Managing Change: Human Fallibility and Just Culture

This essay discusses the term human fallibility and chances of increasing human errors in situations of risks. It further discusses reasons of being accountable of risks and human errors to both employees and employers, effectiveness of just culture and ways in which it can decrease human fallibility.

Managing Change

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Evaluation of applicability of human fallibility to the risk situation...........................................3
Perception of unsafe acts including person and system model....................................................4
Pros and cons of rule based behaviour........................................................................................5
Openness and transparency to manager errors by applying just culture.....................................5
Process of achieving organisational justice.................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Change management is a collective term for all approaches to support as well as prepare
teams and organizations in making organizational change (Dzwigol and et.al., 2019). This
present essay is going to discuss the term human fallibility and chances of increasing human
errors in situations of risks. It will further discuss reasons of being accountable of risks and
human errors to both employees and employers, It will further discuss effectiveness of just
culture and ways in which it can decrease human fallibility. Along with this, it will discuss
effectiveness of promoting an open communication as one of the best ways of establishing just
culture.
PART 1
Evaluation of applicability of human fallibility to the risk situation
Fallibility means to make the errors and other thing which can ruin other process. it is the
human tendency to made mistake, humans are fallible and it is difficult to grasp. Having a
limited knowledge which limits the person to analyse what they do not know, therefore
reasoning processes are mostly prone to different distortion form. thus distortion and biases
restricts the humans to overlook their self-partiality (Shortree and Moodie, 2020). Arrangement
of society is systematic inevitably which implies that some people have the rights to make
decision and its impact can be seen on other people as well. An example for risk situation if the
organization has certain standards regarding their working policy, as to laying out the task in
certain duration what if employees missed the deadline and if they have completed the task with
low quality, it ultimately affects the business performance.
Human errors and detection approach
There are two types of human fallibility which are-

Human error: Even the knowledgeable and most experienced person can also make this
mistake such error are skill based error and other mistakes. For an example at working site
worker do not wear the safety equipment such situation is life threatening. To use the right
method on the wrong object also cause the damages. To prevent from all these, an organization
can proceed to educate all their employees and to monitor the process for avoiding any risk
situation. Mistakes are those which seen in decision failures, sometimes it is rule based and
knowledge based mistakes.
violations: Those errors which made intentionally for an example employee deliberately
not follow the health and safety rules which invites the biggest risk situation for them. It can be
understood as what if the site in charge allow the person to carry out scaffolding work who don’t
know how to operate with such machines (Boscaljon, 2021). Therefore, it is up to the firm to hire
the responsible person for their work and to educate them about the policies in order to prevent
from any vulnerable situations. For workers’ productivity, management need to ensure that
employee is not feeling pressured that lead them to cause failure in their work.
Fallibility is challenging for the work place; it creates the negative environment which
restricts the firm to follow their successful path.
“In a perfect world there is no accident but reality is this world is not perfect”
“There is no rule which makes the person to walk by own they must have to do things
even if they fall many times”
In an organization when there is situation associated with the employee who have
insufficient knowledge and lazy attitude, that is the case of fallibility. Other risk situations are
insufficiency in collecting the data that drives problems in decision-making process, it also leads
delays in data reporting. There is no one who do not make mistake, it just the human ability to
cope up the issue and turn back the things in right order (Holtman, 2020).
Perception of unsafe acts including person and system model
Unsafe act within organisations refers human errors and violation and it is just
consequence that determine whether an act is unsafe or not. Some human made mistakes that
lead unsafe acts include: working at unsafe speed, working without warning, working dangerous
equipment, distracting, abusing and failure to use PPE (Zhang and et.al., 2020). Some unsafe
condition that can also lead unsafe acts include: absence of required guards, having sharp objects
without safety, no PPE at workplace and unsafe processes.

