Professional Documents
Culture Documents
Best Book - Ergonomics and HUman Factors
Best Book - Ergonomics and HUman Factors
Chapter 29 - Ergonomics
OVERVIEW
Wolfgang Laurig and Joachim Vedder
In the 3rd edition of the ILO’s Encyclopaedia, published in 1983, ergonomics was
summarized in one article that was only about four pages long. Since the
publication of the 3rd edition, there has been a major change in emphasis and in
understanding of interrelationships in safety and health: the world is no longer
easily classifiable into medicine, safety and hazard prevention. In the last decade
almost every branch in the production and service industries has expended great
effort in improving productivity and quality. This restructuring process has yielded
practical experience which clearly shows that productivity and quality are directly
related to the design of working conditions. One direct economical measure of
productivity—the costs of absenteeism through illness—is affected by working
conditions. Therefore it should be possible to increase productivity and quality and
to avoid absenteeism by paying more attention to the design of working conditions.
In sum, the simple hypothesis of modern ergonomics can be stated thus: Pain and
exhaustion cause health hazards, wasted productivity and reduced quality, which
are measures of the costs and benefits of human work.
The original aim of inventing ergonomics in 1857 stands in contrast to this kind of
“ergonomics by correction”:
... a scientific approach enabling us to reap, for the benefit of ourselves and others,
the best fruits of life’s labour for the minimum effort and maximum satisfaction
(Jastrzebowski 1857).
The root of the term “ergonomics” stems from the Greek “nomos” meaning rule,
and “ergo” meaning work. One could propose that ergonomics should develop
“rules” for a more forward-looking, prospective concept of design. In contrast to
“corrective ergonomics”, the idea of prospective ergonomics is based on applying
ergonomic recommendations which simultaneously take into consideration
profitability margins (Laurig 1992).
The basic rules for the development of this approach can be deduced from practical
experience and reinforced by the results of occupational hygiene and ergonomics
research. In other words, prospective ergonomics means searching for alternatives
in work design which prevent fatigue and exhaustion on the part of the working
subject in order to promote human productivity (“... for the benefit of ourselves
and others”). This comprehensive approach of prospective ergonomics includes
workplace and equipment design as well as the design of working conditions
determined by an increasing amount of information processing and a changing
work organization. Prospective ergonomics is, therefore, an interdisciplinary
approach of researchers and practitioners from a wide range of fields united by the
same goal, and one part of a general basis for a modern understanding of
occupational safety and health (UNESCO 1992).
Based on this understanding, the Ergonomics chapter in the 4th edition of the ILO
Encyclopaedia covers the different clusters of knowledge and experiences oriented
toward worker characteristics and capabilities, and aimed at an optimum use of the
resource “human work” by making work more “ergonomic”, that is, more humane.
The choice of topics and the structure of articles in this chapter follows the
structure of typical questions in the field as practised in industry. Beginning with
the goals, principles and methods of ergonomics, the articles which follow cover
fundamental principles from basic sciences, such as physiology and psychology.
Based on this foundation, the next articles introduce major aspects of an ergonomic
design of working conditions ranging from work organization to product design.
“Designing for everyone” puts special emphasis on an ergonomic approach that is
based on the characteristics and capabilities of the worker, a concept often
overlooked in practice. The importance and diversity of ergonomics is shown in
two examples at the end of the chapter and can also be found in the fact that many
other chapters in this edition of the ILO Encyclopaedia are directly related to
ergonomics, such as Heat and Cold, Noise, Vibration, Visual Display Units , and
virtually all chapters in the sections Accident and Safety Management and
Management and Policy.
Ergonomics means literally the study or measurement of work. In this context, the
term work signifies purposeful human function; it extends beyond the more
restricted concept of work as labour for monetary gain to incorporate all activities
whereby a rational human operator systematically pursues an objective. Thus it
includes sports and other leisure activities, domestic work such as child care and
home maintenance, education and training, health and social service, and either
controlling engineered systems or adapting to them, for example, as a passenger in
a vehicle.
The human operator, the focus of study, may be a skilled professional operating a
complex machine in an artificial environment, a customer who has casually
purchased a new piece of equipment for personal use, a child sitting in a classroom
or a disabled person in a wheelchair. The human being is highly adaptable but not
infinitely so. There are ranges of optimum conditions for any activity. One of the
tasks of ergonomics is to define what these ranges are and to explore the
undesirable effects which occur if the limits are transgressed—for example if a
person is expected to work in conditions of excessive heat, noise or vibration, or if
the physical or mental workload is too high or too low.
Ergonomics examines not only the passive ambient situation but also the unique
advantages of the human operator and the contributions that can be made if a work
situation is designed to permit and encourage the person to make the best use of his
or her abilities. Human abilities may be characterized not only with reference to the
generic human operator but also with respect to those more particular abilities that
are called upon in specific situations where high performance is essential. For
example, an automobile manufacturer will consider the range of physical size and
strength of the population of drivers who are expected to use a particular model to
ensure that the seats are comfortable, that the controls are readily identifiable and
within reach, that there is clear visibility to the front and the rear, and that the
internal instruments are easy to read. Ease of entry and egress will also be taken
into account. By contrast, the designer of a racing car will assume that the driver is
athletic so that ease of getting in and out, for example, is not important and, in fact,
design features as a whole as they relate to the driver may well be tailored to the
dimensions and preferences of a particular driver to ensure that he or she can
exercise his or her full potential and skill as a driver.
In all situations, activities and tasks the focus is the person or persons involved. It
is assumed that the structure, the engineering and any other technology is there to
serve the operator, not the other way round.
About a century ago it was recognized that working hours and conditions in some
mines and factories were not tolerable in terms of safety and health, and the need
was evident to pass laws to set permissible limits in these respects. The
determination and statement of those limits can be regarded as the beginning of
ergonomics. They were, incidentally, the beginning of all the activities which now
find expression through the work of the International Labour Organization (ILO).
Research, development and application proceeded slowly until the Second World
War. This triggered greatly accelerated development of machines and
instrumentation such as vehicles, aircraft, tanks, guns and vastly improved sensing
and navigation devices. As technology advanced, greater flexibility was available
to allow adaptation to the operator, an adaptation that became the more necessary
because human performance was limiting the performance of the system. If a
powered vehicle can travel at a speed of only a few kilometres per hour there is no
need to worry about the performance of the driver, but when the vehicle’s
maximum speed is increased by a factor of ten or a hundred, then the driver has to
react more quickly and there is no time to correct mistakes to avert disaster.
Similarly, as technology is improved there is less need to worry about mechanical
or electrical failure (for instance) and attention is freed to think about the needs of
the driver.
The term ergonomics came into use about 1950 when the priorities of developing
industry were taking over from the priorities of the military. The development of
research and application for the following thirty years is described in detail in
Singleton (1982). The United Nations agencies, particularly the ILO and the World
Health Organization (WHO), became active in this field in the 1960s.
This brief historical review is intended to indicate that, although there has been
continuous development of ergonomics, it has taken the form of adding more and
more problems rather than changing the problems. However, the corpus of
knowledge grows and becomes more reliable and valid, energy expenditure norms
are not dependent on how or why the energy is expended, postural issues are the
same in aircraft seats and in front of computer screens, much human activity now
involves using videoscreens and there are well-established principles based on a
mix of laboratory evidence and field studies.
Most of the European pioneers in ergonomics were workers among the human
sciences and it is for this reason that ergonomics is well-balanced between
physiology and psychology. A physiological orientation is required as a
background to problems such as energy expenditure, posture and application of
forces, including lifting. A psychological orientation is required to study problems
such as information presentation and job satisfaction. There are of course many
problems which require a mixed human sciences approach such as stress, fatigue
and shift work.
Most of the American pioneers in this field were involved in either experimental
psychology or engineering and it is for this reason that their typical occupational
titles—human engineering and human factors—reflect a difference in emphasis
(but not in core interests) from European ergonomics. This also explains why
occupational hygiene, from its close relationship to medicine, particularly
occupational medicine, is regarded in the United States as quite different from
human factors or ergonomics. The difference in other parts of the world is less
marked. Ergonomics concentrates on the human operator in action, occupational
hygiene concentrates on the hazards to the human operator present in the ambient
environment. Thus the central interest of the occupational hygienist is toxic
hazards, which are outside the scope of the ergonomist. The occupational hygienist
is concerned about effects on health, either long-term or short-term; the ergonomist
is, of course, concerned about health but he or she is also concerned about other
consequences, such as productivity, work design and workspace design. Safety and
health are the generic issues which run through ergonomics, occupational hygiene,
occupational health and occupational medicine. It is, therefore, not surprising to
find that in a large institution of a research, design or production kind, these
subjects are often grouped together. This makes possible an approach based on a
team of experts in these separate subjects, each making a specialist contribution to
the general problem of health, not only of the workers in the institution but also of
those affected by its activities and products. By contrast, in institutions concerned
with design or provision of services, the ergonomist might be closer to the
engineers and other technologists.
It will be clear from this discussion that because ergonomics is interdisciplinary
and still quite new there is an important problem of how it should best be fitted
into an existing organization. It overlaps onto so many other fields because it is
concerned with people and people are the basic and all-pervading resource of every
organization. There are many ways in which it can be fitted in, depending on the
history and objectives of the particular organization. The main criteria are that
ergonomics objectives are understood and appreciated and that mechanisms for
implementation of recommendations are built into the organization.
Aims of Ergonomics
It will be clear already that the benefits of ergonomics can appear in many different
forms, in productivity and quality, in safety and health, in reliability, in job
satisfaction and in personal development.
The reason for this breadth of scope is that its basic aim is efficiency in purposeful
activity—efficiency in the widest sense of achieving the desired result without
wasteful input, without error and without damage to the person involved or to
others. It is not efficient to expend unnecessary energy or time because insufficient
thought has been given to the design of the work, the workspace, the working
environment and the working conditions. It is not efficient to achieve the desired
result in spite of the situation design rather than with support from it.
The aim of ergonomics is to ensure that the working situation is in harmony with
the activities of the worker. This aim is self-evidently valid but attaining it is far
from easy for a variety of reasons. The human operator is flexible and adaptable
and there is continuous learning, but there are quite large individual differences.
Some differences, such as physical size and strength, are obvious, but others, such
as cultural differences and differences in style and in level of skill, are less easy to
identify.
In view of these complexities it might seem that the solution is to provide a flexible
situation where the human operator can optimize a specifically appropriate way of
doing things. Unfortunately such an approach is sometimes impracticable because
the more efficient way is often not obvious, with the result that a worker can go on
doing something the wrong way or in the wrong conditions for years.
There can be no disagreement about the desirability of safety and health objectives.
The difficulty stems from the fact that neither is directly measurable: their
achievement is assessed by their absence rather than their presence. The data in
question always pertain to departures from safety and health.
Nevertheless, an enormous body of evidence concerning safety and health has been
accumulated over the past fifty years and consistencies have been discovered
which can be related back to theory, to laws and standards and to principles
operative in particular kinds of situations.
As explained above, reliability rather than productivity becomes the key measure
in high technology systems (for instance, transport aircraft, oil refining and power
generation). The controllers of such systems monitor performance and make their
contribution to productivity and to safety by making tuning adjustments to ensure
that the automatic machines stay on line and function within limits. All these
systems are in their safest states either when they are quiescent or when they are
functioning steadily within the designed performance envelope. They become
more dangerous when moving or being moved between equilibrium states, for
example, when an aircraft is taking off or a process system is being shut down.
High reliability is the key characteristic not only for safety reasons but also
because unplanned shut-down or stoppage is extremely expensive. Reliability is
straightforward to measure after performance but is extremely difficult to predict
except by reference to the past performance of similar systems. When or if
something goes wrong human error is invariably a contributing cause, but it is not
necessarily an error on the part of the controller: human errors can originate at the
design stage and during setting up and maintenance. It is now accepted that such
complex high-technology systems require a considerable and continuous
ergonomics input from design to the assessment of any failures that occur.
Even accepting that these efforts take time and cost money, there can still be
considerable dividends from listening to the suggestions, opinions and attitudes of
the people actually doing the work. Their approach may not be the same as that of
the external work designer and not the same as the assumptions made by the work
designer or manager. These differences of view are important and can provide a
refreshing change in strategy on the part of everyone involved.
It is well established that the human being is a continuous learner or can be, given
the appropriate conditions. The key condition is to provide feedback about past and
present performance which can be used to improve future performance. Moreover,
such feedback itself acts as an incentive to performance. Thus everyone gains, the
performer and those responsible in a wider sense for the performance. It follows
that there is much to be gained from performance improvement, including self-
development. The principle that personal development should be an aspect of the
application of ergonomics requires greater designer and manager skills but, if it can
be applied successfully, can improve all the aspects of human performance
discussed above.
Conclusion
The context
If the primary goal of any work analysis is to describe what the operator does, or
should do, placing it more precisely into its context has often seemed indispensable
to researchers. They mention, according to their own views, but in a broadly
similar manner, the concepts of context, situation, environment, work domain,
work world or work environment. The problem lies less in the nuances between
these terms than in the selection of variables that need to be described in order to
give them a useful meaning. Indeed, the world is vast and industry is complex, and
the characteristics that could be referred to are innumerable. Two tendencies can be
noted among authors in the field. The first one sees the description of the context
as a means of capturing the reader’s interest and providing him or her with an
adequate semantic framework. The second has a different theoretical perspective: it
attempts to embrace both context and activity, describing only those elements of
the context that are capable of influencing the behaviour of operators.
The semantic framework
Context has evocative power. It is enough, for an informed reader, to read about an
operator in a control room engaged in a continuous process to call up a picture of
work through commands and surveillance at a distance, where the tasks of
detection, diagnosis and regulation predominate. What variables need to be
described in order to create a sufficiently meaningful context? It all depends on the
reader. Nonetheless, there is a consensus in the literature on a few key variables.
The nature of the economic sector, the type of production or service, the size and
the geographical location of the site are useful.
The production processes, the tools or machines and their level of automation
allow certain constraints and certain necessary qualifications to be guessed at. The
structure of the personnel, together with age and level of qualification and
experience are crucial data whenever the analysis concerns aspects of training or of
organizational flexibility. The organization of work established depends more on
the firm’s philosophy than on technology. Its description includes, notably, work
schedules, the degree of centralization of decisions and the types of control
exercised over the workers. Other elements may be added in different cases. They
are linked to the firm’s history and culture, its economic situation, work conditions
and any restructuring, mergers and investments. There exist at least as many
systems of classification as there are authors, and there are numerous descriptive
lists in circulation. In France, a special effort has been made to generalize simple
descriptive methods, notably allowing for the ranking of certain factors according
to whether or not they are satisfactory for the operator (RNUR 1976; Guelaud et al.
1977).
The description of relevant factors regarding the activity
Figure 29.1 The criteria and sub-criteria of the taxonomy of micro-worlds proposed by
Brehmer (1990)
The task
The task is defined by its objectives, its constraints and the means it requires for
achievement. A function within the firm is generally characterized by a set of
tasks. The realized task differs from the prescribed task scheduled by the firm for a
large number of reasons: the strategies of operators vary within and among
individuals, the environment fluctuates and random events require responses that
are often outside the prescribed framework. Finally, the task is not always
scheduled with correct knowledge of its conditions of execution, hence the need
for adaptations in real time. But even if the task is updated during the activity,
sometimes to the point of being transformed, it still remains the central reference.
Next, there are those instruments requiring more skill on the part of the researcher;
since the elements of analysis are not predefined, it is up to the researcher to
characterize them. The already outdated critical incident technique of Flanagan
(1954), where the observer describes a function by reference to its difficulties and
identifies the incidents which the individual will have to face, belongs to this
group.
It is also the path adopted by cognitive task analysis (Roth and Woods 1988). This
technique aims to bring to light the cognitive requirements of a job. One way to do
this is to break the job down into goals, constraints and means. Figure 29.2 shows
how the task of an anaesthetist, characterized first by a very global goal of patient
survival, can be broken down into a series of sub-goals, which can themselves be
classified as actions and means to be employed. More than 100 hours of
observation in the operating theatre and subsequent interviews with anaesthetists
were necessary to obtain this synoptic “photograph” of the requirements of the
function. This technique, although quite laborious, is nevertheless useful in
ergonomics in determining whether all the goals of a task are provided with the
means of attaining them. It also allows for an understanding of the complexity of a
task (its particular difficulties and conflicting goals, for example) and facilitates the
interpretation of certain human errors. But it suffers, as do other methods, from the
absence of a descriptive language (Grant and Mayes 1991). Moreover, it does not
permit hypotheses to be formulated as to the nature of the cognitive processes
brought into play to attain the goals in question.
Figure 29.4 Discrepancies between the numbers of personnel present and required on
the basis of PRN80
The activity, the evidence and the performance
An activity is defined as the set of behaviours and resources used by the operator
so that work occurs—that is to say, the transformation or production of goods or
the rendering of a service. This activity can be understood through observation in
different ways. Faverge (1972) has described four forms of analysis. The first is an
analysis in terms of gestures and postures, where the observer locates, within the
visible activity of the operator, classes of behaviour that are recognizable and
repeated during work. These activities are often coupled with a precise response:
for example, the heart rate, which allows us to assess the physical load associated
with each activity. The second form of analysis is in terms of information uptake.
What is discovered, through direct observation—or with the aid of cameras or
recorders of eye movements—is the set of signals picked up by the operator in the
information field surrounding him or her. This analysis is particularly useful in
cognitive ergonomics in trying to better understand the information processing
carried out by the operator. The third type of analysis is in terms of regulation. The
idea is to identify the adjustments of activity carried out by the operator in order to
deal with either fluctuations in the environment or changes in his own condition.
There we find the direct intervention of context within the analysis. One of the
most frequently cited research projects in this area is that of Sperandio (1972). This
author studied the activity of air traffic controllers and identified important strategy
changes during an increase in air traffic. He interpreted them as an attempt to
simplify the activity by aiming to maintain an acceptable load level, while at the
same time continuing to meet the requirements of the task. The fourth is an
analysis in terms of thought processes. This type of analysis has been widely used
in the ergonomics of highly automated posts. Indeed, the design of computerized
aids, and notably intelligent aids for the operator, requires a thorough
understanding of the way in which the operator reasons in order to solve certain
problems. The reasoning involved in scheduling, anticipation and diagnosis has
been the subject of analyses, an example of which can be found in figure 29.5 .
However, the evidence of mental activity can only be inferred. Apart from certain
observable aspects of behaviour, such as eye movements and problem-solving
time, most of these analyses resort to verbal response. Particular emphasis has been
placed, in recent years, on the knowledge necessary to accomplish certain
activities, with researchers trying not to postulate them at the outset but to make
them apparent through the analysis itself.
Figure 29.5 Analysis of mental activity. Strategies in the control of processes with long
response times: need for computerized support in diagnosis
Such efforts have brought to light the fact that almost identical performances can
be obtained with very different levels of knowledge, as long as operators are aware
of their limits and apply strategies adapted to their capabilities. Hence, in our study
of the start-up of a thermoelectric plant (De Keyser and Housiaux 1989), the start-
ups were carried out by both engineers and operators. The theoretical and
procedural knowledge that these two groups possessed, which had been elicited by
means of interviews and questionnaires, were very different. The operators in
particular sometimes had an erroneous understanding of the variables in the
functional links of the process. In spite of this, the performances of the two groups
were very close. But the operators took into account more variables in order to
verify the control of the start-up and undertook more frequent verifications. Such
results were also obtained by Amalberti (1991), who mentioned the existence of
metaknowledges allowing experts to manage their own resources.
The organization of this evidence, its processing and its formalization require
descriptive languages and sometimes analyses which go beyond field observation.
Those mental activities which are inferred from the evidence, for example, remain
hypothetical. Today they are often described using languages derived from
artificial intelligence, making use of representations in terms of schemes,
production rules and connecting networks. Moreover, the use of computerized
simulations—of micro-worlds—to pinpoint certain mental activities has become
widespread, even though the validity of the results obtained from such
computerized simulations, in view of the complexity of the industrial world, is
subject to debate. Finally, we must mention the cognitive modellings of certain
mental activities extracted from the field. Among the best known are the diagnosis
of the operator of a nuclear power plant, carried out in ISPRA (Decortis and
Cacciabue 1990), and the planning of the combat pilot perfected in Centre d’études
et de recherches de médecine aérospatiale (CERMA) (Amalberti et al. 1989).
While in the vast majority of cases, work is a collective act, most work analyses
focus on tasks or individual activities. Nonetheless the fact is that technological
evolution, just like work organization, today emphasizes distributed work, whether
it be between workers and machines or simply within a group. What paths have
been explored by authors so as to take this distribution into account (Rasmussen,
Pejtersen and Schmidts 1990)? They focus on three aspects: structure, the nature of
exchanges and structural lability.
Structure
Simply having a description of the links uniting the entities says little about the
content itself of the exchanges; of course the nature of the relation can be specified
—movement from place to place, information transfers, hierarchical dependence,
and so on—but this is often quite inadequate. The analysis of communications
within teams has become a favoured means of capturing the very nature of
collective work, encompassing subjects mentioned, creation of a common language
in a team, modification of communications when circumstances are critical, and so
forth (Tardieu, Nanci and Pascot 1985; Rolland 1986; Navarro 1990; Van Daele
1992; Lacoste 1983; Moray, Sanderson and Vincente 1989). Knowledge of these
interactions is particularly useful for the creation of computer tools, notably
decision-making aids for understanding errors. The different stages and the
methodological difficulties linked to the use of this evidence have been well
described by Falzon (1991).
Structural lability
It is the work on activities rather than on tasks that has opened up the field of
structural lability—that is to say, of the constant reconfigurations of collective
work under the influence of contextual factors. Studies such as those of Rogalski
(1991), who over a long period analysed the collective activities dealing with forest
fires in France, and Bourdon and Weill Fassina (1994), who studied the
organizational structure set up to deal with railway accidents, are both very
informative. They clearly show how the context moulds the structure of exchanges,
the number and type of actors involved, the nature of the communications and the
number of parameters essential to the work. The more this context fluctuates, the
further the fixed descriptions of the task are removed from reality. Knowledge of
this lability, and a better understanding of the phenomena that take place within it,
are essential in planning for the unpredictable and in order to provide better
training for those involved in collective work in a crisis.
Conclusions
The various phases of the work analysis that have been described are an iterative
part of any human factors design cycle (see figure 29.6). In this design of any
technical object, whether a tool, a workstation or a factory, in which human factors
are a consideration, certain information is needed in time. In general, the beginning
of the design cycle is characterized by a need for data involving environmental
constraints, the types of jobs that are to be carried out, and the various
characteristics of the users. This initial information allows the objects
specifications to be drawn up so as to take into account work requirements. But
this is, in some sense, only a coarse model compared to the real work situation.
This explains why models and prototypes are necessary that, from their inception,
allow not the jobs themselves, but the activities of the future users to be evaluated.
Consequently, while the design of the images on a monitor in a control room can
be based on a thorough cognitive analysis of the job to be done, only a data-based
analysis of the activity will allow an accurate determination of whether the
prototype will actually be of use in the actual work situation (Van Daele 1988).
Once the finished technical object is put into operation, greater emphasis is put on
the performance of the users and on dysfunctional situations, such as accidents or
human error. The gathering of this type of information allows the final corrections
to be made that will increase the reliability and usability of the completed object.
Both the nuclear industry and the aeronautics industry serve as example:
operational feedback involves reporting every incident that occurs. In this way, the
design loop comes full circle.
Perspectives
· to ensure that assigned tasks do not exceed the limits of the performance
capacities of the worker
· to prevent injury or any detrimental effects to the health of the worker whether
permanent or transient, either in the short or in the long run, even if the tasks in
question can be performed, if only for a short time, without negative effects
· to provide that tasks and working conditions will not lead to impairments, even
if recuperation is possible with time.
International standardization, which was not so closely coupled to legislation, on
the other hand, always also tried to open a perspective in the direction of producing
standards which would go beyond the prevention of and protection against adverse
effects (e.g., by specifying minimal/maximal values) and instead proactively
provide for optimal working conditions to promote the well-being and personal
development of the worker, as well as the effectiveness, efficiency, reliability and
productivity of the work system.
The fact that certain regulations would indeed restrict the discretion of those to
whom they applied served to discourage standardization in certain areas, for
example in connection with the European Directives under Article 118a of the
Single European Act, relating to safety and health in the use and operation of
machinery at the workplace, and in the design of work systems and workplace
design. On the other hand, under the Directives issued under Article 100a, relating
to safety and health in the design of machinery with regard to the free trade of this
machinery within the European Union (EU), European ergonomics standardization
is mandated by the European Commission.
CEN standards are classified as A-, B- and C-type standards, depending on their
scope and field of application. A-type standards are general, basic standards which
apply to all kinds of applications, B-type standards are specific for an area of
application (which means that most of the ergonomics standards within the CEN
will be of this type), and C-type standards are specific for a certain kind of
machinery, for example, hand-held drilling machines.
Standardization Committees
The preparation of ergonomics standards has changed quite markedly within the
last years in view of the stronger emphasis now being placed on European and
other international developments. In the beginning, national standards, which had
been prepared by experts from one country in their national committee and agreed
upon by the interested parties among the general public of that country in a
specified voting procedure, were transferred as input to the responsible SC and
WG of ISO TC 159, after a formal vote had been taken at the TC level that such an
international standard should be prepared. The working group, composed of
ergonomics experts (and experts from politically interested parties) from all
participating member bodies (i.e., the national standardization organizations) of TC
159 who were willing to cooperate in this work project, would then work on any
inputs and prepare a working draft (WD). After this draft proposal is agreed upon
in the WG, it becomes a committee draft (CD), which is distributed to the member
bodies of the SC for approval and comments. If the draft receives substantial
support from the SC member bodies (i.e., if at least two-thirds vote in favour) and
after comments by the national committees have been incorporated by the WG in
the improved version, a Draft International Standard (DIS) is submitted for voting
to all members of TC 159. If substantial support, at this step from the member
bodies of the TC, is achieved (and perhaps after incorporating editorial changes),
this version will then be published as an International Standard (IS) by the ISO.
Voting of the member bodies at the TC and SC level is based on voting at the
national level, and comments can be supplied through the member bodies by
experts or interested parties in each country. The procedure is roughly equivalent
in CEN TC 122, with the exception that there are no SCs below the TC level and
that voting takes part with weighted votes (according to the size of the country)
whereas within the ISO the rule is one country, one vote. If a draft fails at any step,
and unless the WG decides that an agreeable revision cannot be achieved, it has to
be revised and then has to pass through the voting procedure again.
International standards are then transferred into national standards if the national
committees vote accordingly. By contrast, European Standards (ENs) have to be
transferred into national standards by the CEN members and conflicting national
standards have to be withdrawn. That means that harmonized ENs will be effective
in all CEN countries (and, due to their influence on trade, will be relevant to
manufacturers in all other countries who intend to sell goods to a customer in a
CEN country).
ISO-CEN Cooperation
In order to avoid conflicting standards and duplication of work and to allow non-
CEN members to take part in developments in the CEN, a cooperative agreement
between the ISO and the CEN has been achieved (the so-called Vienna Agreement)
which regulates the formalities and provides for a so-called parallel voting
procedure, which allows the same drafts to be voted upon in the CEN and the ISO
in parallel, if the responsible committees agree to do so. Among the ergonomics
committees the tendency is quite clear: avoid duplication of work (manpower and
financial resources are too limited), avoid conflicting specifications, and try to
achieve a consistent body of ergonomics standards based on a division of labour.
Whereas CEN TC 122 is bound by the decisions of the EU administration and gets
mandated work items to stipulate the specifications of European directives, ISO
TC 159 is free to standardize whatever it thinks necessary or appropriate in the
field of ergonomics. This has led to shifts in the emphasis of both committees, with
the CEN concentrating on machinery and safety-related topics and the ISO
concentrating on areas where broader market interests than Europe are concerned
(e.g., work with VDUs and control-room design for process and related industries);
on areas where the operation of machinery is concerned, as in work system design;
and on such areas as work environment and work organization as well. The
intention, however, is to transfer work results from the CEN to the ISO, and vice
versa, in order to build up a body of consistent ergonomics standards which in fact
are effective all over the world.
The formal procedure of producing standards is still the same today. But since the
emphasis has shifted more and more to the international or the European level,
more and more activities are being transferred to these committees. Drafts are now
usually worked out directly in these committees and are no longer based on
existing national standards. After the decision has been made that a standard
should be developed, work directly starts at one of these supranational levels,
based on whatever input there may be available, sometimes starting from zero.
This changes the role of the national ergonomics committees quite dramatically.
While heretofore they formally developed their own national standards according
to their national rules, they now have the task of observing and influencing
standardization on the supranational levels—via the experts who work out the
standards or via comments made at the different steps of voting (within the CEN, a
national standardization project will be halted if a comparable project is being
simultaneously worked on at the CEN level). This makes the task still more
complicated, since this influence can only be exerted indirectly and since the
preparation of ergonomics standards is not just a matter of pure science but a
matter of bargaining, consensus and agreement (not least due to the political
implications which the standard might have). This, of course, is one of the reasons
why the process of producing an international or European ergonomics standard
usually takes several years and why ergonomics standards cannot reflect the latest
state of the art in ergonomics. International ergonomics standards thus have to be
examined every five years, and, if necessary, undergo revision.
SC 4 of ISO 159 shows how technological and social changes affect ergonomics
standardization and the programme of such a subcommittee. SC 4 started as
“Signals and Controls” by standardizing principles for displaying information and
designing control actuators, with one of its work items being the visual display unit
(VDU), used for office tasks. It soon became apparent, however, that standardizing
the ergonomics of VDUs would not be sufficient, and that standardization
“around” this workstation—in the sense of a work system—was required, covering
areas such as hardware (e.g., the VDU itself, including displays, keyboards, non-
keyboard input devices, workstations), work environment (e.g., lighting), work
organization (e.g., task requirements), and software (e.g., dialogue principles,
menu and direct manipulation dialogues). This led to a multipart standard (ISO
9241) covering “ergonomic requirements for office work with VDUs” with at the
moment 17 parts, 3 of which have reached the status of an IS already. This
standard will be transferred to the CEN (as EN 29241) which will specify
requirements for the VDU directive (90/270 EEC) of the EU—although this is a
directive under article 118a of the Single European Act. This series of standards
provides guidelines as well as specifications, depending on the subject of the given
part of the standard, and introduces a new concept of standardization, the user
performance approach, which might help to solve some of the problems in
ergonomics standardization. It is described more fully in the chapter Visual
Display Units.
