|
|
| About site: Human Resources/Training and Safety/Employee Injury Prevention - Turning Point Safety Performance |
Return to Business
|
| About site: http://www.safetyincentives.com/ |
Title: Human Resources/Training and Safety/Employee Injury Prevention - Turning Point Safety Performance Specializes in safety incentive programs for the prevention of occupational injuries.
|
|
|
|
|
Working_on_Safety A worldwide network of decision makers, researchers, and professionals responsible for the prevention of accidents and trauma at work. [more]
| Workplace_Health_and_Safety_Service Profesional independent practitioners offering HSE training, occupational health, health and safety, and event-response units. [more]
| WorkSMART Occupational health, safety and wellness consulting firm specializing in progressive injury prevention strategies, including ergonomics, awareness training, and stretching programs and products. [more]
| Hatching_Egg_Auctions Auction site for buying and selling livestock,poultry,fertile hatching eggs and smallholders supplies [more]
| Poultry_Connection All phases of poultry with classifieds, poultry postcards, event calendar, chat room, forums, and add-your-own links by category. [more]
| Poultry_in_Motion Sell purebred and rare breeds of large fowl and bantam chickens in many varieties. Also poultry arks and housing, feed and drink equipment, supplies, medicines, and books. England. [more]
|
|
| Alexa statistic for http://www.safetyincentives.com/ |
|
| Related sites for http://www.safetyincentives.com/ |
| Stromberg\'s_Chicks_&_Gamebirds_Unlimited Sales of eggs, chicks, and adult birds, supplies and equipment. Online ordering. | | Watt_Poultry_Information_Network Industry news, publications, clipping service, classified ads, products, research briefs, directory of suppliers, and links. [Registration required.] | | ACM_Diagnostics Developer of software and analytic tools for modeling call and email handling and for training contact center supervisors and managers. | | Adtech_Solutions Provider of integrated support solutions, and call center telephony. Offering telephony installation for computer supported telephony applications. | | Altitude_Software Offers call center software to enable integration of both self-service and assisted customer interactions across voice, email and web channels. | | The_Amanda_Company,_Inc_ Manufactures call processing software and equipment used by small businesses to integrate communication over telephone and computer networks. (OTC: AMNA). | | Amcat Provides predictive dialers, IVR, ACD and call center management software. Software implementation, education and support is also offered. | | Amtelco Provider of call center communication systems, software applications and XDS technologies. Patented Infinity product offers ACD, voice processing, text messaging, PBX capabilities and digital switch | | Ansapoint_Call_Center_Software Provider of online workforce management tools for forecasting agent staffing requirements at call centers. | | Applied_Business_Technologies Provider of Call Center recording and quality audit solutions. | | Apropos_Technology,_Inc_ Develops, markets and supports customer interaction management solutions for multimedia contact centers. (Nasdaq: APRS) | | Astute_Solutions Provider of consumer interaction solutions, designed to leverage telephony to create an integrated customer relationship and information management solution. | | Authtel Provides permission solutions for the telemarketing industry, enabling telemarketers to recapture prospects lost to federal and state ‘Do Not Call’ registries. | | Avotus Offers software designed to help call center managers and supervisors control the Nortel Networks Meridian 1 system. | | Bard_Technologies Developer of the callLAB pc-based software for testing call center behavior using call-by-call simulation technology. This is used for strategic analysis and workforce management. | | Blå_Tornet_Data_AB Offers software depelopement and consulting based around support organization and management. | | Braxtel_Communications Providers of hosted and premise based customer call center solutions software, incorporating Automatic Call Distribution (ACD) and Interactive Voice Response (IVR). | | Cacti_Inc Offers a range of solutions for continuous and selective contact recording, with data analysis functionality. | | Call_Center_Technologies A software developer, VAR, and partner covering both the call center and help desk industries. | | Callscripter Provides workflow management software for contact centers. Allows call scripts to be written in minutes by non-technical users, including screen popping and full reporting suite. | | CenterForce_Technologies,_Inc_ Offers a range of web based call center management tools. | | Centergistic_Solutions Offers software designed to gather data from multiple sources and present this information in dynamic, functional formats. | | C3Gatway_Products__ContactIP The ContactIP call center software provides real-time, interactive audio and video interactions between customer and agent. Also offers collaboration tools and systems through ASP and/or license-based | | ChaseData_Corporation Specializes in delivering predictive dialing software to medium and large call centers. | | Collaboration_Technologies The Realise Computer Telephony server provides complete inbound call