Aviation and Safety Management Assessment Answer

Introduction

UniSA Aviation's commitment to safety is crucial for assuring the safety of all those associated with the organization. When it comes to protecting people from potential harm, a culture of safety is essential. In keeping with this, there needs to be a culture of justice in order to set up and maintain an efficient culture of reporting errors and risks in the operating environment. UniSA Aviation knows a strong safety culture reduces risks and promotes safe operations. The company has procedures and policies to protect its employees, customers, and assets (UniSA Aviation, n.a.). A reporting culture allows employees to anonymously report hazards, mishaps, and near-misses. Transparency, accountability, and continual improvement are essential for workplace safety in a reporting culture. Establishing and maintaining a reporting culture can be difficult, especially when employees believe their reporting may be used against them (Bisbey et al., 2019).

This study will explain how the reporting culture at UniSA Aviation is intertwined with the just culture at UniSA Aviation. The significance of safety culture in the aviation sector and its effect on the working environment will be discussed in this study. In addition, this study will talk about how reporting culture helps foster a more just society and how it contributes to an organization's overall safety culture. The goal of this report is to help establish and maintain a culture of safety within UniSA Aviation based on hard data. UniSA Aviation may improve its safety performance, organizational efficiency, and work environment by understanding the interdependence and importance of reporting and just cultures within the company's safety culture.

Description of Safety Culture

Safety culture is a shared set of values, principles, and practices inside an organization with the goal of protecting its members from potential risks. It's a mindset that makes safety everyone's top priority and makes sure that measures to prevent harm are built into everything the company does. Reason (1997), identifies five characteristics of a safe workplace: awareness, fairness, adaptability, education, and reporting. A good safety culture is one that places a premium on these factors and works to incorporate them into routine procedures.

All employees at UniSA Aviation are expected to do their part to maintain a risk-free workplace because safety is a high concern for the company. All employees have responsibility for ensuring the company's safety culture emphasizes accountability. Employees receive ongoing training and education in safety practices to give them the information and abilities they need to do their jobs in a risk-free manner. The key to fostering an informed safety culture is giving staff up-to-date information on safety standards, guidelines, and policies. To guarantee that all people at UniSA Aviation have the knowledge and training they need to perform their jobs safely, the company offers ongoing safety briefings, training, and educational programs. To further ensure that safety standards are met, the company has implemented a safety management system (SMS) that includes the constant monitoring, analysis, and reporting of safety-related issues (Chiu et al., 2019).

The safety culture at UniSA Aviation is also just since it fosters a learning environment based on trust and accountability for poor performance. As a result, students at UniSA Aviation feel comfortable reporting safety issues because the system is fair, transparent, and not punitive. The company is dedicated to enhancing its safety culture by regularly assessing the efficacy of its existing policies and processes in this regard.

Discussion of a reporting culture and its positive impacts on an organization's safety culture
A reporting culture is critical to sustaining a solid safety culture inside a business. To better detect and mitigate risks, it encourages staff to report unsafe working conditions or events. This helps foster an environment where employees may report problems openly and safely without worrying about retaliation (Bisbey et al., 2019). A culture of reporting and a culture of justice are inextricably linked. A just culture fosters accountability among workers and encourages open communication and new ideas. When working in a fair environment, employees feel safe coming out with incident reports, rather than covering them up for fear of retaliation. Instead, efforts are directed toward figuring out what went wrong and how to keep it from happening again.

UniSA Aviation has established a method to encourage staff to report occurrences in an effort to foster a culture of reporting (UniSA Aviation, n.a.). To ensure that occurrences are reported in a timely and efficient manner, the company has implemented procedures and rules. Furthermore, it educates workers on the value of reporting occurrences and the reporting system itself to increase the likelihood that they will do so. It would be impossible to overestimate the benefits of a reporting culture on the safety culture of a company. UniSA Aviation can prevent accidents and improve safety for its employees by encouraging them to report incidents. This assures the safe and effective operation of aircraft, equipment, and facilities, and it also helps to prevent injuries and deaths (UniSA Aviation, n.a.).

