Understanding Workplace Safety & Health Act: Hazards, Risks & Safety Culture

Background of the project

According to Workplace Safety & Health Act, hazards can be understood as any source of potential hard or damage or negative health impact, and hence is the potential for adverse effects. It is differentiable from ‘harm’ which can be understood as physical injury or damage to health. Workplace hazards can be caused due to many different sources including substances, materials and practice that can cause injury or harm to individuals.

In a workplace, hazardous conditions etc. act or condition can be caused due to a release of uncontrolled energy under different circumstances like: falling objects, uncontrolled chemical reaction, release of compressed steam or gas and entangled equipment, contact with electrode, capacitor or battery (Ccohs.ca 2018). Such events can have several adverse effects on the health of the individuals, like bodily injury, reduction in lifespan, effect on mental well being due to exposure to stress, trauma, or chemical solvents and effect on the resiliency to deal with stress (Keane 2015).

Poor work practices also can cause hazards in the workplace. Different examples of unsafe work practice includes: usage of equipment without prior authorization, ignoring safety guidelines and work practice, removing any safety device on machinery or equipment, using defective or malfunctioning tools or equipment, unsafe usage of tools or equipment, unsafe or improper handling of materials and working procedures (Ammendolia et al. 2016). It could be included to repairing or maintaining equipment that are operating, failure to use protective equipment and safety device, unhealthy or unhygienic working conditions, inadequate maintenance of workplace, and also working under suspended loads (Takeonestep.org, 2018). As per the Singapore Government Ministry of Manpower, dictates that employees be responsible to identify safety hazards in the workplace, and proactively engage in the mitigation or reduction of the risks. To ensure this, the organisations must actively assess, control, monitor and communicate all risks associated with the workplace.

The various types of safety culture programmes as follows: Culture safe, DuPont Step Model, Vengat Model.

This will also help to identify the different challenges in the implementation or maintenance of safe and positive work culture and environment. This will help to identify the different challenges in the implementation or maintenance of safe and positive work culture and environment. Therefore, the importance of identifying the ‘positive safety practices’ as well as of the challenges in the implementation and maintenance of the same at workplaces is paramount, especially since such can avert any future accidents or catastrophe. In the project, safety culture will be considered as a superset of psychological, behavioural and situational aspects. In my workplace, the employees do not display knowledge in working health and safety. The management does not think that safety comes as first for the organisation and introduction of safety budget is necessary. This project is strived to influence safety at levels and integrate for continuous improvement. The research project will be undertaken to identify and analyse the positive safety practice and culture in my workplace (Interior Designing Company), as a Workplace Health and Safety Manager.

Rationale of the project

Risk can be understood as the propensity of an individual of being and the propensity of an event occurring is affected by the nature of exposure, the mode of exposure and the severity of the effect of the exposure (Thepaksorn et al. 2017). Therefore, assessment of risks is aimed to identify the hazards and risks that can cause harm, moreover, the risks that are associated with the identified hazard, and determination of effective method to mitigate or control the hazard or risk. The common hazards can also be categorized into several types: biological hazard (like bacteria, viruses, insects, birds, plants and humans), chemical hazard (depending on the properties of the chemical), ergonomic hazard (due to repetitive motions or incorrect placement or usage of equipment), physical hazard (due to radiation, magnetic field, extreme pressure or notice), psychosocial hazard (like violence or stress), and safety hazard (due to tripping, slipping, improperly guarding machines, or malfunctions and breakdown of equipment). Based on topology, the hazard can also be categorized as Obvious, Trivial, Emerging and Hidden (Bahn 2013). The Workplace Safety and Health (WSH) regulation requires risk assessment and monitoring of all work activities and communicating the risks to all stakeholders. The WSH council’s functions include building the capabilities of industries to manage WSH, promote health and safety in the workplace, and implement WSH practices (Wshc.sg 2018).

The objective of the proposal is to identify and analyse the safety practice and culture, and also the challenges to the maintenance of positive and safe work environment 

The overall objectives of the proposal can be listed as below:

• To identify different instruments or equipment that can be hazardous to employee safety
• To explore of behavioural, situational and psychological aspects that can jeopardise workplace safety
• To point out the challenges in the maintenance of safe and positive work environment
• To devise interventions to address positive workplace safety

• What are the different instruments or equipment that can be hazardous to employee safety?
• What are the behavioural, situational and psychological aspects of staffs that can jeopardise workplace safety?
• What are the challenges in the maintenance of safe and positive work environment in the workplace?
• What could be the recommendations to devise interventions to address positive workplace safety?

Christian et al. (2009) identified different factors associated with and influences workplace safety. These factors directly contribute to or affect the climate of safety in an organisation. The distal situation related factors and person-related factors affects the proximal person-related factors, which in turn influences the safety performance, and hence the safety outcomes (Antonsen 2017).Safety is a key concern that has been identified as ‘lacking’ in the interior designing industry. Improvement in the status quo can only be possible by leading the movement to ensure a safe and healthy work environment in this industry, for other organisations to follow. Studies show that a culture of safety can prevent injuries at work. Averting injuries would also imply a reduction in the costs incurred by the organisation, and expenses incurred to ensure a safe work environment can be a long-term investment towards mitigation of hazards and expenses incurred due to them (Trincheroet al. 2017). Therefore several authors have maintained a view of safe work culture as an invaluable strategy, and several studies also point towards the same. The risk assessment should be able to identify hazards, evaluate its risk, and outline means for controlling them. Additionally, the risk assessment team should involve the management, process or facility engineer, technical staff, supervisor, production workers, maintenance crew, safety crew as well as contractors and suppliers (Mom.gov.sg 2018). Investigation of any events, illness, or injuries should also be done to find their causes, and prevent further recurrence if possible. It is also important to be proactive and go beyond the legal requirements to ensure a safe and healthy work environment.

