work related injuries

This is the third blog in the series on deer hunting and Lean, Ergonomics (Human Factors, Six Sigma and Systems Thinking (L.E.S.S.).

One of the things that I and my company specialize in is “Do More with L.E.S.S. (Lean, Ergonomics/Human Factors, Six Sigma and Systems Thinking).  It’s a unique approach to solving business problems related to organizational system and employee performance, efficiency and safety.  This same Do More with L.E.S.S.

Pushing and pulling is involved in many tasks and jobs in a wide variety of industries.  In order to avoid injuries and optimize efficiency it is important to properly design pushing and pulling tasks.  A good online resource that explains the ergonomics of material handling in general and then goes into the details of pushing and pulling tasks is called “

Light—it’s necessary for humans.  It effects people mentally, physically, physiologically and their overall performance.  The impact of lighting in the workplace is very important to understand—not only to achieve energy savings but also to influence worker performance.  Intuitively we know that lighting is of value but it is often overlooked in the workplace, especially the value related to productivity.

As an ergonomist, I am often asked what my opinion is on post-offer, pre-work (POPW) screens for new hires.  My first response is to ask why they are asking that question.  The normal answer is because they have a injury rate higher than what they’d like and wonder if it’s related to their workers’ fitness for work.  I have several follow up questions that help me understand the root cause of their injuries.  As much as possible work should be designed so that the majority of the population can perform the job.   This is becoming more and more important and imperative to organizations due t

Last month I attended the Ergonomics Applied to Retail and Distribution conference in Minneapolis.  It was my first conference I attended that was strictly devoted to this sector.  While I was attending I was thinking that there could almost be an ergonomics and human factors conference devoted to each industry and/or sub-sectors because there are enough unique work tasks, needs and nuances that could support what occurred at this conference—that was speakers specific to the industry presenting their current challenges, attempted changes and full or partial solutions to their issues.

This is the final blog in the 4 part series on the 4 M’s to effective ergonomics systems.  The 4^th M stands for Momentum!  Momentum or energy is continually needed to drive the system on a continual basis.  First, momentum is needed in you (me) both inwardly and outwardly.  The keys to inward momentum are:

This is the third part out of four in the article series on the 4 M’s to effective and sustainable ergonomics systems.   The third M stands for Mindset.  According to the Merriam Webster’s online dictionary, mindset means “mental inclination, tendency, or habit”.  Another definition is offered by thefreedictionary.com, “A fixed mental attitude or disposition that predetermines a person’s responses to and interpretations of situations.”  Mindset is the third key principle on which successful ergonomics systems are built.  One must determine whose mindset must be understood. 

Basically every task performed by a worker requires the use of the hands.  Often times a certain level of hand protection is needed.  For tasks that involve exposure to cuts or puncture wounds, finding a glove that protects the hand but yet allows for good dexterity can be difficult.  Gloves that fit poorly can result in earlier hand fatigue and reduced moderate to fine motor movements.  There were many glove exhibitors at Safety 2012 but one caught my attention—TurtleSkin.

I’m attending and presenting at ASSE Safety 2012 this week.  The speaker of one session I attended yesterday said something that really got my attention.  He was talking about how to influence employee behavior in order to achieve better safety performance.  He was explaining that it is difficult to get employees to behave safely.  Then he said this, “We (meaning safety professionals) have to admit that it is harder (for employees) to work safer than not.”  I was taken aback from that statement.  Working safely shouldn’t be harder than working unsafe–unless, of course, the work environment,