Mr. Christian S.

Sol
Accredited DOLE-OSH Safety Consultant
Accredited DENR Pollution Control Officer
 Causes of Industrial
Accidents
Studies revealed that :
• personal factors cause 80 – 90 % ;
• 15 - 30% of the workforce is seriously
handicapped by emotional problems;
• emotional problems are responsible for
approximately 20-30% of worker’s
absenteeism.
• At least 65% and possibly as much as 90 % of
people fired by industry were dropped from
their jobs because of personal rather than
technical problems.
 Causes of Industrial
Accidents
The direct cause of any accident is either a
negative attitude or a mental handicap which
might have preceded the accident, such as :
• failure to use safety equipment,
• using equipment unsafely,
• operating without authority,
• operating at an unsafe speed,
• using unsafe equipment
• unsafe loading,
• taking unsafe position,
• repairing or oiling machinery in motion,
• horseplay,
• making safety devices inoperative, etc.
 Causes of industrial
accidents
• Unsafe acts are the results of ;
• lack of knowledge,
• improper attitude, and
• physical or mental handicaps among
workers.
• There is a need to utilize the
economic as well as the humane
aspects of loss control in
motivating people to be safety or
loss control conscious.
The following ten (10) principles of
economic application represents
thinking on the use of cost :
• Principle of Economic
Association
• Principle of Critical Few
• Principle of Reciprocated
Interest
• Principle of Future
Characteristics
• Principle of Economic Priorities
… principles of economic
application…

• Principle of Vested Interest

• Principle of Substantial
Evidence
• Principle of Adequate
Information
• Principle of Dimensional Value
• Principle of Application
 Values & Behavioral…
• It is most interesting that, around the
world, safety and loss control
management people believe that
upper management places “reducing
injury rate” at a higher level than
“providing personal satisfaction”.
• This means that in promoting safety,
it must be promoted on the basis of
what it will do to accomplish items
high on motivation which is “to
provide personal satisfaction”
Values & Behavioral…

• The average Filipino worker usually does

not have his home constructed of non-
flammable materials, or equipped with
sprinkler system when flammable
construction materials have been used.
He does not even have a fire extinguisher
at home. The absence of these and many
other safety and fire protection items in
the homes of people, is part of the reason
of their being lack of safety
consciousness.
Values & Behavioral…

• There is need to consider the following :

• Psycho-social factors influencing the worker’s
behavior as a person
• Psychological, social and economic needs,
responsibilities of employees to superiors and the
public.
• Physical and psychological fitness of the worker
• Psycho-medical factors influencing their behavior
• Filipino values vis-a-vis organizational values
• Health and lifestyles, vices and effects of the
workers
Values & Behavioral…

• People try to satisfy their

desires but they have
conflicting desires. They can
choose between unsafe way
and the safe way and behavior
reinforcement
 Psychological Approach
• Reward system
• Pep talks
• Management Support
• Management leadership
 Young Workers
(late teens/early 20’s
• New & young workers are particularly
influenced by the psychological
approach.
• These workers are daring and risk
takers
• Watch supervisors & co-workers to
determine what kind of behavior or
work habits earn respect in the
workplace.
Values & Behavioral…

• To demonstrate the organization’s

innate concern for the health and
well-being of workers, while at the
same time, improving company profit
performance, the comprehensive
loss control program should be
aimed at worker’s safety and health
and eliminating problems of
occupational health.
 Values & Behavioral…
There is need to consider the following :
• Psycho-social factors influencing the
worker’s behavior as a person
• Psychological, social and economic needs,
responsibilities of employees to superiors and
the public.
• Physical and psychological fitness of the
worker
• Psycho-medical factors influencing their
behavior
• Filipino values vis-a-vis organizational values
• Health and lifestyles, vices and effects of the
workers
Techniques in Behavior Management

planning
• forecast schedules define objectives/ procedures/policies, budgets and
programs

leading
• Selecting and developing people (helping them to improve their knowledge,
attitudes, skills and habits)
• communicating, create understanding, motivating, decision-making

organizing
• develop structure/relationships
• delegate

controlling
• setting performance standards
• measuring performance vs. standards
• evaluating results
• correcting what is wrong