ADM 4336 Study Guide Questions Full

Training > Instructional systems design model of training describe each step in detail > Phase 2 Training Design and Delivery > Delivery > Health & Safety Training Delivery Methods

(2 large categories: participatory methods, active style engage employees, focus on application rather than retention, problem solving; debates; case studies; role plays; simulations, and lecture style/independent learning methods where not actively engaged but need it for info gathering, knowledge sharing; skilled trainer makes all the diff here) Ideally not doing all one or two, but combination to tailor modality to what content is required

Incident investigation > theories that guide incident analysis

(reasons we have to take into consider all the events that lead to the event) Work backwards to see what factors result in the issue Once data are collected, analyze information to identify cause domino theory, swiss cheese model, bow tie analysis

Training > Instructional systems design model of training describe each step in detail > Phase 3 Evaluating the Training Program > Training Evaluation: Measurement Tools

(ways to assess the four criteria above) Reactions to training using surveys, interviews, focus groups Trainees' mastery of information presented When task simulation is incorporated into training, evaluators can assess trainees' performance during the training program On-the-job behaviour using self-report inventories in which trainees rate own behaviour or supervisors complete a report on trainees' actions when performing the task in question Observe employees' on-the-job performance

Training > Instructional systems design model of training describe each step in detail > Phase 2 Training Design and Delivery > Delivery > Training methods

-On-the-job training: Job instruction Performance aid Job rotation Apprenticeships Coaching Mentoring -Technology-based training: Web-based Video/television CD/DVD Teleconference -Off-the-job training: Lecture Discussion Audio visuals Case incident Behaviour modelling Role-play Games Simulations

Emergency planning > explain in detail the necessity of having an evacuation plan

Every worker in the plant must know exactly where to congregate when the need arises good for any reasons behind evacuation; everyone must know how to do, and ppl of authority must be able to guide ppl

Motivation > Motivating Safety Behaviour > methods

Goal setting theory, self determination theory, reinforcement theory

Motivation > what has the biggest influence on safety climate?

Leader and org committment/manager commitment

Training > Instructional systems design model of training > 3 core steps

Most of the fails are because there was no system in place, or the system was lacking important steps; need training design system 3 core steps: 1) Needs analysis 2) Design and delivery 3) Evaluation

Motivation > Motivating Safety Behaviour > Explain how goal setting and feedback influence safety behaviour > Locke and Latham's goal setting theory

Must be difficult, challenging Must be achievable Must be specific and identify specific behavior like perf standard, how many times behavior should occur Individuals must accept the goal, be public about it, commitment Feedback must be available to you

Training > Instructional systems design model of training describe each step in detail > Phase 2 Training Design and Delivery > training design requirements

Training objectives Trainee readiness Principles of learning Delivery

Training > Instructional systems design model of training describe each step in detail > Phase 2 Training Design and Delivery > training design requirements > Principles of learning

Use themto encourage the transfer of training and apply to work Setting specific goals and making sure they're SMART, is material presented logically and meaningfully, is there acted out desired behaviors so ppl can see it, consider individual differences, active practice and repetition, case studies, whole vs part learning, mass vs distributed learning (less fatigue), feedback so they know what they did well

Training > Training: fails and wins

Wins Interactive and assess info at the end (knowledge check, make sure we learned something) Knowledgeable and passionate instructor can make or break it Engaging content; shouldn't be too theoretical Fails Face validity: extent to which people feel like it can translate or be helpful; if it feels too simplistic or silly to translate from training to workplace environment, lacks the potential to transfer Bad training can lead to cynicism on what you're trying to train people on Eg makes you feel like they're not taking it seriously Cramming content in 1 day (information overload), badly made (grainy videos from ages ago) Poor channels Webinars (not human, like opportunity to talk to people, so artificial, bad for non verbal feedback) Relevance (make sure that certain roles only take the more advanced training) Long pages to read Old videos, bad acting

Emergency planning > What is the five stage crisis management model

all about the two spheres of prepare and response 1. Signal Detection: targeted at prevention; recognizing that a disaster is imminent or possible, doing the risk calculation (biggest risks to Ottawa generally, what are my biggest risks, what needs to be done) 2. Preparation: recognize problems, what are we going to do about that. Adopt crisis management mindset by senior management; create a response plan, be agile, think about graceful degradation vs annihilation 3. Damage Containment: in the middle of emergency, how are we responding Most of the time, budget, energy goes here (if prep goes well, this part is more likely to go well, ppl are more likely to have affective commitment towards org; depending on org's ability to communicate and provide support, stress interventions etc.) 4. Recovery: short and long term plan to resume business as usual or close to it 5. Learning: assessing incident with a view of improving operations and procedures; about learning what went well and what didn't, and how to improve going forward

Emergency planning > How to avoid liability and fulfill moral duty?

by preparing and responding Preparation: Liability may increase if they fail to plan; legally, but also morally should protect people's jobs, their families, keeping ppl employed Response

Motivation > Motivating Safety Behaviour > Explain each component of self-determination theory and how they related to safety motivation > extrinsic motivation

external forces (instrumental reasons) are affecting behaviour Introjected regulation: getting others approval or avoiding guilt (wear PPE bc manager will be impressed, or he will bully me) External regulation: gain rewards, avoid punishments (if/then)

