National Examination Board in Occupational Safety and Health (NEBOSH) II International General Certificate (IGC-1) Q & A
HEALTH:
The protection of the bodies and minds of people from illness
resulting from the materials, processes or procedures used in the workplace.
SAFETY:
The protection of people from physical injury. The borderline
health & safety is ill-defined and the two words are normally used together
to indicate concern for the physical and mental well being of the individual at
the place of work.
WELFARE:
The provision of facilities to maintain the health and well-being
of the individuals at the workplace. Welfare facilities includes washing and
sanitation arrangements, the provision of drinking water, heating, lighting,
accommodation for clothing, seating (when required by the work activity) eating
and rest rooms. First aid arrangements are also considered as welfare
facilities.
OCCUPATIONAL OR
WORK RELATED ILL-HEALTH:
Illness or physical and mental disorders that are either caused or
triggered by workplace activities.
ENVIRONMENTAL
PROTECTION:
Arrangements to cover those activities in the work place which affect
the environment ( in the form of flora, fauna, water, air and soil) and
possibly, the health and safety of the employees and others. Such activities
include waste and effluent disposal and atmospheric pollution.
ACCIDENT:
Any unplanned events that results in injury or ill health of
people, or damage or loss to property, plant, materials or the environment or a
loss of business opportunity’.
NEAR MISS:
Any incident that could have resulted in an accident.
DANGEROUS
OCCURRENCE:
A near miss which could have led to serious injury or loss of
life.
HAZARD AND RISK:
A hazard is the potential of a substance, activity or process to
cause harm. ( Hazards take many forms including, for example, chemicals,
electricity and working from a ladder. ( Anything that has potential to cause
harm).
A risk is the likelihood of a substance, activity or a process to
cause harm. The level risk remains when controls have been adopted is known as
the residual risk. (Consequences of events are termed as Risk).
ACCIDENTS:
1) Accident
incident rate : Meaning – Explain
Number of accidents / incidents per thousand employees.
= Total incident / Accident * 1000
Total
employees
2) Record should
be maintained – Why ? Explain
1)
Legal requirements (RIDDOR & BI 510)
2)
Identifying the trends.
3)
Insurance
3) Cause of
accident & cause of an injury –Difference
Explain
Immediate &
root causes of undesired events.
4) Above
difference is importance to investigate the accident – Why
(Accident causation theory & need to develop & need to
develop investigation procedures to identify root causes).
5) Reference to
RIDDOR 1995
A) List four types of major injury
1) Fractures
2) Amputations
3) Particular eye
injuries requiring immediate medical treatment
4) Loss of
consciousness due to electric shock or exposure to a substance
5) Injury
requiring hospital admission for more than 24 hours.
B) Outline procedure of Reporting to
Enforcement Authority
Notified to enforcement authority by the quickest possible means
(normally telephone fax) & then on Form 2508 within 10 days of the
accident.
6) Major injury
(notifiable injury): Explain 2 examples (What is meant by?)
(Knowledge of
RIDDOR 1985)
7) Outline the
Legal requirements for reporting a major injury (notifiable injury).
8) Reasons for
reporting accidents at work.
i)
Monitoring of accident data analysis & Identification of
trends. (H & S Performance).
ii)
Legal requirement under RIDDOR 1985
iii)
The provision of information based to accident investigation &
to help in civil claims
iv)
It provides essential information for reviewing risk assessment
and achieving better control over accidents.
v)
Benefits to individual organization and on a national scale.
vi)
Preventing a recurrence & reducing losses.
9) Accident
Investigation – 4 objectives
i)
To establish all the causes of an accident (immediate &
underlying) to take preventive action.
ii)
To determine economic losses to establish true cost to the
organization.
iii)
To determine the compliance with the law.
iv)
To improve staff relation by demonstration commitment of H &
S, thus increasing staff moral.
10) Outline the
factors that should be considered before undertaking an investigation of an accident.
1)
Planning and preparation stages:
·
Determine who should be involved to give the team the necessary
skill and expertise.
·
Ensure that accident scene is left unaltered (as long as it is
safe to do so) etc.
·
Identifying the persons (witness, supervisors) to be interviewed
during the investigation.
·
Checking the legal reporting requirements have been met.
