» » » Employee Responsibility: Your Safety is Your Responsibility Employee Responsibility: Your Safety is Your Responsibility People go to work every day, but don’t expect to be injured. Rather, they expect their employer to provide a safe work environment and to ensure protection from job hazards.
It certainly isn’t unrealistic. You have a right to a safe and healthful work environment. But employers are not the only ones responsible for your safety. You are, too. We all share the responsibility for encouraging a safety culture to improve behavior and performance in the workplace. We all share accountability to encourage our peers to value safe work practices and safety programs in a positive, proactive way. Here’s how you can do it.
Get involved. If you think a job or a task is unsafe, stop the work. If you see something unsafe, report it.
Make a commitment today to take an active role in safety. Don’t wait until something happens and an injury takes over your life. You can serve as a good role model to your co-workers for safe work practices and behaviors by:. Following established health and safety policies and procedures. Maintaining your personal work area in a clean and orderly manner.
Wearing, maintaining and properly storing your personal protective equipment (PPE). Attending all safety training that your employer offers. Volunteering to serve on your Safety Committee. Using safe work practices to eliminate slips, trips and falls. Lifting safely and helping others to do the same. Labeling all chemical containers and becoming familiar with material safety data sheets.
Knowing evacuation procedures and the location of emergency equipment. Talk to your supervisor if you have any concerns. No one knows your job and tools better than you do. Never operate equipment or machinery unless you’ve been properly trained. Give suggestions to make a process or equipment safer. Immediately notify your co-workers and supervisor of any damaged equipment, hazardous conditions or unsafe behavior.
Promptly report all injuries, illnesses and near misses to your supervisor. By getting involved and speaking up, you’ll gain confidence, leadership skills and a sense of ownership that will help you identify job hazards and take the appropriate precautions to protect yourself and others. That’s being responsible at work.
Being Responsible at Work – Is it My Job? Being responsible at work is one of the issues employers need to grapple. This is because far too many employees refuse to budge and take on what is deemed not to be their responsibility. Is it possible to demarcate responsibilities clearly in the workplace? Are you one of the employees that constantly asks – is it my job? In the wake of books and experts out there extolling the ways to short cut your way to success and, I feel there is a need for me to balance the view by saying, there is value in doing more and risk the chance of not even climbing at all. I think all these boils down to character.
Be Adaptable Be responsible at work by being. This means to be able to take on more things at short notices, do work not listed in your job description and fill in the gaps when it exists. You need not be rigid to distinguish what is yours and what is not yours.
Eventually, it all links back to you. How can you expect the company to do well, if people do not step up to the plate when the situation calls for it? Adopt a stance of adaptability. That is being responsible at work. 2.Generosity – Give Where You Can I have always stressed this.
Give in, give out. I am not talking about money. It involves giving a little more of your time to help a colleague struggling at work. It can be giving some effort to coach the junior at work. It can be giving knowledge to a senior unfamiliar with certain tasks. It can even be as simple as giving the right directions as to where the solution can be found. You are rich if you can give.
If you have a lot to give and are willing to do so, then the question of 'is it my job' will not exist. 3.Energy – You Are Required To Bring It To Work At its most basic, you are paid for your energy and time to come to work. So, being responsible means just that, bring your.
I don’t know of a workplace where the bosses and colleagues enjoy seeing someone who comes to work listless. I consider that a basic at being responsible at work, at the very least give your boss the energy from you that they paid you for. If you don’t like how much you are paid, then quit. Regardless, that is being responsible to yourself too. 4.Engaging – Connect For Collaboration And Cooperation You cannot expect to isolate yourself and hope to get work done. The working world does not work like that. You cannot say, I hate all my colleagues and boss and still expect to be responsible.
All your work revolves around everyone else's work too. You are expected to be engaging.
Now, I am not saying go be super friendly to everyone. But at the very least, being responsible means connect with people.
Be so you can secure whatever collaboration and cooperation from other colleagues and departments when the task calls for it. 5.Discipline – The Art Of Joyful Forcing I know, this is another common theme with me. You cannot discuss being responsible without discussing.
