Organizational culture: creating

Organizational and peer pressures may be inherent in the organizational culture creating positive and/or negative feedback. Feedback comes from many sources and in various strengths, depths, and scope, some of which are hidden (Schein, 2004 US DOE, 2009). 

Organizational factors create preconditions for errors, At the operational level, plant and corporate management inadvertently support conditions for errors. The safety culture of the... 

Create a balance between national and organizational cultures. 

Organizational interventions aimed at providing a healthy working environment, such as creating the right organizational culture and climate,... 

I created the inclusion equation to help depict the interrelated variables necessary to create and sustain inclusive cultures (see Figure 7.1). There are two broad components of the inclusion model it depicts macro and micro inclusion practices. The two macro aspects focus on organizational culture and organizational systems. At the micro level, the model identifies individual cultural competence and emotional intelligence as the two core requirements to create and sustain inclusion. The components of the model are interdependent and work synergistically. When any one aspect is weak or absent, it severely inhibits the ability of an organization to effectively practice inclusion. 

Promoting diversity and inclusion involves establishing responsibility for these efforts and creating a supportive organizational culture. To advance diversity and inclusion in the workplace, HR must carefully attend to both structural and cultural elements of the organization. We address both of these in this section. 

Krause is also the author of Leading with Safety, published in 2005, in which he writes of leadership, organizational sustaining systems, safety-enabling systems, organizational culture, and the working interface. The latter is described as the interaction of equipment, facilities, procedures, and the worker. Krause also says that a combination of these factors creates or eliminates exposures to hazards. Remember, Krause has been a major player in worker-focused behavior-based safety. And he now writes this ... 

Some contemporary management strategies which have a short-term focus onfy on shareholder value m create an organizational culture with a detrimental impact on OHS because of the dilution of commitment and motivation. This can come about through ... 

Getting employees involved in the development of the safety management system is particularly important to create ownership and buy-in. Employee involvement in the development of the safety management system will help to ensure that it fits within the existing organizational culture. 

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