安全工程专业外语翻译

安全工程专业外语翻译 Unit 1 Safety Management Systems 安全管理体系 1.Accident Causation Models 1.事故致因理论 The most important aim of safety management is to maintain and promote workers' health and safety at work. Understanding why and how accidents and other unwanted events develop is important when preventive activities are planned. Accident theories aim to clarify the accident phenomena，and to explain the mechanisms that lead to accidents. All modem theories are based on accident causation models which try to explain the sequence of events that finally produce the loss. In ancient times, accidents were seen as an act of God and very little could be done to prevent them. In the beginning of the 20th century，it was believed that the poor physical conditions are the root causes of accidents. Safety practitioners concentrated on improving machine guarding, housekeeping and inspections. In most cases an accident is the result of two things :The human act, and the condition of the physical or social environment. 安全管理系统最重要的目的是维护和促进工人们在工作时的健康和安全。在制定预防 性计划时，了解为什么、怎样做和其他意外事故的发展是十分重要的。事故致因理论旨在 阐明事故现象，和解释事故的机理。所有现代理论都是基于试图解释事件发生、发展过程 和最终引起损失的事故致因理论。在古老的时期，事故被看做是上帝的行为并且几乎没有 预防的方法去阻止他们。在20世纪开始的时候，人们开始相信差的物理条件是事故发生的 根源。安全从业人员集中注意力在提高机器监护、维护和清理上。在大多数情况下，一件 事故的发生主要有两个原因:人类的行为和物理或者社会环境。 Petersen extended the causation theory from the individual acts and local conditions to the management system. He concluded that unsafe acts, unsafe conditions，and accidents are all symptoms of something wrong in the organizational management system. Furthermore, he stated that it is the top management who is responsible for building up such a system that can effectively control the hazards associated to the organization’s operation. The errors done by a single person can be intentional or unintentional. Rasmussen and Jensen have presented a three-level skill-rule-knowledge model for describing the origins of the different types of human errors. Nowadays，this model is one of the standard methods in the examination of human errors at work. 彼得森根据管理体系中个人的行为结合当地的环境扩充了事故致因理论。他的结论是 像不安全行为、不安全情况是一些错误的组织管理系统导致事故的征兆。另外，他指出， 高层管理人员负责建立一个能够有效控制危险源有关组织。一个人出现的错误可能是有意 的或者是无意的。拉斯姆森和杰森已经提出了三个层次的技能规则知识模型来描述不同种 类的人错误的起源。如今，这种模式已经成为在工作中检验人的错误的之一。 Accident-proneness models suggest that some people are more likely to suffer anaccident than others. The first model was created in 1919，based on statistical examinations in a mumilions factory. This model dominated the safety thinking and research for almost 50 years, and it is still used in some organizations. As a result of this thinking, accident was blamed solely on employees rather than the work process or poor management practices. Since investigations to discover the underlying causal factors were felt unnecessary and/or too costly, 1 a little attention was paid to how accidents actually happened. Employees’ attitudes towards risks and risk taking have been studied, e. g. by Sulzer-Azaroff. According to her, employees often behave unsafely, even when they are fully aware of the risks involved. Many research results also show that the traditional promotion methods like campaigns, posters and safety slogans have seldom increased the use of safe work practices. When backed up by other activities such as training, these measures have been somewhat more effective. Experiences on some successful methods to change employee behavior and attitudes have been reported. One well-known method is a small-group process used for improving housekeeping in industrial workplaces. A comprehensive model of accident causation has been presented by Reason who introduced the concept of organizational error. He stated that corporate culture is the starting-point of the accident sequence. Local conditions and human behavior are only contributing factors in the build-up of the undesired event. The latent organizational failures lead to accidents and incidents when penetrating system’s defenses and barriers. Gmoeneweg has developed Reason’s model by classifying the typical latent error types. His TRIPOD mode! calls the different errors as General Failure Types ( CFTs). The concept of organizational error is in conjunction with the fact that some organizations behave more safely than others. It is often said that these organizations have good safety culture. After the Chernobyl accident，this term became well-known also to the public. 事故的倾向性模型表示有些人比其他人更容易引起事故。第一种模型建立在1919年来 源于军工厂的统计检查。这种模式占据了人们在安全思考和研究的时间将近50年，并且仍 然被一些组织使用，这种思维所造成的结果是，发生事故的仅仅在于员工而不是工作 过程和较差的管理实践。由于对于造成事故发生根本因素的调查被认为是不必要的或者是 所花费的成本太高，造成人们对于事故如何发生的关注较少。祖尔策—阿扎罗夫研究了员 工对于风险和承担风险的态度，研究表明，即使员工意识到了所涉及的风险，他们仍然会 有不安全的行为。许多研究表明了传统的宣传方式，例如活动，海报和安全标语，很少能 够增加人们对于安全准则的使用。当通过训练去巩固这些活动的时候，这些方法在某种程 度上更加有效。一些在改变员工行为和态度成功的方法已经被报道。一个为人所知道的方 法就是一个小团体的改进在提高工厂管理效率。里森提出了一个综合的事故原因模型，阐 明了组织概念上的错误。他表明，企业文化就是那个事件的出发点。外部的生活环境和人 们的行为仅仅是意外事件发生的触发因素。那些潜在的组织的失败导致了事故和事件当穿 过系统的防御和越过障碍的时候。Groeneweg已经通过把典型的进行错误分类改进了里森 的模型。他的TRIPO的模型把不同的失误称作一般故障模型。组织概念的错误与有些组织 比其他组织表现安全的事实是相一致的。人们常说，这些组织的表现出良好的安全文化。 切尔诺贝利时间发生以后，这个名字也随之被公众所知道。 Loss prevention is a concept that is often used in the context of hazard control in process industry. Lees has pointed out that loss prevention differs from traditional safety approach in several ways. For example, there is more emphasis on foreseeing hazards and taking actions before accidents occur. Also, there is more emphasis on a systematic rather than a trial and error approach. This is also natural, since accidents in process industry can have catastrophic consequences. Besides the injuries to people, I he damage to plant and loss of profit are major concerns in loss prevention. The future research on the ultimate causes of accidents seems to focus on the functioning and management of the organization. The strategic management, leadership, motivation, and the personnel's visible and hidden values are some issues that are now under intensive study. 2 损失预防是一个在工业进程中危险源控制的过程中经常被提到的一个概念。Lee指出损 失预防在相比于传统的几个安全措施有几个不同的地方。例如，它更强调在事故发生之前 发现危险源并采取行动。此外，也更强调事故的系统性而不是进行错误的尝试。这也是很 正常的，由于工业过程可能产生灾难性的后果，因此除了对人的伤害，对工厂的伤害和利 润的损失也是损失预防的主要方面。对于未来的研究人们把关注点放在了组织的运行和管 理上面。战略管理，领导，动机以及个人可见和不可见的价值观是一些仍处在被讨论过程 中的问。 2. Safety Management as an Organizational Activity 2.安全管理作为一种政策规划 Safety management is one of the management activities of a company. Different companies have different management practices，and also different ways to control health and safety hazards. Organizational culture is a major component affecting organizational performance and behavior. One comprehensive definition for an organizational culture has been presented by Schein who has said that organizational culture is “a pattern of basic assumptions—invented，discovered, or developed by a given group as it leans to cope with its problems of external adaptation and internal integration—that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems". The concept of safety culture is today under intensive study in industrialized countries. Booth & Lee have stated that an organization's safety culture is a subset of the overall organizational culture. This argument, in fact, suggests that a company’s organizational culture also determines the maximum level of safety the company can reach. The safety culture of an organization is the product of individual and group values, attitudes, perceptions, competencies, and patterns of behavior that determine the commitment to, and the style and proficiency of, an organization’s health and safety management. Furthermore, organizations with a positive safety culture are characterized by communications founded on mutual trust, by shared perceptions of the importance of safety, and by confidence in the efficacy of preventive measures. There have been many attempts to develop methods for measuring safety culture. Williamson el al. have summarized some of the factors that the various studies have shown to influence organization's safety culture. These include :organizational responsibility for safety, management attitudes towards safety, management activity in responding to health and safety problems, safety training and promotion，level of risk at the workplace，workers' involvement in safety，and status of the safety officer and the safety committee. 安全管理是一个公司的管理活动之一。不同的公司有不同的管理方式，通过不同的方 式来控制健康和安全隐患。组织文化是影响组织业绩和行为的重要成分。Schenin曾对于组 织文化提出了一个全面的定义，组织文化是一个制式的基本假设——某一组人处理外部适 应和内部整合的问题时的发明、发现、发展的 ——这一直运作良好，足以被认为是有效的， 因此，要教给新成员的感知，思考和感觉有关这些问题的正确方式。安全文化的概念如今 正在工业化的国家被深入研究。Booth和Lee都表示，一个组织的安全文化是整个组织文化 的一个子集。这种说法其实表明，一个公司的组织文化也决定了公司可以达到的安全的最 高水平。组织的安全文化是个人和群体的价值观、态度、观念、能力和确定承诺的行为模 式，决定了一个组织的健康和安全管理的风格和熟练程度的产物。此外积极的安全文化机 构具有这样的特征，即通过建立在相互信任和通过安全的重要性共享的观念沟通，并通过 信心的预防措施的有效性。已经有许多人尝试开发用于测量安全文化的方法。Williamson 3 等人由各种研究表明总结了一些影响企业的安全文化的因素，其中包括:安全组织责任， 管理部门对安全的态度，对于应对健康和安全问题的管理活动，安全培训和推广，风险的 工作场所层面，在工人参与安全制定中，安全主任和安全委员会的地位。 Organizations behave differently in the different parts of the world. This causes visible differences also in safety activities, both in employee level and in the management level. Reasons for these differences are discussed in the following. The studies of Wobbe reveal that shop-floor workers in the USA are, in general, less trained and less adaptable than those in Germany or Japan. Wobbe claims that one reason for this is that, in the USA, companies providing further training for their staff can expect to lose these people to the competitors. This is not so common in Europe or in Japan. Furthermore ，for unionized companies in the USA，seniority is valued very highly，while training or individual’s skills and qualifications do not effect job security，employment, and wage levels very much. Oxenburgh has studied the total costs of absence from work, and found that local culture and legislation has a strong effect on absenteeism rates. For example, the national systems for paying and receiving compensation explain the differences to some extent. Oxenburgh mentions Sweden as a high absenteeism country, and Australia as a low absenteeism country. In Sweden injuries and illnesses are paid by the state social security system, while in Australia, the employer pays all these costs, including illnesses not related to work. Comparison of accident statistics reveals that there are great national differences in accident frequencies and in the accident related absenteeism from work. Some of the differences can be explained by the different accident reporting systems. For example, in some countries only absenteeism lasting more than three working days is included in the statistics. The frequency of minor accidents varies a lot according to the possibility to arrange substitutive work to the injured worker. Placing the injured worker to another job or to training is a common practice for example in the USA and in the UK, while in the Scandinavian countries this is a rarely used procedure 世界上的不同地区组织管理的行为不同。