·
Ascertaining the equipment that will be needed (e.g measuring
tape, plans, camera).
·
The reports style formal / informal who is going to receive it.
The depth of the investigation required usually determined by a number of
factor e.g the seriousness of the accident, number of people involved etc.
11) Outline the
reason for reporting accidents at work.
i)
To implement initial controls.
ii)
As a trigger for investigation.
iii)
To prevent a recurrence and further injuries and losses.
iv)
To comply with a legal requirements.
v)
To provide information for Civil action.
vi)
To highlight the need for and to assist in reviews of risk
assessment.
vii)
To provide data for used in the monitoring of safety performance.
12) Permit to
Work: Explain the practical measures that should be taken to ensure maintenance
work is undertaken safely in an underground storage vessel.
i)
Essential elements of permit to work system ( briefly)
ii)
Pre cleaning.
iii)
Purging.
iv)
Testing
v)
Emergency procedures/ precautions.
vi)
Lighting
vii)
Access & Training.
13) Explain the
meaning of term,
a)
Safe system of work:
·
Integration of people equipment, material and environment to
produce an acceptable level of Safety.
b)
Describe the enforcement action that could be taken when safe
system of work has not been implemented.
·
Improvement notices.
·
Prohibition notices.
·
Prosecution.
14) Describe the
practical measures that must be taken to ensure maintenance work is undertaken
safely in an underground storage vessel.
1)
Permit to work procedure.
2)
Pre cleaning / purging
3)
Atmospheric testing
4)
Competent personnel
5)
Suitable tools.
6)
Adequate lighting
7)
Appropriate PPE
8)
Communication system
9)
Emergency arrangement for safe evacuation of staff.
15) Define the
term Permit to Work
“A formal documented
control system applied to a high risk activity to ensure that all safety
procedures are carried out”.
16) Outline three
practical situations that may require a permit.
1)
Confined space work
2)
Work on high voltage electrical systems
3)
Maintenance on dangerous
plant and hot work
17) Signs and
signals: Describe with the aid of sketches, 4 different kinds of safety signs
that may be displayed in the work place.
1)
Prohibition signs
2)
Warning signs
3)
Mandatory signs
4)
Emergency exit OR First aid
18) Risk
Management:
a)
Explain the meaning of term “Safe System of Work”.
“Integration of people,
equipment, materials & environment to produce an acceptable level of
safety”.
b)
What factors should be considered when designing a safe system of
work?
Hazards, who, when, where, how, prevention, documentation &
risk assessment , JSA.
19) Explain the
meaning of term,
a) ‘Hazard’.
“Something with the
potential to cause harm”.
b) Outline techniques for identifying hazards in the workplace.
1)
Inspections/ tours
2)
Audits
3)
Accident analysis
4)
Hazop
5)
JSA
20) a) Outline
the duties placed on employees under the Manual Handling Operations Regulations
1992.
1)
Avoiding manual handling operations wherever possible. (R-4).
2)
Conducting suitable & sufficient assessment of the tasks.
3)
Taking steps to reduce the risk of injury to the lowest level reasonably
practicable.
4)
Providing information to employees on the weight & weight
distribution of the load.
5)
Reviewing assessments as necessary.
b) Describe the
four factors that should be considered when making assessment of manual
handling operations.
1)
The task.
2)
The load.
3)
The environment.
4)
The individual.
Task:- the distance of the load from the trunk, body movements
& posture required.
E.g. twisting, stooping, stretching, excessive carrying, excessive
pulling, pushing & the work rate imposed by the process.
Load:- Its weight, bulkiness, stability, sharpness, temperature
and the ease with which it can be grasped.
Environment:- Ambient temperature, floor conditions, space &
lighting.
Individual:- Suitable & sufficient assessment of individual by
looking at physical capabilities, health (e.g. fitness, pregnancies) & the
requirement for social information & training.
21) Law
A) Explain the
meaning of term ‘negligence’.
“Breach of the duty to take
reasonable care and loss arising from this”. E.g. provide safe system of work,
competent person”.
B) Outline the
defenses available to employees in case of alleged negligence.
a)
No duty of care.
b)
No breach.
c)
No loss of contributory negligence.
d)
Volant non fit injuria.
22) Explain the
meaning of the term ‘so far as reasonably practicable’.
