Hello !
Sidney, I did not see the point of creating an international OS&HMS standard when there was already an excellent one at the ILO level. In any case, I am happy that users of the British standard have quickly adopted ISO 45001. Indeed this standard has been significantly aligned with ILO-OSH (see ISO / ILO collaboration, even if it has resulted in a certain tension) by adopting its relevance and consistency for different aspects. These two international OSH standards are more demanding than the old British one (example: consultation and participation of workers we are discussing).
As yourself I know that our processes do not always have the expected results or that good results are never definitively acquired. But when a process malfunctions, it does not means that the organization should neglect this process by inventing pretexts. In an organization if the feedback from (particularly "non-managerial") workers consultation process is poor due to a "disengaged and / or cynical and disillusioned workforce" (!), Isn't it typically a real leadership problem of top management ? I'm afraid this top management will only have workers it deserves ... (starting perhaps with the fact that it never "consults" their opinion?). An alleged Chinese saying goes "fish allways rots by head".
Have a good day.
Sidney, I did not see the point of creating an international OS&HMS standard when there was already an excellent one at the ILO level. In any case, I am happy that users of the British standard have quickly adopted ISO 45001. Indeed this standard has been significantly aligned with ILO-OSH (see ISO / ILO collaboration, even if it has resulted in a certain tension) by adopting its relevance and consistency for different aspects. These two international OSH standards are more demanding than the old British one (example: consultation and participation of workers we are discussing).
As yourself I know that our processes do not always have the expected results or that good results are never definitively acquired. But when a process malfunctions, it does not means that the organization should neglect this process by inventing pretexts. In an organization if the feedback from (particularly "non-managerial") workers consultation process is poor due to a "disengaged and / or cynical and disillusioned workforce" (!), Isn't it typically a real leadership problem of top management ? I'm afraid this top management will only have workers it deserves ... (starting perhaps with the fact that it never "consults" their opinion?). An alleged Chinese saying goes "fish allways rots by head".
Have a good day.
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