这也将导致明显的安全活动的差异，无论是 在员工水平和管理水平。这些差异的原因将在下面讨论。Wobbe的研究表明，在美国的车 间工人，一般来说，比德国或日本的培训更少，更较难适应。Wobbe声称，一个原因是， 在美国企业提供进一步的培训有可能会失去这些员工，而这些在欧洲或日本不是很常见。 此外,在美国公司的工会,资历的价值非常高,而个人的技能和经历不影响工作的稳定、就业和 工资水平。Oxenburgh研究旷工所带来的全部损失，他发现当地文化和立法对旷工率有很大 的影响。例如,国家在支付和接受赔偿方面一定程度上解释了这些差异。Oxenburgh提到瑞 典是一个高缺勤率的国家，而澳大利亚则相反。在瑞典，企业的损失和治疗疾病的费用由 国家保障体系支付，而在澳大利亚，雇主支付包括与工作无关疾病的所有费用。综合比较 各种事故调查资料显示，在事故发生频率和事故的相关的旷工上不同民族有巨大的差异。 一些差异可以由不同的事故报告系统来解释。例如，在有些国家只把持续缺勤在三个工作 日以上的员工统计在内，轻伤事故发生的频率取决于对于受伤工人安排替代性工作的可能 性。例如在美国和英国的普遍做法是对于受伤的工人进行培训并给予另外一份工作，然而 在纳维亚的国家中，这种方法很少被使用。 Some organizations are more aware of the importance of health and safety at work than others. Clear development stages can be found in the process of improving the management of safety. Waring has divided organizations to three classes according to their maturity and ability to create an effective safety management system. Waring calls the three organizational models as the mechanical model, the socio-technical model, and the human activity system approach. 4 In the mechanical model, the structures and processes of an organization are well-defined and logical, but people as individuals, groups, and the whole organizations are not considered. The socio-technical model is an approach to work design which recognizes the interaction of technology' and people，and which produces work systems that are technically effective and have characters that lead to high job satisfaction. A positive dimension in this model is that human factors are seen important, for example, in communication, training and emergency responses. The last model, the human activity system approach focuses on people, and points out the complexity of organizations. The strength of this approach is that both formal (or technical) paradigms and human aspects like motivation, learning, culture, and power relations are considered. Waring points out that although the human activity approach does not automatically guarantee success, it has proven to be beneficial to organizations in the long run. 一些企业意识到在工作之中健康和安全是最重要的。在企业的安全管理的提升的过程 中可以看到清晰的发展阶段。华林根据其成熟度和建立一个有效的安全的能力将 组织划分了三类。华林三种组织模式分别为为机械式模型，社会和技术模式，以及人类活 动的系统方法。在机械式模型中，一个组织的结构和流程都明确定义和逻辑，但并没有考 虑到人、群体和整个组织。社会和技术模式是通过设计工作，认识到技术与人的关系，开 创了有效并具备高工作满意度的工作系统。在此模型中的积极的方面是人为因素被视为重 要的，例如，在通信，培训和紧急响应。最后的模型中，人类活动的系统方法侧重于人， 并指出了组织的复杂性。这种方法的优势在于，正式(或技术)的范例和人力方面，如动 机，学习，文化和能量关系的考虑。韦林指出，虽然人类活动的做法并不能确保成功，它 已被证明是对组织的长远发展有利。 3. Safety Policy and Planning 3.安全政策与规划 A status review is the basis for a safety policy and the planning of safety activities. According to BS 8800 a status review should compare the company’s existing arrangements with the applicable legal requirements, organization's current safety guidelines, best practices in the industry’s branch，and the existing resources directed to safety activities. A thorough review ensures that the safety policy and the activities are developed specifically according to the needs of the company. 状态评论是一个安全政策和规划基础的安全活动。根据BS 8800的状态评估应该将企业 的当前状况与适用的法律要求，组织当前的安全方针，在行业中表现最好的做法，及用于 安全活动的现有资源进行比较。一个彻底的状况评审能确保根据公司的需要来开发安全政 策和活动。 A safety policy is the management’s expression of the direction to be followed in the organization. According to Petersen, a safety policy should commit the management at all levels and it should indicate which tasks, responsibilities and decisions are left to lower-level management. Booth and Lee have stated that a safety policy should also include safety goals as well as quantified objectives and priorities. The standard BS 8800 suggests that in the safety policy，management should show commitment to the following subjects : 一个安全政策是组织中要遵守的指令在管理层的表现。安全政策应指导各级管理人员， 并应说明哪些任务，职责和决定都留给较低级别的管理。布斯和Lee表示,安全政策还应该 包括安全目标、量化目标和优先事项。根据BS 8800标准中的安全政策,管理人员应该承诺 以下主题: 5 Health and safety are recognized as an integral part of business performance ; A high level of health and safety performance is a goal which is achieved by using the legal requirements as the minimum, and where the continual cost- effective improvement of performance is the way to do things; Adequate and appropriate resources are provided to implement the safety policy; The health and safety objectives are set and published at least by internal notification ; The management of health and safety is a prime responsibility of the management ，from the most senior executive to the supervisory level ; The policy is understood, implemented, and maintained at all levels in the organization ; Employees are involved and consulted in order to gain commitment to the policy and its implementation; The policy and the management system are reviewed periodically, and the compliance of the policy is audited on a regular basis; It is ensured that employees receive appropriate training，and are competent to carry out their duties and responsibilities. 健康和安全被确认为经营表现主要的组成部分; 一个高等级的健康和安全性能的水平的实现满足法律要求是最低限度，应采取持续的 成本效益好的方式改善性能; 提供足够和适当的资源来实施安全政策; 健康和安全目标的制定及公布至少以内部通知，健康与安全的管理是管理的首要责任， 应从最高级管理人员的监管水平出发; 该政策要被组织中的各个层次人员理解，实施和维持; 员工参与和协商，以便能认可和执行政策; 对政策和管理制度进行定期审查，定期进行政策的合规审计; 它确保员工受到适当的培训，并有能力履行其职责及责任。 Some companies have developed so-called “safety principles’ which cover the key areas of the company’s safety policy. These principles are utilized as safety guidelines hat are easy to remember, and which are often placed on wall-boards and other public areas in the company. As an example, the DuPont company's safety principles are the following: 一些公司出台了安全准则，它涵盖了公司在关键领域的安全政策，这些准则是一些很 容易被记住的安全指导方针，经常被放置在墙板上或者是公司的其他公共场所。列举一个 例子，杜邦公司的安全原则如下: All injuries and occupational illnesses can be prevented. Management is responsible for safely. Safety is an individual’s responsibility and a condition of employment. Training is an essential element for safe workplaces. Audits must be conducted. All deficiencies must be corrected promptly. It is essential to investigate all injuries and incidents with injury potential. Off-the-job safety is an important part of the safety effort. 6 It is good business to prevent injuries and illnesses. People are the most important element of the safety and occupational health program. 所有的伤害和职业病是可以预防的。 管理者应该为安全负责。 安全既是个人的责任也是接受雇佣的条件之一。 培训是构成安全的工作场所的基本要素。 安全审计工作必须进行。 所有的不安全因素要及时纠正。 调查所有的伤害以及潜在的伤害事件是至关重要的。 工作时间外的安全是安全工作的重要组成部分。 预防受伤和疾病是有益的。 人是安全以及职业健康计划中最重要的要素。 The safety policy should be put into practice through careful planning of the safety activities. Planning means determination of the safety objectives and priorities, and preparation of the working program to achieve the goals. A company can have different objectives and priorities according to the nature of the typical hazards, and the current status of hazard control. However, some common elements to a safety activity planning can be found. According to BS 8800，the plan should include : 安全政策应该通过小心计划的安全活动来实践。计划意味着对安全目标和安全的优先 顺序，并且预备可执行的计划去完成目标。根据典型事故的性质和目前危险源的控制情况， 一个公司可以有不同的目标和优先事项。然而，一些共同的元素可以在安全活动计划中被 找到。在BS8800中，计划应该包括: ?appropriate and adequately resourced arrangements, competent personnel who have defined responsibilities, and effective channels of communication; ?procedures to set objectives, device and implement plans to meet the objectives ,and to monitor both the implementation and effectiveness of the plans; ?description of the hazard identification and assessment activities; ?methods and techniques for measuring safety performance, and in such way that absence of hazardous events is not seen as evidence that all is well. ?适当充分的资源准备，明确责任主管人员和有效的沟通渠道。 ?明确目标、所用设备确定的程序，明确为实现目标使计划生效的程序，明确计划的 实施和有效性的监督程序; ?风险识别和评估活动的说明。 ?用于测量安全性能的方法和技术，没有危险事件并不能看作是一切都好的证据。 In the Member States of the European Union, the “framework” Directive 89/391 / EEC obligates the employer to prepare a safety program that defines how the effects of technology, work methods, working conditions, social relationships and work environment are controlled. According lo Walters, this directive was originally passed to harmonize the overall safety strategies within the Member States, and to establish a common approach to the management and organization of safety at work. Planning of the safety activities is often done within the 7 framework of quality and environmental management systems. 在欧盟成员国中，“框架”指令89/391/ EEC责成雇主准备定义技术，工作方法，工作 条件，社会关系和工作环境的影响，如何控制安全程序。据罗沃尔特斯，该指令原本是协 调成员国间的整体安全策略，并建立一个共同的方法来安全工作的管理和组织。安全活动 策划往往是质量和环境管理体系的框架内进行的。 Unit 2 System Safety Engineering 系统安全工程 1. System Safety 1.系统安全 Safety has been intentionally integrated into the design and development of many systems. In some instances, however, the safety realized in a system was only a byproduct of good engineering practice. As systems have become more complex and expensive, safety problems have become more acute. Because of accelerating technology and demands for a “first time safe” operation, a need has arisen to formally organize safety efforts throughout a system's life cycle. To meet this need, the concepts of system safety and the field of system safety engineering have evolved. 安全性已经被有意地整合到许多系统的设计和开发中。然而，在有些情况下，安全系 统中安全性的实现要通过良好的工程实践。随着系统变得更加复杂和价格更加昂贵，安全 问题则变得更加尖锐。因为加速技术是“第一次安全”的操作需求，有必要正式的开发组织安 全工作在整个系统的生命周期。为了满足这种需求，系统安全和系统安全工程的概念已经 逐渐演变而来。 System safety concepts are based on the idea that an optimum degree of safety can be achieved within the constraints of system effectiveness. This optimum is attained through a logical reasoning process. Accidents, or potential accidents, are first considered to be the result of a number of interacting causes within the system. From a deliberate analysis of the system， each accident cause and interaction is logically identified and evaluated. Work may then be performed to eliminate or otherwise control these accident causes. 