Risk Assessment

Emphasis should be laid about the equal responsibility of the employees in the maintenance of safe and healthy work environment, and hence encouraging the involvement of all the employees is essential for the success of any programs aimed to develop the health and safety in the organisation. It is also important to hold staff accountable for their actions, and that each employee does their part of duty properly (Sheaet al. 2016). It is also necessary to have regular inspections and involving employees to take rounds of inspection, and keeping the employees informed about the inspection procedure, and issues related to health and safety. As stated by (Nichol et al. 2017), giving sufficient importance to feedback from the employees is also highly suggestible, since the employees and workers often have a better experience and understanding of the safety concerns and their solutions, than the management due to their first-hand working experience. Involving information gathered from the feedback can be used for review and improvement of the system (Hodge and Rainey 2014).

Accountability among employees can be ensured by assigning safety and health roles in the job description, and making the safety protocols a part of standard practice. It can also be done by setting up safety objectives, and ensuring that those are met by all staff while ensuring that any staff refusing or unwilling to comply to such objectives and exhibits behaviour that can jeopardise the well being of themselves or others are disciplined promptly. Efficiency of their system can also be improved by having a clear system of reporting of any incidents, hazards, injuries, illness or close calls. As opined by Wallace et al. (2016), employees who shows active participation in health and safety activities, and contribute to the maintenance of safe and healthy work environment should be encouraged and supported, allowing them to influence other staff to do the same.

In order to control hazards, it is important to be able to identify them first. Hazards can be identified by several different strategies, like: reviewing all records related to health and safety incidents, as well as review of logs of OSHA, first aid team, workers compensation board, complaints or grievances and close calls. Inspections of the workplace for health and safety threats both actual and potential can utilize checklists to identify hazardous situations, identify any unsafe practice at workplace, hazard analysis as well as sampling of air and noise to which the workers are exposed to. Once the threats are identified, it becomes feasible to mitigate the risks. According to Arbury et al., (2017), the hazards can be prioritized based on the propensity of causing illness or injury, how soon can they be rectified, and the necessity for long-term correctional or preventative actions. Once the hazards are prioritized, plans can be designed to correct the hazards. An analysis of the hazard can help to identify the best step for mitigating it (Ericson 2015). Also, examples set by other companies in the industries can also be utilized in the planning. The correction of the hazards can be implemented at different levels: Engineering, Administrative and Personal. At the engineering level, hazards are mitigated through the usage of safe equipments and tools. Administrative correction of hazard involves reduction of any exposure to the hazardous environment by changing the work practice (like providing timeouts, rotating shifts or including training programs). At the personal level, hazards can be averted by using adequate protective equipment and training workers on the correct and safe way of using the equipments (Azadeh-Fardet al. 2015). Once the implementation has been done, it is necessary to evaluate any changes in the working environment in regards to health and safety issues, to understand if the promotional activity was successful.

Aim

Training of all workers about the different hazards they might be exposed to in their work and how to ensure they are protected from those risks is vital to allow the employees to adhere to safe working practices. Furthermore, all the training sessions should be properly recorded (Bevan 2014). For new employees, the training process should orient them to the new job, along with the safety regulations concerning the job, and any emergency situations applicable. Selective or specific training programs on safe working practices for different types of equipment and operations are also prescribed by OSHA. Additionally, retaining programs should also be implemented as per standards, or when there is a change in the job role, in case of workers joining after a long gap, if there is any necessity for specific employee to refresh the safe working practices (Biddisonet al. 2016). Workers in the interior designing industry are often exposed to different hazardous situations, imposed by the heavy and powerful equipments used, as well as occasional exposures to harmful substances like asbestos, fumes, particulate dust. Additional risks are imposed by electrical equipments and wiring, as well as plumbing lines. Many other risks associated with weight, construction equipment and transportation of load are also significant contributors of hazards (Ulrich 1991). Unsafe practices only aggravate and increase the risks and propensity of the hazards, as well as its severity (Reason 2016). This necessitates the analysis of hazards in the interior designing industry, since not much of studies have been conducted in such a specific area.

 The importance of safety to workers is invaluable, while ensuring mutual respect also ensures the development of trust and positivity. Such crucial aspects should be considered by the management as methods to support a safe working culture. It is also important to establish an efficient bi-directional communication between the workers and management, giving response to the concerns and needs expressed by the workers (Bierl 2017). Ability of the management to go beyond the regulations to facilitate and promote safe workplace can also be an effective strategy. Even the workers should be encouraged to go out of their way to ensure a secure and safe work environment. This can foster trust, creativity and general well being in the organisation. Recognition programs should also be implemented to encourage and support staff exhibiting excellent performance in such parameters. Erickson (2000) pointed out that a dynamic connection exists between culture, process and structure. If, for example an organisation considers the costs incurred in risk assessment as a burden, it will be less likely to employ workers to conduct them, however, if the organisation is able to place adequate emphasis on such practices, it will ensure regular risk assessment. As stated by Brinkmann (2014), risk assessment shows organisational structure and policies might directly influence the culture of safety and health in the organisation.

Objectives

Reese (2015), pointed out the three ‘E’s of safety as: Engineering (which highlights the awareness of safety issues during the designing of equipments), Education (in the form of training provided to the employees about safe operation of equipments, instruments and products) and Enforcement (or organisation’s rules and policies on safety guidelines). Furthermore, the importance of promoting a safe work environment has six benefits as mentioned by Reese as: loss of human life is morally wrong and involvement of the organisation to ensure protection against occupational injuries and illness is a moral responsibility, and failure to do so makes the organisation morally responsible for workplace accidents, injuries or illnesses. Occupational hazards can limit the productivity and efficiency of the organisation. A far-reaching social harm is also done due to workplace accidents, injuries or illnesses (Carrivicket al. 2002). Safety measures can reduce accidents and its severity in workplace. It allows compliance with legal protocols that are aimed to ensure safe working environment.

