2. "Ergonomics (or human factors) is
the scientific discipline concerned
with the understanding of
interactions among humans and
other elements of a system, and
the profession that applies theory,
principles, data and methods to
design in order to optimize human
well-being and overall system
performance."
Ergonomics

3. Ergonomics means literally the study or
measurement of Work
In addition to work as labour for
monetary gain, work also includes
„Sports
„Leisure activities
„Domestic work
„Education and training
„Health and social services

4. Efficiency in purposeful activity
To achieve desired result without
Waste
Error
Damage to persons
Working situation in harmony with the
activities of the worker

5. Ensures that human needs for safe and
efficient working are met in the design of
work system
To design
Appliances
Technical Systems
Tasks
In such a way to improve
Human Safety
Health
Comfort and
Performance
0
32
inch
es
63
inch
es

6. Human operator is flexible and adaptable
Large individual differences
Obvious differences: --> Physical size, strength
Not obvious differences --> Culture, style, level
of skill

7. Thus a systematic approach and
theory are necessary. There should
be measurable objectives to be
checked and remedial action taken.
A detailed study of the science of
ergonomics provides these
approaches and theories

8. INCREASE PRODUCTIVITY
BETTER COMFORT
REDUCE FATIGUE
SAVE TIME
LESSEN CHANCE OF INJURY
REDUCE ABSENTEEISN

9. Physical work environment
Chemical environment

10. Anthropometry (Body sizes)
Occupational Biomechanics

11. Psychological aspects
Social psychology

12. Macro ergonomics
Work physiology

13. Safety and Ergonomics
Systems ergonomics

14. Flexible working simply refers to any
working schedule that is outside of a
normal working pattern.
This means that the working hours,
instead of being repetitive and fixed, can
involve changes and variations. It can
mean the employee has variables such as
when they are required to work or even
their place of work.

15. Flexible Work Schedules
Benefits
Recruitment and retention of
employees39
Coordinating employee work
schedules with production
schedules
Accommodating the leisure-time
activities of employees while
facilitating employee personal
appointments

16. Disdavantages
Overtime payments required
by the Fair Labor Standards Act
for employees working over 40
hours in one week.
The additional stress on
managers and employees, and
long workdays can be
exhausting.

17. Flextime
Working hours that permit employees
the option of choosing daily starting
and quitting times, provided that they
work a set number of hours per day or
week.
All employees are required to be
present during a designated “core
period.”
Flexible hours reduce absenteeism and
tardiness.

18. Company’s Flextime
Schedule

19. Job Sharing
The arrangement whereby two part-
time employees perform a job that
otherwise would be held by one full-
time employee.
Job sharers may work three days a
week, creating an overlap day for
extended face-to-face conferencing.

20. Compressed hours :‟ Here, employees
work the same hours over fewer days.
Annual hours :‟ Employees agree they
will work a given number of hours
during the year, but the pattern of
work can vary from week to week.
Staggered hours :‟ This lets employees
start and finish work at different
times. Employees may also take time
off in lieu or take career breaks.

21. Telecommuting :- The use of personal
computers, networks, and other
communications technology such as fax
machines to do work in the home that is
traditionally done in the workplace.
 Increased flexibility for
employees
 Ability to attract workers
who might not otherwise be
available
 Lessened burden on working
parents
 Less time and money wasted
on physical commuting

22. CASE
Company: Eastman Kodak, an “info-
imaging” company
PROFILE
Kodak has operations in over 30
countries and a workforce of 70,000
employees;
approximately 39,000 of these are
employed in the United States.

23. Challenge :- Meeting employee desires
for work-life balance
Solution :- Part-time work, job sharing,
compressed work weeks, flextime, and
telecommuting/flex-place
arrangements

24. Policy Parameters :-
„ All regular and conditional full time
and part-time employees are eligible to
request any of the flexible work
arrangements regardless of position or
geographic location.
„ Employees must complete an
application, receive permission from
their immediate supervisor, and
demonstrate that the arrangement will
not have an adverse impact on the
business.

25. Development & Oversight :-
 Employees are told about the
program as part of the new hire
orientation that includes an overview of
programs and policies. Information is
also provided in company newsletters
and on the company’s website, since
employees may not focus on the
availability of flexible work
arrangements until there is an
immediate need for them.

26. Development & Oversight:
„ Employees are told about the
program as part of the new hire
orientation that includes an overview
of programs and policies. Information
is also provided in company
newsletters and on the company’s
website, since employees may not focus
on the availability of flexible work
arrangements until there is an
immediate need for them.

27. „ Training programs for supervisors, line
managers and senior managers were
conducted, and new
supervisors also learn about the FWA
program at orientation. The training
module includes roleplaying, case
studies, scenarios, and barriers to
participation in all types of FWAs.
„ As of 2004, the company had not
developed a tracking system to measure
the impact of the flexible
work policy.

28. Outcomes:
 Eastman Kodak reports several success
stories in which employees and
supervisors have made flexible work
arrangements work. They credit trusting
relationships and regular communication
for making these arrangements effective.
The only negative impact they have seen
related to offering the program is co-
workers who are jealous of those using
FWAs. In many cases, these employees
could have applied to work flexibly
themselves but have not chosen to do so.