handling, predictive dialing and unified messaging solutions integrated with all leading PBXs. | | Concerto_Software,_Inc_ Offers comprehensive software and services for customer interaction management. | | Coordinated_Systems,_Inc_ Provides software for agent monitoring and call recording. | | CosmoCom Provider of all-IP, universal access contact center platforms, which enable service providers to offer hosted contact center applications. Supports multichannel interactions (telephone, Internet, mess | | Custom_Software_Solutions Developer of Khronos, a time and motion study software tool for use in incoming and outgoing call/contact centers and other industries. | | Data_Collection_Resources Offers monitoring and agent evaluation software. | | Database_Systems_Corp_ Provider of call center technology, including software, predictive dialer systems, and web development products. | | Data-Tel_Info_Solutions Offering a fully featured predictive dialing system. | | Dial_Connection,_Inc_ Offers predictive dialing, telemarketing and call center software solutions. | | Digisoft_Computers Vendor of scripting software for call centers. | | Digivoice Developers and implementers of complete contact center software solutions. | | DTS_Group Provides voice, data and software solutions, and offers systems integration, workflow and CRM services. | | EchoPass An application service provider offering web-based telephone and internet customer support services, including text chat, email and web call-backs. | | Electronic_Technology_Systems Contact center voice, screen, call recording and monitoring software solutions. | | Engage_Technology Specializes in Computer Telephony and E-Commerce solutions software. | | Envision_Telephony Offers call recording and monitoring systems to meet the agent training, evaluation and survey needs of customer call centers. |
|
This is businessgiftdepot.com cache of m/ as retrieved on 2008.12.02 businessgiftdepot.com's cache is the snapshot that we took of the page as we crawled the web. The page may have changed since that time.
|
Safety Incentives, Safety Incentive Programs, Safety Rewards — SafetyIncentives.com HomeAboutContactSafety Industry LinksStarperks Rewards Subscribe SafetyIncentives.com Safety Incentives, Safety Incentive Programs, Safety Rewards Dispelling Popular Myths About Safety Incentives by admin on November 2, 2008  “We don’t need to reward safe performance. We give our employees a paycheck and they deserve nothing more for working safely. It’s part of their job.”If it’s true that no deserves a bonus in return for doing what is expected, then why are Fortune 500 CEO’s given year-end bonuses based on company performance? Why is it fair to reward them for performance while ignoring the efforts of the thousands of hourly employees below them?“Rewards do not effect the attitudes that underlie unsafe behavior. They merely cause employees not to report injury.”Actually, many safety incentive programs now reward employees for reporting injuries. Employees are recognized and then rewarded for reporting and correcting unsafe acts and conditions before injuries can even occur. Other programs offer incentives for taking pro-active safety steps such as attending safety meetings and passing safety inspections.“With a reward program, management ignores the true cause of the problem. Rewards discourage changing the safety system.”W.R. Grace documented over 1800 bright ideas from it’s employees, with over 50% of these ideas centered on improving processes and procedures involving safety.“Safety rewards are unnecessary. All employees have intrinsic motivation and should be willing to do a job safely for the compensation received.”In a study by Dr. Kenneth Kovach, quoted in Bob Nelson’s book: 1001 Ways to Reward Employees, recognition for a job well done is the single most important factor in employee job satisfaction.Those same employees said 68% of the time that they were not recognized enough by upper management. In another survey, employees who leave a job or quit a job consistently rank lack of recognition and praise as the primary reason for leaving. So recognizing employees for being safe fills a vital need that all of us have.Further, the Workmen’s Compensation system is a temptation many employees cannot resist. Workmen’s Comp is an incentive program that rewards people who don’t return to work. Many companies report that a healthy safety incentive program helps combat the temptation of Work Comp fraud.Clearly, no one knows all the secrets of human nature and employee motivation. It’s a constantly changing and highly complex subject. But that’s what makes it so intriguing. One thing can be said for sure: companies experimenting and learning how to use incentives and recognition often significantly improve safety much more rapidly than companies which do not. And these companies also have higher morale and lower turnover than companies who think managing people is only about cutting a paycheck every other week. { 0 comments } Why Safety Programs Can Lead to Injury Hiding by admin on November 1, 2008 By Bill Sims Jr. Most safety managers in the trenches for any length of time have seen the negative effects of poorly designed safety incentive programs. These are the programs that only reward employees for reaching an injury-free milestones without changing underlying behavior.Programs like these could