Frequent and regular review of the system for strengths and weaknesses, to ensure it reflects the vision of the management in the sustenance of safe and healthy work environment can ensure a culture that fosters continued improvement of the system. OSHA worksheets can be crucial to follow the progress of such attempts. The reviews can be manual, if necessary, investigating all health and safety events. Inspections conducted routinely can also ensure that the equipment and operational process are as per the organisation’s guidelines. Statistics related to such events should also be thoroughly evaluated for any patterns, and all efforts should be properly documented for future references. The changes implemented (in the operational process, equipment facilities and materials) should also be reviewed to understand the efficacy. As argued by Chi et al. (2005), any hazard prevention and correction system should also be frequently reviewed, and the effectiveness of the training in the working practice be regularly scrutinized. Most importantly, acknowledging any feedback from staff should be considered and seriously evaluated for its feasibility, in order to promote a culture of safety and positivity, as well as encourage more staff to share their feedback more proactively (Williams 2017).

Research philosophy is the data gathering process in which a phenomenon is used and analysed. There are mainly four types of research philosophy, realism, interpretivism, positivism and post-positivism (Mackey and Gass 2015). In this research, I have selected positivism philosophy to conduct this research project as positivism philosophy helps to collect data in a scientific way. Positivism philosophy assists to gain data about factual knowledge. Positivism philosophy helps to gain the quantifiable and observable findings. The data must be collected from human participants when positivism philosophy is taken.

Research Questions

Research approach allows the researcher to have flexibility in data collection process. The research approach is mainly two types, deductive research approach and inductive research approach. In this research project, I have selected deductive research approach as deductive research approach helps to collect data from theory and then the hypothesis is generated. From hypothesis, the researcher needs to make the observation of the study. Deductive research approach starts with generalise point of view and observational test provides confirmation for the accepted theory (Taylor et al. 2015). There is enough information available on safety culture in the workplace and deductive approach startswith a theory-driven hypothesis that guides data collection.

Research design provides information about the research study and the systematic way of data collection. There are mainly three types of research designs, descriptive, exploratory and explanatory (Lewis 2015). In this research project, I have chosen descriptive research design as it explores the problem statement. Descriptive research design helps to identify the research problem and collection of information gets easier. Descriptive research design helps to collect primary data through identification of target population. In this research, I have collected both qualitative and quantitative data in order to reach the desired objectives.

I have collected two types of data in order to continue the research project. Primary data is the raw and first-hand data that are collected from the respondents. Secondary data are collected from the secondary sources (Silverman 2016). In this research project, both primary and secondary data have been collected. In order to collect the primary data, I have conducted survey and interview in my workplace.

The purpose of utilising survey is to generate statistics that are quantitative or numerical.  The information is collected through questionnaire, answers to which forms the data that will be analysed later. The survey is generally aimed at a fraction of the population, called the sample, instead of involving every member (Fowler 2013). The survey has been conducted on employees in my workplace. The survey has been conducted aiming to analyse their perceptions of safe and positive work culture, in order to identify the facilitators and challenges in the maintenance of a safe work culture. Before the survey was conducted, approval for the same has been obtained from the management, to ensure that they are aware of the procedure. The questionnaire has been prepared in simple and it was included multiple choices, closed-ended questions and Likert scales to ensure they survey can be completed in a short span of time. I have prepared 10 close-ended questions for the survey.  

Literature Review

Interviews have also been conducted with managers who showed interest in sharing concerns regarding workplace safety. I have prepared 5 open-ended questions to three managers allowing the interviewees to freely speak their mind. The interviews have been voice recorded and I have collected transcript with permission from the interviewee. I have taken key-points highlighted in the interviews and these are considered as data evidence.

Secondary data in this research project have been collected from books, journals, websites, government reports, articles, journals and organisational websites.

In order to collect the data from the survey, I have selected 55 staffs in my workplace.I have used simple random sampling technique in order to collect the data through the survey as in this sampling technique, each participant of the population has an equal option of being select as the subject.

Sample size	Sampling technique	Sample population	Sampling frame
55	Simple random sampling	Staffs of my workplace	Had copy as well as soft copy of questionnaire through e-mail

Table 3.1: Sampling process for survey

(Source: Self-developed)

In order to collect the data from the interview, I have interviewed three managers in my workplace to have subjective information. I have used non-probability sampling to select the managers for an interview. I have conducted the interview face-to-face and I have prepared 5 open-ended questions.

Sample size	Sampling technique	Sample population	Sampling frame
3	Non-probability sampling	Managers of my workplace	Contact through e-mail and face-to-face interview

Table 3.2: Sampling process for interview

(Source: Self-developed)

I have collected data through survey and interview. Survey data have been analysed through quantitative data analysis technique. Quantitative data are numerical data what I have presented through tables and Excel bar graph and pie-charts. I have used qualitative data analysis technique in analyse the interview data. I have presented the transcript of the responses to the manager. I have provided the findings and I tried to align the data findings with literature sources.

. Ethics set up the norms of conduct, promotes the aim of the research, allows collaboration of work, ensures accountability to the public and promotes public support and exhibits moral and social values of the researcher. Ethical concerns should be considered before and during the study to protect the interest of the participants and maintain the integrity of the study. The questionnaire will be aimed to address aspects of the HSE culture and does to deviate to the point where it can adversely affect the respondents. The following aspects will be kept in mind to ensure an ethical study: It ensures that the respect and dignity of the respondents are not infringed upon. It also ensures that the physical well being of the respondents is not jeopardised. It selects respondents randomly from different communities to ensure a balanced and easily understandable data. It helps to ensure confidentiality through the signing of confidentiality agreements. Ethical consideration informs the staff and respondents about the process of the study, data collection and consolidation, as well as how the data and their responses are utilised.

Making a commitment to safety culture

I wanted some resources in order to collect the data for the research project. Required several different resources like:

• Interview Room
• Computer for data processing
• The safety policies and guideline manual of the organisation
• Job Description of the employees who have been selected to participate in the study
• Commitment from the top management towards employee safety
• Any awards or recognition for safety won by the company
• Feedback of surveys and feedback collected from the employee or staff

In order to collect survey data, I have prepared 10 close-ended questions and I shared the questionnaire to the staffs of my workplace.