“ So far as reasonably practicable means that the degree of risk
in a particular activity or environment can be balanced against cost, time,
trouble & physical difficulty of
taking measures to avoid the risk”.
23) Outline the
types of H & S issues that are dealt with by industrial tribunals.
a)
Appeal against improvement and prohibition notices.
b)
Dispute about paid time off for training for safety
representatives.
c)
Unfair dismissal relatively to H & S.
24 A) Outline the duties of employees
under the H & S at work etc. Act 1974.
a)
To take personal care of themselves & other.
b)
To cooperate with employees & others.
c)
Not to interfere with, or misuse anything provided for their
health & safety.
B) State the
maximum penalties available for breaches of the H & S at work etc. Act 1974
by employees.
Different maximum penalties in a magistrate court compared with a
crown court.
25 A) Explain under what circumstances an
employer must form a H & S committee.
Safety representatives & safety committee Regulations 1977.
Where requested in writing by two or more trade union appointed
safety representatives.
B) Explain why a
health & safety committee could be ineffective.
a)
Lack of management commitment & motivation.
b)
No formal agenda
c)
No input to the decision making process
d)
Unsuitable topics and no valuable expertise being cited as reason
for ineffectiveness.
e)
Poor chairman ship.
f)
Lack of communication between staff and workers member of the
committee.
g)
Minutes of meetings are not prepared.
h)
Follow up action on previous recommendation suggested.
26) Explain using
examples, the difference between Civil & Criminal law.
Civil law:-
a)
Largely judge made
b)
Based on president
c)
E.g. Tort of negligence
Criminal Law:-
a)
Laid down by parliament.
b)
Breach of statutory duty is a criminal offence as well as a
possible tort were rewarded.
c)
E.g. Health, Safety & Work Act.
27 A) Outline the specific duties placed
on an employees under the H & S at Work etc. Act 1974 to ensure the H &
S of non. Employees. ( sec. 3 & 4) HSWA 1974.
a)
Not exposing person to risk.
b)
Providing safe access & egress.
c)
Place of work.
d)
Plant & substances.
e)
Providing information.
B) State the
action an enforcement officer could take where an employer fails to carryout
these duties.
a)
Form verbal or written advice/instruction.
b)
Thorough formal improvement or prohibition notices.
c)
Prosecution.
d)
Seizure of articles or substances.
28) Explain using
examples, the differences between Regulations & Approved code of practices.
H & S Regulations:-
1) Generally made under the H & SWA- 1974 by Secretary of
state.
2) Contain statutory requirements which if not the imposition of a
fine or the issues of an enforcement notice by the appropriated met by the
person on whom they are maid.
3) M lead to prosecution in the courts enforcement authority.
Approved Code of Practices:-
a)
Approved by the HSC (health Safety Commission) with the consent of
Secretary of state.
b)
They provide practical interpretation of legal requirements in
specific areas.
c)
They do not themselves impose any legal requirement, they may be
produced in the court as a supportive evidence.
29) Describe the
general hierarchy of measures for the safeguarding of dangerous parts of
machinery as required by the Provision and Use of Work Equipment Regulations
1992.
a)
Machine guarding.
b)
Starting with fixed guards & ending with information.
c)
Instruction & training ( R- 11.2).
30) Explain using examples, the meaning of the
term, ‘ so far as is reasonably practicable’.
·
Balancing risk against cost (in terms of time, cost, trouble).
·
“ So far as reasonably practicable means that the degree of risk
in a particular activity or environment can be balanced against cost, time,
trouble & physical difficulty of
taking measures to avoid the risk”.
31a) Outline the
H & S issues that can be heard by an industrial tribunal.
·
Appeals against enforcement notices.
·
Issues relating to the Safety Representatives.
·
Safety Committee Regulations 1977.
·
Claims of Unfair dismissal.
b) Outline the
remedies available to Industrial Tribunals.
·
Powers to uphold or overturn notices.
·
To award compensation.
·
To order the reinstatement of employees who have been unfairly
dismissed.
32) Explain using
one example in each case, four requirements at the PUWER -1992.
1) Suitability:- Design of equipment (e.g. Excavation)
2) Maintenance:- Mechanical failure (e.g. high speed & high
risk machineries).
3) ‘IT IS’ – safe work system, reduce residual risk, peoples,
manufacturers.
