1. Describe how communication should occur in the risk assessment process and why it is important to the workplace.
2. Explain the importance of focusing risk management efforts on hazards with a high potential for harm, even if these hazards are few in number?
3. Your organization wants to expand its two-dimensional risk assessment model (that currently uses severity and likelihood) to a four-dimensional model. What two additional risk factors would you recommend be added? Explain your choices.
4. Compare and contrast quantitative, semi-quantitative, and qualitative risk models. Include a discussion of the advantages and disadvantages of each.
5. It has come to your attention that maintenance workers have not been following the Lockout/Tagout procedures to control the unexpected release of electricity when working on equipment. Discussion with the workers and their supervisors has revealed that they do not follow the procedures because there have not been any incidents in the past several years. They claim that following the procedures slows down the maintenance process.
"For what reason are there different hypotheses of 'inspiration' in authoritative conduct? Talk about this inquiry by including a basic assessment of two speculations of inspiration." The reason for composing this paper is to depict distinctive motivational hypotheses by focusing on how administrators inspire workers in an industry with an abnormal state of turnover and low levels of inspiration. This article will chiefly assess Maslow's order of necessities hypothesis and McClelland's Needs of Achievement hypothesis and it will incorporate different speculations to help the argument.â Numerous associations confront troubles when endeavoring to persuade their staff to finish a given assignment. On the off chance that the representatives are inspired the organization is probably going to be effective and accomplish define objectives. To have the capacity to comprehend inspiration and the manner in which it works, first we need to comprehend human instinct itself. Now and again this could be a direct procedure anyway in others it could be exceptionally mind boggling. There must be a compelling administration and authority to control representatives through the inspiration stages. Numerous organizations trust that compensation is the prime inspiration, anyway these days individuals might need to surpass affirmation, interest and increased feeling of worth at the working environment. This is the place strengthening has an essential influence in an organization's movement as it is upheld by R.French. "Strengthening is the procedure by which administrators delegate capacity to representatives to rouse more prominent duty in adjusting the accomplishment of both individual and authoritative objectives". (French, R., Rayner, 2008, page 184) By engaging representatives this will make the staff more fulfilled, beneficial and roused all through their working hours. During the time numerous scholars have endeavored to clarify what inspiration is by planning hypotheses portraying how chiefs ought to fortify their staff. The two ways to deal with inspiration are Content and Progress speculations and they were distributed in 1950s. Content speculations clarify the particular factors that may animate individuals inside the association by investigating the people's needs and attempting to accept what can rouse their conduct. Then again a Process hypothesis features the manner of thinking by analyzing how and why people choose one activity over another at the organisation.â This hypothesis basically centers around the individual's convictions and how certain exhibitions will prompt rewards, for example, salary increase and advancement. While both substance and advancement hypotheses are focal in helping us to comprehend inspiration this exposition will center around the substance approach specifically the great motivational hypothesis of Maslow's pecking order and David McClelland requirements for achievement.â Abraham Maslow made the Hierarchy of necessities hypothesis in 1940-50s and right up 'til the present time it's as yet well known with supervisors. He built up the chain of command to comprehend human inspiration, administration preparing, and self-awareness by making five particular levels. Maslow composed two principle systems bring down request needs and higher request needs. Lower arrange needs incorporates Physiological necessities (these are the most fundamental human needs, for example, sustenance, and water and so on) moving one level up is wellbeing needs (which would be requirement for security, assurance and steadiness). After an individual has surpassed the lower arrange needs specified above, he or she proceeds onward to higher request needs which are Social needs (requirement for adoration, friendship, association with someone else), Esteem needs (regard, confidence, need of regard from others and so on) and in the wake of accomplishing the past 4 levels the individual advances to the coveted level Self actualisation will inspire the two representatives and businesses. (French R, 2009, page160) Anyway with each inspiration hypothesis there has dependably been impediments. Maslow himself has been basic about the hypothesis he made and in an announcement he said:"My inspiration hypothesis was distributed 20 years prior and in everything that time no one rehashed it, or tried, or extremely examined it or condemned it. They simply utilized it, gulped down it with just the minor adjustment" (Wilson, F.M 2004, page 146) In moving toward this issue Maslow's work has confronted a lot of feedback to regardless of whether the ideas are diverse relying upon culture. In nations, for example, Japan and Greece bring down request needs, for example, security inspires representatives to work harder more than self actualisation. (R. Rayner, 2009, page 162). Lamentably those nations have bring down work openings; in