1. How long have you been working in this organisation?

Options	Number of respondents	Response percentage (%)
Less than 1 year	12	22%
1year- 3 years	14	25%
4 years- 7 Years	20	36%
7 years- 10 years	09	17%

Table 4.1: Tenure of employees in workplace

In my workplace, maximum survey participants have been working in this organisation between 4 and 7 years (36%) and there are new employees who have been working in this organisation for less than 1 year. Therefore, it is proven that the organisation recruits the employees and new employees are not aware of the fact of the positive safety culture at the workplace.

1. Which age group do you belong to?  

Options	Number of respondents	Response percentage (%)
21-30	19	35%
31-40	14	26%
41-50	17	31%
51-60	05	09%

Table 4.2: Age group of survey participants

Maximum participants in the survey belong to the new age group, 21-30 years (35%). Gen Y is also there and they are mainly senior employees and they are aware of the positive safety culture in the workplace. They need to take the positive stance to let the young generation know about workplace safety.

1. How far do you agree that your organisation gives priority to health and safety in the workplace?

Options	Number of respondents	Response percentage (%)
Agree	15	27%
Disagree	40	73%

Table 4.3: Priority towards health and safety at workplace

Employees in my workplace are from various age group and the respondents of survey disagreed on the fact that management does not take positive measure regarding workplace health and safety. Pie-chart shows that 73%% respondents disagreed that management provides priority towards health and safety at the workplace.

1. Do you find the behavioural safety measure in the workplace?

Options	Number of respondents	Response percentage (%)
Yes	18	33%
No	37	67%

Table 4.4: Behavioural safety at workplace

The above pie chart shows that respondents of the survey provide emphasis on safety measures within the workplace. Almost more than 67% of the respondents disagreed on the safety measures within the workplace. Management needs to check control for the hazardous situation and they should not miss the near-miss incident. Undesirable outcomes occur in the first-aid case, major injury and minor injury.

1. Does the involvement necessary for workplace health and safety system in your workplace?

Options	Number of respondents	Response percentage (%)
Yes	41	75%
No	14	25%

Table 4.5: Workplace health and safety at workplace

In order to go forward in building positive safety culture at the workplace, it is needed to create a safety system in the workplace. The respondents provided the opinion of ‘yes’ almost 75%. Negative responses came to almost 25%. In Singapore, WSH Act 2011 is applied within the workplace where it is clearly mentioned that employers need to manage the workplace safety.

1. Do you agree that your workplace has best safety competence in a workplace?

Options	Number of respondents	Response percentage (%)
Agree	17	31%
Disagree	38	69%

Table 4.6: Best safety competence at workplace

Safety competence in interior design sector is associated with the employer’s safety culture and employees’ own safety. More than 69% of the respondents provided a view that trust between staffs at all levels is necessary to work safely as they said agreed on that. The management needs to provide a combination of skills, training and experience to the employees in order to perform effectively.

1. Do you agree that staffs and supervisors have the information they need to work safely?

Options	Number of respondents	Response percentage (%)
Agree	12	22%
Disagree	43	78%

Involving Employees for safety concerns

Table 4.7: Safety information for employees

It is clear from the Pie-chart that staffs and supervisors are not aware of the safety information and equipment within the workplace. The management must take active participation in the accident-prone section when the employees work in the interior design sector. Almost 78% respondents disagreed when they were asked about safety information as there are always risks associated with the adverse reaction of the system.

1. Do you agree that those in-charges of safety have the authority to make the changes they have identified as necessary?

Options	Number of respondents	Response percentage (%)
Agree	34	62%
Disagree	21	38%

Table 4.8: Safety in-charges can make changes to workplace safety 

In this workplace, safety in-charges can make the changes whenever they think it is necessary for the organisation as 62% respondents agreed with the view. However, they do not take the active participation for the employees’ safety. Safety information is very important for the employees and management in-charges do not compromise with the health and safety of the staffs.

1. Does your organisation provide positive recognition to those who act safely?

Options	Number of respondents	Response percentage (%)
Yes	32	58%
No	23	42%

Table 4.9: Positive recognition for workplace safety 

A safety culture in an organisation is provided with a high level of importance on the belief of safety, attitudes and values. In this workplace, the employees themselves are not confident with the workplace safety as more than 58% of the respondents provided negative comment on this. The employees think that improved workplace safety can bring organisational performance.

1. Do you agree that everyone has the tools or equipment they need to complete their work safely?

Options	Number of respondents	Response percentage (%)
Agree	20	36%
Disagree	35	64%

Table 4.10: Tools or equipment needs for workplace safety

Tools or equipment needs for workplace safety

Respondents provided negative view when they are asked about the equipment of workplace safety. Management does not provide adequate equipment to the workplace to control the hazards of workplace safety.

1. What are the equipment you have that can be hazardous to employees’ safety?

1st Manager	2nd Manager	3rd Manager
We have to use tools and equipment as we are in interior decoration industry. Work equipment in our organisation is associated with hand tools, hammers, screwdrivers, chisels, knives, spanners and scissors, saws and cleavers.	We always try to save our staffs from the hazardous equipment through training. Employees have to use machines, drilling machines, floor polishing, portable power tools, photocopiers, motor vehicles, dumper trucks and excavating equipment.	I always ask the employees to be careful when using the tools and equipment. I myself go for equipment selection and inspection. We need to use lifting equipment, fork-lift truck, vehicles hoist, lifting slings, patient baths, kick tools and ladders.

 What are the behavioural and psychological aspects of safety are present in the workplace?

1st Manager	2nd Manager	3rd Manager
I myself believe that solid principles of motivating, engaging, assisting and reinforcing should be there for the employees to have a behavioural safety. Psychological safety is about the team is always safe for interpersonal risk-taking ability.	I like to take a systematic approach to understanding the behaviour of the employees. Our organisation provides first aid provision and for a major injury, we send our employees nearby health centres. Employees can live here without the fear of negative consequences.	I provide emphasis on making psychological safe team. In behavioural safety, I recommend the employees to take time to achieve the result and results can be observed the through measurement value.