Emergency planning > Describe the content of an emergency plan

hazard evaluation: evaluating specific hazards for your specific area e.g. flammable solvents, how to store in event of fire/earthquake, who's in charge of what. evacuation plan authorities: ministry of labour, police, fire department. Should know who to contact in terms of emergency responders. supplies and drills: Supplies (emergency first line equipment, first aid, fire extinguishers; should be well defined and easily accessible). Drills (need training, unannounced drills), rehearsals are imp part of training/remembering/creating schemas and maps to respond

Emergency planning > What should organizations consider regarding emergencies?

must consider potential for disasters and the consequences (risk analyses; analyzing probability and the consequence eg tornado); safety = area to engage in disaster planning and emergency management so safety programs related to disaster planning and response = critical to survival for organizations + not just about surviving but also thriving (financial, legal moral, and keeping ppl hired, increasing profit, etc.)

Incident investigation > Investigative methods > Explain the concept of interviews

on the spot, as soon as possible right after the event, as close to the facts as possible; interview separately, put them at ease, neutral location, confidentiality, don't ask leading questions, ask questions without interrupting train of thought, give them feedback, be grateful for time and convey that (contribute to safety climate)

Training > Instructional systems design model of training > explain diff levels of needs analysis > > Phase 1 Needs Analysis > 1. Org Analysis

overarching framework that evaluates diff characteristics of the org. An analysis of the entire organization, designed to examine resources, strategy, and environment to assess the organization's support for training. Can identify the health and safety areas that need knowledge and skills improvement and that may be targets for a training program → to what extent the org can support that skill development/knowledge growth Successful programs, esp health and safety, need to align with strategy of org Otherwise end up with health and safety track and performance track; not productive or safe Must be embedded in production and performance strategy Can't operate separately, must be together Highlight any constraints that may limit the success of a training program before training is designed and delivered "Trigger" (need for change) "Feasibility review" Study of whole organization

Training > Instructional systems design model of training describe each step in detail > Phase 3 Evaluating the Training Program >Identify the different evaluation metrics used to determine the success of occupational health and safety initiatives

(Ideally use a variety of metrics bc otherwise just seeing one piece of the puzzle, so u can see full image of HS) Eg if lots of close calls but no injuries, why? Getting injured and not reporting? Incident, injury, and fatality rates: Programs should contribute to reduced accident, injury, and death rates Incidence of close calls Occur when accidents or injuries are narrowly avoided Effective safety training programs should reduce the number of near misses Incidence of lost-time injuries Absenteeism Workers' compensation claims and costs Successful training programs should decrease incident and injury rates Employee benefit costs Effective safety training can contribute to reduced use of programs such as physiotherapy and occupational therapy Safety inspection reports

Training > Instructional systems design model of training describe each step in detail > Phase 2 Training Design and Delivery > Delivery > Characteristics of instructor

(can make boring material more interesting and engaging) Knowledge of subject Adaptability Sincerity Sense of humour Interest Clear instructions Individual assistance Enthusiasm

Incident investigation > Who Investigates?

(depends on size of org, also on expertise of managers and officers and severity of the situation) Supervisor Technical advisers and specialists Safety and health officer Safety and health committee or representative Safety team

Emergency planning > explain in detail the three phases of an emergency plan > contact > How to do first aid

(knowing who's responsible for what, who has a first aid kid, is there a hospital on site, defibrillators, masks, CPR, etc.) Exact legislative requirements vary according to: Jurisdiction Number of employees in the workplace The nature and danger of the work Distance to the nearest medical facility Regulations specify: The number of trained first aiders Level of training required Amount and type of equipment

Emergency planning > explain in detail the three phases of an emergency plan > contact > What are 4 fire control methods

(the more you can do to prevent the fire the better; prevent before it spreads thru engineering controls, barriers for eg) Structural design: Standards for the construction of buildings are detailed in the federal and provincial or territorial fire codes, as well as in fire marshal and building codes and regulations Barriers: Walls and floors can delay or prevent the spread of fire Detection and suppression: Most buildings have a detection system that senses heat and smoke Storage: Combustible materials should be rated and stored in separate or isolated areas

Incident investigation > what are critical factors in the investigative process?

-Timing: Time affects several types of information Should happen as quickly as possible after incident bc ppl forget, talk about it, influence each other -Severity: Given that investigations are time consuming, companies tend to examine only those incidents that have the most serious consequences -Legal requirements: Depending on the seriousness of the incident, the presence of an injury, and the jurisdiction in which the incident happened, employers have reporting requirements to fulfill. Certain types of events-those in which an injury requires medical aid or results in lost time, for instance-must be reported to a workers' compensation board, normally within three days. Forms are supplied by the board.

Emergency planning > what is the role of the government in the emergency response process?

1. Local emergency organizations (e.g., municipal emergency services) respond. Boots on the ground employing fire departments, local paramedics, police officers etc. aware of vulnerabilities in the area. 2. Each province and territory has an emergency measures organization (EMO) that is tasked with managing large-scale emergencies eg COVID, tornadoes, major flooding 3. The federal government and its agencies may become involved in emergency response efforts, depending on the nature of the disaster (severity, spread, localization; 90% of communities or 20%)

Emergency planning > Describe the steps of an evacuation plan

1. The site must be divided into small, related areas. The workers in each area must be identified and trained to recognize and remember workers who are not part of their section. 2. Outside the building and away from any roadways there should be assembly points that allow for the movement of emergency vehicles. 3. Once every employee has been accounted for and the extent of the emergency has been determined, employees can be instructed to return to work or to go home and report when called. 4. Any critical equipment or process that may increase the overall risk of the emergency should be addressed. 5. The end of the emergency can be called only by the senior person responsible for the operation's emergency procedures. 6. A post-evacuation assessment must be done to identify problems in the evacuation plan. Remedial measures can then be taken. Why did it work, why didn't it.

