Career Transition Free Essays

Career Transition In this paper, I will research career transition and how it has impacted the workforce and management. I will present from three research articles that I feel are important in understanding how career transition affects adults who are transitioning from one career to another. As an HRM, one of the biggest parts of our job will be to recruit new talent. We will write a custom essay sample on Career Transition or any similar topic only for you Order Now Traditional careers are falling to the wayside and emerging is a type of employee who has been around the block once or twice. I am going to focus on first the way careers are changing, then I am going to look at the military and how they prepare their retirees, many of whom are still in their 30’s, for retirement, and finally, I will look at career transition and what role HR plays. Gone are the days of staying with one company until you are eligible for the pension and a gold watch. The average person born in the later years of the baby boom held 10. 8 jobs from age 18 to age 42, according to the Bureau of Labor Statistics of the U. S. Department of Labor (Number of Jobs Held, Labor Market Activity, and Earnings Growth Among the Youngest Baby Boomers: Results From a Longitudinal Survey Summary , 2008). Career transition is no longer looked at as something to avoid putting on your resume. It seems like everyone it doing. So how can a person make the transition smooth and successful? Career transition often requires employing new tools, skills and/or a switch in perception. In her article, Beyond the Career Mystique: â€Å"Time in,† â€Å"Time out,† and â€Å"Second Acts†, Phyllis Moen. states that Americans confront a major mismatch between outdated career and retirement regimes and the exigencies of (1) family responsibilities, and (2) the risks and uncertainties associated with a competitive, global, and information-based economy. Unlike privileged workers in the 1950s, members of America’s 21st-century workforce find it increasingly rare to have either a full-time homemaker or a secure, â€Å"lifetime† job. This mismatch challenges both scholars and policy makers to revisit, research, and rewrite the disparate scripts constituting the rules of the career game. The mid-20th-century bargain of trading a lifetime of paid work for a lifetime of income security-never a reality except for a group of middle-class office workers and unionized production workers in the post war economic boom of the 1950s-is probably gone forever. (Moen) Her points regarding the changing career climate are spot on. Many of he lifetime jobs are ones that have no real advancement potential. A GS (Government Service) job will allow for increases in pay due to step promotion and COLA increases, but in order to advance into a higher GS position a person would have to make significant gains in their education and/or work experience. Both of these might require leaving the current job for a time period. In some cases, the GS jobs have no advancement potential even with additional education, a person would have to quit t heir current job and reapply for a new position. Even more evidence that points to employers changing the career game is an article published by the Bureau of Labor Statistics that states that employ ¬ers are replacing defined-benefit retirement plans with defined-contribution retirement plans, allowing employers to shift more responsibility for retire ¬ment income to the employee. (U. S. Bureau of Labor Statistics, 2010) So what are the consequences of this alteration of the career landscape? The median age of workers are increasing. The prime age group, composed of 25- to 54-year-olds, is projected to increase by 1. million and make up 63. 5 percent of the total labor force in the target year. The youth labor force, composed of 16- to 24-year-olds, is expected to decline from the 2008 level, but will remain over 21 million in 2018. The military is one area that has a great deal of experience with career change. Not only do the military members change jobs frequently, most retire after only 20 years of service. This puts someo ne who may only be 38 in the position finding new employment at a relatively young age. A study examined the concerns of retiring Marine Corps noncommissioned officers (NCOs) as they experience the adult career transition of retirement from military service and transition to the civilian workplace. Analysis of focus group transcripts reveal a range of concerns related to the transition factors cited in Schlossberg’s Transition Theory as the 4 S’s: situation, self, support, strategy. The study provided insight on the issues and challenges Marine Corps noncommissioned officers (NCOs), and all Military Personnel face upon retirement based on the following articulated themes: cultural, community, social and psychological concerns. The paper suggested that programming be offered to facilitate transition and should also address psychological