Chapter questions 16 and 17

1.) List and explain 5 ways to prevent accidents. 10 points

 Reducing unsafe acts through screening – Identify traits that may predicts accidents and
then screen candidates for this trait. Use ERI to measure things such as emotional maturity,
conscientiousness, and safe job performance. Use interview questions that track workers’
focus on safety.
 Reducing unsafe acts through training – Instruct employees in safe practices and
procedures, warn them of potential hazards and work on developing a safety-conscious
attitude with the goal of imparting knowledge and skills to reduce or eliminate accidents.
 Reducing unsafe acts through posters, incentives and positive reinforcement. – This should
be combined with other programs (like screening and training) to keep safety thinking at the
front.
 Reducing unsafe acts by fostering a culture of safety – employers and supervisors should
take safety seriously. A safety oriented culture has: Teamwork (everyone involved in
safety), Visible and interactive communication and collaboration on safety matters, a shared
vision of safety excellence, assignment of critical safety functions to specific individuals or
teams, A continuous eye on improving safety, encouragement of safety reporting.
 Reducing unsafe acts by establishing a safety policy – The company’s written safety policy
should emphasize accident prevention and its importance in the workplace.

2.) What are the guidelines for when OSHA unexpectedly shows up at your place of business? 10
points
 OSHA may not conduct warrantless inspections without an employer’s consent.
 It may inspect with an authorized search warrant or its equivalent.
 An authorized employee representative accompanies the OSHA officer during inspection.
Take detailed notes.
 The inspector can stop and question employees in private if necessary.
 Ask why the inspector is inspecting. Is it a complaint? Fatality or accident follow-up?
 If there for a complaint, the company is allowed to know if the employee is a current
employee.
 Notify your OSHA counsel, who will review all requests from the inspector for documents
and information.
 Establish the focus and scope of the inspection.
 Discuss procedures for protecting trade secrets, conducting employee interviews and
producing documents.
 Show the inspector the current safety programs in place.
 If the inspector takes a photo or video, you should too.
 Ask the inspector for duplicates of all physical samples and copes of all test results.
 Be helpful and cooperative, but don’t volunteer information.
  If possible, immediately correct any violations the inspector identifies.

3.) What are the guidelines for firing a high-risk employee? 5 points
 Plan all aspects of the meeting: time, location, people present and agenda.
 Involve security personnel.
 Advise the employee that they are no longer allowed on the employer’s property.
 Conduct the meeting in a room with a door to the outside of the building.
 Keep the termination brief and to-the-point.
 Make sure they return company owned property at the meeting.
 Don’t let the person return to their workstation.
 Conduct the meeting early in the week and early in the morning so they have time to meet
with employment counselors or support groups.
 Offer as generous a severance package as possible.
 Protect the employee’s dignity by not advertising the event.

4.) List and briefly describe the main methods for staffing global organizations. 5 points
 Ethnocentric staffing policy – key management positions filled by parent-company nationals.
Potential reasons may be a lack of host country management talent, a desire to maintain a
unified corporate culture and the transference of parent company core competencies
quicker.
 Polycentric staffing policy – management is staffed by host-country local people. Reasoning
for this is that only those who live in the culture truly understand it. A benefit is that
cultural difficulties are avoided and the cost is lower.
 Geocentric Staffing policy – Seeks the best person for the job, regardless of nationality.
Creates a consistent culture of excellence among global management team members.