adhere to safe working practices. Furthermore, all the training sessions
should be properly recorded (Bevan 2014). For new employees, the training process
should orient them to the new job, along with the safety regulations concerning the job,
and any emergency situations applicable. Selective or specific training programs on
safe working practices for different types of equipment and operations are also
prescribed by OSHA. Additionally, retaining programs should also be implemented as
per standards, or when there is a change in the job role, in case of workers joining after
a long gap, if there is any necessity for specific employee to refresh the safe working
practices (Biddisonet al. 2016). Workers in the interior designing industry are often
exposed to different hazardous situations, imposed by the heavy and powerful
equipments used, as well as occasional exposures to harmful substances like asbestos,
fumes, particulate dust. Additional risks are imposed by electrical equipments and
wiring, as well as plumbing lines. Many other risks associated with weight, construction
equipment and transportation of load are also significant contributors of hazards (Ulrich
1991). Unsafe practices only aggravate and increase the risks and propensity of the

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hazards, as well as its severity (Reason 2016). This necessitates the analysis of
hazards in the interior designing industry, since not much of studies have been
conducted in such a specific area.
2.5 Supporting a Safe culture with behavioural and psychological aspects of
safety
The importance of safety to workers is invaluable, while ensuring mutual respect
also ensures the development of trust and positivity. Such crucial aspects should be
considered by the management as methods to support a safe working culture. It is also
important to establish an efficient bi-directional communication between the workers
and management, giving response to the concerns and needs expressed by the
workers (Bierl 2017). Ability of the management to go beyond the regulations to
facilitate and promote safe workplace can also be an effective strategy. Even the
workers should be encouraged to go out of their way to ensure a secure and safe work
environment. This can foster trust, creativity and general well being in the organisation.
Recognition programs should also be implemented to encourage and support staff
exhibiting excellent performance in such parameters. Erickson (2000) pointed out that a
dynamic connection exists between culture, process and structure. If, for example an
organisation considers the costs incurred in risk assessment as a burden, it will be less
likely to employ workers to conduct them, however, if the organisation is able to place
adequate emphasis on such practices, it will ensure regular risk assessment. As stated
by Brinkmann (2014), risk assessment shows organisational structure and policies
might directly influence the culture of safety and health in the organisation.

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DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
2.6 Continued Improvement of the Safety system
Reese (2015), pointed out the three ‘E's of safety as: Engineering (which
highlights the awareness of safety issues during the designing of equipments),
Education (in the form of training provided to the employees about safe operation of
equipments, instruments and products) and Enforcement (or organisation’s rules and
policies on safety guidelines). Furthermore, the importance of promoting a safe work
environment has six benefits as mentioned by Reese as: loss of human life is morally
wrong and involvement of the organisation to ensure protection against occupational
injuries and illness is a moral responsibility, and failure to do so makes the organisation
morally responsible for workplace accidents, injuries or illnesses. Occupational hazards
can limit the productivity and efficiency of the organisation. A far-reaching social harm is
also done due to workplace accidents, injuries or illnesses (Carrivicket al. 2002). Safety
measures can reduce accidents and its severity in workplace. It allows compliance with
legal protocols that are aimed to ensure safe working environment.
Frequent and regular review of the system for strengths and weaknesses, to
ensure it reflects the vision of the management in the sustenance of safe and healthy
work environment can ensure a culture that fosters continued improvement of the
system. OSHA worksheets can be crucial to follow the progress of such attempts. The
reviews can be manual, if necessary, investigating all health and safety events.
Inspections conducted routinely can also ensure that the equipment and operational
process are as per the organisation's guidelines. Statistics related to such events should
also be thoroughly evaluated for any patterns, and all efforts should be properly
documented for future references. The changes implemented (in the operational

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process, equipment facilities and materials) should also be reviewed to understand the
efficacy. As argued by Chi et al. (2005), any hazard prevention and correction system
should also be frequently reviewed, and the effectiveness of the training in the working
practice be regularly scrutinized. Most importantly, acknowledging any feedback from
staff should be considered and seriously evaluated for its feasibility, in order to promote
a culture of safety and positivity, as well as encourage more staff to share their
feedback more proactively (Williams 2017).

