Aviation Human Factors looks at Social Psychology Responsibility both as individuals and within groups

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Introduction

Social Psychology looks at the interactions as well as the pressure a group places on its individual members.

Individuals are responsible for themselves, their successes and failures. People may also hold others or be held by others as responsible for any action (or inaction). It is usual to find that relationships vary from an environment where groups have very clear and explicit rules that keep people in line to groups where the rules or pressures are more subtle.

Consider the exposure to human factor errors if the individual is expected to cut corners to get the job done, negative peer pressure can influence others to behave in a “bad” way as a “Normal Behaviour”.

We all develop personal standards (who we are, how we are raised, driven by how we are taught within our family unit & environment) and all elements have a bearing on our personal standards. 

So taking into account how we consider ourselves and others, and how we behave & act in front of others, together with our individual experiences, forms the backbone which influences our personal standards.

Induction of New Employees

It is usual for new employees to emulate or adopt the behaviours of the more senior and experienced people.

When delivered in a good way it is possible to share the positive qualities of professionalism and responsibility. (This is why a positive work culture is important – not to share “bad habits”.)

Take Away Note - Being in the presence of co-workers can inspire and improve performance for routine tasks but can detract focus when carrying out more complex tasks.

Group Responsibilities

Teams usually will outperform individuals particularly if they are working effectively.

When groups come together to solve a problem, they tend to come up with more creative and flexible solutions than could individuals.

An effective group will develop processes to deal with any differences of opinion and to reassess based in experience and feedback opportunities for development and improvement.

Final Consideration

Mechanics, Technicians and even Supervisors typically do not exert direct control over organizational the processes which are ultimately responsible for the majority of failures which they encounter. (Additionally they see as a difficult task the challenge to convince the “Leadership Team” of the perceived exposures.) 

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