CSP Exam Domain 2: Management Systems

The authority given to a safety engineer by a general manager to shut down dangerous jobs.

The safety engineer's authority can be linked to the number of accidents at a workplace.

The theory that human needs are arranged in a hierarchy, with lower-level needs needing to be satisfied before higher-level needs become active.

The needs for food, water, and physical well-being. The most basic and fundamental needs.

The needs for security, protection, and stability in daily life. They come after the physiological needs are met.

A management system that focuses on identifying, analyzing, and controlling risks to prevent accidents and incidents.

A systematic process of examining past incidents to understand their root causes and prevent them from happening again.

The overall belief and attitude toward safety within an organization.

Quantifiable measures used to track and evaluate a safety program's effectiveness.

Financial methods used to assess the cost-effectiveness of safety program strategies.

The rules, procedures, and practices that guide how a safety program should be implemented.

Keeping records of important information related to the safety program.

A written statement that confirms the completion of a review process and includes the date and findings.

A management system that prioritizes continuous improvement and focuses on addressing occupational health and safety risks.

The process of determining the present value of a future sum of money, taking into account a specific interest rate.

The amount of money that needs to be invested today to achieve a specific future value.

The future value (F) of an investment, calculated based on the initial principal (P), interest rate (i), and time period (n).

The annual amount that needs to be deposited into an investment account to reach a specific future value.

A loan repayment method that uses a fixed amount over a set period to cover both principal and interest.

The total amount borrowed in a loan.

The interest rate applied to a loan or investment.

A theory explaining how job satisfaction and motivation work. It suggests that certain factors lead to job satisfaction, while others contribute to motivation.

These factors are intrinsic to the job itself and result in positive job satisfaction. They include things like recognition, achievement, and growth opportunities.

These factors are extrinsic to the job and don't lead to satisfaction, but their absence causes dissatisfaction. They include things like company policies, salary, and work conditions.

This factor relates to how much an employee feels valued for their accomplishments and contributions.

This factor involves taking on challenging tasks and responsibilities. It can be a source of both satisfaction and motivation.

This factor relates to how much opportunities for growth and advancement exist within a company.

Includes aspects such as company policies, supervisory practices, and wages/salary.

These factors are related to the job itself and can create a sense of pride and accomplishment.

This factor is related to having a safe and comfortable work environment.

This factor relates to the opportunity to use one's skills and talents effectively.

A successful safety culture requires consistent attention to environmental factors, employee characteristics, and their behavior.

In a well-run organization, managers are directly responsible for enforcing safety policies and ensuring compliance.

SMART criteria for objectives: Specific, Measurable, Actionable, Realistic, and Time-bound. This framework helps ensure clear goals with concrete actions.

The 9,1 leadership style is focused on production and has little regard for employees, often seen as dictatorial. In contrast, a 1,9 leadership style prioritizes employee comfort and satisfaction, sometimes to the detriment of productivity.

Positive reinforcement, delivered promptly after the desired behavior, is a key technique for influencing behavior change.

The first step in improving organizational behavior is to establish a clear ethical framework that addresses cultural issues and values.

Frederick Herzberg's theory suggests two sets of factors influence job satisfaction: motivators (intrinsic to the job) and hygiene factors (extrinsic to the job).

Project Scope defines the boundaries of a project, including objectives, deliverables, and constraints. It helps clarify what's included and excluded in the project.

A specific scope of work outlines the detailed activities, deliverables, and milestones for a specific project component.

The project life cycle encompasses a series of phases, from planning to completion, guiding the project's development and management.