Workload Of Employees Research Articles

Challenges and Needs for Support in Managing Occupational Health and Safety from Managers’ Viewpoints

Proper working conditions and successful occupational health and safety (OHS) management help organizations achieve their targets and support the quality of working life and performance. Work-related stress, conflicts, work ability issues, ill health, and other challenging OHS situations in the workplace may impede the well-being and productivity of employees. According to OHS legislation, employers are responsible for managing risks and solving problems in the work community. Challenging situations can be viewed from the perspective of efficiency, since their economic effects may be remarkable. The objective of this study is to describe the challenging OHS situations managers encounter and the support they require in these situations. The results are based on thematic interviews and inquiries with top, middle, and front-line managers in three Finnish public sector service organizations. The most challenging OHS management situations are related to the administration of work under high economic pressure and constant changes in the work community, managing employee workload and time pressures, providing feedback, facilitating collaboration, and managing conflict. The managers’ own understandings, competences, and resources, as well as organizational supports, have an effect on successful resolutions of challenging OHS management situations.

Design and Implementation of Robotic Parcel-Sorting Systems

With the recent increase in e-business, post offices or door-to-door parcel delivery companies have witnessed a corresponding increase in the number of parcels handled. Most of these parcels are still being handled manually, which results in an increased workload for employees and lowers efficiency. Korea Post has considered a smart-robot manipulation system to automate parcel-sorting procedures that remain manual. This study examined parcel-sorting methods using a robotic system with the aim of reducing the workloads of deliverymen and enhancing parcel-sorting efficiency. We developed a methodology for the design of a robotic parcel-sorting system, and the system was then tested and implemented in accordance with this methodology. The results of this study are expected to reduce parcel workloads of deliverymen and improve parcel-sorting efficiency.

The Implications of Worker Behavior for Staffing Decisions

Restaurant employees adjust their sales efforts and service speed as more tables are filled and the workload increases. A study of five casual-dining restaurants finds that when the overall workload is low, as guest traffic begins to pick up and the restaurant becomes busy, the servers step up their game by redoubling their sales efforts through suggestive selling and upselling. Once the workload hits a certain level, however, the servers dial back on selling, take steps to shorten meal duration, and focus primarily on service speed. This inverted-U relationship between employee workload and performance holds both in terms of the number of tables and diners that a server concurrently handles. One implication of this analysis is that restaurants may be overstaffed because the employees’ extra effort meant their workload threshold was not reached in the restaurants being studied. Because of the phenomenon of increased employee effort, this chain could reduce its staffing level on average of one worker per shift while still achieving higher sales. An estimated 3 percent increase in sales would result from servers’ increased sales efforts, which occur until the trigger point is reached and employees focus only on speedy service. This article is based on a paper presented at the 2013 Quality in Service Conference (QUIS).

Shuffled frog leaping algorithm approach to employee timetabling and job shop scheduling

In manufacturing systems, generally employee timetabling and job shop scheduling is considered to be too hard and complex. To achieve an integrated manufacturing environment, the integration of employee timetabling and job shop scheduling is essential. It is a process of assigning employees into work slots in a pattern according to the hierarchy level of the employee, job allotment, individual preferences and knowledge skills. This paper proposes a framework model for integration between the two production functions with an objective of minimising labour costs based on employee availability constraint. At first, it provides a common time representation for employee timetabling and scheduling. Then, it provides the application of shuffled frog leaping algorithm used to find an optimum production schedule. An industrial case study also has been analysed for generation of employee timetabling and master production schedule. The result shows that the proposed system is unique for its features such as automatically constructing job sequence and employee work load.

ANALISIS KEBUTUHAN TENAGA KERJA RESERVASI DAN TIKETING CATHAY PACIFIC AIRWAYS DENPASAR


 
 
 This research is motivated by the existence of the complaints of the employees on the reservation and ticketing, which is due to the overload of work and pretty much of work overtime, so that each day the employee experiencing the excessive hours of work. The purpose of this study was to determine the actual wo`rkloads and the amount of labor required by the division of reservation and ticketing on Cathay Pacific Airways Denpasar. Based on the calculation results of the analysis of workloads and workforce needs analysis can be drawn the conclusion, that the manpower from the division on the reservation and ticketing at Cathay Pacific Airways Denpasar does not require an additional manpower. However, the workload of employees are not in accordance with their standard operating procedures as reservation and ticketing employees are supposed to, so that they are experiencing a shortage times to finish the job. Lack of times experienced by the employee is as much as 172 minutes. While for the the amount of labor on the reservation and ticketing division does not require an additional manpower.
 