 What do you do to involve the staffs at all levels in workplace safety?

1st Manager	2nd Manager	3rd Manager
I always try to provide key factors of knowledge of safety along with support and control. We have safety managers and we ask the safety managers to provide knowledge of safety among the staffs.	We always focus to give necessary levels of education, resources and training. We can involve the employees in safety work by giving education and resources.	I believe staffs are needed to provide principles and training to stimulate responsibility, commitment and accountability of safety.

 What are the workplace safety challenges you face?

1st Manager	2nd Manager	3rd Manager
Sometimes, our staffs have to work at height and poor housekeeping create workplace safety issue.	We face challenges when we have to work with electrical cables and with forklifts.	I believe that working with colour and chemicals can be hazardous for the employees. Sometimes, we have to work in confined spaces and staffs face the issue.

 What is the future planning you have to maintain positive workplace safety?

1st Manager	2nd Manager	3rd Manager
I am thinking to put the agenda of creating a plan for promoting the workplace health and safety in the next meeting where we shall have set of rules regarding workplace safety.	We shall like to inspect the workplace through our Safety and Facility Managers. We do check equipment regularly and we need to train our employees as well.	According to me, we need to make a team who can talk regularly with the employees to encourage them to improve safety understanding. I myself like to investigate the accident matters.

Considering how a workplace injury and accidents affect the well being of the worker, and also affect the lives of their families, friends and co-workers, these incidents can lead to a crisis situation and have a poor return to work outcomes. Hence ensuring proper attention is paid towards the safety and health of the employees is an important ethical and moral responsibility. In this particular workplace, the employer is not educated properly about workplace safety culture. Survey result found out that the workplace does not have enough machinery and resources for safety. In literature review section, according to James et al. (2014), when workers are healthy and happy, they are able to nurture healthy families, and hence actively participate in the development of the community. In the informal sectors, where the work hazards are higher and the workers are generally poor, ensuring safety can help to improve the socioeconomic status of the workers. The safe environment also helps to create a culture of sustainable development in the organisation. Survey result also found that employees are not happy with the present workplace safety measure and culture. Managers provided an opinion that they are making a plan to improve the safety in the workplace.

 As opined by Keane (2015), promoting pollution control as a part of the development of safe work culture also helps to protect the environment, and hence promote well being, apart from decreasing the exposure to hazardous materials by the workers. Workplace redesigning and maintenance of healthy and safe work environment, training, safety analysis, medical assistance, medical screening, and functional assessment can help to create a culture of safety and health and can improve the employability of the workers. It has also been pointed out that wellness programs in organisations can help to identify incidents of major diseases or infections in the employees and improve attendance.

Conclusions and recommendations

Conclusions

It has been observed that in this workplace, the organisation does not follow enough rules and compliance of safety. It does not have set of rules, resources, potential equipment, employees do not have enough instruction; however, the in-charges can change the rule of safety anytime. In addition, the positive safety culture lacks in this organisation and employees agreed on this. Managers accepted the fact that in interior decoration sector, the staffs have to deal with various kinds of hazardous substances and equipment. Survey of employees and review of inspection reports (from enforcement, insurance or consultants) ensures that the health and safety protocols are being followed, and any health and safety concerns were identified. Developing programs on health and safety and maintenance of logs are important steps to ensure and monitor compliance. A lack of working knowledge of health and safety is exhibited by all employees in the organisation. This can ensure compliance with the safety guidelines of the organisation, and prevent or minimise hazardous incidents. Outlining with clarity the desired cultural objectives that the organisation wishes to achieve. This can ensure that the organisation’s expectations are clearly understood, and implemented. Prioritizing safety at the top of every agenda implemented by the organisation. Giving absolute priority on safety matters will ensure prompt and appropriate measures to ensure the maintenance of a safe work environment. Having a safety budget will allow the organisation to monitor and audit the utilization of the budget, as well as propose changes in the existing budget design to meet the safety needs of the organisation. Increased participation of the employees will improve the learning process, and therefore maintain compliance with safety standards.

Objective 1: To identify different instruments or equipment that can be hazardous to employee safety

This objective of the research project has been met on survey question of 5 and 6 and interview question 1. The staffs in this workplace of interior decoration have to work with equipment that could be hazardous for them. The managers give the names of the tools and equipment which the employees have to work with. Employees also provide their view on the involvement of workplace safety through active participation. Hazards can be minimised through trust between two employees.

Objective 2: To explore of behavioural, situational and psychological aspects that can jeopardise workplace safety

This objective has been met only in survey question 4 and interview question 2. Through the secondary sources in the literature review, aspects of workplace safety have been discussed. Safety aspects of the employees can be described as the first-aid needs, major injury and a minor injury in the workplace. Behavioural safety of the employees can be referred through safety measure in the workplace, specify desirable measure and shape of safe performance. Psychological safety is about working without stress in an interpersonal team.

Objective 3: To point out the challenges in the maintenance of safe and positive work environment

This particular objective has been met on survey questions 8, 9, 10 and interview questions 4. Managers specifically raised the challenges through descriptive opinion, height; electrical wires, chemicals and equipment are the challenges for the staffs. In-charges of the organisation have the rights to change the safety measures an organisation does not provide the positive recognition when the employees do act safely.

Objective 4: To devise interventions to address positive workplace safety

This objective has been partly met though interview question 5 when the managers were asked about future planning of the workplace safety development. The management is thinking about new rules, inspection committee and encouraging the staffs to look into workplace safety.