Incident investigation > What are the steps of an incident investigation?

1. secure the scene (e-The initial response to an incident should be to secure the scene-ensure that injuries are treated, that individuals are evacuated if necessary, and that immediate steps are taken to control hazards. The investigator will also need to ensure that the scene of the incident, and any relevant evidence, is protected until the investigation is concluded. The incident should be reported as soon as possible) 2. gather evidence (After the scene is secured, the investigation should commence immediately. The investigator will want to gather evidence including witness reports, pictures, and physical evidence- before too much time has elapsed or the scene of the incident is disturbed) 3. analyze info (Information must be collected in order to identify the probable cause(s) of the incident. Rarely will an incident have just one cause, and it is important to consider the contributions of human, situational, administrative, and environmental factors to the incident.) 4. report results of it (Reports must be made to the relevant authorities. Internally, this may be to a JHSC or to a health and safety coordinator; externally, this may be to the Department of Labour or the workers' compensation board.) 5. make recs (A primary reason for conducting an incident investigation is to prevent the recurrence of incidents. Every incident investigation should result in specific recommendations to ensure that similar incidents are not repeated) 6. follow up (The process does not stop with making recommendations. The JHSC or its designate needs to follow up to ensure that the recommendations have been implemented and to assess whether they are achieving the desired effects.)

Emergency Planning > Recent examples of emergencies

1998 ice storm in Ontario and Quebec September 11, 2001, events Anthrax-related scares Outbreak of SARS in Canadian cities Predicted H1N1 pandemic of 2009 Hurricane Juan in Nova Scotia in 2003 Fort McMurray wildfire in 2016 Pandemic

Motivation > From Motivation to Action: Increasing Opportunity for Safety Behaviour > Safety leadership > Active transactional leadership

A form of leadership based on the foundation that leaders actively communicate to followers the tasks that are required to meet expectation Articulate the tasks that are required to meet safety expectations (giving them tools to meet expectations, putting in place consequences when they are/aren't met) Effective methods: contingent reward (ABC model, consistently, timely, positive/negative but mostly positive) These are associate with fewer injuries, more safety compliance and participation

Training > Safety training: Canadian statistics

A study of nearly 60,000 Canadian workers reported that only 12% of women and 16% of men had received workplace safety training in the previous year Why? Men tend to be in higher risk industries and roles than women Is it a problem that only certain types of jobs e.g. high risk receive occupational health and safety training while others don't? Reality: Yes. Anybody could be hurt in any workplace. When you don't know what could potentially be dangerous, or when you get complacent about potential hazards, don't think about them or don't know they exist eg leading cause of slip and falls Ppl not being trained, not learning how to lift → main cause, back pain

Motivation > Motivating Safety Behaviour > Describe behaviour modification approaches to motivating safety > ABC model

ABC Model = Antecedent → Behaviour → Consequence Any behaviour occurs because incentivized to do it Events trigger the behaviour (antecedents) Results follow the behaviour (consequences/outcomes) (rewards, prizes, money, recognition, praise, bonuseses, better safety records, etc.) To change behaviour, must intervene before or after it occurs

Motivation > Motivating Safety Behaviour > Describe behaviour modification approaches to motivating safety

Also known as reinforcement theory Power of external rewards and punishment Likelihood of an act being performed again is determined by its current consequences: Increase when current performance of that behaviour is followed by reinforcement (reward) Decrease when current performance of that behaviour is followed by punishment Eg manager compliments your safety, more likely to do it later

Incident investigation > analyze the situational factors contributing to accidents

An analysis of the unsafe conditions that led to the incident is a critical step in an incident investigation. The equipment and tools must be examined. Was the machine operating in a satisfactory manner? Were all the control and display positions working and ergonomically sound? Were the safety measures satisfactory and functioning? Does an analysis of failed materials or equipment indicate how the incident happened? What was the site or location of the incident? • What tools, equipment, or objects were involved in the incident? • Was the correct equipment available and being used to do the job? • What personal protective equipment (gloves, goggles, etc.) was being worn? • Were guards in place? • What time of day did the incident occur? • What shift was being worked?

Incident investigation > Investigative methods > Explain the concept of a walkthrough survey

At the beginning of an investigation, an overall picture of the total environment is achieved by means of a walkthrough. Observation of causal factors, physical conditions, and work habits will help the occupational health and safety specialist identify potential causes of the incident. Because the manager may not be totally familiar with the details of the operation, the specialist should turn to the supervisor for any necessary information.

Motivation > Motivating Safety Behaviour > Describe behaviour modification approaches to motivating safety > why is behaviour modification the core of reinforcement theory

Bc you're trying to modify behaviours by introducing external stimuli Behaviour modification isn't just about behaviour, can sometimes change behaviour without changing the attitude If no one knows why they're being rewarded or not → people lying about injuries to get the rewards; measure on diff incentives Monitor attitudes and the behaviour itself

Motivation > OHSMS Standards > What does effective OHS policy look like?

