Managing Change: Human Fallibility and Just Culture
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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.
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Managing Change
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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 Unsafeactwithinorganisationsrefershumanerrorsandviolationanditisjust 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.
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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. ď‚·One of the main advantages of this rule based approach is availability. ď‚·System placed at work and working a per this behaviour can be cost effective. Disadvantages: ď‚·There is not a rule for every situation. ď‚·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 mistakesandhelpoutemployersinsolvingproblemsthenitprotectscompaniesfrom 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
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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 toemployeesfordecisionprocedure,communicatingdirectlywithemployeesandby 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 convolutionneuralnetworksandlongshort-termmemory.Automationin 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. InInternational 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 RelationbetweenCommercialPilots’SafetyCitizenshipBehaviorandVoluntary 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).