系统安全的概念是基于在系统效率的约束中可实现一个最佳安全等级的想法。这个最 佳的是通过一个逻辑推理过程来实现。意外事故，或事故隐患，首先被认为是系统内数字 的相互作用导致的结果。从详细的系统分析来看，每个事故造成的原因和相互作用进行逻 辑被识别和评估。工作之后可以执行来消除或以其它方式控制这些事故的发生。 System safety engineering draws upon system safety concepts and the approaches used in system engineering. Its objective is to safely integrate all system components in a manner consistent with other system criteria. It involves the application of scientific and management principles for the timely recognition, evaluation, and control of hazards. Through the logical programming of these efforts over a system's life cycle，the desired level of safety can be realized. 系统安全工程借鉴了系统的安全观念和系统的工程所使用的方法用于系统安全工程。 其目的是在符合其他系统标准的方式中安全地整合所有系统组件。它涉及应用科学和管理 法则为了及时辨识，评价和控制危险源。在系统的生命周期中通过对工作的合理计划，来 达到对安全程度的期望。 2. System Safety Program 8 2、系统安全程序 The degree of safety achieved in a system depends on the importance it is given by system designers, managers, and operators. The efforts necessary to assure that sufficient emphasis is placed on system safety are often organized into formal programs. The objectives of such programs are to recognize，evaluate，and control system hazards as early in the life cycle as possible. Adequate safety input during the initial phases is the key to produce an inherently safe system. Effective system safety programs also eliminate the schedule delays and costly changes that often result in systems that do not have adequate safety planning. 在一个系统中安全受重视的程度取决于系统设计者、管理者和执行者。我们必须要做 的工作通常组织成正式的文件，这些成果确定了有效的强调作用。这些规划文件的目标是 为了在他的生命周期中尽可能早的辨识、评价和控制系统危险源.。足够的安全投入在最初 阶段是形成本质安全体系的关键。有效的系统安全规划能够消除由于缺乏足够安全规划所 引起的进度上的拖延和由于变化所引起的昂贵的花费。 Concept Phase. Program activities in the concept phase include establishing safety criteria within the definition of the system task. These criteria normally provide for compliance with accepted safety standards such as those contained in government regulations. The maximum risks that are acceptable in system operation may also be specified in the task definition. A gross hazard analysis is often performed for each alternative approach to system design. The results of these analyses highlight special areas for safety consideration and are useful in evaluating each alternative. Knowledge of the safety experience of related systems will also aid in selecting the best alternative. In addition，program requirements and schedules for the remainder of the life cycle are established in the concept phase. 概念阶段。组织活动在概念阶段包括根据系统任务建立安全标准。这些标准通常是为 我们所接受的标准做准备，例如说国家政府规定的规章制度、准则。在系统操作中能被我 们所接受的最高的风险在任务的设计中要明确的规定。对每一个系统设计和选择的方法我 们都要开展整体的危险源分析。这些分析结果强调这些特别的安全领域和有助于我们评价 每一种方法。关于相关系统安全知识的经验也有助于选择最好的。另外，其余环节的工作 需求和计划安排在概念阶段的周期中也要建立起来。 Design Phase. equipment specifications, maintenance plans，training plans, proposed system procedures, and other design materials arc reviewed and evaluated during the design phase. Extensive hazard analyses are also conducted to identify and resolve potential safety problems. All system components and interactions are studied to predict the risks that will be involved in system operation. Design changes are then made to minimize these risks. Knowledge of similar systems is also helpful in this phase. Of particular interest are measures taken to correct design features that resulted in accidents. Similar accidents may be avoided by including the same corrective measures in the specifications that emerge from the design phase. 设计阶段。设备规格、维护计划、培训计划、提出系统程序、和其他设计原材料的检 查评估也是在设计阶段进行的。广泛的危险源分析也有助于识别和解决潜在的安全问题。 研究所有系统组成部分和相互作用预测系统运行中将会涉及到的风险。通过更改设计将风 险最小化。在这一阶段类似的系统知识也很有帮助。我们采取一些措施为了纠正可能会造 成事故的设计上的特点是尤其有意义的。在设计阶段发现的问题说明书中如果相关的补救 措施也写进去的话类似的一些事故也可以避免。 Development Phase. During the development phase, system safety programs assure that 9 the design requirements are incorporated as the system is generated. Hazard analyses are performed or updated. Additional studies or tests are conducted to verify the adequacy of safety design features. Training courses for operating personnel are reviewed to confirm that there is satisfactory coverage of safety aspects. Refinements of system design often result from these evaluations to improve system safety prior to the operation phase. 发展阶段。在发展阶段，系统安全规划保证了系统形成时设计要求已经整合。开展或 更新危险源分析。进一步的研究或试验进行验证安全设计是否足够。对操作人员的培训课 程进行审查，以确认在安全方面是否有令人满意的覆盖面。系统设计的改进往往是通过这 些评估结果在运行阶段之前改善系统的安全性。 Operation Phase. Periodic safety inspections, maintenance, training, and performance reviews are conducted in the operation phase to maintain or improve the safety achieved previously. Hazard analyses are updated to determine the impact of any system changes, and action is taken to control any hazards that result from such changes. Similar action is taken following any accident or malfunction to correct deficiencies that have been overlooked. 运作阶段。在运行阶段进行定期安全检查，维修，培训和绩效评估，以维持或改善先 前达到的安全。危险源分析的更新，是为了确定任何系统变化的影响，并采取行动以控制 导致这些变化的任何危害。在任何事故或故障中采取类似的行动，以纠正那些被忽略的缺 陷 Disposal Phase. Program efforts are continued through the final phase of the life cycle. System disposal procedures are reviewed and monitored. Special precautions are taken in disposing of hazardous materials, equipment, etc. 处置阶段。在生命周期的最后阶段中仍能继续进行。系统处理程序进行审查和监 督。采取特别措施处理危险品、设备等。 3.Hazard Analysis 3、危险源分析 The heart of a system safety program is in the performance of hazard analyses. These efforts also involve most of the detail work of system safety engineering. Analyses are conducted to identify and evaluate hazards within a system. With this information, responsible officials may determine the safest, most efficient means of controlling the hazards identified. With its accident sources eliminated, the entire system also becomes more effective in performing its task. In general, hazard analyses are conducted as follows : 系统安全计划的核心是危险源分析。这些工作还涉及到大多数系统安全工程的细节。 进行分析，以在系统中识别和评估危险。有了这些信息，负责的管理人员可以决定控制危 险源的最安全，最有效的手段。凭借对其事故源的消除，整个系统也变得可以更加有效地 执行其任务。在一般情况下，风险的分析是如下这样进行的: Gain an understanding of the system. Define the scope and purpose of the analysis. Select and apply an analysis technique. Evaluate the results. 获取对系统的理解。 定义分析的范围和目的。 选择并应用分析技术。 评估结果。 Hazard analysis is not an intuitive process. For an analysis to be meaningful, it must be 10 logical，accurate，descriptive of the system, and based on valid assumptions. Its success largely depends on the skill and knowledge of those conducting the analysis. Anyone who has a thorough，working knowledge of both the system under consideration and the analysis technique to be used may perform a hazard analysis. In practice, the efforts of several persons with varying backgrounds are usually required to assure that meaningful and comprehensive hazard information is obtained. 危险源分析并不是一个直观的过程。要使一个分析有意义，它必须是符合逻辑的，精 确的，描述性的系统，并且基于有效的假设。它的成功在很大程度上取决于那些进行分析 的技能和知识。任何对于系统有充分的工作知识和分析技术的人都可以进行危险源分析。 在实践中，通常需要不同背景的人的努力，来确保获得有意义的和全面的风险信息。 A system safety program usually requires the performance of several hazard analyses throughout the life cycle. The scope and purpose of each required analysis may be different. For example，a preliminary hazard analysis may be required in the concept phase to provide an initial assessment of hazards that may he encountered in subsequent life cycle phases. Special analyses may also be specified to determine the hazards volved in system development， assembly，operation，maintenance，or disposal. In addition ，the entire system or only part of the system may be analyzed at one time. Where subsystem hazard analyses are performed, a total system analysis should also be conducted to identify potential hazards at the interfaces of the subsystems. 一个系统安全项目通常要求在寿命周期内进行一些危险源分析。每个要求分析的范围 和目的可能不尽相同。例如，一个初步危险源分析可能要求在项目概念形成阶段提供一次 可能在后续寿命周期性阶段出现危险源的初始评估。还可以针对特殊问题进行特别分析， 以确定系统开发、装配、操作、维护或处理中所涉及的危害。此外，该系统的整个系统或 者部分可以同时进行分析。其中，子系统危险分析被执行，一个总的系统的分析也应进行， 以确定潜在的危险在子系统的接口。 Regardless of the scope，purpose，or technique used，a hazard analysis is only a tool. It does not make decisions. Analysis was never intended to provide the final answer to system safety problems, but rather to aid in making decisions for improving the system. 无论范围，目的，或使用的技术的手段，危险源分析只是一种工具。它不会作出决定。 分析绝不是为了解决系统安全的问题而提供的最终答案，而是帮助决策用于改进该系统。 4(Hazard Control 4、危险源控制 To control the hazards identified by analysis, the system or its environment must be altered. Hazard control typically is accomplished through either engineering, educational, or administrative solutions. Where these types of hazard controls are insufficient, protective apparol is often used. 要通过分析来控制辨别出的危险源，必须改变系统或环境。危险源控制通常是通过工 程、教育或行政解决方案来完成的。当无法能够控制这类危险源的时候，通常使用防护服。 5(Egineering Solutions 5、工程解决办法 Because engineering solutions are relatively permanent，they are the most desirable type of hazard control. They normally involve altering the system’s machines, materials, or environment. The approach used in engineering solutions is to minimize hazards through design. Where possible, a system design that completely eliminates an identified hazard should 11 be selected. A hazard that cannot be eliminated through design selection should be controlled by the use of safety design features such as fixed or automatic protective devices. When neither design selection nor design features can effectively control a known hazard，warning devices should be used to detect the hazardous condition and generate a warning signal. Such signals should be standardized and designed to minimize the probability of incorrect interpretation by operating personnel. 因为工程学解决方法是相对永久的，他们是危险源控制最令人满意的类型。他们一般 包括系统的机器 材料 或者环境的变更。工程解决方案使用的方法是通过设计来使风险最 小化。在可能的情况下，应选择一个完整的能够完全消除了一个确定的危害的系统设计。 不能通过设计选择消除的危险，应通过使用安全设计功能，如固定或自动保护装置的控制。 当既不设计选择，也不设计功能，可以有效地控制一个已知的危险，警告设备应用于检测 危险的条件，并产生一个警告信号。这样的信号应该是标准化的，设计的，以尽量减少操 作人员错误的解释概率。 Of primary importance in engineering solutions is reducing the amount of energy or hazardous material in the system. Where the desired reduction is not possible, personnel should be protected from the source of energy or hazardous material. Quipment such as shields, barricades, cabs, and canopies are often used to protect people and property, should an unplanned release of energy or hazardous material occur. Changes in tools, lighting, atmospheric conditions, work area layout, and job location are other examples of engineering solutions. 在工程解决方案中，首要问题是降低系统中的能量或有害物质的量。在不可能减少的 地方，人员应该从能量或危险物质的来源处得到保护。