Identification of the Human Factors Contributing to Maintenance Failures in a Petroleum Operation by Ari Antonovsky, Clare Pallock and Leon Straker from Curtin University, Australia.

1. 1.0 INTRODUCTION
The title of this journal is Identification of the Human Factors Contributing to
Maintenance Failures in a Petroleum Operation by Ari Antonovsky, Clare Pallock and Leon
Straker from Curtin University, Australia. Generally, the writers discussed about human
factors that occur most frequently contributing to maintenance-related failures within an
organization. The high frequency of failures associated to the supposition the importance of
communication skills in problem solving and organizational communication. However, the
others scholar said that human factors has great potential to contribute to the design of all
kinds of systems with people (work systems, product and service systems), but faces
challenges in the readiness of its market and in the supply of high-quality applications (Jan
Dul et al, 2012).
2.0 SUMMARY
Writers imagine that failure in human factors was contributed by human error and
violation to procudere workplace. Teamwork, supervision and procedural violations were
found to have a less then-expected influence on maintenance projects or plant shutdown
(Pallock, 2012). However, the writers say in this journal that assumption and recurring human
factors were found to be most frequent contributor to unseccessful maintenance process,
reflect the requirement to address more methodical issues between maintenance personnel.
Straker (2014) say that, the chances of failure in the organization recently occured by control
on human consideration factor, such as communication skills, behavior problem solving and
organization learning in more individual responsibility for interpretation of information and
decision making.

2. Writers have emphasized the Human Factors Investigation Tool (HFIT) for observing
and understanding practical instrument for conducting detailed investigation into failures and
accidents. Through this approach, writers recognized the impact of the internal cognitive
elements of human malfunction, such as gather information, define situation, and decision
making for all of which were deemed ctitical in maintenance task. HFIT is classified to
analyze the factor and risk of failure among individual, work group and organizational
because of differing frame of reference, and enhancement in the organizational classification.
The largest contributing factor is failure to resolve an assumption in maintenance problem
without obtaining sufficient and accurate informationon the basis of past experience only. The
lack of this human factor recorded that the Management System of Information does not
support the two way of sharing information among people hands off in the maintenance
process.
3.0 CRITICISM
From my research, I believe it have some idea that the writers forget. The orientation
approach of new workers to the company need should be done. In this journal, the writers
mention that major of failure factor was had only minimal training and practice. However, the
focus of orientation for a new employees is to achieve the skills that necessary to do their job
and it is an essential part of any successful business. The training is associated with
performance and retaining employees. In addition, the new employees can not reach their full
potential and higher productivity levels, unless employees are adequately trained. The poorly
trained workforce will eventually lead to poor performance and can result in costly mistakes.
Training impacts organizational competitiveness, revenues and performance. Unfortunately,
when the economy slows or when profits decline, many organizations finding the first cuts in

3. training budgets. It is essential for employers to maintain needed to compete with other
companies in the same field training. The training costs can be reduced and controlled through
the development of a comprehensive training plan. The additional cost can be reduced by
training employees in the company using internal trainers or a repository of e-learning
lessons.
Well, the Human Factors Investigation tools (HFIT) that writers mentioned in the
journal are widely available to help organizations in their research. However, like any
management tool, training should be given to make sure these are utilized effectively. The
focus of orientation for all employees can see that the role of human and organizational
factors play in an incident can not be underestimated. The person will always fail at some
level and avoid negative implication is based on a number of barriers / strengths in the system
let the lack of becoming an incident. Understanding the relations among employees therefore,
is essential to ensure that the organization gets to the root cause of an incident.
In this journal, human factors contributing to the failure came from both sides, the
employees and the organization. Error action and the threat of the organization relates to the
issue of faulty communication processes. The writers mention that the staff responsible for the
solution affects not been able to inform others of the critical aspects of a situation between
onshore and offshore personnel, even among engineers and maintenance personnel. It has
been shown that the organization was looked down of the important of communication skills.
However, good communication in the workplace is essential and helps to improve morale,
increase efficiency and create healthy working relationships. The company must trained
employees to communicate effectively. In any form of employment, good communication
skills are a real asset especially in the current difficult financial climate. I believe that, the
smoothness of the management, depends on the cooperation in the team. Although the
organization does not use research to blame people, actions and recommendations clearly

4. focus on the individual, and not the system. This illustrates that the organization is willing to
remedy individual behavior, but does not recognize system failures, but not necessarily
through the investigation report.
Last but not least, this journal was written by having a solid point of view, but there
are a lot of repetition in the text. Sometimes, this journal makes me confused to understand
and identify the key points of what the writers wanted to convey in this journal. Classification
structure of English Language that the writers used in this journal was to be ranked high and
difficult to understand. In my view, the authors used the english language is appropriate for
students at Masters and PhD level. Writers should be using the English Language at medium
level and more friendly for readers to understand and expanded applications.
4.0 FUTURE EXPECTATION
Organization of a company must be willing to develop the management of human
factors in this global era. I agree with the writers that there have some idea to build up a trust
with more systematic. In my point of view, organizations should implement based on the
resources that do not act recklessly and with pure emotion strategy. The management team in
the organization should make staffing based on their experience and the potential for the
success of the employees. This is because with proper management and strategic resources,
the objectives of an organization can be achieved easily. Recruitment of skilled workers and
credibility provide all things without waste of time and money to do a course or training to
teach on existing work. Rewards and incentives from the top management can motivate
employees to work more diligently and responsibly. Nevertheless, selection process of
employees must be done by qualified people and really know the needs of a vacancy in a
position.

5. I feel that the image of the company to make improvements. Executives Board Officer
must create a culture of excellence for all department and to ensure an organization succeed
and their employees work with happy. So the culture of excellence should be established so
that, the organization is working to move forward. Writer have been emphasizing that,
communication failure among employee have cause them failed to do the task well. Workers
in organization as though habituated with old way that that closed by nature and conservative
compared modern way that is open and prepared in comment. Although world increasingly
modern, not necessarily human thought also will change according to time. We unable to
change mind technology user to follow direction of globalization.
I agreeing with writer that, the changes of working style and delivery service system
should be welcomed by all parties. This case because, the purpose is to ease employee itself
and not the opposite. This case depends on the willing of the public if they want to accept it or
not. An organization must be more careful with the worldwide market because of the reaction
of some organization about globalization that also influence the future career. Finally, the
relationship between the manager and employees should always harmonious, fair, dedicated
also no unplesant feeling when work in the same organization. This value is very important to
ensure that organization able to shape excellent working culture and move forward along with
time.