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Chapter 3: Project Methodology
3.1 Research philosophy
Research philosophy is the data gathering process in which a phenomenon is
used and analysed. There are mainly four types of research philosophy, realism,
interpretivism, positivism and post-positivism (Mackey and Gass 2015). In this research,
I have selected positivism philosophy to conduct this research project as positivism
philosophy helps to collect data in a scientific way. Positivism philosophy assists to gain
data about factual knowledge. Positivism philosophy helps to gain the quantifiable and
observable findings. The data must be collected from human participants when
positivism philosophy is taken.
Figure 3.1: Research philosophy
(Source: Jamshed 2014)
ResearchPhilosophyRealismInterpretivismPositivismPost-positivism

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3.2 Research approach
Research approach allows the researcher to have flexibility in data collection
process. The research approach is mainly two types, deductive research approach and
inductive research approach. In this research project, I have selected deductive
research approach as deductive research approach helps to collect data from theory
and then the hypothesis is generated. From hypothesis, the researcher needs to make
the observation of the study. Deductive research approach starts with generalise point
of view and observational test provides confirmation for the accepted theory (Taylor et
al. 2015). There is enough information available on safety culture in the workplace and
deductive approach startswith a theory-driven hypothesis that guides data collection.
Figure 3.2: Research approach
(Source: Mann 2003)
ResearchApproachDeductiveApproachInductiveApproach

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3.3 Research Design
Research design provides information about the research study and the
systematic way of data collection. There are mainly three types of research designs,
descriptive, exploratory and explanatory (Lewis 2015). In this research project, I have
chosen descriptive research design as it explores the problem statement. Descriptive
research design helps to identify the research problem and collection of information gets
easier. Descriptive research design helps to collect primary data through identification of
target population. In this research, I have collected both qualitative and quantitative data
in order to reach the desired objectives.
Figure 3.3: Research design
(Source: Ritchie and Spencer 2002)
ResearchDesExploratorExplanatorDescriptiv

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3.4 Data collection process
I have collected two types of data in order to continue the research project.
Primary data is the raw and first-hand data that are collected from the respondents.
Secondary data are collected from the secondary sources (Silverman 2016). In this
research project, both primary and secondary data have been collected. In order to
collect the primary data, I have conducted survey and interview in my workplace.
Survey:
The purpose of utilising survey is to generate statistics that are quantitative or
numerical. The information is collected through questionnaire, answers to which forms
the data that will be analysed later. The survey is generally aimed at a fraction of the
population, called the sample, instead of involving every member (Fowler 2013). The
survey has been conducted on employees in my workplace. The survey has been
conducted aiming to analyse their perceptions of safe and positive work culture, in order
to identify the facilitators and challenges in the maintenance of a safe work culture.
Before the survey was conducted, approval for the same has been obtained from the
management, to ensure that they are aware of the procedure. The questionnaire has
been prepared in simple and it was included multiple choices, closed-ended questions
and Likert scales to ensure they survey can be completed in a short span of time. I have
prepared 10 close-ended questions for the survey.
Interview:
Interviews have also been conducted with managers who showed interest in
sharing concerns regarding workplace safety. I have prepared 5 open-ended questions

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to three managers allowing the interviewees to freely speak their mind. The interviews
have been voice recorded and I have collected transcript with permission from the
interviewee. I have taken key-points highlighted in the interviews and these are
considered as data evidence.
Secondary data in this research project have been collected from books,
journals, websites, government reports, articles, journals and organisational websites.
3.5 Sampling techniques
In order to collect the data from the survey, I have selected 55 staffs in my
workplace.I have used simple random sampling technique in order to collect the data
through the survey as in this sampling technique, each participant of the population has
an equal option of being select as the subject.
Sample size Sampling
technique
Sample population Sampling frame
55 Simple random
sampling
Staffs of my
workplace
Had copy as well as
soft copy of
questionnaire
through e-mail
Table 3.1: Sampling process for survey
(Source: Self-developed)
In order to collect the data from the interview, I have interviewed three managers in my
workplace to have subjective information. I have used non-probability sampling to select

