Introduction to Fire Safety Management
Introduction to Fire Safety Management
Introduction to Fire Safety Management
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Individual fac<strong>to</strong>rs affecting the scope and nature of<br />
the fi re safety training they will receive include their age,<br />
physical capability, existing levels of competence and<br />
the criticality of their fi re safety role. For example, the fi re<br />
safety training given <strong>to</strong> a young person on work experience<br />
will differ greatly from that given <strong>to</strong> an employer<br />
or contrac<strong>to</strong>r conducting hot work in an area of high<br />
fi re risk.<br />
Those individuals who are required <strong>to</strong> undertake<br />
specifi c roles relating <strong>to</strong> fi re safety management such<br />
as fi re wardens and fi re incident coordina<strong>to</strong>rs will require<br />
additional specialised training (see Chapter 10).<br />
When considering the fac<strong>to</strong>rs relating <strong>to</strong> the nature<br />
of the fi re hazards and risks, it will always be the case<br />
that far more extensive fi re safety training will be required<br />
for those fi re hazards that involve high fi re risks, e.g. the<br />
training required for electrical engineers on service station<br />
forecourts will be more than for electrical engineers<br />
maintaining standard offi ce equipment.<br />
In all cases the structure of the fi re safety training<br />
given <strong>to</strong> individuals will need <strong>to</strong> cover as a minimum the<br />
following general <strong>to</strong>pics:<br />
➤ <strong>Fire</strong> hazards in the workplace, e.g. arson, faulty<br />
electrical equipment, hot work<br />
➤ Risks associated with fi re, e.g. smoke inhalation,<br />
business disruption<br />
➤ Key risk control measures, e.g. security, user<br />
checks, permit <strong>to</strong> work system<br />
➤ The emergency procedure for the workplace, e.g.<br />
the sound of the fi re alarm, the location of the<br />
assembly point<br />
➤ Actions that should be taken in the event of fi re, i.e.<br />
what <strong>to</strong> do on:<br />
➤ Discovering a fi re<br />
➤ Hearing the alarm.<br />
4.5 Fac<strong>to</strong>rs promoting a negative<br />
culture<br />
It can be safely assumed that the absence of all the fac<strong>to</strong>rs<br />
discussed above (see section 4.3) will promote a<br />
negative safety culture. If an organisation fails <strong>to</strong> provide<br />
a working environment that nurtures a positive culture it<br />
will have a direct impact upon the organisation and the<br />
employees.<br />
The fac<strong>to</strong>rs that promote a negative safety culture<br />
include:<br />
➤ <strong>Management</strong> behaviour and decision making<br />
➤ Staff feeling undervalued<br />
➤ Job demands<br />
➤ Role ambiguity.<br />
<strong>Safety</strong> culture<br />
People respond <strong>to</strong> a negative work culture<br />
in a number of ways, some will become<br />
cynical and ambivalent <strong>to</strong>wards work, others<br />
will seek <strong>to</strong> want <strong>to</strong> deliberately sabotage the<br />
organisation’s plans. A common outcome of<br />
a negative culture is individual work-related<br />
stress. If stress is intense and goes on for<br />
some time it can lead <strong>to</strong> mental and physical<br />
ill health, i.e. depression, nervous breakdown,<br />
heart disease.<br />
4.5.1 <strong>Management</strong> behaviour and decision<br />
making<br />
The behaviour of managers at work has a massive<br />
impact on their subordinates. The impact is far greater<br />
than many managers may realise and it sends strong<br />
messages <strong>to</strong> the staff as <strong>to</strong> how they ought <strong>to</strong> behave.<br />
Examples of management behaviour that have a negative<br />
impact on the safety culture of an organisation are:<br />
➤ Failure <strong>to</strong> follow or deal with non-compliance of<br />
safety rules:<br />
➤ Blocking or obstructing escape routes<br />
➤ Not wearing PPE<br />
➤ Not using safety guards<br />
➤ Moving extinguishers<br />
➤ Not evacuating during an excercise.<br />
In addition <strong>to</strong> the physical behaviour of managers, the<br />
way that staff feel about safety will be adversely infl uenced<br />
by management decisions that demonstrate that<br />
safety is not a high priority. This is even more damaging<br />
if the organisation has a good safety policy in place<br />
as it not only undermines the safety culture but it indicates<br />
that management do not consider their own<br />
policies important.<br />
4.5.2 Staff feeling undervalued<br />
Problems that can lead <strong>to</strong> stress include the lack of<br />
adequate and meaningful communication and consultation<br />
on safety matters that will affect the individual<br />
employees. <strong>Management</strong> will also demonstrate that they<br />
undervalue employees if they operate a so-called ‘blame<br />
culture’ that results in the blame for problems always<br />
identifi ed as a failure of an individual rather than accept<br />
that there has been a failure of a management system.<br />
As well as fi nding fault with individuals and/or teams<br />
organisations often promote a negative safety culture by<br />
failing <strong>to</strong> recognise good work, for example when safety<br />
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