一些设备如盾牌，路障，出租车， 和檐篷，经常被用来保护人民财产，以避免发生意外释放的能量或危险物质，更换工具， 改善照明，改善大气条件，调整工作区域布局，更换工作地点是工程解决方案的其他例子。 6. Educational Solutions 6、教育解决方案 Hazards involving the behavior of the people within a system are often controlled through educational solutions. Suitable education and training programs are instituted as a means of modifying behavior and thus improving system effectiveness. These programs include formal training sessions, periodic safety meetings, safety promotion programs, etc. 在系统内，涉及到人的行为的危险源通常是通过教育的方法来控制。适当的教育和培 训计划设定以及修改行为，从而提高系统效率。这些计划包括正式的训练课程，定期的安 全会议，安全扩展计划等。 7. Administrative Solutions 7、管理解决方案 Administrative solutions often involve changing the method or procedures followed in performing specific tasks within a system to reduce accident potential. In addition, changes in the procedures for personnel selection, assignment, and training, and those for system housekeeping, maintenance, inspection, etc.，are included in the category of administrative solutions. 管理解决方案通常涉及改变方法或程序遵循系统内一个特定的执行任务，以此减少事 故隐患。另外，人才筛选，分配和培训，以及系统清洁，保养，检查等的程序改变，都包 括在管理解决的范围。 8. Protective Apparel 12 8、防护服 At times, a hazard cannot be controlled to an acceptable degree through engineering, educational, or administrative means. For these hazards, the best course of action is to use protective apparel to protect the worker in the event of a mishap. Included here are those safety devices the worker would wear on his or her person such as special clothing, safety shoes, goggles, safety belts, gloves, respirators, safety glasses, etc. 有时，危险源无法通过工程，教育或行政手段控制到可接受的程度。对于这些危害， 最好的行动当然是使用防护服，在出现事故的时候保护工人。这里包括那些安全设备，工 人将把它们穿在身上，如特别的服装，安全鞋，护目镜，安全带，手套，口罩，防护眼镜 等。 9. Summary 9、总结 System safety engineering is a relatively new approach to accident prevention. Its concepts and techniques have evolved from efforts to improve the safety of the complex technical systems that are common in today’s society. It is based on the ideas that accidents result from a number of interacting causes within a system, and that each cause and interaction can be logically identified, evaluated, and controlled. Through the logical application of scientific and management principles over the life cycle of a system, system safety engineering attempts to achieve an optimum degree of safety. 系统安全工程是一个预防意外事故发生的相对新的方法。它的概念和方法已经因为努 力增进现在社会上相同的复杂工艺系统的安全性而进化了。它是由于一些系统内相互作用 的原因造成的事故这一想法，并且那些每个结果和相互作用能在逻辑上被认同、评估和受 控制。通过对一个系统寿命中的科学的和管理原则的合理应用，系统安全工程试图达到最 适宜的安全程度。 The efforts necessary to achieve the desired degree of safety are usually organized into formal programs. The objective of such programs is to assure that system hazards are eliminated or otherwise controlled as early in the life cycle as possible. Most of the detail work involved in a system safety program is in the performance of hazard analy Engineeringses. With the information provided by analysis, responsible officials can determine the safest, most efficient means of controlling the hazards identified. 实现安全的期望程度所必需的努力通常被组织成正式的程序。这种方案的目的是为了 保证系统的危险源在生命周期中尽可能早地控制或以其他方式被淘汰。大多数参与了系统 的安全程序细节的工作是危害分析的性能。由分析所提供的资料，负责的官员能够确定控 制危害的最安全，最有效的手段。 Unit 3 The Ergonomics Process 人机工程学 1. Description of the Egononmics Process 1(人体工程学过程描述 A process is a system whereby necessary components function and interact to produce a desired goal.Similarly, an ergonomics process is a plan in which a facility gathers all relevant information on work organization, employee capabilities and limitations, and work-related MSDs, to develop solution to better accommodate these employees and reduce MSD rates and 13 their associated costs. One important aspect, actually the process’ key purpose,is to communicate information among all those involved, so that adequate and feasible solutions to problems having ergonomics issues can be solved.Employee involvement in the ergonomics process, across several layers of an upper echelons of management to the hourly employee, contribute to making changes in work systems and job sites, they become empowered and more responsible for these changes. This cooperation and employee involvement leads to feasible and successful changes that serve to improve the company types of organizations process needs to be implemented and refined across various types of organizations, so that a wide variety of work-related issues can be incorporated. One such process comprises five fundamental elements: 一个过程是一个系统中必要的功能组成部分和所期望能够产生相互作用的目标。同样 地，人类工程学的设计过程是一个由某个机构收集所有组织工作内相关的信息，如员工的 能力与局限性，与工作相关的MSDS(肌肉骨骼疾病)率及其相关的费用的计划。其实一个 很重要的方面是，在过程主要目的是使所有参与者之间能够进行信息交流，以便用可行的 方案充分解决人类工程中出现的问题。在一个组织中，在人类工程学中员工的参与有助于 保证其成功效率。每个人在公司的时候，临时工的上级人员应该致力于改变工作体制和改 善工地，这样他们会充满能量并且对这些改变负责。这种合作和雇佣者包括引导可行并且 成功的改变来为公司的提升服务。安全人机工程需要实施和完善各种类型的组织，所以多 样化的与工作有关的问题能够被合并。这种处理方法包含五个基本原理: The Workplace The Ergonomics Committee The Management The Medical Management The Ergonomics Expert 工作场所 人机工程学的工会 管理层 医疗管理 人机工程学专家 The element from which basic ergonomics issues arise is the Workplace; that is ,the area in which the physical work is being performed and where employees become injured due to musculoskeletal strseeors. It is the responsibility of the Ergonomics Committee to identify these stressors and provide solutions. The remaining three components(management,medical management, ergonomics expert)provide support for the interment is responsible for committing to the process itself ;That is,emphasizing the value it places on its employees,and for initially providing monetary and personnel resources to sustain the Committee and the changes it makes within the facility.The Medical Management component deals with the health of the employees,by providing symptom recognition,providing prompt and appropriate ,and returning injured employees back to work as efficiently as possible.Finally,the Ergonomics Expert is tasked with training the Ergonomics Committee,providing ergonomics input beyond the Committee’s expertise,and assuring that the team progresses in the correct direction. 基本的工效学问题产生于工作场所,也就是说,该地区的物理工作正在执行,员工的受伤 是由肌肉骨骼的压力造成的。人体工程学委员会负责确定这些压力和提供解决方案。剩下 的三个组件之间的交互提供支持工作场所和人体工程学。本公司的管理层负责对过程本身 14 进行承诺，即强调它对雇员的价值，并在过程提供货币和人员资源，以维持委员会和在该 机构内的变化。医疗管理组处理员工的健康，通过提供症状识别，提供及时和适当的救治， 并使受伤员工尽可能有效地重返工作岗位。最后，人体工程学专家工效学委员会是负责培 训，提供人体工程学输入超出了委员会的专家，并保证团队在正确的发展方向。 2. Management Commitment 2.管理委员会 For an ergonomics process to be successful, the company’s management must be fully commited to intergrating ergononmics into the workings of the organization. This includes understanding ergonomics concepts on a globa level—that work systems designed within individuals’ capabilities and limitations will improve work efficiency and productivity and will reduce the mumbers and costs of MSDs. A progressive management structure is one that honestly values its employees and communicates this commitment through corporate polices that tout this dedication to employee health and well-being ; this includes the implementation of an ergononmics process. The Management must futher understand that ergononmics itself is process, not a special program within the company that has a defined beginning and end.A successful ergonomics process must be approached like any other process within a company, such as production, maintenance, or safety, where there is a commitment to continuous improvement. This level of commitment by management is necessary because of the types of MSDs often addressed by ergonomics committees. These MSDs are usually cumulative in nature; that is, they do not occur after a one-time exposure but rather they accrue over a period of weeks, months, or years of activity considered stressful to the body. Because of their cumulative nature, workplace changes may not immediately result in a drop in injury rates. The Management must realize that some patience is required when beginning an ergonomics process and that, over time, the benefits of the investment will be returned, in terms of reduced numbers of MSDs and their associated costs, and an increase in productivity. 对于一个工效学过程的成功，公司的管理部门必须充分的把工效学整合到工作的组织 中去。这就包括在全球的标准上去理解工效学的概念，这个标准指对于工作系统的设计要 在个人能力和限制的条件范围内，这将有利于提高工作效率和生产率，同时将减少对于肌 肉和骨骼伤害所引起的员工的数量和花费。一个先进的管理构造是这样一个能够如实的评 论它的员工，并且能够传达这样一个承诺:通过公司的政策去履行致力于改善员工的健康 和幸福，这包括一个工效学过程的实施，管理部门必须深刻的理解工效学本身是一个过程， 在公司里，它不是一个有明确开始和结束的特别的程序，一个成功的工效学过程要接近像 公司里其他的一些过程，例如:生产，维护或安全，这样才能保证持续不断的提高。由于 工效学委员会经常提出的肌肉与骨骼伤害的类型，管理人员的承诺等级是必要的。这些肌 肉与骨骼伤害在自然状态下是累积的，这也就是说，肌肉骨骼伤害不会在一次活动中产生， 而是考虑到成周的，成月的，成年的活动对身体的压力，它们将会在这个阶段中产生。由 于自然的积累，工作场所的改变不会立即引起伤害率的下降，管理部门必须认识到当开始 一个工效学过程的时候一些耐心是要具备的，经过一段时间，付出将会得到一些回报:在 肌肉与骨骼伤害人员数目的减少及其相关花费和提高生产率方面。 Management commitment also includes provision for the needed capital toorganize,train,support the ergonomics committee.funds will be needed to implement engineering and administrative controls aimed at reducing or eliminating the exposure of employees to MSD risk factors,until the committee has the ability and the means to justify the costs themselves.the investment in resources by management is not all just 15 monetary,however ,The Management must also be willing to provide the time for committee member to meet,discuss,and conduct the work necessary to ensure its progress and success. 管理承诺也包括必需资金的规划去组织，培训和支持工效学委员会，资金将用于实施 工程和管理控制目的是减少和消除暴露在员工身上肌肉与骨骼伤害的危险因素，直到委员 会有能力和采取手段去证明这些花费有理有据，管理部门在资源上的投资，不仅仅是财政 的，管理部门也要提供时间让委员会进行会议，讨论，指导工作以确保它的进步和成功。 3. Estabilishment of the Ergonomics Commitment 3. 建立工效学委员会 This process has its core within the Ergonomic Committee.It is within the committee that all activities in the facility having ergonomic impact are directed.The formation of the committee and their training is no effortless matter,however.These tasks must be undertaken seriously and with much thought.A strong committee foundation will result in a more comprehensive understanding of workplace concerns(surveillance),more complete evaluations of workplace stressors and solutions more likely to be technically feasible(hazard prevention and control),and a better understanding and acceptance of the ergonomics process throughout the facility(training and education).These elements of the committee are described below. 这个过程是人体工程学委员会内部核心，在委员会内所有人体工程学影响的活动都是 被针对的，该委员会的组建和训练并不容易，但是，这个任务必须认真进行并且多加思索， 一个强大的委员会基础会使人们对工作环境有更加全面的了解(监督)，对工作场所的危险 源和解决方案在技术上可行的有完整评价(灾害防治)，并对人体工程学整个设计过程更好 的理解和接受(培训教育)。该委员会的这些内容介绍如下。 