On the basis of above discussed concept and the term of unsafe acts, it can be said that
human error problem or unsafe acts at workplace can be viewed in 2 ways such as: person
approach and system approach. As per the person approach, employers and colleagues blame
others for forgetfulness, inattention as well as moral weakness. Whereas, system approach
focuses on workplace condition under which individuals work and build defence to avert errors
and decreasing their impacts (Ding and et.al., 2018). Overall, it can be said that within person
model and approach, unsafe acts are being viewed as aberrant mental processes like carelessness,
poor motivation and negligence. And system approach or model believes that human are fallible
and errors are viewed as consequences rather than causes.
Pros and cons of rule based behaviour
In regard to rule based behaviour, it can be said that it refers behaviour in which person
follow written or remembered rules. When individuals use written checklists and guidelines for
performing any task like repairing machineries.
 One of the main advantages of this rule based approach is availability.
 System placed at work and working a per this behaviour can be cost effective.
Disadvantages:
 There is not a rule for every situation.
 It can stifle creativity.
Openness and transparency to manager errors by applying just culture
In regard to just culture, it can be said that it refers a system of shared accountability in
which companies need to be responsible for the system that have placed. Companies also need to
respond employees' behaviour in a fair manner. It is stated that as per this culture, employees and
companies both need to be accountable and accept their mistakes. Employees and companies
both need to improve system. By implementing just culture, employers can maintain the need for
an open and honest reporting environment with the end of quality learning environment and
culture as well. In other words, it can be said that it is an effective process by which employers
can manager human fallibility via effective system design as well as behavioural choice that
people have within their organization. Employees make mistakes while performing functions and
competing tasks, but they do not accept it their mistakes as they state that it is all because of
system that has been placed within organizational culture (Amalia, 2019). It is believed that

when employees do not become accountable for their mistakes and system that has been placed
within culture then it will not make any positive changes. It will hurt quality of products and will
affect overall performance. So, for this reason, just culture has been established in order to make
it accountable and open for all.
In other words, it can be said that just culture refers fair culture where employees are
being empowered to proactively monitor as well as participate in safety efforts. The main aim of
establishing this type of culture is to decrease errors and making employees accountable for their
mistakes. Improvement opportunities can also be uncovered when manager and employees both
become accountable and try to identify reasons of such behaviours and why employees are using
shortcuts. Shifting from blaming individuals at workplace to looking at the system as a whole in
culture can make workplace productive and enjoyable.
So, on the basis of above meaning, it can be said that managers need to implement this
just culture that can foster an environment where employees can disclose and discuss their
mistakes freely without having fear. Some ways of establishing just culture include:
Openness: Openness is one of the main keys and principle of just culture and by
encouraging an open communication of error in a non-punitive environment, just culture can be
established. In addition, it can be said that just culture is not a tool and it is not limited to certain
aspects of the work as it must permeate the organization, So, in this context, it can be said that it
is a shared mindset of employees and employers that asserts that everyone within organization
needs to focus on learning from errors rather blaming (Sieberichs and Kluge, 2021).
Shared recognition: By recognizing and encouraging employees to identify reasons of
mistakes, just culture can be established. It is important for managers to make employees feel
valued and not ashamed. They need to tell their employees that adverse events may be
multifactorial as processes and systems both play a vital role in increasing the occurrence of
individuals' human errors. When manager recognize this then it makes employees feel free at
workplace, and they are more likely to share their views and feelings about human errors. It can
help managers out in taking decision and solving problems. There are some elements and
principles that need to be considered for establishing just culture such as: using a transparent
approach, putting appropriate policies at workplace, acting on data, focusing on just culture
rather focusing on others, committing necessary resources and using validate tools.

In addition, it is also stated that creating and implementing the concept of just culture is
not one that happens overnight. There is requirement to make an effective planning and building
an infrastructure to embed this methodology. It needs proper time and planning otherwise, it may
lead risks and problems. Overall, it can be said that by establishing this just culture as well as
transparent environment, employees can be encouraged to report their mistakes and improves the
quality of products. Along with this, employers can provide proper training and can make them
aware about this culture. Manager needs discuss reasons of being accountable as well as
discussing their views and errors with managers. By doing so, just culture can be established and
safe workplace can be developed. There are number of advantages that companies can take by
establishing this culture such as:
Improves quality of products: One of the main benefit of establishing just culture is
improving quality of products and services. When employers focus on identifying reasons of
human errors then it helps them out in taking actions for mitigating risks in an effective manner
(Dekker, 2018). When employers do not blame employees and encourage them for identifying
reasons and being accountable then it makes them feel valued, and they are less likely to commit
the same mistake again in the future that can lead quality.
Increase customers' satisfaction: When employees become accountable, accept their
mistakes and help out employers in solving problems then it protects companies from
committing the same mistake again in the future. It can improve quality of products and services.
By providing qualitative products and services to customers, they can increase customers'
satisfaction. It can increase customers' retention rate. When customers stay with business for the
long run then it improves image of company, and they find easier in taking competitive
advantages and becoming the market leader as well (Vander Weerdt, 2018)
Better morale and higher productivity: It is stated that just culture refers safe culture
and when employees work at safe environment then it improves their performance. Being
physically and mentally fit is vital as it can make employees feel refreshed and energetic at
workplace. When employers encourage employees to become accountable and mitigating risks
by denitrifying them then it can boost their confidence. It can give them a sense of belongingness
and motivated employees are less likely to switch organization. It can improve their overall
productivity and morale. Within this just culture where employees hold each other accountable
and become aware as who their own behaviour can affect others, can boost their morale and

