DEVELOP A

WSH CULTURE

SIGNAUTURE:

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Contents
Summary of Case Study.........................................................................................................................3
Case study part 1...................................................................................................................................3
Case study part 2...................................................................................................................................3
Case study part 3...................................................................................................................................4
Introduction.......................................................................................................................................4
Executive summary............................................................................................................................4
Developing a WSH Culture Programme.............................................................................................5
Initial Step (Management Engagement)........................................................................................5
Step 1 (Diagnostic).........................................................................................................................6
Step 2 (Reporting)..........................................................................................................................8
Step 3 (Action Planning)...............................................................................................................18
Step 4 (Implementation)..............................................................................................................21
Step 5 (Review & Evaluation).......................................................................................................21

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 Summary of Case Study
NIOSH evaluated a speciality chemicals plant for skin and respiratory exposures leading to health
problems. They found that eye and respiratory irritation are common among employees, who are
generally concerned about their exposures. Two workers have sought care for illnesses they
attributed to exposures at work: one was diagnosed with bronchiolitis obliterans while the other was
diagnosed with occupational asthma and reactive airways dysfunction syndrome. Workers described
apprehension about reporting accidents and unsafe conditions to superiors.

Case study part 1

Q1. What are the main aspects which relate to poor organisational culture? Collect short statements
from the case study.

 Skin and respiratory exposures leading to health problems

 Eye and respiratory irritation are common among employees, who are generally concerned
about their exposures
 Two workers diagnosed with occupational illness
 Apprehension about reporting accidents and unsafe conditions to superiors

Q2. What related attributes?

 Leadership & commitment

 Governance
 Communication & Reporting
 Ownership & Teamwork

Q3. Level of WSH culture maturity?

 Reactive

Q4. Aspects of the company performance that could be improved?

 Increase awareness of WSH culture to all employees

Case study part 2

Q1. Considering the culture enablers and barriers, which aspect is the company lacking and why?

Enablers Barriers
Organisational communication – There’s no Inadequate organisational communication –
hazard reported Employees do not report hazards
Resources – There’s no facilities or resources to Resources issues – No safe work procedures &
mitigate the hazard incident report plans implemented
Worries about what might be discovered – Fear
of reprisal from theirs peers

Q2. Recommendation on areas appropriate for improvement

 Improve Organisation Communication Plan, Risk Assessment & Safe Work Procedures
 Hold frequent dialogue session with employees for more feedback (Not fault finding)
 Establish a Hazard Report (HAZREP) system
 Management to provide resources for implementing WSH culture

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 Case study part 3
Introduction
The purpose of the developing a WSH Culture Programme is to cultivate a good WSH Culture to the
organisation. CultureSAFE is platform for organisations to embark on a WSH culture building journey
beyond WSH infrastructure and competency that focuses on cultivating the right WSH mindset and
attitudes in every employee, from top management down to the last worker.

To increase awareness of WSH culture. Diagnose and identify gaps in the WSH culture of the
organisation than implement appropriate plans and intervention measures to enhance the WSH
culture of the organisation.

Executive summary
The objective for introducing WSH CultureSAFE is to cultivate a good WSH Culture to the
organisation. It increases awareness, diagnose and identify gaps in the WSH culture of the
organisation than implementing appropriate control measure to enhance the WSH culture of the
organisation.

There total of 6 steps in CultureSAFE. Initial step is management engagement, a kick-off session with
the management team to create awareness of WSH Culture and the importance in it. Management
are required to commit resources for CultureSAFE.

Step 1 is Diagnostic, conducting a perception survey & evidence-based assessment to collect data in
determining the WSH beliefs, values & practices of stakeholders. WSH Council will consolidate the
information after submitting via online and generate the WSH culture indexes for the organisation.

Step 2 is Report, A summarise raw responses/data is than presented in the following form:

1. Organisation Attribute Profile

2. Dimension Profile of the Attributes
3. Job Level Comparison by Dimension (Organisation)
4. Job Level Comparison by Dimension (Job Specific) – 6 bar charts to show the positive
responses from the managers, supervisors and workers across each dimension for the 6
attributes, based on the

Step 3 is Action Planning, recommendation and prioritise the action plans or task based on the
identified strength and area of improvement.

Step 4 is Implementation, Execution and operation of the initiatives as defined in Step 3,

accompanied with periodic updates. The execution will include progress, status, updates, and
monitoring schemes for each of the initiatives implemented.

Step 5 is Review & Evaluation, Monitoring the actions plan implemented. These findings will provide
valuable feedback for the organisation to refine the action plans further to ensure robustness and
sustainability and to work on other areas of WSH improvement.

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Developing a WSH Culture Programme

Initial Step (Management Engagement)

 A kick-off session with the management team to create awareness of WSH Culture and the
importance in it & would require management commitment on time and resources for
CultureSAFE programme. Resources include human resources, financial resources, facilities
and other resources such as CultureSAFE e-Tool.
Human resources include both internal and external resources. Internal resources would be
on the time of people involved in the safety programme & external resources would be the
use of CultureSAFE Consultant Organisation if require.
Financial resources are available through the WSH Culture Fund (WCF). It is a government
grant catered for SMEs to commence their WSH culture journey.
Facilities resources include access to meeting and training rooms, presentation tools and
access to computer.