Be written and signed by CEO or president of organization Be publicized and made available to all employees Outline purpose of program and define involvement and responsibilities of all employees Be developed in consultation with employee groups, otherwise often shortsighted and ineffective

Motivation > Motivating Safety Behaviour > Describe behaviour modification approaches to motivating safety > ABC model > before, after

Before: antecedents (before); environment After: outcome/consequence (most are done this way). Characterized by: Positive/negative (good or bad thing) Immediate or delayed (praised right away or after 5 weeks) Certain or uncertain (consistency, if not it's not reinforcing anything) Behaviour that's followed by immediate, positive, and certain consequences = more likely to occur again, while negative, delayed, uncertain consequences = not likely to happen again Less trust, morale drop, if consequences aren't followed through (incentivized, lower safety performance) and outcomes must be meaningful and desirable or undesirable in terms of punishment (must mean something)

Motivation > Motivating Safety Behaviour > Explain how goal setting and feedback influence safety behaviour

Behaviour is motivated by internal intentions, focused on antecedents of the behaviour (controlling it before it occurs) Predict it by manipulating environment Involve employees in goal setting → more levels of engagement and participation Consequences control, goals guide behaviour Less about response and more how to ensure that positive behaviours occur in the first place

Motivation > OHSMS Standards > Plan-Do-Check-Act

CSA-Z1000-14 - Based on the Plan-Do-Check-Act continuous improvement model to help stay ahead of integration of OHS into every day business practices / strategic planning Plan: consider hazards and risks, legal requirements, OHS goals, risk assessments Doing: ongoing safety activities; how are we controlling for risks we've identified/hazards we've identified, emergency preparedness Checking: investigating incidents, monitoring issues, audits, engaging in behaviors to help us recognize that we have to start planning again Acting: are we taking info we gained thru planning, doing, checking processes → changing so we're in a better place?

Training > Instructional systems design model of training > discuss each phase > Phase 2 Training Design and Delivery questions to ask

Can we design and deliver the training effectively? It's all about decision making... 1. What are the training objectives? 2. Will the training be designed or purchased? 3. What is the appropriate content of the training? 4. Who will receive the training? 5. Who will deliver the training? 6. Where will the training take place? (now must consider online vs virtual)

Emergency planning > explain in detail the three phases of an emergency plan > post contact > Discuss post contact efforts of helping individuals deal with the stresses associated with emergency situations and getting back to normal operations > CISD

Critical Incident Stress Debriefing (CISD) Focused on providing victims with an opportunity to discuss experiences and reactions to a traumatic event May involve psychologists providing assistance immediately following a traumatic event to help ppl get back to normalcy Success factors: confidentiality, give ppl opp to talk abt experience and emotional experience, assess injuries and symptoms, provide support/info on coping that can be available long term

Training > Instructional systems design model of training describe each step in detail > Phase 3 Evaluating the Training Program > Kirkpatrick's Hierarchical Model (wat are the types of criteria that should be used with any training program?)

Did I learn? Criterion 1: reactions (did people like it, feel satisfied with what they learned, enjoyed the experience?) eg evaluations at the end of the semester Criterion 2: Learning (did you acquire skills? Could do pre and post test) Criterion 3: Behaviour (transfer of training; more likely to learn it if you liked it, more likely to transfer; can ask once you're back on the job, perf ratings by managers) Criterion 4: Results, or Return on Investment (ROI) (injury or accident rates for eg; metrics, revenue generation, cost savings, turnover, etc)

Motivation > OHSMS Standards > Policies

Eg bullying, harassment, sexual harassment policies (must be written down, signed by CEO, not just HR/operations/safety ppl) Signals that it matters to whole org, business, not just one party

Training > Instructional systems design model > explain diff levels of needs analysis > Phase 1 Needs Analysis > 1. Org Analysis > example of bad org analysis

Eg examining safety climate for mental health awareness to examine the extent to which org can support mental health awareness training for managers/emps Need to gauge current psychological safety climate in the org/general Ppl afraid to talk about mental health? Feeling stigmatized or discriminated against? Is my job in jeopardy? Seen people being discriminated against? Training probs won't be all that effective bc they don't trust that other ppl in the org care Instead, might be better to talk about management to put policies, train managers to not be stigmatizing, ensure no discrimination; other things before training If not ready, about getting org ready for training

Training > Instructional systems design model of training describe each step in detail > Phase 2 Training Design and Delivery > training design requirements > Trainee readiness

Employee characteristics (e.g., abilities, motivation, attitudes, experience). Work environment (e.g. resources, lack of time for the training; are employees being paid to attend, or in their own time? Social support; how much does org/manager support you in attending the training). Combo of ppls individual characteristics and the work environment Emotion contagion: if person delivering is passionate, more likely to have good attitudes and take it seriously Self efficacy: feeling like you understand, translate to behaviour (predictive of performance, studying; not enough to believe you'll do well, but if you do, more likely to put effort in)

Training > Criteria for effective training related to OHS

Engaging Maximize participant learning (from legal perspective0 Meticulously documented including current certifications (from a legal perspective) so as an org know what certifications are required, types of equipment, certified to use it, when is it expiring

Incident investigation > analyze the environmental factors contributing to accidents

Environmental factors such as light and noise may increase the likelihood that an incident will occur. What about the environment could have led to this situation e.g. light, noise?