4) Protection against danger: reg 11- point of action/operation.
5) Controls:- Switch, access, pressure-PSV.
6) Isolation:- Noise.
7) Stability.
33) Explain the
difference between Civil & Criminal Law.
Civil Law:-
1)
Protects the rights of the individual.
2)
Civil law normally involves one party suing another for damages.
3)
Civil law it is usually in the form of compensation awarded to the
aggrieved party.
4)
In civil law proof required is on a balance of probability.
Criminal Law:-
1)
To protect the rights of the society.
2)
Criminal law is enforced by the state (by prosecution).
3)
The remedy in criminal law is punishment (i.e. fine,
imprisonment).
4)
The Burdon of proof required in criminal cases is to find beyond
reasonable doubt.
34 A) Explain using an example in each
case the circumstances under which a Health & safety may serve.
i)
An improvement Notice:-
Improvement Notice can only be served when an inspector is of the
opinion that there is a breach in H & S law or that there is a breach which
is likely to continue or be repeated.
ii) A prohibition notice is issued when an inspector believes that
there is or likely to an imminent risk of serious personal injury.
B) Outline the
effect on the notice of appealing against each type of enforcement notice.
An appeal against an improvement notice will suspend the notice
until heard by the tribunal.
An appeal against a prohibition notice will not affect the notice;
it will stay in force during the appeal period. (Unless the tribunal directs
otherwise, do not forget to provide an example of each).
35 A) Define the term ‘negligence’.
“A tort involving
a breach of common law duty to take reasonable care”.
B) Outline the
Three standards that must be met for an employee to prove a case of alleged
negligence against an employer.
1.
A duty of care is owed.
2.
A breach of duty occurred in that the employee failed to take
reasonable care.
3.
The breach led directly to the loss or damage or injury, (use an
example).
36 A) outline the legal requirements under
which an employee must prepare a written H & S policy.
·
Where there are 5 or more employees, HASAWA 74 section 2(3).
B) Outline THREE
circumstances that may give rise to a need for a H & S Policy to be
revised.
·
Change in organizational arrangements, responsibilities,
processes, legislation, work pattern or risk assessments or when considered
necessary following an accident investigation, enforcement action, policy
review or professional advice.
38) State eight
requirements of the MHSWR 1992.
1.
Risk Assessment.
2.
H & S Arrangements.
3.
H & S assistance.
4.
Procedure for serious & imminent danger.
5.
IT IS
6.
Cooperation & coordination.
7.
Capabilities & Training.
8.
Employee’s duties to work in accordance with training &
instruction and to report defects.
39) Outline the
powers given to H & S inspectors under the H & S at work etc Act 1974.
1.
Enter premises.
2.
Investigate accident & dangerous occurrences.
3.
Instruct accident area to
be left undisturbed.
4.
Examine & search premises.
5.
Investigate records, plant, and machinery.
6.
Take photographs.
7.
Measurements & test.
8.
Article & substances can be seized & destroyed where the
inspector considers there to be imminent danger of serious personal injury.
40) List titles
of four sets of H & S regulations that contain specific legal duty to
provide adequate lighting at work.
1.
The workplace (H, S & W) Regulations 1992.
2.
The PUWER Regulation’s 1992, 1998.
3.
The H & S (DSE) Regulation’s 1992
4.
The electricity at work Regulation’s 1989.
5.
The fire precautions (workplace) Regulation’s 1997.
6.
The confined space Regulation’s 1997.
41) Describe the
possible effects on H & S of inadequate lighting in a workplace.
·
Eyestrain.
·
Headaches
·
The effect of adopting a poor posture.
·
The physical risks caused by poor lighting e.g.
i)
Tripping over unseen objects.
ii)
The increased likelihood of human error.
43) Outline the
factors to consider when assessing the adequacy of lighting with an open plan
office.
1.
The task undertaken.
2.
The equipment used.
3.
The size and layout of the office (e.g. proximity of workstation,
windows, the use of partition etc).
4.
The availability of natural light at different times of the day
and year.
5.
Suitability of the type, number, intensity, Lux of artificial
lights.
6.
Glare on computer screen.
7.
Areas in shadow.
8.
Need for an availability of localized lighting.
9.
