'Negligence' is a kind of tort used in law. 'Negligence' is of two types in law 'Advertent and inadvertent' means intentional and non intentional. There are five theories of Negligence; Austin's theory, Hollande's Theory, Subjective theory, Objective theory and Reconciliation theory.
Regards
The book shares real-life case study examples and covers many of the special situations unique to volunteer involvement. There are diagnostic worksheets (in plain language), including a risk identification and impact matrix, a likelihood of occurrence rating scale, a magnitude of harm matrix, and a risk control planning worksheet.
https://www.energizeinc.com/store/better_safe
Good Day Mubarak
Bought this a decade ago and is relevant to your topic although it goes a step further:
"Sabotage: How to Recognize and Manage Employee Defiance" by Analoui & Kakabadse
see https://books.google.co.bw/books/about/Sabotage.html?id=xcBk-vqNeJwC&redir_esc=y.
Regards, Ulli
https://books.google.co.bw/books/about/Sabotage.html?id=xcBk-vqNeJwC&redir_esc=y.
There may be an interesting parallel here with the four stages of competence (or conscious competence) learning model that some trainers have structured learning and development courses with. That model purports to explain the process and stages of learning a new skill (or behavior, ability, technique, etc.). Put simply, learners (or trainees) are assumed to begin at Stage 1 – "unconscious incompetence". They then pass through Stage 2 – "conscious incompetence", next Stage 3 – "conscious competence", and ideally end at Stage 4 – "unconscious competence". Comparing, negligence would imply that a subject willingly opts to remain at the level of "conscious incompetence". What might drive him or her to do so is a possible function of many variables. It is easy to discern willful negligence where, say, contracts or clear (and implementable) terms of reference have been drawn, hence the place that the subject holds in law. But the boundaries of managerial negligence will always be more difficult to circumscribe where there is a distance between cause and effect, and plenty of opportunity for excuses. This said, an organization that routinely turns a blind eye on managerial negligence can, at the simplest level, be said to condone the lack of penalties for not learning, this for a host of reasons including organizational structure, undiscussables, knowledge inaction, etc.
Thank you Mr.Olivier Serrat for your comprehensive explanation. As you mentioned that their are four stages of learning for competence and incompetence and can only be judged with longitudinal study as of Sheldon's Self Concordance Model. In management you say negligence cant be taken into account due to its measurement problem.
You are right but generally we see the disasters occur in organizations due to the negligence whether it is advert kind of nature or inadvertent. Every organization has some SOPs for operation and if violated, should these be of behavioral nature or negligence oriented? Still it is a big management issue to measure negligence empirically and psychologists can help in this regard. Still there is no comprehensive book in management sciences that could provide the clear answer. Thank you for your reply.
Disasters and the sudden disruptions they bring about, if this is what the question alluded to, are a special case. They may owe to negligence, but what of natural disasters? Even so, the notion and practice of "organizational resilience" comes in handy as the ability of an organization to anticipate, prepare for, and respond and adapt to both incremental change and sudden disruptions so the organization may survive and prosper. On Resilient Organizations, available at http://digitalcommons.ilr.cornell.edu/intl/270/, explains further. What I had in mind was more in the order of organizational learning, the obstacles to which tend to be political. By understanding more fully what obstacles to learning, such as negligence, can exist in a complex organization in a complex environment, one can circumscribe the problem space and create enabling environments for a more positive future. Overcoming Roadblocks to Learning, available at http://digitalcommons.ilr.cornell.edu/intl/136/, discusses this too. Management science is the broad interdisciplinary study of problem solving and decision making in human organizations: it has strong links to economics, business, engineering, and other sciences; it may need to be enriched by approaches to organizational development and cognitive psychology, among others.
Thank you Mr. Olivier Serrat, yes you are right. Management sciences obviously a multidisciplinary subject but one common is 'management' among all disciplines and i hope in near future 'Negligence' would be taken as a hot issue by researchers.
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