HUMAN BEHAVIOR

Safety before
The

employee himself contributed to the

cause of accident.
Another employee contributed to the cause of
accident.
The employee knew of the hazards involved
before his injury, and still agreed to work in
the condition for pay.
There was no employer negligence.

Safety Today
Safety

Professionals are asking WHY?

Originally the emphasis was towards
improving physical conditions.
But consideration is also on the unsafe acts of
workers.

Behavior Safety
Behavior Safety is a process that helps
employees identify and choose a safe
behavior over an unsafe one.

Safety in the workplace is a combination of

three measurable components:
the person,
their environment,
and their behavior.

Only when these three elements are combined

can workplace accidents be eliminated.

The person component consist of the

employees:
Physical capabilities
Experience, and
Training

The work environment represents:

Engineering Controls,
Equipment,
Job task, and
The work culture

The final, most often overlooked

component is behaviorwhat the
person does on the job.

Human Behavior is
-

Man in relation to his culture, social and

physical environment.

Mans action and reaction to his

surroundings.

ABC Model
Behavioral

Psychologists usually uses the

ABC Model :
A activators
B behavior
C consequences

Activators
A person,

place, thing or event that happens

before a behavior takes place that
encourages you to perform that behavior.

They

only set the stage for behavior or

performance but they dont control it.

Behavior
Any

directly measurable thing that a person

does, including speaking, acting and
performing physical actions.

Consequences
Events

that follow behaviors, they increase

or decrease the probability that the behavior
will occur once again.

Conditions Affecting Human Behavior

Environment
Culture
Upbringing
Family

ties
Economic status
Social status

Human Behavior is a function of :

Activators

(what needs to be done)

Competencies

(how it needs to be done)

Consequences

(what happens if it is done)

Fundamentals of human behavior :

Self-concept a persons self-concept is who he is. It is the

center of the universe, his frame of reference, his personal reality.

Self-expression - people need to express their feelings in such

manner that they influence, affirm, re-shape, and change themselves
and others.

Self-disclosure - mans ability to talk truthfully and fully about

oneself. a persons ability to engage in self-evaluation is a symptom
of a healthy personality.

Dynamics of trust sometimes it takes one persons risk of selfdisclosure to stimulate good will in other people. Trust begets trust;
self-disclosure generates self-disclosure.

Factors that Influences MANS

BEHAVIOR :

Physical characteristics
Emotional stability
Previous work experiences
Work attitudes
Aptitude
Physical and emotional
needs

Principles in Understanding People :

1)

Human behavior is caused. An effective

supervisor can uncover these causes and
take steps to correct them.
2) Motives are always present in every
behavior, whether one is aware or not.
3) Motives are often disguised
4) Some motives have priority over others.
5) Individuals differ in so many aspects.

Factors of Human Behavior

Individual

differences
Motivation
Emotions
Stress
Attitudes
Learning processes

INDIVIDUAL DIFFERENCES
The

behavior of one person is not the same

as the behavior of another person.
Behavior can be influenced by both attitude
and situational variables.
Personal differences or personal equation
varies depending upon :
Present situation
Past experiences

Maturity check
A mature

person keeps alert in mind . . .

He does not always view with alarm every
adverse situation that arises.
He is too big to belittle someone.
He has faith in himself, which is fortified by faith
in God.
He never accepts either success or failure in self as
something permanent.
He never accepts any personal moods as
permanent.
He can control personal impulses
He is not afraid to make mistakes.

MOTIVATION
Is

the willingness to expend energy to achieve a

goal / need / want / reward.

Motive

is a stimulus which lead to an action that

satisfies the need. It is an action to satisfy a need /
want.

Needs

produce motives which lead to the

accomplishment of goals.

Needs

are caused by deficiencies which can either

be physical / emotional / psychological.

HIERARCHY OF NEEDS
Self-Fulfillment Needs
Ego Needs
Social Needs
Security Needs
Physiological Needs

Hierarchy of Human needs are:

1.) Physiological needs needs of the human body that

must be satisfied to sustain life.
2.) Security / safety needs protection against danger,
threat or deprivation.
3.) Social needs the need for love, affection,
belongingness, acceptance into meaningful groups.
4.) Ego needs this influence the development of various
kinds of relationship based on adequacy, independence, and
the giving and receiving of indications of self-esteem and
acceptance.
5.) Self-Fulfillment needs the will to operate at the
optimum and thus receive rewards resulting from
attainments.

JOB MOTIVATORS
Achievement

Recognition

Work itself

Responsibility

Professional growth

Responses that may show poor

motivation
pwede

na yan / kaya yan

bukas na yan
bahala na
akala ko
kung oras mo na, oras mo na talaga
aksidente yan, di talaga maiiwasan

Behavior Based Safety

Principles
1.
2.
3.
4.
5.