1. The organisation should identify the hazards and risk assessment

The management of the organisation should make a team who can identify the hazards in the workplace. In the interior designer workplace, hazards are surrounded by space, home, environment and office where the staffs need to work and build safely the construction. In interior designing, the staffs need to work on the basis of clients’ needs. Therefore, the management should understand the ergonomics and usability of the staffs in using the equipment. Hazards identification will reduce the risk and it will bring safety to the employees. The risk assessment will identify high, medium and low risks. In Singapore, the laws are there to eliminate the risks. Evaluating the safety processes each year is also needed.

Activities	Month 1	Month 2	Month 3	Month 4	Month 5	Month 5
Holding a meeting	?
Creating a team for health and safety		?
Hazards identification			?
Noting down to hazards				?
Evaluating the safety process					?
Risk assessment						?

Table 4.1: Action plan for identification of hazards and risk assessment

(Source: Self-developed)

1. The organisation should develop written process and programmes

Management of my organisation needs to be accountable for neatly stipulating safety requirements for the staffs to follow. This organisation does not have a clear set of rules for the safety culture that can exhibit the employees’ safety. The employees are needed to be given workplace safety, activities related safety and environmental safety. The organisation can develop written programmes on hazard communication, tag-out programme, respiratory protection, bloodborne protection and emergency action plans.

Activities	Month 1	Month 2	Month 3	Month 4	Month 5	Month 5
Understanding safety requirement	?
Jotting down the ideas		?
Handling the safety requirement points to team			?
Written programmes on hazard communications				?
Giving responsibilities to develop ideas					?
Emergency action plans						?

Table 4.2: Developing written process and programme

(Source: Self-developed)

3.Management can educate employees about workplace safety

In my workplace, employees are not clearly aware of the fact of workplace safety and health programme related to this. Employees should be aware of illness and injuries that can occur from the workplace related issue. Management should follow many OSHA standards and management needs to give training to the employees regarding workplace safety. OSHA has already provided training guideline to the employees. The management needs to uncover specific hazards and training should be provided with regulation.

Activities	Month 1	Month 2	Month 3	Month 4	Month 5	Month 5
Follow OSHA standards	?
Setting rules for organisation		?
Provide training to the employees			?
Creating employees’ awareness				?
Uncovering specific hazards					?
Monitoring changes						?

Table 5.3: Action plan for educating the employees

(Source: Self-developed)

This study has been done in my workplace and I am already aware of some of the practices. I have faced the limitations of time and budgetary constraints. I have had a little time for research as I have to work and study. I have faced the pressure of finishing the research on time. I have faced the monetary issue in doing research using both secondary data and primary data. Accessing premium versions of the articles and journals required money.  I have selected only 55 respondents for the survey. If I would have selected more respondents for survey and more managers for interviews, the analysis could have been more accurate and error free. Handling a large amount of data was a challenge for me.

This study is based on the development of workplace safety and I have not analysed all possible aspects of workplace safety culture. I focused only on my workplace and analysis was based on responses to the survey and interviews. My research project can help the future researchers to research on ‘Behavioural and Psychological aspects of safety in the workplace’ or ‘Physical Hazards of equipment and machinery.’

Reference List

Altmann, J., 1974. Observational study of behavior: sampling methods. Behaviour, 49(3), pp.227-266.

Ammendolia, C., Côté, P., Cancelliere, C., Cassidy, J.D., Hartvigsen, J., Boyle, E., Soklaridis, S., Stern, P. and Amick, B., 2016. Healthy and productive workers: using intervention mapping to design a workplace health promotion and wellness program to improve presenteeism. BMC public health, 16(1), p.1190.

Antonsen, S. (2017). Safety culture: theory, method and improvement. Boca Raton: CRC Press.

Arbury, S., Zankowski, D., Lipscomb, J. and Hodgson, M., 2017. Workplace violence training programs for health care workers: an analysis of program elements. Workplace health & safety, 65(6), pp.266-272.

Azadeh-Fard, N., Schuh, A., Rashedi, E. and Camelio, J.A., 2015. Risk assessment of occupational injuries using Accident Severity Grade. Safety science, 76, pp.160-167.

Bahn, S., 2013. Workplace hazard identification and management: The case of an underground mining operation. Safety science, 57, pp.129-137.

Bevan, M.T., 2014. A method of phenomenological interviewing. Qualitative health research, 24(1), pp.136-144.

Biddison, E.L.D., Paine, L., Murakami, P., Herzke, C. and Weaver, S.J., 2016. Associations between safety culture and employee engagement over time: a retrospective analysis. BMJ Qual Saf, 25(1), pp.31-37.

Bierl, C., 2017, January. Boiler and Pressure Vessel Safety, Hazards in the Workplace!. In ASSE Professional Development Conference and Exposition. American Society of Safety Engineers, 4(3), pp.23-25.

Brinkmann, S., 2014. Interview. In Encyclopedia of critical psychology . Berlin: Springer New York.

Carrivick, P.J., Lee, A.H. and Yau, K.K., 2002. Effectiveness of a workplace risk assessment team in reducing the rate, cost, and duration of occupational injury. Journal of occupational and environmental medicine, 44(2), pp.155-159.

Ccohs.ca., 2018.  Hazard and Risk. [online] Available at: https://www.ccohs.ca/oshanswers/hsprograms/hazard_risk.html [Accessed 5 Feb. 2018].

Chi, C.F., Chang, T.C. and Ting, H.I., 2005. Accident patterns and prevention measures for fatal occupational falls in the construction industry. Applied ergonomics, 36(4), pp.391-400.

Christian, M.S., Bradley, J.C., Wallace, J.C. and Burke, M.J., 2009. Workplace safety: a meta-analysis of the roles of person and situation factors. Journal of Applied Psychology, 94(5), p.1103.

Cohn, J.B. and Wardlaw, M.I., 2016. Financing constraints and workplace safety. The Journal of Finance, 71(5), pp.2017-2058.

Constantinescu, M. and Kaptein, M., 2015. Mutually enhancing responsibility: A theoretical exploration of the interaction mechanisms between individual and corporate moral responsibility. Journal of Business Ethics, 129(2), pp.325-339.