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DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
the managers for an interview. I have conducted the interview face-to-face and I have
prepared 5 open-ended questions.
Sample size Sampling
technique
Sample population Sampling frame
3 Non-probability
sampling
Managers of my
workplace
Contact through e-
mail and face-to-
face interview
Table 3.2: Sampling process for interview
(Source: Self-developed)
3.6 Data analysis technique
I have collected data through survey and interview. Survey data have been
analysed through quantitative data analysis technique. Quantitative data are numerical
data what I have presented through tables and Excel bar graph and pie-charts. I have
used qualitative data analysis technique in analyse the interview data. I have presented
the transcript of the responses to the manager. I have provided the findings and I tried
to align the data findings with literature sources.
3.7 Ethical consideration
. Ethics set up the norms of conduct, promotes the aim of the research, allows
collaboration of work, ensures accountability to the public and promotes public support
and exhibits moral and social values of the researcher. Ethical concerns should be
considered before and during the study to protect the interest of the participants and
maintain the integrity of the study. The questionnaire will be aimed to address aspects

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of the HSE culture and does to deviate to the point where it can adversely affect the
respondents. The following aspects will be kept in mind to ensure an ethical study: It
ensures that the respect and dignity of the respondents are not infringed upon. It also
ensures that the physical well being of the respondents is not jeopardised. It selects
respondents randomly from different communities to ensure a balanced and easily
understandable data. It helps to ensure confidentiality through the signing of
confidentiality agreements. Ethical consideration informs the staff and respondents
about the process of the study, data collection and consolidation, as well as how the
data and their responses are utilised.
3.8 Required Resources
I wanted some resources in order to collect the data for the research project.
Required several different resources like:
 Interview Room
 Computer for data processing
 The safety policies and guideline manual of the organisation
 Job Description of the employees who have been selected to participate in the
study
 Commitment from the top management towards employee safety
 Any awards or recognition for safety won by the company
 Feedback of surveys and feedback collected from the employee or staff

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3.9 Timeframe
1st to 16th 18th to 31st 1st to 16th 18th to 30th 1st to 16th 18th to 31st 1st to 16th 18th to 31st 1st to 16th 18th to 28th 1st to 16th 18th to 31st
Conclusion and
submission
Submission of research
protocol
Submission for approval
of interview from ID21
Management
Conducting interviews and surveys
Data Collection and Analysis
October November December January February March
Figure 3.4: Honours Year Project 2017/2018 Timeframe
(Source: Self-developed)

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Chapter 4: Data findings and analysis
4.1 Quantitative findings and analysis
In order to collect survey data, I have prepared 10 close-ended questions and I
shared the questionnaire to the staffs of my workplace.
1. How long have you been working in this organisation?
Options Number of
respondents
Response
percentage (%)
Less than 1 year 12 22%
1year- 3 years 14 25%
4 years- 7 Years 20 36%
7 years- 10 years 09 17%
Table 4.1: Tenure of employees in workplace
Less than 1 year
1year- 3 years
4 years- 7 Years
7 years- 10 years
0 5 10 15 20 25 30 35 40
22%
25%
36%
16%
Tenure of employees in my
workplace

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Figure 4.1: Tenure of employees in workplace
In my workplace, maximum survey participants have been working in this
organisation between 4 and 7 years (36%) and there are new employees who have
been working in this organisation for less than 1 year. Therefore, it is proven that the
organisation recruits the employees and new employees are not aware of the fact of the
positive safety culture at the workplace.
2. Which age group do you belong to?
Options Number of
respondents
Response
percentage (%)
21-30 19 35%
31-40 14 26%
41-50 17 31%
51-60 05 09%
Table 4.2: Age group of survey participants
21-30 31-40 41-50 51-60
0
5
10
15
20
25
30
35
35%
26%
31%
9%
Age group of survey participants

28
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Figure 4.2: Age group of survey participants
Maximum participants in the survey belong to the new age group, 21-30 years
(35%). Gen Y is also there and they are mainly senior employees and they are aware of
the positive safety culture in the workplace. They need to take the positive stance to let
the young generation know about workplace safety.
3. How far do you agree that your organisation gives priority to health and safety
in the workplace?
Options Number of
respondents
Response
percentage (%)
Agree 15 27%
Disagree 40 73%
Table 4.3: Priority towards health and safety at workplace
27%
73%
Priority towards health and safety at
workplace
Agree
Disagree