Watch your language

Take advantage of the Competence Motive
Make feedback a positive experience
Distinguish SMART Goals from Purpose
Elevate Self-Efficacy and Response Efficacy

Basic Behavior Principles

6.
7.
8.
9.
10.

Sell Outcome-Expectancy with Personal

Testimonies
Teach Theory and Principles before
Procedures
Use Process Measures of Safety
Performance
Look behind the numbers
Build and maintain momentum

1. Watch your language

Use

language people can relate to as human

beings who :
think and feel
believe they have dignity, freedom and personal

control

Take advantage of
competence motive
People

want to be competent.
Help them improve their competence through:
One-on-One coaching conversations
Periodic performance appraisals that focus on

behavior
Group data results of teams level of safety
performance.

Make feedback a positive

experience
The

first feedback session needs to be positive

and constructive.
The context of a feedback conversation is
crucial.
The nature of the conversation or group
discussion surrounding a feedback session will
determine whether such a process will be
appreciated, supported and sustained.

Distinguish SMART Goals

from Purpose
SMART is an acronym that represents the
essential components of an effective goal:
S specific
M motivational
A attainable
R relevant
T traceable
S shared

Elevate Self-efficacy and

response-efficacy
Self-efficacy refers to ones belief that he/she
can handle an assignment.
Response-efficacy means the person believes
an assignment is useful in accomplishing a
particular objective or purpose.

Sell outcome-expectancy with

personal testimonies
Outcome expectancy means the worker
believes the completion of a given activity or
the attainment of a certain goal will result in
worthwhile consequences.
Personal testimonies motivate participation in
the BBS process, it can be
A personal account of an injury that could have

been prevented;
An anecdote

Teach theory and principles

before procedures
Injury rates provides neither instructive

guidance nor motivation to continue a safety

process; instead,
Keep records of various proactive things that
workers do for safety, like :

Number of corrective actions implemented

Number of audits conducted
Number of hazards eliminated
Number of safety suggestions submitted

Look behind the numbers

Managers focus on the numbers, but Leaders
look beyond the numbers.
Increase employees self-esteem or
awareness of individual importance.
Goal settings builds feelings of
empowerment
Group celebrations facilitate a sense of
belonging

Build and maintain momentum

Three (3) factors needed:
1. Achievement of the Participants needs a
system that tacks accomplishments
2. Atmosphere of the Culture is the work
culture optimistic about achieving goals? Do
workers trust management will support?
3. Attitude of Leaders support means more
than providing necessary resources.

EMOTION
Emotion

disturbs rational approach to

situations.
They can be in the following :
Anger
Fear
Excitement
Anxiety
Shame

STRESS
A factor

that accelerates the rate of aging

through wear and tear of daily living.
Is always present and can be both good or
bad.
Choose how to react to it on or off the job.

ATTITUDES
The

expression of ones values toward something

or someone.
Reveal a persons tendencies to evaluate objects,
persons, or situations favorably or unfavorably.
Attitudes are internal and cannot be measured.
Accurately determining an individuals attitude
can be difficult.

3 Components of Attitude
Knowing / Cognitive can differ due to the
extent of knowledge. Misinformation can be a
source of many attitudes.
Feeling / Affective the positive or negative
feeling of attitudes.
Acting / Action dependent upon an individuals
previous experiences,

LEARNING PROCESS
It

is through the learning process that people

discover their psycho-social needs, establish
habitual patterns of behavior and emotional
reactions, and develop attitudes.
Educational systems must place emphasis on
stimulating the individual to want to learn.
Materials must be designed to apply to practical
situations, and thereby develop interest through
it .

PRINCIPLES OF LEARNING
Reinforcement

an act of recognizing an
accomplishment. Increases the likelihood of repetition.
Knowledge of results how one is doing on the job.
Practice what they have learned to ensure habit
patterns are entrenched.
Meaningfulness understand why one procedure is
better than the other.
Selective learning people select those they wish to
retain. Individual needs will ensure the proper selection
and retention.

PRINCIPLES OF LEARNING
Frequency

more learning than through a oneexposure routine.

Recall learned last is easily recalled.
Primacy it is harder to establish good patterns
if one has first learned the poor ones. Old habits
are hard to break.
Intensity things most vivid will be retained the
longest.
Transfer of training previous experiences helps
current learning or enhances current
performance.

HUMAN BEHAVIOR
Is

both observable
and

Measurable
Therefore

BEHAVIOR can be managed.

ATTITUDES are inside a persons

head, therefore they are not
observable or measurable

However, attitudes can be changed by

changing behavior !