Cooper, D. (2018). Towards a model of safety culture. [online] Behavioral-safety.com. Available at: https://www.behavioral-safety.com/articles/Towards_a_model_of_safety_culture.pdf [Accessed 3 Feb. 2018].

Diener, E. and Crandall, R., 1978. Ethics in social and behavioral research. Chicago Press.

Ericson, C.A., 2015. Hazard analysis techniques for system safety. New Jersey: John Wiley & Sons.

Feng, Y., Zhang, S. and Wu, P., 2015. Factors influencing workplace accident costs of building projects. Safety science, 72, pp.97-104.

Fowler Jr, F.J., 2013. Survey research methods. London: Sage publications.

Fruhen, L.S., Mearns, K.J., Flin, R. and Kirwan, B., 2014. Skills, knowledge and senior managers’ demonstrations of safety commitment. Safety Science, 69, pp.29-36.

Glass, G.V., 2016. Primary, secondary, and meta-analysis of research. Educational researcher, 5(10), pp.3-8.

Gudykunst, W.B., Ting-Toomey, S. and Chua, E., 1988. Culture and interpersonal communication. London: Sage Publications, Inc.

Guldenmund, F.W., 2000. The nature of safety culture: a review of theory and research. Safety science, 34(1-3), pp.215-257.

Haimes, Y.Y., 2015. Risk modeling, assessment, and management. New Jersey: John Wiley & Sons.

Hale, A., Borys, D. and Adams, M., 2015. Safety regulation: the lessons of workplace safety rule management for managing the regulatory burden. Safety science, 71, pp.112-122.

Hershey, K., 2015. Culture of safety. Nursing Clinics, 50(1), pp.139-152.

Ho, O. (2016). Workplace safety in Singapore: 55 deaths, and all ‘were preventable’. [online] The Straits Times. Available at: https://www.straitstimes.com/singapore/manpower/55-deaths-and-all-were-preventable [Accessed 5 Feb. 2018].

Hodge, M. and Rainey, H.G., 2014, January. How Words Can Improve Organisational Performance: Understanding Employee Feedback Preferences. In Academy of Management Proceedings. 2014(1), p.162.

Hofmann, D.A., Burke, M.J. and Zohar, D., 2017. 100 years of occupational safety research: From basic protections and work analysis to a multilevel view of workplace safety and risk. Journal of Applied Psychology, 102(3), p.375.

Huang, Y.H., Lee, J., McFadden, A.C., Murphy, L.A., Robertson, M.M., Cheung, J.H. and Zohar, D., 2016. Beyond safety outcomes: An investigation of the impact of safety climate on job satisfaction, employee engagement and turnover using social exchange theory as the theoretical framework. Applied ergonomics, 55, pp.248-257.

Iaea.org (2018). Chernobyl Nuclear Accident | IAEA. [online] Iaea.org. Available at: https://www.iaea.org/newscenter/focus/chernobyl [Accessed 6 Feb. 2018].

James, D.E., Raunig, D.E. and Cunningham, S.S., 2014. Causal Analysis of the Inadvertent Contact with an Uncontrolled Electrical Hazardous Energy Source (120 Volts AC) (No. INL/EXT-13-30442). Idaho National Laboratory (INL).

Jamshed, S., 2014. Qualitative research method-interviewing and observation. Journal of basic and clinical pharmacy, 5(4), p.87.

Keane, J.M., 2015. Preventing major losses: Changing OSH paradigms & practices. Professional Safety, 60(1), p.42.

Keyton, J., 2011. Communication and organisational culture: A key to understanding work experiences. London: Sage.

Kim, Y., Park, J. and Park, M., 2016. Creating a culture of prevention in occupational safety and health practice. Safety and health at work, 7(2), pp.89-96.

Kouabenan, D.R., Ngueutsa, R. and Mbaye, S., 2015. Safety climate, perceived risk, and involvement in safety management. Safety Science, 77, pp.72-79.

Liu, X., Huang, G., Huang, H., Wang, S., Xiao, Y. and Chen, W., 2015. Safety climate, safety behavior, and worker injuries in the Chinese manufacturing industry. Safety science, 78, pp.173-178.

Loeppke, R.R., Hohn, T., Baase, C., Bunn, W.B., Burton, W.N., Eisenberg, B.S., Ennis, T., Fabius, R., Hawkins, R.J., Hudson, T.W. and Hymel, P.A., 2015. Integrating health and safety in the workplace: how closely aligning health and safety strategies can yield measurable benefits. Journal of occupational and environmental medicine, 57(5), pp.585-597.

Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design. Abingdon: Routledge.

Mann, C.J., 2003. Observational research methods. Research design II: cohort, cross sectional, and case-control studies. Emergency medicine journal, 20(1), pp.54-60.

Massey, A., 1990. Interior design of the twentieth century. Thames & Hudson.

mom.gov.sg (2018). Risk management. [online] Ministry of Manpower Singapore. Available at: https://www.mom.gov.sg/workplace-safety-and-health/safety-and-health-management-systems/risk-management [Accessed 5 Feb. 2018].

mom.gov.sg (2018). Workplace safety and health. [online] Ministry of Manpower Singapore. Available at: https://www.mom.gov.sg/workplace-safety-and-health [Accessed 4 Feb. 2018].

Montabon, F., Daugherty, P.J. and Chen, H., 2018. Setting standards for single respondent survey design. Journal of Supply Chain Management, 54(1), pp.35-41.

Nichol, K., Kudla, I., Robson, L., Hon, C.Y., Eriksson, J. and Holness, D.L., 2017. The development and testing of a tool to assess joint health and safety committee functioning and effectiveness. American journal of industrial medicine, 60(4), pp.368-376.

Nsai.ie (2018). Occupational Health and Safety Management. [online] Nsai.ie. Available at: https://www.nsai.ie/getattachment/Our-Services/Certification/Management-Systems/OHSAS-18001/MD-19-02-Rev-4–OHSAS-18001-Occupational-Health-and-Safety.pdf.aspx [Accessed 6 Feb. 2018].