29
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Figure 4.3: Pie-chart showing priority towards health and safety at workplace
Employees in my workplace are from various age group and the respondents of
survey disagreed on the fact that management does not take positive measure
regarding workplace health and safety. Pie-chart shows that 73%% respondents
disagreed that management provides priority towards health and safety at the
workplace.
4. Do you find the behavioural safety measure in the workplace?
Options Number of
respondents
Response
percentage (%)
Yes 18 33%
No 37 67%
Table 4.4: Behavioural safety at workplace
33%
67%
Behavioural safety at workplace
Yes
No

30
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Figure 4.4: Behavioural safety at workplace
The above pie chart shows that respondents of the survey provide emphasis on
safety measures within the workplace. Almost more than 67% of the respondents
disagreed on the safety measures within the workplace. Management needs to check
control for the hazardous situation and they should not miss the near-miss incident.
Undesirable outcomes occur in the first-aid case, major injury and minor injury.
5. Does the involvement necessary for workplace health and safety system in
your workplace?
Options Number of
respondents
Response
percentage (%)
Yes 41 75%
No 14 25%
Table 4.5: Workplace health and safety at workplace
Yes No
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
75%
25%
Workplace health and safety at my
workplace

31
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Figure 4.5: Workplace safety system
In order to go forward in building positive safety culture at the workplace, it is
needed to create a safety system in the workplace. The respondents provided the
opinion of ‘yes’ almost 75%. Negative responses came to almost 25%. In Singapore,
WSH Act 2011 is applied within the workplace where it is clearly mentioned that
employers need to manage the workplace safety.
6. Do you agree that your workplace has best safety competence in a workplace?
Options Number of
respondents
Response
percentage (%)
Agree 17 31%
Disagree 38 69%
Table 4.6: Best safety competence at workplace
Agree
Disagree
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00%
31%
69%
Best safety competence at workplace

32
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Figure 4.6: Best safety competence at workplace
Safety competence in interior design sector is associated with the employer's
safety culture and employees' own safety. More than 69% of the respondents provided
a view that trust between staffs at all levels is necessary to work safely as they said
agreed on that. The management needs to provide a combination of skills, training and
experience to the employees in order to perform effectively.
7. Do you agree that staffs and supervisors have the information they need to
work safely?
Options Number of
respondents
Response
percentage (%)
Agree 12 22%
Disagree 43 78%
Table 4.7: Safety information for employees
22%
78%
Safety information to employees
Agree
Disagree

33
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Figure 4.7: Safety information for employees
It is clear from the Pie-chart that staffs and supervisors are not aware of the
safety information and equipment within the workplace. The management must take
active participation in the accident-prone section when the employees work in the
interior design sector. Almost 78% respondents disagreed when they were asked about
safety information as there are always risks associated with the adverse reaction of the
system.
8. Do you agree that those in-charges of safety have the authority to make the
changes they have identified as necessary?
Options Number of
respondents
Response
percentage (%)
Agree 34 62%
Disagree 21 38%
Table 4.8: Safety in-charges can make changes to workplace safety
Agree Disagree
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
62%
38%
Safety in-charges can make changes
to workplace safety

34
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Figure 4.8: Safety in-charges can make changes to workplace safety
In this workplace, safety in-charges can make the changes whenever they think it is
necessary for the organisation as 62% respondents agreed with the view. However,
they do not take the active participation for the employees’ safety. Safety information is
very important for the employees and management in-charges do not compromise with
the health and safety of the staffs.
9. Does your organisation provide positive recognition to those who act safely?
Options Number of
respondents
Response
percentage (%)
Yes 32 58%
No 23 42%
Table 4.9: Positive recognition for workplace safety
Yes
No
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00%
58%
42%
Positive recognition for workplace
safety

