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Recognition: Identification of a possible hazard.

Evaluation: Assessing the severity of the hazard

Control: Elimination or reduction of the hazard

Answer for Question 1 :

Workplace injury is a major cause of concern for all involved in occupational safety and health. Anything, which may cause injury or ill health to anyone at or near a workplace, is a hazard. Therefore, as a consultant in ENV Consultancy and Monitoring Service Sdn Bhd, I would suggest LearnInMotion.Com to conduct basic industrial hygiene program or risk management to reduce or control the risks to the acceptable level. The program consists as below process:

The first step in reducing the likelihood of an accident is recognition of the hazard. Hazard identification is identifying all situation or events that could cause injury or illness. Therefore, from this definition, the potential hazardous conditions at LearnInMotion.Com are: Class of Hazard Physical LearnInMotion.com potential hazardous condition Snaking cable and wires Wires unprotected. Road accident happened to their contractor during delivery-near hit Carpal tunnel syndrome Eyestrain and strained backs Mechanical Uncompleted electrical or Electrical jobs at the main server.near hits Chemical None Biological None Psychosocial Jobs stress and burn out: environment Their employees working under job stress condition; working long and late hours for meeting dateline. Negligible Injuries Negligible Injuries Fatality Likely Likely Highly unlikely Medium Medium High Hazard- Severity Category / Consequences Major injuries Fatality Hazard-Probability level/ Likelihood Very likely Unlikely Risk

High High

Nil Nil Negligible Injuries

Nil Nil Very likely

Nil Nil Medium

Table 1 : Potential hazards, Hazard consequences, hazard likelihood and Risk.

Table 2 : Risk assessment table The result for the assessed risk is written in the right hand side of the table 1 based on the table 2, risk assessment table. The methods we use in identifying hazards at LearnInMotion.Com are:1) Injury and illness records We did review workers compensation data and check the incidence, mechanism and agency of injury, and the cost to the organization. These statistics can be analyzed to alert LearnInMotion.Com to the presence of hazards. 2) We reviewed the potential impact of new work practices and equipment introduced into the workplace in line with legislative requirements. 3) We did walk-through surveys, inspections and safety audits in the workplace to evaluate the organizations health and safety system. 4) We investigated workplace incidents and near hits report.
Consequence, or extent of the injury or ill health were it to occur, can be rated in the following way : Fatality. Major or serious injury (serious damage to health which may be irreversible, requiring medical attention and ongoing treatment). Such an injury is likely to involve significant time off work. Minor injury (reversible health damage which may require medical attention but limited ongoing treatment). This is less likely to involve significant time off work. Negligible injuries (first aid only with little or no lost time). Unlikely to involve more than 1 day off work.

Likelihood, or the chance of each of the situations or events actually occurring, can be rated in the following way. Very likely (exposed to hazard continuously). Likely (exposed to hazard occasionally). Unlikely (could happen but only rarely). Highly unlikely (could happen, but probably never will).

Control measures To reduce or minimize the potential hazards, LearnInMotion.com needs to control them effectively. Therefore, the correct course of action once a hazard is identified is to use control measures. These generally fall into three categories which are:-

1) Eliminate the hazards 2) Minimize the risk Substitutions, Modifications, Isolations and Engineering controls. 3) Use back-up controls when all other options in the previous categories have been
exhausted. Administrative Controls Therefore, as a consultant, my suggestion for LearnInMotion.Com are :-

Class of Hazard Physical

LearnInMotion.com potential hazardous condition Unorganized cables: - Snaking cable and wires of computers, telephones etc.


Control Measures


Elimination control: Remove trip hazards in the cluttered corridor. Or Modification control: Redesign office to reduce the snaking cables and wires.Or Substitution control :
Replace telephone handsets with headsets where there is frequent use of telephone.

Road accident happened to their contractor during delivery. Carpal tunnel syndrome



Administrative control : Recruit secure contractors, instruct them to follow company safety policy, provide related safety training. Administrative control Training and educate staff to practice safety procedure ,Company safety policy, Job rotation, re-design jobs, Limitation of exposure time,
provision of written work procedures ,

ensure ergonomic factors are taken into account. Eyestrain and strained backs Non isolated electrical jobs at the main server.near hits Medium High Administrative control Elimination control: Repair damaged equipment promptly. Or Isolation control: -Cordoning off the
area in which the main server machine is used.