To be responsible also means to be disciplined enough to see an excellent job through to its completion. You do not give yourself excuses to laze, to delay and to procrastinate. You do the job that needs to be done no matter how tough, willingly. That is being responsible – the discipline of not giving excuses.
6.Creativity – Ideas Build Careers Is it my job? If your answer is that it is not and you walk away from more responsibilities, then you have missed out big time to practice. Creativity lets you bring out ideas that can improve a company’s processes. When assigned with work you deem not in your job scope, take it up. Look for better ways to complete the work. You may just surprise the. Being responsible at work is all about your character.
If you want to climb higher up the ranks, start to think like the boss and take more responsibilities. Can I recommend this? Invest in a copy of 101 Great Ways to Enhance Your Career. I am a contributing author together with the world's 100 other career experts.
It will help you answer a lot of career questions you have and make a great gift for yourself or your colleague. Check it out. More Articles About Marketing Yourself You want to be a leader at work but you do not carry the title. So, how do you go about positioning yourself as a leader at work? Being excellent at work is something that can propel your career to higher plains. How have you tried to excel at your work?
How do you go about building credibility in the office? Well, you start by telling the truth. But isn’t that stupid?
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It depends on what you want. Honesty at work, is the thought too idealistic? Does honesty at work have a place ion our cut throat corporate world? The simple answer is, yes, there is. More responsibilities at work means better chances of promotion.
Here's 7 things you can do today. How do you start being good at your job? Top on the list, stop creating excuses for your mediocrity and start creating reasons to excel. Entering your story is easy to do.
Your story will appear on a Web page exactly the way you enter it here. You can wrap a word in square brackets to make it appear bold. For example my story would show as my story on the Web page containing your story. TIP: Since most people scan Web pages, include your best thoughts in your first paragraph. Author Information (optional) To receive credit as the author, enter your information below. Your Name (first or full name) Your Location (e.g., City, State, Country) Submit Your Contribution.
Check box to agree to these. I am at least 16 years of age. I understand and accept the. I understand that you will display my submission on your website. (You can preview and edit on the next page). 3 years ago, I was invited to participate as a contributing author together with 100 other career experts to create a book called 101 Great Ways to Enhance Your Career.
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How to Delegate Responsibility in the Workplace Many managers find themselves getting bogged down in routine operational tasks, which leave them no time for the vital managerial functions like long term planning and business development. Delegation involves giving someone else the responsibility to perform a task that is actually part of your own job. Delegation is not as straightforward as it might first appear. It always carries with it an element of risk, since you are assigning to someone else work for which you retain the ultimate responsibility. One of the most important reasons for delegation is that it will develop the skills of the people who work for you.
People in your team will become more involved in helping to achieve the organizations objectives and goals. Increased responsibility is an important factor in improving morale and job satisfaction. It is noticeable that managers who delegate successfully usually experience lower absenteeism and staff turnover. It is often hard to accept that we need the help that delegation can deliver, and there are several possible reasons for this, as highlighted below: Asking for help indicates a lack of ability People may feel that any sign of weakness reduces their standing in the eyes of others, and themselves. This may hold them back from asking for help.
In reality it is a sign of weakness to hide behind a pretext of coping and a sign of strength to recognize personal limitations. Nobody else can be trusted to do the job properly Thinking of oneself as indispensable can be a large boost to the ego. Unfortunately, it is rarely justified. Think in a little more detail about just what it is that nobody else can do as well as you, you will almost certainly discover that whilst your skills may be very valuable to the organization, they are almost certainly not indispensable. If, in some cases delegating means that certain tasks aren’t done as well as you would do them, then this may represent a training opportunity.
Someone else will do a better job and take the credit This indicates an individual who is jealous of the achievements of their subordinates. What does this say about their attitude to those who have to work for them, surely managers should be proud of the achievements of their staff. People who recognize this attitude as a personal trait should think carefully, as their problems may be more deep-seated than an inability to delegate.
Nobody else can actually help This is a sign of poor leadership. If there is nobody there to help us when we need it, then it likely that we have done little to nurture and develop the skills of those beneath us. Feel guilty about the act of delegating work If you feel guilty about the very act of delegating, when the staff to whom you are delegating are not overloaded, then you should be more realistic. Your job is not to overload yourself but to manage your workload effectively and efficiently and that includes delegating, as and when required.
