Safety Recognition Programs
It's important to understand that designing, developing and deploying safety "programs" is basically a management function requiring effective organizational skill. Many companies develop and implement formal safety recognition programs because that is what they've been told works best and that is what everyone else does.
There are many different types of safety recognition program strategies used and promoted these days. Of course, some are more effective than others, but there is certainly no one-fits-all program. To be successful, the recognition program should fit the unique culture of the organization.
For instance, you can't have a highly successful safety recognition program in an oppressively authoritarian corporate culture displaying tough-coercive leadership due to the lack of positive relationships between managers and employees.
A recognition program, within a controlling (typical) safety culture will usually think a "managed" program is necessary to be successful. The "suggestion box" is likely to be used to maintain anonymity which is a symptom of a lack of trust. It just won't work.
On the other hand, a world-class safety culture may not have the need to develop a managed safety recognition program with formal procedures: why?
Because managers will likely perceive the process of recognition as their opportunity to demonstrate leadership through recognition so that ultimately, positive working relationships are established or reinforced. You can learn more about leadership styles and recognition systems in Course 700 Introduction to Safety Management.
Knowledge Check Choose the best answer for the question.
3-4. What is a possible reason anonymity is required before employees will make suggestions?
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