Management of Workplace Activities...

Management of Workplace Activities Workers are the employees of the organization who physically carry out the work at the workplace. To perform efficiently and in a professional manner workers need knowledge, capability, and many qualities and traits.  For doing the work at the workplace, workers work with various tools, equipments, instruments, implements and processes.  The performance of the organization depends on how efficient the workers are at their workplace. Further, healthy, well trained, knowledgeable, disciplined, motivated, safe, alert, honest, and hardworking workers manage their workplaces in a manner which make them more productive. The traits, which the workers need for efficiently managing the activities at the workplace, include teamwork, integrity, commitment, and work ethic. Workplace is the place where a worker performs his activities. There need to be dynamic alignment of workplace activities with the work environment for efficiency, peak performance, and reduction in the costs. In a way, what is workplace for a worker is very much similar to what is an organization for a management. The performance of the worker depends on how he manages his workplace activities. He is required to manage the workplace activities (Fig 1) ably, strongly, and proficiently to be productive. Workers who manage the workplace activities well make a difference in the workplace and have a voice, a say in how the work is done. Fig 1 Management of workplace activities A worker to be professional is to conduct himself with responsibility, accountability, and excellence. It means proper planning of the workplace activities along with communicating effectively and appropriately and always finding a way to be productive. It also means managing of available resources at the workplace efficiently. The worker is required to be ethical, team oriented, and to possess strong interpersonal and problem solving skills. Main...

Preference of Steel as a Material of Construction...

Preference of Steel as a Material of Construction Steel is one of the most widely used materials, particularly in construction, engineering, white goods, and automobile industries. Steel is also used widely in the manufacture of electrical motors, power generation (nuclear, conventional fuels and wind), power transmission, and railway network. It is also used for gears and engines where it has to be very tough and withstand high temperatures. There is a group of steels known as ‘Advanced High Strength Steels’ (AHSS), which are specially treated steels that can be rolled very thin without losing the element of strength needed for the specific purpose.  These steels are particularly useful for the manufacture of automobiles, helping to reduce the overall mass and thus decrease the consumption of the fuel. Steels with a thin coating of tin are used to make cans for beverages and food. Steels coated in various ways with zinc are used in roofing, for example, and in automobiles as the zinc gives protection to steel against corrosion. It is estimated that there are more than 20,000 million tons of steel in use, which means that there is more than 2 tons of steel is in use for every person living on the Earth. The construction industry is the main user of steel. It uses steel from small buildings to huge bridges and uses it in multiple ways even within a single construction.  A bridge, as an example, may use steel in the huge suspension ropes, the steel plate flooring for the road, the beams for the columns, and for the safety barriers and lighting columns. A large amount of steel is also used in the reinforce concrete. In fact, steel is either used or used to produce all the items needed in our daily life....

Managing Change in the Workplace...

Managing Change in the Workplace Workplace changes take place in every organization because of several reasons. Some of them are (i) administrative, (ii) upgradation of technologies, (iii) additions of new departments, units or branches because of expansion, and (iv) restructuring/reorganization within the organization etc. Whatever be the reason for the workplace changes, it throws certain challenges for the management. If the process of change is not managed properly, then it has adverse impact on the working of the organization. There are two major categories of change initiatives which the management adopts for the workplace changes. These initiatives result into either strategic changes or operational changes.  Example of the strategic workplace changes are those changes which take place due to the succession planning by the management. Operational workplace changes take place to meet the demand crated by technological upgradation, the additions of new departments, units, or branches because of expansion, or if a need arises in some departments due to the leaving of the present employees. During the strategic change initiative of the workplace change, the purpose of the initiative is changing the mind-set of the employee so that he can take higher responsibilities in future. In case of operational change initiative of the workplace usually management tries to pick up those employees who can pick up the processes of the new workplace quicker. However, the employees normally need some sort of introduction to the new processes and systems. During the workplace changes employees are introduced to the systems and processes of the new workplace. They need to learn them and adopt them quickly and swiftly. Further they may get non co-operation from some of the present employees of the new workplace since these present employees feel threatened in achieving their personal goals. Employees normally...

Managing Fatigue at the Workplace...

Managing Fatigue at the Workplace Fatigue is a physical and/or mental state caused by overexertion. It is an acute, ongoing state of tiredness that leads to mental or physical exhaustion and prevents people from functioning within normal boundaries. It is more than feeling tired and drowsy. It is a physical condition that can occur when a person’s physical or mental limits are reached. Fatigue can be caused by factors which may be work related, non-work related or a combination of both and can accumulate over time. In a work context, fatigue reduces an employee’s ability to perform work safely and effectively. It reduces the employee’s capabilities to an extent that may impair his strength, speed, reaction time, coordination, decision making, or balance. It can occur because of prolonged mental or physical activity, sleep loss and/or disruption of the internal body clock. Fatigue is caused by prolonged periods of physical and/or mental exertion without enough time to rest and recover. It is a catch-all term for a variety of symptoms, ranging from muscle pain to difficulty in concentrating, or sleepiness. It can compromise health and safety at work and is a common outcome of stress and shift-work. Fatigue is defined as ‘the temporary inability, or decrease in ability, or strong disinclination to respond to a situation, because of inadequate recuperation from previous over-activity which can be either mental, or emotional, or physical’. Fatigue can be considered as local or general, acute or chronic. Acute fatigue is the result of sudden and/or severe exposure or onset, while chronic fatigue usually develops after longer exposures, often of a significantly smaller intensity than present in acute fatigue. Chronic fatigue develops slowly. A common symptom of fatigue is an unpleasant, general sensation of weariness. Other outcomes of fatigue include...

Management of Workplace Stress...

Management of Workplace Stress Workplace stress occurs when there is a mismatch between the demands of the job and the resources and capabilities of the individual employee to meet those demands. It is the adverse reaction which the employees have to excessive pressures or other types of demand placed on them. There is a clear distinction between pressure, which can create a ‘buzz’ and be a motivating factor, and workplace stress, which can occur when this pressure becomes excessive. Workplace stress is a matter of great concern.  Excessive stress can interfere with the employee’s productivity and impact the physical and emotional health and the ability of the employee to deal with it. It can mean the difference between success and failure. Stress has been defined in different ways over the years. Originally, it was conceived of as pressure from the environment, then as strain within the person. Stress is defined as “the adverse reaction people have to excessive pressures or other types of demand placed on them”. The generally accepted definition today is one of interaction between the situation and the individual. It is the psychological and physical state that results when the resources of the individual are not sufficient to cope with the demands and pressures of the situation. Thus, stress is more likely in some situations than others and in some individuals than others. Stress can undermine the achievement of goals, both for the individual employee and for the organization. Earlier the typical response from the management to workplace stress used to be blaming the victim of the stress, rather than its cause. But presently the situation is changing and it is now being recognised that the management has a duty, in many cases enforced by the statutory authorities, to ensure that...