Motivation> Explain the role of organizational support for safety in contributing to safety behaviour

Even when workers are well trained and highly motivated, they may not perform safely on the job. Workers also need to have an opportunity to perform safely through the provision of resources and organizational support. Management must demonstrate a commitment to health and safety and communicate it throughout the organization. Management commitment to health and safety is a key requirement for improved workplace health and safety (managers who are committed to health and safety can help create opportunities for employees to engage in safety behaviours). By sending a strong message about the importance of health and safety in the organization, by holding individuals responsible for their own and their subordinates' safety performance, and by taking safety concerns seriously, managers establish an orientation toward health and safety that allows individuals to perform their jobs safely.

Emergency planning > explain in detail the three phases of an emergency plan > contact > Identify and describe the principles of fire prevention and suppression

Fuel, oxygen, and heat must come together to make a fire If you can eliminate one of these, can extinguish a fire Need plans to address each element of the tetrahedron Can contact fire department to get information and can train them on storage of chemicals and procedures Part of the org fitting within the municipal government table in notes for suppression techniques for each type of fire

Emergency planning > Explain how individuals and organizations can create emergency plans that help protect health and/or safety > graceful degradation and agile restoration

Future proofing approach is based on notion of graceful degradation and agile restoration (ability to identify an event, predict the likelihood it will occur, establish minimum functionalities in worst case scenario, how to keep going for eg, and how to bring back to normal functionality) Eg alternative offices, restoring data, offsite centers, got back running in a day or two while others didn't at all

Motivation > From Motivation to Action: Increasing Opportunity for Safety Behaviour > Video: Taking time to take care - how does it illustrate a safe climate?

Gesturing and helping each other visually, when button is pressed everything stops, everyone is responsible for everyone else Fix problems, support each other

Training > Instructional systems design model > explain diff levels of needs analysis > l > Phase 1 Needs Analysis > 2. Job/task analysis

Here, a stop work would be a good place to get the org ready to adopt training Process of determining content of the training program and what it should include based on job descriptions, employee input, understanding what needs to be trained/how you'll train it Component of the training needs analysis process during which the jobs and specific job tasks that are in need of training are identified and studied If people using machinery, what training needed to use it safely? What if it goes wrong? How to stop a machine when it malfunctions? Training to identify gaps and hazards in the immediate environment Starting point involves identifying the jobs to be targeted for training How to recognize hazards and KSAOs required for those jobs / to do those tasks (and making sure ppl have KSAOs to do the tasks safely) Some forms of training, such as a basic safety orientation or a seminar on the role of health and safety committees, will apply to employees in many positions within the organization Targets for training (jobs) Job shadowing

Motivation > From Motivation to Action: Increasing Opportunity for Safety Behaviour > Safety leadership > Transformational leadership

Highly effective approach to leadership that emphasizes employee well-being and is characterized by idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration Emphasizes employee well-being and championing safety

Motivation > From Motivation to Action: Increasing Opportunity for Safety Behaviour > Safety leadership > Transformational leadership effective methods

Idealized influence: role models, admired and trusted; people will see and follow Inspirational motivation: communicate high expectations, ubt providing a snes eof meaning; hard road will mean something, bigger than you Intellectual stimulation: creativity, status quo, when opp to be more safe, opp to encourage safety Individualized consideration: showing people you care about them as more than a worker

Training > Instructional systems design model of training describe each step in detail > Phase 2 Training Design and Delivery > training design requirements > Training objectives

Identifies the goal of the training for the training audience. Formal objectives = offer benefits. Best if they're specific and should be reflected in evaluation so we can know how well did we meet the objectives

Wellness programs > Explain the importance of systematic evaluation of worksite health promotion and family friendly policies

If manager and comm around leadership is you can't take flex time if I can't, not going to work bc policies only work when there's a system in place that allows them to work

Training > Instructional systems design model of training describe each step in detail > Phase 2 Training Design and Delivery > Delivery

Implementation, instructor characteristics, method of delivery, medium of delivery (e.g., virtual, in-person) Culmination of all background work; delivered virtually, simulation, lecture, hands on What methods to make it as effective for content we'll deliver

Emergency planning > explain in detail the three phases of an emergency plan > contact > What are the four stages of fire

Incipient: source of ignition, spark, fuel comes together Smoldering: oxygen and heat are present, causes heat to rise Free burning: flames appear Risk of uncontrolled fire increases significantly after this stage, try to control before this Uncontrolled fire

Training > Instructional systems design model of training > explain diff levels of needs analysis > Phase 1 Needs Analysis

Initial stage of any training / training development process, helps determine nature of problem at hand Largely meant to identify what the problem is, where we are, where we want to go, and is training the thing we need to get from where we are now to get to the desired state (will training meet these needs) Continuous feedback loop, doesn't just end after evaluation Typically 3 levels of needs analysis; helps determine nature of problem at hand (what is the problem, where are we now, where do we want to go, and is training the solution) (organizational analysis, job/task analysis, personal analysis)

Motivation > From Motivation to Action: Increasing Opportunity for Safety Behaviour > video

It's not about safe for the sake of being safe, it's their families, themselves, coworkers; being safe because it's critical to people's livelihoods and survival (more internally motivating) To encourage this, managers can hammer home the philosophy, the depth (not just about a pizza party, reward, certificate); do this to get buy in Prioritizing safety in the same way you prioritize production Not just about motivating ppl, it's providing opp to do safe behaviour; systems and networks for ppl to show that they care

Training > Most at risk for improper training?

