Appendices
Hudson (2004) Refined Just Culture model
Hudson (2008) Meeting expectations model
| Consequences to individuals | Behaviour | Other consequences/responses |
| Formal prosecution Criminal charges | Criminal behavior | Management role to be evaluated.Looking up formal discipline procedures through organization regulations and other relevant procedures of VNA.Cooperating with the authorities when necessary.No tolerance policy for individuals with criminal behavior background. |
| Formal warningEvaluation of violation for appropriate discipline measure. | Subjective, personal optimizing behavior | Management role to be evaluated.Looking up formal discipline procedures through organization regulations and other relevant procedures of VNA.Re-assigning of role for individuals in unsuitable positions.Increase supervising activities for warned employees. |
| WarningRe-trainingIncreased supervision | Routine mistakes Human errors | Evaluation of frequency of mistakes to apply suitable change of roles or retraining (if necessary)Re-evaluation of training process. Organizing group re-training (if necessary)Reminding employees to follow SOP at all times, regardless of any other reason.Re-evaluation of management’s competence and understanding of SOPIncreased supervision until errors no longer persist. |
| No punishment.Documentation of incidents to identify hidden risks and organize training. | Force Majeure | Encouragement to employees following safety regulations.Organizing investigation, queries, recognition and feedback to individuals who could not follow SOP.Reviewing and documenting all unidentified circumstances into rule setsRe-evaluation of work environment to minimize factors that may contribute to disregard of SOP. |
NOC’s safety behaviour matrix
Decision tree for determining types of error or non-compliances.
Bruggen & Kools Just Culture navigation model (2016)