Free Essay

Managers Perspective Paper

In:

Submitted By kenkla
Words 1518
Pages 7
The Human Factor in Aviation Maintenance
Kenneth L. Arrington
Embry-Riddle University

Abstract
Aviation maintenance professionals have earned high levels of technical skills training associated with their profession, however research in a number of industrial sectors indicate that up to 80% of accident causes can be attributed to a breakdown in human interaction. Human error cannot be eliminated it is essential fact of the human condition (Maddox, 1998).
Maintenance professionals will always try to avoid making errors. Unfortunately, even the most highly trained and motivated professionals will make mistakes, however, with suitable understanding of the human factor and appropriate training, professionals can mitigate the consequences of errors. The human factor component of aviation maintenance can be grouped in four general categories: 1. Effective training for technicians and inspectors; 2. On the job safety of maintenance workers; 3. Human error that compromises public safety; and 4. Overall cost of maintenance errors.

The Human Factor in Aviation Maintenance
Aviation is an industry where mistakes mean lives are at risk. Airplanes have become more complicated and sophisticated in their evolution within the past 50 years. Maintenance technicians must continuously update their proficiency and knowledge in airplane repair because of the enormous differences in new and old aircraft that are presently in use (Maddox, 1998).
Aviation maintenance professionals have earned high levels of technical skills training associated with their profession, however research in a number of industrial sectors indicate that up to 80% of accident causes can be attributed to a breakdown in human interaction. Human error cannot be eliminated it is essential fact of the human condition (Maddox, 1998).
The science of human factor has been established [resolutely] in the Aviation Industry. The foremost continuing study of equipment and human factor performance was started during
World War II. Focus was targeted on [eradicating] accidents with cockpit design and aircrew operations, concentrating on equipment, training, human performance under duress, and vigilance (Reason and Maddox, 1998). Due to numerous catastrophic in-flight tragedies, such as the Aloha Airlines flight 243 in April of 1989 where people were sucked out of the plane, there was a great human outcry for why these types of tragedies occurred. Investigators determined that flight 243 developed structural fuselage deterioration and failure due to decompression caused by rivet failure, owing to the vigilance effect. On the nineteen year old plane, one fourth of the top of the fuselage was sheared of in-flight at 2400 feet, causing passengers to be ripped out of their seats and flung into the air.

The Federal Aviation Association (FAA) held an international conference to address aging aircraft in June of the same year (1989), and the conclusion of the conference was noted, “The more we look at problems in maintenance operation, and particularly those of aging aircraft, the more we saw human factor as some part of the problem (Congressman James Oberstar, pg. 3, 1989). The process of inspecting rivets is monotonous, repetitious, exhausting work susceptible to human error. How do we ensure that the right information is finding its way to the right people at the right time? How do we know whether training or inspectors and mechanics are all it needs to be? These questions are not easy to answer; we are dealing with human beings who don’t perform according to mathematical models. Airline mechanics require certification by the FAA and must have a high school diploma. Most mechanics learn their skills in a FAA-certified Aviation Maintenance Technical school. A few mechanics are trained on the job by experienced mechanics, and their work must be supervised and documented by certified mechanics until they have FAA certification. The FAA requires recent work experience to keep the certification valid. Applicants must have at least 1,000 hours of work experience in the prior 24 months or take a refresher course (Hawkins, 1987). In the workplace, the Aviation Maintenance Technician (AMT) must be productive on new equipment as quickly as possible. New aircraft technology is introduced frequently, aircraft are constantly modified. Selecting the proper training methods and developing effective training material assumes a heightened level of importance in today’s aviation maintenance environment. Training and management require the ability to assess employee needs, evaluate personality

