1. E MPOWERMENT
OSH ACCOUNTABILITY
R ESPONSIVE
COSH 2011 – KLCC – 18 JULY 2011
2. EMPOWERMENT
• Empowerment is defined as “freedom
and authority given to employees to
pursue their unique vision”. When this
is provided to safety committee,
strong commitment and support is
evident.
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3. ACCOUNTABILITY
• Accountability is a concept in ethics
and governance with several
meanings. It is often used
synonymously with such concepts as
responsibility, answerability,
blameworthiness, liability and other
terms associated with the expectation
of account-giving.
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4. RESPONSIVE
• Responsive is a comparative measurement
of the time taken to response to a particular
action. The measurement could be
concerned with the speed of emergency
response to a critical situation but may
equally be used to judge the behavior f an
organisation towards, for example, an
industrial incident or accident.
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6. EMPOWERMENT
Personal empowerment and self
sufficiency.
New opportunities and challenges
for today’s OSH practitioner.
Congruence between personal
expectations, company’s priorities
and societal changes.
9. WHAT EMPOWERMENT - IS
Responsibility and Ownership.
Working independently towards common
objectives.
Understanding “Why?” so that guidelines can be
applied.
Weighing the impact of decisions on all affected
stakeholders.
Making more trade -offs, not less.
An earned privilege. It is not a
given right!!
10. WHAT EMPOWERMENT - IS NOT
Throwing out the rule book.
Bypassing everyone who will say “No”.
Doing the “Fun Parts” of someone else’s
job.
Freedom to unilaterally make decisions that
impact others.
11. GIVE POWER AWAY
“Power is an ‘expandable pie’… power is
not a zero-sum commodity, requiring that
for others to have more, the leader must
have less.”
“You have to give power to
gain power.”
16. A safety management system shall clearly define
lines of safety accountability throughout the
[organization], including a direct accountability
for safety on the part of senior management.
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18. WHAT IS ACCOUNTABILITY?
• Most common responses refer to negative
consequences for failure to perform
• Dictionary: Liable or Answerable
• It is the ability to account for or to measure
• Obligation to fulfill a task…or else
b
No nta
u o
co y N y
Ac ilit fet
Sa
19. RESPONSIBILITY FOR OSH :
TOWARDS SELF - REGULATION
100 %
RESPONSIBILITY
PRIVATE SECTOR
FOR OSH
GOVERNMENT
0%
NOW TARGET
20. RESPONSIBILITY VS.
ACCOUNTABILITY
• Responsibility is an obligation to perform duties
• It relies on personal integrity
• It does not necessarily have associated consequences
• Accountability requires consequences
• Consequences should be balanced
• Someone is accountable when his/her
performance is measured
• When someone is responsible, his/her performance
is not necessarily measured
• The objective is to motivate performance
21. WHAT IS EFFECTIVE ACCOUNTABILITY?
Effective Accountability =
Authorized Behaviors + Objective Evaluation + Appropriate
Consequences
The “condition” of effective accountability
exists when an employee’s authorized
behavior is objectively evaluated and
results in appropriate consequences.
22. WHAT IS EFFECTIVE ACCOUNTABILITY?
Authority Evaluation
At least three types of authority are necessary for a Evaluation is a judgment.
responsible person to perform assigned safety and
• Judge the behavior, not the person
health tasks effectively--these are:
• Judgment should be based on facts, not
1. Authority over the work
fiction
(employee/supervisor)
2. Authority over needed resources
Consequence
(employee/supervisor)
The result or effect caused by our behavior.
3. Authority over employees (supervisor)
• Positive or negative
Behavior • Natural consequences – hurt or health
Behavior is an observable action. It’s something we do. • System consequences – discipline or positive
recognition
23. FUNCTION OF OSH COMMITTEE
PART III ( OSHA 1994 )
Assist in development of Safety & Health rules
and safe system of work
Review the effectiveness of Safety & Health
Programmed
To investigate any safety & health matter
brought to attention of employer.
Review Safety & Health policies and
recommend to employer for revision of such
policies.
27. WHAT IS - RESPONSIVE
1.Reacting quickly and positively
2.Responding readily and with
interest or enthusiasm
3.Answering
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28. STRATEGY 2 : INCULCATING
PREVENTIVE WORKPLACE
CULTURE
PROGRAM 4 : DESIGN AND DEVELOP SAFE WORK
ENVIRONMENTS, SYSTEMS AND PRODUCTS
Source : DOSH
29. MESSAGE FROM THE MINISTER
……..An enterprise implementing a good OSH
management system and integrating that into its own
overall business management system will also tend to
make improvements management-wise which will
translate into better efficiency and productivity. This
will contribute to the formation of a safe, healthy and
productive pool of human capital. That, I believe, will
dovetail perfectly with our collective national
aspirations of becoming a fully developed country in
the not too distant future.
Datuk Dr. S. Subramaniam,
Minister of Human Resources, Malaysia
Source : DOSH
30. Top Management Conceptual /
Policy /
Budget
Middle Management Plan / Review
Follow- / Audit /
Commit
through
Line Management Execution /
Understanding
/
Focus /
Committee
Experience Outcomes
31. Adds Business Value and Competitive
Advantage …
Ability to Enhanced
compete Reputation
Access to Cost and Risk
Global Markets Safety and Reduction
Health
Employee Improved
morale quality
Improved Improved
efficiency productivity
CONCLUSION: ‘ BEST PARCTICE ‘
