NOM-059-SEMARNAT-2001
IV. DESCRIPCIÓN DEL SISTEMA AMBIENTAL REGIONAL Y SEÑALAMIENTO DE TENDENCIAS DEL DESARROLLO Y DETERIORO
IV.1 Delimitación del área de estudio preliminar
IA 6 : HUMAN FACTOR
54-IA6-01 54-IA6-01 RRC RRC – – IA IA 06 06 – – SAQ01 SAQ01‘‘Perception’Perception’ may be defined as the process by which people interpret information that they take in through may be defined as the process by which people interpret information that they take in through their senses.
their senses. OUTLINE a
OUTLINE a range orange of factors f factors that may that may affect how affect how people perceive people perceive hazards in hazards in the the workplace. workplace. (10)(10) The range of factors that might affect how people perceive hazards in the workplace are mostly factors The range of factors that might affect how people perceive hazards in the workplace are mostly factors associated with the person themselves which includes
associated with the person themselves which includes
The effects of fatigueThe effects of fatigue. A tired person is less likely to take note of sensory information that an. A tired person is less likely to take note of sensory information that an alert person would detect early
alert person would detect early
Drugs and AlcoholDrugs and Alcohol – – have an obvious effect on mental process and in some instances will be have an obvious effect on mental process and in some instances will be psycho-active and therefore directly interfere with the processing of sensory information. psycho-active and therefore directly interfere with the processing of sensory information.
Education and TrainingEducation and Training – – a trained person will know the meaning of various sensory inputs, will a trained person will know the meaning of various sensory inputs, will recognize their importance and act accordingly. An untrained poorly education person may not recognize their importance and act accordingly. An untrained poorly education person may not make the same associations between sensory input and hazards.
make the same associations between sensory input and hazards.
ExperienceExperience – – Inexperienced workers often fail to recognize hazards for what they are and Inexperienced workers often fail to recognize hazards for what they are and underestimate the risk associated with hazards precisely because they lack experience. More underestimate the risk associated with hazards precisely because they lack experience. More experienced workers do not fall into the same trap.
experienced workers do not fall into the same trap.
AptitudeAptitude – –some individuals will have an innate ability to respond to sensory stimuli in ansome individuals will have an innate ability to respond to sensory stimuli in an appropriate manner.
appropriate manner.
IQIQ – – A worke A worker with lor with low IQ may w IQ may struggle struggle to correcto correctly percetly perceive the ive the level olevel of risk assocf risk associated wiated with aith a particularly if the hazard is not visible in nature. A person with high IQ may be better able to particularly if the hazard is not visible in nature. A person with high IQ may be better able to interpret sensory information and translate that into hazard awareness.
interpret sensory information and translate that into hazard awareness.
Environment FactorsEnvironment Factorsmay interfere with a workers ability to perceive hazards in the workplace.may interfere with a workers ability to perceive hazards in the workplace. Factors such as low light levels, dust, noise and extreme of temperature can have an effect on Factors such as low light levels, dust, noise and extreme of temperature can have an effect on hazard perception.
hazard perception.
Any form of sensory impairmentAny form of sensory impairmentwill have an obvious impact on perception of hazards. Awill have an obvious impact on perception of hazards. A particularly sighted worker may not be able to see hazards to avoid them. A color blind worker particularly sighted worker may not be able to see hazards to avoid them. A color blind worker may mistake red and green indicator light.
may mistake red and green indicator light.
Q1 July 2011 Q1 July 2011 55-IA6-02 55-IA6-02 RRC RRC – – IA IA 06 06 – – SAQ02 SAQ02
OUTLINE the organizational and behavioral FACTORS that may lead new employees to disregard instruction OUTLINE the organizational and behavioral FACTORS that may lead new employees to disregard instruction given during health and safety induction training 10
given during health and safety induction training 10 Organizational Factors:
Organizational Factors:
The The employee selection processemployee selection process, whereby poor recruitment and selection processes allow, whereby poor recruitment and selection processes allow employees with poor attitude, intelligence and behavior patterns into the workplace.
employees with poor attitude, intelligence and behavior patterns into the workplace.
A p o o r i n d u c t i o n p r o c e s s A p o o r i n d u c t i o n p r o c e s s that fails to engage the employees, especially if training provided is that fails to engage the employees, especially if training provided is not applicable to actual practice in the workplace or the trainer is fail to communicate adequately not applicable to actual practice in the workplace or the trainer is fail to communicate adequately with the workers due to language gaps, trainers ability, training locations, training media etc. with the workers due to language gaps, trainers ability, training locations, training media etc.