and social concerns which may improve the quality and outcomes of transition to a new role in civilian life. (Johnston, Fletcher, Ginn, Stein) Many of these jobs are in the skilled labor fields which are light on EAP’s to assist once the transition has occurred. Next to the military, education is another area that see its fair share of transition. A quick Google search on career transition will bring up a plethora of sites offering advice on starting a second career in teaching. The main areas that see an influx are secondary high school education teachers and entry-level college instructors. Why are these areas so appealing? One paper seeks to reviews the current theory in areas relevant to industry-to-academia career transitions, and to outline a theory that targets this category of employee directly. They sought to outline the first step toward a limited theory explaining the special needs and motivations of industry-to-academia career transitions. Throughout this paper, the hybrid academic institution, consisting of a traditional core and a nontraditional periphery, received special emphasis. While the research did not conclusively define the reasons behind the transition, consider the following concepts: (1) proteanism, or the protean approach to career transitions; (2) transition types; and (3) human values. (Bandow, Minsky, Steven) All of which are indicative not only in instances of industry-to-academia career transitions, but in most all other areas as well. Even for the most experienced and well-educated person, transition does require some finesse. Here are a few tips that can help make the change less traumatic. It is important to take a serious look at the many possibilities and outcomes before you jump into a new career or field. Consider these 10 tips as you make a transition from your present career to your next: 1. Have a clear plan. The smartest move that you can make is to carefully map out an effective career-change strategy. This should include a detailed action plan that takes into consideration finances, research, education, and training. Keep in mind that a successful career change can take several months or longer to accomplish, so patience is key. . Wait for the right time. The best time to consider a new career is when you are safely ensconced in your existing position. It is understood that a steady paycheck can relieve a lot of pressure. There are many ways to take steps toward your new career path; you can volunteer or offer yourself as a freelancer or consultant. This can help you to â€Å"test the waters† in your desired new field. 3. Be sure of your reasons. Just because you’re unhappy in your current job isn’t a strong enough reason to make a total career break. Carefully analyze whether it is your actual career you dislike or whether your employer, supervisor, or office situation is the problem. 4. Do your research. Be sure to examine all possibilities before attempting a career jump. Talk to people in your network; read career and job profiles; meet with a career management professional. The more information with which you arm yourself beforehand, the more successful you will be. 5. Decide what is important. This is the best time for thoughtful self-reflection. Ask yourself what it is you really want to do with the rest of your life. Take an honest inventory of your likes and dislikes, and evaluate your skills, values, and personal interests. Many people who are looking to change careers do so to find a balance between their personal and professional lives, to accomplish the right mix of meaning and money. You may want to consider consulting a career coach and/or taking a career assessment test. 6. Examine your qualifications. Do you have the necessary experience and education to be considered a qualified candidate in your desired career field? If not, you need to find a way to bridge the credentials gap. This might mean making your goal more long-term while you go back to school or receive additional training. 7. Learn about the industry. Get a feel for the field that interests you. Read industry journals, attend conferences, and talk to people in the profession about what they do. Learn whether your target industry has growth potential. Trade magazines, organizations, and entrepreneurs have created a slew of Web sites that offer searchable databases where job openings in many specific industries are listed. Start looking at these sites on a regular basis. 8. Develop your network. Begin nurturing professional friendships early and tend them regularly. Professional organizations and job industry trade associations are a good place to start. Many of them hold networking events and job fairs. 9. Update your job search skills. It is especially important to polish up your job-hunting skills and techniques before you get out there and start networking. Make sure you are using your time and resources as effectively as possible. 