lead you to conclude that all safety incentive programs are ineffective in creating a safer workplace. You might even believe they do just the opposite and actually encourage injury hiding. However, we have uncovered cases where injury hiding occurs without ANY incentive programs — leading us to a new understanding of injury hiding.Consider the following story.A certain non-profit organization builds houses for underprivileged people. The work is done by volunteers who receive support and housing from the organization. During a building campaign, the organization placed an emphasis on safety, establishing a goal of achieving 200,000 injury free hours. There was no incentive or recognition program involved because there was no budget for one. There was only this common safety goal, shared by 1,000 workers.During the construction project a worker suffered a broken arm, had it reset at the infirmary and returned to work the next day so he wouldn’t blow the record for his crew.The concerned safety staff placed him in a light duty assignment. But why did he return to work? The answer was he wasn’t trying to win a prize, he was trying to be a hero.Human beings are goal oriented. We are taught that being a hero is admirable and that giving 110% when our bodies are functioning at only 50% is having “the right stuff.”Newspapers are filled with stories of heroes – pulled from the sports arena, battle field and the like. Reporters can attest to their wide appeal among the general public. So is it any wonder then that We seek to imitate such heroic behaviors?Human beings inherently want to be heroes. Often, the root cause of injury hiding may not involve an incentive at all, but a drive for recognition. Some employees want to be heroes and seek to establish themselves as the toughest guy on the crew — someone who can work through any pain or trauma.We have heard of many employees who proudly show off a lost finger or hand. We’ve heard coworkers tell stories like, “… after his arm was cut off he picked it up with the other hand and walked to the ambulance.”We are convinced that many behavioral safety experts have missed a major reason people hide their injuries in the work place. Being a hero and working “hurt” allows them to get needed recognition and positive affirmation from their peers.Is it possible that employees might even fake or stage an injury, or even create one at home to gain that recognition? Sounds far-fetched, but perhaps some of the injuries employees “hide” result from trying to gain hero status after news of the injury “mysteriously” leaks out.Numerous industry surveys have shown that employees rate the need for recognition as the number-one factor in job satisfaction, while money ranks a distant fifth. You may be surprised to learn that 73% of all employees report that they are not thanked or praised enough.In work environments where employees are thanked and praised regularly for positive behaviors, responsible management is meeting that need for support and recognition. These environments don’t just “happen” – they are created with the help of a well-planned safety recognition program. Companies that cling to the misconception that, “a paycheck is recognition enough” have created a culture where employees will hide injuries to be a “hero” or “help” the team.Regarding the ongoing debate of whether incentive programs lead to injury hiding or not, we would like to assert that yes they can — if misused or abused. (Keep in mind that there is a difference between incentive programs and recognition programs. The former focuses on prizes while the latter focuses on recognizing changes in behavior.)Regardless of where you sit on the issue of injury hiding, I would caution that nobody is the master of human behavior. There are no easy answers or quick fixes. Anyone who supposes otherwise will always find himself proven wrong. { 0 comments } Motivate Your Team To Work Safer by admin on June 6, 2008 Safety Incentive Plans (Performance plans) share the same concept as Employee Stock Ownership plans or Profit Sharing plans; participants have a stake in the results!When participants are rewarded for positive results, and coupled with a strong injury prevention program (training and workplace design), management commitment, and an employee safety committee, a successful safety incentive plan can be the key that opens the door to success!SafetyIncentives.com Safety Performance Systems offers targeted performance plans which you customize to your site specific needs and budget. A new plan can be implemented annually so interest is always maintained!There are many plans - from targeting back injuries to slips, trips, and falls; from near misses to attentiveness to labels and warning signs! Add some fun and excitement to your safety program and more importantly,value, by achieving favorable results! { 0 comments } B.F.Skinner: “Behavior is Modified By its Consequences by admin on June 1, 2008 ” I never was much of a Skinner fan but I agree with that statement. When an employee suddenly puts on safety glasses because the “safety man” is walking down the aisle, the employee’s behavior wasmodified.Was the behavior modification due to the sudden realization that he was in a mandatory eye protection area? Of course the employee’s sudden burst of compliance carried a “taillight guarantee.” The safety glasses will have a way of