The user performance approach is based on the idea that the aim of standardization
is to prevent impairment and to provide for optimal working conditions for the
operator, but not to establish technical specification per se. Specification is thus
regarded only as a means to the end of unimpaired, optimal user performance. The
important thing is to achieve this unimpaired performance of the operator,
regardless of whether a certain physical specification is met. This requires that the
unimpaired operator performance which has to be achieved, for example, reading
performance on a VDU, must be specified in the first place, and second, that
technical specifications be developed which will enable the desired performance to
be achieved, based on the available evidence. The manufacturer is then free to
follow these technical specifications, which will ensure that the product complies
with the ergonomics requirements. Or he may demonstrate, by comparison with a
product that is known to fulfil the requirements (either by compliance with the
technical specifications of the standard or by proven performance), that with the
new product the performance requirements are equally or better fulfilled than with
the reference product, with or without compliance to the technical specifications of
the standard. A test procedure which has to be followed for demonstrating
conformance with the user performance requirements of the standard is specified in
the standard.
The second problem that can be dealt with by this approach is the problem of
interactions between conditions. Physical specification usually is unidimensional,
leaving other conditions out of consideration. In the case of interactive effects,
however, this can be misleading or even wrong. By specifying performance
requirements, on the other hand, and leaving the means to achieve these to the
manufacturer, any solution that satisfies these performance requirements will be
acceptable. Treating specification as a means to an end thus represents a genuine
ergonomic perspective.
CHECKLISTS
Pranab Kumar Nag
The PAQ has six major divisions, comprising 189 behavioural items required for
the assessment of job performance and seven supplementary items related to
monetary compensation:
· information input (where and how does one get information on the jobs to
perform) (35 items)
· work output (physical work done, tools and devices used) (50 items)
· interpersonal relationships (36 items)
The Job Components Inventory Mark II contains seven sections. The introductory
section deals with the details of the organization, job descriptions and biographical
details of the job holder. Other sections are as follows:
· tools and equipment—uses of over 200 tools and equipment (26 items)
The profile methods have common elements, that is, (1) a comprehensive set of job
factors used to select the range of work, (2) a rating scale that permits the
evaluation of job demands, and (3) the weighing of job characteristics based on
organizational structure and sociotechnical requirements. Les profils des postes,
another task profile instrument, developed in the Renault Organization (RNUR
1976), contains a table of entries of variables representing working conditions, and
provides respondents with a five-point scale on which they can select the value of a
variable that ranges from very satisfactory to very poor by way of registering
standardized responses. The variables cover (1) the design of the workstation, (2)
the physical environment, (3) the physical load factors, (4) nervous tension, (5) job
autonomy, (6) relations, (7) repetitiveness and (8) contents of work.
The AET (Ergonomic Job Analysis) (Rohmert and Landau 1985), was developed
based on the stress-strain concept. Each of the 216 items of the AET are coded: one
code defines the stressors, indicating whether a work element does or does not
qualify as a stressor; other codes define the degree of stress associated with a job;
and yet others describe the duration and frequency of stress during the work shift.
· Part B. The Task analysis (31 items) classified according to both the different
kinds of work object, such as material and abstract objects, and worker-related
tasks.
· Part C. The Work Demand analysis (42 items) comprises the elements of
perception, decision and response/activity. (The AET supplement, H-AET, covers
body postures and movements in industrial assembling activities).
Broadly speaking, the checklists adopt one of two approaches, (1) the job-oriented
approach (e.g., the AET, Les profils des postes) and (2) the worker-oriented
approach (e.g., the PAQ). The task inventories and profiles offer subtle comparison
of complex tasks and occupational profiling of jobs and determine the aspects of
work which are considered a priori as inevitable factors in improving working
conditions. The emphasis of the PAQ is on classifying job families or clusters
(Fleishman and Quaintence 1984; Mossholder and Arvey 1984; Carter and
Biersner 1987), inferring job component validity and job stress (Jeanneret 1980;
Shaw and Riskind 1983). From the medical point of view, both the AET and the
profile methods allow comparisons of constraints and aptitudes when required
(Wagner 1985). The Nordic questionnaire is an illustrative presentation of
ergonomic workplace analysis (Ahonen, Launis and Kuorinka 1989), which covers
the following aspects:
· work space
· lifting activity
· accident risk
· job content
· job restrictiveness
· decision-making
· lighting conditions
· thermal environment
· noise.
· With some exceptions (e.g., the AET, and the Nordic questionnaire), there is a
general lack of ergonomics norms and protocols of evaluation with respect to the
different aspects of work and environment.
· The principal criteria of assessment of the worker’s mental load are the degree
of complexity of the task, the attention required by the task and the execution of
mental skills. The existing checklists refer less to underuse of abstract thought
mechanisms than to overuse of concrete thought mechanisms.
ERGONOMICS CHECKLIST
A broad guideline for a modular-structured work systems checklist is suggested here, covering five major
aspects (mechanistic, biological, perceptual/motor, technical and psychosocial). Weighting of the modules
varies with the nature of the job(s) to be analysed, the specific features of the country or population under
study, organizational priorities and the intended use of the results of the analysis. Respondents mark the
"primary statement" as Yes/No. "Yes" answers indicate the apparent absence of a problem, although the
advisability of further careful scrutiny should not be ruled out. "No" answers indicate a need for an ergonom
evaluation and improvement. Responses to "secondary statements" are indicated by a single digit on the
severity of agreement/disagreement scale illustrated below
1 Strongly disagree
2 Disagree
4 Agree
5 Strongly agree
The checklist designer may provide a sample drawing/photograph of work and workplace under study
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
3. Task description: List activities and materials in use. Give some indication of the work hazards.
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
I. Job Specialization
4.2 Tools and methods of work are specialized to the purpose of the job. O
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
(Enter 0-5)
_______________________________________________________________________________________
_
pull/push/turn/lift/lower/carry
_______________________________________________________________________________________
_
(Enter 0-5)
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
V. Workplace/Workspace Design
9.1 Work distance is away from normal reach in the horizontal or vertical plane O
(>60 cm).
10. Seating arrangement is adequate (e.g., comfortable chair, good postural Yes/No
support).
10.1 Seat dimensions (e.g., seat height, back rest) mismatch with human O
dimensions.
11. Sufficient auxiliary support is available for safety at the workplace. Yes/No
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
12.1 Working with arms above shoulder and/or away from the body. O
12.5 Hips and legs are not well supported in seated position. O
12.7 Mention reasons of forced posture: (1) machine location (2) seat design, (3)
equipment handling, (4) workplace/workspace
12.8 Specify OWAS code. (For a detailed description of the OWAS method
refer to Karhu et al. 1981.)
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
NOISE
[Identify noise sources, type and duration of exposure; refer to ILO 1984 code].
13. Noise level is below the maximum sound level recommended. Yes/No
14.2 Noise emergency measures are not taken (e.g., restriction of working time, O
use of personal ear defenders/protectors).
15. CLIMATE
Temperature ____
Humidity ____
Draughts ____
16. Climate is comfortable. Yes/No
16.2 Ventilation devices (e.g., fans, windows, air conditioners) are not adequate. O
17. LIGHTING
Environment is free from excessive dust, fumes and toxic substances. Yes/No
18.1 Ineffective ventilation and exhaust systems to carryoff fumes, smoke and O
dirt.
_______________________________________________________________________________________
_
19. RADIATION
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
20. VIBRATION
20.2 Vibration transmission occurs through the seat (e.g., mobile machines that O
are driven with operator seated).
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
Indicate work time: work hours/day/week/year, including seasonal work and shift system.
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
IX. Displays
22. Visual displays (gauges, meters, warning signals) are easy to read. Yes/No
24.2 Frequently used and critical displays are removed from the central line of O
vision.
X. Controls
25. Controls (e.g., switches, knobs, cranes, driving wheels, pedals) are easy to Yes/No
handle.
26. Displays and controls (combined) are compatible with easyand Yes/No
comfortable human reactions.
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
XI. Machinery
27. Machine (e.g., conveyer trolley, lifting truck, machine tool) is easy to drive Yes/No
and work with.
27.9 Machine noise levels are above legal limits (refer to items No. 13 and 14). O
27.10 Poor visibility of machine parts and adjacent area (refer to items No. 17 O
and 22).
28. Tools/implements provided to the operatives are comfortable to work with. Yes/No
28.4 Form and position of the handle are not designed for convenient grip. O
28.7 Harnesses (gloves, etc.) are not regularly used in operating vibrating tool. O
28.8 Noise levels of power-driven tool are above acceptable limits (refer to item O
No. 13).
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
29. Machine safety measures are adequate to prevent accidents and health Yes/No
hazards.
29.2 Dangerous points, moving parts and electrical installations are not O
adequately guarded.
29.3 Direct/indirect contact of body parts with machinery can cause hazards. O
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
30. Job allows autonomy (e.g., freedom regarding method of work, Yes/No
performance conditions, time schedule, quality control).
31. Job allows direct feedback of information as to the quality and quantity of Yes/No
one’s performance.
32. Job has a variety of tasks and calls for spontaneity on the part of the Yes/No
worker.
33. Worker is given a batch of tasks and arranges his or her own schedule to Yes/No
complete the work (e.g., one plans and executes the job and inspects and
manages the products).
35. Job consists of tasks for which clear communication and unambiguous Yes/No
information support systems are available.
35.4 Occasional attention is directed to information other than that needed for O
the actual task.
35.5 Task consists of repetitive simple motor act, with superficial attention O
needed.
35.7 Multiple choices are required in decision making and judging risks. O
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
_______________________________________________________________________________________
_
36. Job has opportunities for associated growth in competence and task Yes/No
accomplishment.
Assess the degree to which the following are made available: (Enter 0-5)
__________________________________________________________________
______________
__________________________________________________________________
______________
__________________________________________________________________
______________
__________________________________________________________________
______________
__________________________________________________________________
______________
Severity Agreement
Modules Sections No. of 0 1 2 3 4 5 Relative
rated Items Severity
(%)
B. Mechanistic I. Job Specialization 4
II. Skill Requirement 5
C. Biological III. General Physical Activity 5
IV. Manual Materials 6
Handling
V. Workplace/Workplace 15
Design
VI. Work Posture 6
VII. Work Environment 28
VIII. Work Time Schedule 5
D. IX. Displays 12
Perceptual/motor
X. Controls 10
E. Technical XI. Machinery 10
XII. Small Tools/Implements 8
XIII. Work Safety 5
F. Psychosocial XIV. Job Autonomy 5
XV. Job Feedback 5
XVI. Task Variety/Clarity 6
XVII. Task 2
Identity/Significance
XVIII. Mental 7
Overload/Underload
XIX. Training and Promotion 4
XX. Organizational 6
Commitment
Overall Assessment
ANTHROPOMETRY
Melchiorre Masali*
*This article is adapted from the 3rd edition of the Encyclopaedia of Occupational
Health and Safety.
Anthropometric variables
Other variables may require special methods and instruments. For instance skinfold
thickness is measured by means of special constant pressure calipers. Volumes are
measured by calculation or by immersion in water. To obtain full information on
body surface characteristics, a computer matrix of surface points may be plotted
using biostereometric techniques.
Instruments
Commonly the rod can be split into 3 or 4 sections which fit into one another. A
sliding branch with a straight or curved claw makes it possible to measure
distances from the floor for heights, or from a fixed branch for diameters. More
elaborate anthropometers have a single scale for heights and diameters to avoid
scale errors, or are fitted with digital mechanical or electronic reading devices
(figure 29.7).
For transverse diameters a series of calipers may be used: the pelvimeter for
measures up to 600 mm and the cephalometer up to 300 mm. The latter is
particularly suitable for head measurements when used together with a sliding
compass (figure 29.8).
Figure 29.8 Grip strength of pliers jaws exerted by male and female users as a function
of handle separation
The foot-board is used for measuring the feet and the head-board provides
cartesian co-ordinates of the head when oriented in the “Frankfort plane” (a
horizontal plane passing through porion and orbitale landmarks of the head).The
hand may be measured with a caliper, or with a special device composed of five
sliding rulers.
For arcs and girths a narrow, flexible steel tape with flat section is used. Self-
straightening steel tapes must be avoided.
Systems of variables
In the field of ergonomics and safety the main problem is fitting equipment and
work space to humans and tailoring clothes to the right size.
Equipment and work space require mainly linear measures of limbs and body
segments that can easily be calculated from landmark heights and diameters,
whereas tailoring sizes are based mainly on arcs, girths and flexible tape lengths.
Both systems may be combined according to need.
In any case it is absolutely necessary to have a precise space reference for each
measurement. The landmarks must therefore be linked by heights and diameters
and every arc or girth must have a defined landmark reference. Heights and slopes
must be indicated.
A basic set of variables for work space has been reduced to 33 measured variables
(figure 29.9) plus 20 derived by simple calculation. For a general purpose military
survey, Hertzberg and co-workers use 146 variables. For clothes and general
biological purposes the Italian Fashion Board (Ente Italiano della Moda) uses a set
of 32 general purpose variables and 28 technical ones. The German norm (DIN 61
516) of control body dimensions for clothes includes 12 variables. The
recommendation of the International Organization for Standardization (ISO) for
anthropometry includes a core list of 36 variables (see table 29.1). The
International Data on Anthropometry tables published by the ILO list 19 body
dimensions for the populations of 20 different regions of the world (Jürgens, Aune
and Pieper 1990).
1.1 Forward reach (to hand grip with subject standing upright against a wall)
2.2 Eye height, sitting (from seat to inner corner of the eye)
2.4 Elbow height, sitting (from seat to lowest point of bent elbow)
2.10 Elbow to elbow breadth (distance between lateral surface of the elbows)
3.1 Index finger breadth, proximal (at the joint between medial and proximal phalanges)
3.2 Index finger breadth, distal (at the joint between distal and medial phalanges)
6.2 Tibial height (from the floor to the highest point on the antero-medial margin of the
glenoid of the tibia)
6.3 Cervical height sitting (to the tip of the spinous process of the 7th cervical vertebra).
The use of mannequins, particularly those representing the standard 5th, 50th and
95th percentiles for fitting trials may be highly misleading, if body variations in
body proportions are not taken into consideration.
Statistical treatment
As anthropometric data cannot be collected for the whole population (except in the
rare case of a particularly small population), sampling is generally necessary. A
basically random sample should be the starting point of any anthropometric survey.
To keep the number of measured subjects to a reasonable level it is generally
necessary to have recourse to multiple-stage stratified sampling. This allows the
most homogeneous subdivision of the population into a number of classes or strata.
The population may be subdivided by sex, age group, geographical area, social
variables, physical activity and so on.
Survey forms have to be designed keeping in mind both measuring procedure and
data treatment. An accurate ergonomic study of the measuring procedure should be
made in order to reduce the operator’s fatigue and possible errors. For this reason
variables must be grouped according to the instrument used and ordered in
sequence so as to reduce the number of body flexions the operator has to make.
To reduce the effect of personal error, the survey should be carried out by one
operator. If more than one operator has to be used, training is necessary to assure
replicability of measurements.
Population anthropometrics
The adaptation of work space or equipment to the user may depend not only on the
bodily dimensions, but also on such variables as tolerance of discomfort and nature
of activities, clothing, tools and environmental conditions. A combination of a
check list of relevant factors, a simulator and a series of fitting trials using a sample
of subjects chosen to represent the range of body sizes of the expected user
population can be used.
The aim is to find tolerance ranges for all subjects. If the ranges overlap it is
possible to select a narrower final range which is not outside the tolerance limits of
any subject. If there is no overlap it will be necessary to make the structure
adjustable or to provide it in different sizes. If more than two dimensions are
adjustable a subject may not be able to decide which of the possible adjustments
will fit him best.
Dynamic anthropometrics
Static anthropometrics may give wide information about movement if an adequate
set of variables has been chosen. Nevertheless when movements are complicated
and a close fit with the industrial environment is desirable, as in most user-machine
and human-vehicle interfaces, an exact survey of postures and movements is
necessary. This may be done with suitable mock-ups that allow tracing of reach
lines or by photography. In this case a camera fitted with telephoto lens and an
anthropometric rod, placed in the sagittal plane of the subject, allows standardized
photographs with little distortion of image. Small labels on subjects’ articulations
make exact tracing of movements possible.
MUSCULAR WORK
Juhani Smolander and Veikko Louhevaara
Muscular work in occupational activities can be roughly divided into four groups:
heavy dynamic muscle work, manual materials handling, static work and repetitive
work. Heavy dynamic work tasks are found in forestry, agriculture and the
construction industry, for example. Materials handling is common, for example, in
nursing, transportation and warehousing, while static loads exist in office work, the
electronics industry and in repair and maintenance tasks. Repetitive work tasks can
be found in the food and wood-processing industries, for example.
It is important to note that manual materials handling and repetitive work are
basically either dynamic or static muscular work, or a combination of these two.
In dynamic work, active skeletal muscles contract and relax rhythmically. The
blood flow to the muscles is increased to match metabolic needs. The increased
blood flow is achieved through increased pumping of the heart (cardiac output),
decreased blood flow to inactive areas, such as kidneys and liver, and increased
number of open blood vessels in the working musculature. Heart rate, blood
pressure, and oxygen extraction in the muscles increase linearly in relation to
working intensity. Also, pulmonary ventilation is heightened owing to deeper
breathing and increased breathing frequency. The purpose of activating the whole
cardio-respiratory system is to enhance oxygen delivery to the active muscles. The
level of oxygen consumption measured during heavy dynamic muscle work
indicates the intensity of the work. The maximum oxygen consumption (VO2max)
indicates the person’s maximum capacity for aerobic work. Oxygen consumption
values can be translated to energy expenditure (1 litre of oxygen consumption per
minute corresponds to approximately 5 kcal/min or 21 kJ/min).
In the case of dynamic work, when the active muscle mass is smaller (as in the
arms), maximum working capacity and peak oxygen consumption are smaller than
in dynamic work with large muscles. At the same external work output, dynamic
work with small muscles elicits higher cardio-respiratory responses (e.g., heart
rate, blood pressure) than work with large muscles (figure 29.10).
The most prominent circulatory feature of static work is a rise in blood pressure.
Heart rate and cardiac output do not change much. Above a certain intensity of
effort, blood pressure increases in direct relation to the intensity and the duration of
the effort. Furthermore, at the same relative intensity of effort, static work with
large muscle groups produces a greater blood pressure response than does work
with smaller muscles. (See figure 29.10 .)
When muscular workload does not exceed the worker’s physical capacities, the
body will adapt to the load and recovery is quick when the work is stopped. If the
muscular load is too high, fatigue will ensue, working capacity is reduced, and
recovery slows down. Peak loads or prolonged overload may result in organ
damage (in the form of occupational or work-related diseases). On the other hand,
muscular work of certain intensity, frequency, and duration may also result in
training effects, as, on the other hand, excessively low muscular demands may
cause detraining effects. These relationships are represented by the so-called
expanded stress-strain concept developed by Rohmert (1984) (figure 29.11).
Figure 29.11 The expanded stress-strain model modified from Rohmert (1984)
In general, there is little epidemiological evidence that muscular overload is a risk
factor for diseases. However, poor health, disability and subjective overload at
work converge in physically demanding jobs, especially with older workers.
Furthermore, many risk factors for work-related musculoskeletal diseases are
connected to different aspects of muscular workload, such as the exertion of
strength, poor working postures, lifting and sudden peak loads.
One of the aims of ergonomics has been to determine acceptable limits for
muscular workloads which could be applied for the prevention of fatigue and
disorders. Whereas the prevention of chronic effects is the focus of epidemiology,
work physiology deals mostly with short-term effects, that is, fatigue in work tasks
or during a work day.
According to Åstrand’s (1960) classical study, RAS should not exceed 50% during
an eight-hour working day. In her experiments, at a 50% workload, body weight
decreased, heart rate did not reach steady state and subjective discomfort increased
during the day. She recommended a 50% RAS limit for both men and women.
Later on she found that construction workers spontaneously chose an average RAS
level of 40% (range 25-55%) during a working day. Several more recent studies
have indicated that the acceptable RAS is lower than 50%. Most authors
recommend 30-35% as an acceptable RAS level for the entire working day.
Originally, the acceptable RAS levels were developed for pure dynamic muscle
work, which rarely occurs in real working life. It may happen that acceptable RAS
levels are not exceeded, for example, in a lifting task, but the local load on the back
may greatly exceed acceptable levels. Despite its limitations, RAS determination
has been widely used in the assessment of physical strain in different jobs.
Manual materials handling includes such work tasks as lifting, carrying, pushing
and pulling of various external loads. Most of the research in this area has focused
on low back problems in lifting tasks, especially from the biomechanical point of
view.
A RAS level of 20-35% has been recommended for lifting tasks, when the task is
compared to an individual maximum oxygen consumption obtained from a bicycle
ergometer test.
In one large-scale field study (Louhevaara, Hakola and Ollila 1990) it was found
that healthy male workers could handle postal parcels weighing 4 to 5 kilograms
during a shift without any signs of objective or subjective fatigue. Most of the
handling occurred below shoulder level, the average handling frequency was less
than 8 parcels per minute and the total number of parcels was less than 1,500 per
shift. The mean heart rate of the workers was 101 beats per minute and their mean
oxygen consumption 1.0 l/min, which corresponded to 31% RAS as related to
bicycle maximum.
Observations of working postures and use of force carried out for example
according to OWAS method (Karhu, Kansi and Kuorinka 1977), ratings of
perceived exertion and ambulatory blood pressure recordings are also suitable
methods for stress and strain assessments in manual materials handling.
Electromyography can be used to assess local strain responses, for example in arm
and back muscles.
Older studies indicated that no fatigue will be developed when the relative force is
below 15% of the maximum force. However, more recent studies have indicated
that the acceptable relative force is specific to the muscle or muscle group, and is 2
to 5% of the maximum static strength. These force limits are, however, difficult to
use in practical work situations because they require electromyographic recordings.
For the practitioner, fewer field methods are available for the quantification of
strain in static work. Some observational methods (e.g., the OWAS method) exist
to analyse the proportion of poor working postures, that is, postures deviating from
normal middle positions of the main joints. Blood pressure measurements and
ratings of perceived exertion may be useful, whereas heart rate is not so applicable.
Repetitive work with small muscle groups resembles static muscle work from the
point of view of circulatory and metabolic responses. Typically, in repetitive work
muscles contract over 30 times per minute. When the relative force of contraction
exceeds 10% of the maximum force, endurance time and muscle force start to
decrease. However, there is wide individual variation in endurance times. For
example, the endurance time varies between two to fifty minutes when the muscle
contracts 90 to 110 times per minute at a relative force level of 10 to 20% (Laurig
1974).
It is very difficult to set any definitive criteria for repetitive work, because even
very light levels of work (as with the use of a microcomputer mouse) may cause
increases in intramuscular pressure, which may sometimes lead to swelling of
muscle fibres, pain and reduction in muscle strength.
Repetitive and static muscle work will cause fatigue and reduced work capacity at
very low relative force levels. Therefore, ergonomic interventions should aim to
minimize the number of repetitive movements and static contractions as far as
possible. Very few field methods are available for strain assessment in repetitive
work.
The prevention of muscular overload may be directed to the work content, the
work environment and the worker. The load can be adjusted by technical means,
which focus on the work environment, tools, and/or the working methods. The
fastest way to regulate muscular workload is to increase the flexibility of working
time on an individual basis. This means designing work-rest regimens which take
into account the workload and the needs and capacities of the individual worker.
POSTURES AT WORK
Ilkka Kuorinka
Postures have interested researchers and practitioners for at least the following
reasons:
Figure 29.13 Too high hand positions or forward bending are amont the most common
ways of creating “static” load
2. Posture is closely related to balance and stability. In fact, posture is controlled
by several neural reflexes where input from tactile sensations and visual cues from
the surroundings play an important role. Some postures, like reaching objects from
a distance, are inherently unstable. Loss of balance is a common immediate cause
of work accidents. Some work tasks are performed in an environment where
stability cannot always be guaranteed, for example, in the construction industry.
3. Posture is the basis of skilled movements and visual observation. Many tasks
require fine, skilled hand movements and close observation of the object of the
work. In such cases, posture becomes the platform of these actions. Attention is
directed to the task, and the postural elements are enlisted to support the tasks: the
posture becomes motionless, the mus-cular load increases and becomes more
static. A French research group showed in their classical study that immobility and
musculoskeletal load increased when the rate of work increased (Teiger, Laville
and Duraffourg 1974).
From a safety and health point of view, all the aspects of posture described above
may be important. However, postures as a source of musculoskeletal illnesses such
as low back diseases have attracted the most attention. Musculoskeletal problems
related to repetitive work are also connected to postures.
Low back pain (LBP) is a generic term for various low back diseases. It has many
causes and posture is one possible causal element. Epidemiological studies have
shown that physically heavy work is conducive to LBP and that postures are one
element in this process. There are several possible mechanisms which explain why
certain postures may cause LBP. Forward bending postures increase the load on
the spine and ligaments, which are especially vulnerable to loads in a twisted
posture. External loads, especially dynamic ones, such as those imposed by jerks
and slipping, may increase the loads on the back by a large factor.
From a safety and health standpoint, it is important to identify bad postures and
other postural elements as part of the safety and health analysis of work in general.
Postures can be recorded and measured objectively by the use of visual observation
or more or less sophisticated measuring techniques. They can also be recorded by
using self-rating schemes. Most methods consider posture as one of the elements in
a larger context, for example, as part of the job content—as do the AET and
Renault’s Les profils des postes (Landau and Rohmert 1981; RNUR 1976)—or as
a starting point for biomechanical calculations that also take into account other
components.
The following short list of measuring methods and techniques presents selected
examples:
Video is usually an integral part of the recording and analysis process. The US
National Institute for Occupational Safety and Health (NIOSH) has presented
guidelines for using video methods in hazard analysis (NIOSH 1990).
Working postures serve a goal, a finality outside themselves. That is why they are
related to external working conditions. Postural analysis that does not take into
account the work environment and the task itself is of limited interest to
ergonomists.
The dimensional characteristics of the workplace largely define the postures (as in
the case of a sitting task), even for dynamic tasks (for example, the handling of
material in a confined space). The loads to be handled force the body into a certain
posture, as does the weight and nature of the working tool. Some tasks require that
body weight be used to support a tool or to apply force on the object of the work,
as shown, for example in figure 29.14 .
Individual differences, age and sex influence postures. In fact, it has been found
that a “typical” or “best” posture, for example in manual handling, is largely
fiction. For each individual and each working situation, there are a number of
alternative “best” postures from the standpoint of different criteria.
Belts, lumbar supports and orthotics have been recommended for tasks with a risk
of low back pain or upper-limb musculoskeletal injuries. It has been assumed that
these devices give support to muscles, for example, by controlling intra-abdominal
pressure or hand movements. They are also expected to limit the range of
movement of the elbow, wrist or fingers. There is no evidence that modifying
postural elements with these devices would help to avoid musculoskeletal
problems.
Postures or postural elements have not been subject to regulatory activities per se.
However, several documents either contain statements which have a bearing on
postures or include the issue of postures as an integral element of a regulation. A
complete picture of the existing regulatory material is not available. The following
references are presented as examples.
2. The NIOSH lifting guidelines (NIOSH 1981), as such, are not regulations
either, but they have attained that status. The guidelines derive weight limits for
loads using the location of the load—a postural element—as a basis.
BIOMECHANICS
Frank Darby
· tissue: springs
The main aim of biomechanics is to study the way the body produces force and
generates movement. The discipline relies primarily on anatomy, mathematics and
physics; related disciplines are anthropometry (the study of human body
measurements), work physiology and kinesiology (the study of the principles of
mechanics and anatomy in relation to human movement).
Back strains and sprains and more serious problems involving the intervertebral
discs are common examples of workplace injuries that can be avoided. These often
occur because of a sudden particular overload, but may also reflect the exertion of
excessive forces by the body over many years: problems may occur suddenly or
may take time to develop. An example of a problem that develops over time is
“seamstress’s finger”. A recent description describes the hands of a woman who,
after 28 years of work in a clothing factory, as well as sewing in her spare time,
developed hardened thickened skin and an inability to flex her fingers (Poole
1993). (Specifically, she suffered from a flexion deformity of the right index
finger, prominent Heberden’s nodes on the index finger and thumb of the right
hand, and a prominent callosity on the right middle finger due to constant friction
from the scissors.) X-ray films of her hands showed severe degenerative changes in
the outermost joints of her right index and middle fingers, with loss of joint space,
articular sclerosis (hardening of tissue), osteophytes (bony growths at the joint) and
bone cysts.
Inspection at the workplace showed that these problems were due to repeated
hyperextension (bending up) of the outermost finger joint. Mechanical overload
and restriction in blood flow (visible as a whitening of the finger) would be
maximal across these joints. These problems developed in response to repeated
muscle exertion in a site other than the muscle.
Figure 29.15 Skeletal muscles occur in pairs in order to initiate or reverse a movement
2. Muscles contract most efficiently when the muscle pair is in relaxed balance.
The muscle acts most efficiently when it is in the midrange of the joint it flexes.
This is so for two reasons: first, if the muscle tries to contract when it is shortened,
it will pull against the elongated opposing muscle. Because the latter is stretched, it
will apply an elastic counterforce that the contracting muscle must
overcome. Figure 29.16 shows the way in which muscle force varies with muscle
length.
This rule also means that muscle tension will be at a minimum while a task is
performed. One example of the infringement of the rule is the overuse syndrome
(RSI, or repetitive strain injury) which affects the muscles of the top of the forearm
in keyboard operators who habitually operate with the wrist flexed up. Often this
habit is forced on the operator by the design of the keyboard and workstation.