10. Pay your dues. Do not expect to begin at the same level of seniority in your new career that you held in your old one. It will take time to move up the ranks, but if you find a new career that you absolutely love, it will be worth it. (Ten Tips on Making a Successful Career Change) In conclusion, with the continued changing landscape of today’s business world, career change is here to stay. People are having to work further into what used to be the retirement years and some are deciding to live to work instead of work to live. Whatever the reason the challenges of a career transition can be frustrating and rewarding at the same time. The most important thing is to be true to you and to not be afraid of new horizons. Works Cited Bandow, D. , Minsky, B. D. , Steven, R. (n. d. ). Reinventing The Future: Investigating Career Transitions From Industry To Academia. Cote, M. B. (2004). Service quality and attrition: an examination of a pediatric obesity program. International Journal for Quality in Health Care , 16 (2), 165-173. Johnston, S. , Fletcher, E. , Ginn, G. , Stein, D. (n. d. ). Adult Car eer Transition: Exploring the Concerns of Military Retirees. Moen, P. (n. d. ). Beyond the Career Mystique: â€Å"Time in,† â€Å"Time out,† and â€Å"Second Acts†. Number of Jobs Held, Labor Market Activity, and Earnings Growth Among the Youngest Baby Boomers: Results From a Longitudinal Survey Summary . (2008, June ). Retrieved 07 2010, from U. S. Bureau of Labor Statistics : http://www. bls. gov/news. release/nlsoy. nr0. htm Ten Tips on Making a Successful Career Change. (n. d. ). Retrieved July 2010, from All Business: http://www. allbusiness. com/human-resources/careers-changing-jobs/1618-1. html U. S. Bureau of Labor Statistics. (2010, March). Record unemployment among older workers. Issues In Labor Statistics , pp. 1-3. How to cite Career Transition, Papers

Sliding Mode Control

Question: Describe about the Control Philosophy and Controller Design? Answer: Introduction The parameter system theory has gained a certain amount of maturity in the past two decades. In the year 1960, the Russian scientists Butkovskii and Lerner have reproduced the root of this very field back to papers. Basically Distributed parameter systems are designed by differential equation. In terms of flexible link robots, the so called distributed nature of mass and rigidity is reflected by the partial differential equations (Wightman, 1972). There are few specific techniques such as eigenfunction expansion, apace quantization, space and time quantization and transfer function approximations which are used to convert the partial differential equations into specific difference equations (DeSaÃÅ' , 2001). In case of a multi-link robot, the equations of motion are non-linear and in general are not specifically known. Therefore, to control a robot can be achievable if each of the controllers joint is robust. Thus, for the control system of a sliding-mode controller is full of di sturbance. To achieve a control law a sliding-mode controller has to be arranged according to Lyapunov function. Additionally, to control the non-linear system in a proper order the sliding-mode technique may also be taken under consideration. The technique to control a multi-linked robot is discussed in the later part of this report. Control Philosophy Control philosophy is a part in which the assumption of the robots has to be clarified. In case of the motion related to a multi linked and flexible arm robot, is probably has consisted of two vital parts. The first said part is the gross motion or the average motion of the robot which is specifically the motion of the rigid body of the robot (Gagliardi, 2009). The second part is the disturbance related to the average motion of the multi-linked robot such as the vibration of the flexible arm of the robot. At the same time the motion is controlled by a controller. In the after step will be to accelerate the linked robot. To explain the control philosophy the sliding-mode and shaped-input controllers are taken into consideration. Controller Design The motion related equations of any kind of robot are linear in respect to the potential control, which is, the major system can be easily represented in the underneath given form x= f (x) + B (x) u, Controller- Sliding Mode Basically to be precise the particular motion of the major system that is controlled by a major mode controller can be evaluated potentially in two particular phrases (Potvin, 1985). The first basically includes the major forcing of the potentially important trajectory of the state, typically at any subsequent condition to a surface that is already pre-defined. Secondly to be brief it particularly involves sliding potentially from the identified surface to the subsequent state space or gap origin (Balasubramanian, Sivakumaran and Radhakrishnan, 2008). The major design of the needful controller is basically folded in two halves; basically both are for different purposes that are the subsequent selection of the desired surface eventually to produce the