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Process Safety Management: Leveraging Networks and Communities of Practice for Continuous Improvement [Kõva köide]

(Suncor Energy Inc, Calgary, Canada), (University of Trinidad and Tobago, Piarco), (President and CEO, OEMS Erudite Corp. Texas), (Suncor Energy, Calgary, Canada)
  • Formaat: Hardback, 244 pages, kõrgus x laius: 234x156 mm, kaal: 498 g, 24 Tables, black and white; 29 Illustrations, black and white
  • Ilmumisaeg: 03-Jul-2013
  • Kirjastus: CRC Press Inc
  • ISBN-10: 1466553618
  • ISBN-13: 9781466553613
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  • Formaat: Hardback, 244 pages, kõrgus x laius: 234x156 mm, kaal: 498 g, 24 Tables, black and white; 29 Illustrations, black and white
  • Ilmumisaeg: 03-Jul-2013
  • Kirjastus: CRC Press Inc
  • ISBN-10: 1466553618
  • ISBN-13: 9781466553613
Lutchman (a Canadian Registered Safety Professional working in the oil and gas production industry), Evans (a chemical engineer working with the Canadian energy company Suncor), Maharaj (food science and technology, U. of Trinidad and Tobago), and Sharma (a Canadian Registered Safety Professional in the oil and gas industry) present guidance on health and safety performance within organizations that is based on the introduction of Networks and Communities of Practice for generating and disseminating knowledge within and between organizations as a proactive means of preventing the recurrence of incidents. The focus of the discussion is on the ways in which formal networks for process safety management are created and stewarded. Annotation ©2013 Book News, Inc., Portland, OR (booknews.com) The continued prevalence of major incidents (most recently the 2010 BP Gulf of Mexico Oil Spill) and preponderance of workplace fatalities and injuries as well as Process Safety Management (PSM) Incidents, globally, begs the question: why do incidents continue to occur in today’s technologically advanced era? More importantly, with 80-85 percent of incidents being repeated, the more obvious questions are:Why do organizations fail to learn from prior incidents internal to the business?Why do organizations fail to learn from their peers and other same industry players?Why do organizations fail to learn from the incidents and experiences of other industries?Process Safety Management: Leveraging Networks and Communities of Practice for Continuous Improvement provides a road map organizations can use to identify and setup critical networks for preventing catastrophic incidents and for sharing knowledge in an organized manner within the organization to enhance business performance. The book helps organizations establish centers of excellence by activating networks for generating best practices and practical solutions to workplace business, and safety challenges.The book covers the full range of activation of networks including identifying members, defining goals and objectives, and prioritizing work through leadership and stewardship of networks. It addresses all elements of effective safety management and includes simple, easy-to-follow processes that bring about lasting changes to workplace safety. It also highlights the health and safety needs of both Generation X and Generation Y who currently inherit the workplace but are very different in learning behaviors and experience levels.In a thin margins business environment characterized by scarce resources, operational discipline and excellence drives stakeholder confidence and corporate performance. Detailing the practical application of tested principles and practices, this book provides a simple path forward for organizations to recognize the benefits of networks and to proactively establish and support them within organizations to generate continuous and sustained improvement in work practices, procedures, and business performance.

Arvustused

" very elegantly present the case that formal and informal social and organizational networks, coupled with shared learning about safety from previous incidents as well as experiences within other industries, are the key to preventing safety issues. the most refreshing treatment of safety management that I have ever encountered has high value for practitioners, especially senior- and executive-level managers who have responsibility for designing, implementing, and assessing effective safety management approaches." Dr. Nicole Radziwill in ASQ: Quality Management, April 2014

Preface xiii
Authors xv
Acknowledgments xix
Introduction xxi
1 Process Safety Management (PSM) 1(28)
Process Safety Management (PSM)
2(6)
Standards
5(2)
PSM in Canada
7(1)
Elements of PSM
8(19)
PSM: People Requirements
10(6)
PSM: Processes and System Requirements
16(6)
PSM: Facilities and Technology
22(5)
References
27(2)
2 Historical Perspective: A Review of Operationally Disciplined and Excellent Organizations Where Process Safety Management Is Entrenched 29(26)