Applications
The diameter of a handle affects the force that the muscles of the hand can apply to
a tool. Research has shown that the optimum handle diameter depends on the use
to which the tool is put. For exerting thrust along the line of the handle, the best
diameter is one that allows the fingers and thumb to assume a slightly overlapping
grip. This is about 40 mm. To exert torque, a diameter of about 50-65 mm is
optimal. (Unfortunately, for both purposes most handles are smaller than these
values.)
As a special case of a handle, the ability to exert force with pliers depends on the
handle separation, as shown in figure 29.18 .
Figure 29.18 Grip strength of pliers jaws exerted by male and female users as a
function of handle separation
Seated posture
Screwdriving
Why are screws inserted clockwise? The practice probably arose in unconscious
recognition that the muscles that rotate the right arm clockwise (most people are
right-handed) are larger (and therefore more powerful) that the muscles that rotate
it anticlockwise.
The term manual handling includes lifting, lowering, pushing, pulling, carrying,
moving, holding and restraining, and encompasses a large part of the activities of
working life.
2. How much can be handled without overexerting the lungs (breathing hard to
the point of panting)? This is called the physiological criterion.
3. How much do people feel able to handle comfortably? This is called the
psychophysical criterion.
There is a need for these three different criteria because there are three broadly
different reactions that can occur to lifting tasks: if the work goes on all day, the
concern will be how the person feels about the task—the psychophysical criterion;
if the force to be applied is large, the concern would be that muscles and joints are
not overloaded to the point of damage—the biomechanical criterion; and if the rate
of work is too great, then it may well exceed the physiological criterion, or the
aerobic capacity of the person.
Many factors determine the extent of the load placed on the body by a manual
handling task. All of them suggest opportunities for control.
If the task requires a person to twist or reach forward with a load, the risk of injury
is greater. The workstation can often be redesigned to prevent these actions. More
back injuries occur when the lift begins at ground level compared to mid-thigh
level, and this suggests simple control measures. (This applies to high lifting as
well.)
The load.
The load itself may influence handling because of its weight and its location. Other
factors, such as its shape, its stability, its size and its slipperiness may all affect the
ease of a handling task.
Organization and environment.
The way work is organized, both physically and over time (temporally), also
influences handling. It is better to spread the burden of unloading a truck in a
delivery bay over several people for an hour rather than to ask one worker to spend
all day on the task. The environment influences handling—poor light, cluttered or
uneven floors and poor housekeeping may all cause a person to stumble.
Personal factors.
Personal handling skills, the age of the person and the clothing worn also can
influence handling requirements. Education for training and lifting are required
both to provide necessary information and to allow time for the development of the
physical skills of handling. Younger people are more at risk; on the other hand,
older people have less strength and less physiological capacity. Tight clothing can
increase the muscle force required in a task as people strain against the tight cloth;
classic examples are the nurse’s smock uniform and tight overalls when people do
work above their heads.
The points mentioned above indicate that it is impossible to state a weight that will
be “safe” in all circumstances. (Weight limits have tended to vary from country to
country in an arbitrary manner. Indian dockers, for example, were once “allowed”
to lift 110 kg, while their counterparts in the former People’s Democratic Republic
of Germany were “limited” to 32 kg.) Weight limits have also tended to be too
great. The 55 kg suggested in many countries is now thought to be far too great on
the basis of recent scientific evidence. The National Institute for Occupational
Safety and Health (NIOSH) in the United States has adopted 23 kg as a load limit
in 1991 (Waters et al. 1993).
Each lifting task needs to be assessed on its own merits. A useful approach to
determining a weight limit for a lifting task is the equation developed by NIOSH:
RWL = LC × HM × VM × DM × AM × CM × FM
Where
HM = the horizontal distance from the centre of gravity of the load to the midpoint
between the ankles (minimum 15 cm, maximum 80 cm)
VM = the vertical distance between the centre of gravity of the load and the floor
at the start of the lift (maximum 175 cm)
DM = the vertical travel of the lift (minimum 25 cm, maximum 200 cm)
AM = asymmetry factor–the angle the task deviates from straight out in front of
the body
By comparing the weight to be lifted in the task and the RWL, a lifting index (LI)
can be obtained according to the relationship:
LI=(weight to be handled)/RWL.
GENERAL FATIGUE
Étienne Grandjean*
*This article is adapted from the 3rd edition of the Encyclopaedia of Occupational
Health and Safety.
The two concepts of fatigue and rest are familiar to all from personal experience.
The word “fatigue” is used to denote very different conditions, all of which cause a
reduction in work capacity and resistance. The very varied use of the concept of
fatigue has resulted in an almost chaotic confusion and some clarification of
current ideas is necessary. For a long time, physiology has distinguished between
muscular fatigue and general fatigue. The former is an acute painful phenomenon
localized in the muscles: general fatigue is characterized by a sense of diminishing
willingness to work. This article is concerned only with general fatigue, which may
also be called “psychic fatigue” or “nervous fatigue” and the rest that it
necessitates.
General fatigue may be due to quite different causes, the most important of which
are shown in figure 29.19 . The effect is as if, during the course of the day, all the
various stresses experienced accumulate within the organism, gradually producing
a feeling of increasing fatigue. This feeling prompts the decision to stop work; its
effect is that of a physiological prelude to sleep.
Figure 29.19 Diagrammatic presentation of the cumulative effect of the everyday causes
of fatigue
Fatigue is a salutary sensation if one can lie down and rest. However, if one
disregards this feeling and forces oneself to continue working, the feeling of
fatigue increases until it becomes distressing and finally overwhelming. This daily
experience demonstrates clearly the biological significance of fatigue which plays
a part in sustaining life, similar to that played by other sensations such as, for
example, thirst, hunger, fear, etc.
The physiologist Hess was the first to observe that electrical stimulation of certain
of the diencephalic structures, and more especially of certain of the structures of
the medial nucleus of the of the thalamus, gradually produced an inhibiting effect
which showed itself in a deterioration in the capacity for reaction and in a tendency
to sleep. If stimulation was continued for a certain time, general relaxation was
followed by sleepiness and finally by sleep. It was later proved that, starting from
these structures, an active inhibition may extend to the cerebral cortex where all
conscious phenomena are centred. This is reflected not only in behaviour, but also
in the electrical activity of the cerebral cortex. Other experiments have also
succeeded in initiating inhibitions from other sub-cortical regions.
The conclusion which can be drawn from all these studies is that there are
structures located in the diencephalon and mesencephalon which represent an
effective inhibiting system and which trigger off fatigue with all its accompanying
phenomena.
Numerous experiments performed on animals and humans have shown that the
general disposition of them both to reaction depends not only on this system of
inhibition, but essentially also on a system functioning in an antagonistic manner,
known as the reticular ascending system of activation. We know from experiments
that the reticular formation contains structures which control the degree of
wakefulness, and consequently the general dispositions to reaction. Nervous links
exist between these structures and the cerebral cortex where the activating
influences are exerted on the consciousness. Moreover, the activating system
receives stimulations from the sensory organs. Other nervous connections transmit
impulses from the cerebral cortex—the area of perception and thought—to the
activation system. On the basis of these neurophysiological concepts it can be
established that external stimuli as well as influences originating in the areas of
consciousness may, in passing through the activating system, stimulate a
disposition to reaction.
Clinical fatigue
It is a matter of common experience that pronounced fatigue occurring day after
day will gradually produce a state of chronic fatigue. The feeling of fatigue is then
intensified and comes on not only in the evening after work but already during the
day, sometimes even before the start of work. A feeling of malaise, frequently of
an emotive nature, accompanies this state. The following symptoms are often
observed in persons suffering from fatigue: heightened psychic emotivity
(antisocial behaviour, incompatibility), tendency to depression (unmotivated
anxiety), and lack of energy with loss of initiative. These psychic effects are often
accompanied by an unspecific malaise and manifest themselves by psychosomatic
symptoms: headaches, vertigo, cardiac and respiratory functional disturbances, loss
of appetite, digestive disorders, insomnia, etc.
Research has shown that the switchboard operators and supervisory personnel
employed in telecommunications services exhibited a significant increase in
physiological symptoms of fatigue after their work (visual reaction time, flicker
fusion frequency, dexterity tests). Medical investigations revealed that in these two
groups of workers there was a significant increase in neurotic conditions,
irritability, difficulty in sleeping and in the chronic feeling of lassitude, by
comparison with a similar group of women employed in the technical branches of
the postal, telephone and telegraphic services. The accumulation of symptoms was
not always due to a negative attitude on the part of the women affected towards
their job or their working conditions.
Preventive Measures
These is no panacea for fatigue but much can be done to alleviate the problem by
attention to general working conditions and the physical environment at the
workplace. For example much can be achieved by the correct arrangement of hours
of work, provision of adequate rest periods and suitable canteens and rest rooms;
adequate paid holidays should also be given to workers. The ergonomic study of
the workplace can also help in the reduction of fatigue by ensuring that seats,
tables and work benches are of suitable dimensions and that the work flow is
correctly organized. In addition, noise control, air-conditioning, heating,
ventilation and lighting may all have a beneficial effect on delaying the onset of
fatigue in workers.
Monotony and tension may also be alleviated by a controlled use of colour and
decoration in the surroundings, intervals of music and sometimes breaks for
physical exercises for sedentary workers. Training of workers and in particular of
supervisory and management staff also play an important part.
Fatigue and recovery are periodic processes in every living organism. Fatigue can
be described as a state which is characterized by a feeling of tiredness combined
with a reduction or undesired variation in the performance of the activity (Rohmert
1973).
Not all the functions of the human organism become tired as a result of use. Even
when asleep, for example, we breathe and our heart is pumping without pause.
Obviously, the basic functions of breathing and heart activity are possible
throughout life without fatigue and without pauses for recovery.
On the other hand, we find after fairly prolonged heavy work that there is a
reduction in capacity—which we call fatigue. This does not apply to muscular
activity alone. The sensory organs or the nerve centres also become tired. It is,
however, the aim of every cell to balance out the capacity lost by its activity, a
process which we call recovery.
The concepts of fatigue and recovery at human work is closely related to the
ergonomic concepts of stress and strain (Rohmert 1984) (figure 29.21).
The intensity/difficulty, the duration and the composition (i.e., the simultaneous
and successive distribution of these specific demands) of the stress factors results
in an combined stress, which all the exogenous effects of a working system exert
on the working person. This combined stress can be actively coped with or
passively put up with, specifically depending on the behaviour of the working
person. The active case will involve activities directed towards the efficiency of the
working system, while the passive case will induce reactions (voluntary or
involuntary), which are mainly concerned with minimizing stress. The relation
between the stress and activity is decisively influenced by the individual
characteristics and needs of the working person. The main factors of influence are
those that determine performance and are related to motivation and concentration,
and those related to disposition, which can be referred to as abilities and skills.
The stresses relevant to behaviour, which are manifest in certain activities, cause
individually different strains. The strains can be indicated by the reaction of
physiological or biochemical indicators (e.g., raising the heart rate) or it can be
perceived. Thus, the strains are susceptible to “psycho-physical scaling”, which
estimates the strain as experienced by the working person. In a behavioural
approach, the existence of strain can also be derived from an activity analysis. The
intensity with which indicators of strain (physiological-biochemical, behaviouristic
or psycho-physical) react depends on the intensity, duration and combination of
stress factors as well as on the individual characteristics, abilities, skills and needs
of the working person.
Despite constant stresses the indicators derived from the fields of activity,
performance and strain may vary over time (temporal effect). Such temporal
variations are to be interpreted as processes of adaptation by the organic systems.
The positive effects cause a reduction of strain/improvement of activity or
performance (e.g., through training). In the negative case, however, they will result
in increased strain/reduced activity or performance (e.g., fatigue, monotony).
The positive effects may come into action if the available abilities and skills are
improved in the working process itself, e.g., when the threshold of training
stimulation is slightly exceeded. The negative effects are likely to appear if so-
called endurance limits (Rohmert 1984) are exceeded in the course of the working
process. This fatigue leads to a reduction of physiological and psychological
functions, which can be compensated by recovery.
To restore the original performance rest allowances or at least periods with less
stress are necessary (Luczak 1993).
When the process of adaptation is carried beyond defined thresholds, the employed
organic system may be damaged so as to cause a partial or total deficiency of its
functions. An irreversible reduction of functions may appear when stress is far too
high (acute damage) or when recovery is impossible for a longer time (chronic
damage). A typical example of such damage is noise-induced hearing loss.
Models of Fatigue
Fatigue can be many-sided, depending on the form and combi-nation of strain, and
a general definition of it is yet not possible. The biological proceedings of fatigue
are in general not measurable in a direct way, so that the definitions are mainly
oriented towards the fatigue symptoms. These fatigue symptoms can be divided,
for example, into the following three categories.
In the process of fatigue all three of these symptoms may play a role, but they may
appear at different points in time.
In ergonomic analysis of stress and fatigue for determining the necessary recovery
time, considering the period of one working day is the most important. The
methods of such analyses start with the determination of the different stress factors
as a function of time (Laurig 1992) (figure 29.23).
The stress factors are determined from the specific work content and from the
conditions of work. Work content could be the production of force (e.g., when
handling loads), the coordination of motor and sensory functions (e.g., when
assembling or crane operating), the conversion of information into reaction (e.g.,
when controlling), the transformations from input to output information (e.g., when
programming, translating) and the production of information (e.g., when designing,
problem solving). The conditions of work include physical (e.g., noise, vibration,
heat), chemical (chemical agents) and social (e.g., colleagues, shift work) aspects.
In the easiest case there will be a single important stress factor while the others can
be neglected. In those cases, especially when the stress factors results from
muscular work, it is often possible to calculate the necessary rest allowances,
because the basic concepts are known.
For example, the sufficient rest allowance in static muscle work depends on the
force and duration of muscular contraction as in an exponential function linked by
multiplication according to the formula:
with
R.A. = Rest allowance in percentage of t
F = maximal force.
The connection between force, holding time and rest allowances is shown in figure
29.24 .
Figure 29.24 Percentage rest allowances for various combinations of holding forces and
time
Similar laws exist for heavy dynamic muscular work (Rohmert 1962), active light
muscular work (Laurig 1974) or different industrial muscular work (Schmidtke
1971). More rarely you find comparable laws for non-physical work, e.g., for
computing (Schmidtke 1965). An overview of existing methods for determining
rest allowances for mainly isolated muscle and non-muscle work is given by
Laurig (1981) and Luczak (1982).
More difficult is the situation where a combination of different stress factors exists,
as shown in figure 29.25 , which affect the working person simultaneously (Laurig
1992).
Figure 29.25 The combination of two stress factors
The combination of two stress factors, for example, can lead to different strain
reactions depending on the laws of combination. The combined effect of different
stress factors can be indifferent, compensatory or cumulative.
In the case of indifferent combination laws, the different stress factors have an
effect on different subsystems of the organism. Each of these subsystems can
compensate for the strain without the strain being fed into a common subsystem.
The overall strain depends on the highest stress factor, and thus laws of
superposition are not needed.
A cumulative effect arises if several stress factors are superimposed, that is, they
must pass through one physiological “bottleneck”. An example is the combination
of muscular work and heat stress. Both stress factors affect the circulatory system
as a common bottleneck with resultant cumulative strain.
Possible combination effects between muscle work and physical conditions are
described in Bruder (1993) (see table 29.3).
For the case of the combination of more than two stress factors, which is the
normal situation in practice, only limited scientific knowledge is available. The
same applies for the successive combination of stress factors, (i.e., the strain effect
of different stress factors which affect the worker successively). For such cases, in
practice, the necessary recovery time is determined by measuring physiological or
psychological parameters and using them as integrating values.
MENTAL WORKLOAD
Winfried Hacker
Although arising from different contexts, both approaches offer necessary and
well-founded contributions to different problems.
The requirements resources interaction approach was developed within the context
of personality-environment fit/misfit theories which try to explain interindividually
differing responses to identical physical and psychosocial conditions and
requirements. Thus, this approach may explain individual differences in the
patterns of subjective responses to loading requirements and conditions, for
example, in terms of fatigue, monotony, affective aversion, burnout or diseases
(Gopher and Donchin 1986; Hancock and Meshkati 1988).
The task requirements approach was developed within those parts of occupational
psychology and ergonomics which are predominantly engaged in task design,
especially in the design of new and untried future tasks, or so-called prospective
task design. The background here is the stress-strain concept. Task requirements
constitute the stress and the working subjects try to adapt to or to cope with the
demands much as they would to other forms of stress (Hancock and Chignell
1986). This task requirements approach tries to answer the question of how to
design tasks in advance in order to optimize their later impact on the—often still
unknown—employees who will accomplish these future tasks.
1. MWL mainly describes the input aspects of tasks, that is to say, the
requirements and demands made by the tasks on the employees, which might be
used in forecasting the task outcome.
2. The mental aspects of MWL are conceptualized in terms of information
processing. Information processing includes cognitive as well as
motivational/volitional and emotional aspects, since the persons always will
evaluate the demands which they have to cope with and, thus, will self-regulate
their effort for processing.
5. MWL will have a multidimensional impact which at least will determine (a)
behaviour, for example, the strategies and the resulting performance, (b) perceived,
subjective short-term well-being with consequences for health in the long run, and
(c) psycho-physiological processes, for example, alterations of blood pressure at
work, which may become long-term effects of a positive kind (promoting, say,
fitness improvement) or of a negative kind (involving impairments or ill-health).
6. From the point of view of task design, MWL should not be minimized—as
would be necessary in the case of carcinogenic air pollution—but optimized. The
reason is that demanding mental task requirements are inevitable for well-being,
health promotion and qualification since they offer the necessary activating
impulses, fitness prerequisites and learning/training options. Missing demands on
the contrary may result in deactivation, loss of physical fitness, de-qualification
and deterioration of so-called intrinsic (task content-dependent) motivation.
Findings in this area led to the technique of health and personality promoting task
design (Hacker 1986).
7. MWL therefore, in any case, must be dealt with in task analysis, task
requirement evaluation as well as in corrective and prospective task design.
From the person-environment fit point of view, MWL and its consequences may be
roughly categorized—as is shown in figure 29.26—into underload, properly fitting
load, and overload. This categorization results from the relationships between task
requirements and mental capabilities or resources. Task requirements may exceed,
fit with or fail to be satisfied by the resources. Both types of misfit may result from
quantitative or qualitative modes of misfit and will have qualitatively differing, but
in any case negative, consequences (see figure 29.26).
There are a sizeable number of reasons for the remaining difficulties with assessing
MWL according to the requirement-resource approaches (O’Donnell and
Eggemeier 1986). An attempt at MWL assessment has to cope with questions like
the following: is the task self-intended, following self-set goals, or is it directed
with reference to an externally defined order? Which type of capacities (conscious
intellectual processing, application of tacit knowledge, etc.) are required, and are
they called upon simultaneously or sequentially? Are there different strategies
available and, if so, which ones? Which coping mechanisms of a working person
might be required?
The most often discussed approaches try to assess MWL in terms of:
2. occupied or, vice versa, residual mental capacity (mental capacity assessment)
approaches applying the traditional dual task techniques as, for example, discussed
by O’Donnell and Eggemeier (1986).
Effort assessment. Such effort assessment techniques as, for example, the scaling
procedure applied to a perceived correlate of the general central activation,
developed and validated by Bartenwerfer (1970), offer verbal scales which may be
completed by graphic ones and which grade the unidimensionally varying part of
the perceived required effort during task accomplishment. The subjects are
requested to describe their perceived effort by means of one of the steps of the
scale provided.
The quality criteria mentioned above are met by this technique. Its limitations
include the unidimensionality of the scale, covering an essential but questionable
part of perceived effort; the limited or absent possibility of forecasting perceived
personal task outcomes, for example, in terms of fatigue, boredom or anxiety; and
especially the highly abstract or formal character of effort which will identify and
explain nearly nothing of the content-dependent aspects of MWL as, for example,
any possible useful applications of the qualification or the learning options.
Mental capacity assessment. The mental capacity assessment consists of the dual
task techniques and a related data interpretation procedure, called the performance
operating characteristic (POC). Dual task techniques cover several procedures.
Their common feature is that subjects are requested to perform two tasks
simultaneously. The crucial hypothesis is: the less an additional or secondary task
in the dual task situation will deteriorate in comparison with the base-line single
task situation, the lower the mental capacity requirements of the primary task, and
vice versa. The approach is now broadened and various versions of task
interference under dual task conditions are investigated. For example, the subjects
are instructed to perform two tasks concurrently with graded variations of the
priorities of the tasks. The POC curve graphically illustrates the effects of possible
dual-task combinations arising from sharing limited resources among the
concurrently performed tasks.
The critical assumptions of the approach mainly consist in the suggestions that
every task will require a certain share of a stable, limited conscious (versus
unconscious, automated, implicit or tacit) processing capacity, in the hypothetical
additive relationship of the two capacity requirements, and in the restriction of the
approach to performance data only. The latter might be misleading for several
reasons. First of all there are substantial differences in the sensitivity of
performance data and subjectively perceived data. Perceived load seems to be
determined mainly by the amount of required resources, often operationalized in
terms of working memory, whereas performance measures seem to be determined
predominantly by the efficiency of the sharing of resources, depending on
allocation strategies (this is dissociation theory; see Wickens and Yeh 1983).
Moreover, individual differences in information processing abilities and
personality traits strongly influence the indicators of MWL within the subjective
(perceived), performance and psychophysiological areas.
As has been shown, task requirements are multidimensional and, thus, may not be
described sufficiently by means of only one dimension, whether it be the perceived
effort or the residual conscious mental capacity. A more profound description
might be a profile-like one, applying a theoretically selected pattern of graded
dimensions of task characteristics. The central issue is thus the conceptualization of
“task”, especially in terms of task content, and of “task accomplishment”,
especially in terms of the structure and phases of goal-oriented actions. The role of
the task is stressed by the fact that even the impact of contextual conditions (like
temperature, noise or working hours) on the persons are task-dependent, since they
are mediated by the task acting as a gate device (Fisher 1986). Various theoretical
approaches sufficiently agree regarding those critical task dimensions, which offer
a valid prediction of the task outcome. In any case, task outcome is twofold, since
(1) the intended result must be achieved, meeting the performance-outcome
criteria, and (2) a number of unintended personal short-term and cumulative long-
term side effects will emerge, for example fatigue, boredom (monotony),
occupational diseases or improved intrinsic motivation, knowledge or skills.
· required cooperation
VIGILANCE
Herbert Heuer
The concept of vigilance refers to a human observer’s state of alertness in tasks
that demand efficient registration and processing of signals. The main
characteristics of vigilance tasks are relatively long durations and the requirement
to detect infrequent and unpredictable target stimuli (signals) against a background
of other stimulus events.
Vigilance Tasks
The prototypical task for vigilance research was that of radar operators.
Historically, their apparently unsatisfactory performance during the Second World
War has been a major impetus for the extensive study of vigilance. Another major
task requiring vigilance is industrial inspection. More generally, all kinds of
monitoring tasks which require the detection of relatively infrequent signals
embody the risk of failures to detect and to respond to these critical events.
The most frequently used performance measure in vigilance tasks is the proportion
of target stimuli, for example, faulty products in industrial inspection, that have
been detected; this is an estimate of the probability of so-called hits. Those target
stimuli that remain unnoticed are called misses. Although the hit rate is a
convenient measure, it is somewhat incomplete. There is a trivial strategy that
allows one to achieve 100% hits: one only has to classify all stimuli as targets.
However, the hit rate of 100% is then accompanied by a false-alarm rate of 100%,
that is, not only the target stimuli are correctly detected, but the background stimuli
are incorrectly “detected” as well. This line of reasoning makes it quite clear that
whenever there are false alarms at all, it is important to know their proportion in
addition to the hit rate. Another measure for performance in a vigilance task is the
time needed to respond to target stimuli (response time).
Performance in vigilance tasks exhibits two typical attributes. The first one is the
low overall level of vigilance performance. It is low in comparison with an ideal
situation for the same stimuli (short observation periods, high readiness of the
observer for each discrimination, etc.). The second attribute is the so-called
vigilance decrement, the decline of performance in the course of the watch which
can start within the first few minutes. Both these observations refer to the
proportion of hits, but they have also been reported for response times. Although
the vigilance decrement is typical of vigilance tasks, it is not universal.
The detection of a signal like a faulty product is partly a matter of the observer’s
strategy and partly a matter of the signal’s discriminability. This distinction is
based on the theory of signal detection (TSD), and some basics of the theory need
to be presented in order to highlight the distinction’s importance. Consider a
hypothetical variable, defined as “evidence for the presence of a signal”. Whenever
a signal is presented, this variable takes on some value, and whenever a
background stimulus is presented, it takes on a value that is lower on the average.
The value of the evidence variable is assumed to vary across repeated presentations
of the signal. Thus it can be characterized by a so-called probability density
function as is illustrated in figure 29.27. Another density function characterizes the
values of the evidence variable upon presentation of a background stimulus. When
the signals are similar to the background stimuli, the functions will overlap, so that
a certain value of the evidence variable can originate either from a signal or from a
background stimulus. The particular shape of the density functions of figure 29.27
is not essential for the argument.
Two major factors that influence the location of the threshold are payoffs and
signal frequency. The threshold will be set to lower values when there is much to
gain from a hit and little to lose from a false alarm, and it will be set to higher
values when false alarms are costly and the benefits from hits are small. A low
threshold setting can also be induced by a high proportion of signals, while a low
proportion of signals tends to induce higher threshold settings. The effect of signal
frequency on threshold settings is a major factor for the low overall performance in
terms of the proportion of hits in vigilance tasks and for the vigilance decrement.
Although part of the overall poor performance in vigilance tasks and many
instances of the vigilance decrement can be accounted for in terms of strategic
adjustments of the detection threshold to low signal rates, such an account is not
complete. There are changes in the observer during a watch that can reduce the
discriminability of stimuli or result in apparent threshold shifts that cannot be
considered as adaptation to the task characteristics. In the more than 40 years of
vigilance research a number of nonstrategic factors that contribute to poor overall
performance and to the vigilance decrement have been identified.
A correct response to a target in a vigilance task requires a sufficiently precise
sensory registration, an appropriate threshold location, and a link between the
perceptual processes and the associated response-related processes. During the
watch the observers have to maintain a certain task set, a certain readiness to
respond to target stimuli in a certain way. This is a nontrivial requirement, because
without a particular task set no observer would respond to target stimuli in the way
required. Two major sources of failures are thus inaccurate sensory registration and
lapses in the readiness to respond to target stimuli. Major hypotheses to account for
such failures will be briefly reviewed.
Selection of stimuli for processing will suffer when the action plan is temporarily
deactivated, that is, when the task set is temporarily absent. Vigilance tasks
embody a number of features that discourage continuous maintenance of the task
set, like short cycle times for processing stimuli, lack of feedback and little
motivational challenge by apparent task difficulty. So-called blockings can be
observed in almost all simple cognitive tasks with short cycle times like simple
mental arithmetic or rapid serial responses to simple signals. Similar blockings
occur in the maintenance of the task set in a vigilance task as well. They are not
immediately recognizable as delayed responses because responses are infrequent
and targets that are presented during a period of absent task set may no longer be
there when the absence is over, so that a miss will be observed instead of a delayed
response. Blockings become more frequent with time spent on task. This can give
rise to the vigilance decrement. There may be additional reasons for temporary
lapses in the availability of the appropriate task set, for example, distraction.
Certain stimuli are not selected in the service of the current action plan, but by
virtue of their own characteristics. These are stimuli that are intense, novel, moving
toward the observer, have an abrupt onset or for any other reason might require
immediate action no matter what the current action plan of the observer is. There is
little risk of not detecting such stimuli. They attract attention automatically, as is
indicated, for example, by the orienting response, which includes a shift of the
direction of the gaze toward the stimulus source. However, answering an alarm bell
is not normally considered a vigilance task. In addition to stimuli that attract
attention by their own characteristics, there are stimuli that are processed
automatically as a consequence of practice. They seem to “pop out” from the
environment. This kind of automatic processing requires extended practice with a
so-called consistent mapping, that is, a consistent assignment of responses to
stimuli. The vigilance decrement is likely to be small or even absent once
automatic processing of stimuli has been developed.
Finally, vigilance performance suffers from a lack of arousal. This concept refers
in a rather global manner to the intensity of neural activity, ranging from sleep
through normal wakefulness to high excitement. One of the factors that is thought
to affect arousal is external stimulation, and this is fairly low and uniform in most
vigilance tasks. Thus, the intensity of central nervous system activity can decline
overall over the course of a watch. An important aspect of arousal theory is that it
links vigilance performance to various task-unrelated situational factors and factors
related to the organism.
One way to raise the level of arousal is the introduction of additional noise.
However, the vigilance decrement is generally unaffected, and with respect to
overall performance the results are inconsistent: enhanced, unchanged and reduced
performance levels have all been observed. Perhaps the complex nature of noise is
relevant. For example, it can be affectively neutral or annoying; it cannot only be
arousing, but also be distracting. More consistent are the effects of sleep
deprivation, which is “de-arousing”. It generally reduces vigilance performance
and has sometimes been seen to enhance the vigilance decrement. Appropriate
changes of vigilance performance have also been observed with depressant drugs
like benzodiazepines or alcohol and stimulant drugs like amphetamine, caffeine or
nicotine.
The existing theories and data suggest some means to enhance vigilance
performance. Depending on the amount of specificity of the suggestions, it is not
difficult to compile lists of various lengths. Some rather broad suggestions are
given below that have to be fitted to specific task requirements. They are related to
the ease of perceptual discriminations, the appropriate strategic adjustments, the
reduction of uncertainty, the avoidance of the effects of attentional lapses and the
maintenance of arousal.
To counteract the strategic changes of the threshold that lead to a relatively low
proportion of correct detections of targets (and for making the task less boring in
terms of the frequency of actions to be taken) the suggestion has been made to
introduce fake targets. However, this seems not to be a good recommendation.
Fake targets will increase the proportion of hits overall, but at the cost of more
frequent false alarms. In addition, the proportion of undetected targets among all
stimuli that are not responded to (the outgoing faulty material in an industrial
inspection task) will not necessarily be reduced. Better suited seems to be explicit
knowledge about the relative importance of hits and false alarms and perhaps other
measures to obtain an appropriate placement of the threshold for deciding between
“good” and “bad”.