Cultures of trust and learning are also fostered through an emphasis on reporting. Employees are free to report instances without fear of retaliation, which improves awareness of potential dangers on the job. This allows UniSA Aviation to adopt a preventative stance towards safety by anticipating and mitigating threats.

The study by Jiang, Palmer, & Peng (2020), shows the case of United Flight 232 to emphasize the significance of a reporting culture in establishing a robust safety culture. A DC-10 plane crashed in Sioux City, Iowa, after its tail engine failed catastrophically in 1989. The plane had no working hydraulics. The crew's ability to stay calm under pressure and work together to save lives earned praise despite the seriousness of the situation. The crew's openness and trust in one another played a role in this, as did the crew's readiness to communicate safety issues and failures. A reporting culture works only if reports are taken seriously and acted upon. Underreporting of accidents and hazards is possible if employees lose faith in the reporting system and fear retaliation for raising safety concerns if safety reports are utilized as a basis of disciplinary action (UniSA Aviation, n.a.).

In summary, a strong safety culture is crucial in reducing exposure to dangerous or hazardous conditions, and UniSA Aviation is dedicated to maintaining one. A just culture guarantees that employees are held accountable for their activities in a fair and equitable manner, and a reporting culture is essential for detecting and addressing possible dangers. UniSA Aviation can protect its employees and the public it serves by encouraging open communication and fair treatment of all employees and visitors.

Description and Discussion of a Just Culture and Its Positive Impacts on an Organization’s Safety Culture
Notably, just culture indicates the notion of developing a responsible culture by moving its emphasis from mistakes and outcomes to system design and behavioral choices. In regards to Aviation, the just culture indicates an environment of trust wherein individuals are stimulated for offering vital safety-linked information, but in which they are clear about where the line should be drawn between acceptable and unacceptable behavior. It is also considered an open manner of functioning wherein workforces are not penalized for choices taken in good faith and proportional to their experiences and training. It can be said that the workforce can report errors, by themselves or others, and know that information might feed into the safety management system (Amalia, 2019). A just culture is one where there is a transparent variance between unintentional and intentional actions. It can be said that procedural non-adherence mandates a punishment method, whereas procedural unintended mistakes need an un-punitive resolution. It can be said that constructive identification in addition to punitive practices must be evidently developed to enable the development of a reporting culture and a firm faith in fairness (Leveson, 2020). Under the conditions of a Just Culture, people are not criticized for honest mistakes, however, are considered accountable for deliberate violations and gross carelessness. In this culture, a well-balanced blame technique increases the workforce's readiness to report and pursues to develop a clear line between what is tolerable and intolerable behavior concerned with safety (Song, 2018).

As per Jr Gilliam(2019), a robust just culture in every aviation company is supposed as the basis for an effective safety culture. It is deemed as the major requirement for a safety management system to operate appropriately since it offers objective information regarding the root causes for errors that help ongoing attempts to recognize hazards and interrupt them. It can be said that the limitations which stop the development of a just culture might lessen the effectiveness of an aviation organization. The Just Culture has the ability to support learning from unsecured actions to refine the level of safety awareness via the refined identification of safety conditions and assists to establish responsive delivery and exchange of safety information. There is no doubt that the creation of a reliable and just setting might endorse safety performance and efficiency and must be one of the company’s objectives and goals. Therefore, this culture is deemed as an enabler as well as an indicator of an effective safety culture (Adjekum, 2014). This culture identifies that a worker’s intention is vital to appropriately assessing safety performance. The entire workforces are accountable to act safely and in a way that is equivalent to their experiences, training, and the professional norms required in their job. A just culture is essential for a company to successfully monitor the safety of its system by comprehending the impacts of normal human mistakes on the system and by depicting its resolution to enforce one’s operator accountability (Pellegrino & Pellegrino, 2019).