 

Workload, occupational stress, and general health of female employees of public welfare centers

Workload, occupational stress, and general health of female employees of public welfare centers

Solving Job Shop Scheduling Problem Based on Employee Availability Constraint

Manufacturing System is enabled with an excellent knowledge on production plan, proper scheduling of machinery process, employee timetabling and labor costs. Heuristic algorithms are developed to bring optimized results in stipulated time with respect to optimum schedule. This article deals with minimizing the maximum completion time (makespan) based on job scheduling and minimization of labor costs based on employee workload with Shuffled Frog Leaping Algorithm and Sheep Flock Heredity Model Algorithm. The labor costs minimization and makespan which is to find a schedule that satisfies the organizations rules, employees preferences, due date and customers. The formulation of assigning workload for employees is concerned with assigning number of employees into a given set of shifts over a fixed period of time and week task. The main problem attempts to minimize labor costs based on performance criteria and assigning the loads equally among all employees. Several local search methods and heuristics algorithms has been proposed in many research on Job shop scheduling. The Results are compared with other heuristics in terms of makespan, idle time and Labor costs the Shuffled Frog Leaping algorithm performs result oriented than other Heuristics Algorithm.

HUBUNGAN BEBAN KERJA DENGAN KINERJA KARYAWAN DI RUMAH SAKIT NUR HIDAYAH BANTUL

Background: The process of development is Nur Hidayah Hospital (RS Nur Hidayah) Bantul makes employees work load increases. Improved performance the hospital can improve employee performance. If the employees performance is getting better, the service given to the patients will be getting better too. The researcher interested to do research the relationship of workload with performance of employees. Method: This was descriptive research using cross sectional approach. Research of method that used quantitative, the number of 79 employees respondents. The data analyzed using correlation analysis. Workload assessed by questionnaire, performance while using a checklist. Result: Performance (92,4 %) employees are included in the high category, while for the majority of the workload of employees included in the medium category with a percentage 54, 4 %. There is no significant relationship of workload with employee performance (p (0,066)>0, 05). Conclusion: This study shows employee performance is already high. There is no significant relationship of workload with employee performance Nur Hidayah Hospital in Bantul. Key words: Work load, performance

Employee workload balancing by graph partitioning

We consider the problem of partitioning a region into connected areas assigned to administrative officers. The employee in charge of an area takes care of all the activities which involve the towns of that area. An activity requires the effort of a subset of towns, coordinated by the employee in charge. This implies from the employee a fixed basic workload, plus a variable workload proportional to the number of towns involved. If the subset of towns associated to an activity is divided among several areas, the fixed workload is required from each of the corresponding employees, thus leading to a duplication. The problem requires to minimize duplications while balancing the workload among the employees.The Homogeneous Areas Problem (HAP) models this situation as the search for a suitable balanced partition of a vertex-weighted and subset-weighted undirected graph into connected components. We propose a multi-commodity flow formulation, reduction procedures, a Tabu Search and a Very Large Scale Neighbourhood Search algorithm for the problem. We provide computational results for random instances and for two real-world instances, i. e. the provinces of Milan and Monza.

Identification of the mental workload of public employees in the administrative sector at a public university

Identification of the mental workload of public employees in the administrative sector at a public university

Identification of the mental workload of public employees in the administrative sector at a public university

In the workplace there are risk factors that can overwhelm the health of the worker causing physical and psychological disorders. Among these disorders, is occupational stress. Thus, this research proposes to measure the mental workload of job stress from the identification of demand, control and social support. It is an observational cross-sectional epidemiological character, performed with the Rectory office workers at the State University of West Paraná (Unioeste). Data collection was due to the application of the "Job Stress Scale" (JSS) and in its reduced version adapted to Portuguese. The survey sample consisted of 44 individuals. Statistical analysis was correlated inversely with medium intensity (r = -0.404) between age and social support. For males was found between control and age (r = 0.603). According to the data obtained, we conclude that most workers are exposed to passive work, leading to loss of skills or disinterest in the job. This study highlights the importance of research in the area and the need for new actions that change the conditions of stress at work.

Effects of a labor gym program in mental workload of workers from rectory of UNIOESTE

The present work is a quality-quantitative study of cause-effect type. The objective of this study was to investigate the effect of a Labor Gym (LG) program in mental workload of workers from rectory of the Universidade Estadual do Oeste do Paraná (Unioeste) Cascavel. The sample consisted of 35 employees. For data collection, it was used the NASA-TLX questionnaire to evaluate the mental workload of employees. Then, the participants performed sessions of LG, totaling 20 classes. After this period the employess were re-evaluated. To characterize the sample, data were tabulated and a descriptive analysis was performed using the SPSS 15.0. The interpretation of the NASA-TLX questionnaire was based on its own methodology. Before the LG sessions, the total average dimensions analyzed was 79 (sd: 11,05), representing a high rate of mental workload. After the period of LG, the total average of final mental workload decreased, but it remained with a high rate (x:75, sd: 13.42). In relation to the comparative analysis of the initial and final averages of mental workload, by t test (bipolar), there was no significant difference (p = 0.071668).

English

This paper explores employee organizational commitment in the process of merger and acquisition. A case study of a life insurance merge and acquisition case in which the acquiring company was a local life insurance firm and the acquired company was a foreign-owned insurance company in Taiwan is used. The present study explored two issues: (1) whether employees of the acquiring company and the acquired company perceived changes in work load and career prospects differently during the process of absorption and exhibited different levels of organizational commitment to the surviving company; and (2) the structural relationships between organizational commitment, locus of control and the perceived changes in work load and career prospects for employees of the two companies. We found that work load change and career prospects change is perceived by employees of the two groups invariantly; employees of the acquiring company have higher level of organizational commitment than those of the acquired company; the direct influences of work load change and career prospects change on organizational commitment are statistically significant; the direct influences of locus of control on organizational commitment, work load change, and career prospects change are statistically significant; the indirect influence of locus of control on organizational commitment is statistically significant; and the moderating effect of locus of control is not statistically significant.   Key words: Organizational commitment, locus of control, work load, career prospect.

Using ATMs as Workload Relievers for Ghanaian Bank Tellers: The Customer Behavioral Challenge

This study explored the issue of whether the use of the Automated Teller Machines (ATM) as a service delivery tool in the banking industry of many developing countries has achieved its intended objective of increasing the effectiveness of customer service provision and reducing the workload of bank tellers. The purpose is to understand customers’ behaviour towards the use of ATM as a banking service delivery tool, and the influence of such customer-usage behaviour on the banks’ human resource capacity building, in terms of employee workload relief and performance. This is because most banks in subSaharan African countries have introduced the ATM in bids to satisfying customers’ service needs and making the work of employees easier. Data was collected using questionnaires that were administered to bank customers who use the ATM facility, as well as bank managers. The findings showed that though most bank customers who use the ATM services perceive the ATM as a convenient, reliable, accurate and suitable service delivery tool for their banking transactions; they still underutilize the ATM’s service capacity by choosing to go to the banking halls to make cash withdrawals of amounts that could be obtained from the ATMs. It is also found that by virtue of this customer behaviour of not using the ATM’s to their full potential, the relief that it is expected to provide bank tellers is not realized. It is concluded that because of customer behavioral challenges to the effective utilization of the ATM technology, banks in developing economies not benefiting from its full potential as a customer service delivery tool, and also as a strategic workload reliever for tellers who service customers inside the banking halls.

Zunehmende therapeutische Herausforderungen durch multiresistente Keime in der Klinik

Multi-resistant bacteria endanger with increasing frequency the successful outcome of antibiotic therapy, which represents the presumably most successful discovery of medicine. Due to a worldwide misuse of antibiotics and combined with a lacking awareness of hospital hygiene, multi-resistant bacteria spread with a worrisome pace within the clinic. These bacteria also spread globally via modern transportation systems. Today bacteria are present in hospitals, which are sensitive to a rather limited number of antibiotics or even -worse are pan-resistant. The growing threat of multi-resistant bacteria is further increased by the fact that the pipeline of the pharmaceutical industry for new antibiotics is more or less empty. Furthermore, economical pressure will increase the workload for hospital employees and by that support the spread of -multi-resistant bacteria. In addition, patients will be more susceptible to infections since on the one hand they are on average of older age and on the other hand treated with more aggressive surgical or immuno-suppressive regimens. This threatening but realistic future scenario can only be avoided by a combination of measures: absolute justified application of antibiotics, a consequent use of standard hygiene, -isolation of contaminated or infected patients and sufficient employees and their education in the prevention of infections.

Incorporating Workload and Performance Levels into Work Situation Analysis of Employees with Application to a Taiwanese Hotel Chain

Problem statement: Appropriate Human Resource Management (HRM) can motivate employees, develop their capabilities and enhance their productivity. However, before selecting the HRM practices to adopt, the workload levels of employees should be considered, since they may influence the success of such efforts. Approach: This study measured the relative workload of individual employees and incorporates the performance level into the work situation analysis. This analysis enables managers to be more aware of the work situations of employees and thus achieve better HRM decision making. Results: In addition, we presented an example application of the proposed analysis focusing on the reception clerks in a hotel chain and the results can aid management in deciding which HRM practices should be applied for specific employees so that their productivity can be improved. Conclusion: The advantage of this study is that it can provide a practical framework for managers to be more aware of the work situations of employees and thus achieve better HRM decision making.

Het werk blijft liggen: oorzaken en gevolgen van onvervangbaarheid van werkzaamheden

The work remains. Causes and consequences of irreplaceability in jobs The work remains. Causes and consequences of irreplaceability in jobs When a worker cannot do his job because of illness or vacation, there are three logical possibilities: (1) the work is done by someone else; (2) the work remains until the worker returns; (3) the work never gets done at all. What happens is likely to be important for the workload and time pressure of employees. However, consequences also extend to the employer. These consequences will probably influence his choices to design the job and to make tasks more or less transferable. In this article we present a theoretical model in which these choices by the employer depend on three levels: technology, market pressures, and employee behaviour. The resulting hypotheses are tested using the Time Competition Survey 2003. The results generally confirm the theoretical model. All three levels have an independent influence. For employees, the consequences are limited to an increased time pressure. Irreplaceability is in particular the fate of the higher educated. When they are on leave, their work is likely to pile up.

Increasing Efficiency: A Process-Oriented Approach

Increasingly, customer satisfaction and business success depends as much on speed and timing as it does on the cost and quality of the goods we produce or the sendees we render. As such, doing things faster is becoming just as important as doing them better and cheaper. Increased efficiency, however, will not be attained simply by imploring employees to work harder or by increasing employee workloads. Increased efficiency can only be accomplished through the systematic analysis and reengineering of our work processes, including the elimination or minimization of all associated non-value adding process steps. DO CA TIM, a seven-step methodology for systematically identifying and eliminating or minimizing non-value adding process steps, is presented. The methodology is appropriate for analyzing and improving the execution of any human task; it is equally applicable to the rendering of services and the production of products.

Increasing Efficiency: A Process-Oriented Approach Originally published in 1993, PIQ 6.4

Increasingly, customer satisfaction and business success depends as much on speed and timing as it does on the cost and quality of the goods we produce or the sendees we render. As such, doing things faster is becoming just as important as doing them better and cheaper. Increased efficiency, however, will not be attained simply by imploring employees to work harder or by increasing employee workloads. Increased efficiency can only be accomplished through the systematic analysis and reengineering of our work processes, including the elimination or minimization of all associated non-value adding process steps. DO•CA•TIM, a seven-step methodology for systematically identifying and eliminating or minimizing non-value adding process steps, is presented. The methodology is appropriate for analyzing and improving the execution of any human task; it is equally applicable to the rendering of services and the production of products.

Burnout and Service Employees' Willingness to Deliver Quality Service

ABSTRACT Employees are vital for enhancing customer satisfaction and loyalty in service organizations because their proactive involvement is an essential part of delivering the services offered. With the recent rapid growth of tourism in the Macau SAR, service employee workloads are clearly increasing, and consequently one would expect that the incidence of job burnout is rising. This study uses the well-known Maslach Burnout Inventory (MBI) to investigate the relationship between service employees' burnout and their willingness to deliver quality services. Self-administered questionnaires from 110 operational staff in three hotels in Macau have been analyzed. The results indicate that job burnout reduces staff's willingness to deliver quality services and that this effect is moderated by individual staff's level of affective organizational commitment, and their perceptions of the extent of organizational and supervisor support provided by the organization. Based on these results, practical managerial strategies to improve service performance are identified.