There are some obvious suggestions for the reduction of attentional lapses or at
least their impact on performance. By proper training, some kind of automatic
processing of targets can perhaps be obtained provided that the background and
target stimuli are not too variable. The requirement for a sustained maintenance of
the task set can be avoided by means of frequent short breaks, job rotation, job
enlargement or job enrichment. Introduction of variety can be as simple as having
the inspector himself or herself getting the material to be inspected from a box or
other location. This also introduces self-pacing, which may help in avoiding signal
presentations during temporary deactivations of the task set. Sustained
maintenance of task set can be supported by means of feedback, indicated interest
by supervisors and operator’s awareness of the importance of the task. Of course,
accurate feedback of performance level is not possible in typical vigilance tasks;
however, even inaccurate or incomplete feedback can be helpful as far as the
observer’s motivation is concerned.
There are some measures that can be taken to maintain a sufficient level of arousal.
Continuous use of drugs may exist in practice, but is never found among
recommendations. Some background music can be useful, but can also have an
opposite effect. Social isolation during vigilance tasks should mostly be avoided,
and during times of day with low levels of arousal like the late hours of the night,
supportive measures such as short watches are particularly important.
MENTAL FATIGUE
Peter Richter
Mental strain is a normal consequence of the coping process with mental workload
(MWL). Long-term load or a high intensity of job demands can result in short-term
consequences of overload (fatigue) and underload (monotony, satiation) and in
long-term consequences (e.g., stress symptoms and work-related diseases). The
maintenance of the stable regulation of actions while under strain can be realized
through changes in one’s action style (by variation of strategies of information-
seeking and decision-making), in the lowering of the level of need for achievement
(by redefinition of tasks and reduction of quality standards) and by means of a
compensatory increase of psychophysiological effort and afterwards a decrease of
effort during work time.
The design of task structures, environment, rest periods during working time and
sufficient sleep are the ways to reduce symptoms of mental fatigue in order that no
clinical consequences will occur:
WORK ORGANIZATION
Eberhard Ulich and Gudela Grote
The principle of complete activity (Hacker 1986) or complete task plays a central
role in work-related psychological concepts for defining work tasks and for
dividing up tasks between human and machine. Complete tasks are those “over
which the individual has considerable personal control” and that “induce strong
forces within the individual to complete or to continue them”. Complete tasks
contribute to the “development of what has been described ... as ‘task
orientation’—that is, a state of affairs in which the individual’s interest is aroused,
engaged and directed by the character of the task” (Emery 1959). Figure 29.29
summarizes characteristics of completeness which must be taken into account for
measures geared towards work-oriented design of production systems.
5. Action control with feedback of results means that shop-floor workers take on
the function of quality inspection and control.
These indications of the consequences arising from realizing the principle of the
complete task make two things clear: (1) in many cases—probably even the
majority of cases—complete tasks in the sense described in figure 29.29 can only
be structured as group tasks on account of the resulting complexity and the
associated scope; (2) restructuring of work tasks—particularly when it is linked to
introducing group work—requires their integration into a comprehensive
restructuring concept which covers all levels of the company.
The structural principles which apply to the various levels are summarized in table
29.5 .
1
Taking into account the principle of differential work design.
Possibilities for realizing the principles for production structuring outlined in table
29.5 are illustrated by the proposal for restructuring a production company shown
in figure 29.30 . This proposal, which was unanimously approved both by those
responsible for production and by the project group formed for the purpose of
restructuring, also demonstrates a fundamental turning away from Tayloristic
concepts of labour and authority divisions. The examples of many companies show
that the restructuring of work and organization structures on the basis of such
models is able to meet both work psychological criteria of promoting health and
personality development and the demand for long-term economic efficiency (see
Ulich 1994).
2. Classical career paths for skilled workers are modified and in some cases
precluded by the necessary realization of the functional integration principle, that
is, with the reintegration on the shop-floor of what are known as indirectly
productive functions, such as shop-floor work preparation, maintenance, quality
control and so forth. This requires a fundamental reorientation in the sense of
replacing the traditional career culture with a competence culture.
3. Concepts such as those mentioned here mean a fundamental change to
corporate power structures which must find their counterpart in the development of
corresponding possibilities for participation.
Workers’ Participation
In the previous sections types of work organization were described that have as one
basic characteristic the democratization at lower levels of an organization’s
hierarchy through increased autonomy and decision latitude regarding work
content as well as working conditions on the shop-floor. In this section,
democratization is approached from a different angle by looking at participative
decision-making in general. First, a definitional framework for participation is
presented, followed by a discussion of research on the effects of participation.
Finally, participative systems design is looked at in some detail.
A classification scheme quite different from those derived from the dimensions
presented so far was developed by Hornby and Clegg (1992). Based on work by
Wall and Lischeron (1977), they distinguish three aspects of participative
processes:
1. the types and levels of interactions between the parties involved in a decision
3. the nature and degree of influence the parties exert on each other.
Organizational structure
Organizational Mechanistic Organic
processes
Stable Regulated Open
Interaction: vertical/command Interaction: lateral/consultative
Information flow: non-reciprocal Information flow: reciprocal
Influence: asymmetrical Influence: asymmetrical
Unstable Arbitrary Regulated
Interaction: ritualistic/random Interaction: intensive/random
Information flow: Information flow:
non-reciprocal/sporadic reciprocal/interrogative
Influence: authoritarian Influence: paternalistic
This occurred despite the fact that a transfer bonus was given to compensate for the
initial loss in piece-rate earnings after a transfer to a new job. Comparing the three
experimental conditions it was found that the group with no participation remained
at a low level of production—which had been set as the group standard—for the
first month after the transfer, while the groups with full participation recovered to
their former productivity within a few days and even exceeded it at the end of the
month. The third group that participated through chosen representatives did not
recover as fast, but showed their old productivity after a month. (They also had
insufficient material to work on for the first week, however.) No turnover occurred
in the groups with participation and little aggression towards management was
observed. The turnover in the participation group without participation was 17%
and the attitude towards management was generally hostile. The group with no
participation was broken up after one month and brought together again after
another two and one-half months to work on a new job, and this time they were
given the opportunity to participate in the design of their job. They then showed
the same pattern of recovery and increased productivity as the groups with
participation in the first experiment. The results were explained by Coch and
French on the basis of a general model of resistance to change derived from work
by Lewin (1951, see below).
Bartlem and Locke (1981) argued that these findings could not be interpreted as
support for the positive effects of participation because there were important
differences between the groups as regards the explanation of the need for changes
in the introductory meetings with management, the amount of training received,
the way the time studies were carried out to set the piece rate, the amount of work
available and group size. They assumed that perceived fairness of pay rates and
general trust in management contributed to the better performance of the
participation groups, not participation per se.
The important question then is not the if, but the how of participation. Scarbrough
and Corbett (1992) provided an overview of various types of participation in the
various stages of the design process (see table 29.7). As they point out, user
involvement in the actual design of technology is rather rare and often does not
extend beyond information distribution. Participation mostly occurs in the latter
stages of implementation and optimization of the technical system and during the
development of socio-technical design options, that is, options of organizational
and job design in combination with options for the use of the technical system.
Formal Informal
Photocopying
User cooperation
Quality circles
SLEEP DEPRIVATION
Kazutaka Kogi
Healthy individuals regularly sleep for several hours every day. Normally they
sleep during the night hours. They find it most difficult to remain awake during the
hours between midnight and early morning, when they normally sleep. If an
individual has to remain awake during these hours either totally or partially, the
individual comes to a state of forced sleep loss, or sleep deprivation, that is usually
perceived as tiredness. A need for sleep, with fluctuating degrees of sleepiness, is
felt which continues until sufficient sleep is taken. This is the reason why periods
of sleep deprivation are often said to cause a person to incur sleep deficit or sleep
debt.
Sleep deprivation presents a particular problem for workers who cannot take
sufficient sleep periods because of work schedules (e.g., working at night) or, for
that matter, prolonged free-time activities. A worker on a night shift remains sleep-
deprived until the opportunity for a sleep period becomes available at the end of
the shift. Since sleep taken during daytime hours is usually shorter than needed, the
worker cannot recover from the condition of sleep loss sufficiently until a long
sleep period, most likely a night sleep, is taken. Until then, the person accumulates
a sleep deficit. (A similar condition—jet lag—arises after travelling between time
zones that differ by a few hours or more. The traveller tends to be sleep-deprived
as the activity periods in the new time zone correspond more clearly to the normal
sleep period in the originating place.) During the periods of sleep loss, workers feel
tired and their performance is affected in various ways. Thus various degrees of
sleep deprivation are incorporated into the daily life of workers having to work
irregular hours and it is important to take measures to cope with unfavourable
effects of such sleep deficit. The main conditions of irregular working hours that
contribute to sleep deprivation are shown in table 29.8 .
Table 29.8 Main conditions of irregular working hours which contribute to sleep
deprivation of various degrees
In extreme conditions, sleep deprivation may last for more than a day. Then
sleepiness and performance changes increase as the period of sleep deprivation is
prolonged. Workers, however, normally take some form of sleep before sleep
deprivation becomes too protracted. If the sleep thus taken is not sufficient, the
effects of sleep shortage still continue. Thus, it is important to know not only the
effects of sleep deprivation in various forms but also the ways in which workers
can recover from it.
The complex nature of sleep deprivation is shown by figure 29.31 , which depicts
data from laboratory studies on the effects of two days of sleep deprivation
(Fröberg 1985).
The fact that the effects of sleep deprivation are correlated with physiological
circadian rhythms helps us to understand its complex nature (Folkard and
Akerstedt 1992). These effects should be viewed as a result of a phase shift of the
sleep-wakefulness cycle in one’s daily life.
The effects of continuous work or sleep deprivation thus include not only a
reduction in alertness but decreased performance capabilities, increased probability
of falling asleep, lowered well-being and morale and impaired safety. When such
periods of sleep deprivation are repeated, as in the case of shift workers, their
health may be affected (Rutenfranz 1982; Koller 1983; Costa et al. 1990). An
important aim of research is thus to determine to what extent sleep deprivation
damages the well-being of individuals and how we can best use the recovery
function of sleep in reducing such effects.
Effects of Sleep Deprivation
During and after a night of sleep deprivation, the physiological circadian rhythms
of the human body seem to remain sustained. For example, the body temperature
curve during the first day’s work among night-shift workers tends to keep its basic
circadian pattern. During the night hours, the temperature declines towards early
morning hours, rebounds to rise during the subsequent daytime and falls again after
an afternoon peak. The physiological rhythms are known to get “adjusted” to the
reversed sleep-wakefulness cycles of night-shift workers only gradually in the
course of several days of repeated night shifts. This means that the effects on
performance and sleepiness are more significant during night hours than in the
daytime. The effects of sleep deprivation are therefore variably associated with the
original circadian rhythms seen in physiological and psychological functions.
The effects of sleep deprivation on performance depend on the type of the task to
be performed. Different characteristics of the task influence the effects (Fröberg
1985; Folkard and Monk 1985; Folkard and Akerstedt 1992). Generally, a complex
task is more vulnerable than a simpler task. Performance of a task involving an
increasing number of digits or a more complex coding deteriorates more during
three days of sleep loss (Fröberg 1985; Wilkinson 1964). Paced tasks that need to
be responded to within a certain interval deteriorate more than self-paced tasks.
Practical examples of vulnerable tasks include serial reactions to defined
stimulations, simple sorting operations, the recording of coded messages, copy
typing, display monitoring and continuous inspection. Effects of sleep deprivation
on strenuous physical performance are also known. Typical effects of prolonged
sleep deprivation on performance (on a visual task) is shown in figure 29.32
(Dinges 1992). The effects are more pronounced after two nights of sleep loss (40-
56 hours) than after one night of sleep loss (16-40 hours).
Figure 29.32 Regression lines fit to response speed (the reciprocal of response times) on
a 10-minute simple, unprepared visual task administered repeatedly to healthy young
adults during no sleep loss (5-16 hours), one night of sleep loss (16-40 hours) and two
nights of sleep loss (40-56 hours)
The degree to which the performance of tasks is affected also appears to depend on
how it is influenced by the “masking” components of the circadian rhythms. For
example, some measures of performance, such as five-target memory search tasks,
are found to adjust to night work considerably more quickly than serial reaction
time tasks, and hence they may be relatively unimpaired on rapidly rotating shift
systems (Folkard et al. 1993). Such differences in the effects of endogenous
physiological body clock rhythms and their masking components must be taken
into account in considering the safety and accuracy of performance under the
influence of sleep deprivation.
During sleep deprivation, sleep pressure from the interaction of prior wakefulness
and circadian phase may always be present to some degree, but the lability of state
in sleepy subjects is also modulated by context effects (Dinges 1992). Sleepiness is
influenced by the amount and type of stimulation, the interest afforded by the
environment and the meaning of the stimulation to the subject. Monotonous
stimulation or that requiring sustained attention can more easily lead to vigilance
decrement and lapses. The greater the physiological sleepiness due to sleep loss,
the more the subject is vulnerable to environmental monotony. Motivation and
incentive can help override this environmental effect, but only for a limited period.
If a subject works continuously for a whole night without sleep, many performance
functions will have definitely deteriorated. If the subject goes to the second night
shift without getting any sleep, the performance decline is far advanced. After the
third or fourth night of total sleep deprivation, very few people can stay awake and
perform tasks even if highly motivated. In actual life, however, such conditions of
total sleep loss rarely occur. Usually people take some sleep during subsequent
night shifts. But reports from various countries show that sleep taken during
daytime is almost always insufficient to recover from the sleep debt incurred by
night work (Knauth and Rutenfranz 1981; Kogi 1981; ILO 1990). As a result, sleep
shortages accumulate as shift workers repeat night shifts. Similar sleep shortages
also result when sleep periods are reduced on account of the need to follow shift
schedules. Even if night sleep can be taken, sleep restriction of as little as two
hours each night is known to lead to an insufficient amount of sleep for most
persons. Such sleep reduction can lead to impaired performance and alertness
(Monk 1991).
Examples of conditions in shift systems which contribute to accumulation of sleep
shortages, or partial sleep deprivation, are given in table 29.8 . In addition to
continued night work for two or more days, short between-shift periods, repetition
of an early start of morning shifts, frequent night shifts and inappropriate holiday
allotment accelerate the accumulation of sleep shortages.
The poor quality of daytime sleep or shortened sleep is important, too. Daytime
sleep is accompanied by an increased frequency of awakenings, less deep and
slow-wave sleep and a distribution of REM sleep different from that of normal
night-time sleep (Torsvall, Akerstedt and Gillberg 1981; Folkard and Monk 1985;
Empson 1993). Thus a daytime sleep may not be as sound as a night sleep even in
a favourable environment.
This difficulty of taking good quality sleep due to different timing of sleep in a
shift system is illustrated by figure 29.33 which shows the duration of sleep as a
function of the time of sleep onset for German and Japanese workers based on
diary records (Knauth and Rutenfranz 1981; Kogi 1985). Due to circadian
influence, daytime sleep is forced to be short. Many workers may have split sleep
during the daytime and often add some sleep in the evening where possible.
Figure 29.33 Mean sleep length as a function of the time of sleep onset. Comparison of
data from German and Japanese shift workers.
In real-life settings, shift workers take a variety of measures to cope with such
accumulation of sleep shortages (Wedderburn 1991). For example, many of them
try to sleep in advance before a night shift or have a long sleep after it. Although
such efforts are by no means entirely effective to offset the effects of sleep deficit,
they are made quite deliberately. Social and cultural activities may be restricted as
part of coping measures. Outgoing free-time activities, for example, are undertaken
less frequently between two night shifts. Sleep timing and duration as well as the
actual accumulation of sleep deficit thus depend on both job-related and social
circumstances.
The only effective means of recovering from sleep deprivation is to sleep. This
restorative effect of sleep is well known (Kogi 1982). As recovery by sleep may
differ according to its timing and duration (Costa et al. 1990), it is essential to
know when and for how long people should sleep. In normal daily life, it is always
the best to take a full night’s sleep to accelerate the recovery from sleep deficit but
efforts are usually made to minimize sleep deficit by taking sleep at different
occasions as replacements of normal night sleeps of which one has been deprived.
Aspects of such replacement sleeps are shown in table 29.9 .
Table 29.9 Aspects of advance, anchor & retard sleeps taken as replacement of normal
night sleep
Naps taken
informally
Duration Usually short Short by definition Usually short but
longer after late
evening work
Quality Longer latency of Short latency Shorter latency for
falling asleep REM sleep
Poor mood on rising
Poor mood on rising Increased
Sleep stages similar awakenings
Reduced REM sleep to initial part of a
normal night sleep
Slow-wave sleep Increased REM sleep
dependent on prior
wakefulness Increased slow-wave
sleep after long
wakefulness
Interaction with Disrupted rhythms; Conducive to Disrupted rhythms;
circadian rhythms relatively faster stabilizing original slow adjustment
adjustment rhythms
To offset night sleep deficit, the usual effort made is to take daytime sleep in
“advance” and “retard” phases (i.e., before and after night-shift work). Such a sleep
coincides with the circadian activity phase. Thus the sleep is characterized by
longer latency, shortened slow-wave sleep, disrupted REM sleep and disturbances
of one’s social life. Social and environmental factors are important in determining
the recuperative effect of a sleep. That a complete conversion of circadian rhythms
is impossible for a shift worker in a real-life situation should be borne in mind in
considering the effectiveness of the recovery functions of sleep.
In this respect, interesting features of a short “anchor sleep” have been reported
(Minors and Waterhouse 1981; Kogi 1982; Matsumoto and Harada 1994). When
part of the customary daily sleep is taken during the normal night sleep period and
the rest at irregular times, the circadian rhythms of rectal temperature and urinary
secretion of several electrolytes can retain a 24-hour period. This means that a
short night-time sleep taken during the night sleep period can help preserve the
original circadian rhythms in subsequent periods.
We may assume that sleeps taken at different periods of the day could have certain
complementary effects in view of the different recovery functions of these sleeps.
An interesting approach for night-shift workers is the use of a night-time nap
which usually lasts up to a few hours. Surveys show this short sleep taken during a
night shift is common among some groups of workers. This anchor-sleep type
sleep is effective in reducing night work fatigue (Kogi 1982) and may reduce the
need of recovery sleep. Figure 29.34 compares the subjective feelings of fatigue
during two consecutive night shifts and the off-duty recovery period between the
nap-taking group and the non-nap group (Matsumoto and Harada 1994). The
positive effects of a night-time nap in reducing fatigue was obvious. These effects
continued for a large part of the recovery period following night work. Between
these two groups, no significant difference was found upon comparing the length
of the day sleep of the non-nap group with the total sleeping time (night-time nap
plus subsequent day sleep) of the nap group. Therefore a night-time nap enables
part of the essential sleep to be taken in advance of the day sleep following night
work. It can therefore be suggested that naps taken during night work can to a
certain extent aid recovery from the fatigue caused by that work and accompanying
sleep deprivation (Sakai et al. 1984; Saito and Matsumoto 1988).
Figure 29.34 Mean scores for subjective feelings of fatigue during two consecutive night
shifts and the off-duty recovery period for nap and no-nap groups
It must be admitted, however, that it is not possible to work out optimal strategies
that each worker suffering from sleep deficit can apply. This is demonstrated in the
development of international labour standards for night work that recommend a set
of measures for workers doing frequent night work (Kogi and Thurman 1993). The
varied nature of these measures and the trend towards increasing flexibility in shift
systems clearly reflect an effort to develop flexible sleep strategies (Kogi 1991).
Age, physical fitness, sleep habits and other individual differences in tolerance
may play important roles (Folkard and Monk 1985; Costa et al. 1990; Härmä
1993). Increasing flexibility in work schedules in combination with better job
design is useful in this regard (Kogi 1991).
Sleep strategies against sleep deprivation should be dependent on type of working
life and be flexible enough to meet individual situations (Knauth, Rohmert and
Rutenfranz 1979; Rutenfranz, Knauth and Angersbach 1981; Wedderburn 1991;
Monk 1991). A general conclusion is that we should minimize night sleep
deprivation by selecting appropriate work schedules and facilitate recovery by
encouraging individually suitable sleeps, including replacement sleeps and a sound
night-time sleep in the early periods after sleep deprivation. It is important to
prevent the accumulation of sleep deficit. The period of night work which deprives
workers of sleep in the normal night sleep period should be as short as possible.
Between-shift intervals should be long enough to allow a sleep of sufficient length.
A better sleep environment and measures to cope with social needs are also useful.
Thus, social support is essential in designing working time arrangements, job
design and individual coping strategies in promoting the health of workers faced
with frequent sleep deficit.
WORKSTATIONS
Roland Kadefors
To every ergonomist, the above statement may seem trivial. It is also recognized
by every ergonomist that working life worldwide is full of not only ergonomic
shortcomings, but blatant violations of basic ergonomic principles. It is clearly
evident that there is a widespread unawareness with respect to the importance of
workstation design among those responsible: production engineers, supervisors and
managers.
Although in the present context it is the physical factors of workplace design that
are of chief concern, it should be borne in mind that the physical design of the
workstation cannot in practice be separated from the organization of work. This
principle will be made evident in the design process described in what follows. The
quality of the end result of the process relies on three supports: ergonomic
knowledge, integration with productivity and quality demands, and participation.
The process of implementation of a new workstation must cater to this integration,
and it is the main focus of this article.
Design considerations
Workstations are meant for work. It must be recognized that the point of departure
in the workstation design process is that a certain production goal has to be
achieved. The designer—often a production engineer or other person at middle-
management level—develops internally a vision of the workplace, and starts to
implement that vision through his or her planning media. The process is iterative:
from a crude first attempt, the solutions become gradually more and more refined.
It is essential that ergonomic aspects be taken into account in each iteration as the
work progresses.
In the design process, there is a need for a structure which ensures that all relevant
aspects be considered. The traditional way to handle this is to use checklists
containing a series of those variables which should be taken into account.
However, general purpose checklists tend to be voluminous and difficult to use,
since in a particular design situation only a fraction of the checklist may be
relevant. Furthermore, in a practical design situation, some variables stand out as
being more important than others. A methodology to consider these factors jointly
in a design situation is required. Such a methodology will be proposed in this
article.
2. prioritizing of demands
5. physical implementation
7. full production
The focus here is on steps one through five. Many times, only a subset of all these
steps is actually included in the design of workstations. There may be various
reasons for this. If the workstation is a standard design, such as in some VDU
working situations, some steps may duly be excluded. However, in most cases the
exclusion of some of the steps listed would lead to a workstation of lower quality
than what can be considered acceptable. This can be the case when economic or
time constraints are too severe, or when there is sheer neglect due to lack of
knowledge or insight at management level.
It is essential to identify the user of the workplace as any member of the production
organization who may be able to contribute qualified views on its design. Users
may include, for instance, the workers, the supervisors, the production planners
and production engineers, as well as the safety steward. Experience shows clearly
that these actors all have their unique knowledge which should be made use of in
the process.
The above set of criteria may be met by using a methodology based on quality
function deployment (QFD) according to Sullivan (1986). Here, the user demands
may be collected in a session where a mixed group of actors (not more than eight
to ten people) is present. All participants are given a pad of removable self-sticking
notes. They are asked to write down all workplace demands which they find
relevant, each one on a separate slip of paper. Aspects relating to work
environment and safety, productivity and quality should be covered. This activity
may continue for as long as found necessary, typically ten to fifteen minutes. After
this session, one after the other of the participants is asked to read out his or her
demands and to stick the notes on a board in the room where everyone in the group
can see them. The demands are grouped into natural categories such as lighting,
lifting aids, production equipment, reaching requirements and flexibility demands.
After the completion of the round, the group is given the opportunity to discuss and
to comment on the set of demands, one category at a time, with respect to
relevance and priority.
The set of user-specified demands collected in a process such as the one described
in the above forms one of the bases for the development of the demand
specification. Additional information in the process may be produced by other
categories of actors, for example, product designers, quality engineers, or
economists; however, it is vital to realize the potential contribution that the users
can make in this context.
With respect to the specification process, it is essential that the different types of
demands be given consideration according to their respective importance;
otherwise, all aspects that have been taken into account will have to be considered
in parallel, which may tend to make the design situation complex and difficult to
handle. This is why checklists, which need to be elaborate if they are to serve the
purpose, tend to be difficult to manage in a particular design situation.
In line with the above reasoning, we shall here apply the view that there is a set of
basic ergonomic variables relating to musculoskeletal load which need to be taken
into account as a priority in the design process, in order to eliminate the risk of
work-related musculosketal disorders (WRMDs). This type of disorder is a pain
syndrome, localized in the musculoskeletal system, which develops over long
periods of time as a result of repeated stresses on a particular body part (Putz-
Anderson 1988). The essential variables are (e.g., Corlett 1988):
· time demand.
Working posture demands may be evaluated by mapping (a) situations where the
joint structures are stretched beyond the natural range of movement, and (b) certain
particularly awkward situations, such as kneeling, twisting, or stooped postures, or
work with the hand held above shoulder level.
Time demands may be evaluated on the basis of mapping (a) short-cycle, repetitive
work, and (b) static work. It should be noted that static work evaluation may not
exclusively concern maintaining a working posture or producing a constant output
force over lengthy periods of time; from the point of view of the stabilizing
muscles, particularly in the shoulder joint, seemingly dynamic work may have a
static character. It may thus be necessary to consider lengthy periods of joint
mobilization.
It is important to note that these variables should not be considered one at a time
but jointly. For instance, high force demands may be acceptable if they occur only
occasionally; lifting the arm above shoulder level once in a while is not normally a
risk factor. But combinations among such basic variables must be considered. This
tends to make criteria setting difficult and involved.
In the Revised NIOSH equation for the design and evaluation of manual handling
tasks (Waters et al. 1993), this problem is addressed by devising an equation for
recommended weight limits which takes into account the following mediating
factors: horizontal distance, vertical lifting height, lifting asymmetry, handle
coupling and lifting frequency. In this way, the 23-kilogram acceptable load limit
based on biomechanical, physiological and psychological criteria under ideal
conditions, may be modified substantially upon taking into account the specifics of
the working situation. The NIOSH equation provides a base for evaluation of work
and workplaces involving lifting tasks. However, there are severe limitations as to
the usability of the NIOSH equation: for instance, only two-handed lifts may be
analysed; scientific evidence for analysis of one-handed lifts is still inconclusive.
This illustrates the problem of applying scientific evidence exclusively as a basis
for work and workplace design: in practice, scientific evidence must be merged
with educated views of persons who have direct or indirect experience of the type
of work considered.
For each one of the basic variables, it is recognized that the demands may be
grouped with respect to severity. Here, it is proposed that such a grouping may be
made in three classes: (1) low demands, (2) medium demands or (3) high demands.
The demand levels may be set either by using whatever scientific evidence is
available or by taking a consensus approach with a panel of users. These two
alternatives are of course not mutually exclusive, and may well entail similar
results, but probably with different degrees of generality.
As noted above, combinations of the basic variables determine to a large extent the
risk level with respect to the development of musculoskeletal complaints and
cumulative trauma disorders. For instance, high time demands may render a
working situation unacceptable in cases where there are also at least medium level
demands with respect to force and posture. It is essential in the design and
assessment of workplaces that the most important variables be considered jointly.
Here a cube model for such evaluation purposes is proposed. The basic variables—
force, posture and time—constitute the three axes of the cube. For each
combination of demands a subcube may be defined; in all, the model incorporates
27 such subcubes (see figure 29.35).
Figure 29.35 The "cube model" for ergonomics assessment. Each cube represents a
combination of demands relating to force, posture and time. Light: acceptable
combination; gray: conditionally acceptable; black: unacceptable
An essential aspect of the model is the degree of acceptability of the demand
combinations. In the model, a three-zone classification scheme is proposed for
acceptability: (1) the situation is acceptable, (2) the situation is conditionally
acceptable or (3) the situation is unacceptable. For didactic purposes, each subcube
may be given a certain texture or colour (say, green-yellow-red). Again, the
assessment may be user-based or based on scientific evidence. The conditionally
acceptable (yellow) zone means that “there exists a risk of disease or injury that
cannot be neglected, for the whole or a part of the operator population in question”
(CEN 1994).
With respect to the force variable, classification may be based in this case on
handled mass. Here, low force demand is identified as levels below 10% of
maximal voluntary lifting capacity (MVLC), which amounts to approximately 1.6
kg in an optimal working zone. High force demand requires more than 30%
MVLC, approximately 4.8 kg. Medium force demand falls in between these limits.
Low postural strain is when the upper arm is close to the thorax. High postural
strain is when humeral abduction or flexion exceeds 45°. Medium postural strain is
when the abduction/flexion angle is between 15° and 45°. Low time demand is
when the handling occupies less than one hour per working day on and off, or
continuously for less than 10 minutes per day. High time demand is when the
handling takes place for more than four hours per working day, or continuously for
more than 30 minutes (sustained or repetitively). Medium time demand is when the
exposure falls between these limits.
Using a consensus panel with a set of users for definition of demand levels and
classification of degree of acceptability may enhance the workstation design
process considerably, as considered below.
Additional variables
In addition to the basic variables considered above, a set of variables and factors
characterizing the workplace from an ergonomics point of view has to be taken
into account, depending upon the particular conditions of the situation to be
analysed. They include:
In the design process followed here, the checklist should be read in conjunction
with the user-specified demands.
The task was to devise a workplace for manual MIG (metal inert gas) welding of
medium size objects (up to 300 kg) in a workshop environment. The workstation
had to be flexible since there was a variety of objects to be manufactured. There
were high demands for productivity and quality.
A QFD process was carried out in order to provide a set of workstation demands in
user terms. Welders, production engineers and product designers were involved.
User demands, which are not listed here, covered a wide range of aspects including
ergonomics, safety, productivity and quality.
Using the cube model approach, the panel identified, by consensus, limits between
high, moderate and low load:
1. Force variable. Less than 1 kg handled mass is termed a low load, whereas
more than 3 kg is considered a high load.
2. Postural strain variable. Working positions implying high strain are those
involving elevated arms, twisted or deep forward-flexed positions, and kneeling
positions, and also include situations where the wrist is held in extreme
flexion/extension or deviation. Low strain occurs where the posture is straight
upright standing or sitting and where hands are in optimal working zones.
