Page Or Less Case Study Question 1 Add Your Opinion

1 Page Or Less Case Study Question1 Add Your Opinion About The Choic

Sandy Clark has been employed by Healthy Meals Company for 10 years, working in sanitation for a facility that prepares and packages frozen meals. Recently, she was assigned to the night shift to clean and sanitize equipment used for mixing and dispensing sauce, including a large vat and wooden paddle blades driven by an electrical motor. During her training, she was instructed to shut off and lock out the equipment before cleaning, following proper safety procedures. However, during her work, Sandy sprayed water on the moving paddles while the machine was still running, resulting in her gloves being caught and her hand being injured. The company determined that Sandy did not follow proper procedures for lockout/tagout, leading to her termination for willful violation of safety protocols.

Paper For Above instruction

This case presents a complex dilemma involving safety procedures, employee training, and disciplinary actions. From an ethical perspective, safeguarding employee well-being should be a top priority for any organization. Proper training, reinforced protocols, and a culture of safety are essential to prevent accidents. In this scenario, Sandy's injury could have been avoided if the procedures had been explicitly clear and if she had been consistently reminded of the importance of lockout/tagout procedures, especially after her initial training was completed.

If I were the management of Healthy Meals Company, I would analyze the situation holistically before deciding on disciplinary actions. While adherence to safety protocols is non-negotiable, understanding the root cause of the breach is equally vital. Was the training comprehensive? Were safety reminders reinforced regularly? Employee safety should not only depend on individual compliance but also on an organizational culture that emphasizes continuous safety education.

Given Sandy’s long tenure and her statement of remorse and willingness to learn from her mistake, I would consider progressive discipline rather than immediate termination. This might include retraining, increased supervision, and ensuring she fully understands the procedure. Additionally, implementing a comprehensive safety program, including signage and regular safety meetings, would strengthen preventive measures. It’s also essential that management fosters open communication, encouraging employees to report uncertainties or safety concerns without fear of punitive measures.

Furthermore, I believe that safety procedures should be user-friendly and practical. If the lockout/tagout process is perceived as cumbersome, employees might be more inclined to bypass it under pressure or time constraints. Simplifying and reinforcing these protocols through visual aids or checklists could promote better compliance.

Ultimately, I would adopt a balanced approach that emphasizes safety, employee development, and a supportive workplace culture. Instead of harsh penalties or dismissals, fostering a learning environment where employees can grow from mistakes enhances overall safety performance and morale. If I were the company, I would develop a more robust training program, emphasize the importance of safety procedures continually, and offer corrective actions that prioritize employee well-being, operational efficiency, and safety compliance.

References

  • Occupational Safety and Health Administration (OSHA). (2019). Control of Hazardous Energy (Lockout/Tagout). OSHA. https://www.osha.gov/control-hazardous-energy
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  • Hale, A., & Hovden, J. (2015). Management Safety Management: Developing a Holistic Safety Culture. Safety Science, 78, 121-138.
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