Composition of the committee .Just as ergonomics itself is comprised of multiple disciplines an Ergonomics Committee should be comprised of members with diverse backgrounds and areas of expertise .It is important to consider what traits each team member can contribute to the ergonomics process. Manufacturing engineers ,for example ,have an understanding of why existing work processes were designed as such and can give insight as to what potential solutions may or may not be feasible.Experienced production employees from departments within the facility often have performed many jobs and have an excellent working knowledge of tasks involved in the jobs ,as well as insights for potentrial solutions to problem areas.Other members to consider for the ergonomics committee include:plant manager,plant IE manager,process engineer ,human resources or safety manager ,department supervisors ,and maintenance personnel.The committee should be comprised of individuals who are know and respected with the facility ,since others will be more likely to provide information and accept job changes if they are also supported by these employees. 委员会的组成。就像工效学是由多种定理组成的那样，工效学委员会应当由具有不同 背景和专业知识的成员组成。因此考虑每个团队成员可以贡献给工效学流程的特质是很重 要的。例如制造业工程师对为什么现有的工作流程被设计成这样有很好的见解，并且可以 对潜在的解决方式是否可行有一个预判。在工厂中来自于不同部门的有经验的生产工人往 往做过许多工作而且对工作中的任务有着杰出的理解判断，就像预想出有问题方面的潜在 解决方式。其他可以考虑作为工效学委员会成员的人是:生产经理、工业生产管理经理、 流程工程师、人力资源经理、安全管理经理、部门监督人员和维修人员。委员会应当由在 机构中为人所知且受人尊重的人组成，委员会中的其他人如果也被雇佣者所支持的话应该 尽可能的提供信息并且去接受工作中的变化。 It is extremeiy important to maintain balance within the committee .That is ,the team 16 should be comprised of half management and half production personnel.This is especially impotant when the process is being implemented within a union facility.The Ergonomics Committee must be viewed as part of a company co-operative endeavor rather than one stictly created by and under the direction of either labor or management.The number of team member also must be considered.For any type of committee,more than eight to ten members can become unwieldy and unproductive.An ergonomics committee is no exception,However,when implementing an ergonomics process within a large corporation,a team of this size may not be able to address all ergonomics issues that arise.when this is the case,separate sub-committees,having similar compositions,can be formed that periodically report to a main overseeing body. 在委员会内保持平衡是极度重要的。换言之，这个队伍要由一半的管理人员和一半的 工作人员组成。在联盟机构中实施这个过程是特别重要的。工效委员会必须被看做公司合 作努力的一部分，而不是劳动和管理的一部分。队伍成员的数量也是需要考虑的。对于任 何种类的委员会，超过八到十人的成员会变得迟钝和没有生产力的。一个人类工程学委员 会也不例外。然而，在一个大的公司内当实施人类工程学进程，这样配置的队伍可能不会 处理所有的突发人类工程学问题。在这种情况下,单独的下属机构,有类似的成分,可以形成向 主要负责机构定期报告。 Training the Committee .Before beginning to evaluate the facility from an ergonomics perspective ,the team first must receive training.Because of the multi-disciplinary nature of this field and the diversity of educational backgrounds of committee members ,only a general awareness of ergonomics concepts may be possible .That is ,the committee must have enough training to understand how work activities can affect the body and produce MSDs.The training topics covered should be tailored to the needs of the facility .For example ,if a majority of MSDs to employees occur in the low back disorder research should be thoroughly covered in the training materials. Similarly ,if many jobs are perform within noisy work environments ,then concepts of perception ,communication ,and noise abatement should be addressed .These special topic areas need to be addressed in addition to the basic ergonomics principles that can be applied to a wide-range of work situations . 培训委员会。在开始之前，从工效学评估工具的角度来看,团队首先必须接受培训。因 为多学科的性质，这个委员会的成员来自不同领域和不同的教育背景，可能会对人机工程 学概念的简单认识。换句话说，委员会必须要有足够的培训来使成员了解工作活动对人体 的影响以及产生的肌肉骨骼伤害。培训目标应针对于团队的需要。例如，如果肌肉骨骼伤 害发生在员工的下背部，那么关于腰背疾病研究的准则应该包含在培训材料中。同样，如 果许多作业在噪音的工作环境中执行，感知，交流和降低噪音的想法应该得到解决。这些 专题领域需要处理除基本的人机工程学原则可以适用于广泛的工作情况。 Active and Passive Surveillance. one goal of the Ergonomics Committee is to adequately survey the workplace for problem areas. This includes identifying both jobs and work practices that have historically caused MSDs and those destined to produce future problems if not correctted.To begin, the committee will undoubtedly focus, with the help of medical management personnel, on those jobs and work areas know already to have caused MSDs(passive surveillance).These initial areas of focus usually arise from a review of accident and injury reports and “common knowledge” that particular jobs are more difficult and cause more problems than others.This reactive approach is accepted as the method for committees who are beginning to tackle ergonomics issues. However, the ultimate goal of the ergonomics 17 process is for the team to become proactive.This occurs over time as the team acquires a familiarity with the process.For instance, more-established ergonomics teams may distribute discomfort surveys to all employees on a periodic basis. The information gathered helps to identify jobs that are producing problems and employee discomfort, but have not yet resulted in severe or lost-time incidents (activie surveillance). Ideally, the team will develop the skills to identify and correct ergonomics stressors that currently exist within work processes before actual symptoms and MSDs result, as well as analyze new work processes that are to be designed in the future. 主动和被动监测。人体工程学委员会的一个目标是充分调查工作场所的问题。这就包 括曾经造成肌肉与骨骼伤害和不纠正错误注定未来要出现问题的工作岗位和工作实践。首 先，该委员毫无疑问将会在医疗管理人员的帮助下聚焦于已经发生过肌肉骨骼伤害的职业 和工作领域(被动监测)。这些特殊工作最初的焦点通常产生于事故评估、伤害报告和常识， 它更难解决并且更容易导致更多的问题。有效的方法是接受正在处理工效学问题的工效学 委员会的方法。然而，工效学过程最终的目标是把团队变得更加主动。随时间发展，当团 队对于工效学过程需要一个更好地理解和熟悉时，主动监测出现了。例如，强大的工效学 团队会定期的给所有员工分发引起不舒适的问题的调查表。收集的信息有助于鉴别产生问 题和引起员工不舒适，但尚未导致严重后果或损失工时的事故(主动监测)。理想情况下， 团队在症状出现和导致肌肉和骨骼伤害之前将开发鉴别和纠正存在于工作场所的压力源的 技能，也会分析在未来会被设计的新的工作进程。 Hazard Prevention and Control. A second goal of the committee is to prevent MSDs from occurring, or, at the very least, control the rates at which MSDs do arise. This goal is achieved through identifying problem areas, proposing solutions, and implementing those solutions best believed to produce a positive change. Proper identification of job stressors likely to produce MSDs is gained through the ergonomics training previously received by the committee. The training also should provide team members with an understanding of which ergonomics tools and methods are most appropriate for proper risk factor identification. The assessment tools should be of a form to enable the team to assess the extent of the problem, that is, how risky a job or job task is. Potential solutions to these problems are generated by team members(initially in coordination with the ergonomics expert),from discussion within the committee and through testing of ideas, so that the best solution can be determined and then be implemented. Thorough follow-up, consisting of job re-evaluation, is necessary to ensure that no additional problems have been created and to determine if the solutions are working as hoped. 危险源预防与控制。该委员会的第二个目标是防止肌肉与骨骼伤害发生，或者，至少， 控制肌肉与骨骼伤害的出现率。这个目标是通过识别问题，提出解决方案并解决，并实施 这些认为产生了积极的变化的最佳解决方案。正确识别可能产生肌肉与骨骼伤害的工作压 力是通过委员会先前收到的人体工程学培训中获得。评估工具应该是一种形式，能帮助团 队能够评估问题的程度，即工作或工作任务的风险是多少。解决这些问题的潜在方案是由 团队成员(最初与人体工程学专家协调)生成的,通过委员会审议和测试的方案,这样可以确定 最佳的解决方案,然后执行。通过后续工作，包括工作的重新评估以确定是否有额外的问题 出现以及方案是否如期望中进行是有必要的。 Ergonomics Awareness. One final goal of the committee is to generate awareness of ergonomics throughout the facility. This includes the promotion of the team, its duties, and its purpose. The purpose here is for the team to interact with the work force and explain how they 18 can change Jobs to make them easier and safer for individuals to do. They also need to create an environment where employees feel comfortable bringing up issues to team members. This involves, to some level, team members describing ergonomics principles to employees so they see how ergonomics can improve their jobs. One effective way to accomplish this is through a “train-the-trainer” approach. With this technique, ergonomics principles are taught to personnel at the upper levels of a facility, then those individuals teach others, and this follows through the company’s chain of command. This system assures that all employees become familiar with the ergonomics process, and it also increases the likelihood that the process will be accepted by employees on many different levels. These methods are an integral part of providing effective communication within the facility. As employees become familiar with the concept of ergonomics and understand that such a process exists within their facility, they intend to see it work. It is the responsibility of the team to continually keep employees updated on the team’s activities. For example, if a work site is ergonomically evaluated, affected employees must be kept appraised of the status of the evaluation. Similarly, the team should develop a ”hit list” that prioritizes jobs based on past injures or current levels of discomfort. Because not all concerns will be addressed at once, this list can be used to explain why some jobs or processes are receiving more attention than others. 人体工程学的认识。委员会的最后一个目标是形成贯穿设备的人体工程学认识。这包 括促进团队的责任以及目标。这里的目的是让团队与工作人员进行互动，并解释他们如何 能改变工作，使他们更容易和更安全的为个人工作。他们也需要创造一个员工们感觉能够 舒适地给团队成员提出问题的环境。这包括，在某个程度上，团队成员能描述人类工程学 原则给雇员们所以他们希望看到人类工程学如何能够提高他们的工作。一个有效的方法来 实现这个的是通过“训练-训练者”的方法。有了这个技巧，人类工程学原则被教授给设施中 的全体人员中比较高级别的那一部分人，然后那些个人再教给其他的人，并且这遵从通过 公司的控制链。这个系统确保所有员工熟悉人体工程学的过程, 同时它也增加了员工在许多 不同水平被接受的这一过程的可能性。这些方法是提供有效的沟通工具中不可分割的一部 分。随着员工逐渐熟悉人体工程学的概念，理解这样一个过程在机构内存在，他们期望看 到其工作。在团队活动中不断保持员工的更新是团队的责任。例如，如果一个工作现场采 用人机工程评估，相关员工必须保持被估价的评估状态。同样，团队应该制定一个“目标列 表”，基于过去的伤害或不适的当前水平优先就业机会。因为不是所有的问题将立即得到解 决，这张名单可以用于解释为什么有些工作或过程比其他受到更多关注。 Unit 4 Hazard Identification 危险源辨识 Hazard identification is a process controlled by management. You must assess the outcome of the hazard identification process and determine if immediate action is necessary or if, in fact, there is an actual hazard involved. When you do not view a reported hazard as an actual hazard，it is critical to the ongoing process to inform the worker that you do not view it as a true hazard and explain why. this will insure the continued cooperation of workers in hazard identification. 危险源识别是一个由管理层控制的过程。