Culture plays a critical role in an organization’s safety performance, yet most of us have a hard time explaining in practical terms what culture is. This is one of the reasons why so many organizations struggle to change their safety culture. This webcast starts by explaining safety culture in very practical terms and then draws from research to provide a clear approach for positively changing the culture within an organization. Three simple steps are described which leaders from the front line to the board room can use to deliberately shape their organization’s safety cultures.
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As the generational gap increases, so does the demand for qualified talent, creating a hyper-competitive environment in the energy industry. A strategic plan specific to recruiting and retention is vital to the success of energy companies. In his whitepaper Recruiting & Retention Opportunities for the Energy Industry in a Changing Environment, author James Wright explores some solutions to the competitive environment created by this intellectual gap.
Truth or Myth? I can get out of the “benefits business” if my organization implements a private exchange. The answer: A myth! Check out this presentation that addresses this and nine other myths about private exchanges.
Since Sir Isaac Newton’s book’, Philosophia Naturalis Principia Mathematica, was published in 1687 (quantifying the principles of gravity), there has been no question that falls due to the hidden force of gravity can result in personal injury. This hazard is greatly magnified in the workplace because of the nature of work at heights as well as employee exposure to falling. Despite this well-known hazard, employees either arrogantly or mistakenly believe that they can avoid a fall by their actions. This newsletter offers insights about the mounting issues concerning fall protection.
Amid ongoing fears of lackluster global economic growth, bond yields fell to pre-taper lows last week. The conventional wisdom about steadily rising rates may have overestimated potential economic growth and the effect of Fed tapering. Meanwhile, tech and small-cap stocks are selling off while the S&P 500 broke the 1900 barrier for the first time.
Most directors and officers are confident that the corporation they serve will indemnify all of their expenses related to defending and settling lawsuits that may arise from their duties as director or officer of the corporation. It's hard to imagine an individual risking their personal assets without such a promise. The recent recession, with record numbers of corporate bankruptcies, readily reveals the most obvious circumstance in which a corporation's promise of indemnify may prove to be inadequate protection. This Advisor newsletter addresses some risk transfer solutions designed to provide additional layers of protection for directors' and officers' personal assets.
A continuing source of concern for clients is how coverage is triggered under D&O policies. Specifically, when faced with litigation against individual officers and directors how will the coverage grants - Side A and Side B apply? This Advisor whitepaper features information about D & O coverage, when it begins and in what situations does it protect you.
As employers explore the potential of a private exchange as part of their benefits strategy, they are also investigating and comparing the various funding options that are available. George Katsoudas and Stacy H. Barrow’s whitepaper Private Exchange Funding: Understanding the Rules of Engagement, examines funding methods for private exchanges, particularly HRAs, through the lens of related PPACA, Department of Labor and Internal Revenue Service legislation.
Last Wednesday, Janet Yellen appeared before the Joint Economic Committee of Congress to discuss her outlook on the U.S. economy and what risks might potentially undermine the economy. Although the overall tone of her testimony was upbeat, she cited three main risks facing the economic recovery, warranting further monitoring by the Federal Reserve.
People often associate accountability with negative consequences, but in our definition, there can be either positive or negative consequences that follow this type of action. It is important to notice that a great supervisor holds themselves accountable for results. They are constantly evaluating the impact of what they do on those around them - and on the organization. They also emphasize the “account” component of accountability and gathers all of the facts or reasons why the person’s actions made sense in the moment. They ask questions to evaluate each of the contextual components (self, others, surroundings, systems) that might have impacted the person’s actions or outcomes.