Operational Discipline
29(1)
Process Safety Management
30(1)
History of Process Safety Management
31(2)
Operationally Disciplined Organizations
33(18)
Case Study: DuPont
33(6)
Case Study: Chevron
39(2)
Case Study: Exxon Mobil
41(3)
Case Study: BP
44(3)
Case Study: Bahrain Petroleum Company (BAPCO)
47(1)
Case Study: Outsourced Process Safety Management
48(3)
Conclusion
51(1)
References
52(3)
3 Leadership Behaviors for Network Performance, and Operational Discipline and Excellence 55(26)
The Role of Leaders
55(14)
Create a Shared Vision across the Organization That Influences the Behaviors of Followers in the Direction of the Vision
56(1)
Courage to Make Difficult Changes and Establish the Desired Culture of the Organization
57(2)
Demonstrate Behaviors That Support the Values of the Organization
59(1)
Act in a Timely Manner When Opportunities Are Identified
60(1)
Hold Self and Workers Accountable for Performance against Goals and Objectives
60(1)
Ensures Consistent Use of Written Standards and Supporting Procedures; Takes Action When Deviations Occur
61(3)
Provide Prioritization and Sufficient Resources
64(1)
Establish and Steward Performance Management
65(3)
Is Visible and Available to Support and Drive Operation Discipline and Excellence
68(1)
Ensures Adequate Resources for Oversight of Work and Performance Management
68(1)
Leadership Styles and Behaviors: Impact on Safety
69(9)
Transformational Leadership Behaviors
70(1)
Situ Transformational Leadership Behaviors: Driving Discipline and Excellence
71(7)
Conclusion
78(1)
References
78(3)
4 Shared Learning in Safety 81(24)
Essentials for Effective Shared Learnings
82(1)
Current State of Generating and Sharing Knowledge
83(1)
Challenges of Getting Knowledge to the Frontline
84(3)
Leadership Capabilities
85(1)
Fear of Legal and Market Responses
85(1)
Weak Understanding and Communication of the Benefits of Shared Learning
85(1)
Absence of the Machinery within an Organization for Generating Learnings
86(1)
Absence of an Organized Method and Cost Issues
86(1)
Maximizing Value from Shared Learning
87(15)
A Corporate Approach to Capturing and Sharing Learning
88(1)
Create Expert Networks for Generating Continuous Improvements
88(1)
An Approach That Caters to Generations X and Y Simultaneously
89(1)
Focus on Proactive Measures
89(1)
Have a Model for Generating Knowledge and Learnings
90(1)
Develop a Model for Sharing Knowledge and Learnings
91(2)
Tools for Transferring Knowledge and Learnings to the Frontline
93(6)
Use Standardized Templates and Processes for Sharing (Alerts, Investigation Summaries, Best Practices)
99(1)
Establish an Organizational Process for Approval and for Controlling Quality
100(1)
Action Management and Follow-Up
100(1)
Sharing Tools Must Be User Friendly, Searchable, Accessible to All Workers, Accommodating to Collaboration, and Secure
101(1)
Conclusion
102(1)
References
102(3)
5 Creating Expert Networks for Generating Continuous Improvements 105(10)
Network Requirements
105(2)
Clearly Defined Scope of Work (SOW)
106(1)
Business Areas and Stakeholder Representation
107(1)
Network Charter
107(3)
Support Services: Communications, Legal, and Others
107(1)
Leadership Support and Sponsorship
108(1)
Network Composition
108(1)
Selecting a Strong and Credible Network Leader
108(1)
Establishing a Core Team of Three to Eight Core Team Members
109(1)
Identifying and Ensuring the Availability of a Corporate-Wide Pool of Subject Matter Experts
109(1)
Selecting Committed, Motivated Team Members and Subject Matter Experts
109(1)
How the Network Operates
110(2)
Focused Attention on Prioritized Key Deliverables
110(1)
Avenue Created for Knowledge and Information Transfers to and from the Frontline
111(1)
Knowledge Creation Process: Best Practice Identification and Transfer to Frontline
111(1)
Collaboration Processes
111(1)
Network Design
112(1)
Core Teams
112(1)
Subject Matter Experts (SMEs)
112(1)
Extended Group or Community of Practice
113(1)
Reference
113(2)
6 Leveraging Networks and Communities of Practice for Long-Term Success 115(20)
Networks: A Historical Perspective
116(1)
Network Creation: Essential Requirements
117(1)
Essential Network Criteria
118(4)
What Is the Purpose of the Network? Can We Articulate a Value?
118(1)
What Is the Structure of the Network?
119(1)
How Do Networks Work?
119(1)
Do We Have the Right Leadership and Subject Matter Expertise Resident in the Organization for Supporting the Network?
120(1)
Is There a Clear Understanding of the Areas of Focus and Subject Areas or Issues to Be Addressed by the Network?
120(1)
Are the Goals and Objectives of the Network Clearly Defined?
121(1)
Are There Linkages with Other Networks, Functional Groups, Senior Leaders, Extended Networks, and Community of Users That Are to Be Developed or Leveraged for Success?