35
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Figure 4.9: Positive recognition for workplace safety
A safety culture in an organisation is provided with a high level of importance on
the belief of safety, attitudes and values. In this workplace, the employees themselves
are not confident with the workplace safety as more than 58% of the respondents
provided negative comment on this. The employees think that improved workplace
safety can bring organisational performance.
10. Do you agree that everyone has the tools or equipment they need to complete
their work safely?
Options Number of
respondents
Response
percentage (%)
Agree 20 36%
Disagree 35 64%
Table 4.10: Tools or equipment needs for workplace safety
36
%
64%
Tools or equipment needs for
workplace safety
Agree
Disagree

36
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Figure 4.10: Tools or equipment needs for workplace safety
Respondents provided negative view when they are asked about the equipment
of workplace safety. Management does not provide adequate equipment to the
workplace to control the hazards of workplace safety.
4.2 Qualitative findings and analysis
1. What are the equipment you have that can be hazardous to employees' safety?
1st Manager 2nd Manager 3rd Manager
We have to use tools and
equipment as we are in
interior decoration industry.
Work equipment in our
organisation is associated
with hand tools, hammers,
screwdrivers, chisels,
knives, spanners and
scissors, saws and
cleavers.
We always try to save our
staffs from the hazardous
equipment through training.
Employees have to use
machines, drilling
machines, floor polishing,
portable power tools,
photocopiers, motor
vehicles, dumper trucks
and excavating equipment.
I always ask the employees
to be careful when using
the tools and equipment. I
myself go for equipment
selection and inspection.
We need to use lifting
equipment, fork-lift truck,
vehicles hoist, lifting slings,
patient baths, kick tools and
ladders.
2. What are the behavioural and psychological aspects of safety are present in
the workplace?
1st Manager 2nd Manager 3rd Manager
I myself believe that solid I like to take a systematic I provide emphasis on

37
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
principles of motivating,
engaging, assisting and
reinforcing should be there
for the employees to have a
behavioural safety.
Psychological safety is
about the team is always
safe for interpersonal risk-
taking ability.
approach to understanding
the behaviour of the
employees. Our
organisation provides first
aid provision and for a
major injury, we send our
employees nearby health
centres. Employees can
live here without the fear of
negative consequences.
making psychological safe
team. In behavioural safety,
I recommend the
employees to take time to
achieve the result and
results can be observed the
through measurement
value.
3. What do you do to involve the staffs at all levels in workplace safety?
1st Manager 2nd Manager 3rd Manager
I always try to provide key
factors of knowledge of
safety along with support
and control. We have safety
managers and we ask the
safety managers to provide
knowledge of safety among
the staffs.
We always focus to give
necessary levels of
education, resources and
training. We can involve the
employees in safety work
by giving education and
resources.
I believe staffs are needed
to provide principles and
training to stimulate
responsibility, commitment
and accountability of safety.

38
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
4. What are the workplace safety challenges you face?
1st Manager 2nd Manager 3rd Manager
Sometimes, our staffs have
to work at height and poor
housekeeping create
workplace safety issue.
We face challenges when
we have to work with
electrical cables and with
forklifts.
I believe that working with
colour and chemicals can
be hazardous for the
employees. Sometimes, we
have to work in confined
spaces and staffs face the
issue.
5. What is the future planning you have to maintain positive workplace safety?
1st Manager 2nd Manager 3rd Manager
I am thinking to put the
agenda of creating a plan
for promoting the workplace
health and safety in the
next meeting where we
shall have set of rules
regarding workplace safety.
We shall like to inspect the
workplace through our
Safety and Facility
Managers. We do check
equipment regularly and we
need to train our employees
as well.
According to me, we need
to make a team who can
talk regularly with the
employees to encourage
them to improve safety
understanding. I myself like
to investigate the accident
matters.

39
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
4.3 Summary of findings
Considering how a workplace injury and accidents affect the well being of the
worker, and also affect the lives of their families, friends and co-workers, these incidents
can lead to a crisis situation and have a poor return to work outcomes. Hence ensuring
proper attention is paid towards the safety and health of the employees is an important
ethical and moral responsibility. In this particular workplace, the employer is not
educated properly about workplace safety culture. Survey result found out that the
workplace does not have enough machinery and resources for safety. In literature
review section, according to James et al. (2014), when workers are healthy and happy,
they are able to nurture healthy families, and hence actively participate in the
development of the community. In the informal sectors, where the work hazards are
higher and the workers are generally poor, ensuring safety can help to improve the
socioeconomic status of the workers. The safe environment also helps to create a
culture of sustainable development in the organisation. Survey result also found that
employees are not happy with the present workplace safety measure and culture.
Managers provided an opinion that they are making a plan to improve the safety in the
workplace.
As opined by Keane (2015), promoting pollution control as a part of the
development of safe work culture also helps to protect the environment, and hence
promote well being, apart from decreasing the exposure to hazardous materials by the
workers. Workplace redesigning and maintenance of healthy and safe work
environment, training, safety analysis, medical assistance, medical screening, and
functional assessment can help to create a culture of safety and health and can improve