你必须评估危险识别过程造成的结果，并决 定是否立即采取必要的行动，实际上，这里涉及一个实际存在的危险源。当你看到一个实 际存在的危险源没有被记录时。你没有考虑它作为一个真正的危险源和向工人解释为什么。 19 这将确保工人在危险源辨识工作上继续合作。 It is important to remember that a worker may perceive something as a hazard, when in fact it may not k a true hazard; the risk may not match the ranking that the worker placed on it. Also, even if a hazard exists, you need to prioritize it according to the ones that can be handled quickly，which may take time，or which will cost money above your budget. If the correction will cause a large capital expense and the risk is real but does not exhibit an extreme danger to life and health，you might need to wait until next year's budget cycle. An example of this would be when workers complain of a smell and dust created by a chemical process. If the dust is not above accepted exposure limits and the smell is not overwhelming, then the company may elect to install a new ventilation system, but not until the next year because of budgetary constraints. The use of FPE until hazards can be removed may be required. 重要的是要记住，一个工人可感知的一个东西作为危险源，而事实上它可能不是一个 真正的危险，风险的排名可能与工人对其的排名并不匹配。此外，即使有危险存在，你需 要优先考虑并迅速处理，这可能需要一段时间，或将花费上述费用的预算资金。如果校正 会导致大量的资本支出和风险是真实的，但并没有表现出极端危害生命和健康，你可能需 要等到明年的预算周期。这方面的一个例子是，当工人抱怨化学过程中产生的气味和灰尘 时。如果灰尘没有超过可以接受的风险限额及气味不是压倒性的，那么该公司由于受预算 限制可能直到明年不会选择安装一个新的通风系统。 The expected benefits of hazard identification are a decrease in the incidents of injuries ， a decrease in lost workdays and absenteeism，a decrease in workers5 compensation costs， increased productivity, and better cooperation and communication. The baseline for determining the benefit of the hazard identification can be formulated from existing company data on occupational injuries/illnesses, workers' compensation, attendance profit, and production 危险源辨识所期望的利益是通过危险源辨识能够降低伤害率，能够降低损失工时和旷 工、工人的赔偿费用，提高生产力和更好的合作与交流。危险源辨识最起码的效果是我们 可以通过现存公司的数据如:职业病、为工人的赔偿、出勤率、利益和生产力。 Hazard identification includes those items that can assist you with identifying workplace hazards and determining what corrective action is necessary to control them. These items include jobsite safety inspections, accident investigations, safety and health committees, and project safety meetings. Identification and control of hazards should include periodic site safety inspection programs that involve supervisors and, if you have them, joint labor management committees. Safety inspections should ensure that preventive controls are in place ( PPE, guards, maintenance, engineering controls), that action is taken lo quickly address hazards, that technical resources such as OSHA, state agencies, professional organizations，and consultants are used，and that safety and health rules are enforced. 危险源辨识还包括帮助你辨识工作场所中的危险源和决定改进的必要措施。这些方面 包括工作场所安全的检查、事故的调查、安全健康委员会的建议、工程的安全会议。危险 源的辨识和控制还包括对工作场所的定期检查，这些工作应由检察员、监督员参加。如果 你的公司还有劳动管理委员会的话他们也要参加。通过安全检查应该确保预防控制措施是 到位的(个人防护设备、个人防护装置、维修措施、工程控制措施、)还要确保要采取措施 处理解决危险源，一些技术资源例如职业安全与健康管理局、职业组织、专家顾问也要沟 通交流，安全健康的规则也要实行。 Many workplaces have high accident incidence and severity rates because they are 20 hazardous. Hazards are dangerous situations or conditions that can lead to accidents. The more hazards present, the greater the chance that there will be accidents. Unless safety procedures are followed，there will he a direct relationship between the number of hazards in the workplace and the number of accidents that will occur there. 很多工作场所有很高的事故率和重伤比率因为这些工作场所存在危险。危险源是会导 致危险的状况和条件。存在的危险源越多，就越有可能导致事故的发生。除非遵守安全技 术规程，否则工作场所危险源存在的数量和发生事故的数量存在直接的关系。 As in most industries, people work together with machines in an environment that causes employees to face hazards, which can lead to injury, disability, or even death. To prevent industrial accidents, the people, machines, and other factors which can cause accidents, including the energies associated with them, must be controlled. This can be done through education and training, good safety engineering, and enforcement. 在大多数行业中，人与机器一起工作，致使员工面对危险的环境，这可能会导致受伤、 残疾、甚至死亡。为防止工业意外，人、机器和其他可能会导致意外事故的因素，包括与 之相关的能量都必须受到控制。这可以通过教育和培训以及良好的安全管理和强制执行来 完成。 The core of an effective safety and health program is hazard identification and control. Periodic inspections and procedures for correction and control provide methods of identifying existing or potential hazards in the workplace and eliminating or controlling them. The hazard control system provides a basis for developing safe work procedures and injury and illness prevention training. Hazards occurring or recurring reflect a breakdown in the hazard control system. 有效的安全和健康计划的核心是风险识别和控制。定期检查、整改和控制程序并对识 别现有或潜在危险的工作场所和消除或控制它们提供方法。危害控制系统提供了开发安全 工作程序和伤害或疾病预防培训的基础。危害的发生或复发反映出这个危害控制系统的故 障。 The written safety and health program establishes procedures and responsibilities for the identification and correction of workplace hazards. The following activities can be used to identify and control workplace hazards : hazard reporting system，job site inspections, accident investigation, and expert audits. 书面安全和健康计划规定了工作场所的危害识别和修正的程序和责任。以下活动可以 被用来识别和控制工作场所的危害:危害汇报系统，作业现场检查，事故调查和专家审核。 After all basic steps of the operation of a piece of equipment or job procedure have been listed, we need to examine each job step to identify hazards associated with each job step. The purpose is to identify and list the possible hazards in each step of the job. Some hazards are more likely to occur than others，and some are more likely to produce serious injuries than others. Consider all reasonable possibilities when identifying hazards. 在所有设备运行和工作程序的基本步骤提出之后，我们需要检查每个作业步骤，去识 别与每个作业步骤有关的危害。其目的是识别并列出作业中的每一步可能产生的危害。有 些危险是比其他的更容易发生，有些是比其他的产生更严重的伤害。在识别危险时要考虑 所有合理的可能性。 1. Accident Types 1.事故类型 Struck-against Type of Accidents 21 主动碰撞型 Look at the first four basic accident types—struck-against，stock-by, contact-with and contacted-by—in more detail，with the job step walk-round inspection in mind. Can the worker strike against anything while doing the job step? Think of the worker moving and contacting something forcefully and unexpectedly—an object capable of causing injury. Can he or she forcefully contact anything that will cause injury? This forceful contact may he with machinery, timber or bolts, protruding objects or sharp, jagged edges. Identify not only what the worker can strike against，but how the contact can come about. This does not mean that every object around the worker must be listed. 先研究四个基本的事故类型—主动碰撞型、被动碰撞型、主动接触型、被动接触型， 并对工作步骤逐个进行更详细的检查。员工在某一工作步骤中可能会撞击到什么物体,想 想工人移动或强有力的接触到一些可能造成伤害的东西。他或她可能会有力地与造成伤害 的什么东西接触,这些有力的接触可能是机械、木材或螺钉、突起物或锋利的锯齿边缘。 不仅要识别工人可能会碰撞到什么，而且要知道碰撞是怎样发生的。这并不意味着工人周 围的每个对象都必须列出。 Struck-by Type of Accidents 被撞击型事故 Can the worker be struck by anything while doing the job step? The phrase “struck by means” that something moves and strikes the worker abruptly with force. Study the work environment for what is moving in the vicinity of the worker, what is about to move, or what will move as a result of what the worker does. Is unexpected movement possible from normally stationary objects? Examples are ladders, tools, containers, and supplies. 工人在工作过程中会被任何东西击中吗,这个短语击中的意思是一些物体突然有力的 移动并击中工人。研究工作环境中到底是什么在工人附近移动，是什么推动，或者工人的 所做会使什么移动。静止的物体可以出现不可预知的运动吗,例如梯子，工具，容器和物 资。 Contact-by and Contact-with Types of Accidents 被接触和接触型事故 The subtle difference between contact-with and contact-by injuries is that in the first, the agent moves to the victim, while in the second, the victim moves to the agent. 被接触和接触受到伤害的细微差别，第一，原动力接触受害人，而在第二，受害人接 触原动力 Can the worker be contacted by anything while doing the job step? The contact-by accident is one in which the worker could be contacted by some object or agent. This object or agent is capable of injuring by nonforceful contact. Examples of items capable of causing injury are chemicals, hot solutions, fire, electrical flashes, and steam. 工人在作业时能接触任何物体吗,接触事故是指工人接触一些物体或药剂而该物体或 药剂能够造成伤害。能造成伤害的物品有化学物质，热溶液，火，电闪光，蒸汽。 Can the worker come in contact with some agent that will injure without forceful contact? Any type of work that involves materials or equipment that may be harmful without forceful contact is a source of contact-with accidents. There are two kinds of work situations which account for most of the contact-with accidents. One situation is working on or near electrically charged equipment, and the other is working with chemicals or handling chemical containers. 工人可以对一些让人受伤的物体不进行强有力的接触吗,任何类型的工作,与包括材料 22 或设备在内的可能会有伤害的物体接触是造成决大部分的意外与事故的根源。有两种情况 占据大多数的接触事故。一种情况是在接近带电设备时,另一种是使用化学品或化学处理容 器的时候。 caught-in and Caught-on Types of Accidents 卷入和钩住 型的事故 The next three accident types involve “ caught ’，accidents. Can the person be caught in，caught on, or caught between objects? A caught-in accident is one in which the person, or some part of his or her body, is caught in an enclosure or opening of some kind. Can the worker he caught on anything while doing the job step? Most caught on accidents involve worker’s clothing being caught on some projection of a moving object. This moving object pulls the worker into an injury contact. Or, the worker may be caught on a stationary protruding object, causing a fall. 接下来的三种事故的类型涉及到“被缠住”事故。人会被卷入，被钩住，或者夹在被触碰 的物体之间的情况吗,卷入事故是指人或其身体的某一部分，被卷入一个封闭的或开放的 空间内的情况下。工人在工作过程中会被物体钩住吗,大多数钩住事故的发生涉及工人的 衣服被一些移动的物体钩住了。而这个移动的物体使工人受伤。或者，工人可能被静止的 突出的物体钩住导致受伤害。 Caught between Types of Accidents 被夹住类型事故 Can the worker be caught between any objects while doing the job step? Caught- between accidents involve having a part of the body caught between something moving and something stationary, or between two moving objects. Always look for pinch points. 工人可能会在工作过程中被机器夹住吗,肢体的一部分可能被移动的物体或静止的物 体夹住或者是被两个移动的物体夹住。总是在寻找收缩点。 Fall-to-Same-Level and Fall-to-Below Types of Accidents 摔倒和坠落类型事故 Slip, trip, and fall accident types are some of the most common accidents occurring in the workplace. Can the worker fall while doing a job step? Falls are such frequent accidents that we need to look thoroughly for slip，trip，and fall hazards. Consider whether the worker can fall from something above ground level, or whether the worker can fall to the same level. 滑倒，绊倒，摔倒等是在工作场所经常发生的事故类型，工人有可能在完成一些工作 时坠落么,坠落是时常发生的的事故所以我们需要彻底的寻找可能导致滑倒，摔倒以及坠 落的危险源。考虑一下工人可能从高处坠落，还是在水平面上跌落。 Two hazards account for most fall-to-same level accidents: slipping hazards and tripping hazards. The fall-to-below accidents occur in situations where employees work above ground or above floor level, and the results are usually more severe. 