characteristics develop performance requirements that are challenging, while not beyond each person’s capabilities, and assess performance. Training should be considered and integral part of good aviation maintenance management. Practice is a proactive activity when incorporated with training (Chandler, Chapter7, and pg. 4). In aviation, accidents occur in a sequence of mistakes made, like a domino effect. Stress pushes the first domino into the rest, causing the effect. Whatever particular job a person is performing, they must take steps to avoid undue stress. Aviation maintenance is stressful because aircraft make money flying instead of being tended to in a hanger. There is enormous stress in finishing airplane maintenance within a short timeframe and getting the aircraft functional to avoid flight delays and cancellations. There are many things to be careful about, such as using the correct tools, installing the correct parts, and working in dark, tight spaces. Stress management is an important skill for maintenance personnel to hone so that they can adequately cope with stress and prevent it from overwhelming their ability to properly work (Burnette, Chapter 3, and p. 36). Aviation maintenance managers realize that a big part of their job responsibilities entail public safety. The biggest anxiety of maintenance supervisors, technicians, or inspectors is that an error, once committed, will stay unrevealed or uncovered, until an accident occurs. Improper repairs will cause breakdowns which will increase equipment failure and accidents. Some human error can be so frequent that they become the accepted practice. For example, a maintenance worker may have got into the habit of omitting final checks during routine maintenance procedures. Other human errors may only occur during exceptional circumstances such as a misdiagnosis of a routine failure. An example is a blown fuse on an electrical system

where the AMT switches out a component instead of consulting his electric flowchart which may not correct the problem. Vigilance tasks are types of tasks where a user must maintain attention on the task while waiting for an uncommon, unpredictable event, such as an AMT inspector, inspecting rivets for stress or corrosion effects. Failures of both airframe and engine inspections have highlighted the potential impact of human limitations on inspections system performance. A number of visual and Non-Destructive Inspections (NDI) techniques require the inspector to work continuously on repetitive tasks for extended periods. Examples are fluorescent penetrant inspections of engine rotor blades, eddy current inspections of large batches of wheel bolts, and magnetic particle inspections of landing gear components. Such tasks typically occur on all shifts and can involve inspections at low periods of the human circadian rhythms. Inspectors may be subject to the effects of cumulative fatigue from overtime and shift work. The functions of search and decision are the most error prone, although for much of the inspections, especially NDI, set up can cause its own unique errors (Murgatroyd, et al., 1994). Inspection tasks with Vigilance-like effect are performed at times when attention depletion or (decrements) would be expected.
Folk (2002), Fletcher and Dawson (1998) and French and Morris (2003) all give advice on avoiding cumulative fatigue states, with work rest schedules. Maintenance and inspection errors are implicated in 12% of major air accidents. However, maintenance error costs not just lives, but money too. A short list of cost factors associated with maintenance errors are: 1) Average cost of a flight engine shutdown = $500,000;
2) Average cost of a flight cancellation = $50,000; and 3) Average cost of a return to gate = $15,000. The Airline Transportation Association estimates that ground damage costs are $850

million per year. The average ground damage incident cost is $70,000. One airline estimates between $75-$100 million per year on human error (nationaltransportationlibrary- integratedtrisoline.bts.gov/).

Discussion Human error is inevitable. Reducing accidents and minimizing the consequences of accidents that do occur is best achieved by learning from errors, rather than by attributing blame. Feeding information from accidents, error and near misses into design solutions and management systems can drastically reduce the chances of future accidents. Studying human error can be a very powerful tool for preventing disasters.

References
Burnette, J.T, (1989) pg.1-5. Chapter 3: Workplace Safety
Chandler, T.N, (2003) pg.1-7 Chapter 7: Training
Department of transportation cost of aviation http://www.bts.gov/ (2010):
Fletcher, A. & Dawson, D. (2001). Field based validations of a work related fatigue model based on hours of work. Transportation Research, Part F4, 75-88.
Hawkins, F. H. (1987). Human factors in flight
Maddox, M.E, (1989).pg. 1-3 Chapter 1: Human Factors
Murgatroyd, R. A., Worrall, G. M., & Waites (1994). A study of human factors influencing the reliability of aircraft inspection. AEA Technology, AEA/TSD/0173
Reason and Maddox, ME, pg. 1-11 Chapter 14: Human Error
Sanders, M. S., & McCormick, E. J. (1987). Human factors in engineering and design, library.erau.edu/worldwide/find/online-full-text/hfami.htm –

