The complacency myth and laziness fallacy
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Transcript The complacency myth and laziness fallacy
It’s all about understanding motivation
January
13, 2012 at 9:45 PM
30 Dead (2 still missing)
Francesco Schettino[(Captain) had passed the
shoreline closely at least four times prior to
the sinking
30 minutes passed between the striking and
the notification of shore authorities of the
event
Most of the crew of the ship did not speak
Italian and had a limited command of English
Francesco
Schettino joined Costa as a SAFETY
OFFICER in 2002
Had never been involved in a Safety Incident
before
Had the Captain ignored the risks?
Was the Captain complacent?[
MV
Dona Paz – (1987) Philippines 4,341
Al Salam Boccaccio 98 – (2006) Egypt 1012
MS Estonia - (1994) Estonia 998
MV Bukoba – (1996) Tanzania 758
Shamia – (1996) Bangladesh 660
MS Express Samina – (2000) Greece 143
1.
2.
3.
Yes
No
Once or Twice
48%
48%
4%
1
2
3
1.
A feeling of contentment or selfsatisfaction, especially when coupled with an
unawareness of danger, trouble, or
controversy.
2. An instance of contented self-satisfaction.
Let’s
Talk About Habituation
Natural
Serves a Need
Can be an Important Characteristic
Is at the Root of most “Complacency”
Be
safe 100% of the time
Always be aware
Always be careful
Pay attention 100% of the time
Usually
used to “Blame” employees for being
unsafe
An easy way to get away from making true
safety improvements
Takes all the responsibility away from the
system of the workplace and focuses only on
the individual
A very traditional approach to safety
1.
2.
3.
Yes
No
Are they ever NOT
lazy?!?!
87%
6%
1
2
6%
3
It’s
true that most people will do as little as
they can to get results…
However, there are cases where people will
avoid safety because it does prove to be
difficult?
Understanding motivation is key to get
employees to work safely
What
are the two primary motivators for
workplace safety?
How do you improve employees engagement
in safety so they are less likely to habituate
to risk?
Blaming
employees is never helpful
Accountability is appropriate, but only under
the correct and most well-defined
circumstances
The only true option is using “System’s
Related” thinking…
Different
from punishment
Is needed in a well managed system
Should not be the focus of the safety process
Must be used primarily to document unsafe
acts where there is an intention to do the
“wrong-thing”
Need to contrast with traditional safety that
uses a significant amount of punishment
Don’t
do the wrong thing (not do
the right thing)
Typically person focused not
workplace focused…
Often use complacency and
laziness as reasons for accidents
Somewhat like a Merry-go-Round
A n d t h e r e ’s n o t h i n g w r o n g
with traditional safety… if
you are happy with the
ride…
Punishment
get only
avoidance behavior.
Punishment
does not
reinforce anything.
Causing
bad behavior to go
away doesn’t mean that it will
be replaced by the behavior
you want
The
use of punishment should
be reserved when you REALLY
need to remove an individual
Look
at the fundamental
motivator in safety
What individuals learn, they
tend to repeat.
Punishment is easy and gets
quick results
The use of punishment
becomes an organizational
value and part of the culture.
1.
2.
3.
No, they are not
used enough
They are used
enough, but not
too much
They are
definitely
overused
58%
29%
13%
1
2
3
When
we claim employees have become
complacent we are blaming them for being
unsafe
Blame is a form of punishment
Punishment is only good for one thing…
1.
2.
3.
Yes and fired!
No
Somewhat, but
not fired.
65%
29%
6%
1
2
3
Debunk the Complacency Myth
Work-Around the Laziness Fallacy
BECAUSE THEY TAKE YOU AWAY
FROM “SYSTEMS THINKING”
We
need to look at Safety Culture and
understand what truly motivates people
when it comes to workplace safety
Individuals are motivated by the outcomes
their actions achieve
Aligning actions to be in synch with expected
cultural norms is natural
Understanding how results impact decision
making and behavior is CRITICAL
Moving from Fault Finding to Fact Finding
Understanding that true “human error” is
controllable and is based, not on intentionality,
but results from on multiple factors
Accept that not all “Human Error” is a bad thing
Avoids the “Zero Injury, Zero Fault, and Zero
Harm” Myth
Ensures that all employees can engage in a
meaningful way in the job.
Blame
is NEVER a healthy approach to
workplace safety
Employees are never COMPLACENT or LAZY if
they think there is a reasonable chance they
may be injured
In order to improve safety, REALLY IMPROVE
SAFETY we need
1) System’s Based Thinking
2) A complete shift of motivation by fear to one
of accomplishment and engagement
3) A relentless and urgent approach to ensuring
that BLAME is removed from the equation
completely and forever!