confidence. Employees feel less stressed at such workplace, and they become loyal towards their
company. This loyalty makes employers able in accomplishing their goals. It can improve work
flow of employees.
Process of achieving organisational justice
As per this culture, employees are being encouraged to recognize problems, analyse,
discuss and disclose openly by which appropriate actions can be taken in a timely and effective
manner. For this purpose, managers need to move beyond from blame and shame approach to
dealing with mistakes and errors, explained and shared by employees. For example: if employees
take shortcut in order to complete their given tasks in a timely manner then rather blaming them,
managers need to take appropriate actions. It is important for managers to make employees
aware about this and let them know about consequences of such behaviour. By guiding and
providing proper training to employees’ behaviour of employees can be changed, and they can
be made professional (Burns and et.al., 2019).
By establishing fair procedures while allocating rewards, providing detailed explanation
to employees for decision procedure, communicating directly with employees and by
implementing anti-discrimination policy, organisational justice can be achieved. In addition, it
can be said that organisational justice and just culture change the way employees as well as
employers look at their system. It is not an easy task and companies need to have an effective
leader who can inspire and encourage employees for accepting their mistakes and solving them
with effectiveness. Everyone needs to focus on finding reasons of human errors rather than
punishing and blaming employees. When employers do this then it can make employees feel
valued and increase trust among them (Amalia, 2019).
CONCLUSION
It has been summarized from above essay that just culture plays a vital role in decreasing
human fallibility and human errors within organization. It has discussed some consequences and
negative impacts on human fallibility and poor organizational culture. It has further discussed
some principles of just culture as well as effectiveness of establishing just culture within
organisation. Accountability of both employees and employers can make positive changes at
workplace. It has shown some better ways of establishing just culture. An open communication
at workplace plays a vital role of solving human errors in a timely and effective manner.

REFERENCES
Books and Journals
Amalia, D., 2019. Promoting Just Culture For Enhancing Safety Culture In Aerodrome Airside
Operation. International Journal of Scientific & Technology Research. 8(10). pp.260-
266.
Boscaljon, D., 2021. Fallible Pedagogy. Paul Ricoeur and the Hope of Higher Education: The
Just University, p.97.
Burns, J. and et.al., 2019. Just culture: practical implementation for radiologist peer review.
Journal of the American College of Radiology. 16(3). pp.384-388.
Dekker, S., 2018. Just culture: restoring trust and accountability in your organization. Crc Press.
Ding, L. and et.al., 2018. A deep hybrid learning model to detect unsafe behavior: Integrating
convolution neural networks and long short-term memory. Automation in
construction. 86. pp.118-124.
Dzwigol, H. and et.al., 2019. Formation of Strategic Change Management System at an
Enterprise. Academy of Strategic Management Journal. 18. pp.1-8.
Holtman, K., 2020, September. Towards AGI agent safety by iteratively improving the utility
function. In International Conference on Artificial General Intelligence (pp. 205-215).
Springer, Cham.
Shortreed, S.M. and Moodie, E.E., 2020. Comment: Automated Analyses: Because We Can,
Does It Mean We Should?. Statistical Science. 35(3). pp.499-502.
Sieberichs, S. and Kluge, A., 2021. How Just Culture and Personal Goals Moderate the Positive
Relation between Commercial Pilots’ Safety Citizenship Behavior and Voluntary
Incident Reporting. Safety. 7(3), p.59.
Vander Weerdt, C., 2018. The path to benefits: Investigating the role of organizational culture
Zhang, J. and et.al., 2020. Mediating effect of risk propensity between personality traits and
unsafe behavioral intention of construction workers. Journal of construction engineering
and management. 146(4). p.04020023. toward information system
benefits (Doctoral dissertation, Kent State University).