2024
INDUSTRIAL
PSYCHOLOGY 262
SEMESTER 2
, WEEK 1 & 2
ERGONOMICS
Categories of ergonomics’
1. Physical
- Humans body response to physical and physiological
workloads. E.g. posture failure
2. Cognitive
- Mental processes and capacities of ppl when at work. E.g.
Decision making, mental fatigue from workload, or human
error.
3. Organisational
- Organisational structures, procedures, policies and processes
in the work environment. E.g. How work is scheduled, job
satisfaction and motivation, supervision and teamwork.
Relevance of Ergonomics to IP
Apply ergonomics to determine how certain environmental factors
in the workplace can be improved to increase employee
satisfaction, e iciency, performance, and to optimise wellbeing.
Ergonomics is about the fit. The fit between ppl, the things they do,
the objects they use and the environment they work, travel and play
in. If good fit is achieved, the stresses on ppl are reduced. They are
more comfortable, they can do things more quickly and easily, and
they make fewer mistakes.
Understand and be able to define the two terms Human Factors and Ergonomics and
explain the often-subtle di erence between them.
Ergonomics (or human factors) : the scientific discipline concerned with the
understanding of the interactions among humans and other elements of a
system and the profession that applies theory, principles, data, and methods to
design to optimise human well-being and overall system performance.
Ergonomics and Human Factors are synonymous, and the historical di erence
was that ergonomics emphasised work physiology and anthropometry, while
human factors emphasised experimental psychology and systems engineering.
The two terms are usually used together as HFE to emphasise the broadness of
the discipline.
Sometimes referred to as engineering psychology
According to The Health and Safety Executive: UK industrial Safety Regulator the
term human factors refer to: environmental, organisational and job factors, and
human and individual characteristics which influence behaviour at work in a way
which can a ect health and safety.
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,Explain the interdisciplinary nature of Human Factors and Ergonomics
The primary purpose of Human factors and Ergonomics (HFE) is design.
The HFE field is multi-disciplinary field
Examples of discipline domains:
Medicine
Cardiology
Neuroscience
Physical medicine
Psychology
Organisational Psychology
Forensic Psychology
Health Psychology
HFE problems requires scientific systems approach.
In HFE terms an organisation is technically referred to as a Human-Machine-
Environment (HME) System. [Book pg.8-11]
Appreciate the importance of a systems approach to understanding human factors and
ergonomics and the implications to the diagnosis of and interventions to HFE related
organisational problems and challenges
A systems approach to understanding Human Factors and Ergonomics (HFE) is crucial
because it recognizes that human performance and well-being are influenced by a
complex interaction of various elements within a system. This approach goes beyond
examining individual components in isolation, instead considering the entire system,
including people, tools, tasks, environments, and organizational structures. Here’s why
this approach is important and its implications for diagnosing and intervening in HFE-
related organizational problems and challenges:
1. Holistic Perspective:
A systems approach provides a comprehensive view of how di erent elements interact
and influence each other. It considers the interdependencies within a system, allowing
for a more accurate identification of the root causes of problems. For instance, an issue
with employee fatigue may not just be due to individual workload but could also stem
from poorly designed shift schedules, inadequate rest facilities, or ine ective
communication systems within the organization.
2. Identification of Root Causes:
By analysing the entire system, it becomes easier to identify the underlying causes of
HFE issues rather than just addressing symptoms. For example, high error rates in a
manufacturing process might initially seem like a training issue, but a systems approach
could reveal that poor interface design or inadequate information flow is the real cause.
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, 3. Improved Problem Diagnosis:
A systems approach enables a more accurate diagnosis of organizational challenges by
considering the broader context in which problems occur. It takes into account factors
such as organizational culture, management practices, and environmental conditions,
all of which can have significant impacts on human performance and ergonomics.
4. E ective Interventions:
Interventions based on a systems approach are likely to be more e ective because they
address the problem at multiple levels. For example, improving workplace ergonomics
might involve redesigning workstations, modifying workflow processes, and providing
training on proper posture and equipment use. This comprehensive intervention
ensures that all aspects contributing to the problem are addressed.
5. Prevention of Unintended Consequences:
Implementing changes in one part of the system without considering the broader
implications can lead to unintended consequences. A systems approach helps prevent
this by ensuring that changes are evaluated for their impact on the entire system. For
example, automating a task to reduce physical strain might lead to decreased job
satisfaction or increased cognitive load if not properly managed.
6. Adaptability and Resilience:
Organizations that adopt a systems approach are better equipped to adapt to changes
and remain resilient in the face of challenges. By understanding how di erent
components of the system interact, organizations can anticipate potential problems
and develop strategies to mitigate them before they escalate.
7. Enhanced Collaboration and Communication:
A systems approach fosters collaboration and communication across di erent parts of
the organization. When all stakeholders understand how their actions impact the
broader system, they are more likely to work together to achieve common goals. This is
particularly important in complex systems where multiple teams or departments need
to coordinate their e orts.
Implications for Diagnosis and Interventions:
Diagnosis: In diagnosing HFE-related organizational problems, a systems approach
allows practitioners to map out the entire system and identify where disruptions occur.
This leads to more accurate and comprehensive problem identification.
Interventions: Interventions based on a systems approach are designed to address the
identified issues at multiple levels of the organization, ensuring that solutions are
sustainable and integrated across the entire system.
In conclusion, a systems approach is essential for understanding Human Factors and
Ergonomics because it provides a holistic view of how di erent elements within a
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