Low wage earners are at risk for not proper training = considered a vulnerable group bc people in lower wage categories are invested less; training, dev, support less maybe bc they're younger, temporary If earning minimum wage, at increased risk for not getting adequate health and safety training to do your job

Motivation > Primary elements of occupational health and safety management systems

Management commitment Leader and employee participation OHS policy Goals and objectives Performance measures System planning and development OHSMS manual and procedures Training system Hazard control system Preventive and corrective action system Procurement and contracting Communication systems Evaluation system Continual improvement Integration Management review

Incident investigation > The Psychology of Incidents > what is a cognitive failure

Mistake or failure in the performance of an action that an individual is normally capable of performing eg fatigued, overwhelmed, stress, job insecurity, uncomfortable in PPE (hot, cold) → brain issues that can affect safety performance Managers should be aware of small safety related errors esp in high risk situations Often a sign of individuals under stress Related to occurrence of both motor vehicle and work-related incidents

Motivation > Explain the importance of individual motivation in safety behaviour

Need the skills, motivation, opportunity to practice safety behaviour. Training isn't enough, need motivation in addition to it (Safety performance = Ability X Motivation X Opportunity, need these three conditions to work safely together, can't use one to make up for another) It's an individual's willingness to exert effort to enact safety behaviour and the valence associated with those behaviours It initiates, directs, and sustains safety behaviour Higher levels of safety motivation are associated with improved safety behaviour in the workplace

Emergency planning > explain in detail the three phases of an emergency plan > post contact > Discuss post contact efforts of helping individuals deal with the stresses associated with emergency situations and getting back to normal operations > getting ppl back to normal

Not as straightforward as a return to work Individuals may continue to experience stress reactions Employers should display tolerance

Incident investigation > Explain the various types of incident and injury reports

Once information has been gathered, incident reports must be completed. Reports should consider: Factor most closely associated with the cause of an incident, referred to as the agency (ex of agents: animals, pressure vessels, chemicals, materials handling systems, dust fumes smoke mists, electrical equipment, etc; agency is subgroup of these) Incident type; categorize the nature of the incident (caught in or between, struck by, struck against) Personal factors (e.g., lack of knowledge, fatigue, restricted vision) to assist in entry, recordkeeping, and analysis (imp bc these are human factors, think of this during a very analytical process)

Emergency planning > What are the hazards most facing Ottawa

One that might not be thought of: earthquakes because we sit on fault lines. Low probability but could be disastrous if not prepared for; about calculating risk, dealing with most prevalent disasters )probability x consequence again); how to orgs divide attention Most Ottawans anticipate winter storms, less people report risks associated with earthquakes, tornadoes, etc. Not on radar of individuals or businesses

Emergency planning > explain in detail the three phases of an emergency plan

Precontact -Assessing hazards and planning potential responses -Signal Detection & Preparation Contact -Evacuation, caring for the injured, and ensuring emergency response in the immediate time frame goes as smoothly as possible -There must be systems so people know what to do as opposed to what they've always done -Damage Containment Post contact -Dealing with emotional trauma of an emergency and issues regarding the orderly return to work -Recovery & Learning, getting back to some version of "normal"

Emergency planning > explain in detail the three phases of an emergency plan > precontact > planning

Prepare ppl for what they do in an emergency → brains will understand the protocol → not using emotional part of brain, using planning side, and prepare people to support themselves and others when public facing in big building environments

Incident investigation > what are the steps of psychological first aid and its benefits

Prepare, look, listen, lean helps people cope with the emotional aftermath of crises, build resilience, help with the recovery back to normalcy. Evidence that it helps diminish PTSD, speed up the process of ppl returning to normalcy (immediate support) Everyone should be trained in this along with regular first aid

Motivation > OHSMS

Prioritizing, integrating, communicating abt safety across org (Organizational Health and Safety Management Systems) include (parts of overall management of org that address specific OHS health and safety hazards and risks associated with those activities) (safety system embedded with overall structure) (all departments have core HS concerns that are connected) Reflects an interactive collection of strategic organizational approaches and programs focused on identifying, achieving, and maintaining desired occupational health and safety targets

Motivation > Safety behaviour > identify the categories of safety behaviour

Proper use of hazard control systems Development of safe work habits Increased awareness and recognition of workplace hazards Acceptance and use of personal protective equipment Maintenance of accepted hygiene practices Helping others Proper responses to emergency situations Taking responsibility Self-monitoring and recognition of symptoms of hazardous exposure

Motivation > Discuss the role of the safety climate in the performance of safety behaviours > Ways to promote a safety climate

Provide safety training Enact safety policies Include safety information along with production goals (in team meetings include safety, briefings to remind ppl of where safety exits are, reminding work stop button, normal and at the start of every work day)

Emergency planning > explain in detail the necessity of having an emergency plan

Putting plans into action as needed → getting back to work → recovering, refining plans and learning from what happened → becoming more agile = goal is to reduce injuries generally, and reduce likelihood of property damage, put org/individual/society in better position to recover as quickly as possible May not be able to prevent tornado, but can future proof (based on notion that orgs must assess potential risks and consequences associated with a wide variety of potential emergencies) Why it's critical to do risk analyses and probability/consequence calculations Future proof according to the principles of graceful degradation and agile restoration

Motivation > Motivating Safety Behaviour > Explain each component of self-determination theory and how they related to safety motivation

Recognizes that people are motivated by many things (Internal sense of purpose and external value of rewards/punishment) Components: amotivation, intrinsic motivation, and extrinsic motivation Amotivation: don't think about it, not motivated to wear/not wear PPE Extrinsic/intrinsic

Training > All workers regardless of occupation: 3 rights?