dynamics that are desired and the major selection of a law control which eventually forces the surface that is selected to be the major global attraction. Shaped Input Control Basically the next prolific step in the process of designing majorly involve the modification of the command input to the desired system in such a way that the system response must not contain any sort of harmonic thing or content (Arthur, 1982). Basically to systematically produce the periodic response that is needed to any of the major command input, the impulse way or sequence is adjusted with the input command, and this basic modification of the input prolifically produces the response that is desired or needed. To be very specific this controller can be prolifically used to control certain parts like the hand of the robot which is subjected to the motion of point to point. Basically the two inputs that are impulse shaped prolifically cancels the vibrations only in the instance if the frequency which is natural and damping of the desired system are exactly be known (Bartelt, 2007). The frequencies that are natural of the link that are multi-flexible basically are the major functi ons of the link positions, basically implying that the frequencies that are natural prolifically change with the position of the link. Results of Experiment Basically the needful test-bed for the control-strategy is actually a flexible link. To be very precise it is actually a two-flexible-link mechanism (Lees, 1993). Every needful link is much less flexible when prolifically compared to the other link and it is potentially elongated and driven on a directly basis by a motor termed as servo and it is different from the other second link which prolifically employs a major gear train basically which helps the prolific use of the motor which is smaller in size. The necessary system which is sensory authorized mainly contains two small cameras, whose work is to detect the major deflection of the links from the tip from their rigid, tough body positions (Applied technology and instrumentation for process control, 2004). The other CCD cameras which are also very important with other motor shafts prolifically detect the major deflection through the major infra-red light emitting diodes which are basically mounted at the uppermost tip of the lin ks. Prolifically a single link was used of the experiment basically to make understand and evaluate the controllers that are proposed. At the initial stage the major system was prolifically controlled using the most simple feedback controller termed as PD which actually damps out the major vibration and which can be positively proved and explained o be virtually stable via the work energy rate principle (Instrumentation fundamentals for process control, 2002). The outcome or the feedback was potentially chosen to bring out or produce the response that is under damped. Conclusion In the above mentioned report, few generalized concepts such as the sliding-mode and shaped-input techniques have been suggested to control the flexible or rigid multi-linked robots (Chopey, 1996). The design process which is described here is two-fold; which has showed the specific design to control a rigid body as well as the design to control a flexible multi-linked robot. The controller is designed for the rigid body motion that requires producing proper dynamics. Mainly, at the point when the controller of the rigid part is designed, the required system equation can be assigned with the rigid body to the operating point (Johnson, 1982). This is a suggested control strategy on an experimental basis to be executed to run a flexible or rigid multi-linked robot. References Applied technology and instrumentation for process control. (2004).Choice Reviews Online, 42(01), pp.42-0324-42-0324. Arthur, R. (1982).Application of on-line analytical instrumentation to process control. Ann Arbor, Mich.: Ann Arbor Science Publishers. Balasubramanian, G., Sivakumaran, N. and Radhakrishnan, T. (2008). Adaptive Control of Neutralization Process using Neural Networks.Instrumentation Science Technology, 36(2), pp.146-160. Bartelt, T. (2007).Instrumentation and process control. Clifton Park, NY: Thomson Delmar Learning. Chopey, N. (1996).Instrumentation and process control. New York: McGraw-Hill. DeSaÃÅ' , D. (2001).Instrumentation fundamentals for process control. New York: Taylor Francis. Gagliardi, J. (2009). The Calibration Process: Inspection, Measuring, and Test Equipment Control.Biomedical Instrumentation Technology, 43(3), pp.225-227. Instrumentation fundamentals for process control. (2002).Choice Reviews Online, 39(10), pp.39-5830-39-5830. Johnson, C. (1982).Process control instrumentation technology. New York: Wiley. Lees, F. (1993). Reliability in instrumentation and control.Journal of Process Control, 3(2), p.135. Potvin, J. (1985).Applied process control instrumentation. Reston, Va.: Reston Pub. Co. Wightman, E. (1972).Instrumentation in process control. London: Butterworths.