Similar Documents

Premium Essay

Case Management Overview Paper

...Case Management Overview Paper Sarah Pierce BSHS405 May 21, 2014 Glenn Cummings Case Management Overview Paper The purpose of this paper is to give a brief overview of case management. This paper will first discuss the 13 various roles and responsibilities of a case manager. Then, it will explain the importance of being able it identify problems and causes of behavior theoretical models. Finally, this paper will define what a special population is and what potential issues a case manager should be prepared to address. Roles and Responsibilities There are many different roles and responsibilities for a case manager; 13 of which are briefly covered below. 1. Outreach worker: Reaches out in the field to find people who need help and refers them to the services they need, then they follow up them to make sure they received the most help or if they needed anything more. 2. Broker: Helps people get to the services they need and also helps the services and the clients communicate. The broker makes contact with the agencies that offer the services for the clients. 3. Advocate: Fights and pleads for change, services, policies, rules, regulations, and laws that will benefit the client. 4. Evaluator: Evaluates client or community needs and problems. The problems could be medical, psychiatric, social, or educational. After evaluating the problems the evaluator formulates a plan. 5. Teacher/Educator: Performs instructional activities 6. Behavior Changer:...

Words: 773 - Pages: 4

Premium Essay

Csr - Literature Review

...research question is: What research has been performed in the area of corporate social responsibility and accounting? Aim: The aim is to provide a structured overview of the literature in the area of corporate social responsibility and accounting regarding the years 2002-2012. The overview will provide a basis for future research and constitute a framework for focused research question. Delimitation: The focus of this study is on research published in scientific journals from 2002 until 2012. Method: A literature review was performed including peer-reviewed papers published in scientific journals. Database search were performed in Business Source Premier (BSP) with the keywords “Corporate social responsibility” and “accounting”, and the time limit was set to 2002-2012. Results and conclusions: The main result is shown in Table A1, which presents the structured overview and the categorization. All papers treated stakeholder theory showing that...

Words: 13899 - Pages: 56

Premium Essay

Dhaka City

...2004; Lipe and Salterio, 2000) did not explore differences between perspectives in terms of commonality of measures used for performance evaluation purposes. We will explain why there are common measures in all perspectives and which their shared characteristics are. Based on a simulation with graduate students, we argue that common measures are found in every BSC’s perspective but with a significant degree of difference. Financial measures are by far the most common ones, internal process measures are the least common ones with customer and learning ranging somewhere in between. Our study implies that the idea of standardization beyond financial measures is based on three performance measures characteristics: 1) reliance on data already available, 2) easy benchmarking, and 3) possibility of being audited by third parties. We advanced implications for managers and for future research on the information generated in the BSC. 1. INTRODUCTION. This paper has been motivated by the evidence of some limitations of the balanced scorecard (Lipe and Salterio, 2000; Banker et al., 2004). These authors examine the judgmental effects of the balanced scorecard (BSC) and found that when evaluating the performance of different strategic business units (SBU), superiors tend to focus on common measures of the BSC of the units. Therefore, the BSC would fail in multidivisional firms since while using this model, senior managers will...

Words: 5516 - Pages: 23

Premium Essay

Business Ethics

...business social responsibility: Expanding core CSR theory Laura J. Spence Abstract This paper seeks to expand business and society research in a number of ways. Its primary purpose is to redraw two core CSR theories (stakeholder theory and Carroll’s CSR pyramid), enhancing their relevance for small business. This is done by the application of the ethic of care, informed by the value of feminist perspectives and the extant empirical research on small business social responsibility. It is proposed that the expanded versions of core theory have wider relevance, value and implications beyond the small firm context. The theorization of small business social responsibility enables engagement with the mainstream of CSR research as well as making a contribution to small business studies in scholarly, policy and practice terms. Key words: corporate social responsibility, ethic of care, feminist ethics, small and medium sized enterprises (SMEs), small business, Carroll’s pyramid, stakeholder theory. Correspondence: Laura J. Spence, PhD. Professor of Business Ethics. Director, Centre for Research into Sustainability, School of Management, Royal Holloway, University of London, Egham, Surrey, TW20 0EX, UK. Laura.Spence@rhul.ac.uk Acknowledgements: With sincere thanks to the special issue editors and reviewers, Kate Grosser and Dirk Matten for their insightful comments in the development of this paper. Introduction Small business social responsibility - whether it be a software engineer...