造成这种摔倒事故的两大危险分别是摔倒危险和绊倒危险，这种事故通常发生在工人 在地面工作和高处工作的环境中，后果通常十分严重。 The next two accident types are overexertion and exposure. Can the worker be injured by overexertion; that is, can he or she be injured while lifting, pulling, or pushing? Can awkward body positioning while doing a job step cause a sprain or strain? Can the repetitive nature of a task cause injury to the body? An example of this is excessive Hexing of the wrist, which can 23 cause carpal tunnel syndrome (which is abnormal pressure on the tendons and nerves in the wrist). 接下来的两个事故类型是劳累过度和暴露于某种环境中。可能是工人用力过度，也就 是说当举，拉，推的时候他或她可能会受伤。可能笨拙的身体定位而做的一个工作步骤导 致扭伤或劳损,任务的重复性会对身体造成伤害吗,这方面的一个例子是过度弯曲的手 腕，可引起腕管综合征(这是在腕部的肌腱和神经的异常压力)。 Finally, can exposure to the work environment cause injury to the worker? environmental conditions such as noise, extreme temperatures, poor air, toxic gases and chemicals, or harmful fumes from work operations should also be listed as hazards. 最后，在暴露的工作环境中工作能造成工人的损伤吗,例如噪音，超高温，空气稀少， 有毒气体和化学物质或者是工作环境中产生的有毒烟雾也应该被列入危险情形 2.Hazards reporting system 2.危险源报告系统 Hazard identification is a technique used to examine the workplace for hazards with the potential to cause accidents. Hazard identification, as envisioned in this section，is a worker-oriented process. The workers are trained in hazard identification and asked to recognize and report hazards for evaluation and assessment. Management is not as close to the actual work being performed as are those performing the work. Even supervisors can use extra pairs of eyes looking for areas of concern. 危险源的辨认是用于检查工作场所造成潜在事故危险源的一项技术。危险源的辨识， 正如该环节所预想的是以工人为导向的过程。工人在危险源培训时应做到辨认危险源并且 对危险源做出评估报告。管理者工作并不像具体执行工作的人员一样能接触到具体的操作。 甚至监管者可以使用其他的方法寻找需要关注的地方。 Workers have already hazard concerns and have often devised ways to mitigate the hazards, thus preventing injuries and accidents. This type of information is invaluable when removing and reducing workplace hazards. 工人已经关注危害并且经常想出办法来减轻危害，从而防止伤害和事故。除去和减少 工作场所的危害，这种类型的信息是无价的。 This approach to hazard identification does not require that someone with special training conduct it. It can usually be accomplished by the use of a short fill-in-the-blank questionnaire. This hazard identification technique works well where management is open and genuinely concerned about the safety and health of its workforce.the most time-consuming portion of this process is analyzing the assessement and response regarding potential hazards identified.Empowering workers to identify hazards,make recommendations on abatement of the hazards,and then suggest how management can respond to these potential hazards is essential。 这个识别危险的方法不需要有人来特别的带领训练。它可以通过填写一个简短的调查 问卷来完成。这个识别危险的技巧在管理开放和真正关心工人们的安全和健康的地方很有 效果。这个过程中最耗时的部分是关于潜在危害识别分析和评估响应。赋予员工识别危害, 对危害的治理提出建议,然后建议如何应对这些潜在危险是至关重要的。 Unit 8 Motivating Safety and Health 安全与健康的激励 24 1.Defining Motivation 1.激励的含义 Some people believe motivation has the potential to answer everyone’ s problem.You may have heard such statements as “If I were only motivated!”;”You should motivate me!”;”You should motivate him or her!”;”You are not motivated!”;”You had better get motivated!”;or, “All you have to do is find his/her ‘hot button’!”These statements, however , do not tell us what motivation really is nor do they tell us how we can measure or even understand motivation. 有些人相信激励有助于解决任何个人问题的潜能。你可能听说过这样的说法“如果仅 仅我需要被激励”;“你应该激励我～”;“你应该激励他或者她～”;“你没有被激励～”;“你最 好得到激励～”;或者，“所有你所需要做的是找到他/她的‘敏感点’～”这些说明，然而， 没有告诉我们到底什么是真正的激励，同时这些说明也没告诉我们怎样衡量或者是理解激 励。 Motivation, in the broadest sense, is self-motivation, complex , and either need-or value-driven . Someone once stated that he believed “ hope ” was the secret ingredient to a person being motivated (the hope to accomplish a goal , a dream , or attain a need) ; there is reason to support this theory . But , possibly a better definition is “motivation presumes valuing , and values are learned behaviors ; thus , motivation , at least in part , is learned and can be taught ”. This definition provides us with the encouragement we need in order to go forward and achieve motivation for ourselves and others. 激励，从广义而言，是自我激励，复杂的，并且不仅是需要更是价值的趋势。有人曾 经说，他相信“希望”是被激励的人的秘诀;那些理由支撑这一理论成立。不过，可能有一 个更好的定义是“动机假定评估，和价值是学到的行为;因此，激励，至少有一部分，是后 天习得的，可以教导的。这个定义为我们提供了我们需要前进为了自己或他人实现目标所 需要的激励。 If we want to be successful, we must believe that we can teach someone to be motivated toward specific outcomes (goals) or, at the least, be able to alter some unwanted behavior.On the other hand, we should not want to completely manipulate an individual to the point that he responds blindly to our motivational efforts. 如果我们想要成功,我们必须相信我们可以在某些特定的方向上激励某人,至少,可 以改变一些不必要的行为。另一方面,我们不应该想要完全控制一个人,使他盲目地响应 我们的激励。 Thus, motivation is internal. We cannot directly observe or measure it but a glimpse of the results may be observed when we see a positive change take place in behavior. Such a change might be something as simple as a worker wearing protective eye-wear or something as far reaching as going a full year without an accident or injury. By observing these outwardly manifested behaviors, you can then be encouraged when you see even the smallest of successes that are related to your motivational techniques. 因此，激励是内在的。我们不能直接观察或衡量它，但当我们观察到行为发生积极的 改变时候，我们就可以观察到结果。这样的改变简单的可能像有一个工人戴防护眼镜或者 一整年内没有事故或伤害发生。通过观察这些外在表现的行为，当你看到即使是最小的与 你的激励技巧相关的成功时，你都会受到鼓励。 2. Principles of Motivation 2.激励的原则 Goals are an integral part of the motivational process and tend to structure the 25 environment in which takes place. The environment in which we fine ourselves is many times the springboard to the overall motivational process. You may be fortunate enough to accidentally step into a high-energy motivational environment. On the other hand, you may find yourself in an environment that is not at all conducive to motivating others and, thereby, it is very difficult to attain your desired goals. If this is the case, you may need to make a change in the work atmosphere. 目标是激励过程中不可或缺的一部分，并且在其构成的环境的中产生。我们感到优良 的环境很多时候是整体动机过程的跳板。你可能有幸偶然步入一个高能量的激励环境。在 另一方面，你可能会发现自己所处的环境并不是都有利于激励他人，因此，这也非常难实 现自己的预期目标。如果是这样的话，你可能需要改变你的工作氛围。 If you are that person with the responsibility of trying to motivate an individual or group, you will need to address their motivational needs. Employees fall along a continuum-some need little motivation from you and others need constant attention. It is unrealistic to expect all of them to achieve your level of expectations. The quality of your leadership will be the determining factor to your success with these people. 如果你是一个有责任激励个人或团体的人，你就需要满足他们的激励的需求。员工在 一个持续的低落情绪中，需要从你和他人的持续关注中得到激励。让所有的人都达到你的 预期水平是不切实际的。你领导的质量将是决定你和其他人成功的因素。 Why are some leaders more motivational than others? What are the unique talents which these dynamic leaders possess some people believe that these individuals were born to be leaders. Most of us do not believe that they are just "born leaders" but individuals who possess a set of talents and have chosen to develop those talents to the maximum. These talents are developed because they have the burning desire (goal) to become leaders and those desires motivate them to learn the necessary skills. 为什么一些领导会比其他人更能激励他人,这些有非凡天赋领导者所拥有的独特的才 能是什么。有些人认为这些人是天生的领袖。我们大多数人都不相信他们是天生的领导者 但是拥有天赋并选择最大程度的培养这些天赋。这些天赋能够得以发展，是因为他们对于 成为领导者有强烈的欲望(目标)，这些欲望激发他们学习这些必要技能。 To be a successful motivational leader you must have some sort of plan that will get you from point “A” to point “B”. This plan should include your desired goals and objectives, levels of expectations, mechanisms for communication, evaluative procedures and techniques for reinforcement, feedback, rewards, and incentives. Any motivational plan is a dynamic tool that must be flexible enough to address changes, which may occur over a period of time and take into consideration the universality of people and situations. These plans can use a variety of techniques and gadgetry to facilitate the final desired outcomes or performances, which lead to a safer and healthier workplace. 要成为一个成功的激励型领导者，你必须有一个计划，这将使你从“A”点变到“B” 点。这些计划应该包括你的预期目标和主要目的、预期水平、通信机制、评价程序和技术 提高，反馈，奖励，和激励。任何激励计划都是一个动态的工具，必须有足够的灵活性来 解决变化，这可能发生在一段时间内，要考虑到所有的人和情况。这些计划可以采用多种 技术和设备以便于最终期望的结果或表现出来，这将形成一个更安全和更健康的工作场所。 3. Self-motivation 3.自我激励 The question that arises is , Who motivates you?” Is it a person ,is it peer groups, is it 26 incentives , or is it the environment? It is the contention of this chapter that no matter what ,it is you who motivate you. Excuse, blame, and alibiing will not negate this fact. Nobody can motivate you. You mast assume the responsibility to motivate youself within the environment in which you find youself. Some individuals are motivated by positivate happenings within their lives,while others succeed through adversity. Certainly an employer may work very hard to set up a motivational environment, but the individual decides if he will be motivated by that environment. 那么问题出现了，谁激励了你,是某一个人，一个群体，是奖励措施又或者是外在环 境,本章的焦点是，无论怎样，是你激励了自己。理由、借口或辩解都不会改变这个事实。 没有人可以激励你，你必须在认识自我的过程中承担起激励自己的责任。一些人会被他们 生活中发生的的积极的事所激励，另外一些人则是在逆境中获得成功。当然，雇主可能会 非常努力的去建立一个激励机制，但是，是否会被这个机制所激励取决于个人。 One person who was motivated by his failures was Dan Jensen, Olympic speed skater. After failing to receive the gold medal in three previous Olympic Games, he went on to become a gold medal winner in the 1994 Winter Olympics Games. He had been expected to win the gold medal in previous Olympic Games but through disastrous falls or unexpected losses he was unable to accomplish that goal. He was determined to make his failure lead him to his success and ultimate goal, a gold medal in the 1994 Winter Olympicss’ 1000 meter race. Failures can bring success! 丹延森，一个被失败激励的奥运速滑运动员。在先前的三次奥运会中与金牌失之交臂 后，他成了1994年冬奥会金牌得主。在先前的奥运会中他期待着赢得金牌但是却遭受了巨 大的失败以至于他不能完成目标。他决定，让他的失败引导他走向成功和最终的目标—— 1994年冬奥会1000米的金牌。失败可以带来成功～ On the other hand, what would have happened to Bonnie Blair if she had experienced the same fate as Dan Jensen? She culminated her career with five gold medals and had at least one medal in each of the previous three Olympics. No one can say, or even guess the answer since she was motivated by her successes each time, instead of her failures. Mistakes can either have a positive or negative effect on the motivational environment, but tend to be de-motivational; we need to realize that people who are doing something are going to make mistakes. 