3. Time variable. Less than 10% of the working time devoted to welding is
considered low demand, whereas more than 40% of total working time is termed
high demand. Medium demands occur when the variable falls between the limits
given above, or when the situation is unclear.
It was clear from assessment using the cube model (figure 29.35) that high time
demands could not be accepted if there were concurrent high or moderate demands
in terms of force and postural strain. In order to reduce these demands, mechanized
object handling and tool suspension was deemed a necessity. There was consensus
developed around this conclusion. Using a simple computer-aided design (CAD)
program (ROOMER), an equipment library was created. Various workplace station
layouts could be developed very easily and modified in close interaction with the
users. This design approach has significant advantages compared with merely
looking at plans. It gives the user an immediate vision of what the intended
workplace may look like.
Figure 29.36 shows the welding workstation arrived at using the CAD system. It is
a workplace which reduces the force and posture demands, and which meets nearly
all the residual user demands put forward.
Figure 29.36 A CAD version of a workstation for manual welding, arrived at in the
design process
On the basis of the results of the first stages of the design process, a welding
workplace (figure 29.37) was implemented. Assets of this workplace include:
2. The welding gun and grinding machine are suspended, thus reducing force
demands. They can be positioned anywhere around the welding object. A welding
chair is supplied.
3. All media come from above, which means that there are no cables on the
floor.
4. The workstation has lighting at three levels: general, workplace and process.
The workplace lighting comes from ramps above the wall elements. The process
lighting is integrated in the welding smoke ventilation arm.
In a real design situation, compromises of various kinds may have to be made, due
to economic, space and other constraints. It should be noted, however, that licensed
welders are hard to come by for the welding industry around the world, and they
represent a considerable investment. Nearly no welders go into normal retirement
as active welders. Keeping the skilled welder on the job is beneficial for all parties
involved: welder, company and society. For instance, there are very good reasons
why equipment for object handling and positioning should be an integral
constituent of many welding workplaces.
The most complete treatment of virtually all aspects of work and workstation
design is probably still the textbook by Grandjean (1988). Information on a wide
range of anthropometric aspects relevant to workstation design is presented by
Pheasant (1986). Large amounts of biomechanical and anthropometric data are
given by Chaffin and Andersson (1984). Konz (1990) has presented a practical
guide to workstation design, including many useful rules of thumb. Evaluation
criteria for the upper limb, particularly with reference to cumulative trauma
disorders, have been presented by Putz-Anderson (1988). An assessment model for
work with hand tools was given by Sperling et al. (1993). With respect to manual
lifting, Waters and co-workers have developed the revised NIOSH equation,
summarizing existing scientific knowledge on the subject (Waters et al. 1993).
Specification of functional anthropometry and optimal working zones have been
presented by, for example, Rebiffé, Zayana and Tarrière (1969) and Das and Grady
(1983a, 1983b). Mital and Karwowski (1991) have edited a useful book reviewing
various aspects relating in particular to the design of industrial workplaces.
The large amount of data needed to design workstations properly, taking all
relevant aspects into account, will make necessary the use of modern information
technology by production engineers and other responsible people. It is likely that
various types of decision-support systems will be made available in the near future,
for instance in the form of knowledge-based or expert systems. Reports on such
developments have been given by, for example, DeGreve and Ayoub (1987),
Laurig and Rombach (1989), and Pham and Onder (1992). However, it is an
extremely difficult task to devise a system making it possible for the end-user to
have easy access to all relevant data needed in a specific design situation.
TOOLS
T.M. Fraser
Commonly a tool comprises a head and a handle, with sometimes a shaft, or, in the
case of the power tool, a body. Since the tool must meet the requirements of
multiple users, basic conflicts can arise which may have to be met with
compromise. Some of these conflicts derive from limitations in the capacities of
the user, and some are intrinsic to the tool itself. It should be remembered,
however, that human limitations are inherent and largely immutable, while the
form and function of the tool are subject to a certain amount of modification. Thus,
in order to effect desirable change, attention must be directed primarily to the form
of the tool, and, in particular, to the interface between the user and the tool, namely
the handle.
The widely accepted characteristics of grip have been defined in terms of a power
grip, a precision grip and a hook grip, by which virtually all human manual
activities can be accomplished.
In a power grip, such as is used in hammering nails, the tool is held in a clamp
formed by the partially flexed fingers and the palm, with counterpressure being
applied by the thumb. In a precision grip, such as one uses when adjusting a set
screw, the tool is pinched between the flexor aspects of the fingers and the
opposing thumb. A modification of the precision grip is the pencil grip, which is
self-explanatory and is used for intricate work. A precision grip provides only 20%
of the strength of a power grip.
A hook grip is used where there is no requirement for anything other than holding.
In the hook grip the object is suspended from the flexed fingers, with or without
the support of the thumb. Heavy tools should be designed so that they can be
carried in a hook grip.
Grip Thickness
The use of a tool requires strength. Other than for holding, the greatest requirement
for hand strength is found in the use of cross-lever action tools such as pliers and
crushing tools. The effective force in crushing is a function of the grip strength and
the required span of the tool. The maximum functional span between the end of the
thumb and the ends of the grasping fingers averages about 145 mm for men and
125 mm for women, with ethnic variations. For an optimal span, which ranges
from 45 to 55 mm for both men and women, the grip strength available for a single
short-term action ranges from about 450 to 500 newtons for men and 250 to 300
newtons for women, but for repetitive action the recommended requirement is
probably closer to 90 to 100 newtons for men, and 50 to 60 newtons for women.
Many commonly used clamps or pliers are beyond the capacity of one-handed use,
particularly in women.
Handles
Shape of handle
The shape of a handle should maximize contact between skin and handle. It should
be generalized and basic, commonly of flattened cylindrical or elliptical section,
with long curves and flat planes, or a sector of a sphere, put together in such a
manner as to conform to the general contours of the grasping hand. Because of its
attachment to the body of a tool, the handle may also take the form of a stirrup, a
T-shape or an L-shape, but the portion that contacts the hand will be in the basic
form.
The space enclosed by the fingers is, of course, complex. The use of simple curves
is a compromise intended to meet the variations represented by different hands and
different degrees of flexion. In this regard, it is undesirable to introduce any
contour matching of flexed fingers into the handle in the form of ridges and
valleys, flutings and indentations, since, in fact, these modifications would not fit a
significant number of hands and might indeed, over a prolonged period, cause
pressure injury to the soft tissues. In particular, recesses of greater that 3 mm are
not recommended.
It is not by accident that for millennia wood has been the material of choice for tool
handles other than those for crushing tools like pliers or clamps. In addition to its
aesthetic appeal, wood has been readily available and easily worked by unskilled
workers, and has qualities of elasticity, thermal conductivity, frictional resistance
and relative lightness in relation to bulk that have made it very acceptable for this
and other uses.
In recent years, metal and plastic handles have become more common for many
tools, the latter in particular for use with light hammers or screwdrivers. A metal
handle, however, transmits more force to the hand, and preferably should be
encased in a rubber or plastic sheath. The grip surface should be slightly
compressible, where feasible, nonconductive and smooth, and the surface area
should be maximized to ensure pressure distribution over as large an area as
possible. A foam rubber grip has been used to reduce the perception of hand
fatigue and tenderness.
The frictional characteristics of the tool surface vary with the pressure exerted by
the hand, with the nature of the surface and contamination by oil or sweat. A small
amount of sweat increases the coefficient of friction.
Length of handle
The length of the handle is determined by the critical dimensions of the hand and
the nature of the tool. For a hammer to be used by one hand in a power grip, for
example, the ideal length ranges from a minimum of about 100 mm to a maximum
of about 125 mm. Short handles are unsuitable for a power grip, while a handle
shorter than 19 mm cannot be properly grasped between thumb and forefinger and
is unsuitable for any tool.
Ideally, for a power tool, or a hand saw other than a coping or fret saw, the handle
should accommodate at the 97.5th percentile level the width of the closed hand
thrust into it, namely 90 to 100 mm in the long axis and 35 to 40 mm in the short.
Weight is not a problem with precision tools. For heavy hammers and power tools
a weight between 0.9 kg and 1.5 kg is acceptable, with a maximum of about 2.3 kg.
For weights greater than recommended, the tool should be supported by
mechanical means.
Significance of Gloves
It is sometimes overlooked by tool designers that tools are not always held and
operated by bare hands. Gloves are commonly worn for safety and comfort. Safety
gloves are seldom bulky, but gloves worn in cold climates may be very heavy,
interfering not only with sensory feedback but also with the ability to grasp and
hold. The wearing of woollen or leather gloves can add 5 mm to hand thickness
and 8 mm to hand breadth at the thumb, while heavy mittens can add as much as
25 to 40 mm respectively.
Handedness
The majority of the population in the western hemisphere favours the use of the
right hand. A few are functionally ambidextrous, and all persons can learn to
operate with greater or less efficiency with either hand.
Although the number of left-handed persons is small, wherever feasible the fitting
of handles to tools should make the tool workable by either left-handed or right-
handed persons (examples would include the positioning of the secondary handle
in a power tool or the finger loops in scissors or clamps) unless it is clearly
inefficient to do so, as in the case of screw-type fasteners which are designed to
take advantage of the powerful supinating muscles of the forearm in a right-handed
person while precluding the left-hander from using them with equal effectiveness.
This sort of limitation has to be accepted since the provision of left-hand threads is
not an acceptable solution.
Significance of Gender
In general, women tend to have smaller hand dimensions, smaller grasp and some
50 to 70% less strength than men, although of course a few women at the higher
percentile end have larger hands and greater strength than some men at the lower
percentile end. As a result there exists a significant although undetermined number
of persons, mostly female, who have difficulty in manipulating various hand tools
which have been designed with male use in mind, including in particular heavy
hammers and heavy pliers, as well as metal cutting, crimping and clamping tools
and wire strippers. The use of these tools by women may require an undesirable
two-handed instead of single-handed function. In a mixed-gender workplace it is
therefore essential to ensure that tools of suitable size are available not only to
meet the requirements of women, but also to meet those of men who are at the low
percentile end of hand dimensions.
Special considerations
The orientation of a tool handle, where feasible, should allow the operating hand to
conform to the natural functional position of the arm and hand, namely with the
wrist more than half-supinated, abducted about 15° and slightly dorsiflexed, with
the little finger in almost full flexion, the others less so and the thumb adducted
and slightly flexed, a posture sometimes erroneously called the handshake position.
(In a handshake the wrist is not more than half-supinated.) The combination of
adduction and dorsiflexion at the wrist with varying flexion of the fingers and
thumb generates an angle of grasp comprising about 80° between the long axis of
the arm and a line passing through the centre point of the loop created by the
thumb and index finger, that is, the transverse axis of the fist.
Forcing the hand into a position of ulnar deviation, that is, with the hand bent
towards the little finger, as is found in using a standard pliers, generates pressure
on the tendons, nerves and blood vessels within the wrist structure and can give
rise to the disabling conditions of tenosynovitis, carpal tunnel syndrome and the
like. By bending the handle and keeping the wrist straight, (that is, by bending the
tool and not the hand) compression of nerves, soft tissues and blood vessels can be
avoided. While this principle has been long recognized, it has not been widely
accepted by tool manufacturers or the using public. It has particular application in
the design of cross-lever action tools such as pliers, as well as knives and
hammers.
Special consideration must be given to the shape of the handles of pliers and
similar devices. Traditionally pliers have had curved handles of equal length, the
upper curve approximating the curve of the palm of the hand and the lower curve
approximating the curve of the flexed fingers. When the tool is held in the hand,
the axis between the handles is in line with the axis of the jaws of the pliers.
Consequently, in operation, it is necessary to hold the wrist in extreme ulnar
deviation, that is, bent towards the little finger, while it is being repeatedly rotated.
In this position the use of the hand-wrist-arm segment of the body is extremely
inefficient and very stressful on the tendons and joint structures. If the action is
repetitive it may give rise to various manifestations of overuse injury.
To counter this problem a new and ergonomically more suitable version of pliers
has appeared in recent years. In these pliers the axis of the handles is bent through
approximately 45° relative to the axis of the jaws. The handles are thickened to
allow a better grasp with less localized pressure on the soft tissues. The upper
handle is proportionately longer with a shape that fits into, and around the ulnar
side of, the palm. The forward end of the handle incorporates a thumb support. The
lower handle is shorter, with a tang, or rounded projection, at the forward end and a
curve conforming to the flexed fingers.
While the foregoing is a somewhat radical change, several ergonomically sound
improvements can be made in pliers relatively easily. Perhaps the most important,
where a power grip is required, is in the thickening and slight flattening of the
handles, with a thumb support at the head-end of the handle and a slight flare at the
other end. If not integral to the design, this modification can be achieved by
encasing the basic metal handle with a fixed or detachable non-conductive sheath
made of rubber or an appropriate synthetic material, and perhaps bluntly roughened
to improve the tactile quality. Indentation of the handles for fingers is undesirable.
For repetitive use it may be desirable to incorporate a light spring into the handle to
open it after closing.
The same principles apply to other cross-lever tools, particularly with respect to
change in the thickness and flattening of the handles.
Knives
For a general purpose knife, that is, one that is not used in a dagger grasp, it is
desirable to include a 15° angle between handle and blade to reduce the stress on
joint tissues. The size and shape of handles should conform in general to that for
other tools, but to allow for different hand sizes it has been suggested that two
sizes of knife handle should be supplied, namely one to fit the 50th to 95th
percentile user, and one for the 5th to 50th percentile. To allow the hand to exert
force as close to the blade as possible the top surface of the handle should
incorporate a raised thumb rest.
A knife guard is required to prevent the hand from slipping forward onto the blade.
The guard may take several forms, such as a tang, or curved projection, about 10 to
15 mm in length, protruding downwards from the handle, or at right angles to the
handle, or a bail guard comprising a heavy metal loop from front to rear of the
handle. The thumb rest also acts to prevent slippage.
Hammers
The requirements for hammers have been largely considered above, with the
exception of that relating to bending the handle. As noted above, forced and
repetitive bending of the wrist may cause tissue damage. By bending the tool
instead of the wrist this damage may be reduced. With respect to hammers various
angles have been examined, but it would appear that bending the head downward
between 10° and 20° may improve comfort, if it does not actually improve
performance.
The general requirements of handles have already been considered. The most
common effective shape of a screwdriver handle has been found to be that of a
modified cylinder, dome-shaped at the end to receive the palm, and slightly flared
where it meets the shaft to provide support to the ends of the fingers. In this
manner, torque is applied largely by way of the palm, which is maintained in
contact with the handle by way of pressure applied from the arm and the frictional
resistance at the skin. The fingers, although transmitting some force, occupy more
of a stabilizing role, which is less fatiguing since less power is required. Thus the
dome of the head becomes very important in handle design. If there are sharp
edges or ridges on the dome or where the dome meets the handle, then either the
hand becomes callused and injured, or the transmission of force is transferred
towards the less efficient and more readily fatigued fingers and thumb. The shaft is
commonly cylindrical, but a triangular shaft has been introduced which provides
better support for the fingers, although its use may be more fatiguing.
Hand saws, with the exception of fret saws and light hacksaws, where a handle like
that of a screwdriver is most appropriate, commonly have a handle which takes the
form of a closed pistol grip attached to the blade of the saw.
The handle essentially comprises a loop into which the fingers are placed. The loop
is effectively a rectangle with curved ends. To allow for gloves it should have
internal dimensions of approximately 90 to 100 mm in the long diameter and 35 to
40 mm in the short. The handle in contact with the palm should have the flattened
cylindrical shape already mentioned, with compound curves to reasonably fit the
palm and the flexed fingers. The width from outer curve to inner curve should be
about 35 mm, and the thickness not more than 25 mm.
Curiously, the function of grasping and holding a power tool is very similar to that
of holding a saw, and consequently a somewhat similar type of handle is effective.
The pistol grip common in power tools is akin to an open saw handle with the sides
being curved instead of being flattened.
Most power tools comprise a handle, a body and a head. Placement of the handle is
significant. Ideally handle, body and head should be in line so that the handle is
attached at the rear of the body and the head protrudes from the front. The line of
action is the line of the extended index finger, so that the head is eccentric to the
central axis of the body. The centre of mass of the tool, however, is in front of the
handle, while the torque is such as to create a turning movement of the body which
the hand must overcome. Consequently it would be more appropriate to place the
primary handle directly under the centre of mass in such a way that, if necessary,
the body juts out behind the handle as well as in front. Alternatively, particularly in
a heavy drill, a secondary handle can be placed underneath the drill in such a
manner that the drill can be operated with either hand. Power tools are normally
operated by a trigger incorporated into the upper front end of the handle and
operated by the index finger. The trigger should be designed to be operated by
either hand and should incorporate an easily reset latching mechanism to hold the
power on when required.
In what follows, three of the most important concerns of ergonomic design will be
examined: first, that of controls, devices to transfer energy or signals from the
operator to a piece of machinery; second, indicators or displays, which provide
visual information to the operator about the status of the machinery; and third, the
combination of controls and displays in a panel or console.
Sitting is a more stable and less energy-consuming posture than standing, but it
restricts the working space, particularly of the feet, more than standing. However,
it is much easier to operate foot controls when sitting, as compared to standing,
because little body weight must be transferred by the feet to the ground.
Furthermore, if the direction of the force exerted by the foot is partly or largely
forward, provision of a seat with a backrest allows the exertion of rather large
forces. (A typical example of this arrangement is the location of pedals in an
automobile, which are located in front of the driver, more or less below seat
height.) Figure 29.38 shows schematically the locations in which pedals may be
located for a seated operator. Note that the specific dimensions of that space
depend on the anthropometry of the actual operators.
Figure 29.38 Preferred and regular workspace for feet (in centimetres)
The space for the positioning of hand-operated controls is primarily located in front
of the body, within a roughly spherical contour that is centred at either the elbow,
at the shoulder, or somewhere between those two body joints. Figure 29.39 shows
schematically that space for the location of controls. Of course, the specific
dimensions depend on the anthropometry of the operators.
Figure 29.39 Preferred and regular workspace for hands (in centimetres)
The space for displays and for controls that must be looked at is bounded by the
periphery of a partial sphere in front of the eyes and centred at the eyes. Thus, the
reference height for such displays and controls depends on the eye height of the
seated operator and on his or her trunk and neck postures. The preferred location
for visual targets closer than about one metre is distinctly below the height of the
eye, and depends on the closeness of the target and on the posture of the head. The
closer the target, the lower it should be located, and it should be in or near the
medial (mid-sagittal) plane of the operator.
It is convenient to describe the posture of the head by using the “ear-eye line”
(Kroemer 1994a) which, in the side view, runs through the right ear hole and the
juncture of the lids of the right eye, while the head is not tilted to either side (the
pupils are at the same horizontal level in the frontal view). One usually calls the
head position “erect” or “upright” when the pitch angle P (see figure 29.40)
between the ear-eye line and the horizon is about 15°, with the eyes above the
height of the ear. The preferred location for visual targets is 25°-65° below the ear-
eye line (LOSEE in figure 29.40), with the lower values preferred by most people
for close targets that must be kept in focus. Even though there are large variations
in the preferred angles of the line of sight, most subjects, particularly as they
become older, prefer to focus on close targets with large LOSEE angles.
The height of controls is appropriately referenced to the height of the elbow of the
operator while the upper arm is hanging from the shoulder. The height of displays
and controls that must be looked at is referred to the eye height of the operator.
Both depend on the operator’s anthropometry, which may be rather different for
short and tall persons, for men and women, and for people of different ethnic
origins.
Foot-operated Controls
Two kinds of controls should be distinguished: one is used to transfer large energy
or forces to a piece of machinery. Examples of this are the pedals on a bicycle or
the brake pedal in a heavier vehicle that does not have a power-assist feature. A
foot-operated control, such as an on-off switch, in which a control signal is
conveyed to the machinery, usually requires only a small quantity of force or
energy. While it is convenient to consider these two extremes of pedals, there are
various intermediate forms, and it is the task of the designer to determine which of
the following design recommendations apply best among them.
· Locate pedals underneath the body, slightly in front, so that they can be
operated with the leg in a comfortable position. The total horizontal displacement
of a reciprocating pedal should normally not exceed about 0.15 m. For rotating
pedals, the radius should also be about 0.15 m. The linear displacement of a
switch-type pedal may be minimal and should not exceed about 0.15 m.
· Pedals should be so designed that the direction of travel and the foot force are
approximately in the line extending from the hip through the ankle joint of the
operator.
· Pedals that are operated by flexion and extension of the foot in the ankle joint
should be so arranged that in the normal position the angle between the lower leg
and the foot is approximately 90°; during operation, that angle may be increased to
about 120°.
Selection of Controls
· Hand operation is used for controls that require small force and fine
adjustment, while foot operation is suitable for gross adjustments and large forces
(however, consider the common use of pedals, particularly accelerator pedals, in
automobiles, which does not comply with this principle).
Several operational rules govern the arrangement and grouping of controls. These
are listed in table 29.12 . For more details, check the references listed at the end of
this section and Kroemer, Kroemer and Kroemer-Elbert (1994).
Locate for the Controls shall be oriented with respect to the operator. If the
ease of operation operator uses different postures (such as in driving and
operating a backhoe), the controls and their associated
displays shall move with the operator so that in each posture
their arrangement and operation is the same for the operator.
Primary controls The most important controls shall have the most
first advantageous locations to make operation and reaching easy
for the operator.
Group related Controls that are operated in sequence, that are related to a
controls together particular function, or that are operated together, shall be
arranged in functional groups (together with their associated
displays). Within each functional group, controls and
displays shall be arranged according to operational
importance and sequence.
Arrange for If operation of controls follows a given pattern, controls
sequential shall be arranged to facilitate that sequence. Common
operation arrangements are left-to-right (preferred) or top-to-bottom,
as in printed materials of the Western world.
Be consistent The arrangement of functionally identical or similar controls
shall be the same from panel to panel.
Dead-operator If the operator becomes incapacitated and either lets go of a
control control, or continues to hold on to it, a “deadman” control
design shall be utilized which either turns the system to a
non-critical operation state or shuts it down.
Select codes There are numerous ways to help identify controls, to
appropriately indicate the effects of the operation and to show their status.
Major coding means are:
The following are the most important means to guard against inadvertent activation
of controls, some of which may be combined:
· Locate and orient the control so that the operator is unlikely to strike it or move
it accidentally in the normal sequence of control operations.
· Cover the control or guard it by providing a pin, a lock or other means that
must be removed or broken before the control can be operated.
· Provide a “delaying” means so that the control must pass through a critical
position with an unusual movement (such as in the gear shift mechanism of an
automobile).
Nearly all controls can be used to enter data on a computer or other data storage
device. However, we are most used to the practice of using a keyboard with push-
buttons. On the original typewriter keyboard, which has become the standard even
for computer keyboards, the keys were arranged in a basically alphabetic sequence,
which has been modified for various, often obscure, reasons. In some cases, letters
which frequently follow each other in common text were spaced apart so that the
original mechanical type bars might not entangle if struck in rapid sequence.
“Columns” of keys run in roughly straight lines, as do the “rows” of keys.
However, the fingertips are not aligned in such manners, and do not move in this
way when digits of the hand are flexed or extended, or moved sideways.
Many attempts have been made over the last hundred years to improve keying
performance by changing the keyboard layout. These include relocating keys
within the standard layout, or changing the keyboard layout altogether. The
keyboard has been divided into separate sections, and sets of keys (such as
numerical pads) have been added. Arrangements of adjacent keys may be changed
by altering spacing, offset from each other or from reference lines. The keyboard
may be divided into sections for the left and right hand, and those sections may be
laterally tilted and sloped and slanted.
The dynamics of the operation of push-button keys are important for the user, but
are difficult to measure in operation. Thus, the force-displacement characteristics
of keys are commonly described for static testing, which is not indicative of actual
operation. By current practise, keys on computer keyboards have fairly little
displacement (about 2 mm) and display a “snap-back” resistance, that is, a decrease
in operation force at the point when actuation of the key has been achieved. Instead
of separate single keys, some keyboards consist of a membrane with switches
underneath which, when pressed in the correct location, generate the desired input
with little or no displacement felt. The major advantage of the membrane is that
dust or fluids cannot penetrate it; however, many users dislike it.
There are alternatives to the “one key-one character” principle; instead, one can
generate inputs by various combinatory means. One is “chording”, meaning that
two or more controls are operated simultaneously to generate one character. This
poses demands on the memory capabilities of the operator, but requires the use of
only very few keys. Other developments utilize controls other than the binary
tapped push button, replacing it by levers, toggles or special sensors (such as an
instrumented glove) which respond to movements of the digits of the hand.
By tradition, typing and computer entry have been made by mechanical interaction
between the operator’s fingers and such devices as keyboard, mouse, track ball or
light pen. Yet there are many other means to generate inputs. Voice recognition
appears one promising technique, but other methods can be employed. They might
utilize, for example, pointing, gestures, facial expressions, body movements,
looking (directing one’s gaze), movements of the tongue, breathing or sign
language to transmit information and to generate inputs to a computer. Technical
development in this area is very much in flux, and as the many nontraditional input
devices used for computer games indicate, acceptance of devices other than the
traditional binary tap-down keyboard is entirely feasible within the near future.
Discussions of current keyboard devices have been provided, for example, by
Kroemer (1994b) and McIntosh (1994).
Displays
Displays provide information about the status of equipment. Displays may apply to
the operator’s visual sense (lights, scales, counters, cathode-ray tubes, flat panel
electronics, etc.), to the auditory sense (bells, horns, recorded voice messages,
electronically generated sounds, etc.) or to the sense of touch (shaped controls,
Braille, etc.). Labels, written instructions, warnings or symbols (“icons”) may be
considered special kinds of displays.
· historical information about the past state of the system, such as the course run
by a ship
· status information about the current state of the system, such as the text already
input into a word processor or the current position of an airplane
· predictive information, such as on the future position of a ship, given certain
steering settings
· instructions or commands telling the operator what to do, and possibly how to
do it.
A visual display is most appropriate if the environment is noisy, the operator stays
in place, the message is long and complex, and especially if it deals with the spatial
location of an object. An auditory display is appropriate if the workplace must be
kept dark, the operator moves around, and the message is short and simple,
requires immediate attention, and deals with events and time.
Visual Displays
There are three basic types of visual displays: (1)The check display indicates
whether or not a given condition exists (for example a green light indicates normal
function). (2)The qualitative display indicates the status of a changing variable or
its approximate value, or its trend of change (for example, a pointer moves within a
“normal” range). (3) The quantitative display shows exact information that must be
ascertained (for example, to find a location on a map, to read text or to draw on a
computer monitor), or it may indicate an exact numerical value that must be read
by the operator (for example, a time or a temperature).
· Arrange displays so that the operator can locate and identify them easily
without unnecessary searching. (This usually means that the displays should be in
or near the medial plane of the operator, and below or at eye height.)
· Group displays functionally or sequentially so that the operator can use them
easily.
· Make sure that all displays are properly illuminated or illuminant, coded and
labelled according to their function.
Starting in the 1980s, mechanical displays with pointers and printed scales were
increasingly replaced by “electronic” displays with computer-generated images, or
solid-state devices using light-emitting diodes (see Snyder 1985a). The displayed
information may be coded by the following means:
· colours.
The overall quality of electronic displays is often wanting. One measure used to
assess the image quality is the modulation transfer function (MTF) (Snyder
1985b). It describes the resolution of the display using a special sine-wave test
signal; yet, readers have many criteria regarding the preference of displays (Dillon
1992).
Monochrome displays have only one colour, usually either green, yellow, amber,
orange or white (achromatic). If several colours appear on the same chromatic
display, they should be easily discriminated. It is best to display not more than
three or four colours simultaneously (with preference being given to red, green,
yellow or orange, and cyan or purple). All should strongly contrast with the
background. In fact, a suitable rule is to design first by contrast, that is, in terms of
black and white, and then to add colours sparingly.
In spite of the many variables that, singly and interacting with each other, affect the
use of complex colour display, Cushman and Rosenberg (1991) compiled
guidelines for use of colour in displays; these are listed in figure 29.44 .
· Red and green should not be used for small symbols and small shapes in
peripheral areas of large displays.
· Using opponent colours (red and green, yellow and blue) adjacent to one
another or in an object/background relationship is sometimes beneficial and
sometimes detrimental. No general guidelines can be given; a solution should be
determined for each case.
Displays as well as controls should be arranged in panels so they are in front of the
operator, that is, close to the person’s medial plane. As discussed earlier, controls
should be near elbow height, and displays below or at eye height, whether the
operator is sitting or standing. Infrequently operated controls, or less important
displays, can be located further to the sides, or higher.
Popular expectancies of control-display relations exist, but they are often learned,
they may depend on the user’s cultural background and experience, and these
relationships are often not strong. Expected movement relationships are influenced
by the type of control and display. When both are either linear or rotary, the
stereotypical expectation is that they move in corresponding directions, such as
both up or both clockwise. When the movements are incongruent, in general the
following rules apply:
· Clockwise for increase. Turning the control clockwise causes an increase in the
displayed value.
· Warrick’s gear-slide rule. A display (pointer) is expected to move in the same
direction as does the side of the control close to (i.e., geared with) the display.
The ratio of control and display displacement (C/D ratio or D/C gain) describes
how much a control must be moved to adjust a display. If much control movement
produces only a small display motion, once speaks of a high C/D ratio, and of the
control as having low sensitivity. Often, two distinct movements are involved in
making a setting: first a fast primary (“slewing”) motion to an approximate
location, then a fine adjustment to the exact setting. In some cases, one takes as the
optimal C/D ratio that which minimizes the sum of these two movements.
However, the most suitable ratio depends on the given circumstances; it must be
determined for each application.
Labels
Font (typeface) should be simple, bold and vertical, such as Futura, Helvetica,
Namel, Tempo and Vega. Note that most electronically generated fonts (formed by
LED, LCD or dot matrix) are generally inferior to printed fonts; thus, special
attention must be paid to making these as legible as possible.
· The ratio of strokewidth to character height should be between 1:8 to 1:6 for
black letters on white background, and 1:10 to 1:8 for white letters on black
background.