Maintenance of lighting (e.g. non-functioning, flickering, damage
or dirty).
10.
The provision and adequacy of emergency lighting.
44) State the
circumstances in which an employer may be held vicariously liable for the
negligence of an employee.
1.
The employee was acting in the course of its employment.
2.
The employee caused damage or injury by not fulfilling a common
law duty of care. If both this conditions are met then.
45) Outline the
legal duties placed on employers to held to ensure that employees behave in a
safe manner.
1.
‘IT IS’ under sec. 2 of
HASAW 74.
2.
Employers take into account their employees capabilities before
allocating task to them.
3.
Training should be provided Reg-11.
4.
Training CDM Regulation.
46) Explain the
differences between ACOP & HSE guidance notes, giving an example of each.
ACOP:
1)
Approved by HSC with the consent of the secretary of the state.
2)
Failure to comply is not itself an offence, but may be used as
evidence unless some other equally effective means of compliance can be
demonstrated.
3)
The six pack gives two ACOP’s,
i)
Management’s regulations.
ii)
The workplace (HS & W) Regulation’s.
Guidance notes:
1)
Have no legal standing but are intended to offer practical advice
on how compliance might be achieved.
2)
Are generally more descriptive than ACOP’s.
3)
Four guidance notes out of six pack.
47) Outline the
three conditions that must be met for an employee to prove a case of allege negligence
against an employee.
1)
The employer owed a duty of care to the employee.
2)
There was a breach of that duty of care by failing to provide
reasonable care.
3)
The breach laid directly to foreseeable harm to the employee
(injury, disease or other loss).
48) Explain the
meaning of the term ‘vicarious liability’.
Employer will be liable for the negligent acts of his employees
whilst acting in the course their employment.
49) Explain using
an example in each case the circumstances under which H & S inspector may
serve.
1)
An improvement notice.
2)
A Prohibition notice.
An Improvement Notice: When an inspector is of the opinion that
there is a breach in H & S law or that there has been a breach is likely to
continued or be repeated.
A prohibition notice is issued when an inspector believes that
there is or likely to an imminent risk of serious personal injury.
50) Outline the
effect on the notice of appealing against each type of enforcement notice.
An appeal against an improvement notice will suspend the notice
until heard by the tribunal.
An appeal against an prohibition notice will not affect the notice
it will stay in force during the appeal period (unless the tribunal directs
otherwise, do nor forget to provide an example of each.
51) Outline the
requirement of the management of H & S at work regulation 1992.
1)
Risk assessment.
2)
H & S arrangements.
3)
H & S Assistance.
4)
Procedure for serious an imminent danger.
5)
Information for employees.
6)
Cooperation and coordination.
7)
Capabilities & Training.
8)
Employee’s duties.
52) Outline the
factors that should be considered when carrying out risk assessment as required
by the MHSWR-1992.
1)
Hazard Identification.
2)
Nature of hazard.
3)
The size & characteristics of the exposed population.
4)
The frequency of exposure.
5)
Potential severity of harm.
6)
Available information relating to risk.
7)
Effectiveness of existing control.
8)
Monitoring & emergency procedures. ( try to give/ include
relevant examples).
53) Outline four
requirements of the provision and Use of Equipment Regulations 1992.
1)
Suitability of work equipment.
2)
Need for maintenance.
3)
“IT IS”.
4)
Conformity with EU requirements.
5)
Protection against dangerous parts of Machinery.
6)
Controls of control system.
7)
Emergency control system.
8)
Isolations from sources of energy.
9)
Stability.
10)
Lighting.
11)
Safety of maintenance operations.
12)
Marking & warning Signs. ( Do not forget to give brief
examples).
54) Outline the
legal requirements under which an employer must prepare a written H& S
Policy.
·
Where there are 5 or more employees [HASAWA- 74, section 2(3)]
55) Outline 3
circumstances that may give rise to a need for H & S policy to be revised.
·
Changes in organizational arrangements/responsibilities, process,
materials, premises, legislation, work pattern or risk assessment, when
considered necessary after accident investigation, enforcement action, policy
review of professional advice.
56) Outline the
general duties placed on employees by section 7& 8 of health and Safety at
work etc Act 1974.
·
Section
7:
1)
Taking care at work i.e. to take reasonable care of themselves and
others who might be affected by their acts & omissions.
