Background and aims: World experience has shown the positive effect of applying ergonomics in improving work conditions, of quality and quantity of production, reducing prevalence of work-related musculoskeletal disorders, saving costs and increase of productivity in the different contents. These are possible only with utilizing properly improving work condition system and Macroergonomics approach. The aim of the study was how determine situation and analyzing the working conditions using the macroergonomics approach in a Power Plant Industry. Methods: This study is a cross-sectional study. First, the program for improvement of work conditions were evaluated using three questionnaires including managers viewpoint (29 samples), health, safety and environment employees viewpoint (5 samples) and operating workers viewpoint (85 samples) and then three other instruments of macroergonomics were used. Results: According to the results of 1) questionnaires and corresponding tests, three of the program's goals of improving working conditions and promotion practices that have the same opinions, but in some cases had different opinions. 2) Future workshops and interviews, the lack of participatory leadership and lack of collaborative work systems for the company stated. 3) Apply ergonomics checklist of ILO, an appropriate interaction between the top and bottom surfaces revealed. Conclusion: Awakened needs of change in the middle and lower levels of organization to solve problems relate to improving working conditions of the system was created. To implement an Ergonomics Intervention Programme Technique Process requires the full support management and employees.

Background: Implementing ergonomics principles in workplaces requires good knowledge transfer with the participation of professionals, workers, and managers.

Purpose: This study aimed to investigate practical ergonomics knowledge transfer to support the participatory ergonomics process that could lead problem identification and the implementation and development of feasible and low-cost solutions.

Methods: This was action research on the type of intervention and conducted in four phases. Accordingly, 106 participants from different organizational levels of a manufacturing company, facilitated by an ergonomist by forming 14 action groups, were involved in practical ergonomics knowledge transfer to identify and solve problems of work divisions. Participant reflections were obtained through interviews and field notes.

Results: The results contributed to the presentation of 145 solutions to improve working conditions by the action groups. Most solutions were low-cost and 57.5% were implemented. The interviews showed the development of a participation culture, learning and institutionalizing ergonomics principles in practice, and improving competence in identifying problems and implementing solutions.

Conclusions: The key findings were achieved by the participatory ergonomics intervention approach through different tactics of participant engagement, including a pushing tactic for intentional learning and a pulling tactic for voluntary learning, which resulted in the improvement of working conditions and promotion of a participatory culture.

OCCUPATIONAL APPLICATION

We found that small business enterprises (SBEs) face intra- and extra-organizational barriers in different dimensions related to their work system to practically implement human factors/ergonomics (HFE) knowledge transfer and to achieve its benefits in an industrially developing country. Utilizing a three-zone lens, we evaluated the feasibility of overcoming the barriers identified by stakeholders, especially ergonomists. To overcome the identified barriers in practice, three types of macroergonomics interventions (top-down, middle-out, and bottom-up) were distinguished through macroergonomics theory. The bottom-up approach of macroergonomics, as a participatory HFE intervention, was considered as the entry point to overcome the perceived barriers in the first zone of the lens, which included such themes as lack of competence, lack of involvement and interaction, and inefficient training and learning approaches. This approach focused on improving emotional literacy as a care zone among the small business enterprise personnel.

TECHNICAL ABSTRACT

Background: The human factors/ergonomics (HFE) knowledge transfer process is one of the potential challenges for organizations in industrially developing countries (IDCs), especially in small business enterprises (SBEs).

Purpose: We explored perceived barriers and challenges to the practical implementation of HFE knowledge transfer to SBEs in Iran, as an IDC, to improve their work systems.

Methods: An exploratory qualitative study was conducted using a conventional content analysis. To identify perceived barriers, we conducted individual interviews (n = 38) and a focus-group discussion (n = 17) with the participation of the SBEs personnel and the officials of related organizations. Inductive content analysis was used for data analysis. We then categorized the identified perceived barriers (themes) to determine the feasibility of overcoming them.

Results: Regarding perceived barriers, the following nine themes were extracted: lack of competence, resistance to change, technological infrastructure problems, lack of involvement and interaction, using an inappropriate mode of knowledge, lack of culture-building about HFE, inefficient training and learning approaches, lack of scientific management, and extra-organizational problems. Further, a three-zone lens was identified for the extracted themes to check the feasibility of overcoming them.