Warnings
Ideally, all devices should be safe to use. In reality, often this cannot be achieved
through design. In this case, one must warn users of the dangers associated with
product use and provide instructions for safe use to prevent injury or damage.
Labels and signs for passive warnings must be carefully designed by following the
most recent government laws and regulations, national and international standards,
and the best applicable human engineering information. Warning labels and
placards may contain text, graphics, and pictures—often graphics with redundant
text. Graphics, particularly pictures and pictograms, can be used by persons with
different cultural and language backgrounds, if these depictions are selected
carefully. However, users with different ages, experiences, and ethnic and
educational backgrounds, may have rather different perceptions of dangers and
warnings. Therefore, design of a safe product is much preferable to applying
warnings to an inferior product.
Sensory limits
Feature extraction
In the same way a single moving advertisement pops out, but this effect disappears
altogether when there are several moving stimuli in the field of view. The principle
of the different activation of feature maps is also applied when aligning pointers
that indicate ideal parameter values. A deviation of a pointer is indicated by a
deviant slope which is rapidly detected. If this is impossible to realize, a dangerous
deviation might be indicated by a change in colour. Thus, the general rule for
design is to use only a very few deviant features on a screen and to reserve them
only for the most essential information. Searching for relevant information
becomes cumbersome in the case of conjunctions of features. For example, it is
hard to locate a large red object amidst small red objects and large and small green
objects. If possible, conjunctions should be avoided when trying to design for
efficient search.
Features are separable when they can be changed without affecting the perception
of other features of an object. Line lengths of histograms are a case in point. On the
other hand, integral features refer to features which, when changed, change the
total appearance of the object. For instance, one cannot change features of the
mouth in a schematic drawing of a face without altering the total appearance of the
picture. Again, colour and brightness are integral in the sense that one cannot
change a colour without altering the brightness impression at the same time. The
principles of separable and integral features, and of emergent properties evolving
from changes of single features of an object, are applied in so-called integrated or
diagnostic displays. The rationale of these displays is that, rather than displaying
individual parameters, different parameters are integrated into a single display, the
total composition of which indicates what may be actually wrong with a system.
Data presentation in control rooms is still often dominated by the philosophy that
each individual measure should have its own indicator. Piecemeal presentation of
the measures means that the operator has the task of integrating the evidence from
the various individual displays so as to diagnose a potential problem. At the time of
the problems in the Three Mile Island nuclear power plant in the United States
some forty to fifty displays were registering some form of disorder. Thus, the
operator had the task of diagnosing what was actually wrong by integrating the
information from that myriad of displays. Integral displays may be helpful in
diagnosing the kind of error, since they combine various measures into a single
pattern. Different patterns of the integrated display, then, may be diagnostic with
regard to specific errors.
A classical example of a diagnostic display, which has been proposed for nuclear
control rooms, is shown in figure 29.45 . It displays a number of measures as
spokes of equal length so that a regular polygon always represents normal
conditions, while different distortions may be connected with different types of
problems in the process.
Figure 29.45 In the normal situation all parameter values are equal, creating a
hexagon. In the deviation, some of the values have changed creating a specific
distortion.
Not all integral displays are equally discriminable. To illustrate the issue, a positive
correlation between the two dimensions of a rectangle creates differences in
surface, while maintaining an equal shape. Alternatively, a negative correlation
creates differences in shape while maintaining an equal surface. The case in which
variation of integral dimensions creates a new shape has been referred to as
revealing an emergent property of the patterning, which adds to the operator’s
ability to discriminate the patterns. Emergent properties depend upon the identity
and arrangement of parts but are not identifiable with any single part.
Object and configural displays are not always beneficial. The very fact that they
are integral means that the characteristics of the individual variables are harder to
perceive. The point is that, by definition, integral dimensions are mutually
dependent, thus clouding their individual constituents. There may be circumstances
in which this is unacceptable, while one may still wish to profit from the diagnostic
patternlike properties, which are typical for the object display. One compromise
might be a traditional bar graph display. On the one hand, bar graphs are quite
separable. Yet, when positioned in sufficiently close vicinity, the differential
lengths of the bars may together constitute an object-like pattern which may well
serve a diagnostic aim.
Some diagnostic displays are better than others. Their quality depends on the
extent that the display corresponds to the mental model of the task. For example,
fault diagnosis on the basis of distortions of a regular polygon, as in figure
29.45 [ERG45FE], may still bear little relationship to the domain semantics or to
the concept of the operator of the processes in a power plant. Thus, various types
of deviations of the polygon do not obviously refer to a specific problem in the
plant. Therefore, the design of the most suitable configural display is one that
corresponds to the specific mental model of the task. Thus it should be emphasized
that the surface of a rectangle is only a useful object display when the product of
length and width is the variable of interest!
Degraded conditions
Degraded viewing occurs under a variety of conditions. For some purposes, as with
camouflage, objects are intentionally degraded so as to prevent their identification.
On other occasions, for example in brightness amplification, features may become
too blurred to allow one to identify the object. One research issue has concerned
the minimal number of “lines” required on a screen or “the amount of detail”
needed in order to avoid degradation. Unfortunately, this approach to image quality
has not led to unequivocal results. The problem is that identifying degraded stimuli
(e.g., a camouflaged armoured vehicle) depends too much on the presence or
absence of minor object-specific details. The consequence is that no general
prescription about line density can be formulated, except for the trivial statement
that degradation decreases as the density increases.
Features of alphanumeric symbols
A major issue in the process of feature extraction concerns the actual number of
features which together define a stimulus. Thus, the legibility of ornate characters
like Gothic letters is poor because of the many redundant curves. In order to avoid
confusion, the difference between letters with very similar features—like the i and
the l, and the c and the e—should be accentuated. For the same reason, it is
recommended to make the stroke and tail length of ascenders and descenders at
least 40% of the total letter height.
It is obvious that, even when alphanumericals are well discriminable, they may
easily lose that property in combination with other items. Thus, the digits 4 and 7
share only a few features but they do not do well in the context of larger otherwise
identical groups (e.g., 384 versus 387) There is unanimous evidence that reading
text in lower case is faster than in capitals. This is usually ascribed to the fact that
lower case letters have more distinct features (e.g., dog, cat versus DOG, CAT).
The superiority of lower case letters has not only been established for reading text
but also for road signs such as those used for indicating towns at the exits of
motorways.
Identification
Very strict and often counterintuitive performance limits arise in cases of absolute
judgement of physical dimensions. Examples occur in connection with colour
coding of objects and the use of tones in auditory call systems. The point is that
relative judgement is far superior to absolute judgement. The problem with
absolute judgement is that the code has to be translated into another category. Thus
a specific colour may be linked with an electrical resistance value or a specific tone
may be intended for a person for which an ensuing message is meant. In fact,
therefore, the problem is not one of perceptual identification but rather of response
choice, which will be discussed later in this article. At this point it suffices to
remark that one should not use more than four or five colours or pitches so as to
avoid errors. When more alternatives are needed one may add extra dimensions,
like loudness, duration and components of tones.
Word reading
Text in lower case has an advantage over upper case which is due to a loss of
features in the upper case. Yet, the advantage of lower case words is absent or may
even be reversed when searching for a single word. It could be that factors of letter
size and letter case are confounded in searching: Larger-sized letters are detected
more rapidly, which may offset the disadvantage of less distinctive features. Thus,
a single word may be about equally legible in upper case as in lower case, while
continuous text is read faster in lower case. Detecting a SINGLE capital word
amidst many lower case words is very efficient, since it evokes pop-out. An even
more efficient fast detection can be achieved by printing a single lower case word
in bold, in which case the advantages of pop-out and of more distinctive features
are combined.
The role of encoding features in reading is also clear from the impaired legibility of
older low-resolution visual display unit screens, which consisted of fairly rough
dot matrices and could portray alphanumericals only as straight lines. The common
finding was that reading text or searching from a low-resolution monitor was
considerably slower than from a paper-printed copy. The problem has largely
disappeared with the present-day higher-resolution screens. Besides letter form
there are a number of additional differences between reading from paper and
reading from a screen. The spacing of the lines, the size of the characters, the type
face, the contrast ratio between characters and background, the viewing distance,
the amount of flicker and the fact that changing pages on a screen is done by
scrolling are some examples. The common finding that reading is slower from
computer screens—although comprehension seems about equal—may be due to
some combination of these factors. Present-day text processors usually offer a
variety of options in font, size, colour, format and style; such choices could give
the false impression that personal taste is the major reason.
In some studies the time taken by a subject in naming a printed word was found to
be faster than that for a corresponding icon, while both times were about equally
fast in other studies. It has been suggested that words are read faster than icons
since they are less ambiguous. Even a fairly simple icon, like a house, may still
elicit different responses among subjects, resulting in response conflict and, hence,
a decrease in reaction speed. If response conflict is avoided by using really
unambiguous icons the difference in response speed is likely to disappear. It is
interesting to note that as traffic signs, icons are usually much superior to words,
even in the case where the issue of understanding language is not seen as a
problem. This paradox may be due to the fact that the legibility of traffic signs is
largely a matter of the distance at which a sign can be identified. If properly
designed, this distance is larger for symbols than for words, since pictures can
provide considerably larger differences in shape and contain less fine details than
words. The advantage of pictures, then, arises from the fact that discrimination of
letters requires some ten to twelve minutes of arc and that feature detection is the
initial prerequisite for discrimination. At the same time it is clear that the
superiority of symbols is only guaranteed when (1) they do indeed contain little
detail, (2) they are sufficiently distinct in shape and (3) they are unambiguous.
Once a precept has been identified and interpreted it may call for an action. In this
context the discussion will be limited to deterministic stimulus-response relations,
or, in other words, to conditions in which each stimulus has its own fixed response.
In that case the major problems for equipment design arise from issues of
compatibility, that is, the extent to which the identified stimulus and its related
response have a “natural” or well-practised relationship. There are conditions in
which an optimal relation is intentionally aborted, as in the case of abbreviations.
Usually a contraction like abrvtin is much worse than a truncation like abbrev.
Theoretically, this is due to the increasing redundancy of successive letters in a
word, which allows “filling out” final letters on the basis of earlier ones; a
truncated word can profit from this principle while a contracted one cannot.
Stimulus-response compatibility
It has been correctly argued that there are much better pre-existing relations
between spatial stimuli and manual responses—like the relation between a pointing
response and a spatial location, or like that between verbal stimuli and vocal
responses. There is ample evidence that spatial and verbal representations are
relatively separate cognitive categories with little mutual interference but also with
little mutual correspondence. Hence, a spatial task, like formatting a text, is most
easily performed by spatial mouse-type movement, thus leaving the keyboard for
verbal commands.
This does not mean that the keyboard is ideal for carrying out verbal commands.
Typing remains a matter of manually operating arbitrary spatial locations which
are basically incompatible with processing letters. It is actually another example of
a highly incompatible task which is only mastered by extensive practise, and the
skill is easily lost without continuous practice. A similar argument can be made for
shorthand writing, which also consists of connecting arbitrary written symbols to
verbal stimuli. An interesting example of an alternative method of keyboard
operation is a chording keyboard.
The operator handles two keyboards (one for the left and one for the right hand)
both consisting of six keys. Each letter of the alphabet corresponds to a chording
response, that is, a combination of keys. The results of studies on such a keyboard
showed striking savings in the time needed for acquiring typing skills. Motor
limitations limited the maximal speed of the chording technique but, still, once
learned, operator performance approached the speed of the conventional technique
quite closely.
A classical example of a spatial compatibility effect concerns the traditional
arrangements of stove burner controls: four burners in a 2 × 2 matrix, with the
controls in a horizontal row. In this configuration, the relations between burner and
control are not obvious and are poorly learned. However, despite many errors, the
problem of lighting the stove, given time, can usually be solved. The situation is
worse when one is faced with undefined display-control relations. Other examples
of poor S-R compatibility are found in the display-control relations of video
cameras, video recorders and television sets. The effect is that many options are
never used or must be studied anew at each new trial. The claim that “it is all
explained in the manual”, while true, is not useful since, in practice, most manuals
are incomprehensible to the average user, in particular when they attempt to
describe actions using incompatible verbal terms.
Originally S-S and R-R compatibility were distinguished from S-R compatibility.
A classical illustration of S-S compatibility concerns attempts in the late forties to
support auditory sonar by a visual display in an effort to enhance signal detection.
One solution was sought in a horizontal light beam with vertical perturbations
travelling from left to right and reflecting a visual translation of the auditory
background noise and potential signal. A signal consisted of a slightly larger
vertical perturbation. The experiments showed that a combination of the auditory
and visual displays did not do better than the single auditory display. The reason
was sought in a poor S-S compatibility: the auditory signal is perceived as a
loudness change; hence visual support should correspond most when provided in
the form of a brightness change, since that is the compatible visual analogue of a
loudness change.
The above examples show clearly how compatibility issues pervade all user-
machine interfaces. The problem is that the effects of poor compatibility are often
softened by extended practice and so may remain unnoticed or underestimated.
Yet, even when incompatible display-control relations are well-practised and do
not seem to affect performance, there remains the point of a larger error
probability. The incorrect compatible response remains a competitor for the correct
incompatible one and is likely to come through on occasion, with the obvious risk
of an accident. In addition, the amount of practice required for mastering
incompatible S-R relations is formidable and a waste of time.
One limit in motor programming was already briefly touched upon in the remarks
on R-R compatibility. The human operator has clear problems in carrying out
incongruent movement sequences, and in particular, changing from the one to
another incongruent sequence is hard to accomplish. The results of studies on
motor coordination are relevant to the design of controls in which both hands are
active. Yet, practice can overcome much in this regard, as is clear from the
surprising levels of acrobatic skills.
There is obviously much more to say than the above sketchy remarks. For instance,
the discussion has been almost fully limited to issues of information flow on the
level of a simple choice reaction. Issues beyond choice reactions have not been
touched upon, nor problems of feedback and feed forward in the ongoing
monitoring of information and motor activity. Many of the issues mentioned bear a
strong relation to problems of memory and of planning of behaviour, which have
not been addressed either. More extensive discussions are found in Wickens
(1992), for example.
This reference model was created to facilitate international communication. The model was
presented on the one hand to offer a reference framework for policy makers and on the other
hand, to offer a reference framework for doctors diagnosing people suffering from the
consequences of illness.
Why this reference framework? It arose with the aim of trying to improve and increase the
participation of people with long-term limited abilities. Two aims are mentioned:
· the rehabilitation perspective, i.e., the reintegration of people into society, whether this means
work, school, household, etc.
· the prevention of illness and where possible the consequences of illness e.g., disability and
handicap.
As of January 1st, 1994 the classification is official. The activities that have followed, are
widespread and especially concerned with issues such as: information and educational measures
for specific groups; regulations for the protection of workers; or, for instance, demands that
companies should employ, for example, at least 5 per cent of workers with a disability. The
classification itself leads in the long term to integration and non-discrimination.
Illness
Illness strikes each of us. Certain illnesses can be prevented, others not. Certain illnesses can be
cured, others not. Where possible illness should be prevented and if possible cured.
Impairment
Being born with three fingers instead of five does not have to lead to disability. The capabilities
of the individual, and the degree of manipulation possible with the three fingers, will determine
whether or not the person is disabled. When, however, a fair amount of signal processing is not
possible on a central level in the brain, then impairment will certainly lead to disability as at
present there is no method to “cure” (solve) this problem for the patient.
Disability
Disability describes the functional level of an individual having difficulty in task performance
e.g., difficulty standing up from their chair. These difficulties are of course related to the
impairment, but also to the circumstances surrounding it. A person who uses a wheelchair and
lives in a flat country like the Netherlands has more possibilities for self-transportation than the
same person living in a mountainous area like Tibet.
Handicap
When the problems are placed on a handicap level, it can be determined in which field the main
problems are effective e.g., immobility or physical dependency. These can affect work
performance; for example the person may not be able to get themselves to work; or, once at
work, might need assistance in personal hygiene, etc.
A handicap shows the negative consequences of disability and can only be solved by taking the
negative consequences away.
The above-mentioned classification and the policies thereof offer a well defined international
workable framework. Any discussion on designing for specific groups will need such a
framework in order to define our activities and try to implement these thoughts in design.
The progress of technology has brought about the state of affairs that, of all the
workplaces in Europe and North America, 60% involve the seated position. The
physical load in work situations is now on average far less than before, but many
worksites, nonetheless, call for physical loads that cannot be sufficiently reduced to
fit human physical capabilities; in some developing countries, the resources of
current technology are simply not available to relieve the human physical burden
to any appreciable extent. And in technologically advanced countries, it is still a
common problem that a designer will adapt his or her approach to constraints
imposed by product specifications or production processes, either slighting or
leaving out human factors related to disability and the prevention of harm due to
the workload. With respect to these aims, designers have to be educated to devote
attention to all such human factors, expressing the results of their study in a
product requirements document (PRD). The PRD contains the system of demands
which the designer has to meet in order to achieve both the expected product
quality level and the satisfaction of human capability needs in the production
process. While it is unrealistic to demand a product that matches a PRD in every
respect, given the need of unavoidable compromises, the design method suited to
the closest approach to this goal is the system ergonomic design (SED) method, to
be discussed following a consideration of two alternative design approaches.
Creative Design
System Design
System design arose from the need to predetermine the steps in design in a logical
order. As design becomes complex, it has to be subdivided into subtasks.
Designers or subtask teams thus become interdependent, and design becomes the
job of a design team rather than an individual designer. Complementary expertise
is distributed through the team, and design assumes an interdisciplinary character.
The way in which the specifications formulated in the PRD are of the first
importance. Figure 29.47 illustrates the relationship between the PRD and other
parts of the system design process.
SED is a version of system design adapted to ensure that the human factor is
accounted for in the design process. Figure 29.48 illustrates the flow of user input
into the PRD.
For example, to examine the implications of the worker’s physical abilities, task-
allocation in the design of the process will call for a careful selection of tasks to be
performed by the human operator or by the machine, each task being studied for its
aptness to machine or human treatment. Clearly, the human worker will be more
effective at interpreting incomplete information; machines however calculate much
more rapidly with prepared data; a machine is the choice for lifting heavy loads;
and so forth. Furthermore, since the user-machine interface can be tested at the
prototype phase, one can eliminate design errors that would otherwise untimely
manifest themselves at the phase of technical functioning.
· Direct observation of the disabled person at work and description of his or her
particular work difficulties. Such observation should be made at a point in the
worker’s schedule when he or she can be expected to be subject to fatigue—the
end of a work shift, perhaps. The point is that any design solutions should be
adapted to the most arduous phase of the work process, or else such phases may
fail to be performed adequately (or at all) owing to the worker’s capacity having
been physically exceeded.
· The interview. One has to be aware of the possibly subjective responses which
the interview per se may have the effect of eliciting. It is a far better approach that
the interview technique be combined with observation. Disabled persons
sometimes hesitate to discuss their difficulties, but when workers are aware that the
investigator is willing to exert special thoroughness on their behalf, their reticence
will diminish. This technique is time-consuming, but quite worthwhile.
The methods described above are some of the various ways of gathering data about
people. Methods exist, too, to evaluate user-machine systems. One of these—
simulation—is to construct a realistic physical copy. The development of a more or
less abstract symbolic representation of a system is an example of modelling. Such
expedients, of course, are both useful and necessary when the actual system or
product is not in existence or not accessible to experimental manipulation.
Simulation is more often used for training purposes and modelling for research. A
mock-up is a full-size, three-dimensional copy of the designed workplace
composed, where necessary, of improvised materials, and is of great use in testing
design possibilities with the proposed disabled worker: in fact, the majority of
design problems can be identified with the aid of such a device. Another advantage
to this approach is that the motivation of the worker grows as he or she participates
in the design of his or her own future workstation.
Analysis of Tasks
In the analysis of tasks, different aspects of a defined job are subject to analytical
observation. These manifold aspects include posture, routing of work
manipulations, interactions with other workers, handling tools and operating
machines, the logical order of subtasks, the efficiency of operations, static
conditions (a worker may have to perform tasks in the same posture over a long
time or with high frequency), dynamic conditions (calling for numerous varying
physical conditions), material environmental conditions (as in a cold
slaughterhouse) or non-material conditions (as with stressful work surroundings or
the organization of the work itself).
Work design for the disabled person has, then, to be founded on a thorough task
analysis as well as a full examination of the functional abilities of the disabled
person. The basic design approach is a crucial issue: it is more efficient to
elaborate all possible solutions for the problem in hand without prejudice than to
produce a single design concept or a limited number of concepts. In design
terminology, this approach is called making a morphological overview. Given the
multiplicity of original design concepts, one can proceed to an analysis of the pro
and con features of each possibility with respect to material use, construction
method, technical production features, ease of manipulation, and so on. It is not
unprecedented that more than one solution reaches the prototype stage and that a
final decision is made at a relatively late phase in the design process.
Although this may seem a time-consuming way to realize design projects, in fact
the extra work it entails is compensated for in terms of fewer problems
encountered in the developmental stage, to say nothing that the result—a new
workstation or product—will have embodied a better balance between the needs of
the disabled worker and the exigencies of the working environment. Unfortunately,
the latter benefit rarely if ever reaches the designer in terms of feedback.
The PRD forms the designer’s framework, and some designers regard it as an
unwelcome restriction of their creativity rather than as a salutary challenge. In
view of the difficulties at times accompanying the execution of a PRD, it should
always be borne steadily in mind that a design failure causes distress for the
disabled person, who may relinquish his or her efforts to succeed in the
employment arena (or else fall helpless victim to the progress of the disabling
condition), and additional costs for redesign as well. To this end, technical
designers should not operate alone in their design work for the disabled, but should
cooperate with whatever disciplines are needed for securing the medical and
functional information to set up an integrated PRD as a framework for the design.
Prototype Testing
When a prototype is built, it should be tested for errors. Error testing should be
carried out not only from the point of view of the technical system and subsystems,
but also with a view to its usability in combination with the user. When the user is
a disabled person, extra precautions have to be taken. An error to which an
unimpaired worker may successfully respond in safety may not afford the disabled
worker the opportunity of avoiding harm.
Evaluation
Current research aims at making this sort of insight possible. A model used to
obtain insight into those factors which actually determine whether or not a
technical aid ought to be used, or whether or not a worksite is well designed and
equipped for the disabled worker is the Rehabilitation Technology Useability
Model (RTUM). The RTUM model offers a framework to use in evaluations of
existing products, tools or machines, but can also be used in combination with the
design process as shown in figure 29.49 .
Evaluations of existing products reveal that as regards technical aids and worksites,
the quality of PRDs is very poor. At some times, the product requirements are not
recorded properly; at others they are not developed to a useful extent. Designers
simply must learn to start documenting their product requirements, including those
relevant to disabled users. Note that, as figure 29.49 shows, RTUM, in conjunction
with SED, offers a framework that includes the requirements of disabled users.
Agencies responsible for prescribing products for their users must request industry
to evaluate those product before marketing them, a task in essence impossible in
the absence of product requirement specifications; figure 29.49 also shows how
provision can be made to ensure that the end result can be evaluated as it should
(on a PRD) with the help of the disabled person or group for whom the product is
intended. It is up to national health organizations to stimulate designers to abide by
such design standards and to formulate appropriate regulations.
CULTURAL DIFFERENCES
Houshang Shahnavaz
This article will deal with some of the intricacies concerning cultural
considerations in technology designs, examining the current issues and problems,
as well as the prevailing concepts and principles, and how they can be applied.
Definition of Culture
The definition of the term culture has been debated at length amongst sociologists
and anthropologists for many decades. Culture can be defined in many terms.
Kroeber and Kluckhohn (1952) reviewed over a hundred definitions of culture.
Williams (1976) mentioned culture as one of the most complicated words in the
English language. Culture has even been defined as the entire way of life of people.
As such, it includes their technology and material artefacts—anything one would
need to know to become a functioning member of the society (Geertz 1973). It may
even be described as “publicly available symbolic forms through which people
experience and express meaning” (Keesing 1974). Summing it up, Elzinga and
Jamison (1981) put it aptly when they said that “the word culture has different
meanings in different intellectual disciplines and systems of thought”.
Technology can be considered both as part of culture and its product. More than 60
years ago the noted sociologist Malinowsky included technology as part of the
culture and gave the following definition: “culture comprises inherited artefacts,
goods, technical processes, ideas, habits and values.” Later, Leach (1965)
considered technology as a cultural product and mentioned “artefacts, goods and
technical processes” as “products of culture”.
In the past, technological changes have led to significant changes in social life and
organization and in people’s value systems. Industrialization has made deep and
enduring changes in the traditional lifestyles of many previously agricultural
societies since such lifestyles were largely regarded as incompatible with the way
industrial work should be organized. In situations of large cultural diversity, this
has led to various negative socio-economic outcomes (Shahnavaz 1991). It is now
a well-established fact that simply to impose a technology on a society and believe
that it will be absorbed and utilized through extensive training is wishful thinking
(Martin et al. 1991).
It is the responsibility of the technology designer to consider the direct and indirect
effects of the culture and to make the product compatible with the cultural value
system of the user and with its intended operating environment.
The impact of technology for many “industrially developing countries” (IDCs) has
been much more than improvement in efficiency. Industrialization was not just
modernization of the production and service sectors, but to some extent
Westernization of the society. Technology transfer is, thus, also cultural transfer.
It is said that people are also products of their distinctive cultures. Nevertheless,
the fact remains that world cultures are very much interwoven due to human
migration throughout history. It is small wonder that there exist more cultural than
national variations in the world. Nevertheless, some very broad distinctions can be
made regarding societal, organizational and professional culture-based differences
that could influence design in general.
There is very little information on both theoretical and empirical analyses of the
constraining influences of culture on technology and how this issue should be
incorporated in the design of hardware and software technology. Even though the
influence of culture on technology has been recognized (Shahnavaz 1991;
Abeysekera, Shahnavaz and Chapman 1990; Alvares 1980; Baranson 1969), very
little information is available on the theoretical analysis of cultural differences with
regard to technology design and utilization. There are even fewer empirical studies
that quantify the importance of cultural variations and provide recommendations
on how cultural factors should be considered in the design of product or system
(Kedia and Bhagat 1988). Nevertheless, culture and technology can still be studied
with some degree of clarity when viewed from different sociological viewpoints.
Societal culture
As all technologies are inevitably associated with sociocultural values, the cultural
receptivity of the society is a very important issue for the proper functioning of a
given technological design (Hosni 1988). National or societal culture, which
contributes to the formation of a collective mental model of people, influences the
entire process of technology design and application, which ranges from planning,
goal setting and defining design specifications, to production, management and
maintenance systems, training and evaluation. Technology design of both hardware
and software should, therefore, reflect society-based cultural variations for
maximum benefit. However, defining such society-based cultural factors for
consideration in the design of technology is a very complicated task. Hofstede
(1980) has proposed four dimensional framework variations of national-based
culture.
1. Weak versus strong uncertainty avoidance. This concerns a people’s desire to
avoid ambiguous situations and to what extent their society has developed formal
means (such as rules and regulations) to serve this purpose. Hofstede (1980) gave,
for example, high uncertainty avoidance scores to countries like Japan and Greece,
and low scores to Hong Kong and Scandinavia.
Glenn and Glenn (1981) have also distinguished between “abstractive” and
“associative” tendencies in a given national culture. It is argued that when people
of an associative culture (like those from Asia) approach a cognitive problem, they
put more emphasis on context, adapt a global thinking approach and try to utilize
association among various events. Whereas in the Western societies, a more
abstractive culture of rational thinking predominates. Based on these cultural
dimensions, Kedia and Bhagat (1988) have developed a conceptual model for
understanding cultural constraints on technology transfer. They have developed
various descriptive “propositions” which provide information on different
countries’ cultural variations and their receptivity with regard to technology.
Certainly many cultures are moderately inclined to one or the other of these
categories and contain some mixed features.
Organizational culture
A company’s organization, its structure, value system, function, behaviour, and so
on, are largely cultural products of the society in which it operates. This means that
what happens within an organization is mostly a direct reflection of what is
happening in the outside society (Hofstede 1983). The prevailing organizations of
many companies operating in the IDCs are influenced both by the characteristics of
the technology producer country as well as those of the technology recipient
environment. However, the reflection of the societal culture in a given organization
can vary. Organizations interpret the society in terms of their own culture, and their
degree of control depends, among other factors, on the modes of technology
transfer.
Professional culture
Figure 29.50 The use of plate share tools by professional tinsmiths in practice (the
reversed grip)
Using Cultural Features for Optimum Design
A clever strategy would thus make the best use of the positive features of a
society’s culture in promoting ergonomic ideas and principles. According to
McWhinney (1990) “the events, to be understood and thus used effectively in
projection, must be embedded in stories. One must go to varying depths to unleash
founding energy, to free society or organization from inhibiting traits, to find the
paths along which it might naturally flow. . . . Neither planning nor change can be
effective without embedding it consciously in a narrative.”
With regard to task design and job content, some cultures consider tasks like
manual labour and service as degrading. This may be attributed to past experiences
linked to colonial times regarding “master-slave relationships”. In some other
cultures, strong biases exist against tasks or occupations associated with “dirty
hands”. These attitudes are also reflected in lower-than-average pay scales for
these occupations. In turn, these have contributed to shortages of technicians or
inadequate maintenance resources (Sinaiko 1975).
Since it usually takes many generations to change cultural values with respect to a
new technology, it would be more cost-effective to fit the technology to the
technology recipient’s culture, taking cultural differences into consideration in the
design of hardware and software.
Micro-ergonomic issues
Micro-ergonomics is concerned with the design of a product or system with the
objective of creating a “usable” user-machine-environment interface. The major
concept of product design is usability. This concept involves not only the
functionality and reliability of the product, but issues of safety, comfort and
enjoyment as well.
The user’s internal model (i.e., his or her cognitive or mental model) plays an
important role in usability design. To operate or control a system efficiently and
safely, the user must have an accurate representative cognitive model of the system
in use. Wisner (1983) has stated that “industrialization would thus more or less
require a new kind of mental model.” In this view, formal education and technical
training, experience as well as culture are important factors in determining the
formation of an adequate cognitive model.
