A Study on Human Error Recovery Effect by Strengthening Follow-up System among Workers in Team Work

Railway companies aim to improve enterprise value by providing railway services to ensure users safety and peace of mind. Thus, in safety activities, the purpose is derived not only from accident prevention activities but also for lifting up motivation of employees. Among such safety activities, there is “the strategy of establishing the follow-up system” that some companies promote. This strategy is to establish and strengthen a follow-up system, which is an organizational system with a posture to prevent small errors and carry out tasks smoothly by helping each other as a team. This paper provides an analysis method for the progress of retention rate of the follow-up system and change in consciousness to safety activities to clarify a group with behavior posture of voluntary follow. Moreover, this paper aims to create an advice list for actual work in 10 categories on the basis of these results.


The Flow of Creating Advice List
First, we extracted six items of follow-up behavior index ("Goal achievement ", "Group maintenance", "Positive", "Critical", "Consideration", "Interpersonal assistance") by referring to action indicators in four fields ("Followership", "Leadership", "Organization citizen behavior", "CRM skills") and comparing them with actions that can be realized in the actual site.
Then, we developed an analytical method to evaluate the progress of it by preparing evaluation algorithm of five grades for each of the six indicators and evaluating the remarks in the discussion which is part of the safety activities in the actual enterprises.
Then, based on the basic model that the progress of it influences the change in the consciousness to safety activities of employees, we developed an analytical method to verify the change of companies whose follow-up system has been established.
Then, consciousness to safety activities is divided into four groups "collective cohesiveness" "aggressiveness" "check system" "trouble countermeasure". In addition, we executed multilevel analysis, hierarchical linear modeling and a simple effects analysis to the data of the survey of the consciousness. Finally, based on the two analytical methods, we created a group classification table of 10 categories and an advice list aiming at utilization of check lists in each category.

Global Journal of Intellectual & Developmental Disabilities
In conclusion, the analysis method and advice list prepared in this study indicated the possibility of clarification a group with behavior posture of voluntary follow. Identify employee's awareness of safety activities (Figure 1 & 2).

Setting follow-up behavior index
I set six behavior index, "Goal achievement", "Group maintenance", "Positive", "Critical", "Consideration", "Interpersonal assistance". It is desirable that these action indicators are kept in good balance. We can see the action attitude from three perspectives.
First, focusing to "Goal achievement "and "Group maintenance", these show the view point that emphasizes in carrying out tasks. We can grasp whether the organization or the employee is a behavioral attitude to prioritize work, a behavioral attitude to prioritize human relations, or a behavioral posture to think both in balanced way.
Second, focusing to "Positive" and "Critical", these show the attitude towards work and group. Comparing to two index, It is possible to grasp the behavior attitude whether the organization or the employee active or critical to group and try to get better group status.
Finally, focusing to "Consideration" and "Interpersonal assistance", these show the attitude towards interpersonal. If "Consideration" is high, the employee have consideration to others. And if "Interpersonal assistance" is high, they try to assist and help others (Figure 3).

Evaluating follow-up behavior index
We prepare algorithm for evaluating six behavior indicators and classify into five stages A to E. Figure 4 introduce about "Goal achievement ". We classified employees who evaluated by the algorithm into three groups of low behavioral awareness people, middle behavior conscious people, high behavioral conscious people. In the railroad company, it is aimed to raise low behavior conscious people, so in this study, we focused on low behavior conscious people and medium behavior conscious people.
Then, based on the ratio of low behavior conscious and medium behavior conscious, the follow -up behavior is classified in order to prepare advice list for judging whether or not the checklist can be used effectively in a workplace environment (Figure 4 & 5).

Evaluation method for consciousness to safety activities
We implement search system using for consciousness to safety activities (HEMAS: Human Error Management Assessment System in railroad company X.) HEMAS evaluate employee's consciousness in score of 1 to 5 points.
We executed multilevel analysis setting that response variable is "trouble countermeasure" and explanatory variables are "collective cohesiveness" "aggressiveness" "check system" "position".

Evaluation for consciousness to safety activities and hypothesis verification
As a result of multilevel analysis, employee's "collective cohesiveness" "aggressiveness" "position", especially "check system" influence "trouble countermeasure".
Thus, the rising of employee's consciousness for trouble countermeasure lead to making work environment which can checklists effectively.

Global Journal of Intellectual & Developmental Disabilities
The table 9 of follow-up behavior revel connect the table of consciousness to safety activities. Advice lists about the use of checklists in each category are below (Figure 9 & 10). The percentage of each category in 56 groups of railroad company X is showed in Figure 11. From the results, although the distribution varied, most of the groups are belonging to categories B and C. Considering that the beginning of the followup strategy was category A, we can see the work environment is getting better, but it is still in the process of development. Judging the maturity of the group of A to C, based on the advice list, it turned out that "it is a group that should endeavor to accurately perform the work content of the item using the existing checklist". Thus, it is found that the maturity level as a work environment where follow-up actions can be taken is still low, and it is at the stage where it should go using the checklist.

Classification in Railroad Company
And, it is turned out that it is possible to create an atmosphere to follow each other such as positively honoring voice at operation department of driving section, which is one of the groups belonging to the highest level category F. Therefore, advice list can show accurate state of group.
We can showed the level of group which can use check lists effectively making advice list. In a current situation, it was also found that the check lists are more effective than the reduction of the work load at railroad company X.

Your next submission with Juniper Publishers
will reach you the below assets