When those that enforce safety and ergonomics that do not practice what they preach, they may actually make things worse for company ergonomics culture. Employees that are conforming to company behaviors are essentially doing something uncomfortable to what they do naturally. People watch what others say and do in order to fit in, especially in situations they are not acclimated to such as a new workplace. People learn to identify and follow authority figures as they mature. Consider the idea that having an authority figure take responsibility over the ergonomics of the individual. This gives individuals an excuse for not taking personal responsibility for their unsafe behavior. Think about a kid that resides under their parents' rule. They essentially will not take personal responsibility as long as they are under that roof.
People that receive kindness will usually have the desire to reciprocate. Same goes the other way around, and this applies to safety and ergonomics. If a leader looks out for the safety of their employees in a genuine way, then the employee is likely to reciprocate this to them and others around them. Also, you would generally like the individual that cares about your safety. This improves the company safety/ergonomics culture from top to bottom. People are happier and more self-motivated when they feel competent at performing worthwhile work. Promoting and supporting safety and ergonomics is worthwhile work, and providing gratitude and recognition should be a no brainer.
If your business needs to discuss the best practices of improving a positive culture of ergonomics and safety. Contact a consultant with Ergobility today.
Oakland, CA - Best Ergonomic Evaluations by Top Ergonomic Specialists East Bay
SYNOPSIS: How to progress from outside directives to self-directed positive behavior that will reduce overall ergonomic risks amongst workers. For employees, meeting regulations requires set business rules.
Phychological science of ergonomics compliance
BY: Allen Yagjian, Ergobility LLC
The percentage of employees who consistently comply with the organization's ergonomics standards and regulations is the standard indicator used to determine the health of the EHS program. "Ergonomics and safety" are said to be a "condition of employment" in these cases. This article explores how the application of evidence-based social science principles can enhance compliance with corporate rules. This gets away from a "need to comply" mindset to a "opportunity to comply" shift in thought process and company culture.
People perceiving inconsistencies between chosen behaviors and personal values, metal tension arises. Festinger mentioned a principle stating that when people perceive an inconsistency between a behavior they chose to perform and complete another, this creates stress. When someone makes a commitment to do something, they are expected to follow and act upon these promises. Otherwise, they will seem untrustworthy or confused in a sense. Social labels are given a person based on their actions. For compliant individuals, they are expected to control their own actions.
When those that enforce safety and ergonomics that do not practice what they preach, they may actually make things worse for company ergonomics culture. Employees that are conforming to company behaviors are essentially doing something uncomfortable to what they do naturally. People watch what others say and do in order to fit in, especially in situations they are not acclimated to such as a new workplace. People learn to identify and follow authority figures as they mature. Consider the idea that having an authority figure take responsibility over the ergonomics of the individual. This gives individuals an excuse for not taking personal responsibility for their unsafe behavior. Think about a kid that resides under their parents' rule. They essentially will not take personal responsibility as long as they are under that roof.
People that receive kindness will usually have the desire to reciprocate. Same goes the other way around, and this applies to safety and ergonomics. If a leader looks out for the safety of their employees in a genuine way, then the employee is likely to reciprocate this to them and others around them. Also, you would generally like the individual that cares about your safety. This improves the company safety/ergonomics culture from top to bottom. People are happier and more self-motivated when they feel competent at performing worthwhile work. Promoting and supporting safety and ergonomics is worthwhile work, and providing gratitude and recognition should be a no brainer.
If your business needs to discuss the best practices of improving a positive culture of ergonomics and safety. Contact a consultant with Ergobility today.
When those that enforce safety and ergonomics that do not practice what they preach, they may actually make things worse for company ergonomics culture. Employees that are conforming to company behaviors are essentially doing something uncomfortable to what they do naturally. People watch what others say and do in order to fit in, especially in situations they are not acclimated to such as a new workplace. People learn to identify and follow authority figures as they mature. Consider the idea that having an authority figure take responsibility over the ergonomics of the individual. This gives individuals an excuse for not taking personal responsibility for their unsafe behavior. Think about a kid that resides under their parents' rule. They essentially will not take personal responsibility as long as they are under that roof.
People that receive kindness will usually have the desire to reciprocate. Same goes the other way around, and this applies to safety and ergonomics. If a leader looks out for the safety of their employees in a genuine way, then the employee is likely to reciprocate this to them and others around them. Also, you would generally like the individual that cares about your safety. This improves the company safety/ergonomics culture from top to bottom. People are happier and more self-motivated when they feel competent at performing worthwhile work. Promoting and supporting safety and ergonomics is worthwhile work, and providing gratitude and recognition should be a no brainer.
If your business needs to discuss the best practices of improving a positive culture of ergonomics and safety. Contact a consultant with Ergobility today.