Meshkati (1989), in studying the micro- and macro-ergonomic factors of the 1984
Union Carbide Bhopal accident, highlighted the importance of culture on the
Indian operators’ inadequate mental model of the plant operation. He stated that
part of the problem may have been due to “the performance of poorly trained Third
World operators using advanced technological systems designed by other humans
with much different educational backgrounds, as well as cultural and psychosocial
attributes.” Indeed, many design usability aspects at the micro-interface level are
influenced by the user’s culture. Careful analyses of the user’s perception,
behaviour and preferences would lead to a better understanding of the user’s needs
and requirements for designing a product or system that is both effective and
acceptable.
Macro-ergonomic issues
The feudal system of social hierarchy and its value system are also widely
practised in most industrial workplaces in the developing countries. These make a
participatory management approach (which is essential for the new production
mode of flexible specialization and the motivation of the workforce) a difficult
endeavour. However, there are reports confirming the desirability of introducing
autonomous work systems even in these cultures Ketchum 1984).
Zhang and Tyler (1990), in a case study related to the successful establishment of a
modern telephone cable production facility in China supplied by a US firm (the
Essex Company) stated that “both parties realize, however, that the direct
application of American or Essex management practices was not always practical
nor desirable due to cultural, philosophical, and political differences. Thus the
information and instructions provided by Essex was often modified by the Chinese
partner to be compatible with the conditions existing in China.” They also argued
that the key to their success, despite cultural, economic and political differences,
was both parties’ dedication and commitment to a common goal as well as the
mutual respect, trust, and friendship which transcended any differences between
them.
Design of shift and work schedules are other examples of work organization. In
most IDCs there are certain sociocultural problems associated with shift work.
These include poor general living and housing conditions, lack of support services,
a noisy home environment and other factors, which require the design of special
shift programmes. Furthermore, for female workers, a working day is usually much
longer than eight hours; it consists of not only the actual time spent working, but
also the time spent on travelling, working at home and taking care of children and
elderly relatives. In view of the prevailing culture, shift and other work design
requires special work-rest schedules for effective operation.
Designing a usable product or system is not an easy task. There exists no absolute
quality of suitability. It is the designer’s task to create an optimum and harmonic
interaction between the four basic components of the human-technology system:
the user, the task, the technological system and the operating environment. A
system may be fully usable for one combination of user, task and environmental
conditions but totally unsuitable for another. One design aspect which can greatly
contribute to the design’s usability, whether it is a case of a single product or a
complex system, is the consideration of cultural aspects which have a profound
influence on both the user and the operating environment.
The best way to consider cultural aspects in design is for the designer to adapt a
user-centred design approach. True enough, the design approach adapted by the
designer is the essential factor that will instantly influence the usability of the
designed system. The importance of this basic concept must be recognized and
implemented by the product or system designer at the very beginning of the design
life cycle. The basic principles of user-centred design can thus be summarized as
follows (Gould and Lewis 1985; Shackel 1986; Gould et al. 1987; Gould 1988;
Wang 1992):
1. Early and continual focus on user. The user should be an active member of the
design team throughout the whole product development life cycle (i.e., predesign,
detail design, production, verification and product improvement phase).
3. Early and continuous user testing. User reaction should be tested using
prototypes or simulations while carrying out real work in the real environment
from early development stage to the final product.
In the case of designing a product on a global scale, the designer has to consider
the needs of consumers around the world. In such a case, access to all actual users
and operating environments may not be possible for the purpose of adopting a
user-centred design approach. The designer has to use a broad range of
information, both formal and informal, such as literature reference material,
standards, guidelines, and practical principles and experience in making an
analytical evaluation of the design and has to provide sufficient adjustability and
flexibility in the product in order to satisfy the needs of a wider user population.
Another point to consider is the fact that designers can never be all-knowing. They
need input from not only the users but also other parties involved in the project,
including managers, technicians, and repair and maintenance workers. In a
participatory process, people involved should share their knowledge and
experiences in developing a usable product or system and accept collective
responsibility for its functionality and safety. After all, everyone involved has
something at stake.
ELDERLY WORKERS
Antoine Laville and Serge Volkoff
The status of ageing workers varies according to their functional condition, which
itself is influenced by their past working history. Their status also depends on the
work post that they occupy, and the social, cultural and economic situation of the
country in which they live.
Thus, workers who have to perform much physical labour are also, most often,
those who have had the least schooling and the least occupational training. They
are subject to exhausting work conditions, which can cause disease, and they are
exposed to the risk of accidents. In this context, their physical capacity is very
likely to decline towards the end of their active life, a fact that makes them more
vulnerable at work.
Conversely, workers who have had the advantage of lengthy schooling, followed
by occupational training that equips them for their work, in general practise trades
where they can put to use the knowledge thus acquired and progressively widen
their experience. Often they do not work in the most harmful occupational
environments and their skills are recognized and valued as they grow older.
During a period of economic expansion and shortage of labour, ageing workers are
recognized as having the qualities of “occupational conscientiousness”, being
regular in their work, and being able to keep up their know-how. In a period of
recession and unemployment, there will be greater emphasis on the fact that their
work performance falls short of that of younger people and on their lower capacity
to adapt to changes in work techniques and organization.
Depending on the countries concerned, their cultural traditions and their mode and
level of economic development, consideration for ageing workers and solidarity
with them will be more or less evident, and their protection will be more or less
assured.
Advancing age therefore plays the role of a “vector” on which events in life are
registered chronologically, both at and outside work. Around this axis are hinged
processes of decline and building, which are very variable from one worker to
another. In order to take into account the problems of ageing workers in the design
of work situations, it is necessary to take into account both the dynamic
characteristics of changes connected with age and the variability of these changes
among individuals.
The main organic functions involved in work decline in an observable way from
the ages of 40 or 50, after some of them have undergone development up to the
ages of 20 or 25.
One function that is very sensitive to age is regulation of posture. This difficulty is
not very apparent for common and stable working positions (standing or sitting)
but it becomes obvious in situations of disequilibrium that require precise
adjustments, strong muscular contraction or joint movements at extreme angles.
These problems become more severe when the work has to be carried out on
unstable or slippery supports, or when the worker suffers a shock or unexpected
jolt. The result is that accidents due to loss of balance become more frequent with
age.
Thermoregulation also becomes more difficult with age, and this causes older
workers to have specific problems with regard to work in heat, particularly when
physically intense work has to be carried out.
Sensory functions begin to be affected very early, but the resulting deficiencies are
rarely marked before the ages of 40 to 45. Visual function as a whole is affected:
there is a reduction in the amplitude of accommodation (which can be corrected
with appropriate lenses), and also in the peripheral visual field, perception of
depth, resistance to glare and light transmission through the crystalline lens. The
resulting inconvenience is noticeable only in particular conditions: in poor lighting,
near sources of glare, with objects or texts of very small size or badly presented,
and so on.
The decline in auditory function affects the hearing threshold for high frequencies
(high-pitched sounds), but it reveals itself particularly as difficulty in
discriminating sound signals in a noisy environment. Thus, the intelligibility of the
spoken word becomes more difficult in the presence of ambient noise or strong
reverberation.
The other sensory functions are, in general, little affected at this time of life.
It can be seen that, in a general way, organic decline with age is noticeable
particularly in extreme situations, which should in any case be modified to avoid
difficulties even for young workers. Moreover, ageing workers can compensate for
their deficiencies by means of particular strategies, often acquired with experience,
when the work conditions and organization permit: the use of additional supports
for unbalanced postures, lifting and carrying loads in such a way as to reduce
extreme effort, organizing visual scanning so as to pinpoint useful information,
among other means.
As regards cognitive functions, the first thing to note is that work activity brings
into play basic mechanisms for receiving and processing information on the one
hand, and on the other, knowledge acquired throughout life. This knowledge
concerns mainly the meaning of objects, signals, words and situations
(“declarative” knowledge), and ways of doing things (“procedural” knowledge).
Short-term memory allows us to retain, for some dozens of seconds or for some
minutes, useful information that has been detected. Processing of this information
is carried out by comparing it with knowledge that has been memorized on a
permanent basis. Ageing acts on these mechanisms in various ways: (1) by virtue
of experience, it enriches knowledge, the capacity to select in the best way both
useful knowledge and the method of processing it, especially in tasks that are
carried out fairly frequently, but (2) the time taken to process this information is
lengthened owing both to ageing of the central nervous system, and to more fragile
short-term memory.
These cognitive functions depend very much on the environment in which the
workers have lived, and therefore on their past history, their training, and the work
situations which they have had to face. The changes that occur with age are
therefore manifested in extremely varied combinations of phenomena of decline
and reconstruction, in which each of these two factors may be more or less
accentuated.
If in the course of their working lives workers have received only brief training,
and if they have had to carry out relatively simple and repetitive tasks, their
knowledge will be limited and they have difficulties when confronted with new or
relatively unfamiliar tasks. If, moreover, they have to perform work under marked
time constraints, the changes that have occurred in their sensory functions and the
slowing down of their information processing will handicap them. If, on the other
hand, they have had lengthy schooling and training, and if they have had to carry
out a variety of tasks, they will thereby have been able to enhance their skills so
that the sensory or cognitive deficiencies associated with age will be largely
compensated for.
It is therefore easy to understand the role played by continued training in the work
situation of ageing workers. Changes in work make it necessary more and more
often to have recourse to periodic training, but older workers rarely receive it.
Firms frequently do not consider it worthwhile to give training to a worker nearing
the end of his or her active life, particularly as learning difficulties are thought to
increase with age. And the workers themselves hesitate to undergo training, fearing
that they will not succeed, and not always seeing very clearly the benefits that they
could derive from training.
In fact, with age, the manner of learning is modified. Whereas a young person
records the knowledge transmitted to him, an older person needs to understand
how this knowledge is organized in relation to what he or she already knows, what
is its logic, and what is its justification for work. He or she also needs time to learn.
Therefore one response to the problem of training older workers is, in the first
place, to use different teaching methods, according to each person’s age,
knowledge and experience, with, in particular, a longer training period for older
people.
Age differences between men and women are found at two different levels. At the
organic level, life expectancy is generally greater for women than for men, but
what is called life expectancy without disability is very close for the two sexes—up
to 65 to 70 years. Beyond that age, women are generally at a disadvantage.
Moreover, women’s maximum physical capacity is on average 30% less than
men’s, and this difference tends to persist with advancing age, but the variability in
the two groups is wide, with some overlap between the two distributions.
At the level of the working career there are great differences. On average, women
have received less training for work than men when they start their working life,
they most often occupy posts for which fewer qualifications are needed, and their
working careers are less rewarding. With age they, therefore, occupy posts with
considerable constraints, such as time constraints and repetitiveness of the work.
No sexual difference in the development of cognitive capacity with age can be
established without reference to this social context of work.
There are at least two reasons for adopting collective and quantitative approaches
with respect to the ageing of the working population. The first reason is that such
data will be necessary in order to evaluate and foresee the effects of ageing in a
workshop, a service, a firm, a sector or a country. The second reason is that the
main components of ageing are themselves phenomena subject to probability: all
workers do not age in the same way or at the same rate. It is therefore by means of
statistical tools that various aspects of ageing will sometimes be revealed,
confirmed or assessed.
The simplest instrument in this field is the description of age structures and of their
evolution, expressed in ways relevant to work: economic sector, trade, group of
jobs, and so on.
Recourse will therefore be had, when possible, to data arising from self-evaluation
of health by the workers, or obtained during medical examinations. These data may
relate to diseases whose variable prevalence with age needs to be better known for
purposes of anticipation and prevention. But the study of ageing will rely above all
on the appreciation of conditions that have not reached the disease stage, such as
certain types of functional deterioration: (e. g., of the joints—pain and limitation of
sight and hearing, of the respiratory system) or else certain kinds of difficulty or
even incapacity (e. g. in mounting a high step, making a precise movement,
maintaining equilibrium in an awkward position).
Relating data concerning age, work and health is therefore at the same time a
useful and complex matter. Their use permits various types of connections to be
revealed (or their existence to be presumed). It may be a case of simple causal
relationships, with some requirement of the work accelerating a type of decline in
the functional state as age advances. But this is not the most frequent case. Very
often, we shall be led to appreciate simultaneously the effect of an accumulation of
constraints on the a set of health characteristics, and at the same time the effect of
selection mechanisms in accordance with which workers whose health has declined
may find that they are excluded from certain kinds of work (what the
epidemiologists call the “healthy worker effect”).
1. One must not consider this age group as a category apart, but must instead
consider age as one factor of diversity among others in the active population;
protective measures that are too targeted or too accentuated tend to marginalize and
weaken the position of the populations concerned.
2. One should anticipate individual and collective changes related to age, as well
as changes in work techniques and organization. The management of human
resources can be effectively carried out only over time, so as to prepare appropriate
adjustments in work careers and training. The design of work situations can then
take account at the same time of the available technical and organizational
solutions and the characteristics of the (future) population concerned.
3. The diversity of individual development throughout working life should be
taken into consideration, so as to create conditions of equivalent diversity in work
careers and situations.
On the basis of these few principles, several types of immediate action can first be
defined. The highest priority of action will concern working conditions that are
capable of posing particularly acute problems for older workers. As mentioned
earlier, postural stresses, extreme exertion, strict time constraints (e.g., as with
assembly-line work or the imposition of higher output goals), harmful
environments (temperature, noise) or unsuitable environments (lighting
conditions), night work and shift work are examples.
Systematic pinpointing of these constraints in posts that are (or may be) occupied
by older workers allows an inventory to be drawn up and priorities to be
established for action. This pinpointing can be carried out by means of empirical
inspection checklists. Of equal use will be analysis of worker activity, which will
permit observation of their behaviour to be linked with the explanations that they
give of their difficulties. In these two cases, measures of effort or of environmental
parameters may complete the observations.
Beyond this pinpointing, the action to be taken cannot be described here, since it
will obviously be specific to each work situation. The use of standards may
sometimes be useful, but few standards take account of specific aspects of ageing,
and each one is concerned with a particular domain, which tends to give rise to
thinking in an isolated fashion about each component of the activity under study.
Apart from the immediate measures, taking ageing into account implies longer-
range thinking directed towards working out the widest possible flexibility in the
design of work situations.
Such flexibility must first be sought in the design of work situations and
equipment. Restricted space, nonadjustable tools, rigid software, in short, all the
characteristics of the situation that limit the expression of human diversity in the
carrying out of the task are very likely to penalize a considerable proportion of
older workers. The same is true of the more constraining types of organization: a
completely predetermined distribution of tasks, frequent and urgent deadlines, or
too numerous or too strict orders (these, of course, must be tolerated when there are
essential requirements relating to the quality of production or the safety of an
installation). The search for such flexibility is, therefore, the search for varied
individual and collective adjustments that can facilitate the successful integration
of ageing workers into the production system. One of the conditions for the success
of these adjustments is obviously the establishment of work training programmes,
provided for workers of all ages and geared to their specific needs.
Taking ageing into account in the design of work situations thus entails a series of
coordinated actions (overall reduction in extreme stresses, using all possible
strategies for work organization, and continuous efforts to increase skills), which
are all the more efficient and all the less expensive when they are taken over the
long term and are carefully thought out in advance. The ageing of the population is
a sufficiently slow and foreseeable phenomenon for appropriate preventive action
to be perfectly feasible.
There are so many products on the market that readily reveal their unfitness for the
general population of users. What evaluation should one make of a doorway too
narrow to comfortably accommodate a stout person or pregnant woman? Shall its
physical design be faulted if it satisfies all relevant tests of mechanical function?
Certainly such users cannot be regarded as disabled in any physical sense, since
they may be in a state of perfect health. Some products need considerable handling
before one can force them to perform as desired—certain inexpensive can openers
come, not altogether trivially, to mind. Yet a healthy person who may experience
difficulty operating such devices need not be considered disabled. A designer who
successfully incorporates considerations of human interaction with the product
enhances the functional utility of his or her design. In the absence of good
functional design, people with a minor disability may find themselves in the
position of being severely hampered. It is thus the user-machine interface that
determines the value of design for all users.
It is a truism to remind oneself that technology exists to serve human beings; its
use is to enlarge their own capabilities. For disabled persons, this enlargement has
to be taken some steps further. For instance in the 1980s, a good deal of attention
was paid to the design of kitchens for disabled people. The experience gained in
this work penetrated design features for “normal” kitchens; the disabled person in
this sense may be considered a pioneer. Occupationally-induced impairments and
disabilities—one has but to consider the musculoskeletal and other complaints
suffered by those confined to sedentary tasks so common in the new workplace—
similarly call for design efforts aimed not only also preventing the recurrence of
such conditions, but at the development of user-compatible technology adapted to
the needs of workers already affected by work-related disorders.
Another way to approach design for the broader average population is to produce
two products, each one designed roughly to fit the two percentile extremes of
human differences. Two sizes of chair, for instance, might be built, the one with
brackets allowing it to be adjusted in height from 38 to 46 cm, and the other one
from 46 to 54 cm; two sizes of pliers already exist, one fitting larger and average
sizes of men’s hands and the other fitting average women’s hands and hands of
smaller men.
Cost/benefit analyses are developed by ergonomists in order to gain insight into the
results of ergonomic policies other than those that are economic. In the present
day, evaluation in the industrial and commercial realms includes the negative or
positive impact of a policy on the worker.
Methods of evaluating quality and usability are currently the subject of active
research. The Rehabilitation Technology Useability Model (RTUM), as shown
in figure 29.51 , can be utilized as a model for evaluating the usability of a product
within rehabilitation technology and to illuminate the various aspects of the
product which determine its usability.
From the strictly economic point of view, the costs of creating a system in which a
given task can be performed or in which a certain product can be made can be
specified; it scarcely needs mentioning that in these terms each company is
interested in a maximum return on its investment. But how can the real costs of
task performance and product manufacturing in relation to financial investment be
determined when one takes into account the varying exertions of workers’
physical, cognitive and mental systems? In fact, the judging of human performance
itself is, among other factors, based on the workers’ perception of what has to be
done, their view of their own value in doing it, and their opinion of the company. It
is actually the intrinsic satisfaction with work that is the norm of value in this
context, and this satisfaction, together with the aims of the company, constitute
one’s reason for performing. Worker well-being and performance are thus based on
a wide spectrum of experiences, associations and perceptions that determine
attitudes towards work and the ultimate quality of performance—an understanding
upon which the RTUM model is predicated.
If one does not accept this view, it becomes necessary to regard investment only in
relation to doubtful and unspecified results. If ergonomists and physicians wish to
improve the work environment of disabled people—to produce more from machine
operations and enhance the usability of the tools used—they will encounter
difficulties in finding ways to justify the financial investment. Typically, such
justification has been sought in savings realized by prevention of injury and illness
due to work. But if the costs of illness have been borne not by the company but by
the state, they become financially invisible, so to speak, and are not seen as work-
related.
1. Personnel
· Is it likely that extra costs may be incurred for special task instruction?
· Are personnel changes called for? Their costs must be considered also.
2. Safety
· Will the job being considered for the disabled worker involve safety
regulations?
3. Medical
· As regards the worker whose disability is being examined with a view to his or
her re-entry into the workplace, the nature and seriousness of the incapacity must
be assessed.
· The extent of the disabled worker’s absence must also be taken into account.
· What is the character and frequency of the worker’s “minor” symptoms, and
how are they to be dealt with? Can the future development of related “minor”
illnesses capable of hampering the worker’s efficiency be foreseen?
As concerns time lost from work, these calculations can be made in terms of
wages, overhead, compensation and lost production. The sort of analyses just
described represents a rational approach by which an organization can arrive at an
informed decision as to whether a disabled worker is better off back on the job and
whether the organization itself will gain by his or her return to work.
In the preceding discussion, designing for the broader population has received a
focus of attention heightened by emphasis on specific design in relation to usability
and the costs and benefits of such design. It is still a difficult task to make the
needed calculations, including all relevant factors, but at present, research efforts
are continuing that incorporate modelling methods in their techniques. In some
countries, for example the Netherlands and Germany, government policy is making
companies more responsible for job-related personal harm; fundamental changes in
regulatory policies and insurance structures are, clearly, to be expected to result
from trends of this sort. It has already become a more or less settled policy in these
countries that a worker who suffers a disabling accident at work should be
provided with an adapted work station or be able to perform other work within the
company, a policy that has made the treatment of the disabled a genuine
achievement in the humane treatment of the worker.
In designing, for instance, a work action to which data about the worker’s physical
strength is relevant, the designer will not choose as a specification the maximum
strength which the disabled person can exert, but will take into account any
possible diminution in strength that a progression in the worker’s condition might
bring about. Thus the worker will be enabled to continue to use the machines and
tools adapted or designed for him or at the work station.
Furthermore, designers should avoid designs that involve manipulations of the
human body at the far extremes of, say, the range of motion of a body part, but
should accommodate their designs to the middle ranges. A simple but very
common illustration of this principle follows. A very common part of the drawers
of kitchen and office cabinets and desks is a handle that has the form of a little
shelf under which one places the fingers, exerting upward and forward force to
open the drawer. This manoeuvre requires 180 degrees of supination (with the
palm of the hand up) in the wrist—the maximum point for the range of this sort of
motion of the wrist. This state of affairs may present no difficulty for a healthy
person, provided that the drawer can be opened with a light force and is not
awkwardly situated, but makes for strain when the action of the drawer is tight or
when the full 180-degree supination is not possible, and is a needless burden on a
disabled person. A simple solution—a vertically placed handle—would be
mechanically far more efficient and more easily manipulated by a larger portion of
the population.
In what follows, the three chief areas of limitation in physical functional ability, as
defined by the locomotion system, the neurological system and the energy system,
will be discussed. Designers will gain some insight into the nature of user/worker
constraints in considering the following basic principles of bodily functions.
The locomotion system. This consists of the bones, joints, connective tissues and
muscles. The nature of the joint structure determines the range of motion possible.
A knee joint, for example, shows a different degree of movement and stability than
the joint of the hip or the shoulder. These varying joint characteristics determine
the actions possible to the arms, hands, feet, and so on. There are also different
types of muscle; it is the type of muscle, whether the muscle passes over one or
two joints, and the location of the muscle that determines, for a given body part,
the direction of its movement, its speed, and the strength which it is capable of
exerting.
The fact that this direction, speed and strength can be characterized and calculated
is of great importance in design. For disabled people, one has to take it into
account that the “normal” locations of muscles have been disturbed and that the
range of motion in joints has been changed. In an amputation, for instance, a
muscle may function only partly, or its location may have changed, so that one has
to examine the physical ability of the patient carefully to establish what functions
remain and how reliable they may be. A case history follows.
A 40-year-old carpenter lost his thumb and the third finger of his right hand in an
accident. In an effort to restore the carpenter’s capacity for work, a surgeon
removed one of the patient’s great toes and he replaced the missing thumb with it.
After a period of rehabilitation, the carpenter returned to work but found it
impossible to do sustained work for more than three to four hours. His tools were
studied and found to be unfitted to the “abnormal” structure of his hand. The
rehabilitation specialist, examining the “redesigned” hand from the point of view
of its new functional ability and form was able to have new tools designed that
were more appropriate and usable with respect to the altered hand. The load on the
worker’s hand, previously too heavy, was now within a usable range, and he
regained his ability to continue work for a longer time.
She has a sitting workplace at home (the kitchen is designed to allow her to work
in a seated position). The safety measure has been taken of installing a sink in a
position sufficiently isolated that the risk of burning her legs with hot water is
minimized, since her inability to process temperature information in the legs leaves
her vulnerable to being unaware of being burned.
Case 2. A five-year-old boy whose left side was paralysed was being bathed by his
mother. The doorbell rang, the mother left the boy alone to go to the front door,
and the boy, turning on the hot-water tap, suffered burns. For safety reasons, the
bath should have been equipped with a thermostat (preferably one that the boy
could not have overridden).
The energy system. When the human body has to perform physical labour,
physiological changes, notably in the form of interactions in the muscle cells, take
place, albeit relatively inefficiently. The human “motor” converts only about 25%
of its energy supply to mechanical activity, the remainder of the energy
representing thermal losses. The human body is therefore not especially suited to
heavy physical labour. Exhaustion sets in after a certain time, and if heavy labour
has to be performed, reserve energy sources are drawn upon. These sources of
reserve energy are always used whenever work is carried out very rapidly, is
started suddenly (without a warm-up period) or involves heavy exertion.
The human organism obtains energy aerobically (via oxygen in the bloodstream)
and anaerobically (after depleting aerobic oxygen, it calls upon small, but
important reserve units of energy stored in muscle tissue). The need for fresh air
supplies in the workplace naturally draws the focus of discussion of oxygen usage
toward the aerobic side, working conditions that are strenuous enough to call forth
anaerobic processes on a regular basis being extraordinarily uncommon in most
workplaces, at least in the developed countries. The availability of atmospheric
oxygen, which relates so directly to human aerobic functioning, is a function of
several conditions:
· Ambient air pressure (approximately 760 torr, or 21.33 kPa at sea level). High-
altitude task performance can be profoundly affected by oxygen deficiency and is a
prime consideration for workers in such conditions.
· Ambient oxygen makes its way into the bloodstream via the alveoli by
diffusion. At higher blood pressures, the diffusion surface is enlarged and thereby
the oxygen capacity of the blood.
· People with certain heart problems suffer when, with increased cardiac output
(together with the oxygen level), the blood circulation changes in favour of the
muscles.
A person suffering from asthma or bronchitis, both of which are diseases affecting
the lungs, causes the worker severe limitation in his or her work. The work
assignment of this worker should be analysed with respect to factors such as
physical load. The environment should be analysed as well: clean ambient air will
contribute substantially to workers’ well-being. Furthermore, the workload should
be balanced through the day, avoiding peak loads.
Specific Design
In some cases, however, there is still a need for specific design, or design for very
small groups. Such a need arises when the tasks to be performed and the
difficulties a disabled person is experiencing are excessively large. If the needed
specific requirements cannot be made with the available products on the market
(even with adaptations), specific design is the answer. Whether this sort of solution
may be costly or cheap (and aside from humanitarian issues) it must be nonetheless
regarded in the light of workability and support to the firm’s viability. A specially
designed worksite is worthwhile economically only when the disabled worker can
look forward to working there for years and when the work he or she does is, in
production terms, an asset to the company. When this is not the case, although the
worker may indeed insist upon his or her right to the job, a sense of realism should
prevail. Such touchy problems should be approached in a spirit of seeking a
solution by cooperative endeavours at communication.
· The worker so served can return to work and a life of social participation.
· The costs of any personnel changes that the alternative might involve are
avoided.
· The design is unlikely to be used for even one other person, let alone a larger
group.
Case 2. A young man, whose profession was the production of technical drawings,
suffered a high level spinal cord lesion due to diving in shallow waters. His injury
is severe enough for him to require help with all his daily activities. Nevertheless,
with the help of a computer-aided design (CAD) software, he continues to be able
make his living at technical drawing and lives, financially independent, with his
partner. His work space is a study adapted for his needs and he works for a firm
with which he communicates by computer, phone and fax. To operate his personal
computer, he had to have certain adaptations made to the keyboard. But with these
technical assets he can earn a living and provide for himself.
The approach for specific design is not different from other design as described
above. The only insurmountable problem that may arise during a design project is
that the design objective cannot be achieved on purely technical grounds—in other
words, it can’t be done. For example, a person suffering from Parkinson’s disease
is prone, at a certain stage in the progression of his or her condition, to fall over
backwards. An aid which would prevent such an eventuality would of course
represent the desired solution, but the state of the art is not such that such a device
can yet be built.
One can treat bodily impairment by medically intervening to restore the damaged
function, but the treatment of a disability, or deficiency in the ability to perform
tasks, can involve measures far less developed in comparison with medical
expertise. As far as the necessity of treating a disability is concerned, the severity
of the handicap strongly influences such a decision. But given that treatment is
called for, however, the following means, taken singly or in combination, form the
choices available to the designer or manager:
From the specific ergonomic point of view, treatment of a disability includes the
following:
· modification of a tool
The issue of efficacy is always the point of departure in the modification of tools or
machines, and is often related to the costs devoted to the modification in question,
the technical features to be addressed, and the functional changes to be embodied
in the new design. Comfort and attractiveness are qualities that by no means
deserve to be neglected among these other characteristics.
· a prosthetic system that would serve to restore the function of the impaired foot
as well as to compensate for the patient’s loss of ability to walk.
Is there any general answer to the question of how to design for the disabled
worker? The system ergonomic design (SED) approach is an eminently suitable
one for this task. Research related to the work situation or to the kind of product at
issue requires a design team for the purpose of gathering special information
relating either to a special group of disabled workers or to the unique case of an
individual user disabled in a particular way. The design team will, by virtue of
including a diversity of qualified people, be in possession of expertise beyond the
technical sort expected of a designer alone; the medical and ergonomic knowledge
shared among them will be as fully applicable as the strictly technical.
*The author acknowledges the assistance of Mr. E. Messer and Prof. W. Laurig for
their contribution to the biomechanical and design aspects, and to Prof. H. Stein
and Dr. R. Langer for their help with the physiological aspects of the polishing
process. The research was supported by a grant from the Committee for Research
and Prevention in Occupational Safety and Health, Ministry of Labor and Social
Affairs, Israel.
The design of manually operated work benches and working methods in the
diamond polishing industry has not changed for hundreds of years. Occupational
health studies of diamond polishers have identified high rates of musculoskeletal
disorders of the hands and arms, specifically, ulnar neuropathy at the elbow. These
are due to the high musculoskeletal demands placed on the upper body in the
practice of this manually intensive profession. A study conducted at the Technion
Israel Institute of Technology addressed itself to the investigation of the ergonomic
aspects and occupational diseases relating to safety issues among craftsmen in the
diamond polishing industry. The tasks in this industry, with its high demands for
manipulative movements, include movements that require frequent, rapid hand
exertions. An epidemiological review conducted during the years 1989-1992 in the
Israeli diamond industry has pointed out that the manipulative movements
experienced in diamond polishing very often cause serious health problems to the
worker in the upper extremities and in the upper and lower back. When such
occupational hazards affect workers, it produces a chain reaction that eventually
affects the industry’s economy as well.