Right to know (be informed of dangerous/unsafe materials and machinery in the workplace; best way is to train them early), right to participate (take part actively in protecting their own health and safety, and in training, engaging in the process at the minimum) and right to refuse unsafe work (need to know what unsafe work is in the first place, procedures to refuse it; not just abt recognizing but also taking action)

Motivation > What are safety behaviours, and discuss the importance of safety behaviour in the workplace.

Safety behaviour: Behaviours leading to safe performance of a particular job Important because completely removing the hazard thru engineering controls is usually the preferred method, but it's not awlays possible. So, focus on behavioural interventions There is a relationship between safety behaviours and injury rates, targeting employee behaviour = effective prevention strategy

Motivation > Discuss the role of the safety climate in the performance of safety behaviours

Safety climate = shared perceptions among employees and organizational stakeholders that signal the importance of workplace safety (safety culture = who we are, safety climate = what we do) Safety climate is more visible and tangible/measurable, while culture is more obscure, it's a feeling Can have policies, management training in place, but at the end of the day ppl can say it doesn't matter → that shows the climate.

Motivation > From Motivation to Action: Increasing Opportunity for Safety Behaviour > Safety leadership

Safety climate is easier to achieve when you have strong safety leadership Organizational leadership that is actively focused on and promotes OH&S Leaders prioritize safety even though they're not directors of OHS Regular front line managers, professors, etc. What safety leadership looks like- active safety leadership is associated with better safety records and positive safety outcomes

Emergency planning > Explain how individuals and organizations can create emergency plans that help protect health and/or safety

Should be formal, workable, well-controlled, rapid-response to ensure low levels of loss (all about anticipating and planning for disaster) Include JOHSC and local governments in creation of plan, gov'ts should help small businesses. Should be written, published, posted. Good alarm facilities with emergency communication devices. Everyone should be aware

Training > Instructional systems design model of training describe each step in detail > Phase 2 Training Design and Delivery > Flights of fancy activity

Some modeling can help when it comes to occupational health and safety; showing what it's supposed to look like, so you have a schema to work from, psychological model Help ppl understand the process, not just finished product; have to perform same end product, but if u know process, can know how to fix things when they go wrong Have right tools, skills, materials to do them; if not, shouldn't be selected into those roles in the first place Diff ppl interpret instructions in diff ways, must be able to customize training to diff ppl Ties to understanding objectives of TD; if objective is to build with certain dimension, fly certain feet, need more consistency and program should be designed with that specific objective in mind

Motivation > OHSMS Standards

Standards available for OHSMS: ILO, BSI, ANSI, CSA CSA-Z1000-14 is the Canadian Standards Association Standard for OHSMS

Incident investigation > analyze the human factors contributing to accidents

Studying the worker as a source of incidents does not mean that the investigator is looking for a scapegoat. As emphasized throughout this text, the intent is to collect facts, not assign blame. What was worker doing at time of incident, was work being done according to procedures, were they wearing PPE, control measures were used properly, was supervisor present, who else was involved. Pattern? What led this person or those ppl to this incident?

Motivation > Safety Compliance

The extent to which employees follow safety rules and procedures (bare minimum, are you obeying the law)

Motivation > Safety participation

The extent to which employees go beyond compliance and engage proactively and voluntarily to actively improve safety (helping to enforce rules, helping coworkers follow them, finding more rules; being an active participant); this is the goal, suggests there's a value here To go from just compliance to participation, understanding consequences, being part of something bigger, internalizing importance of safety culture thru the way managers/coworkers talk about safety

Training > The need for safety training

Training tends to be narrowly focused and oriented towards short term perf, skill building, awareness, increasing understanding Describes any effort to foster training among employees; often related to knowledge and skill building (not always) Prior to the Humboldt Broncos bus accident, Ontario was the only province that required training for all truck drivers

Emergency planning > explain in detail the three phases of an emergency plan > post contact > Discuss post contact efforts of helping individuals deal with the stresses associated with emergency situations and getting back to normal operations

Unlikely that ppl can return to task at hand right away; need post contact efforts to focus on helping ppl deal with the stresses they've experienced either by experiencing or witnessing the emergency situation Elements to discuss: CISD and getting back to normal

Incident investigation > theories that guide incident analysis > what is the swiss cheese model

Unsafe acts can be attributed to organizational culture, level of supervision, and a variety of contextual factors If you have multiple layers of protection at each org/supervision/ind level, all these things together will prevent the accident (but need them all together) Series of dominoes with holes demonstrate that a series of events must occur for an incident to occur Why just one level is never enough at multiple levels of org (gotta plug the holes somehow) Need overlapping support; PPE can't do this, do training instead, not perfect but will improve awareness, can also put physical engineering base on machine

Training > Instructional systems design model of training describe each step in detail > Phase 2 Training Design and Delivery > training design requirements > Principles of learning > creating a motivating training environment

Use positive reinforcement. Eliminate threats and punishment. Be flexible. Have participants set personal goals. Design interesting instructions. Break down physical and psychological obstacles to learning.