121(1)
What Are the Key Success Factors of the Network?
121(1)
What Is the Level of Autonomy Allowed for the Network?
122(1)
Is a Network Charter Available?
122(1)
Getting Networks Started: Conferences, Training, and Chartering
122(11)
Defining the Need for a Network Conference and Workshop
123(1)
Objectives of Conferences and Workshops
124(1)
Current State versus Desired State Vision
125(1)
Network Conference (Workshop) and Kickoff
125(1)
Pre-Network Conference (Workshop) Planning
126(1)
Planning and Executing the Network Conference
127(3)
Leadership Commitment
130(1)
Conference and Workshop Activities and Network Chartering
131(1)
Key Messages for the Conference
132(1)
Reference
133(2)
7 Activation and Tenure of Networks 135(8)
Networks: How They Differ from Other Organizational Structures
135(2)
Why Is It Necessary to Formally Activate Networks?
137(1)
Why Are Control of Membership and Membership Changes
Necessary?
138(1)
What Value Is There in Sustaining Network Activities?
138(1)
Network Tenure
139(1)
Network Membership Changes and Turnover
140(1)
Reference
141(2)
8 Network Focus and Work Priorities 143(10)
Types of Networks Developed in Organizations
143(1)
Network Focus
144(2)
Network Charter
146(3)
Measurable Objectives and Goals
147(1)
Critical Success Factors
147(1)
In Scope and Out of Scope Items
148(1)
Clearly Defined Deliverables
148(1)
Team Members
148(1)
Meeting Frequencies
149(1)
Leadership Sponsor and Approval
149(1)
Network Work Plan
149(2)
Network Work Prioritization
151(2)
9 Establishing Key Performance Indicators (KPIs) for Stewarding Organizational Performance 153(18)
Performance Targets
154(1)
Key Performance Indicators (KPIs)
155(3)
Leading Indicators
156(2)
Lagging Indicators
158(1)
Typical Process Safety Management (PSM)/Management System KPIs Generated by Networks
158(3)
Putting the Teeth into KPIs
161(2)
Worked Example of Performance Pay (Bonus) Linked to KPIs
163(1)
Target Setting
163(4)
Ensuring Relevance
165(1)
Avoiding Distortions and Duplications
165(1)
Consultation and Engagement
166(1)
Monitoring and Reviewing Progress
166(1)
Reporting against Targets
167(1)
Challenges to KPIs
167(2)
Participation Issues
168(1)
Data Management Issues
168(1)
Observation Issues
168(1)
Target Setting Constraints
169(1)
Conclusion
169(1)
References
170(1)
10 Challenges Faced by Organizations in Managing Networks 171(10)
Size of the Network: What Is the Optimal Size of a Network?
171(2)
Size and Scale of Operation of the Organization
172(1)
Level of Maturity of the Organization with Respect to the Network Being Formed
172(1)
Number of Stakeholders Involved in the Area of Focus of the Network
173(1)
Amount of Work That Must Be Undertaken to Close Gaps between Current and Desired States
173(1)
Representation: Should Representation Be Limited to Business Units or Extended to Business Functions and Facilities?
173(1)
Right Balance between Face-to-Face Meetings and Virtual Meetings
174(1)
Quantifying the Value Created by the Network
175(1)
Tangible or Quantitative Assessments
175(1)
Intangible or Qualitative Assessments
175(1)
Understanding the Right Balance between Network Responsibilities and Full-Time Duties
176(1)
Cost Associated with Travel, Accommodation, and International Commute for Globally Distributed Network Members
177(1)
Number of Networks to Be Established
177(1)
Managing the Interrelationships between Overlapping Networks
178(3)
11 Network Coordination: The Leadership Challenge 181(12)
Role of the Executive Vice President of Health, Safety, Security, and Environment
181(2)
Role of the Network Steering Team
183(1)
Business Unit Leadership
184(1)
Functional Unit Leadership
184(1)
Corporate or Central Control of Networks
185(1)
Network Communication
186(2)
Network Stewardship and Performance Management
188(2)
Conclusion
190(3)
12 A Network at Work 193(12)
Determining the Need for Network Support
193(1)
Developing the Management of Change Network Charter
194(3)
Use of Opportunity Matrix to Prioritize Gap Closure Activities
197(4)
Communication Plan and Messaging
201(1)
Stewardship and Communicating Up the Organizational Chain
202(2)
Conclusion
204(1)
Conclusion 205(2)
Index 207
Chitram Lutchman, Douglas Evans, Rohanie Maharaj, Ramesh Sharma