Words: 12529 - Pages: 51

Premium Essay

Hr587

...HR587 Managing Organizational Change Course Project Expectations Introduction The Course Project enables students to integrate and build onto course materials and discussions by doing a Diagnostic Paper (Option 1) of a significant change initiative or by writing a Research Paper (Option 2) that goes beyond what has been covered in the course. For both options the student is required to do the following: 1. Submit a Draft of your proposed paper during Week 4 so that the instructor can provide guidance and advice. 2. Submit a 15-20 page (double spaced) course project (Option 1 or 2) by the end of Week 7. Note: An Appendix may be used for background documents. Those pages do not count toward the 15-20 page paper. Options: Option 1: Diagnostic Paper Applying models and concepts from the course, analyze a significant change initiative you have observed, have been affected by or have had a hand in implementing in your organization. It can be a change that your organization is currently undergoing, or one that has recently been completed. The organization that is in your paper could also be one that you worked for in the past. However, you must know enough about the change to be able to do a comprehensive analysis. Examples of change you might consider include: * Restructuring or reorganization * Downsizing or rapid expansion * Outsourcing * Technical or work process redesign * Merger or acquisition * Benchmarking or reengineering ...

Words: 991 - Pages: 4

Premium Essay

Mis Term Paper

...services of organization from the perspective of an actor. An actor can be an external entity such as a customer or vendor, or an internal entity such as a manager or end user. This paper discusses use case modeling as an important planning framework in management information system courses. Definitions of important terms are provided. Techniques are presented for employing use case modeling in reengineering and global case studies. A simple example of a college registration system and a more complex example of a global case study are presented.An important tool in object oriented development is the concept of use case modeling. This modeling tool necessitates an external view of an organization or the MIS services of organization from the perspective of an actor. An actor can be an external entity such as a customer or vendor, or an internal entity such as a manager or end user. This paper discusses use case modeling as an important planning framework in management information system courses. Definitions of important terms are provided. Techniques are presented for employing use case modeling in reengineering and global case studies. A simple example of a college registration system and a more complex example of a global case study are presented.An important tool in object oriented development is the concept of use case modeling. This modeling tool necessitates an external view of an organization or the MIS services of organization from the perspective of an actor. An actor can be...

Words: 349 - Pages: 2

Premium Essay

Project Scope Creep

...the effects of both work and non-work influences on the overall organization. Due to the high cost organizations are faced with associated with employee stress, the section analyzes different practices and methods that can be utilized to manage stress and eliminate issues that cause it. Additionally, a number of different companies and their stress management practiced are discussed as well as resources that can be used to aid organizations. This book is an excellent resource and reference tool for project managers as they face a unique set of challenges based upon the nature of projects and the functionality of project organizations. The stress section was particularly beneficial in describing the stressful effects that scope creep can exert on project teams, mainly due to the unpredictable and unforeseen nature of scope creep. Understanding not only how to cope with stress, but understanding the effects stress has on a project team can enable project managers to better manage it in terms of minimizing the impact that scope creep can have on projects. It is not...

Words: 5044 - Pages: 21

Premium Essay

Roles and Functions

...Functions Holly Ryan HCS/325 Cynthia Bubb January 27, 2013 Managers have many responsibilities in a health care setting. Managers are any person in a company who maintain and is obligated for the labor actions for other people (Lombardi & Schermerhorn, 2007). This paper will recognize the four major duties of a manager in health care, the duties that appeal to manage other people or myself in a past job, the most influential role for a manager in a health care and a leader in the modified health care business, and an essential perspective in relation to health care administration that I would want to obtain by utilizing this management course. The four major duties of a manager in health care are organize, plan, control, and lead. Organization is a method of giving out duties, establish income, and arrange and, coordinate the projects of people and teams to impose a plan. A manager seeks to comprehend and give structure to the diverse routine in the job. They organize many things. When a manager plans his or her planning this is the method of setting the stage for conduct purpose and establishing what measures need to be taken to perform them. With a plan a manager distinguishes chosen job outcomes, decision making and levels the course for people to accomplish the outcomes. Control is the method of calibrating job execution, compare outcomes to goals, and take proper measures. With control a manager sustains functioning communication with individuals in the purpose...