The first known description of a diamond polishing workstation was given in 1568
by the Italian goldsmith, Benvenuto Cellini, who wrote: “One diamond is rubbed
against another until by mutual abrasion both take a form which the skilled
polisher wishes to achieve.” Cellini’s description could have been written today:
the role of the human operator has not changed over these 400 years. If one
examines the working routines, hand tools and the nature of the decisions involved
in the process one can see that the user-machine relationship has also hardly
changed. This situation is unique among most industries where enormous changes
have occurred with the entry of automation, robotics and computer systems; these
have completely changed the role of the worker in the world today. Yet the
polishing work cycle has been found to be very similar, not only in Europe where
the polishing craft started, but in most industries all over the globe, whether in
advanced facilities in the United States, Belgium or Israel—which specialize in
fancy geometry and higher-value diamond products—or the facilities in India,
China and Thailand, which generally produce popular shapes and mid-value
products.
The polishing process is based on grinding the fixed rough diamond over diamond
dust bonded to the polishing disk’s surface. Owing to its hardness, only grinding
by friction against similar carbon material is effective in manipulating the
diamond’s shape to its geometric and brilliant finish. The workstation hardware is
composed of two basic groups of elements: workstation mechanisms and hand-
held tools. The first group includes an electric motor, which rotates a polishing
disk on a vertical cylindrical shaft, perhaps by a single direct drive; a solid flat
table which surrounds the polishing disk; a bench seat and a source of light. The
hand-held operating tools consist of a diamond holder (or tang) which houses the
rough stone during all polishing phases and is usually held in the left palm. The
work is magnified with a convex lens which is held between the first, second and
third fingers of the right hand and viewed with the left eye. This method of
operation is imposed by a strict training process which in most cases does not take
handedness into account. During work the polisher assumes a reclining posture,
pressing the holder to the grinding disk. This posture requires the support of the
arms on the working table in order to stabilize the hands. As a result, the ulnar
nerve is vulnerable to external lesions due to its anatomical position. Such an
injury is common among diamond polishers and has been accepted as an
occupational disease since the 1950s. The number of polishers worldwide today is
around 450,000, of whom approximately 75% are located in the Far East, primarily
India, which has dramatically expanded its diamond industry in the last two
decades. The act of polishing is done manually, with each of the diamond facets
being produced by polishers who are trained and skilled with respect to a certain
part of the stone’s geometry. The polishers are a clear majority of the diamond
craft force, composing about 80% of the overall industry’s workforce. Therefore,
most of the occupational risks of this industry can be addressed through improving
the operation of the diamond polishing workstation.
Analysis of the motion patterns involved in polishing shows that the polishing
routine consists of two subroutines: a simpler routine called the polish cycle, which
represents the basic diamond polishing operation, and a more important one called
the facet cycle, which involves a final inspection and a change of the stone’s
position in the holder. The overall procedure includes four basic work elements:
2. Inspection. Every few seconds the operator, using a magnifying glass, visually
inspects the progress made on the polished facet.
On the face of it, diamond polishing is a simple straightforward task, and in a way
it is, but it requires much skill and experience. In contrast to all other industries,
where raw and processed material is controlled and manufactured according to
exact specifications, the diamond in the rough is not homogeneous and each
diamond crystal, large or small, has to be checked, categorized and treated
individually. Apart from the needed manual skill, the polisher has to make
operational decisions at every polishing phase. As a result of the visual inspection,
decisions must be made on such factors as angular spatial correction—a three-
dimensional judgment—amount and duration of pressure to be applied, angular
positioning of the stone, contact point on the grinding disk, among others. Many
points of significance have to be considered, all in the average time of four
seconds. it is important to understand this decision-making process when
improvements are designed.
Before one can advance to the stage at which motion analysis can be used for
setting better ergonomic design and engineering criteria for a polishing
workstation, one has to be aware of yet further aspects involved in this unique
user-machine system. In this post-automation age, we still find the production part
of the successful and expanding diamond industry almost untouched by the
enormous technological advances made in the last few decades. While almost all
other sectors of industry have undergone continuing technology change that
defined not only production methods but the products themselves, the diamond
industry has remained virtually static. A plausible reason for this stability may be
the fact that neither the product nor the market have changed through the ages. The
design and shapes of diamonds have in practice remained almost unchanged. From
the business point of view, there was no reason to change the product or the
methods. Furthermore, since most of the polishing work is done by subcontracting
to individual workers, the industry had no problem in regulating the labour force,
adjusting the flow of work and the supply of rough diamonds according to market
fluctuations. As long as the production methods do not change, the product will not
change either. Once the use of more advanced technology and automation are
adopted by the diamond industry, the product will change, with a greater variety of
forms available in the market. But a diamond still has a mystic quality that sets it
apart from other products, a value that may well decrease when it comes to be
regarded as merely another mass-produced item. Recently though, market
pressures and the arrival of new production centres, mainly in the Far East, are
challenging the old established European centres. These are forcing the industry to
examine new methods and production systems and the role of the human operator.
When considering improving the polishing workstation, one must look upon it as
part of a user-machine system that is governed by three main factors: the human
factor, the technology factor and the business factor. A new design that takes
account of ergonomic principles will provide a springboard to a better production
cell in the broad sense of the term, meaning comfort over long working hours, a
better quality product and higher production rates. Two different design
approaches have been considered. One involves a redesign of the existing
workstation, with the worker given the same tasks to perform. The second
approach is to look at the polishing task in an unbiased manner, aiming at an
optimal, total station and task design. A total design should not be based on the
present workstation as input but on the future polishing task, generating design
solutions that integrate and optimize the needs of the three above-mentioned
system factors.
At present, the human operator performs most of the tasks involved in the
polishing act. These human-performed tasks rely on “filling” and working
experience. This is a complex psychophysiological process, only partially
conscious, based on trial and error input which enables an operator to execute
complex operations with a good prediction of the outcome. During periodic daily
work cycles of thousands of identical movements, “filling” manifests itself in the
human-automatic operation of motor memory executed with great precision. For
each of these automatic motions, tiny corrections are made in response to feedback
received from the human sensors, like the eyes, and the pressure sensors. In any
future diamond polishing workstation these tasks will continue to be performed in
a different way. As to the material itself, in the diamond industry, by contrast with
most other industries, the relative value of the raw material is very high. This fact
explains the importance of making maximal use of the rough diamond’s volume
(or stone weight) in order to get the largest net stone possible after polishing. This
emphasis is paramount throughout all the stages of diamond processing.
Productivity and efficiency are not measured by reference to time only, but also by
the size and precision achieved.
The causes of the 1986 Chernobyl disaster have been variously attributed to the
operating personnel, the plant management, the design of the reactor and the lack
of adequate safety information in the Soviet nuclear industry. This article considers
a number of design faults, operational shortcomings and human errors that
combined in the accident. It examines the sequence of events leading up to the
accident, design problems in the reactor and cooling rods, and the course of the
accident itself. It considers the ergonomics aspects, and expresses the view that the
main cause of the accident was inadequate user-machine interaction. Finally, it
stresses the continuing inadequacies, and emphasizes that unless the ergonomics
lessons are fully learned, a similar disaster could still occur.
The full story of the Chernobyl disaster is yet to be disclosed. To speak candidly,
the truth is still veiled by self-serving reticence, half-truths, secrecy and even
falsehood. A comprehensive study of the causes of the accident appears to be a
very difficult task. The main problem faced by the investigator is the need to
reconstruct the accident and the role of the human factors in it on the basis of the
tiny bits of information that have been made available for study. The Chernobyl
disaster is more than a severe technological accident, part of the reasons for the
disaster also lie with the administration and the bureaucracy. However, the chief
aim of this article is to consider the design faults, the operational shortcomings and
the human errors that combined in the Chernobyl accident.
Who is to blame?
The chief designer for the pressure tube large power boiling water reactors
(RBMK) used at the Chernobyl nuclear power plant (NPP), in 1989, presented his
view on the causes of the Chernobyl accident. He attributed the disaster to the fact
that the personnel failed to observe the correct procedures, or “production
discipline”. He pointed out that the lawyers investigating the accident had arrived
at the same conclusion. According to his view, “the fault lies with the personnel
rather than some design or manufacturing failings.” The research supervisor for the
RBMK development supported this view. The possibility of ergonomic inadequacy
as a causative factor was not considered.
The operators themselves expressed a different opinion. The shift supervisor of the
fourth unit, A.F. Akimov, when dying in a hospital as a result of receiving a dose
of radiation of more than 1,500 rads (R) in a short period of time during the
accident, kept telling his parents that his actions had been correct and he could not
understand what had gone wrong. His persistence reflected absolute trust in a
reactor that was supposedly completely safe. Akimov also said that he had nothing
to blame his crew for. The operators were sure that their actions were in accord
with regulations, and the latter did not mention the eventuality of an explosion at
all. (Remarkably, the possibility of the reactor’s becoming dangerous under certain
conditions was introduced into the safety regulations only after the Chernobyl
accident.) However, in light of design problems revealed subsequently, it is
significant that the operators could not understand why inserting rods into the core
caused such a terrible explosion instead of instantly stopping the nuclear reaction
as designed. In other words, in this case they acted correctly according to the
maintenance instructions and to their mental model of the reactor system, but the
design of the system failed to correspond to that model.
Six persons, representing only the plant management, were convicted, in view of
the human losses, on the grounds of having violated safety regulations for
potentially explosive facilities. The chairman presiding over the court said some
words to the effect of proceeding with the investigations as regards “those who
failed to take measures to improve the plant design”. He also mentioned the
responsibility of department officials, local authorities and medical services. But,
in fact, it was clear that the case was closed. Nobody else was held responsible for
the greatest disaster in the history of nuclear technology.
However, it is necessary to investigate all causative factors that combined in the
disaster to learn important lessons for safe future operation of NPPs.
No Soviet nuclear accidents were ever made public except for the accidents at the
Armenian and Chernobyl (1982) nuclear power plants, which were casually
mentioned in the newspaper Pravda. By concealing the true state of affairs (thus
failing to make use of lessons based on the accident analyses) the leaders of the
nuclear power industry were setting it straight on the path to Chernobyl-86, a path
that was further smoothed by the fact that a simplified idea of the operator
activities had been implanted and the risk of operating NPPs was underestimated.
On 25 April 1986, the fourth unit of the Chernobyl NPP (Chernobyl 4) was being
prepared for routine maintenance. The plan was to shut the unit down and perform
an experiment involving inoperative safety systems totally deprived of power from
normal sources. This test should have been carried out before the initial Chernobyl
4 startup. However, the State Committee was in such a hurry to start up the unit
that they decided to postpone indefinitely some “insignificant” tests. The
Acceptance Certificate was signed at the end of 1982. Hence, the deputy chief
engineer was acting according to the earlier plan, which presupposed a wholly
inactive unit; his planning and timing of the test proceeded according to this
implicit assumption. This test was in no way carried out on his own initiative.
The programme of the test was approved by the chief engineer. The power during
the test was supposed to be generated from the rundown energy of the turbine rotor
(during its inertia-induced rotation). When still rotating, the rotor provides electric
power generation which could be used in an emergency. Total loss of power at a
nuclear plant causes all mechanisms to stop, including the pumps which provide
for the coolant circulation in the core, which in turn results in core meltdown—a
grave accident. The above experiment was aimed at testing the possibility of using
some other available means—the inertial rotation of the turbine—to produce
power. It is not forbidden to perform such tests at operating plants provided that an
adequate procedure has been developed and additional safety precautions have
been worked out. The programme must ensure that a back-up power supply for the
whole test period is provided. In other words, the loss of power is only implied but
never actualized. The test may be performed only after the reactor is shut down,
that is, when the “scram” button is pushed and the absorbing rods are inserted in
the core. Prior to this, the reactor must be in a stable controlled condition with the
reactivity margin specified in the operating procedure, with at least 28 to 30
absorbing rods inserted in the core.
The programme approved by the chief engineer of the Chernobyl plant satisfied
none of the above requirements. Moreover, it called for the shutting off of the
emergency core cooling system (ECCS), thus jeopardizing the safety of the plant
for the whole test period (about four hours). When developing the programme, the
initiators took into account the possibility of triggering the ECCS, an eventuality
which would have prevented them from completing the rundown test. The bleed-
off method was not specified in the programme since the turbine no longer needed
steam. Clearly, the people involved were completely ignorant of reactor physics.
The nuclear power leaders obviously included similarly unqualified people as well,
which would account for the fact that when the above programme was submitted
for approval to the responsible authorities in January 1986, it was never
commented on by them in any way. The dulled feeling of danger also made its
contribution. Owing to the policy of secrecy surrounding nuclear technology the
opinion had formed that nuclear power plants were safe and reliable, and that their
operation was accident-free. Lack of official response to the programme did not,
however, alert the director of the Chernobyl plant to the possibility of danger. He
decided to proceed with the test using the uncertified programme, even though it
was not permitted.
While performing the test, the personnel violated the programme itself, thus
creating further possibilities for an accident. The Chernobyl personnel committed
six gross errors and violations. According to the programme the ECCS was made
inoperative, this being one of the gravest and most fatal errors. The feedwater
control valves had been cut off and locked beforehand so that it would be
impossible even to open them manually. The emergency cooling was deliberately
put out of action in order to prevent possible thermal shock resulting from cold
water entering the hot core. This decision was based on the firm belief that the
reactor would hold out. The “faith” in the reactor was strengthened by the
comparatively trouble-free ten years’ operation of the plant. Even a serious
warning, the partial core meltdown at the first Chernobyl unit in September 1982,
was ignored.
According to the test programme the rotor rundown was to be carried out at a
power level of 700 to 1000 MWth (megawatts of thermal power). Such a rundown
should have been performed as the reactor was being shut down, but the other,
disastrous, way was chosen: to proceed with the test with the reactor still operating.
This was done to ensure the “purity” of the experiment.
Problems due to the inadequate design of the reactor and absorbing rods
Grave design faults in the reactor and the absorbing rods actually predetermined
the Chernobyl accident. In 1975, after the accident at the Leningrad plant, and later
on, specialists warned about the possibility of another accident in view of
deficiencies in core design. Six months before the Chernobyl disaster, a safety
inspector at the Kursk plant sent a letter to Moscow in which he pointed out to the
chief researcher and chief designer certain design inadequacies of the reactor and
the control and protection system rods. The State Supervising Committee for
Nuclear Power, however, called his argument groundless.
The course of the events was as follows. With the onset of the reactor coolant
pump cavitation, which led to reduced flow rate in the core, the coolant boiled in
the pressure tubes. Just then, the shift supervisor pushed the button of the scram
system. In response, all the control rods (which had been withdrawn) and the scram
rods dropped into the core. However, first to enter the core were the graphite and
hollow ends of the rods, which cause reactivity growth; and they entered the core
just at the beginning of intensive steam generation. The rise of the core temperature
also produced the same effect. Thus there were combined three conditions
unfavourable for the core. Immediate reactor runaway began. This was due
primarily to gross design deficiencies of the RBMK. It should be recalled here that
the ECCS had been made inoperative, locked and sealed.
The subsequent events are well known. The reactor was damaged. The major part
of the fuel, graphite and other in-core components were blown out. Radiation
levels in the vicinity of the damaged unit amounted to 1,000 to 15,000 R/h,
although there were some more distant or sheltered areas where radiation levels
were considerably lower.
At first the personnel failed to realize what had happened and just kept on saying,
“It is impossible! Everything was done properly.”
It has become known that in the initial text of the report the words “plant
personnel” were followed by the phrase “which showed the design faults of the
reactor and the control and protection system rods”.
Ergonomics was not used when designing computer-assisted control systems and
control rooms for nuclear plants. As a particularly serious example, an essential
parameter indicative of the core state, that is, the number of the control and
protection system rods in the core, was displayed on the control board of
Chernobyl 4 in a manner inappropriate for perception and comprehension. This
inadequacy was overcome only by operator experience in interpreting displays.
Kapitza tried to publish his paper in the magazine Nauka i Zhizn (Science and
Life), but the paper was rejected on the grounds that it was not advisable “to
frighten the public”. The Swedish magazine Ambio had asked Kapitza for his
paper but in the long run did not publish it either.
The Academy of Sciences assured Kapitza that there could be no such accidents in
the USSR and as an ultimate “proof” gave him the just published Safety Rules for
NPPs. These rules contained, for example, such items as “8.1. The actions of the
personnel in case of a nuclear accident are determined by the procedure for dealing
with the consequences of the accident”!
After Chernobyl
Even the most effective, sophisticated safety control system will fail to provide for
plant reliability if human factors are not taken into account. Work is being prepared
for the vocational training of personnel in the All-Union Scientific and Research
Institute of NPPs, and there are plans to considerably enlarge this effort. It should
be admitted, however, that human engineering still is not an integral part of plant
design, construction, testing and operation.
The former USSR Ministry of Nuclear Power replied in 1988 to an official inquiry
that in the period 1990-2000 there was no need for specialists in human
engineering with secondary and higher education as there were no corresponding
requests for such personnel from nuclear plants and enterprises.
To solve many of the problems mentioned in this article it is necessary to carry out
combined research and development involving physicists, designers, industrial
engineers, operating personnel, specialists in human engineering, psychology and
other fields. Organizing such joint work entails great difficulties, one particular
difficulty being the remaining monopoly of some scientists and groups of scientists
on “truth” in the field of nuclear energy and the monopoly of the operating
personnel on the information concerning NPP operation. Without available
comprehensive information, it is impossible to give a human engineering diagnosis
of a NPP and, if necessary, propose ways to eliminate its shortcomings as well as
to develop a system of measures to prevent accidents.
In the NPPs of the former Soviet Union the current means for diagnosis, control
and computerization are far from accepted international standards; plant control
methods are needlessly complicated and confusing; there are no advanced
programmes of personnel training; there is poor support of plant operation by
designers and highly outdated formats for operating manuals.
Conclusions
In September 1990, after further investigations, two former Chernobyl employees
were freed from prison before the end of their terms. Some time later all the
imprisoned operating personnel were freed before the appointed time. Many people
involved with the reliability and safety of NPPs now believe that the personnel had
acted correctly, even though these correct actions resulted in the explosion. The
Chernobyl personnel cannot be held responsible for the unexpected magnitude of
the accident.
In an attempt to identify those who were responsible for the disaster, the court
mainly relied on the opinion of technical specialists who, in this case, were the
designers of Chernobyl nuclear power plant. As a result of this one more important
Chernobyl lesson is learned: As long as the main legal document that is used to
identify responsibility for disasters at such complicated establishments as NPP is
something like maintenance instructions produced and changed exclusively by
designers of these establishments, it is too technically difficult to find the real
reasons for disasters, as well as to take all the necessary precautions to avoid them.
We must state, regrettably, that the question “Who is guilty of the Chernobyl
accident?” has not been cleared up. Those responsible should be sought among
politicians, physicists, administrators and operators, as well as among development
engineers. Convicting mere “switchmen” as in the Chernobyl case, or having
clergymen sanctify NPPs with holy water, such as was done with the incident-
plagued unit in Smolensk in 1991, cannot be the correct measures to ensure safe
and reliable operation of NPPs.
The operating personnel of complex facilities need to be highly qualified, not only
for the routine operations but also in the procedures necessary in the case of a
deviation from normal status. A sound understanding of the physics and the
technologies involved will help the personnel to react better under critical
conditions. Such qualifications can only be attained through intensive training.
Hans Blix, Director General of the IAEA, has stressed this problem with an
important comparison. It has been said that the problem of war is much too serious
to be left solely to generals. Blix added “that the problems of nuclear power are
much too serious to leave them solely to nuclear experts”.
REFERENCES
Abeysekera, JDA, H Shahnavaz, and LJ Chapman. 1990. Ergonomics in
developing countries. In Advances in Industrial Ergonomics and Safety, edited by
B Das. London: Taylor & Francis.
Alvares, C. 1980. Homo Faber: Technology and Culture in India, China and the
West from 1500 to Present Day. The Hague: Martinus Nijhoff.
Åstrand, I. 1960. Aerobic work capacity in men and women with special reference
to age. Acta Physiol Scand 49 Suppl. 169:1-92.
Banks, MH and RL Miller. 1984. Reliability and convergent validity of the job
component inventory. J Occup Psychol 57:181-184.
Bartlem, CS and E Locke. 1981. The Coch and French study: A critique and
reinterpretation. Hum Relat 34:555-566.
Carter, RC and RJ Biersner. 1987. Job requirements derived from the Position
Analysis Questionnaire and validity using military aptitude test scores. J Occup
Psychol 60:311-321.
Coch, L and JRP French. 1948. Overcoming resistance to change. Hum Relat
1:512-532.
Daftuar, CN. 1975. The role of human factors in underdeveloped countries, with
special reference to India. In Ethnic Variable in Human Factor Engineering, edited
by Chapanis. Baltimore: Johns Hopkins University.
DeGreve, TB and MM Ayoub. 1987. A workplace design expert system. Int J Ind
Erg 2:37-48.
—. 1992. Man within the Production Line. Proceedings of the Fourth Brite-EuRam
Conference, 25-27 May, Séville, Spain. Brussels: EEC.
De Lisi, PS. 1990. Lesson from the steel axe: Culture, technology and
organizational change. Sloan Manage Rev 32:83-93.
Dillon, A. 1992. Reading from paper versus screen: A critical review of the
empirical literature. Ergonomics 35:1297-1326.
Dinges, DF. 1992. Probing the limits of functional capacity: The effects of sleep
loss on short-duration tasks. In Sleep, Arousal, and Performance, edited by RJ
Broughton and RD Ogilvie. Boston: Birkhäuser.
Flanagan, JL. 1954. The critical incident technique. Psychol Bull 51:327-358.
Fröberg, JE. 1985. Sleep deprivation and prolonged working hours. In Hours of
Work: Temporal Factors in Work Scheduling, edited by S Folkard and TH Monk.
Chichester: Wiley.
Glenn, ES and CG Glenn. 1981. Man and Mankind: Conflict and Communication
between Cultures. Norwood, NJ: Ablex.
Gould, JD and C Lewis. 1985. Designing for usability: Key principles and what
designers think. Commun ACM 28:300-311.
Gould, JD, SJ Boies, S Levy, JT Richards, and J Schoonard. 1987. The 1984
Olympic message system: A test of behavioral principles of the design. Commun
ACM 30:758-769.
Gowler, D and K Legge. 1978. Participation in context: Towards a synthesis of the
theory and practice of organizational change, part I. J Manage Stud 16:150-175.
Grandjean, E. 1988. Fitting the Task to the Man. London: Taylor & Francis.
Guelaud, F, M-N Beauchesne, J Gautrat, and G Roustang. 1977. Pour une analyse
des conditions du travail ouvrier dans l’entreprise. Paris: A. Colin.
Hosni, DE. 1988. The transfer of microelectronics technology to the third world.
Tech Manage Pub TM 1:391-3997.
Hsu, S-H and Y Peng. 1993. Control/display relationship of the four-burner stove:
A reexamination. Hum Factors 35:745-749.
Jeanneret, PR. 1980. Equitable job evaluation and classification with the Position
Analysis Questionnaire. Compens Rev 1:32-42.
Kadefors, R. 1993. A model for assessment and design of workplaces for manual
welding. In The Ergonomics of Manual Work, edited by WS Marras, W
Karwowski, and L Pacholski. London: Taylor & Francis.
Kahneman, D. 1973. Attention and Effort. Englewood Cliffs, NJ: Prentice Hall.
Kingsley, PR. 1983. Technological development: Issues, roles and orientation for
social psychology. In Social Psychology and Developing Countries, edited by
Blacker. New York: Wiley.
Knauth, P. and J Rutenfranz. 1981. Duration of sleep related to the type of shift
work, in Night and shiftwork: biological and social aspects , edited by A Reinberg,
N Vieux, and P Andlauer. Oxford Pergamon Press.
Kogi, K. 1982. Sleep problems in night and shift work. II. Shiftwork: Its practice
and improvement . J Hum Ergol:217-231.
—. 1991. Job content and working time: The scope for joint change. Ergonomics
34:757-773.
Kogi, K and JE Thurman. 1993. Trends in approaches to night and shiftwork and
new international standards. Ergonomics 36:3-13.
Kroemer, KHE. 1993. Operation of ternary chorded keys. Int J Hum Comput
Interact 5:267-288.
—. 1994a. Locating the computer screen: How high, how far? Ergonomics in
Design (January):40.
Kwon, KS, SY Lee, and BH Ahn. 1993. An approach to fuzzy expert systems for
product colour design. In The Ergonomics of Manual Work, edited by Maras,
Karwowski, Smith, and Pacholski. London: Taylor & Francis.
Landau, K and W Rohmert. 1981. AET-A New Job Analysis Method. Detroit,
Mich.: AIIE Annual Conference.
Leana, CR, EA Locke, and DM Schweiger. 1990. Fact and fiction in analyzing
research on participative decision making: A critique of Cotton, Vollrath, Froggatt,
Lengnick-Hall, and Jennings. Acad Manage Rev 15:137-146.
Louhevaara, V, T Hakola, and H Ollila. 1990. Physical work and strain involved in
manual sorting of postal parcels. Ergonomics 33:1115-1130.
McCormick, EJ. 1979. Job Analysis: Methods and Applications. New York:
American Management Association.
McIntosh, DJ. 1994. Integration of VDUs into the US office work environment. In
Proceedings of the Fourth International Scientific Conference WWDU ‘94. Milan:
Univ. of Milan.
McWhinney. 1990. The Power of Myth in Planning and Organizational Change,
1989 IEEE Technics, Culture and Consequences. Torrence, Calif.: IEEE Los
Angeles Council.
Morgan, CT, A Chapanis, JS III Cork, and MW Lund. 1963. Human Engineering
Guide to Equipment Design. New York: McGraw-Hill.
National Institute for Occupational Safety and Health (NIOSH). 1981. Work
Practices Guide for Manual Lifting. Cincinnati, Ohio: US Department of Health
and Human Services.
Nisbett, RE and TD De Camp Wilson. 1977. Telling more than we know. Psychol
Rev 84:231-259.
Pagels, HR. 1984. Computer culture: The scientific, intellectual and social impact
of the computer. Ann NY Acad Sci :426.
Rasmussen, J. 1983. Skills, rules, and knowledge: Sinds, signs, symbols and other
distinctions in human performance models. IEEE T Syst Man Cyb 13:257-266.
Régie nationale des usines Renault (RNUR). 1976. Les profils de poste: Methode
d’analyse des conditions de travail. Paris: Masson-Sirtes.
Rutenfranz, J. 1982. Occupational health measures for night- and shiftworkers. II.
Shiftwork: Its practice and improvement. J Hum Ergol:67-86.
Shaw, JB and JH Riskind. 1983. Predicting job stress using data from the Position
Analysis Questionnaire (PAQ). J Appl Psychol 68:253-261.
Shugaar, A. 1990. Ecodesign: New products for a greener culture. Int Herald Trib,
17.
Sinaiko, WH. 1975. Verbal factors in human engineering: Some cultural and
psychological data. In Ethnic Variables in Human Factors Engineering, edited by
A Chapanis. Baltimore: Johns Hopkins Univ..
Snyder, HL. 1985a. Image quality: Measures and visual performance. In Flat Panel
Displays and CRTs, edited by LE Tannas. New York: Van Nostrand Reinhold.
—. 1985b. The visual system: Capabilities and limitations. In Flat Panel Displays
and CRTs, edited by LE Tannas. New York: Van Nostrand Reinhold.
Solomon, CM. 1989. The corporate response to work force diversity. Pers J 68:42-
53.
Spinas, P. 1989. User oriented software development and dialogue design. In Work
With Computers: Organizational, Management, Stress and Health Aspects, edited
by MJ Smith and G Salvendy. Amsterdam: Elsevier.
Staramler, JH. 1993. The Dictionary of Human Factors Ergonomics. Boca Raton:
CRC Press.
Strohm, O, P Troxler and E Ulich. 1994. Vorschlag für die Restrukturierung eines
Produktionsbetriebes. Zürich: Institut für Arbietspsychologie der ETH.
Sullivan, LP. 1986. Quality function deployment: A system to assure that customer
needs drive the product design and production process. Quality Progr :39-50.
Sundin, A, J Laring, J Bäck, G Nengtsson, and R Kadefors. 1994. An Ambulatory
Workplace for Manual Welding: Productivity through Ergonomics. Manuscript.
Göteborg: Lindholmen Development.
Van der Beek, AJ, LC Van Gaalen, and MHW Frings-Dresen. 1992. Working
postures and activities of lorry drivers: A reliability study of on-site observation
and recording on a pocket computer. Appl Ergon 23:331-336.
White, PA. 1988. Knowing more about what we tell: ‘Introspective access’ and
causal report accuracy, 10 years later. Brit J Psychol 79:13-45.
Wickens, CD and YY Yeh. 1983. The dissociation between subjective work load
and performance: A multiple resources approach. In Proceedings of the Human
Factors Society 27th Annual Meeting. Santa Monica, Calif.: Human Factors
Society.
Womack, J, T Jones, and D Roos. 1990. The Machine That Changed the World.
New York: Macmillan.
Colligan, MJ and RR Rosa. 1990. Shiftwork effects on social and family life. In
Shiftwork, edited by AJ Scott. Philadelphia: Hanley & Belfus.
Drury, CG, B Paramore, HP Van Cott, SM Grey, and EN Corlett. 1987. Task
analysis. In Handbook of Human Factors, edited by G Salvendy. New York:
Wiley.
Fraser, TM. 1989. The Worker At Work. London: Taylor & Francis.
Gadbois, C. 1991. Round the clock operations in hospitals: Shift scheduling, task
demands and work organisation. Abstracts of the International Symposium
Shiftwork and Job Demands, 11-12 July, Paris.
ISSA. N.d. W.G. 3 E.: Checklist for a Classification of Machines On the Basis of
Ergonomic Principles, International Section ‘Machine Safety’ On the Prevention of
Occupational Accidents and Diseases. Mannheim: ISSA.
Nowak, E. 1978. CIS 78-2068 Determination of the spatial reach area of the arms
for workplace design purposes. Ergonomics 21(7) (July):493-507.
Tichauer, ER. 1978. The Biomechanical Basis of Ergonomics. New York: Wiley
Interscience.
Click the website below to check the full details of the Encyclopedia
http://www.ilocis.org/en/contilo.html