DOE OSTI2019
Organizations in the nuclear industry place a high value on maintaining the safety of the workforce and community. Some of these organizations do a better job than others when it comes to developing and sustaining a healthy safety culture. We spent six years studying nuclear organizations to better understand the factors that influence safety culture. We used mixed methods to evaluate perceptions of safety culture in these organizations including administering a valid and reliable safety culture survey, conducting one-on-one interviews with managers, and facilitating focus groups with members of the workforce. We analyzed the quantitative and qualitative data collected from more than 30,000 workers in U.S. based organizations. All of the organizations had a nuclear component to their operations. They operated nuclear reactors, processed nuclear materials, decontaminated and decommissioned buildings with radiological contamination, cleaned-up hazardous/mixed waste, and conducted basic science research and development. We talked to craft workers, technicians, engineers, scientific professionals, support personnel, production workers, supervisors and managers. We conducted extensive statistical analysis and learned that, with rare exception, there is a gap between the perceptions of managers and the workforce that they manage. Managers almost always have a more positive perception of safety culture than the people that are actually performing the work. It is not a question of whether there will be a gap; it is simply a matter of the magnitude of the gap. We also learned through exploratory factor analysis that there is one dominant factor that accounted for almost all (75%) of the variance in the perceptions of safety culture. It was the behavior of the leaders, the decisions they made, and the systems they implemented that most influenced the workforce's perception of safety culture. Personal accountability for safety accounted for 14% of the variance, communication and reporting accounted for another 6%. Everything else accounted for the remaining 5%. Management systems, decision making and behavior is the dominant factor and managers almost always have a more positive perception than the people that work for them. People that work in organizations where management exhibits positive decision-making and safety-related behaviors tend to have more positive perceptions of safety culture. Based upon these results, we developed a theory that there were a few important factors on which management could focus on if they sought to influence the safety culture in their organization. Our experience and research suggests that management often fails to recognize five root causes of employee discontent. Employees seek: - To be recognized as an individual; - To be respected; - A sense of stability; - Fairness; - To make a difference. Understanding the perceptions of the workforce is critical because perceptions influence attitudes, which contribute to behaviors that determine individual performance. An organisation's performance is simply the sum of the performance of all of the members of that organization. To change an organisation's safety culture, interventions should target management behavior and decision making for the greatest return on investment. (authors)
12 MANAGEMENT OF RADIOACTIVE AND NON-RADIOACTIVE W↗