Conclusions: We identified nine intra- and extra-organizational barriers in the HFE knowledge transfer process to SBEs. We further evaluated the ways of overcoming perceived barriers defined in the three-zone lens to adapt them for building creative workplace culture zones (care, creative, and improvement). We distinguished three types of macroergonomics interventions (top-down, middle-out, and bottom-up) and three supporting strategies, including, knowledge, management and employees, and participatory HFE.

Introduction: This study aims to evaluate the risk factors and the prevalence of WMSDs disorders using QEC and Body Map techniques in operational units took a gas refineries and its Meta-Reflection.Method and Material: This case study assessed 254 operators in three distinct phases. First, 72 workstation posture was evaluated by using of QEC. Secondly was intended for employees of WMSDs were assessed using by Body Map. After conducting interview with relevant directors, the effectiveness of such studies has been analyzed through Meta-Reflection.Results: Based on results came from QEC survey, the operators’ average scores was %53/8. Moreover, results of Body Map assessment showed that the highest organs of WMSDs were back and knee extrusions (47% and 46% respectively). Also, lack of ergonomics policy and plan within refinery has demonstrated by interviews. Meta-Reflection, on the other hand, showed that because of incomplete learning cycles in the mentioned surveys which only provide WMSDs’ status, workstations’ ergonomics condition, and introduce expert based solutions. Thus, such surveys not only have incomplete study plan, but also have less impact on improving overall health, safety and ergonomics within this organization.Conclusion: This research proves that non-ergonomic conditions result in awkward postures and subsequent physical disorders. Overall, this study has showed a gap from this kind of the work on the learning cycles at organizational levels, a trend should be considered to interactive research work on the workplaces with improved and promoted system ergonomics attitude.

The aim of this study was to create ergonomics and human factors awareness and wakefulness in a Pharmaceutical Manufacturing Company with emphasis on understanding the importance of improving safety, health, and work condition. The study sought to develop and implement one kind of “Job enrichment” with the purpose of improving employees’ competence and also to motivate participation at the workplaces in an ‘appreciative way’. The survey approach was used. Data was collected from 60 selected individuals from different organizational levels using the participatory ergonomics process that entailed the use of an action checklist and ergonomic checkpoints, as well as the review of organizational documents. Eighty seven percent of these study participants were male while the remaining 13% were female. The participants had an average age of 38 years with the standard deviation of 9.74. They had 11.81 years of service in average with the standard deviation of 9.76. In the data collection procedure, technical sessions, based on action learning, whichlasted for 30, 25 h, or 1657 man h, was also held for the participants. In the data collection, the participants were made to study the action-checklist before and after completing the ergonomic checkpoints. This resulted in a 0.3 percent improvement in the technical capabilities of the participants and improved their social skills and their interest in participation in the company during this study. Based on the analysis of participants’ feedbacks on the implementation of different work evaluation approaches and their reflection from learning, key findings were made through intentional learning, based on a systemic pre-intervention ergonomics work process on how the participants could be empowered in technical and social skills.

In this research the imposed force on Gastrocnemius muscle of the tractor driver during clutching has been studied. The number of sample people was assigned 30 and the research was conducted on MF285 and MF399 tractors. The clutching forces for these tractors were measured as 340 N and 290 N, respectively. The angle of knee location in these two tractors at 5 percent level was significantly different. The average decrease of pain threshold after 30 seconds and 60 seconds clutching and 60 seconds rest after clutching in MF285 tractor in Gastrocnemius muscle were more than MF399 tractor. The impact of BMI index Regression coefficient was found the highest among at all intervals during and after the clutching on both tractor drivers on decrease of pain threshold. It is suggested that in order to decrease the imposed force of clutching for MF285 tractor required modifications is performed. In this regard the force transfer joint between pedal and the disc in the mechanism of clutching can be made of cast iron.Keywords: ergonomic, tractor, operator, muscle, Gastrocnemius