It has been found that the adoption of this culture will not just broaden the range of data sources which can feed into a business or sector-wide predictive technique, but also surge the excellence of the data offered. It is predictive data analytics that can provide more than clearly local improvement at aviation companies which a traditional obligatory reporting system for the instant line managers might do. It has been found that such a data analytics tool is helpful for accident avoidance and examination. A diverse variety of data to evaluate is effective since accidents are always a convergence of a range of diverse forces that no one would have predicted (Airlines IATA, 2016). It is noteworthy that it is vital to suppose human factors and their impacts on performance and workplace efficiency.

The Best Way to Implement a Just Culture with Rationale

The best way to implement a just culture in the Aviation Company is to provide human factors training in regards to handling ground and hence implement a just culture. There is no doubt that the ground service provider (GSP) might momentously benefit from pertinent human factors training offered to the entire ramp staff and management. There is no doubt that effectual human factors training intends to:

Surge the awareness actions to decline the impacts and prospective threats of human factors.
Establish mitigation practices to decline or remove the impacts and prospective risks of human factors.
Endorse a just culture

Refine Human Efficiency

Certify a safe and effective ground-handling procedure (Davidson & Brennan, 2019).
Such training will be helpful to bring safety problems close to the people and eventually intends to change the outlooks and actions of ramp staff and management to safety. Simultaneously, it impacts the opinions of ramp staff and management regarding the safety culture in their team and company. Also, this training can also surge the ground service providers’ competitiveness when prospective clients are notified that human factors training is integrated into the training structure to surge the level of safety and productivity of the services offered. Besides, this training stipulates the relevance of operational feedback to refine safety that endorses the development of just culture (Kirwan et al., 2021). The actions for the implementation of such training are as follows:

Remake Safety Policies, Processes, Roles, and Accountabilities

Train and educate staff accountable for the development and provision of human factors training.
Educating and training them to provide human factors training
Develop a human factor training session entailing objectives, definition of target groups, training timelines, competence measurement, evaluation means, supporting structure, and training needs analysis.
Choose if training is offered by the GSP or by a third-party company Establish training resources Provide starting and recurrent training in human factors Assessment of training contents and instructors
Updating the factors by using assessment forms, integrating reported safety events, and keeping instructors updated with human factors information.
The efficiency of the human factors relies on its prominence in the routine actions of those getting the training. Henceforth, human factors training needs to be customized to numerous target groups in the company. It has been suggested that cooperation between the instructors and training audiences is very vital to transfer the human factors of learning. Also, in the area of training needs analysis, it is supposed noteworthy to provide attention to the frequency of probability of definite human factors in the ground handling procedure. Certain such factors might happen often that might need suitable attention in training whereas other human factors are never encountered (Robinson, 2019).

In the case of Oceania Aviation (a Ground Service Provider in Australia), there are numerous technical training procedures and sessions which are carried out to implement a just culture. This GSP conducts a two days safety training course for the entire workforce that encompasses relevant components of its safety management system entailing their safety rules and processes, risk recognition, and regulatory needs. It has been found that the engineers in this company also carry out training in maintenance-definite human factors annually. The course is designed mainly for their needs encompassing subjects such as human mistakes and threats and how to ideally manage them (Civil Aviation Authority of New Zealand, 2014).

Conclusion

From the above, it can be concluded that safety culture is deemed as the mindset which makes safety each one’s topmost priority and ensures that measures to stop harm are developed into every action performed by the company. Moreover, it concludes that the safety culture at UniSA Aviation is “Just Culture” as it nurtures a learning environment based on faith and responsibility for poor performance. It is also inferred that a reporting culture can encourage workforces to report unsafe work situations or activities. It further assists to foster a setting wherein workforces might report issues openly and safely in the absence of worrying about retaliation. The entire discussion further infers that a reporting culture works only when reports are taken seriously and acted on. It is inferred that a well-balanced blame technique in the just culture is found to increase the workforce's readiness to report and pursues to develop a clear line between what is tolerable and intolerable behavior concerned with safety. Besides, it can be concluded that the ideal way to implement Just Culture is to offer human factors training to entire workforces to handle ground operations. This training is found to stipulate the relevance of operational feedback to refine safety that endorses the development of just culture.