Training > Phase 2 > Training design: Discuss issues that arise in training design and delivery

Who will receive the training is another important question (eg If the law requires that all operators of a particular type of machinery have training in the operation of that machinery, the job of selecting who receives training is as simple as identifying the operators) A related issue is how many people will be trained at the same time. The accumulated research on training in general and on health and safety training in particular reveals that smaller groups make for more effective learning. individuals in the same training group should have similar jobs characterized by common risk exposure Yet another issue is who will deliver the training. An effective trainer is vital to a successful training program. The trainer should be knowledgeable about the material as well as an effective communicator

Emergency Planning > Define an emergency and provide an example

a sudden, generally unexpected occurrence or set of circumstances demanding immediate action. we are concerned with emergencies that either cause, or threaten to cause, the loss of or damage to life or property e.g., pandemics, weather (naturally occurring, deceptive bc severity appears later, too alte) e.g., explosions, accidents, fires, chemical and oil spills, riots, terrorism, workplace violence (caused by humans)

Motivation > Motivating Safety Behaviour > Explain each component of self-determination theory and how they related to safety motivation > intrinsic motivation

based on own interests and enjoyment (values, joy) (want as much intrinsic motivation as possible) (search for this in KSAOs when hiring) Identified regulation: important and has value, will keep others safe Integrated regulation: consistent with my goals and values, being a safe worker is part of my identity (much deeper than identified or extrinsic) (usually the goal) Intrinsic regulation: inherently enjoyable and satisfying or fun eg I like the way the hard hat feels on my head (doing this because it means something to me, not because of something external) Eg mask mandates being removed, people will engage in diff mask wearing behaviours for diff reasons; take rules away, up to ppl and their motivations

Training > Instructional systems design model > explain diff levels of needs analysis > Phase 1 Needs Analysis > 3. Personal analysis

even more specific; targeting specific individuals either bc unperforming, safety problems, or high risk environment, onboarded bunch of brand new student workers; what training beyond just job/org level Trainability Motivation Any specific individuals that need this training? Whether bc they've been underperforming and having safety incidents or they're in a high risk environment where more training is needed? Eg new employee, or new state of the art machine that no one knows how to use Training will be designed specifically for those individuals to get them up to that ask Understand skill level and what training they need beyond just job and org level A component of the training needs analysis process during which individual employees' behaviour is studied to identify gaps in performance Assessment will investigate the training needs of individual employees Individual employees' behaviour is considered to see whether performance meets desired standards

Incident investigation > theories that guide incident analysis > what is domino theory

he theory that every incident results from a series of events eg lack of control, personal defects, unsafe acts/conditions (Cascading effect, why multiple areas of control are necessarily)

Incident investigation > theories that guide incident analysis > what is bow tie analysis

more modern way to analyze risks of the workforce and that types of controls to be put in place On the left, shows the potential hazards and the main measures to control them On the right, measures to mitigate consequences of the event Probability and consequences Knot in the middle is the event or the incident

Incident investigation > investigative methods > Explain the concept of a reenactment

recreate circumstances that led to an event (general guideline: involve qualified observer, external to org, or someone with lots of safety knowledge), every possible cause should be considered. Let them tell their own stories and what they observed rather than what they thought they saw. Must know precisely what led up to the event. Witness will describe what they did in each step, someone will analyze and put all the pieces together

Training > Identify common safety training initiatives and explain how an organization might use them to improve occupational health and safety

safety orientation: ensures all emps across org are provided with base level of health and safety training eg emergency procedures, incident reporting procedures, workplace hazards, how to wear PPE, where to find PPE, where to find fire extinguisher, where are the emergency exits, WHMIS, first aid, specific training Reinforces that safety is a priority for an org Part of any onboarding/orientation process; if they talk abt it in a way that makes it sound like they care, probably care; otherwise, just a video, don't mention → doesn't prioritize safe working environment WHMIS: Bare minimums, might be req by law in Canada. First aid training Specific skills and cross team training: when specific skills are required for specific roles

Motivation > Motivating Safety Behaviour > Explain how goal setting and feedback influence safety behaviour > what are goals

they're = to antecedents Direct attention and effort toward a behaviour Mobilize effort towards achieving goals Increase persistence and likelihood of keeping at it Motivate you to identify and search for effective strategies that help you attain your goals

Incident investigation > describe the intent of an incident investigation

think about the benefits (determine direct proceeding cause, event right before bad thing happened → corrective measures downstream, what led to it so we can prevent in future) Determines direct causes Identifies contributing causes Prevents similar incidents Creates a permanent record (helps HR and safety specialist to identify patterns; is ti thep person, environment, particular supervisor, machine, hours, equipment?) also helps with litigation and workers comp Determines cost (economic, legal, moral costs associated with isolated incident) Promotes safety awareness among employees (signals that safety is important, safety climate