Assessment

1. Resistance to change : It is clear that Aim of the program

through a series of presentations to all workers However,
the CEO, senior accounting manager, and two
supervisors were too busy to attend any of the
presentations Even Though three weeks of the program
and its efforts .
2. Lack of Engagement : Initial Enthusiasm from some
workers ,facing the resistance and complacence from
others , Workers feeling that the program was time-
consuming and affected production.
3. Blame culture : The investigation into the serious injuries
blames the workers for their "lack of care".Workers are
not encouraged to report near misses or safety concerns,
and may even feel scared to do so.
4. Consistency issues: Ensuring uniform implementation
across,Due to production demands, only twelve of the
fifteen observers complete the scheduled training.
5. Lack of clear accountability :No accountability for
supervisors and managers to ensure safety protocols are
followed.Clear accountability measures, such as regular
safety audits, performance metrics, and consequences
for non-compliance, can help improve safety
performance
6. Lack of Transparency: Safety incidents and near misses
were not transparently addressed. forklift truck (FLT)
one of the workers nearly fell from the plastic box while
being lifted,One of these workers narrowly avoided a
collision with a moving FLT . Unfortunately The first
accident involved a forklift truck (FLT). The investigation
concluded that the driver was at fault as they were
driving too fast.
7. Inadequate training for new employees : New employees
were not adequately trained , Apprentice and a new
worker on how to use a manually-operated die cutting
and creasing machine.the plates closed on the workers
arm and shoulder, resulting in a severe crushing injury.
The investigation concluded that the apprentice was at
fault for trying to retrieve the glove.
8. Conflicting priorities: The CEO prioritizes meeting
production targets over ensuring safety protocols are
followed.Raise their voice when giving you an
explanation. They tell you that their main goal is to invest
any profit into increasing production efficiency and
marketing.
9. Emotional Discernment :Failing to recognize and address
the concerns and fears of employees. Not acknowledging
the impact of a culture of fear and intimidation on
employee well-being.because of a non-work-related
accident, which means that they now need to use a
wheelchair. They go on to say that they returned to full-
time work two months ago without a phased return to
work. Their supervisor refused to allow.
10. Developed action plans not succeed: Based on the findings
comprehensive action plan to address the identified gaps
and weaknesses.a target for all trained observers to
complete at least two observations a week, using a five
page checklist that you have devised.The information is
limited, as many of the weekly observations over the
past month have not been fully completed.
11. No Foster mutual respect and support:Recognize and
reward employees achievements.Encourage work-life
balance and well-being,workers tells that they are
looking forward to getting rewarded for their behaviour,
new workers are not experienced enough to ‘tell them
how to do their job.they raise their voice when giving
you an explanation.
12. High workload and stress:can mitigate the impact of sick
leave on the workforce and create a more sustainable
and supportive work environment.Workers are often on
sick leave and the workload for others has consequently
increased.This will effect the mental stress and health
issue.
13. Not Minimized Uncertainty:Uncertainty prevents
employees from being able to do their jobs
efficiently.Observer and worker attitude ,The forms take
too long to fill in and nothing ever gets done anyway”
When people aren’t sure where they stand or what
happens next, they can’t be as responsive or productive,
and this diminishes safety at the job site .

14. Lack of Strong leadership:: The most important factor

affecting culture is the commitment from the top.During
the feedback meeting with the CEO, they ask you to
suspend the programme as it is affecting production.

15. Job satisfaction and Appraisal:Job satisfaction relates to

one's feelings or state-of-mind regarding the nature of
work. Job satisfaction can be influenced by a variety of
factors,Others admitted that they did not like observing
other workers, as they were their friends. You decide to
do some observations yourself. During these, you find
many workers seem to be working at a much slower rate.
16. New Employee-Old Employee Complex:Old employees may be
resistant to new ideas and perspectives brought by new
employees,Old employees may feel like their territory is
being invaded by new employees.three workers
approached and asked how long this programme is
going to last. They say that they do not like being
watched by new workers. They tell you that the new
workers are not experienced enough to ‘tell them how to
 do their job’ and also The supervisor says that the
experienced worker was right in trying to get the
machine working again, rather than waiting for
maintenance.
17. Normalization; The process of making certain behaviors or
attitudes seem normal or acceptable, even if they're not.
Workers say that accidents have always been seen as
normal in this type of industry.
18. External pressures and constraints : Contribute to the
challenges faced by prioritizing health and safety, and
create an environment where safety initiatives may be
compromised. manufacturers cutting back on packaging
due to global rising costs and environmental concerns,It
will leads to compromise the health and safety.
19. Ineffective communication and feedback: Workers are not
receiving feedback on their safety behavior, and there is
a lack of open communication about safety concerns,one
of the observer then asked the worker to report the fault
and log the near miss, while looking checklist noticed no
feedback was given. asked the observer why and they tell
you that they thought ‘good’ behaviour did not need
attention, only bad behaviour need to be highlighted.