removing themselves when the ‘coast is clear’. Employees make trade-offs like this all the time. They trade personal safety for comfort and convenience. An employee’s level of compliance rises or falls in direct proportion to their perceived level of risk.In the aforementioned instance, the employee considered the chances of injury were less than the chances of disciplinary action. Fortunately, for employees such as this, the responsibility for a “level of risk” determination is not theirs to make.I like the “carrots, stick, carrots” approach to workplace safety. Positive reinforcement first, progressive discipline if that doesn’t succeed, and carrots again if it does. Safety Performance plans combined with the above mentioned safety principles, help foster such a positive environment.Safety performance plans share the same concept as an Employee Stock Ownership Plan or Profit Sharing plan, in that the participants have a stake in the results. Coupled with a strong injury prevention program (training and workplace design), management commitment, and an employee participant safety committee, success is right around the corner.I have found it to be more effective to change the themes of the plans on a yearly basis. This maintains interest and allows the performance plans to be directed towards specific areas of concern or focus, such as back injuries or slips, trips, and falls, for example. In addition, continuing the identical plan may be construedas a benefit or other employer provision.Like the Thanksgiving turkey provided to each employee, Safety incentive awards that are tied to specific targets over established uninterrupted periods may be considered precedent setting. You will notice, while all of these plans reward positive performance, they each differ in theme, number of recipients, types and quantities of awards, etc. None of the Performance Plans discourage accident reporting since they all hinge on reducing a business’s real adversary - lost time injuries!Naturally, you can alter the plans in any way you see fit. In fact I strongly recommend it. Personalizing the Performance plan will make it more attractive and less “pre-packaged.” Employees are less interested in some of the “canned” safety incentive programs. If there is initial interest, it will certainly wane after the first year. That is why it important to change the plan annually. { 0 comments } Selling Safety: Effective Safety Management Takes Salesmanship by admin on June 1, 2008 Whether its politics, insurance, labor relations, even dating and marriage, the ability to persuade the other party to adopting your view is the key to success - no matter what the undertaking. An individual may possess limitless knowledge about a given subject but may not convey his or her message without luring the other party into a “state of involuntary prayer.”As a Safety Professional, you can’t “wait in the showroom” like a plaid-suited car salesman expecting customers to come to hear your “pitch.” You have got to meet your customers in their element, establish a rapport, speak their language, hone in, and sell the message! Selling Safety provides both an entertaining and informative perspective on the true consequences of work place injuries and illnesses.Selling Safety is an effective presentation that will be well received by senior management, supervision, as well as non-management personnel.Learn more by ordering our Free DVD { 0 comments } Safety Incentives Help You Lower Accidents by Recognizing Safe Behaviors by admin on June 1, 2008 Safety Incentive Plans (Performance plans) share the same concept as Employee Stock Ownership plans or Profit Sharing plans; participants have a stake in the results!When participants are rewarded for positive results, and coupled with a strong injury prevention program (training and workplace design), management commitment, and an employee safety committee, a successful safety incentive plan can be the key that opens the door to success!SafetyIncentives.com Safety Performance Programs focus on rewarding positive behaviors that lead to outstanding performance. Effective programs focus on safety behavior and not safety results. Our programs make it easy to reward your employees for demonstrating safe workplace practices. Starperks is a simple to implement, low-cost program that works for any size organization. { 2 comments } Blogroll Bill Sims CompanyDevelopment BlogNational Fire Protection AssociationOccupational Health & Safety MagazineSafetyInfo.comWorldSafety REQUEST THE VIDEO
Download Bill's 55-minute behavior-change workshop
Tagsheroinjury hidinginjury preventionmanagementmotivationquestionsrecognitionsafety Get smart with the Thesis WordPress Theme from DIY Themes. WordPress Admin |
|
| |
Specializes | in | safety | incentive | programs | for | the | prevention | of | occupational | injuries. |
|
http://www.safetyincentives.com/
Turning Point Safety Performance 2008 December
dvd rental
dvd
Specializes in safety incentive programs for the prevention of occupational injuries.
Rules
|
© 2005 Internet Explorer 5+ or Netscape 6+
|
|
Recommended Sites: 1.
Arts -
Business -
Computers -
Games -
Health -
Home -
Kids and Teens -
News -
Recreation -
Reference -
Regional -
Science -
Shopping -
Society -
Sports -
World
Miss Gallery
- Top Anime Hentai
- DVD rental by mail
- Air Jordan - Car Loan - Car Credit - Remortgages - Wwe Divas
|