Adolf Hitler Essays (1841 words) - Adolf Hitler, Hitler Family

Adolf Hitler At half past six on the evening of April 20th, 1889 a child was born in the small town of Branau, Austria. The name of the child was Adolf Hitler. He was the son a Customs official Alois Hitler, and his third wife Klara. As a young boy Adolf attendated church regulary and sang in the local choir. One day he carved a symbol into the bench which resembled the Swastika he later used as the symbol of the Nazi party. He was a pretty good student. He received good marks in most of his classes. However in his last year of school he failed German and Mathematics, and only succeeded in Gym and Drawing. He drooped out of school at the age of 16, spending a total of 10 years in school. From childhood one it was his dream to become an artist or architect. He was not a bad artist, as his surviving paintings and drawings show but he never showed any originality or creative imagination. To fullfil his dream he had moved to Vienna the capital of Austria where the Academy of arts was located. He failed the first time he tried to get admission and in the next year, 1907 he tried again and was very sure of success. To his surprise he failed again. In fact the Dean of the academy was not very impressed with his performance, and gave him a really hard time and said to him "You will never be painter." The rejection really crushed him as he now reached a dead end. He could not apply to the school of architecture as he had no high-school diploma. During the next 35 years of his live the young man never forgot the rejection he received in the dean's office that day. Many Historians like to speculate what would have happened IF.... perhaps the small town boy would have had a bit more talent....or IF the Dean had been a little less critical, the world might have been spared the nightmare into which this boy was eventually to plunge it. 2. WORLD WAR I While living in Vienna Hitler he made his living by drawing small pictures of famous landmarks which he sold as post cards. But he was always poor. He was also a regular reader of a small paper which claimed that the Araban race was superior to all and was destined to rule the world. The paper blamed Communists and Jews for all their problems and hitler agreed to those views. Hitler agree with most of the points made in the publication. He continued to live a poor live in Vienna and in 1913 decided to move to Munich. Still living in Vienna and being Austrain by birth, Hitler showed more loyalty to the Geramny. He thought that the Aryan race was destined to rule the world. Many believe that he tried to escape the draft but it was never proven. His live in Munich was not much better then before and he continued to be poor. Then in 1914 World War I broke out and Hitler saw this as a great opportunity to show his loyalty to the "fatherland" by volunteering for the Imperial army. He did not want to fight in the Austrian Army. Hitler was a good soldier. Many of political opponents claimed that he was a coward but records clearly show that he was not. He received to awards of bravery but never achieved a high Rank. In 1918 Germany surrendered and Hitler was very upset about the loss. He believed that it was the Jews and the Communists who betrayed the "fatherland" and it was here that his disliking of the Jews most likely began. Germany after the war was in chaos. With no real Government to control the country, many groups tried to take control. One day a big communist group staged a big riot but another group of ex-soldiers including Hitler managed to hold them back. 3. THE NAZI PARTY Since there were not many chances for employment Hitler stayed in the army. Hitler was assigned the job of going go to various meetings of groups which sprang up like mushrooms and to report on them. One day September 12, 1919 - a fateful day in history, Hitler was sent to investigate a small group which called itself the "German Workers Party". Hitler was not to happy about his assignment. He thought it wouldn't be worth it to even go. At the group mainly

Essay Gerontology and Time

Essay Gerontology and Time Essay Gerontology and Time -1- The Normal Aging Process Introduction Society has taught us all kinds of â€Å"things† regarding aging, including the process of aging and â€Å"normal† changes that occur. Most of what we hear from others comes in the form of â€Å"myths† of normal aging. Knowledge of these myths makes aging a fearful, unhappy approaching event for many of us. However, it should be the sight of a new beginning. Understanding the aging process; what, why, and how changes occur; and strategies to prepare ourselves for these changes gives new life and appeal to a very special time in all our lives. There is a growing appreciation that everyone does not age in the same way or at the same rate. Many of the changes that occur from aging result