References

Adjekum, D. K. (2014). Safety culture perceptions in a collegiate aviation program: A systematic assessment. Journal of Aviation Technology and Engineering, 3(2), 44.

Airlines IATA (2016). Just culture can improve safety. Retrieved from https://airlines.iata.org/analysis/just-culture-can-improve-safety

Amalia, D. (2019). Promoting just culture for enhancing safety culture in aerodrome airside operation. International Journal of Scientific & Technology Research, 8(10), 260-266.

Bisbey, T. M., Kilcullen, M. P., Thomas, E. J., Ottosen, M. J., Tsao, K., & Salas, E. (2019). Safety Culture: An Integration of Existing Models and a Framework for Understanding Its Development. Human Factors. https://doi.org/10.1177/0018720819868878

Chiu, M., Isaksen, N., & Leib, S. (2019). Development of a Statistical Model to Predict Australian Flight Students’ Valuation of Aviation Safety. Journal of Aviation/Aerospace Education & Research, 28(2). https://doi.org/10.15394/jaaer.2019.1779

Civil Aviation Authority of New Zealand (2014). Implementing a safety management system industry case studies oceania aviation group. Retrieved from https://www.aviation.govt.nz/

Davidson, M., & Brennan, P. A. (2019). Leading article: What has an Airbus A380 Captain got to do with OMFS? Lessons from aviation to improve patient safety. British Journal of Oral and Maxillofacial Surgery, 57(5), 407-411.

Jiang, T. W., Palmer, N., & Peng, J. (2020). An Inductive Study of Aviation Maintenance Human Errors and Risk Controls. Research Gate. DOI:10.13140/RG.2.2.19884.28808.

Jr Gilliam, W. (2019). MINDSPACE and development of organizational Culture in Aviation Safety Management. International Journal of Aviation, Aeronautics, and Aerospace, 6(1), pp. 1-18

Kirwan, B., Bettignies-Thiebaux, B., Cocchioni, M., Baumler, R., & Carrera Arce, M. (2021). Towards a safety learning culture for the shipping industry: a white paper.

Leveson, N. (2020). Safety III: A systems approach to safety and resilience. Boston MA: MIT Engineering Systems Lab. Retrieved June, 15, 2021.

Pellegrino, F., & Pellegrino, F. (2019). The Legal Definition of ‘Just Culture’in Aviation. The Just Culture Principles in Aviation Law: Towards a Safety-Oriented Approach, 45-68.

Reason, J. (1997). Managing the risks of organizational accidents. Aldershot, Hants: Ashgate Publishing.

Robinson, S. D. (2019). Temporal topic modeling applied to aviation safety reports: A subject matter expert review. Safety science, 116, 275-286.

Song, J. Y. (2018). The Effects of Cultural Factors on Safety in Aviation Focusing on Asian and Western Cultures. , (). Retrieved from https://commons.erau.edu/student-works/142

UniSA Aviation. (n.a.). Children and Young People Safety Policy. Retrieved from: https://i.unisa.edu.au/policies-and-procedures/university-policies/corporate/c-29/

UniSA Aviation. (n.a.). Establishing an Enterprising Team Culture. Retrieved from: https://i.unisa.edu.au/staff/ptc/performance-and-development/staff-cohorts/managers-and-senior-staff/managers/manager-toolkit/team-culture/

UniSA Aviation. (n.a.). Report a Hazard or Incident. Retrieved from: https://i.unisa.edu.au/staff/ptc/safety-and-wellbeing/hazard-reporting/

You Might Also Like:-

Aviation And Hospitality Assignment Help

Environmental Studies Assignment Help Sample Online

Aviation Safety Management System Assignment Sample

Looking For Complete Assignment Sample Get It On WhatsApp