40
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
the employability of the workers. It has also been pointed out that wellness programs in
organisations can help to identify incidents of major diseases or infections in the
employees and improve attendance.

41
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Chapter 5: Conclusions and recommendations
5.1 Conclusions
It has been observed that in this workplace, the organisation does not follow
enough rules and compliance of safety. It does not have set of rules, resources,
potential equipment, employees do not have enough instruction; however, the in-
charges can change the rule of safety anytime. In addition, the positive safety culture
lacks in this organisation and employees agreed on this. Managers accepted the fact
that in interior decoration sector, the staffs have to deal with various kinds of hazardous
substances and equipment. Survey of employees and review of inspection reports (from
enforcement, insurance or consultants) ensures that the health and safety protocols are
being followed, and any health and safety concerns were identified. Developing
programs on health and safety and maintenance of logs are important steps to ensure
and monitor compliance. A lack of working knowledge of health and safety is exhibited
by all employees in the organisation. This can ensure compliance with the safety
guidelines of the organisation, and prevent or minimise hazardous incidents. Outlining
with clarity the desired cultural objectives that the organisation wishes to achieve. This
can ensure that the organisation's expectations are clearly understood, and
implemented. Prioritizing safety at the top of every agenda implemented by the
organisation. Giving absolute priority on safety matters will ensure prompt and
appropriate measures to ensure the maintenance of a safe work environment. Having a
safety budget will allow the organisation to monitor and audit the utilization of the
budget, as well as propose changes in the existing budget design to meet the safety

42
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
needs of the organisation. Increased participation of the employees will improve the
learning process, and therefore maintain compliance with safety standards.
5.2 Linking with objectives
Objective 1: To identify different instruments or equipment that can be hazardous to
employee safety
This objective of the research project has been met on survey question of 5 and
6 and interview question 1. The staffs in this workplace of interior decoration have to
work with equipment that could be hazardous for them. The managers give the names
of the tools and equipment which the employees have to work with. Employees also
provide their view on the involvement of workplace safety through active participation.
Hazards can be minimised through trust between two employees.
Objective 2: To explore of behavioural, situational and psychological aspects that can
jeopardise workplace safety
This objective has been met only in survey question 4 and interview question 2.
Through the secondary sources in the literature review, aspects of workplace safety
have been discussed. Safety aspects of the employees can be described as the first-aid
needs, major injury and a minor injury in the workplace. Behavioural safety of the
employees can be referred through safety measure in the workplace, specify desirable
measure and shape of safe performance. Psychological safety is about working without
stress in an interpersonal team.
Objective 3: To point out the challenges in the maintenance of safe and positive work
environment

43
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
This particular objective has been met on survey questions 8, 9, 10 and interview
questions 4. Managers specifically raised the challenges through descriptive opinion,
height; electrical wires, chemicals and equipment are the challenges for the staffs. In-
charges of the organisation have the rights to change the safety measures an
organisation does not provide the positive recognition when the employees do act
safely.
Objective 4: To devise interventions to address positive workplace safety
This objective has been partly met though interview question 5 when the
managers were asked about future planning of the workplace safety development. The
management is thinking about new rules, inspection committee and encouraging the
staffs to look into workplace safety.
5.3 Recommendations
1. The organisation should identify the hazards and risk assessment
The management of the organisation should make a team who can identify the
hazards in the workplace. In the interior designer workplace, hazards are surrounded by
space, home, environment and office where the staffs need to work and build safely the
construction. In interior designing, the staffs need to work on the basis of clients' needs.
Therefore, the management should understand the ergonomics and usability of the
staffs in using the equipment. Hazards identification will reduce the risk and it will bring
safety to the employees. The risk assessment will identify high, medium and low risks.
In Singapore, the laws are there to eliminate the risks. Evaluating the safety processes
each year is also needed.