2)
To cooperate with employees and others to enable them to fulfill
their statutory duties.
A)
Section
8:
1)
Not to intentionally recklessly interfering with or misusing
anything provided in the interests of H, S & Welfare.
57) Outline a
specific duties placed on employers by the managements of H & S at work
Regulations 1992.
Section 12: a new duty on employees.
B)
To use all machinery, equipment, dangerous substances, means of
production, transport equipment and safety devices in accordance with any
relevant training and instructions, and to inform their employer or specified
fellow employees of dangerous situations and shortcoming in the employees H
& S arrangements.
58) Explain the
difference between Civil & Criminal Law.
Civil Law:
1)
Protects the rights of the individuals.
2)
Normally involves one party suing another for damages.
3)
It is usually in the form of compensation awarded the aggrieved
party.
4)
It is a balance of probability.
Criminal Law:
1)
To protects the rights of society.
2)
Enforced by the State ( by prosecution).
3)
The remedy in criminal law is punishment, e.g. fines, prison.
4)
The Burdon of the proof required in criminal cases is to find
beyond reasonable doubt.
59) Define the
term ‘negligence’.
i)
A tort involving a breach of common law duty to take reasonable
care.
60) Outline the THREE standards that must be
met for an employee to prove a case of alleged negligence against an employer.
1)
A duty of care is owed.
2)
A breach of the duty occurred in that the employer failed to take
reasonable care.
3)
The breach led directly to the loss or damage or injury, use an
appropriate example for this purpose.
61) Explain the
difference between ‘consulting’ and ‘informing’. [With reference to the H &
S Consultation with Employees Regulations 1996.
Under the H & S at work etc act 1974, employers have a duty to
inform employees ( i.e. provide information on hazards, risks and control
measures) in order to help to ensure their H & S. this general duty is echoed
in a number of regulations made under the act. The health and safety
(consultation with employees) regulations 1996, however, require that employees
consult their employees on H & S matters (i.e. listen to, and take account
of their views) before a decision is taken.
62) Outline H
& S matters on which employees must consult their employees.
The introduction of any measures at the workplace that may
substantially affect employees H & S, the arrangements for appointing and /
or nominating competent persons; the planning and organizations of H & S
implications of introducing new technology; and the information that the
employee is required to provide under regulations such as that relating to risk
assessments, preventing measures and emergency procedures. Hence employees are
obliged not only to provide information but they must also consult their
employees on the appropriateness of the information before it is given.
63) Define the
term ‘Negligence’.
A tort involving a breach of the common law duty to take
reasonable care.
64) Outline the
Three standard conditions that must be met for an employee to prove a case of
alleged negligence against an employer.
1)
A duty of care is owed.
2)
A breach of duty occurred in that the employer failed to take
reasonable care.
3)
The breach directly to the loss, damage or injury.
65) List four
categories of personal, other than his own employees, to whom an employer owes
a duty to take reasonable care.
HASAWA sect.3:
1)
Visitors: A members of public.
2)
Contractors.
3)
Uninvited persons (trespassers).
66) Outline the
procedure that an organization might adopt in order to ensure the safety of
visitors to its premises.
1)
Identify visitors. (E.g. signing in and badges etc).
2)
The provision of information regarding the risk presents and site rules
and procedures to be followed particularly in emergency situations.
3)
Need to supervise visitors. (E.g. a provision of escorts).
4)
Restriction of access to certain areas.
67) Describe,
with an example in each case, six ways in which an employer may fail to fulfill
the duties to his employees under sec.2 of the H, S at Work etc Act 1974.
1)
Safe plant and safe system of work.
2)
Safe handling, storage, maintenance and transport of (work)
articles and substances (HSMT).
3)
Necessary ‘IT IS’.
4)
A safe place of work, with safe access and egress.
5)
A safe working environment with adequate welfare facilities.
68) Outline the
Three standard conditions that must be met for an employee to prove a case of
alleged negligence against an employer.
1)
A duty of care is owed.
2)
A breach of duty of care is occurred in that an employer to take
reasonable care.
3)
The breach led directly injured, loss and damage.
69) Explain the
meaning of term ‘vicarious’ liability.
The employer will be liable for the negligence of his employees
whilst acting in the course of their employment.