The absence The absence of refresher training. And of refresher training. And poor training needs poor training needs analysis.analysis.
A lack of A lack of awareness on the awareness on the part of experienced wpart of experienced workers for the safety orkers for the safety of new of new starters.starters.
Peer group pressure coPeer group pressure coming to play on ming to play on new starters; forcing them to new starters; forcing them to disregard instruction so asdisregard instruction so as to fit in their newly acquired peer group.
to fit in their newly acquired peer group.
P o o r le v e l o f s u p e r v i s i o n P o o r le v e l o f s u p e r v i s i o n – – such that inappropriate behavior detected or challenged early such that inappropriate behavior detected or challenged early
P o o r s a f e t y c u l t u r e P o o r s a f e t y c u l t u r e – – including lack of management commitment within the organization, which including lack of management commitment within the organization, which will be perceived by new starter early on.
will be perceived by new starter early on. The behavioral fa
The behavioral factorsctors ::the behavioral factors are those that relate specifically to the character of thethe behavioral factors are those that relate specifically to the character of the employee themselves, rather than relating to the organization in which they find themselves working. The employee themselves, rather than relating to the organization in which they find themselves working. The behavioral factors might lead to employees disregarding instruction given during induction training might behavioral factors might lead to employees disregarding instruction given during induction training might include:
include:
A lack A lack of familiarity wof familiarity with working ith working environmentenvironment
Poor risk perception as a Poor risk perception as a result of young aresult of young age or a ge or a lack of workplace experience.lack of workplace experience.
Cultural issues associated with Cultural issues associated with the cultural background the cultural background (Bangladeshi workers) of (Bangladeshi workers) of the individualthe individual and consequently the beliefs and values that they bring into the workplace.
and consequently the beliefs and values that they bring into the workplace.
Language issues that Language issues that might arise as a might arise as a result of the nationality or result of the nationality or cultural background of thecultural background of the workers, their reading ability and any learning difficulties they may suffer from.
workers, their reading ability and any learning difficulties they may suffer from.
Sensory impairmentSensory impairmentsuch as deafness, impaired hearing, impaired sight.such as deafness, impaired hearing, impaired sight.
LOW IQ or poor mentalLOW IQ or poor mentalcapabilities leading to difficulties in understanding instruction,capabilities leading to difficulties in understanding instruction, understanding the true nature of hazards and risk.
understanding the true nature of hazards and risk. 56-IA6-03 56-IA6-03 RRC RRC – – IA IA 06 06 – – SAQ03 SAQ03 a. OUTLINE
a. OUTLINEthe meaning and relevance of the following terms in the context of controlling human errorthe meaning and relevance of the following terms in the context of controlling human error i) Ergonomics
i) Ergonomics ii) Anthropometry ii) Anthropometry iii)
iii) Task Task AnalysisAnalysis [6+14
[6+14 – – Jan 2008] Jan 2008] i.
i. ErgonomicsErgonomics: the human error at the workplace can be controlled by: the human error at the workplace can be controlled by
The The design design of of equipmentsequipments
Task and Task and environment to environment to take account take account of huof human man limitations and limitations and capabilitiescapabilities ii.
ii. AnthropometryAnthropometry – – the collection of data on human physical dimensions and its application to the collection of data on human physical dimensions and its application to equipment design
equipment design iii.
iii. Task analysisTask analysis – – the breaking down of tasks into successively more detailed actions and the the breaking down of tasks into successively more detailed actions and the analysis of the scope for human error with each station.
analysis of the scope for human error with each station.
b. Excluding ergonomic issue, OUTLINE ways in which human reliability in the work place may be improved. b. Excluding ergonomic issue, OUTLINE ways in which human reliability in the work place may be improved. In your answer, consider
In your answer, consideri n d i v i d u a l i n d i v i d u a l ,, jo jo b b and ando r g a n i s a t i o n a l is s u e s o r g a n i s a t i o n a l is s u e s ..
