NEBOSH IGC1 OBE SCENARIO 2022

Task 5 : HEALTH AND SAFETY CULTURE :

Q5: based on the scenario only what are the negative indicators of H&S culture in this organization?

A5: the negative H&S culture i<ndicators mentioned in the text are:

1. Management do not see H&S as their responsibility

2. Management do not care about work procedures, their only concern is meeting
deadlines
3. Salespeople think that H&S was not relevant to their work
4. No worker received any H&S training
5. Workers are told about changes but never consulted
6. Complaints of salespeople about the unrealism of the targets given and their difficulty
7. Workers feel pressure from having performance reviews
8. The only training provided was on how to use PC and how to receive money
9. Management only interferes when things go wrong according to workers (no assigned
H&S personnel)
10. Workers leaving the organization and making claims
11. Worker complaining to the press about the bad wok environment
12. Maintenance is severely lacking (frayed power lead, broken plug …)
13. Salespeople don’t report damages
14. No responsible person on collecting reports
15. No platform provided to collect reports and other data
16. Communication is lacking and only verbal
17. Documents relating to H&S are generic
18. Documents done by 3rd parties without adapting them to the organization
19. Old documents still not reviewed and not updated
20. Lack of risk assessments (the only ones provided are manual handling, slips trips and
falls, working at height…..)
21. Wrong information provided in the organization’s document (wrong Adress)
22. Legal H&S requirements not cared about
23. Directors risk interception is NON-existent
24. Foreseeable risks still occur
25. No reasonable control measures provided
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TASK 2 : H&S M ANAGEMENT SYSTEM

Q2: comment on the current leadership in the organization.

A2: As apparent from the complaints from workers, management never take into consideration the
concerns and personal wellbeing and their only concern is for workers to meet their targets before their
deadlines, no matter the difficulty or duration of the work required to achieve set targets.

And putting in mind that worker Z, who was a productive worker suffering from a minor injury saying
there was no need to report to the line management not to disturb them, it is only natural to believe the
management was leading by fear and force, which to me is a destructive factor to the proper flow of
work in the agency.

Needless to say, No training was provided to workers is a clear indicator of a negative leadership
practice.

TASK 3 : MONITROING AND MEASURING (AUDITS)

Q3(a): Based on the scenario only, comment on the approach taken to the audit.

A3(a):

If you ask me, there is no reason to doubt that management consenting to have a workplace audit is a
significant signal of their intent to improve the company.

Even if management considers it trivial, workers are always more open and happier to be interviewed
and have their opinions and ideas voiced and consequently received by their employee, which convinces
everyone that an audit is FAR more convenient and fruitful than an inspection. In this scenario, the
auditor spoke with workers at all levels (HR, salespeople, management), and in an inspection, this might
leave a residue of discomfort or tension, both before and after the inspection (overthinking,
anxiousness).

Personally, I feel our auditor's approach in the scenario is successful and appropriate, given the present
state of the management system. I also have high hopes and expectations for the quality of the
information acquired, as well as the results, conclusions, and, ultimately, the decisions that will be
taken.

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Comparing the steps to hold a proper audit according to formal and/or legal sources with how our
auditor done his own audit confirms it’s integrity. (LIST THEM°)

Q3(b): Advise the MD on the differences between an audit and a workplace inspection.

A3(b): Advises to the MD to differentiate between audit and inspection are:

--Auditing is a critical examination of the management system and it’s procedures, risk assessments,
SSWs method statements, etc

It also looks closely at the history of managerial actions such as trainings maintenance, inspections,
statutory examinations, etc
Audits verify the H&S culture of the workplace by observing and interviewing workers of different levels.

++Inspection is a direct observation of the workplace hazards and the effectiveness of the control
measures, it is an examination working conditions,

++ inspection helps to find out what corrective actions are necessary, which can yield quick changes to
the working environment. This sometimes generates fear for workers and management.

++inspections are taken routinely; it is a method of active monitoring that is mandatory for
improvement of productivity and smooth run of the organization

TASK 1: WHO DOES WHAT IN ORGANISATIONS

Q1: What employer obligations to workers are likely to have been contravened in the scenario?

A1: According ot Article 10 of R164,

1. An employer is obliged to provide safe work equipment and use safe working methods,
which is violated in this scenario (broken plug casing plugged into an extension lead and a
frayed power plug)
2. An employer is also obliged to provide instructions and training, but we see no
salesperson had any training other than how to use their PC and phones.
3. Employers are obliged to provide necessary supervision, needless to digress,
management is never seen and are always on the third floor.
4. Putting in place H&S arrangements adapted to the size and nature of the undertaking is
an obligation that may be contravened, and that is guaranteed to happen because the
management believes workers sitting on desks for long hours yields no risk.
5. Providing any necessary personal protective equipment free of charge is an obligation
violated by this organization, which is proved in the case of Worker Z having sore and
swollen wrists. (Wrist pillows)
6. Management is obliged to ensure the hours of work does not affect the salespersons’
health, yet they don’t care about nothing but meeting targets and deadlines
7. Taking measures to eliminate fatigue and extreme physical and mental fatigue is an
obligation violated by management, workers have reported and complained about it (as
stated by a worker: “you must be on your deathbed to be allowed sick leave”)
8. Staying up to date with knowledge to comply with these obligations is also an obligations
itself, but the management never consults workers and there is no form of reporting or
recording in the organization.

TASK 4: RISK ASSESSMENTS :

Q4: Based on the scenario only, comment on the organization’s approach to assessing health and safety
risks.

A4:

The first thing that comes to my mind when discussing risk assessment in this agency is how weak the
management's risk interception is severely lacking when it comes to the nature of work in their place,
sitting in desks for long hours yields massive risks to the worker's physical and mental health. we can
believe the management did not think being exposed to a screen for extended hours can cause sleeping
disorders which can lead to heart diseases and, fast forward not many years, a fatality.

Workers have been using duct tape to cover broken and torn plugs, not considering an overcharge might
occur and start a flame, office fires have a considerable rate around the world.

worker Z was reported to have swollen wrists yet refused to report to his manager or consult a doctor,
this is in my opinion an assessment of risk disregarded by the worker and it doesn't require him to be an
expert in risk assessment.

all of these and other arguments prove that a relative risk assessment of this organization is almost
nonexistent, not suitable, not sufficient and not the slightest effective, and can safely say it was not even
discussed.

TASK 6: TRAINING RECOMMENDATIONS:

Q6: Based on the scenario, what training would you recommend the organization arranges for different
types of workers to minimize the risk to workers’ H&S?

A6: Recommended training

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Arrangements: