{ "docId": "019f6b8f-3f4b-76dc-86db-168963d94693", "docSlug": "jarvis-nasa-culture-code", "documentTitle": "NASA culture code", "authorId": "nasa-culture-code", "authorName": null, "documentKindSlug": "deck", "documentKindLabel": "Deck", "sourceTypeSlug": "investor_relations", "sourceTypeLabel": "Investor relations", "presentationDate": null, "orientation": null, "aspectRatio": null, "pageNumber": 17, "pageCount": 34, "prevPage": 16, "nextPage": 18, "slideType": "other", "function": "summarize", "density": "overcrowded", "nDataPoints": 0, "notes": "Excerpt from a NASA handbook regarding safety culture, specifically sections 7.2.2.2 through 7.3.2.", "elementsJson": null, "metadataConfidence": 0.9, "imagePath": null, "slideHref": "/slides/019f6b8f-3f4b-76dc-86db-168963d94693/17", "deckHref": "/decks/019f6b8f-3f4b-76dc-86db-168963d94693", "deckJsonHref": "/decks/019f6b8f-3f4b-76dc-86db-168963d94693.json", "deckAnchorHref": "/decks/019f6b8f-3f4b-76dc-86db-168963d94693#slide-17", "components": [ { "bbox": { "h": 0.1, "w": 0.8, "x": 0.1, "y": 0.78 }, "kind": "paragraph", "text": "7.3.2 Recognition and Awards – Recognition and awards help develop positive reinforcement for employees who report mistakes or concerns. At NASA, this is done through formal or informal awards processes that vary by Center. Formal recognition awards include the Silver Snoopy Award, Space Flight Awareness, group achievement awards, spotlight awards, and time-off awards. Informal recognition includes public or private praise, Safety Awards Program, pins", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "00bfccb9-90f5-4931-996f-9794d5e4fa2d", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.08, "w": 0.8, "x": 0.1, "y": 0.33 }, "kind": "paragraph", "text": "7.3 Just Culture\nA Just Culture balances the need for discipline when warranted with rewards when earned. In a Just Culture, there is a clear understanding of acceptable and unacceptable behaviors. There is also a sense of fairness in how business is conducted; employees are not afraid of reporting safety concern.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "03373997-0ec3-4c3e-8dc5-a5d6c76a8963", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.12, "w": 0.8, "x": 0.1, "y": 0.19 }, "kind": "paragraph", "text": "7.2.3 Example of Reporting Culture\nAn experienced machine shop employee noticed a new machinist working a metal that looked suspect based on visible appearances. He asked the new machinist to stop work and they talked to supervisor. Upon investigation, the material was identified as beryllium (which can have serious health effects). The machinist that observed and halted the operation was recognized with an Ames Safety Award for speaking up. This is a great example of Reporting culture.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "6ace66de-b23f-41a6-86fe-e184e8e2ca87", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.15, "w": 0.8, "x": 0.1, "y": 0.61 }, "kind": "paragraph", "text": "7.3.1 Fear of Reprisal – How an organization responds to a reported incident, accident, or concern determines if employees will feel comfortable to report again. In a Just Culture, all employees will feel empowered to report incidents, accidents, or concerns without fear of reprisal. Responses to incidents, accidents, or concerns that are seen as unjust can hinder safety investigations, promote fear in people who do safety-critical or mission-critical work, and cultivate a culture of concealment, avoidance, and self-protection. Without the ability to report failures and concerns openly and without reprisal, information sharing will not occur and the safety culture will not thrive.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "7ee2ad0f-4e7a-449d-8e83-b1af7c767b07", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.06, "w": 0.8, "x": 0.1, "y": 0.53 }, "kind": "paragraph", "text": "Supervisors should strive to praise in public and to reprimand in private. This fosters an environment where supervisors and employees can address their concerns in a professional manner, without the scrutiny or the judgment of others not involved in the resolution of the concern.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "9d1c7c64-e461-4bcf-9530-fee49f4507ce", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.08, "w": 0.8, "x": 0.1, "y": 0.1 }, "kind": "paragraph", "text": "7.2.2.2 Email – Email could be used for written communication to management to convey issues and concerns. The employee could use this media to document his or her concerns and provide additional information (photos, references, etc.) that could be used as additional documentation to validate the employee’s position.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "cf9cddec-2606-4044-85b3-7d1fd954b9eb", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.08, "w": 0.8, "x": 0.1, "y": 0.43 }, "kind": "paragraph", "text": "Employees are less willing to inform an organization about their errors and other safety problems or hazards if afraid of being punished or held accountable. A lack of trust from employees prevents the management from being properly informed of decisions in order to improve safety. However, a totally “no-blame” culture is neither feasible nor desirable. Some level of accountability is desirable when a mishap occurs.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "cffd15ba-5396-4497-b223-b29e4a019b0a", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.02, "w": 0.5, "x": 0.25, "y": 0.05 }, "kind": "title", "text": "NASA-HDBK-8709.24—November 23, 2015", "attrs": null, "subkind": "headline", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "52c36b46-cb93-4dcd-b6b6-278652ce1f52", "frameworkName": null, "frameworkSlug": null } ], "metrics": [], "tools": [ { "name": "Emotional Appeal", "slug": "emotional-appeal", "agent": "Storyteller", "layer": "slide", "matchId": "336bc90e-3a3e-4137-8689-64aeb3e8502a", "evidence": "A Just Culture balances the need for discipline when warranted with rewards when earned.", "confidence": 0.5 } ], "frameworks": [], "arcBeats": [ { "to": 19, "from": 10, "beatId": "2a7c283d-6173-4b98-a72a-3b93e19c5d01", "arcName": "The Consultant's Gambit", "arcSlug": "consultants-gambit", "beatName": "Evidence & Proof", "beatSlug": "consultants-gambit-evidence-proof", "evidence": "The deck provides details on NASA's Safety Culture Program Objectives and Vision", "position": 1, "confidence": 0.7, "parentBeatName": "Evidence", "parentBeatSlug": "evidence" } ], "loops": [ { "to": 25, "from": 10, "name": "Benchmark Gap", "slug": "39-benchmark-gap", "bestFor": "Performance improvement, competitive analysis, target setting", "matchId": "13764893-59bf-4b6c-8a07-1b0d943788ce", "evidence": "The deck discusses NASA's safety culture program objectives and vision", "position": 0, "objective": "To identify gaps in NASA's safety culture", "structure": "Our Performance -> Industry Average -> Best-in-Class -> The Gap = The Opportunity", "confidence": 0.6, "description": "Compare performance against best-in-class to quantify the opportunity" } ], "imagePathAlt": null, "thumbSrc": null, "thumbSrcAlt": null, "locked": true }