Dan Winterland:
They cite responsibility and legal liability as reasons for their attempts to micro manage safety which often have the effect of stemming the flow of information and effectively destroy the concept of a just culture.
A manager must accept that there are certain events which they may get to hear about and that they can do little in response
The increased flow of information from voluntary reporting completes the ‘safety picture’ and it is an industry accepted view that this enlightened safety culture is in fact the best policy.
I have extracted the above three as these are the issues caused by in the main lack of understanding by management of what they think is being promoted by a Just Culture and protecting their careers, and this is within the military and civilian industry supporting it.
You are also correct that some think it is a 'no blame' culture and again it has been by the use of the previously mentioned FAIR tool, that if the occurrence steps over the culpability line then some form of discipline will be forthcoming, again this is a education, communication and understanding process as the whole Human factors process is, get it wrong and base it on incorrect assumptions and 'interpretation' and it is going to fail.