Ergonomics Essay

7756 Words 32 Pages
Register to read the introduction… As one component in the job design, the management of the company needs to implement an ergonomics factor to build a good interface between human and machine. Refer to Heizer and Render (2006), Ergonomics means “the study of work”. And the basic reason of the ergonomics study is come from an understanding that the male and female employee come in limited configuration. Therefore, design of tools and the workplace depends on study of people to determine what they can and cannot do. And the appropriate workplace design in which based on ergonomics consideration may will eliminate such gap in the interface relation between human factors and the …show more content…
Few things are irritating as not being able to see what you are doing. Table 1 list the accepted illumination levels of various situations and task based on American Illumination Engineering Society Standards. Worker generally prefer natural to artificial light, perhaps as much for claustrophic reason as anything else. But natural light varies considerably in intensity, from 800 foot candles on a bright summer day to 50 foot candles during rainy ones. And windows are expensive to clean, repair and insulate. Glare and color are two other aspects of illumination that are important in workplace design. Glare should be minimized by moving or diffusing the source or raising visors or shield to block it. The use of color in the work place is often helpful as well as psychologically …show more content…
According to Screen Technology, the new tables also improve quality, increase productivity and reduce operator fatigue. The company has stated that the new table also has boosted employee morale.
Results
- Screens Technology was awarded $32,000 from the BWC SafetyGRANT$ program; total equipment cost was $40,000.
- Risk factor scores went from 29 before the intervention to 19 after the intervention.
- At 18 months after implementing the tables, the CTD incidence rate dropped from 69 CTDs per 200,000 hours worked (before the intervention) to 0 CTDs afterward.
- At 18 months after implementing the tables, the CTD lost-days rate decreased from 2342 CTDs per 200,000 hours worked (before the intervention) to 0 lost days afterward.
- At 18 months after implementing the tables, the CTD restricted-days rate fell from 275 CTDs per 200,000 hours worked (before the intervention) to 0 restricted days afterward.

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