Be reluctant to relinquish any part of the work If you enjoy your work so much that you are unwilling to let any of it go, then bear in mind that others are likely to enjoy taking on part of it. Are you keeping things for yourself that really ought to be shared with others?
These are all spurious reasons and most managers who are reluctant to delegate feel that way because delegation reduces their direct control and relies on other people to perform effectively. They believe that the risks of delegation outweigh the potential rewards. There is no doubt that delegation does increase the risk of a task not being done properly. The answer is to control that risk, not to refuse to delegate. To reduce the risk a manager should select the tasks to be delegated carefully and select the right people to do them.
You should be very careful when delegating tasks that have already been delegated – to you. The person delegating the task has already reduced their direct control and may be very reluctant to reduce it further.
When delegating, tasks that should be considered first include: routine tasks where progress is measurable, tasks that can be planned clearly well in advance and tasks that one of your team has expressed a genuine interest in taking on. Don’t delegate only unpleasant tasks. In order to bring out the best in your subordinates you should offer them a mix of tasks.
Conversely, don’t keep all the unpleasant tasks for yourself. It is important not to hold back all the jobs that you personally dislike, considering it unfair to give these to others. Make sure that you set aside sufficient time to actually specify delegated tasks and go through them with the relevant members of staff.
Ensure that tasks are not delegated at the last minute, each member of staff have their own responsibilities into which they must find the time for the delegated work. Work delegated at the last minute may not be done properly, if at all. Upward delegation is concerned with ensuring that you don’t waste time on tasks and activities that should be referred to people higher up in the organization. If you need to refer work upwards make sure that you supply your own thoughts and recommendations. This action should save time and demonstrates that you have given the work due consideration before forwarding it. On some occasions work is likely to land on your desk that is clearly the responsibility of some other section or individual.
Here the most efficient action is also to forward the work. This requires that you have a good understanding of who is responsible for doing what, within your area of the organization. If these duties are not clear you may need to seek clarification. When passing work sideways remember that a friendly note will make it far more palatable, especially where everyone is dealing with an already high workload and this will also help to ensure that it doesn’t come straight back. Delegation creates the time needed for vital managerial functions like long term planning and business development.
It is also an important factor in improving staff morale and job satisfaction. Certain characteristics make some tasks suitable for delegation, for example: routine tasks where progress is measurable, tasks that can be planned clearly well in advance and tasks that a team member has expressed an interest in taking on. If you are serious about improving your time management skills then download these free eBooks, checklists and templates for your PC, Mac, laptop, tablet, Kindle, eBook reader or Smartphone.
This eBook explains how to use the theory of goal setting to set practical targets for you and your team members. This eBook explains the ten rules of successful delegation that will motivate and empower your team. This eBook explains how to protect yourself from interruptions and still maintain a good relationship with your colleagues. This eBook explains how to overcome the obstacles that prevent you from starting difficult high-priority tasks. This eBook explains how to negotiate your workload to a manageable level and avoid becoming snowed under. This eBook explains how to choose the best productivity tools and describes how to use them to get more work done.
Many managers find themselves bogged down in routine tasks. You are assigning work for which you remain ultimately responsible.
Increased responsibility is an important factor in improving morale and job satisfaction. Be careful when delegating tasks which have been delegated to you. Certain characteristics make some tasks suitable for delegation. Delegate a mixture of tasks to ensure fairness to you and your staff. Specify tasks properly and don’t hand them over at the last minute.
When passing work upwards, add your own thoughts and recommendations. Forward work that could be done more efficiently elsewhere.
When passing work sideways a friendly note is always appreciated. This website is owned and operated by Psychometric Success Ltd.
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Contents. Introduction Diffusion of responsibility, also referred to as the 'bystander effect,' is a psychological phenomenon in which people are less likely to take responsibility or take action when there is a greater number of people present.
This phenomenon is commonly observed under two separate perspectives. The first is that the individual in a scenario assumes that others have already taken responsibility and therefore they have no moral obligation.
