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2.3 Improving Safety & Health in the SME As a nation if we are to improve the health and safety of the majority of our industrial organisations, it is of some importance to consider the most effective mechanisms to influence organisational behaviour. The SME presents special challenges in the identification of effective means of positively influencing behaviour. Various agents have been presented in the literature ( Walters, 2001) as potential mechanisms that may be exploited, these and others are discussed in the section below. The proposed psychological processes that may be relevant will also be highlighted according to domains in Michie et al’s (2005) framework namely beliefs about consequences, knowledge, environment context and resource, skills, beliefs about capabilities, motivation and goals, social professional role and identity , social influences, emotion, behavioural regulation and nature of the behaviours 2.3.1 Third Party Support SMEs have been reported to be unwilling to contact the regulator for assistance as a result of fears that they will be targeted for inspection. A third party facilitator has been suggested to offer a less intimidating means to provide practical, personal and effective health & safety support. For example, a printing company may have concerns regarding compliance with the manual handling regulations but may be resistant to seek advice from the HSE for fear that they may be inspected on a more general basis. If they ‘keep quiet’ they may never receive a spot check inspection. A third party 31
authorised or facilitated by the regulator may provide a less threatening service with the general benefit of an improvement in health and safety practice. Key psychological processes that may be relevant here are emotion, notably fear, which may be preventing SMEs from seeking external help, beliefs about the consequences of the engagement of third parties are also important, the benefits need to be seen to outweigh the costs. Knowledge about health and safety hazards and prevention can be provided by third parties along with skills training. Many organisations could possibly provide third party assistance in support of the SMEs health & safety needs, for example, the employer’s organisations, trade associations, health & safety consultants, trade unions and insurance agents. Several third parties have been used to promote engagement in the process of risks assessment. However, there are drawbacks according to the type of third party involved, for instance a number of employers were discouraged from attending awareness raising seminars because of the link with trade unions (EASHW, 2004). Also, despite the concentrated efforts of the European Union agency, the effort and money spent on initiatives involving third parties may be disproportionate to initial uptake, which has been reported to be only three percent in one national initiative for one Dutch project, (400 of 13,500 companies, (EASHW, 2004). Therefore, in order to convince wary SMEs, the benefits need to be emphasized, perhaps by 32
Page 1 and 2: A thesis submitted in partial fulfi
Page 3 and 4: ACKNOWLEDGEMENTS I gratefully ackno
Page 5 and 6: 3.1 Stage of Change model 3.2 An in
Page 7 and 8: INDEX OF TABLES Table 2.1. Employme
Page 9 and 10: less time on health and safety acti
Page 11 and 12: “It shall be the duty of every em
Page 13 and 14: greatest majority of commercial ent
Page 15 and 16: een utilised to investigate and imp
Page 17 and 18: usinesses that employ less than two
Page 19 and 20: acknowledge the importance of healt
Page 21 and 22: shift has been the result for many
Page 23 and 24: to accidents; outcome expectancies
Page 25 and 26: offered by external agencies. Restr
Page 27 and 28: The notion that interventions may n
Page 29 and 30: inconvenience, time and trouble whi
Page 31 and 32: perceived “rip off” culture has
Page 33 and 34: are still unwilling to compromise t
Page 35 and 36: stress. Furthermore, one problem wi
Page 37 and 38: The Management Standards are in the
Page 39: 2.2.9 Basic Steps Towards Complianc
Page 43 and 44: The employment of union health and
Page 45 and 46: costs depends on improvement of per
Page 47 and 48: Hairdressers Federation than inform
Page 49 and 50: about consequences (of not having c
Page 51 and 52: are: knowledge (increased awareness
Page 53 and 54: such as health and safety assessmen
Page 55 and 56: assessments and then use the site t
Page 57 and 58: of the enterprises’ health and sa
Page 59 and 60: standards, for example sanctions su
Page 61 and 62: (Stephens, Hickling, Gaskell, Burto
Page 63 and 64: in the particular context, is a tai
Page 65 and 66: Lack of skills and knowledge appear
Page 67 and 68: 3 CHAPTER THREE : LITERATURE REVIEW
Page 69 and 70: Barrett et al (2005) propose that t
Page 71 and 72: model does not explain how individu
Page 73 and 74: consensus on a theoretical framewor
Page 75 and 76: 2005). Thompson (1986) defined cont
Page 77 and 78: according to level of motivation in
Page 79 and 80: Maclean, Sinfield, Klein, & Harnden
Page 81 and 82: may not be a valid reason for choos
Page 83 and 84: guidance. However other factors nee
Page 85 and 86: with the practical opportunities pr
Page 87 and 88: together with domains identified by
Page 89 and 90: The interview protocol comprised th
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A ‘cold calling’ approach to te
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SMEs. To facilitate this, behaviour
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Information on the cover sheet of t
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disagree’, ‘disagree’, ‘neu
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Training records in health & safety
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Figure 5.2 Number of staff and repo
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Figure 5.4 Relative health & safety
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5.1.5 Motives for Engagement with H
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Themes were identified from the the
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SMEs highlighted the existence of a
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“So we have an operational aspect
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to be enabled by communication with
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“In our experience especially in
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“Technology used to be the barrie
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The telephone interview findings di
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complying with legislation were als
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114
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Figure 6.1 Hours per week organisat
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Figure 6.3. Size by Stage of Change
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Table 6.3 Decision making and encou
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Eigenvalue 25 20 15 10 5 0 1 3 5 Fi
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Table 6.4 Oblimin factor solution w
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The nature of the attitude variable
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the project, the figure was 60%. Th
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framework to meaningfully consider
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encouragement of health & safety be
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The third factor comprised items re
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In the regression model which consi
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about capability (self-efficacy), a
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safety information, training and go
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feelings of control needed to promo
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7 CHAPTER SEVEN: DISCUSSION In this
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capabilities. The evidence for know
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study. It could be argued that this
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2002), although it has shown some v
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the events. Further, careful select
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were limited by the survey tools, w
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IMPLICATIONS FOR GOOD PRACTICE AND
Page 167 and 168:
stronger links with their suppliers
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160
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of health and safety appraisal with
Page 173 and 174:
Dugdill, L., Kavanagh, C., Barlow,
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Haslam, R. A. (2002). Targeting erg
Page 177 and 178:
Ley, P. & Morris, L.A. (1984) Psych
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Pilkington, A., Graham, M., Cowie,
Page 181 and 182:
Tait, R., & Walker, D. (2000b). Mar
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Winum, P., Ryterband, E., Stephenso
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Appendices 176
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General Introductions We are undert
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Making 48. a) Are you aware of any
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Pre-contemplation Buying “No, I'm
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“Only the general risk assessment
Page 200:
Appendix C - Questionnaire
Page 203 and 204:
23 We have to have health and safet
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54 Carrying out health and safety t
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