(improving safety related behaviour / human reliability means reducing the risk of human error , violation etc) (improving safety related behaviour / human reliability means reducing the risk of human error , violation etc) b. Human reliability plays a vital role in health and safety in work place. The ways to improve the human b. Human reliability plays a vital role in health and safety in work place. The ways to improve the human reliability is as below reliability is as below Q8. Jan 2013 Q8. Jan 2013 Q8. Jan 2008 Q8. Jan 2008
Individual factors:Individual factors: o
o Training Training (Safety induction, Job specific and refresher) (Safety induction, Job specific and refresher) – – in the absence of proper, effective in the absence of proper, effective training, worker will not know how to behave correctly and they will do what they see as the best. training, worker will not know how to behave correctly and they will do what they see as the best. o
o Incentive Scheme:Incentive Scheme: if worker see some form of reward for good behaviour then they are moreif worker see some form of reward for good behaviour then they are more likely to comply with the rules, etc. and they are also more likely to exercise care when
likely to comply with the rules, etc. and they are also more likely to exercise care when performing their duties because they have a personal reason for caring about outcomes. performing their duties because they have a personal reason for caring about outcomes.
Incentive can be financial in nature , but may have no financial value at all (e.g; Employee of the Incentive can be financial in nature , but may have no financial value at all (e.g; Employee of the Month scheme )
Month scheme ) o
o Individual characteristics such Individual characteristics such as as personal personal attitudes, skills, attitudes, skills, qualifications and qualifications and aptitude.aptitude. o
o The consideration The consideration of special of special needs of needs of those who those who may be may be more vulnerable.more vulnerable. o
o Monitoring Monitoring personal personal safety safety performanceperformance o
o Using Using workplace workplace incentive incentive schemes.schemes. o
o Assessing job satisfaction and Assessing job satisfaction and a counselling a counselling service for those service for those recognised as recognised as suffering from thesuffering from the effect of stress.
effect of stress.
Job factors:Job factors: o
o Allowing Allowing Appropriate Appropriate rest rest breaksbreaks o
o Introduction of Introduction of task task analysis for analysis for the the critical taskcritical task o
o The The design design of of work work patternspatterns o
o Shift oShift organisation rganisation to to minimise stress minimise stress and and fatiguefatigue o
o The use The use of job of job rotation to rotation to counter monotony ancounter monotony and boredom d boredom and maintain soand maintain some form ome form of interestf interest o
o Usage of Usage of sufficient number osufficient number of personnel f personnel to avoid to avoid constant time constant time pressurespressures Organisation factors:Organisation factors:
o
o E m p l o y e e sE m p l o y e e s e l ee l ec t i o n : c t i o n : recruiting the right worker for the job is an important measure. For recruiting the right worker for the job is an important measure. For example a worker with high IQ on a monotonous job is likely to bend and break the rules to example a worker with high IQ on a monotonous job is likely to bend and break the rules to relieve the monotony.
relieve the monotony. o
o S u p e r v i s i o n : S u p e r v i s i o n : The provision of adequate level of supervision. It is vital that workers are The provision of adequate level of supervision. It is vital that workers are supervised to an adequate level in the workplace so that non-compliance and errors are supervised to an adequate level in the workplace so that non-compliance and errors are
detected and corrected early. This prevents bad habits from forming and sends a clear message detected and corrected early. This prevents bad habits from forming and sends a clear message to the workers: rule breaking will not be tolerated.
to the workers: rule breaking will not be tolerated. o
o D e m o n s t r a b l e M a n a g eD e m o n s t r a b l e M a n a g em e n t c om e n t c o m m i t m e n t m m i t m e n t --without strong leadership workers will not feelwithout strong leadership workers will not feel motivated to behave correctly.
motivated to behave correctly. o
o Development of Development of a a positive health positive health and and safety culture safety culture throughthrough
Introduction of effective Introduction of effective health health and and safety safety management management systemsystem
Maximising employees’ involvement in health and safety issues.Maximising employees’ involvement in health and safety issues.
Ensuring effective arrangements for employees’ consultation.Ensuring effective arrangements for employees’ consultation.
The introduction The introduction of of procedures procedures for for change change management.management. o
o The The introduction introduction ofofg o o d c o mg o o d c o m m u nm u n i c a t ii c a t io n a r r ao n a r r an g e m e n t s n g e m e n t s between individuals, shifts and between individuals, shifts and groups, so that workers feel engaged in the decision making process in the workplace and groups, so that workers feel engaged in the decision making process in the workplace and therefore feel a greater level of commitment to work.
