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Organizacionnaâ psihologiâ (Organizational Psychology)


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Konstantin Barannikov 1, Vadim Vedernikov 2, Fayruza Ismagilova 3
  • 1 Institute of Management Design and Competitive Strategies LLC, Russia, 620083, Yekaterinburg, ul. Turgenev, 22, off. 8
  • 2 LLC Gazprom transgaz Yekaterinburg, Russia, 620000, Yekaterinburg, ul. Klara Zetkin, 14
  • 3 Ural Federal University, named after B.N. Yeltzin, 48a, Kuibyshev Str., Ekaterinburg, 620000 Russia

Model of professional culture of safety at work place development at Gazprom transgas Yekaterinburg, LLC

2020. Vol. 10. No. 2. P. 107–128 [issue contents]
The article contains a case study of solving the problem of reducing the accident rate at the production site of Gazprom Transgaz Yekaterinburg. The Model for the development of a professional culture of safe work, developed on the basis of benchmarking, has proved its effectiveness and canbe useful to companies that solve the problem of creating safe behavior of workers in the workplace. Problem. Often, an organizational culture formed decades ago does not contribute to the safe behavior of workers. In contrast, workers value intuition and risky behavior more than following instructions. Involved in this are emotional leaders who act as role model behaviors. The main question posed by the authors of the article: What tools for the development of a professional culture will help change the attitude of workers towards compliance with labor safety regulations and rules and increase the value of safe behavior skills? Method. The case study method was used, which reflects the three stages of solving the problem by Gazprom Transgaz Yekaterinburg. At the first stage, benchmarking (a review of best organizational practices) of solving this problem was carried out, which showed the effectiveness of involving leaders of a rational type and the greater effectiveness of professional culture, in comparison with organizational culture. At the second stage, a Model for the development of a professional culture of safe work was developed, which included: involving leaders, creating initiative groups, using intervention sheets. In the third stage, the Model is tested in the company. Results and theirpractical value. The answers of focus groups after the introduction of the Model show: a) employees began to consider intuitive behavior as in effective and provoking excessive risks; b) most of the entriesin the intervention sheets are aimed at identifying, eliminating and reducing production risks; c) there is a tendency towards a decrease in the number of recurring industrial accidents. The model has shownits effectiveness and revealed new directions for the development of a professional safety culture, for example, the formation of new workers’ willingness to choose the actions of the participants in the initiative group as a role-based behavior model.

Citation: Barannikov K., Vedernikov V., Ismagilova F. (2020) Model' razvitiya professional'noy kul'tury v kompanii «Gazprom transgaz Ekaterinburg» [Model of professional culture development at Gazprom transgas Yekaterinburg, LLC: case study]. Organizacionnaâ psihologiâ (Organizational Psychology), vol. 10, no 2, pp. 107-128 (in Russian)
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