Step Change Towards A Zero Incident Work Environment - Managing The Human Factor
Notice bibliographique
Résumé
Step Change Towards a Zero Incident Work Environment— Managing the Human Factor P. J. Grant; P. J. Grant Equilibria Search for other works by this author on: This Site Google Scholar L. M. Senior; L. M. Senior Equilibria Search for other works by this author on: This Site Google Scholar J. H. Lake J. H. Lake Equilibria Search for other works by this author on: This Site Google Scholar Paper presented at the SPE Asia Pacific Health, Safety and Environment Conference and Exhibition, Kuala Lumpur, Malaysia, September 2005. Paper Number: SPE-95346-MS https://doi.org/10.2118/95346-MS Published: September 19 2005 Cite View This Citation Add to Citation Manager Share Icon Share Twitter LinkedIn Get Permissions Search Site Citation Grant, P. J., Senior, L. M., and J. H. Lake. "Step Change Towards a Zero Incident Work Environment— Managing the Human Factor." Paper presented at the SPE Asia Pacific Health, Safety and Environment Conference and Exhibition, Kuala Lumpur, Malaysia, September 2005. doi: https://doi.org/10.2118/95346-MS Download citation file: Ris (Zotero) Reference Manager EasyBib Bookends Mendeley Papers EndNote RefWorks BibTex Search Dropdown Menu toolbar search search input Search input auto suggest filter your search All ContentAll ProceedingsSociety of Petroleum Engineers (SPE)SPE Asia Pacific Health, Safety, Security, Environment and Social Responsibility Symposium Search Advanced Search Abstract Safety results within the oil & gas industry have shown continuous improvement in the last decade, with particular focus placed on the equipment and process elements. The challenges faced in reaching and maintaining a zero incident work environment will now hinge around managing the "human factor" whilst also maintaining the equipment and process standards achieved to date. To influence the results we will have to influence the people.In 1999, we presented a paper in the Aberdeen SPE conference based upon a proactive observation and feedback process – people were the focus. In 2004, at the SPE Calgary SPE conference we presented a paper on Performance Leadership Coaching, again focusing on the potential of fully appreciating the human factor.Now, after extensive research and testing involving over 2000 workers, the ability to better manage the "human factor" has been uncovered, and a method for practical application established using the "e- colours process". We have developed and refined a process for using personality traits, not only as a communication tool but also as a risk management tool. This methodology is being tried and tested offshore today.It has always been stated that there is no "silver bullet" when it comes to safety. Yet we all seek the next step change in safety excellence and the results that goal implies. If indeed we are to make the paradigm shift required then it will only come through taking the time and effort to understand human being's actions and reactions, in a context that any roustabout, roughneck or supervisor, can appreciate while working on the job at hand.What has become evident through our extensive research in the field, offshore, is a clear picture of an element that has eluded us in the past.People of the same personality traits and tendencies (identified by us using the e-colours) do in fact, have the same approach to safety and their perception of risk tolerance, even to a point of predicting, when asked, how they could get hurt.This process very much supports the ethos of the SPE conference which is founded upon "Living and Working in Harmony". This can only be achieved by understanding the people with whom we work.We have some clear examples of how this process works and indeed how lives could have been saved if utilised. Keywords: presentation, equilibria, rig manager, colour combination, information, drilling equipment, tendency, incident work environment, spe 95346, human factors Subjects: Drilling Equipment, Health, Safety, Offshore drilling units, Ergonomics, Human factors (engineering and behavioral aspects) Copyright 2005, Society of Petroleum Engineers You can access this article if you purchase or spend a download.
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Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,000 | 0,000 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,000 | 0,000 |
| Études des sciences et des technologies | 0,000 | 0,000 |
| Communication savante | 0,000 | 0,000 |
| Science ouverte | 0,000 | 0,000 |
| Intégrité de la recherche | 0,000 | 0,000 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,001 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule tête enseignante, pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».