另一方面，如果布莱尔经历过和丹延森相似的命运那么会发生什么呢,她在她最后的 职业生涯中获得了五枚金牌，但在以前的三届奥运会至少有一个奖章。没有人能说，甚至 猜测，因为她是出于她的成功每次，而不是她的失败。错误可以对激励的环境产生积极的 或消极的影响，但是仍倾向于被激励;我们需要认识到，正在做某事的人会犯错误。 Regardless of all the efforts made to assure that no accidents, injuries, or work-related illnesses occur, there will still be , at times mistakes made and negative outcomes that occur. When it happens, this should be an incentive to try even harder; don’t trash the safety and health effort over a setback. 不管所有的努力，以确保没有意外，受伤，或与工作相关的疾病发生，仍然有，有时 会犯错误，并出现负的结果。当它发生时，这应该是一个激励，以更努力地尝试，不要在 经历了一个挫折后浪费了为安全和健康所付出的努力。 The basis for motivation seems to be in our perceptions of ourselves.These perceptions govern our behavior and support the concept of self-motivations.In order for people to motivate themselves, there must be meaning in what they are doing. If they do not perceive that the goal set before them will satisfy their needs, they cannot possibly motivate 27 themselves to accomplish it. You must realize that no matter how unrealistic a perception may seem to us, it is a reality to the person who holds it. No matter how we try to debunk a perception, there is always some degree of truth and reality within it and, therefore, it is very real to that person. 激励的基础似乎来自我们自身的观念。这些观念支配我们的行为和支撑着自我激励的 概念。为了人们能够激励他们自己，必须要明白他们在做什么。如果他们在确立目标之前 不能认知到他们将要满足的需求，他们将不可能激励自我去实现它。你必须意识到对于我 们来说看起来哪怕不现实的观念，对于能够把握他的人来说就是现实的。无论我们多么努 力地揭穿一个观念，总是有某种程度的真理和现实在它之内，因此，它对于每一个人都很 真诚。 Individuals will not be motived to work safely unless they have internalized the goals and expectations of the company.It is not enough for them to know that they will be fired for violation of a safey rule,they need to be motived to perform their work safely even when there is no one watching them. 个人在安全的工作中将不会有积极性除非他们有公司内在的安全目标和安全期望。仅 仅让他们认识到违反安全条例会被解雇是不足够的，他们需要动机来促使他们安全的工作 即使没有人看着他们。 People must be inspired to be accountable to themselves. If they put their goals and plans down on paper, then they take possession of their own behavior to a greater extent.This motivates them to do something and give them the time, direction, and a reason to find a new or better ways to accomplish their goals and plans. As many experts will tell you, you should put your goals or plans in writing .If you can not write it down, then you probably will never achieve it. 人们必须能让自己对自己负责。如果他们可以把自己的目标和计划写下来,他们将会更 有效的对他们自己的行为负责。这将会激励他们去工作,给他们时间,方向和原因或者找到一 个新的或更好的方式来完成他们自己的目标和计划。许多专家会告诉你,你应该把自己的目 标或计划写下来。如果你不能把它写下来,那么你可能永远不会实现它们。 The most important things to remember about people are: people are different with this in mind, you will need to view each person on a continuum. When trying figure out what motivates him or her and you can begin to get a change, take a look at every aspect concerning and person’s life and try to evaluate what is and is not of importance to him or her. Some individuals are superstars. This individuals are self-motivated and all you have to do is give them support and minimal guidance and then just step back and watch them go. Others, on the other hand, seem to lack any motivation at all. These individuals need to have things structured for them, know exactly what is expected of them, know what happens if they do not perform, and know what the reward or outcome of their performance will be. 对于人来说应该记住的最重要的事情是:人的思想是与众不同的，你需要用一种长久 的眼光看待每一个人。当你试着弄清楚是什么能激励他或她，你就可以开始改变，看看所 关注的每一个方面和人的生活，并且试着去评价事物的是或不是对于他或她的重要性。有 些人是超级明星。这些人能够进行自我激励，你所需要做的是给与他们支持和最低限度的 指导，然后后退一步，看着他们前进。另一方面，有些人似乎缺乏任何动机。这些人需要 为他们安排事情，知道他们的期望是什么，知道如果他们不执行会发生什么，并且根据他 们的表现给予奖励或惩罚。 You will also find individuals who need to be around other people; they perform best 28 when they are in a social environment and, therefore, are more affected by peer group pressures. And, finally, there are the people who prefer to work alone. Frequently these individuals are achievement-oriented and all they want is your recognition and reinforcement. All it may take to motivate them is to grant their request for something as simple as a tool or piece of equipment, which will help them do their job in a safer manner. 你还会发现有些人需要周围的其他人; 当他们是在社会环境中他们表现最好，因此，他 们更加受到周围团体压力的影响。最后，还有那些喜欢独自工作的人。这些人经常是成就 导向型的，他们想要的是你的认可和援助。用他们所接受的要求，如一个简单的工具或一 套设备去激励他们，这将有助于他们以更安全的方式来做他们的工作。 4. Needs Move Mountains and People 4.人的需求层次理论 Dr. Maslow identified five needs.They run the gamut from the basic animal need to the highly intellectual needs of modern man. They are the physiological, safety , social, and self-fulfillment needs. In order for you to understand the relationship between these needs and the motivational process, a description of each one follows. 马斯洛鉴定了五种需求。他们研究了低等动物到高智商现代人类整个范围的所有需求。 他们是生理作用的，安全的，社会的，以及自我实现的一些需求。为了让你理解整个需求 和动机过程的关系，我们对下面的每一个进行了描述。 Physiological needs are the requirements we have for our survival . They encompass the basic needs that are necessary for the body to sustain life or physical well-being . The needs are such things as the food we eat, the clothing we wear ,and the shelter we live in . Each of these must be satisfied before other other can be dealt with . The physiological needs appear in all of the actions each of us take to insure our survival and physical well-being. 生理需要是我们生存的条件。它们包括人体基本需求所必需的维持生命或身体健康。 需求就是这样的事情，因为我们吃的食物，穿的衣服，我们住在避难所。这些必须满足的 需求可以优先处理。生理需要出现在所有我们每个人都需要，以确保我们的生存和身体健 康的行动。 Safety needs include the requirements for our security. If first the physiological needs are reasonably well satisfied,then people become aware of and start to act to satisfy their safety needs.These needs are such things as having freedom from fear ,anxiety , threat danger , and violence and being able to have stability in their liver.Striving to satisfy these needs might show up in such actions as:(for their safety ) avoiding people or situations which are threat. 安全需求包括我们的安全要求。如果人的生理需求得到合理的满足,那么人们会开始意 识到并开始采取行动满足他们的安全需要。这些需求是诸如有免于恐惧、焦虑、危险、威 胁和暴力和能够稳定他们的生活。努力满足这些需求可能会出现在这些行为:(为了他们的安 全)避免人或环境所造成威胁。 Social needs include the requirement for feeling loved and wanted, and the sense of belonging and being cared for. If the safety needs can be reasonably satisfied, social needs begin to emerge. Some behaviors that take place and indicate a social need of acceptance are asking the opinion of the group before acting, following group preferences instead of personal preferences, or , joining job-related interest groups . These individuals will follow the safety and health pattern set by their work-group. 社会需求包括被爱和渴求的需求，以及归属感和被照顾的感觉。如果安全需求能够得 到合理的满足，社会需求就开始出现。一些行为发生之前要接受群体的观点，在行动之前， 29 要符合群体的喜好，而不是个人的喜好，或参加与工作有关的群体。这些人将遵循安全和 健康工作组设定的模式。 Ego needs include the requirements for self-identity, self-worth, status, and recogniton. When social needs are reasonablely satisfied, individuals are able to explore the dimensions of who they are and considers how they wish to sale/market themselves. Some example of ego needs are: self-respect, esteem of others, self-confidence, mastery competence, independence, freedom, reputation, prestige, status, fame, glory, dominance, attention importance, dignity, and appreciation. These individuals will want to be involved in and a part of the ongoing safety and health effort set by the company. 自我需要包括自我认同，自我价值，地位和认可的要求。当合理的满足社会需要时， 个人能够探索他们是谁，并思索他们自身的价值。自我需求的一些例子是:自尊、他人的 尊重、自信、掌握能力、独立、自由、名誉、声望、地位、名声、荣耀、支配、被重视、 尊严和欣赏。这些人会想要参与并成为由公司所设置持续的安全和健康而努力的人的一部 分 Self-fulfillment needs are composed of the requirements it takes to become all that one is capable to becoming and to fulfill oneself as completely as possible.The self-fulfillment needs are so complex that people never reach a point where they are completely fulfilled.They do what they do not because they want others to notice them or to reward them,but because they feel a need to be creative,to grow,to achieve,and to be all that they are capable of becoming.These individuals understand the ture importance of safety and health on the job;it is a part of them.They will follow the safety and health rules because they have internalized the true function of the safety and health program,they realize that it is a vital component of the whole operation.These individuals have a sense of needing to help others reach an understanding of the safety and health issue. 自我实现需求由所有的需求得到满足和尽可能充实自己组成。自我实现需求复杂到人 们从来没有达到的完全地满足的点。他们做其他人不做的事，不是因为他们想要别人注意 到他们，或奖励他们，而是因为他们觉得有必要变得有创造性，去发展，去完成，并且去 变成所有他们能成为的。这些个人懂得安全和健康在工作中的真正重要性;这是他们的一 部分。他们会遵从安全和健康的准则因为他们把安全健康计划作为内在的真正的职责，他 们意识到它是整个操作中一个至关重要的组成部分。这些人有需要帮助其他人达到明白安 全和健康问题的意识。 Maslow was right when he suggest that needs are motivators for people. As a motivators, you cannot motivate another person by depending upon elements which you deem as important. What you must do is that be sensitive to the needs and wants of the people you are trying to motivate. It is sometimes difficult for many of us remember where we came from and to relate to someone who has basic needs(physical and security)which are way below our own needs. If you are to be a real motivator, you will need to spend time understanding the real needs of those around you. 马斯洛认为人们需要激励这句话是正确的。作为一个激励者，你不能使用你认为的重 要因素去激励其他人。你必须做的是对你试图激励的人的需求和意愿敏感。对我们许多人 来说，有时很难记住我们来自哪里和远低于我们自己的基本需求(生理需求和安全需求) 的人。如果你是一个真正的激励者，你将需要花时间了解你周围的人的实际需要。 In summary, this means that each individual you are trying to motivate will need individualized attention. You will need to tailor, as best you can, a motivational plan which will 30 meet his needs and, thus, causes him to be motivated toward the goals which have been developed. A person has his own reasons, based on his own values, needs, and desires which determine how they apply his own energies .How you accomplish this is not scientific. It may be accomplished by trial and error or, at best, by small successes followed by bigger successes until the goal is reached. It seems safe to say that what works well for one person may fail miserably for another or, with modification, may be successful. 总之,这意味着每个你想激励的人需要个性化的关注。您需要定制,最好你可以有个激励 计划,以满足他的需求,从而使他被激励朝着一个完善的目标前进。一个人有他自己的原因, 基于自己的价值观、需求和欲望,这决定他们如何运用自己的能量。一口气完成是不现实的。 它可能是通过试验和错误或者正确,由小型成功之后,到更大的成功,直到达到目标。似乎可以 说，一项工作对于一个人可能会失败而对于其他人则可能会成功，或者说经过修改也可能 会成功。 31