Leadership

Leaders are not bom, but some individual personalities are more suited for leadership positions. There may be several potential leaders within an organization, company, or team, but only one of them may meet the criteria or have the leadership skills that are needed for a position at a particular point in time. This does not mean that the other potential leaders are not qualified leaders, but that their unique leadership traits are not appropriate at that time. 

There are two types of leaders those who lead by coercion and those who lead by example. The question that arises is, Which is the right type of leadership It scans that there are occasions where leadership by power is appropriate (or the only way), but this type of leadership seems more appropriate, for example, in the military. Please keep in mind that power does not, in itself, have to be bad. Many people who have leadership responsibility use power in a responsible manner to help others. Many good leaders nse their leadership position and power not as a divisive tool, but to help people get things done. 

The safety and health of employees at the workplace is the ultimate responsibility of the management of the organization. Even though it is generally accepted that all share a role in safety, the ultimate accountability lies with all levels of the leadership. With this in mind, the implementation of a safety management system with the intent of changing the safety culture can only be successful if initiated, led, and supported by all management. 

A common factor in all accredited safety management systems (SMS) is an element that calls for management leadership and commitment to the safety and health process. It is almost guaranteed that any attempt to change or improve the safety culture at any workplace will fail if there is not total commitment, leadership, and management involvement from the executive right down to and including frontline supervision. 

In the research for our hook. Beyond Performance, we found that the reason for this is that most executives don t see themselves as part of the problem. Therefore, deep down, they do not believe that it is they who need to change, even though in principle they agree that leaders must model the desired changes. 

A1978 NIOSH (U.S. National Institute for Occupational Safety and Health) study identified seven crucial areas needed for safety performance, many of which are not included in most safety programs. The four key elements include  

In an update, NIOSH promotes the following four safety program elements by stating that an effective occupational safety and health program will include these elements  

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Once I had decided on a career in chemistry, I was determined rather single-mindedly to make a success of it. I sometimes think about what would have happened had I chosen a different occupation or field. Having a rather competitive nature, I could probably have done reasonably well in a number of other areas. Certainly for some fields you must be born with a special talent. Musical talent, artistic ability, business acumen, leadership ability, and vision can be further developed. 

Where technology is central to competitive success, such a breakdown in the management of technology can become a serious threat to long-term corporate performance. This situation has created a challenging environment for technology leaders as they stmggle to reestabUsh their credibility and reassert their leadership in the business. 

Technology leaders must pioneer discontinuous/radical changes along with continuous/incremental innovations. Radical innovation estabUshes and periodically renews the competitive advantage incremental innovations sustain it. Pressures on the leaders are to focus on only the near-term incremental efforts. Technology leaders must, however, build the will within the business leadership to recognize that both are necessary (35). 

These scientists and engineers represent a special challenge to leadership in that the values and motivations may at times be at odds with corporate cultures that emphasise seniority, authority based on hierarchical influence, allegiance to corporate direction, a strict proprietary view of the results of science and technology, and expectations of instantaneous organisational response to changes in direction. 

Management should demonstrate more than arm s length support for quality improvement. They should provide involved leadership and constancy of purpose. There are three key aspects of this leadership. 

In recent years, under the leadership of a coordinating editor, Subra Suresh, Acta Materialia and its letter journal have sought energetically to broaden the remit of the... 

It is more common for a complete PSA to take 16 to 24 months with several rnuiilhs tor preparation, review, and revision of the final report. The final report for a level 3 nuclear plant PSA, includes an analysis of external events, in several large volumes. Completeness and consistency in such a large document requires several months of team leadership and selected analysts. Given these resources, it may be possible to complete the technical analyses for a Level 1 PSA in a year or less, but the final report will take several more months to prepare. 

Cause beneficial changes in quality performance (the leadership role)... 

The standard requires the supplier to provide technical leadership while services are subcontacted. 

The Department of Energy fosters a secure and reliable energy system that is environmentally and economically sustainable, acts as a responsible steward of the nation s nuclear weapons, and seeks methods to clean up our own facilities and to support continued United States leadership in science and technology. 

These timeframes are guesstimates at this point, and are subject to change. Similarly, at each stage of the process there will be a number of activities that may affect overall scheduling. On completion of this process, we are confident that Company X will be well on its way toward achieving its goal of industry leadership in process safety management. 

If your company has a TQM or other group-oriented program, consider consulting the person in charge of it to get some pointers on team leadership and process. 

Everyone who has ever accepted a team or committee assignment knows the frustration of fuzzy definitions of responsibilities, of individual roles, of leadership, or of the team s overall mandate. Teams lacking clarity in these critical areas tend to fall apart quickly. 

On completion of this process. Company X expects to be weil on its way toward achieving its goat of industry leadership in process safety management. 

The way you conduct team meetings will naturally reflect both your own style and your company s broader culture. There is no single "right" way to lead a team. However, there are some common principles for effective leadership, including ... 

FIGURE 5-6. Example Task Leadership Assignments for PHA Program Development... 

What Is the Expected Process for Their Work. This requires a clear presentation of the approach (TQM, process redesign, model programs, other), which will to some extent dictate the working process. In addition, specifics about team leadership, the role (if any) of facilitators or advisors. 

To judge the quality of team performance it is necessary to examine the following PIFs distribution of workload, clarity of responsibilities, communications, team structure and leadership, and finally, group planning and orientation. 

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