Words: 672 - Pages: 3

Premium Essay

Risk, Culture and Psychology

...HOW AN UNDERSTANDING OF PSYCHOLOGY AND/OR CULTURE CAN HELP MANAGERS THINK CLEARLY ABOUT RISK AND UNCERTAINTY By SALAMI, SIKIRU ADIO Matric No.: 129022064 BEING A TERM PAPER PRESENTED TO PROFESSOR R.O. AYORINDE PROGRAMME: MASTERS OF RISK MANAGEMENT DEPARTMENT: Department of Insurance & Actuarial Science FACULTY: Business Administration University of Lagos April, 2014 1 TABLE OF CONTENTS INTRODUCTION PEOPLE’S ATTITUDE TOWARDS RISK CUTURE THEORY CHRONICLING RISK CULTURE STRENGTHENING RISK CULTURE Road Map For Continuous Cultural Improvement MEASURING CORPORATE CULTURE CULTURE PERSPECTIVE -Functionalist and interpretive view of culture ATTAINING RISK MATURITY CONCLUSION REFERENCES INTRODUCTION This paper intends to examine the influence of culture, and psychology of human behaviour on the appreciation of risk and uncertainty. In other words, the paper seeks to provide managers with the proper tools to develop sound responses to risk based on objective analysis of facts in lieu of distorted cultural biases and shallow psychological influences. Effort would be made to chronicle how our responses to risk are often influenced by heuristic biases, psychometric paradigms, and emotional literacy. These influences form the attitudes that become mental hurdles to approaching risk objectively and proactively. Risk in general terms is the possibility of deviation from expectations. Risk covers the entire spectrum of known and unknown possibilities...

Words: 3638 - Pages: 15

Premium Essay

Leadership Defined

...Abstract This paper defines leadership. This paper defines leadership from a perspective, my perspective. This paper defines leadership from the perspective of a master’s student, a jail manager, a correction professional, a mother, a wife, a leader, and a woman. This paper states a person cannot remove perspective, personality, gender, experiences, beliefs, or traits out of the equation when developing or administering the essential responsibilities of a leader. Just the same, a follower will have expectations of a leader based on those same factors. Leadership is defined based on each individual’s filters and each person’s filter is different. Leadership Defined The Definition of Leadership Leadership is the act of guiding, molding, and moving an individual, a team, or an entire population. A leader provides guidance to a particular pathway, and has most likely chosen that pathway because of her experiences. A leader defines what shape a person or an organization will take on the future, and molds the organization based on what shapes have appealed to or been successful for her in the past. A leader moves, encourages, supports, and has vision for change, movement, and growth because of the growth they’ve already walked through. A leader is a product of their environment, experiences, culture, gender, education, traits, ethics, and beliefs and therefore as a result, the act of leadership is an implementation of the intrinsic likes and dislikes, observations...

Words: 1799 - Pages: 8

Premium Essay

Foundation Schools

...school’s mission and strategic plan for growth in both student population and revenue. The school’s faculty, board of directors and administration must be open to change and have the talent and resources to put these changes in motion. Successful program management creates both the structure and practices to: A. Guide the program and provide senior-level leadership, oversight, and control. B. Strategically, it encompasses the relationship between the oversight effort and the organization’s business direction. C. Foundation Schools will need to encompass the decision-making roles and responsibilities involved in executing the program effort through the project managers, who will be responsible for planning, organizing, directing, and controlling of company resources. Then the program manager will need to focus on setting and reviewing objectives, coordinating activities across projects, and overseeing the integration of work products and results. Describe the Situation Issue and Opportunity...