Mechanical or Electrical

-use security measures to protect staff. Chemical Biological Psychosocial environment None None Jobs stress and burn out: Their employees working under job stress condition; working long and late hours for meeting dateline. Nil Nil Medium Nil Nil Administrative control

Answer for Question 2:


According to their current condition, it is advisable for them to set up a procedure for screening out stress-prone & accident-prone individuals before the cases become worst. Therefore, below are the suggestions for them to follow :1) Psychological screening Psychological screening can assess the emotional stability of the above said candidates while focusing on two main categories: 1. Screening for evidence of clinical psychopathology, which when present, may be assumed to substantially interfere with the safe and efficient functioning of an individual in their profession. 2. Screening for variants of non-clinical psychological functioning which, although not definitive of psychopathology per se, can be empirically related to relatively poor performance in training and/or subsequent job functions in their profession. Research shows that excessive stress can lead to aggressive and unconventional behavior, as well as mental and physical problems and breakdowns on the job. The screening process can aid in detecting the stress prone individuals and can be beneficial in the prevention and management of undue stress in those individuals and therefore aids the department humanely and financially. 2) Personality tests Personality tests are used to screen candidates having accidental tendencies. A test called personnel selection inventory is popular to assess safety consciousness. Accidents just wait to happen & some people are more prone to them than others. Research reveals some interesting facts. Studies show that high accident rates are due to impulsive & rebellious behavior of individuals. Usually, there will be 4 high risk personality characteristics are identified: 1. Risk taking: 2. Impulsiveness: 3. Rebelliousness: 4. Hostility: Seek danger rather than avoid it. Fail to realize consequences of actions. Willful insubordination & breaking rules on purpose. Hot tempered & Aggressive behavior.

Note : Psychological Tests Research Reveals Personality Factors That Lead To Accident Proneness

Answer for Question 3: Every aspect of our world, our communities and our personal lives is driven by how people behave. The problem is that the majority of people are poor at changing others (or our own) behavior in a sustainable way.When it comes to workplace safety, the same applies. The first thing we need to do is understand why people arent following the safety rules. What forces are driving them to act in this way? To help with this diagnosis, stop thinking there is one root cause behind peoples actions and consider six different sources of influence .These six sources identify the many causes behind peoples behaviour. Only by looking at all six sources, and developing an influence strategy for each one, will we succeed in changing behaviour in a sustainable way. The six sources of influence

Source 1: Personal motivation. The best way to motivate people is to get them to care and value the change theyre asked to make. By linking new behaviors to the personal values and human consequences that already mean something to them, we are tapping into a source of motivation that is stronger than any speech, memo or sign. Source 2: Personal ability. To enable people to perform new behaviours, focus on precisely what we want them to do and invest time and resources in deliberate practice sessions to ensure theyll have the personal ability and skills to do whats required. Sources 3 and 4: Social motivation and ability.. To gain social support for new behaviours, enlist the help of formal and informal opinion leaders people that others respect or admire. If opinions leaders demonstrate the right behaviours, others are more likely to follow suit Source 5: Structural motivation. Link a proportion of managers incentive pay to meeting their targets for behaviour change. Openly praise people for following the rules or give them a reward. Equally important, is holding others accountable who fail to follow the rules. Source 6: Structural ability. Make it easier to follow the rules by locating safety equipment close to where its required. Use safety metrics data and safety signs to remind people about the safety practices. Before you work on changing people, first look at changing the space, data streams, systems and machinery.

Its important to stress that any one of these sources will not change behaviour on its own but it is the combination of actions across all six sources of influence that will result in changing behaviour. In fact, research shows that if we use four or more sources

of influence, were ten times more likely to achieve the change we want.

Answer for Question 4 : What can we do to reduce the potential problems of stress and burn out in our company? There are some issues contribute on this problems . Therefore, in this paper, we will divide it to two parties which are; 1) Personal (individual); and 2) Organization itself. To blame on just one side for example the employees, it will go nowhere. Both parties must cooperate seriously to minimize the potential of the problems. As for Personal matters, one must: Find time every day for detachment and relaxation. Find ways to reduce unnecessary noise. Get more and better quality sleep. Limit interruptions. Make a worry list that includes solutions for each problem. Negotiate with a boss for realistic deadlines on projects. Practice meditation when stressed. Reduce trivia in your job; delegate routine work. Take a walk to keep your body refreshed and alert. Seeking for help if face with difficulties all the way the process. Build an effective and supportive relationship with a boss. Build rewarding, pleasant, cooperative relationships with colleagues Dont put off dealing with distasteful problems.

As for Organization itself, they must:-


Provide supportive supervisors. Ensure fair treatment for all employees. Reduce personal conflicts on the job. Have open communication between management and employees. Support employees efforts, for instance, by regularly asking how they are doing. Ensure effective job-person fit, since a mistake can trigger stress. Give employees more control over their jobs

Arguments : But, not everyone can apply none-stress situation even there are many efforts towards that been take care of. It depends on how the personal handles the situation according self-suit condition to adapt the work culture, relationship in organization and etc. But, if happens, there are some way to improve it such as:Recovering Burnout:a. b. c. d. Break the usual patterns to achieve a more well-rounded life. Get away from it all periodically to think alone. Reassess goals in terms of their intrinsic worth and attainability. Think about work: Could the job done without being so intense.

Conclusion : As we state in the statement, it can be done, if all the methods were considered. As we can summary:Primary Intervention Ensuring that job designs and workflows are correct Using individual employee assessment, attitude surveys to find sources of stress Rehabilitation through employee assistance programs and counseling

Intervention Rehabilitation