from a gradual loss. These losses often begin in early adulthood, but thanks to the ability of our organs to adjust and maintain health, the actual loss is not experienced until it is fairly extensive. Most organs seem to lose function at about one percent a year, beginning around age 30. Interestingly enough, the majority of these changes are not seen until after age 70. The biggest difference in the rate of aging and organ efficiency lies in the presence of disease and/or the ability of the body to adapt to external stress. Changes that occur with aging fall into three categories: physical, psychological, and social. As changes begin to happen in one area of a person’s life, most likely the other two will be affected as well. There is a wide variation among individuals in the rate of aging and, within the same person, different organ systems age at different rates. However, we all experience common changes to some degree. How we age can be a result of our diet, exercise, personal habits, and psychosocial factors. An important fact to remember is that biological age does not equal chronological age. -2- Physical Changes Decrease in Physical Strength, Endurance, and Flexibility Muscle strength and flexibility decrease with age. A major reason muscles tend to become weaker is that there is less lean muscle mass and they shrink from lack of use. It happens whether a person is young or old. As muscles are not used, they don’t work as well. The capacity to assure strenuous effort gradually declines. You eventually become less able to walk as far or lift as much as you used to. This is because skeletal muscles atrophy (shrink with age). Conditioning is the most dominant factor influencing this rate of decline. Decline in Efficiency of Body Organs Functioning of all body organs is not as efficient as before. Examples include: â™ ¥ The heart becomes a less efficient pump. It requires more oxygen to do the same work it used to do with less oxygen. When you reach your fifties, there also is an increased thickness and hardening of the arteries causing blood pressure to rise slightly and then level off. â™ ¥ Other problems associated with heart disease can cause blood pressure to continue to rise to a point of needing medication. Taking medication as ordered is very important when you are diagnosed with high blood pressure, even if you â€Å"feel fine.† Generally, high blood pressure affects the organs inside without giving us any physical warning signs. This is the danger of not being treated and maintaining proper medical care which could result in a stroke and/or heart attack. â™ ¥ Lungs become less elastic, and do not expand as well; thus, less oxygen gets into them. Smoking makes this problem worse at a much earlier age in people that smoke versus those who do not. â™ ¥ As you age, it takes longer for your kidneys to get rid of waste products. These substances tend to remain in the body for a longer period of time. This is particularly the case with medications. â™ ¥ -3- â™ ¥ Urinary incontinence is not a normal change with aging. Not being able to â€Å"hold your water† is due to many other problems, such as enlarged prostate, weak muscles, limited fluid intake, or constipation. Your

Organisation Management System Research Paper Example | Topics and Well Written Essays - 3250 words

Organisation Management System - Research Paper Example Gazprom uses a variety of techniques in order to measure, control and monitor the different environmental impacts of the activities of the organization. The company has recognized the increasing importance of investing sufficient capital in the clean energy projects that are incorporated across the globe. The company has started to become engaged in the different CDM projects being launched with an aim to improve the environmental conditions in the least developed regions of the world. The company has started to work on various programmatic projects in the perspective of measuring and controlling the various environmental impacts of its operations. One of the measures taken to control and monitor the environmental impacts has been the active partnerships created by the company with the local NGOs in the different regions of the world. The company has introduced the Comprehensive Environment program which has been implemented with the objective of meeting the key provisions specified in the Russian ecological doctrine and the Energy Strategy of Russia for 2040. The environmental policies of the company are based on the present environmental scenario in Russia and the different international corporate activities done in managing the environmental impacts of the companies in the oil and gas sector.This environmental program ensures the use of proper approaches in the domains of production, storage, transmission and storage of the different energy sources like oil, gas condensate and natural gas.