Words: 6544 - Pages: 27

Premium Essay

Organizational Perspective

...An Organizational Perspective of HCL Technologies Michael Franklin MBA – 6241 16 September 2012 Abstract This organizational perspective paper provides an overview of outsourcing, how the relationship between development and performance management effects outsourcing services and the goals of HCL Technologies. An Organization Perspective on HCL Technologies Introduction In order for a company to effectively provide outsourcing services, it is important that some the internal aspects of the company, such as development and performance management, be established and operating proficiently. In doing so, it is also important that the Human Resource Management (HRM) team know what type of development is needed within an organization as well as establish a good performance management system in order to meet outsourcing organizational strategic goals. “For a company to have a good strategy foundation, certain tasks must be accomplished in pursuit of the company’s goals, individuals must possess certain skills to perform those tasks, and these individuals must be motivated perform their skills effectively.” (Noe, R., Hollenback, J., Gerhart, B., Wright, P. 2010, p. 9) This is where the importance of development and performance management becomes essential for a company. When providing outsourcing services for global clients, it is important that internal aspects such as development and performance management are operating at the highest level. HCL Technologies is a technology...

Words: 1418 - Pages: 6

Premium Essay

Specail Need

... University of Econonics, Prague, W. Churchill Sq. 4, 130 67 Prague, Czech Republic Abstract The paper deals with Human Resource Organizational Structures in Czech and Slovak organizations, reflecting new trends which are related to HR Business Partner model. HR organizational structure is the framework within a human resources department that divides the decision making functions within HR into specific groups with distinct job functions. HR Business Partner model reflects modern expectations arising from new roles of human resources managers in organizations which include its strategic consequences, change support and also its abilities of HR systems development and improvement of employee engagement. The paper in its first part describes basic principles of new roles of human resource departments in organizations based on HRBP concept and also new competencies required. In the second part the paper presents situation in these aspects in organizations from different sectors of the Czech and Slovak economy (especially secondary and tertiary sector), benefits of the HR department transformation and some conclusions drawn from the analysis of data obtained from qualitative and quantitative survey. It also compares specific situations and documents specific applications of these new trends with more or less developed HR organizational structures. The contribution of the paper can be seen in practical view of theoretical concepts which constitute HR Business Partner model by Dave...

Words: 4993 - Pages: 20

Premium Essay

Bmgt 365 Paper 1 Leader vs. Manager

...BMGT 365 Paper 1 Leader vs. Manager Click Link Below To Buy: http://hwaid.com/shop/bmgt-365-paper-1-leader-vs-manager/ In the past weeks, students have learned about leaders and managers, leaders as social architects (leader who designs an organizational environment that encourages a desired range of social behaviors in an attempt to meet organizational goals), change agents, and individuals with distinct personalities. Using the information learned so far, students will analyze a case study. Students are expected to differentiate between the roles and skillsets of a leader and a manager by creating a leadership plan. In completing the leadership plan, students will address the required elements listed below. Required Elements to include in Paper #1: You are Joseph Dunn and as leader of Dunn’s Ski Emporium wanting to purchase The Deli, you have work to do before entering into the possible addition of a business you know nothing about. Your job is to design an organizational structure which fulfills the vision that you have and what you believe George has for The Deli, and will also fulfill its mission. Your organization must be open to change and possess a culture that will empower its employees to follow the vision that you have created. Remember like all good social architects your building must start with a design that suits the purpose of the business and seeks to make it the best building for the job. You should use your class materials and reading to help create...

Words: 718 - Pages: 3

Free Essay

Psychological Perspectives of Employee Engagement/Satisfaction

...Psychological Perspectives of Employee Engagement/Satisfaction Walden University Abstract This paper will provide an integrative summary of the contemporary issue of employee engagement/satisfaction from psychological perspectives studied in this course including developmental, cognitive, motivation, personality, and social psychology. Additionally, I will utilize the critical thinking and scientific reasoning skills learned in this course for this analysis. Psychological Perspectives of Employee Engagement Introduction As a recruiter in Human Resources, one reason I decided to pursue a Master’s Degree in Organizational Psychology and Development is to gain further insight into both individual and organizational behavior. I want to learn what makes an organization and the people working in the organization successful as well what factors hinder this success and how they can be overcome. I selected the contemporary topic of employee engagement/satisfaction for two reasons. First of all, this topic is relevant to my current role as I strive to assist our organization in attracting and retaining the right candidates for the right job. Secondly, this topic is of a personal interest to me as I am currently evaluation my own engagement and satisfaction in my current role. While I thoroughly enjoy my job, I am very interested in growing in my profession and am currently contemplating next steps for my career....

Words: 1139 - Pages: 5