57-IA6-04
57-IA6-04 Outline a range of factors relating toOutline a range of factors relating to the individualthe individual which influence behaviour in the workplace AND give an which influence behaviour in the workplace AND give an example in EACH case. (10)
example in EACH case. (10)
The range of factors relating to an individual that might influence his/her behaviour in the workplace. These The range of factors relating to an individual that might influence his/her behaviour in the workplace. These could have included amongst others,
could have included amongst others,
Motivation; Motivation;
Personality involving Personality involving individual traits individual traits and and preferences;preferences;
Aptitude perhaps involving Aptitude perhaps involving innate skills such innate skills such as the as the possession of special possession of special awareness;awareness;
Experience, Experience, education education and and intelligence;intelligence;
Training involving the Training involving the development of development of cognitive and cognitive and physical skills;physical skills;
Perception of Perception of risk and risk and disability.disability.
Q4. Jul 2010 Q4. Jul 2010
58-IA6-05
58-IA6-05 (a) Give the meaning of the term ‘(a) Give the meaning of the term ‘ motivation’motivation’. . (2)(2)
(b) OUTLINE, with an example in EACH case, how workers can be motivated to behave in a positive way. (8) (b) OUTLINE, with an example in EACH case, how workers can be motivated to behave in a positive way. (8) Motivation is a driving force or incentive which encourages people to behave in a certain way and to do Motivation is a driving force or incentive which encourages people to behave in a certain way and to do something willingly.
something willingly.
A prime factor in A prime factor in motivating workers to behave motivating workers to behave in a positive win a positive way isay is
The attitude of managementThe attitude of management who should show commitment, lead by example, who should show commitment, lead by example,
Involve and Involve and communicate with communicate with the wthe workers and orkers and give them give them praise, recognition praise, recognition andand encouragement where this is appropriate.
encouragement where this is appropriate.
Other motivational factors include job satisfaction where Other motivational factors include job satisfaction where sufficient time is allowed to carry out sufficient time is allowed to carry out aa particular activity,
particular activity,
Where Where thethe right equipmentright equipment is available and is available and
The The working working environment environment includingincluding welfare facilitieswelfare facilities is to a good standard and is to a good standard and
Where Where there there isis positive peer pressurepositive peer pressure to attain certain goals. to attain certain goals.
Reward and incentiveReward and incentive schemes together with safety campaigns have a part to play and individuals are schemes together with safety campaigns have a part to play and individuals are inclined to react more positively when they are told what particular desired behaviour is expected of inclined to react more positively when they are told what particular desired behaviour is expected of them and when this is facilitated in such a way as to make it easy to attain.
them and when this is facilitated in such a way as to make it easy to attain.
TrainingTraining and Safety Campaigns are also effective to motivate the employees towards positive H&S. and Safety Campaigns are also effective to motivate the employees towards positive H&S.
FinallyFinally, in certain cases,, in certain cases, disciplinediscipline may prove to be a powerful motivational tool.may prove to be a powerful motivational tool.
Q6 Jan 2011 Q6 Jan 2011
59-IA6-06
59-IA6-06 a.a. In relation to workplace behaviourIn relation to workplace behaviourOUTLINEOUTLINE what is meant by the termwhat is meant by the termattitude attitude . 2. 2 b.
b.OUTLINEOUTLINE how the media can influence attitudes towards health and safety. Making reference to suitablehow the media can influence attitudes towards health and safety. Making reference to suitable example wherever appropriate. 8
example wherever appropriate. 8 a. Attitude can be defined as a: a. Attitude can be defined as a:
‘Predetermined set of responses, built up as a result of experience of similar situations’; or‘Predetermined set of responses, built up as a result of experience of similar situations’; or
‘A shorthand way of responding to a situation’; or‘A shorthand way of responding to a situation’; or
‘A tendency to respond positively or negatively to certain persons, objects or situations’‘A tendency to respond positively or negatively to certain persons, objects or situations’
OR, attitude is a predisposition to act in certain way which may be determined by ancestry, personal OR, attitude is a predisposition to act in certain way which may be determined by ancestry, personal experience and training.
experience and training. b.
b.OUTLINEOUTLINE how the media can influence attitudes towards health and safety. Making reference to suitablehow the media can influence attitudes towards health and safety. Making reference to suitable example wherever appropriate.
example wherever appropriate.
The media can be used to help change attitudes to occupational health and safety; examples of this include: The media can be used to help change attitudes to occupational health and safety; examples of this include: