III.1- MATERIALS
We used the workers of Biopharma, company's documentations
related to HSE, Camera, Telephone and Computer (Internet, Printer, Word and
Excel) as well as stationaries (pens, papers).
III.2- METHODOLOGY
From the literature on the various methodologies of evaluating
safety culture, we chosed one from the famous RSSB of the UK - safety attitude
surveys (using questionnaires to elicit workforce attitudes) including the
qualitative techniques (e.g. observations, focus groups discussions and
historical information reviews) stated by Weigman et al (2002). This method is
commonly referred to as triangulation.
III.2.1- In situ observation
Given that we have been working in Biopharma since its
creation, we noticed that in addition to the General Manager who actively
encourages safety at a certain level, the other employees try to do the same.
Never-the-less, somethimes what is done concerning HSE is not written correctly
and what is written is not correctly done.
III.2.2- Interviews and questionnaires:
Not all the employees were selected for our preliminary test,
the criteria was based either on the worker's age, gender, working experience,
socio-professional category or proneness to HSE issues. Hence we discussed with
the following managers (Managing Director, human resource, finance,
purchase/logistics...), accountants, lines supervisors, quality controllers,
personnel representatives, day/night watchers, gardeners, store keepers as well
as some housekeepers. We started by performing a pre-test through an overall
interviews of this group of workers on health and safety issues. Their
responses guided the setting of the questionnaire. Given that more than 90% of
the workforce of Biopharma speak and understand principally the French language
our questionnaire was written in French (see appendix A page 49).
We then went onwards, sharing these questionnaires to the
various leaders of our newly formed and installed HSE-committee, who in their
turn distributed them to the workers. This method was chosen so as to minimize
as much as possible the loosing of copies.
For workers out of Douala, we forwarded PDF files to them and
their responses returned to us through the same internet system.
Out of the 150 copies distributed, we received only 120 and
proceeded by coding them, analyzing and interpreting the results.
To facilitate the search of solutions, we enumerated some
temporal hypothesis which was to be verified from the results of the analysis
of the questionnaires composed of three parts with the last part subdivided
into five sections. (Appendix-A).
1. Part one is concerned with informations related to the
employee's profile and socio-professional status.
2. Part two highlights on organisational issues.
3. Part three is intended to demonstrate how the front and bottom
line in Biopharma manages risk and the questions are grouped in the following
sections:
· Section A is based on training, supervision and learning
culture.
· Second B talks about safe work procedures.
· Section C focuses consultation and communication
(reporting safety).
· Section D is related to management commitment.
· While the last section E, gives responses to injury management.
CHAPTER IV: RESULTS,
INTERPRETATIONS AND RECOMMENDATIONS
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