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By Bill Sims, Jr.
www.safetyincentives.com
Why Zero Injuries is NOT your Goal…

By Bill Sims, Jr.

DES PLAINES, IL (January 9, 2012) – Realizing the importance of safety in the workplace, India’s growing community of occupational safety professionals today announce the planned launch of the India Chapter of American Society of Safety Engineers (ASSE) to occur in March, 2012. With close to 70 occupational safety, health and environmental (SH&E) professionals currently a part of the proposed new chapter in India, and many more expressing interest, ASSE’s India Chapter organizers expect the number of new members to grow quickly as news of its formation continues to spread. “The formation of the India Chapter advances our goal to increase awareness of safety around the world,” stated ASSE president Terrie S. Norris. “It allows us to engage more people in our efforts to reduce the loss of life and property, and sustain the environment. While tools, traditions and regulations may differ, our desire to promote and advance safety is the same in any language.” Intended as a way to bring together India’s growing population of SH&E professionals, and hundreds of students currently enrolled in the country’s SH&E university programs, ASSE’s India Chapter will provide members of the safety community with opportunities to network, share best practices, develop professional knowledge and skills and advance the profession while protecting people, property and the environment. “Affiliation and networking within ASSE, the oldest safety organization will be mutually beneficial for all of its members around the world,” explained Jitendra (Jitu) Patel, CPEA, emeritus member of ASSE, and recipient of the 2011 Society Fellow, the highest honor granted by ASSE, and one of the active leaders and founders of its India Chapter. Over the years the business market in India has been a destination for commercial endeavors and investments, and it has experienced high technological and economic growth. According to the Indian government, the country’s economy is expected to grow at approximately 7.5 to 8.5 percent in 2012. With this growth comes greater SH&E need in the country’s many expanding industries including; oil and gas, automobile manufacturing and maintenance, electricity, nuclear energy, construction, information technology, agriculture and traffic safety. Among India’s greatest occupational safety challenges is convincing corporate management about the value of a safe workplace, and that safety translates into profitability. “Management needs to introduce a greater culture of safety into business,” said Patel. “We must convince management of how valuable safety is and of its key role in their success.” The announcement of ASSE’s India Chapter further expands the Society’s mission to lead the charge of advancing the profession and enhancing safety around the world. Those in the SH&E profession who initially join ASSE’s India Chapter will also have the unique distinction of being a ‘Founding Member,’ assisting in the launch of this important organization.

Continued . . .

While the philosophy behind such programs seemed sound (giving rewards to employees for results), there were a number of criticisms levelled at such programs by some safety consultants, some union leaders and even OSHA. First and foremost on the list of concerns was the idea that such programs could create pressure on employees not to report accidents, injuries, near misses or other incidents so as to keep the "record" intact. While one might expect that coworkers would lead this pressure (and they frequently did), there were even some documented cases of supervisors and managers pressuring employees not to report accidents. These cases tended to be in situations where rewards that were designated for teams or whole departments were on the line.

By Bill Sims Jr.

"We don't need to reward safe performance. We give people a paycheck and they deserve nothing more for working safely."

If it is true that no deserves a bonus in return for doing what is expected of them, then why are almost all Fortune 500 chief executive officers given year end bonuses based on company performance? Why is it fair to reward them for good performance while ignoring the contributions made by the thousands of hourly people below them?

"Rewards do not effect the attitudes that underlie unsafe behavior. They merely cause employees not to report injury."

Actually, many incentive programs now reward employees for reporting injuries. Employees are recognized and rewarded for reporting and correcting unsafe acts and conditions before injuries can occur. Other popular incentive only offer incentives for taking pro-active safety steps, such as attending safety meetings, passing safety inspections, and other things.

Manufacturers and distributors are rolling out more sales incentive programs for their channel partners than ever before. Some of these programs are not as successful as they could be, however, because they fail to appreciate fully what motivates salespeople and drives them to overachieve. Read on to learn six key concepts that can make your incentive programs more effective.

By Paul Shearstone

The Incentive Dilemma: Creating Channel Sales Incentive Programs That Work The dangling of the proverbial carrot is an ancient art that is commonly understood to be at the heart of human behavior, psychology, motivation, and, in particular, business. Manufacturers and distributors often use this technique with their channel partners in an effort to add unique motivational value to move specific products or services. The reason this technique has stood the test of time is because, for the most part, it works! At times, however, elements of the technique are executed improperly. Sales incentive programs underperform or fail as a result.

By Vincent Alonzo May 1997 Incentive Magazine

 

Here's Proof That Cash Is Not The Best Motivator

pdf Version

Tom Gravalos, manager of special accounts marketing for the Akron-based Goodyear Tire & Rubber Co., Was constantly butting heads with upper management whenever he presented a proposal for an incentive program budget offering travel or merchandise. The bosses wanted cash and were pretty vocal about the reasons why: Everybody has to have money.Whenever you ask people what they want they always say cash.What could be more motivating than something that everyone already wants and needs?

If your company already has a SERVICE AWARD Program, learn how to BREATHE new LIFE into it and use it to CUT TURNOVER, ABSENTEEISM and IMPROVE Safety!

Notice the article by Bob Nelson, author of the Best Seller 1001 Ways to Reward Employees--it points out the FLAWS in today's most popular OLD SCHOOL Service Recognition Programs.

If your company DOESN'T HAVE a program, learn why you should!

Overworked employees are fed up: a survey finds 8 out of 10 Americans want a new job.

November 11, 2003: 4:12 PM EST
By Leslie Haggin Geary, CNN/Money Staff Writer

New York (CNN/Money)

Ready to quit? You have plenty of company.

Many employees are overworked, stressed out, fed up -- and eager to quit their jobs once the economy picks up. In fact, worker angst is so pronounced it has surprised even the most tuned-in human resource professionals. They say employee anger is now almost palpable.

Learn How to Defend Your Program

By Marc E. Flanders and Thomas W. Lawrence Jr.

WHY SO CONTROVERSIAL?

Mention the words "Safety Incentive Program" and heads turn, opinions fly and controversy reins. Is it because of the recent challenge by OSHA claiming that incentive programs might dissuade employees to under-report injuries, perhaps? But incentive programs have always been in the spotlight.
Are they effective? Will the improved safety performance last? Are they games or serious behavioral tools?

Incentive programs are viewed negatively by some. 'We are not going to pay for safe behavior, or 'incentives will intimidate employees not to report injuries' or 'I can get to the same place without using incentives.' However, society as a whole has certainly embraced incentives as a positive method to get results. They are used in all aspects of our lives. Parents and teachers use reward and recognition to attain proper behavior in children. Airlines lure us with frequent flyer rewards. Sports figures are rewarded for maximizing their athletic performance. The stock market rewards us for investing wisely, and CEOs get paid based on the profitability of their companies. It is the American Way! Incentive programs gain people's attention, motivating them to get results! While influencing behavior, reward and recognition makes us feel positive.

When you ask employees what they'd rather have, cash or a gift, they always say, "Oh, just give me the money." So why is it that when you give them cash or cash substitutes like Gift Certificates to the local mall, it's less effective than doing a gift program like ours? There are several reasons.

First, when you use cash or gift certificates you automatically lose HALF of every incentive dollar to taxes. There are important tax provisions that our programs help you take advantage of, which save you big bucks in income taxes. Notice what this article, published in Occupational Health & Safety, says...