44
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Activities Month 1 Month 2 Month 3 Month 4 Month 5 Month 5
Holding a
meeting
✓
Creating a
team for
health and
safety
✓
Hazards
identification
✓
Noting down
to hazards
✓
Evaluating
the safety
process
✓
Risk
assessment
✓
Table 4.1: Action plan for identification of hazards and risk assessment
(Source: Self-developed)
2. The organisation should develop written process and programmes
Management of my organisation needs to be accountable for neatly stipulating
safety requirements for the staffs to follow. This organisation does not have a clear set
of rules for the safety culture that can exhibit the employees' safety. The employees are

45
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
needed to be given workplace safety, activities related safety and environmental safety.
The organisation can develop written programmes on hazard communication, tag-out
programme, respiratory protection, bloodborne protection and emergency action plans.
Activities Month 1 Month 2 Month 3 Month 4 Month 5 Month 5
Understanding
safety
requirement
✓
Jotting down
the ideas
✓
Handling the
safety
requirement
points to team
✓
Written
programmes on
hazard
communication
s
✓
Giving
responsibilities
to develop
ideas
✓

46
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
Emergency
action plans
✓
Table 4.2: Developing written process and programme
(Source: Self-developed)
3.Management can educate employees about workplace safety
In my workplace, employees are not clearly aware of the fact of workplace safety
and health programme related to this. Employees should be aware of illness and
injuries that can occur from the workplace related issue. Management should follow
many OSHA standards and management needs to give training to the employees
regarding workplace safety. OSHA has already provided training guideline to the
employees. The management needs to uncover specific hazards and training should be
provided with regulation.
Activities Month 1 Month 2 Month 3 Month 4 Month 5 Month 5
Follow
OSHA
standards
✓
Setting
rules for
organisatio
n
✓
Provide
training to
✓

47
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
the
employees
Creating
employees’
awareness
✓
Uncovering
specific
hazards
✓
Monitoring
changes
✓
Table 5.3: Action plan for educating the employees
(Source: Self-developed)
5.4 Limitations
This study has been done in my workplace and I am already aware of some of
the practices. I have faced the limitations of time and budgetary constraints. I have had
a little time for research as I have to work and study. I have faced the pressure of
finishing the research on time. I have faced the monetary issue in doing research using
both secondary data and primary data. Accessing premium versions of the articles and
journals required money. I have selected only 55 respondents for the survey. If I would
have selected more respondents for survey and more managers for interviews, the
analysis could have been more accurate and error free. Handling a large amount of
data was a challenge for me.

48
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
5.5 Future scope of the study
This study is based on the development of workplace safety and I have not
analysed all possible aspects of workplace safety culture. I focused only on my
workplace and analysis was based on responses to the survey and interviews. My
research project can help the future researchers to research on ‘Behavioural and
Psychological aspects of safety in the workplace' or ‘Physical Hazards of equipment and
machinery.'

49
DEVELOPING A POSITIVE SAFETY CULTURE IN MY WORKPLACE
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Appendices
Appendix 1
Survey Questions Transcript
1. How long have you been working in this organisation?
 Less than 1 year
 1year- 3 years
 4 years- 7 Years
 7 years- 10 years
2. Which age group do you belong to?
 21-30
 31-40
 41-50
 51-60
3. How far do you agree that your organisation gives priority to health and safety in the
workplace?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

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4. What is the behavioural safety measure you find in the workplace?
 Measure safety
 Shape safe performance
 Specify desirable measure
5. Which involvement is most necessary for workplace health and safety system in your
workplace?
 Active participation
 Cooperation
 Communication
 Sharing information
6. According to you which one is the best safety competence in a workplace?
 Being a learning organisation
 Trust between staff at all levels
 Effective and integrated job and safety training
 Realistic and workable safety procedures
7. How far do you agree that staffs and supervisors have the information they need to
work safely?
 Strongly agree
 Agree
 Neutral
 Disagree