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Step 1 (Diagnostic)
 Conduct a Perception Survey to collect data in determining the WSH beliefs, values &
practices of stakeholders. The survey can be taken on-line or downloaded into hard copy for
distribution to the participants. Once the perception survey is completed, all online or
hardcopy form will submit to WSH Council for processing. The CultureSAFE e-tool will process
the survey data from the perception survey questionnaires and generate the WSH culture
indexes for the organisation.

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The recommended minimum sampling size has been set at 95% confidence level with a 5% margin of
error, as shown below

 Evidence based assessment, allow the organisation to validate the consistency of the WSH
culture through site inspection, document inspection and personnel interview. It allows the
organisation to see the true picture of what is happening or what they really have on the
ground.
Appoint an internal consultant to gather information. Information include safety reports,
policy statements, meeting reports and any other relevant documents or information. The 3
main aspects of evidence-based assessment are verification interviews, document inspection
& site inspection. The following toolkits are available for download.
Verification interviews consider each of the attributes to determine the level of maturity in
the organisation. Document review to uncover evidence to substantiate or reject the
bulleted statement. Site inspection to uncover evidence to substantiate or reject bulleted
statements.

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Step 2 (Reporting)
 At the end of the diagnostics stage, the raw responses/data will be consolidated and
presented to the organisation in the following form:
 Organisation Attribute Profile – 1 bar chart and spider chart to show the maturity level of
each attributes

 Dimension Profile of the Attributes – 6 bar charts to show the maturity level of each
dimension for the 6 attributes

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  Job Level Comparison by Dimension (Organisation) – 6 bar charts to show the positive
responses from the managers, supervisors and workers across each dimension for the 6
attributes, based on the common pool of 112 questions.

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  Job Level Comparison by Dimension (Job Specific) – 6 bar charts to show the positive
responses from the managers, supervisors and workers across each dimension for the 6
attributes, based on the respective 135, 118 & 112 questions.

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Step 3 (Action Planning)
 Based on the report and findings from the diagnostic phase, organisations can prioritize
recommendations and agree on an action plan. It is crucial for strategic considerations to be
taken into account in the development of an appropriate action plan to ensure effective
management of WSH culture change.

Guidelines for Action Planning

i. Review the profile of WSH culture attributes of the organisation. Rank the severity of
the strengths and weaknesses in terms of their consequences for WSH performance,
the magnitude of their weaknesses, and the ease by which the weaknesses could be
addressed.
ii. Review the dimension profile for each of the attributes ranked in the top 3 in priority
in the preceding step. Identify the weaknesses and rank their severity in terms of
their consequences for WSH performance, the magnitude of their weaknesses, and
the ease by which the weaknesses could be addressed.
iii. Examine the findings of the preceding assessments and the intervention measures
proposed earlier to address/rectify the weaknesses uncovered in the existing WSH
culture of the organisation.
iv. Formulate an action plan for WSH culture enhancement by prioritizing the
intervention measures. To facilitate subsequent discussion with the organisation,
document the strategic factors considered in the specification of the implementation
plan.
v. Document in a formal report the outputs of the WSH culture assessment method. To
provide comprehensive guidance, the contents to be inserted in each of the sections
of the report are also specified in the template.

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Source from www.wshc.sg

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Attributes Strength Weakness Severity
Leadership & - No commitment from High
Commitment the management. Any
reporting of accident
were eventually led to
fired or disciplined
Governance Organisation vision, - Nil
values, roles and target
Work Management - No safe work High
System procedure
implemented when
handling with chemical
Competent & Learning - No training provided High
Organisation for ground worker
Ownership & Any WSH initiative are - Nil
Teamwork empowered to
proceed. Stakeholder
are motivated to
contribute towards
WSH
Communication & - No incident report High
Reporting procedure

Attributes Improvement Responsible Personnel Due Date

Leadership & Management should Don (Director) 1st April 2018
Commitment engage in any WSH
initiatives instead of
showing no retaliation
in any WSH accident &
fault finding.
Work Management Implement SWP on all Jess (HR Manager) 1st April 2018
System activity
Competent & Learning Provide necessary Jess (HR Manager) 1st April 2018
Organisation training to ground
worker

Step 4 (Implementation)
 In the implementation stage, proposed culture building initiatives in the action plan are being
executed. This initiative would require securing the commitment of senior management and

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 the engagement of stakeholders to embrace the changes required to transform their WSH
culture. To achieve this goal, visible and strong management leadership, explicit specification
of roles and responsibilities for various stakeholder groups, explicitly specified objectives and
targets, and realistic timetables must be established. It is also recommended that progress
updates and status reviews be tracked by the top management periodically, to ensure that
the implementation stays on track.

Step 5 (Review & Evaluation)

 Monitoring the actions plans implemented. These findings will provide valuable feedbacks for
the organisation to refine the actions plans further to ensure robustness and sustainability
and to work on other areas of WSH improvement. Some recommended points to be taken
into consideration during this stage include but are not limited to the following:
1. Were activities conducted according to the defined timeframe?
2. Any shortcomings in each of the activities which were conducted?
3. Were the proposed activities effective in improving culture? (based on
observation, feedback from workers etc)
4. Are each of the proposed activities one-off or ongoing?
5. Are each of the proposed activities sustainable?

Organisation who wish to find out the current degree of change in their organisation WSH culture
may perform a second perception-based survey to compare the before and after result.

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