Or in another view, the individual might feel false security in feeling that no one can find them responsible because there is no way to single out their behaviors from the rest of the group. Other individual perspectives include, an individual choosing to not get involved due to rational and irrational fears. For instance, fear of physical harm, public embarrassment, involvement with police procedures, lost work days and jobs, and other unknown dangers.
Diffusion of responsibility not only does explain individuals actions in everyday life but also can help explain individuals partaking in illegal or unethical activity against their own moral judgment. These individuals often deny fault, claiming they were merely acting under the orders of a superior. Characteristic of Diffusion of Responsibility The basic features that constitutes diffusions of responsibility: 1. Lacking a sense of personal responsibility 2. Lessening the feeling of guilt 3.
Looking for guidance in others 4. Increase with group size Examples Many real world scenerios have been explained using this phenomenon. The case of is perhaps one of the most well-known examples where bystanders failed to intervene and prevent a crime. The American soldiers involved in the during the is an extreme example of people following unethical orders from an authority, and ignoring their own judgments. Kitty Genovese Around 3:30 am on March 13, 1964, Kitty Genovese, a manager of a bar, was walking home from work when she encountered a man walking towards her. Despite her efforts to run, Winston Moseley caught her and began to attack her. After Mosely stabbed her twice, a man in an apartment above the street called out to 'leave that woman alone,' causing Moseley to flee into a nearby ally where his car was parked.
Responsibility
The man in the apartment above began to defy the bystander effect by taking action in an emergency situation, but unfortunately he did not follow through by either calling for help or helping Kitty himself. After yelling out to Moseley, the man turned out his lights and was not heard again. When Moseley saw this, he returned to Genovese where he continued to attack and stab her until she died. This murder in Queens, NY would not have received as much attention as it did if the New York Times had not released an article questioning human behavior on the basis that 38 neighbors had either heard or seen the attack. It was this article that began to raise concerns of the negative consequences of the bystander effect. The murder and the related article also coined the term as an alternative to the bystander effect.
Respect
Black Friday Shoppers. Jdimypai Damour in the Black Friday incident. Around two thousand shoppers anxiously waited for the in Valley Stream, NY to open on, November 28, 2008.
Six employees were assigned to hold back the enthusiastic mob from the store’s sliding doors. Unfortunately the sliding doors gave way to the power of the crowd, and Wal-Mart employee Jdimypai Damour fell and was trampled by the crowd. Nobody stopped to help move him out of harm’s way and even when help arrived, the mob continued to jostle and ignore the paramedics and officers. Damour was taken to a nearby hospital where he was later pronounced dead. Due to the large, eager crowd entering the Wal-mart, customers were able to diffuse the responsibility of helping Damour as they assumed another customer, perhaps one more qualified to do so, would provide assistance. Wang Yue On October 13, 2011 in, Guangdong province in China, a two-year old girl, fell into the street where she was hit by two cars. She remained in the road for over eight minutes until a woman, Chen Xianmei, came to her rescue.
Reports claim that at least 18 people passed by Wang Yue but did not attempt to help as they saw her bleeding and in pain in the middle of the street. When video and reports of the accident were uploaded to the Internet, many tried to justify the lack of intervention with Chinese culture, but behaviors related to diffusion of responsibility are apparent in most, if not all, cultures around the world. Other reasons as to why people did not intervene include not wanting to being wrongfully criminalized for the crime, not hearing Wang Yues cry due to rain and just simply not seeing her on the road as they passed. Due to an increased amount of people having the reason of not wanting to being wrongfully criminalized for the crime in many similar cases the Chinese government set the Good Samaritan Law in 2013 that 'offers legal protection to people who give reasonable assistance to those who are, or who they believe to be, injured, ill, in peril, or otherwise incapacitated.' My Lai Massacre On March 16, 1968, Second Lieutenant killed 22 My Lai villagers in what is now known as the Vietnam My Lai Massacre. This was the mass murder of about 500 unarmed civilians, mostly consisting of women, children, infants, and elderly people in South Vietnam. 26 United States soldiers were charged with criminal offenses for their actions, but Calley was the only one who got convicted.