Okun, A.H., Guerin, R.J. and Schulte, P.A., 2016. Foundational workplace safety and health competencies for the emerging workforce. Journal of safety research, 59, pp.43-51.

Osha.gov (2018). Hazard- circle chart. [online] Osha.gov. Available at: https://www.osha.gov/dte/grant_materials/fy10/sh-20839-10/circle_chart.pdf [Accessed 5 Feb. 2018].

Ozmec, M.N., Karlsen, I.L., Kines, P., Andersen, L.P.S. and Nielsen, K.J., 2015. Negotiating safety practice in small construction companies. Safety Science, 71, pp.275-281.

Pub.iaea.org (2018). INSAG-7 The Chernobyl Accident. [online] Www-pub.iaea.org. Available at: https://www-pub.iaea.org/MTCD/publications/PDF/Pub913e_web.pdf [Accessed 6 Feb. 2018].

Reason, J., 2016. Managing the risks of organisational accidents. Abingdon: Routledge.

Reese, C.D., 2015. Occupational health and safety management: a practical approach. Boca Raton: CRC press.

Research.library.gsu.edu (2018). GSU Library Research Guides: Literature Reviews: Types of Clinical Study Designs. [online] Research.library.gsu.edu. Available at: https://research.library.gsu.edu/c.php?g=115595&p=755213 [Accessed 4 Feb. 2018].

Resnik, D.B., 2015, What is ethics in research & why is it important. Journal of ideas.2(1), pp.23-34.

Ritchie, J. and Spencer, L., 2002. Qualitative data analysis for applied policy research. The qualitative researcher’s companion, 573(2002), pp.305-29.

Rosenman, E.D., Vrablik, M.C., Charlton, P.W., Chipman, A.K. and Fernandez, R., 2017. Promoting Workplace Safety: Teaching Conflict Management and De-Escalation Skills in Graduate Medical Education. Journal of graduate medical education, 9(5), pp.562-566. 

Rothmore, P. and Boucaut, R., 2015. Occupational health and safety. In Management and Leadership–A Guide for Clinical Professionals (pp. 123-136). Springer, Cham.

Safetyworksmaine.gov (2018). SafetyWorks!: Managing Safety and Health. [online] Safetyworksmaine.gov. Available at: https://www.safetyworksmaine.gov/safe_workplace/safety_management/ [Accessed 5 Feb. 2018].

Shea, T., De Cieri, H., Donohue, R., Cooper, B. and Sheehan, C., 2016. Leading indicators of occupational health and safety: An employee and workplace level validation study. Safety science, 85, pp.293-304.

Silverman, D. ed., 2016. Qualitative research. London: Sage.

smartsheet.com (2018). All the Risk Assessment Matrix Templates You Need. [online] Smartsheet. Available at: https://www.smartsheet.com/all-risk-assessment-matrix-templates-you-need [Accessed 5 Feb. 2018].

Spellman, F.R., 2017. Industrial hygiene simplified: a guide to anticipation, recognition, evaluation, and control of workplace hazards. Bernan Press.

Sso.agc.gov.sg (2018). Workplace Safety and Health (Major Hazard Installations) Regulations 2017 – Singapore Statutes Online. [online] Sso.agc.gov.sg. Available at: https://sso.agc.gov.sg/SL-Supp/S202-2017/Published/20170502?DocDate=20170502&ProvIds= [Accessed 5 Feb. 2018].

Stave, G.M. and Wald, P.H. eds., 2016. Physical and biological hazards of the workplace. New Jersey: John Wiley & Sons.

Stellman, J.M. ed., 1998. Encyclopaedia of occupational health and safety. International Labour Organisation.

Street, T.D. and Lacey, S.J., 2015. A systematic review of studies identifying predictors of poor return to work outcomes following workplace injury. Work, 51(2), pp.373-381.

Takeonestep.org (2018). Workplace hazards. [online] Takeonestep.org. Available at: https://www.takeonestep.org/Pages/yoursafety/safenotsorry/workplacehazards.aspx [Accessed 5 Feb. 2018].

Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A guidebook and resource. New Jersey: John Wiley & Sons.

Thepaksorn, P., Thongjerm, S., Incharoen, S., Siriwong, W., Harada, K. and Koizumi, A., 2017. Job safety analysis and hazard identification for work accident prevention in para rubber wood sawmills in southern Thailand. Journal of occupational health, 59(6), pp.542-551.

Trinchero, E., Farr-Wharton, B. and Brunetto, Y., 2017. Workplace Relationships, Psychological Capital, Accreditation and Safety Culture: a new Framework of Analysis within Healthcare Organisations. Public Organisation Review, pp.1-14.

Ulrich, R.S., 1991. Effects of interior design on wellness: Theory and recent scientific research. Journal of health care interior design, 3(1), pp.97-109.

Wachter, J.K. and Yorio, P.L., 2014. A system of safety management practices and worker engagement for reducing and preventing accidents: An empirical and theoretical investigation. Accident Analysis & Prevention, 68, pp.117-130.

Wallace, J.C., Butts, M.M., Johnson, P.D., Stevens, F.G. and Smith, M.B., 2016. A multilevel model of employee innovation: Understanding the effects of regulatory focus, thriving, and employee involvement climate. Journal of Management, 42(4), pp.982-1004.

Williams, C., 2017, January. Safety and Environmental Management Systems-A Journey of Continuous Learning and Improvement and the Basis of a Safety Culture. In 22nd World Petroleum Congress. World Petroleum Congress.

workforcecompliancesafety.ca (2018). 10 Reasons Why Workplace Safety Is Important. [online] Workforce Compliance Safety Ltd. Available at: https://workforcecompliancesafety.ca/resources/10-reasons-why-workplace-safety-is-important/ [Accessed 4 Feb. 2018].

Zohar, D., 2010. Thirty years of safety climate research: Reflections and future directions. Accident Analysis & Prevention, 42(5), pp.1517-1522.