this way occupants principally center around security needs instead of self actualisation. Though some administrative organizations dismiss the lower arrange needs and go straightforwardly to higher request needs such confidence and self actualisation. "Lobby and Nougaim have discovered that as supervisors propelled, wellbeing needs turned out to be less critical while higher request needs were more imperative yet this could be clarified by a procedure of vocation change and progression". Wilson, F.M (2004, page 147) The over two explanations propose that individuals don't pursue the conventional procedure of the chain of importance. Maslow trusts that people are spurred by neglected requirements which are in a various leveled arrange; individuals need to keep climbing the chain of command so as to succeed, this strategy has not been pursued because of social distinction and administrative design. Contacting onto Alderfer's ERG hypothesis he contends that Maslow's hypothesis isn't adaptable and because of this individuals may end up baffled as they are not ready to move to the following stage. Alderfer has limited Maslow's 5 phases into 3 levels: presence needs, relatedness needs and development needs.â This hypothesis is more adaptable as individuals can minimize a level in the event that they can't accomplish the higher stage. In the wake of having assessed Maslow's progression hypothesis, this paper will now center around McClelland requirement for accomplishment hypothesis. Individuals' needs continue changing and in addition their profession occupations. Some look for the requirement for accomplishment as a method for spurring themselves at the work environment. Throughout the years this detectable actuality has captivated David McClelland. In the wake of putting in 20 years learning at Harvard University McClelland and his partners endeavored to distinguish the desire to accomplish. They started a long research utilizing Thematic Apperception Test (TAT) as an assessment of individual needs of various individuals. This is a method that requests that individuals build up an unconstrained story for every photograph. David McClelland utilized the input from individuals and gathered information and realities on inspiration. After a progression of tests utilizing the TATs system, David McClelland could recognize three needs, which he accepts are critical in understanding human inspiration and conduct. These are; the requirement for accomplishment (nAch), requirement for connection (nAff) and requirement for power (nPower). Requirement for accomplishment is focusing on those people who try to exceed expectations and in this manner have a tendency to stay away from low and high dangers circumstances. They want to accomplish something better and get than the base of issues and in addition finishing troublesome undertakings. They require general criticism from directors so as to see their advancement of their accomplishment. Then again requirement for association is tied in with making agreeable associations with different people. This gathering of individuals may perform well in client administration and shopper cooperations circumstances. Last of David McClelland needs is requirement for power, this gathering of individuals are essentially centered around taking command over others, deal with their conduct or be in control. Like Maslow's Hierarchy hypothesis, David McClelland's gained needs hypothesis has its hindrances and feedback from different scholars. Erikson suggests that 'The need to accomplish is a conduct that is just obtained and created amid early youth' consequently if it's not aced at a beginning period it can't be accomplished in grown-up life. French, R. Rayner C, Rees. G, Rumbles.S, Organizational Behavior, 2009 Anyway then again McClelland contends that the need to accomplish is conduct and it tends to be done through preparing in adulthood Ref: R, French, Organizational Behavior, 2009, page 164 McClelland has just tried preparing in nations, for example, Kakinda and India and instructed individuals to think, talk and go about as high achievers. Different commentators have can't help contradicting the impacting properties of business people are predominant. High needs of accomplishment people are ceaselessly rivaling models of magnificence'. Further, they are included with undertakings of direct trouble. 'The contention that requirement for accomplishment is the overwhelming rationale demeanor for business people might be in strife then with other research' (Langan-Fox and Roth 1995) Wilson, F.M (2004). Authoritative conduct and work. Oxford University press, page146 (Lowry 1982:63) TAT test was likewise scrutinized by associations because of the length of the examination and the many-sided quality in leading it. Taking a neglect at the most understand motivational speculations, I have been overpowered by the interest and desires each creator anticipates from the people. Scholars, for example, Maslow trust that people are roused by neglected requirements which are in a various leveled arrange; individuals need to keep climbing the chain of command with a specific end goal to succeed.â Whereas Herzberg expresses that fulfillment and disappointment are not on a similar range. He trusts inspiration can cause fulfillment or no fulfillment, and in addition cleanliness variables can cause disappointment when missing and no disappointment when present. McClelland's requirement for accomplishment accepts it future as he underlies Maslow's Hierarch hypothesis – self-realization. Anyway McGregor's Theory Y breaks even with a lot of Maslow's self-realization level of inspiration. His hypothesis centers around self-course, restraint, and development control inspiration. Reward frameworks are an imperative factor when administrators need to rationale their staff.â I trust that satisfying extraneous points is an exceptionally regular strategy utilized>GET ANSWER