Truck Driver Safety – Behavior Plays A Vital Part
Employing the wrong truck drivers could be disastrous. Employing the right types can conserve lives.
Naturally, safety training plays an important role in driver safety. Other elements may be even more substantial according to a 1993 study carried out by Behavioral-Values Research Associates.
The study was conducted on upkeep workers in between the ages of 22 and 64, who had been with (XYZ) Organization for an typical of 17.five many years. They were provided four assessments that measured their behavioral style and attitudes, their understanding of safety rules, and their pictorial and mechanical reasoning abilities. Interestingly, the analyze shows the only substantial differences in between the two groups of employees (hurt vs. non-injured) were in their behavioral styles and attitudes/values.
The study validates that when businesses implement a pre-hiring assessment assortment system, four things occur. These companies:
· Reduce accidents
· Reduce worker’s comp claims
· Reduce turnover
· Reduce upkeep costs.
G & P Trucking in Gaston, SC, has been assessing the behaviors of all driver applicants for seven years. G & P President, Clifton Parker says, “We are doing a better job during the hiring process. The behavior testing has given us insight on the applicants’ true beliefs and actions rather than finding out later. The bottom line is that it has helped us lower accident cost.”
Common sense tells us that truck drivers who are naturally careful and cautious are going to cause fewer accidents than those who are prone to experience “road rage.” So, trucking companies would be wise to hire drivers with a “long fuse,” people who are slow to anger.
The safest drivers are those who are steady and cautious by nature, and those who genuinely put others’ well being above their own. The BVRA research found workers with the best safety records are those who are high in the “S” and “C” behavioral styles and low in the “D” factor. They are also high in the Social value. Let me explain.
In 1928, Harvard psychologist William Moulton Marston defined the four behavioral designs (DISC) we all have in varying degrees. Around the same time, psychologist Eduard Spranger published his studies of six values or attitudes that determine how we view the world and what’s important to us.
Target Instruction International in Scottsdale, AZ, continued their study and produced the first computer-generated behavior and values assessments that companies use today to hire and manage the best employees. These are two of the assessments used in the BVRA study project.
The four behavioral styles are “D”-Dominant, “I”-Influencing, “S”-Steady, and “C”-Cautious.
Those high in the “D” factor want control, they are quick to anger, and become impatient easily. They are the types most likely to experience “road rage” if they don’t like the way someone else is driving.
Those high in the “I” behavioral factor are extroverted and people oriented; they talk a lot and like attention. The research found no substantial difference in the “I” factor in between the hurt and non-injured employees.
People high in the “S” factor are steady and patient, they move slowly, and have a strong focus on their team’s success. So we can see why those with a Core “S” design are more likely to be safe drivers.
Those high in the “C” factor are extremely cautious, pay attention to detail, and believe in following rules set by others.
So, it’s understandable that truck drivers high in both the “S” and “C” factors, and low in the “D” design will have or cause fewer accidents. It’s also significant that research shows those high in the Social value are the safest workers because they selflessly put others’ needs above their own.
One thing BVRA‘s study didn’t show, which I believe is significant, is the ranking of those employees in the Individualistic Value. Even much more than those with Core “D” behavioral designs, people high in this value are passionate about having power and control over situations and other people, so I believe it’s essential for trucking companies to hire drivers who are low in this attitude.
Simply put, the ideal driver – the one you want to hire – is one who is high in the “S” and “C” behavioral elements, low in the “D” factor, high in the Social value, and low in the Individualistic attitude
We also have a nice tent trailers and coleman tent trailer here
Bloggers that are searching through the web for more information about 0 car finance deals, please make sure to go to the web site which is quoted right in this passage.
Add Yours
YOU