9.

3 EASA

1. Introduction

Aircraft Maintenance Technicians (AMTs): Work either directly for a company or as contract
employees.

Organizational Culture:

Every company has unique policies, procedures, and training methods.

Influences how employees approach their responsibilities.

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2. Responsibility

Personal Standards:

Involves self-treatment, behavior towards others, professionalism, and adherence to high job
performance.

Key Skills for AMTs:

Attention to detail.

Adherence to procedures for safety and accuracy.

Common Dilemma:

Certifying work without proper inspection is unsafe and unprofessional.

Critical Fact:

AMTs must combine safety, professionalism, and resistance to risky behavior.

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3. Case Study: Taking It for Granted

Incident:

Thrust reverser mechanism improperly maintained due to assumptions and lack of

Consequences:
Risk during landing.

Damage to seven of eight wheel brakes.

Lessons Learned:

Always communicate progress clearly.

Never assume; inspect and verify tasks personally.

Never sign off on work you haven’t inspected.

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4. Professionalism

Definition:

Attitudes and behaviors that prioritize safety over personal interests.

Characteristics:

Can develop in individual or group settings.

Influenced by mentors and colleagues.

Impact:

Drives organizational safety culture.

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5. Group or Team Responsibility

Advantages:

Shared responsibility ensures safety of the overall product.

Encourages cross-checking and challenging unsafe practices.

Disadvantages:

Dilution of responsibility leads to assumptions that others will act.

Key Phenomena:
Intergroup Conflict: Lack of cooperation between teams (e.g., during shift handovers).

Groupthink: Desire for unanimous agreement overrides rational decisions.

Social Loafing: Reduced individual effort in group settings.

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6. Motivation

Definition:

Goal-directed behavior; determines what AMTs actually do versus what they can do.

Types:

Internal Motivation: Doing tasks for personal satisfaction.

External Motivation: Driven by rewards or punishments.

Effects of Reward and Punishment:

Immediate rewards positively influence behavior.

Delayed punishments often result in resentment.

Maslow’s Hierarchy of Needs:

Levels of Motivation:

1. Physiological (basic survival needs).

2. Safety & Security.

3. Love & Belonging.

4. Self-esteem.

5. Self-actualization (realizing potential).

Higher-level needs are harder to achieve.

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7. Hawthorne Effect
Observation:

Workers improve performance when they feel observed and valued by management.

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8. Demotivation

Signs of Highly Motivated Individuals:

Consistent performance and results.

Energy, enthusiasm, and determination.

Cooperation and acceptance of responsibility and change.

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Key Takeaways for Exams

1. Professional Standards: Always prioritize safety, professionalism, and integrity.

2. Group Responsibility: Avoid groupthink, ensure clear handovers, and take personal
accountability.

3. Motivation and Demotivation: Internal motivation is more effective than external rewards or
punishments.

4. Hawthorne Effect: Performance improves when employees feel valued.

5. Maslow’s Pyramid: Understand the hierarchy of needs and how it influences behavior.

Demotivation in the Workplace

Characteristics of Demotivated Individuals:

1. Apathy and indifference toward work.

2. Poor regard for safety.

3. Lateness and absenteeism.

4. Overreacting to problems or grievances.

5. Lack of cooperation and resistance to change.

Peer Pressure in Aircraft Maintenance

Definition: Peer pressure is the actual or perceived influence to conform to colleagues'

Comments like "Just do it like this" instead of consulting manuals.

Pressure to finish tasks quickly, even if safety protocols are bypassed.

Factors Influencing Peer Pressure:

1. Culture: People from certain cultures may conform more.

2. Gender: Women tend to conform more than men.

3. Self-Esteem: Individuals with low self-esteem conform more.

4. Knowledge: Lack of subject familiarity increases conformity.

5. Expertise Perception: Conformity increases if the group is seen as knowledgeable.

6. Relationships: Knowing group members increases conformity.

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Safety Culture in Organizations

Definition: Shared beliefs, values, and practices that influence workplace safety.
Good Safety Culture Indicators:

Safe practices are internalized.

Management endorses and demonstrates safety practices.

Clear roles and support for safety at all levels.

Poor Safety Culture Consequences:

Shortcuts become norms.

Violations are accepted and rewarded.

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Teamwork in Aviation Maintenance

Key Characteristics of Effective Teams:

1. Shared and understood goals.

2. Balanced leadership and followership.

3. A shared mental model.

4. Clear communication.

5. Defined roles and procedures.

6. Proper workload distribution.

7. Conflict resolution.

Conditions for Team Effectiveness:

Shared Goals: All members work towards the same objectives.

Effective Leadership: Leaders manage workloads and involve team members in decisions.

Followership: Team members act professionally and raise concerns.

Shared Mental Models: Regular briefings ensure alignment of tasks and outcomes.

Clear Communication: Information is shared effectively to coordinate activities.

Team Synergy: Interaction among members creates a positive environment, increasing

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Important Case Study:

Effective Communication

1. Steps in Communication:
Information is transmitted.

Information is received.

Information is understood.

Understanding is confirmed.

2. Challenges in Communication:

Choosing inappropriate communication methods (e.g., email vs. face-to-face).

Tone and language must fit the audience (e.g., technical vs. plain language).

Regular communication ensures shared understanding and situational awareness.

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Teamwork Principles

1. Clear Delegation & Role Definition:

Define roles to minimize duplication and ensure coordination.

Prevent overloading team members and enhance mutual support.

2. Clear Operating Procedures:

Standardized procedures lead to consistency and efficiency.

3. Appropriate Workload Allocation:

Excessive workload increases errors.

Balance workload based on skills, fatigue, and time constraints.

4. Authority Gradient:

Avoid power gaps where junior members hesitate to speak up.

Encourage open communication across all experience levels.

5. Conflict Resolution:

Focus on facts ("what is right") rather than emotions ("who is right").

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Leadership in Maintenance

1. Characteristics of Good Leaders:

Motivation: Clearly communicate goals and involve the team in solutions.

Recognition: Praise good work; address bad practices constructively.

Example: Demonstrate safety culture through actions and behavior.

Team Spirit: Resolve disputes and foster cooperation.

2. Challenges for Leaders:

Balancing management responsibilities with technical skills.

Handling commercial pressures without compromising safety.

Making decisions under stress.

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Management & Supervision

1. Management Role:

Ensure safety practices are upheld despite operational pressures.

Use risk assessments to manage trade-offs between safety and business needs.

2. Supervisory Role:

Monitor team performance and prevent unsafe norms.

Maintain objectivity and provide oversight without succumbing to team culture.

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Key Concepts

Safety depends on teamwork, communication, and leadership.

Workload, authority balance, and operating procedures significantly impact performance.

Leadership involves fostering trust, teamwork, and safety, not just exercising power or authority.

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Scenario Summary

Faced with pressure to release an aircraft with a partially working fuel indicator:

Right Decision: Insist on full compliance with safety standards.

Why: Compromising safety under stress undermines leadership and safety culture.