Corporate Cultures as Precursors to Accidents
RON WESTRUM
Department of Sociology
Eastern Michigan University
Design flaws occur when conscious decisions lead to unsuspected consequences.
Unlike neglect, when a conscious decision is made to ignore a problem, here the
problem is unseen, so no one plans for it. Design flaws are insidious, and eliminating all
design flaws is very difficult. A design flaw can occur through a failure of imagination or
through poor execution of a design. Any dominant factor can shape an accident for an
organization, but I believe their frequency varies systematically with the corporate
culture. In my previous work, I have proposed that organizational cultures can be ranged
along a spectrum of information flow from pathological to bureaucratic to generative
(Westrum, 1994; Turner and Pidgeon, 1997). Organizations with a pathological culture,
for instance, have an atmosphere of fear and intimidation, which often reflects intense
conflicts or power struggles. The bureaucratic culture, by contrast, is oriented toward
following rules and protecting the organization’s “turf,” or domain of responsibility.
Generative organizations are oriented toward high performance and have the most
effective information flow. To me, it follows naturally from the nature of information
flow in these cultures that each has particular vulnerabilities (i.e., accident precursors).
For instance, a pathological environment encourages overt and covert violations of
safety policies. Rogues or “cowboys” pretty much do what they want no matter what
the rules are. By contrast, accidents caused by safety violations are rare in a generative
environment. Furthermore, generative accidents typically do not show results
associated with neglect. Overload is a possibility, but what often catches up generative
organizations are design flaws, problems that have been created by conscious decisions
whose consequences are not recognized until they have played out in reality.
Bureaucratic organizations (most frequently represented in the “systems accident”
population) typically fail because they have neglected potential problems or have taken
on tasks for which they do not have the resources to do well.
I believe that these tendencies have profound consequences for dealing with accident
precursors. The Reason model provides a good general approach to the problem of
latent pathogens, but I believe we can do better. One implication of these special
vulnerabilities is that even the nature of latent pathogens may differ from one kind of
culture to another. By recognizing how cultures differ, we may have a better idea of
where to look for problems. The challenge of a pathological environment is that the
culture does not promote safety. In this environment, safety personnel mostly put out
fires and make local fixes. The underlying problems are unlikely to be fixed, however. In
fact, the pathological organizational environment encourages the creation of new
pathogens and rogue behavior. The best techniques in the world can never be enough in
an environment where managers practice or encourage unsafe behavior. In
bureaucratic environments, the challenge is a lack of conscious awareness. In the
neglect scenario, problems are present, and may even be recognized, but the will to
address them is absent. Bureaucratic organizations need to develop a consciousness of
common cause, of mutual effort, and of taking prompt action to eliminate latent
pathogens. In an overload situation, which has a great potential for failure, the
organization needs outside help to cut tasks down to a size it can handle. Groupthink is
an ever-present danger in neglect or overload situations, because it can mask problems
that need to be faced. Generative organizations may seem to be accident-proof, but
they are not.
Generative organizations do not do stupid things, but design flaws are insidious. In the
cases of violations, neglect, and overload, the environment provides clear indications to
an outside analyst that something is wrong. You can measure the sickness or inefficiency
of the culture by tests, observations, and analysis. For instance, there are “symptoms”
of groupthink. By contrast, design flaws can be present even when a culture shows no
overt symptoms of pathology. Design flaws often come from a failure of what I have
called “requisite imagination,” an inability to imagine what might go wrong. Even
generative cultures suffer from design flaws. In a recent paper, Tony Adamski and I have
suggested how requisite imagination can be increased (Adamski and Westrum, 2003).
Yet, I believe no system is really capable of predicting all negative consequences. Hence,
requisite imagination is more of an art than a science. We can now look at the
differences in confronting latent pathogens in the three different cultural situations. In a
generative environment, pointing out (or even discovering) a latent pathogen is usually
sufficient to get it fixed. Things are very different in a bureaucratic environment, where
inertia or organizational commitments stand in the way of fixing the latent pathogen.
When an organization has an overload problem, fixing the problem can be very difficult.
In a pathological environment, pointing out a latent pathogen is personally dangerous
and may result in the spotter, rather than the pathogen, getting “fixed.” I believe that
knowing the specific types of failure and their typical generating conditions can help
organizations eliminate latent pathogens. If pathogenic situations vary with the
environment, then maybe our approach to cleaning them up ought to vary, too.
These observations are impressionistic, but they can be a starting point for further
inquiry into links between organizational cultures and the dynamics of latent pathogens.
Latent pathogens are constantly generated and constantly removed. Accident reports
contain voluminous information about the production of latent pathogens, but we do
not know enough about the processes for removing them. The characteristics of healthy
environments might be a good topic for a future workshop.
REFERENCES
Adamski A., and R. Westrum. 2003. Requisite Imagination: The Fine Art of Anticipating
What Might Go Wrong. Pp. 187–220 in Handbook of Cognitive Task Design, E. Hollnagel,
ed. Mahwah, N.J.: Lawrence Erlbaum Associates.
APPENDIX A 185
Kern, T. 1999. Darker Shades of Blue: The Rogue Pilot. New York: McGraw-Hill.
Reason, J. 1990. Human Error. Cambridge, U.K.: Cambridge University Press. Turner,
B.A., and N.F. Pidgeon. 1997. Man-Made Disasters, 2 ed. Oxford, U.K.: Butterworth
Heineman.
nd
Westrum, R. 1994. Cultures with Requisite Imagination. Pp. 401–416 in Verification and
Validation of Complex Systems: Human Factors, J. Wise et al., eds. Berlin: Springer
Verlag. Westrum, R. Forthcoming. Forms of Bureaucratic Failure. Presented at the
Australian Aviation Psychologists Symposium, November 2001, Sydney, Australia.