HUMAN FACTORS:
70) Explain the
meaning of term ‘Human Factor’.
i) GSG 48 ‘Human factor’ in industrial safety.
ii) Individual, the organization and the job.
71) Explain How
an understanding of human factors can contribute towards accident prevention.
How the job, individual and organization interact with each other,
and how an understanding of each factor will assist in identifying and
implementing accident prevention/reduction measures.
72) Describe the
steps that should be taken to protect experienced workers from accidents in the
work place.
1)
Training requirements.
2)
Close supervision.
3)
Job restrictions.
4)
Safe system of work.
73) Explain the
meaning of term ‘perception’.
‘The way people see situations’ based on an affected by knowledge,
experiences, attitudes, back ground and sensory/mental –processing abilities.
74) Outline
measures that could be taken to increase H & S awareness at the work place.
1)
Training.
2)
Competitions.
3)
Posters.
4)
Tool Box Talks.
5)
Management by example.
75) Explain using
an example, the meaning of each of the following terms.
1)
Motivation: ‘A desire to achieve a particular goal’. The driving
force behind the way a person acts.
2)
Perception: the way people see situations, based on their
knowledge, experience, attitude, background and sensory/mental processing
abilities.
3)
Attitude:
4)
Human error: In industrial safety human errors means the job,
organization, individuals.
76) Outline the
various measures that may be taken to reduce human error in the work place.
1)
The use of skilled, trained and competent staff (including
prescreening issues).
2)
Motivations of the work force.
3)
Task variety to prevent monotony.
4)
Provision of frequent breaks to avoid over load.
5)
Addressing work place, environmental issues such as noise, light,
heat.
6)
Mechanization and atomization.
7)
Ensuring that controls on machinery are clearly marked.
8)
Implementation of drug and alcohol policy.
9)
Providing competent supervision of employees.
77) Explain the
meaning of the term ‘ergonomics’.
‘The study of the
interaction between workers and the work environment’ or ‘making the job or
task fit to the person’.
78) Outline the
main factors to be considered in an ergonomic assessment.
1)
Process Design.
2)
Individual characteristics.
3)
Machine controls.
4)
Display marking. Environmental- factor
5)
Visibility. Environmental -factor
6)
Work organization e.g. shift work, breaks and supervision.
79) outline how
health and safety training needs can be identified.
1)
Legislative requirement.
2)
Risk assessment.
3)
Accident analysis/investigation.
4)
Job / equipment / organizational changes.
5)
Audit recommendations.
6)
JSA.
80) Explain the
meaning of term ‘Motivation’.
‘Desire to achieve a
particular goal’. The driving force behind the way a person acts.
81) Outline four
ways in which employers could motivate their workforce.
1)
Incentives.
2)
Recognition.
3)
Increased job satisfaction through empowerment.
4)
Involvement in decision making.
5)
A personal sense of achievement ‘team spirit’.
6)
Negative consequences e.g. fear of not acting in a particular way i.e.
fear of disciplinary consequences these are normally less effective.
82)Explain the
meaning of term ‘ergonomics’.
i)
‘The study of interaction
between workers and work environment.
ii)
OR ‘Making a job fit to the person.
iii)
OR ‘Designing a task to suit the individual in terms of
physical/mental capabilities and the individuals expectations.
83) Outline the
main factor to be considered in an ergonomic assessment of a work station to be
used by an operator of a visual display unit (VDU).
1)
Equipment design: e.g. (height and position of keyboard and
screen, sitting posture, design of chair, screen definition and colour,
adjustability of equipment, etc).
2)
Environmental factors: e.g. glare, temperature, humidity,
workplace, noise etc.
3)
Intermediate breaks.
84) Define the
term ergonomics.
The study of interaction between workers and work environment. OR
making job fit to the person. OR designing a task to the suit the individuals
in terms of physical/ mental capabilities and individual expectations.
85) Outline the
possible effects on health that may be caused by the Poor ergonomic design of
(VDU) workstations.
1)
Work related upper limb disorders.
2)
Eye strain.
86) Outline the
main factors to be considered in an ergonomic assessment of a work station to
be used by a VDU operator.
1)
The task and the individual and their interrelationship..
2)
The equipment and their interrelationship.
3)
The environment and their interrelationship.
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