Leadership Style Essay Example | Topics and Well Written Essays - 5000 words

Leadership Style - Essay Example It is very clear from these definitions that the role of the leader is extremely important in influencing the performance of the employees and in a broader aspect the performance of the organization (Altmae, Kulno and Ott-Sim, 2013). According to Kotter (1988) the growing competitive nature of the industries and the rising complexity of the firms are making the role of the leader more important than ever (McDermott, 2007). Over the past few years various theories of leadership have evolved: Participative theory: This theory focuses on the fact that every member has something to contribute towards the organization and the chief responsibility of the leader is to make the employees feel important in the decision-making area. Trait theory and Best man theory: Both of these theories have a similar line of understanding that great leaders are the ones who are born with the leadership qualities in them. These people have certain traits which separate them from most of the common people and drive them to become innovators and leaders. The purpose of this paper is to understand the leadership style of Microsoft leader Bill gates and the ways in which his leadership style has impacted the performance of the company and catapulted it to one of the biggest and the most successful companies of contemporary times. In doing so the objective is to understand which leadership theories has been followed by Bill Gates and the positive impact it had on the efficiency of the employees. The role of Bill Gates as a leader is rather interesting because it has been a long time Mr. Gates has removed himself from the day-to-day operations of Microsoft but his leadership which is greatly exemplified in his leadership style, shows that he had a vision and he aligned the resources of Microsoft according to that particular vision which had resulted in the exceptional

Health and Safety to Minimise Musculoskeletal Disorder Risk

Health and Safety to Minimise Musculoskeletal Disorder Risk RECOMMENDATIONS Introduction This chapter is concerned with recommendations which can be put forward in order to eliminate or minimize risk of musculoskeletal disorders arising from ergonomic and other hazards. The hierarchy of controls will be considered for putting forward the recommendations. Hierarchy of hazard control The hierarchy of hazard control is a system which provides various hazard control methods, ranging from the most effective to the least effective methods. The hierarchy of hazard control is as follows: Elimination Elimination is the best way to control a hazard as the danger associated with it is completely removed from the workplace but in most cases it is not possible. Substitution The second most effective way of controlling hazards is by substitution which diminishes the hazards associated with a task, activity or process to some extent and new hazards can be introduced but it will have a less harmful effect on the workers. Engineering controls Engineering controls involves the use of physical barriers to prevent interaction between the workers and the hazards by redesigning of the process, job or activity. Administrative controls Administrative controls are concerned with changes in the policies and procedures of the organization. These include: Job rotation Redesigning of task, activity or process Implementation of safe operating procedures Training, instruction and information. Personal Protective Equipment (PPE) The least effective way of controlling hazards is by the use of PPE. Here the workers are provided with PPE’s such as earmuffs, visors, respiratory mask to prevent exposure to the hazard. It is considered the least effective as: The hazard is still present If the worker has worn it improperly, he/she is exposed to the hazard They can create hazards sometimes as they interfere with movement. Recommendations for the fourdepartments Recommendations to the problems identified in the four departments in the factory that is cutting, assembly and finishing will be provided. The recommendations for these four departments will not be the same but there are some recommendations which are applicable to all of them, which are as follows: Job rotation Job rotation falls in the administrative methods for controlling hazards. Job rotation involves rotating the employees from different jobs, especially those who uses the same group of muscle repeatedly and in which the workers adopt poor postures. Micro breaks Micro breaks, as their name suggests are small breaks which can range from 30 seconds to two minutes which the worker can take after working continuously for 30 minutes while either standing or sitting. These breaks are important as it enables the musculoskeletal system of the worker to rest, thereby reducing the risk of developing MSDs, especially if the tasks involves repetitive movements, awkward postures and goes on for long period of time. Training in good handling and lifting techniques Good handling and lifting techniques are essential as it reduces the risk of developing MSDS. This is achieved when the worker adopts the techniques. Training is essential and it should include: What are the risk factors and how to recognize them, How to safely lift and handle the loads. Good lifting techniques Before lifting The lift should be plan. It should be seen if the path for the lifting operation is clear and if not, the worker should remove the obstructions. Adopting a stable posture It is essential to maintain balance and the feet of the worker should be apart with one of his/her leg a bit forward. Getting a good hold The load should be as close as possible to the body whenever it is feasible. Starting in a good posture The worker should bend slightly at the start of the lift. Avoid flexing the back more when lifting The worker should not straighten his/her legs before raising the load. Keeping the load close to the waist The load should be kept as long as possible close to the body. Avoiding twisting of the back and leaning sideways The shoulders should face the same direction of the hips and they should be at the same level. Keeping the head up After the load has been secured, the worker should look ahead and not down. Smooth movement In order to keep control and minimize risk of injury, jerking and snatching of the load should be avoided. Avoid lifting loads that are too heavy Workers should always safely lift the loads within their capacity and help from a coworker can be used to safely lift a heavy load. Adjusting the load after it has been put down It is important to put the load down first then move it in the correct position. Medical surveillance Medical surveillance should be carried out as it allows for the early detections of conditions which can have adverse effects on the health of the workers. Ventilation Cutting department Recommendations for the problems which have been identified in the cutting department concerning the equipment or task, activities or processes are as follows: Loading the spreading machine Here training in good lifting and manual handling techniques are necessary as it will teach the workers how to properly lift the fabrics onto the floor level to place it onto the spreading machine to avoid risk of injuries. The other solutions could be: Reduce the weight of the fabric being lifted and, Have a minimum of two people to lift the fabrics. Spreading the fabric Spreading of the fabric should be done by at least two workers, who are facing each other at the opposite end of the tables. This minimizes adoption of awkward postures and long reaches. Also workers should be encouraged to take micro breaks. Cutting the fabric The spreading table should be set at a good working height so as to improve back and shoulder posture which will result in the worker adopting a better posture. Replace the handle of the electric cutter or the cutter itself if possible, with an adjustable handle so as to improve wrist posture. The fabric should not be cut from only 1 side of the table; it should be cut from both sides of the table so as to avoid long reaches. Micro breaks should be taken. Sorting the cut pieces Avoid overfilling of the baskets. Use of smaller baskets to facilitate lifting and handling. Have two persons to carry the baskets if they are heavy Training in good lifting techniques. Assembly department Recommendations for the problems which have been identified in the assembly department concerning the equipment or task, activities or processes are as follows: Supply and removal of clothes Smaller boxes should be placed at an adequate height to allow easy grips. The tables on which the materials are placed should be of the same height of the sewing table. The tables should be large enough to contain the clothes and they should be stable. Sewing table Height The sewing table should be adjustable so that the workers can adjust the height at their elbow level, which is the most adequate. Size and shape The larger tables can be tailored to make them smaller in order to allow delivery and supply of materials easier. Also for small tables, an addition can be placed on it so as to augment its size. Raised edges can also be placed on the table to prevent materials from falling. Angle Tilting the table by 100 t0 250 towards the operator can improve visibility and prevents the worker to adopt poor neck posture. Chair As it was found out during the study, the chairs are not good enough. Chairs with the following features should be bought: Adjustability The seat height should be adjustable Seat height – this should be easily adjustable and it should be able to be adjusted to the height of the operator who will be using it. Seat width and depth – it should be wide and deep enough so that the users are comfortable and the seat should suit the shortest and tallest users Seat material – There should be enough padding of the material on the seat and back of the chair so that it is comfortable for the user to sit for long period of times. Backrest –It should support the back and lower back and it should be adjustable in angle and height. Arm rest – it should be of adequate size such that it is large enough to support the lower arms but small enough so that they do not interfere with the position of the chair. Foot pedals The foot pedals should be modified so that they are at the same angle and position to allow good posture. Hand tools Hand tools such as scissors of different and adequate size should be provided. Work organization The sewing machine operators could be given the freedom to go and pick up the pieces of materials that they need to work on. Pressing department Recommendations for the problems which have been identified in the pressing department concerning the equipment or task, activities or processes are as follows: Working height The working height should be adjustable as an appropriate height enables the worker to work with his/ her back in an upright position and their shoulders relaxed. Floor surface Anti-fatigue mats should be placed everywhere in the pressing department area. Foot pedals The foot pedals should be close or even with the floor. Finishing department Recommendations for the problems which have been identified in the finishing department concerning the equipment or task, activities or processes are as follows: Chair As it was found out during the study, the chairs are not good enough. Chairs with the following features should be bought: Adjustability The seat height should be adjustable Seat height – this should be easily adjustable and it should be able to be adjusted to the height of the operator who will be using it. Seat width and depth – it should be wide and deep enough so that the users are comfortable and the seat should suit the shortest and tallest users Seat material – There should be enough padding of the material on the seat and back of the chair so that it is comfortable for the user to sit for long period of times. Backrest –It should support the back and lower back and it should be adjustable in angle and height. Arm rest – it should be of adequate size such that it is large enough to support the lower arms but small enough so that they do not interfere with the position of the chair. Accessories Foot rests that are adjustable should be provided to the workers Input and output Training for workers in good lifting techniques to avoid risk of injury.