Based on evidence accumulated during the author’s 19 years of ergonomics intervention experiences and investigations with the different challenges and roles, the ergonomics ‘know-how’ transfer explores and describes the models to success implementation of Ergonomics and Human Factors Management in an Industrially Developing Country. A systematic ergonomics ‘know-how’ transfer management at Micro and Macroergonomics-based levels for training and learning could be managed and led in an industrially developing country. This paper describes a model of systemic intervention work based on the finding “Building taxonomy knowledge ‘systemic ergonomics intervention work’ as a product joining up practice with theory when ‘Reflection learning’ (Learning of the reflection) is pitted against ‘action learning’ (Learning of the action). Practitioner Summary: Even though it is a popular activity-oriented approach for systemic ergonomics intervention work in Industrially Developing Countries (IDCs), little is known about the result of ‘Tips’ (i.e., to hit slowly) from an action pathway, the challenges the systemic ergonomics intervention work faces in taking action in an Industrially Developing Country while vision driven Ergonomics and Human Factors Management performance on the different understanding main purposes: “Know-Why” – “Know-How” – “Know-What” are significant for creative trust and then, the purpose Know-for-use that ‘How will we go further here?’ (i.e., leading through appreciative). The current study demonstrates that in the building systematic ergonomics intervention influences as a product joining up practice with theory. Aimed at industrial managers, staff responsible for workforce, improvement of health, safety, and ergonomics, productivity and organizational development those following Ergonomics and Human Factors knowledge transfer management as a professional.Keywords: Macroergonomics, Systematic Ergonomics Intervention Work, Meta-Reflection, Taxonomy Knowledge, Industrially Developing Countries

The Ergonomics Intervention Programme (EIP) can be a means of guaranteeing the most efficient use of the labour force of an industrially developing country (IDC) by creating safe and appropriate working conditions. Many problems at work can be resolved with ergonomics intervention, but persist due to a lack of ergonomics awareness and ‘know-how', as well as poor social awareness in education. This thesis represents an attempt at investigating how the Ergonomics Intervention Programme (EIP) and Ergonomics Intervention Programme Techniques (EIPTs) can be implemented in an organization by using an Ergonomics Intervention Technique (EIT) process (i.e. EIP activities, EIP team, and EIP process). The objective was to develop an action-oriented intervention process for the improvement of health and safety, as well as trying to improve work systems in IDC industries. To respond to these purposes, two main questions and four different sub-questions were formulated in this study as follows: I. Why are the efforts of these industries to implement and internalise the EIP being constrained? a. What are the main causes of these constraints? b. Is it that the EIP is difficult to implement? II. How should the EIPTs be delivered to the Iranian Industries and possibly to other organizations in IDCs, so that they can easily learn how to use them successfully? c. How can EIPTs be successfully implemented and internalised by such organizations? d. What practical activities are required for the EIPTs' implementation? This thesis also describes the development and results of using various methods during the last 10 years and illustrates the challenges of introducing EIP to Iranian industries. In this thesis, two complementary strategies have been used to collect and analyze evidence. Empirical evidence has been collected through case studies from pre-intervention phase of the EIP in Iranian Industries (as archival analysis), and action research in the three subsidiary companies while theoretical evidence has been collected through a literature study. Put simply, the conception of action research that I used is one of ‘learning by doing; individually and collectively'. One popular action research model is ‘reflecting, planning, acting, and observing'. The main difference between action research and the case study approach is noted in this study. Furthermore, in this study I mention many kinds of action research described as ‘Action Research' (AR), ‘Participatory Action Research' (PAR), and ‘Participatory and Appreciative Action Research' (PAAR). The purpose was to distinguish between the different kinds of reflections in joining up practice with theory, or ‘knowing-in-action' (i.e. the context was the EIP), including: ‘reflection-in-action' (i.e. the EIP was by ETWs), ‘reflection-on-practice, (i.e. EIP was by EIPTs) and ‘Meta-reflection' (i.e. this is thinking again about our reflection-on- practice). Based on data analyses and outcomes, an understanding was derived about factors which impact on the implementation of the EIPT Process Model. The main EIP activities were: Awakening for changing (A), Vision (V), Method of the EIPT (M), Learning (L), and Integrating (I)). Furthermore, the EIPT method in Study H was formulated to include, Participatory Ergonomics (PE) and Ergonomics Awareness Building (EAB). EAB includes; Ergonomics Training (ET), Ergonomics Application (EA), and Evaluation (E). Research Activities (RA) and Network Building (NB). The EIP team includes: action groups (AGs), a Steering Committee (SC), and Facilitator (s) (FA). The EIP process includes; routine (pre-intervention) tasks, modified (EIP process) tasks, and new EIP (post-intervention) tasks. Two key research questions emerged in the process of reflecting on the EIP. They were: (1) ‘What is it we want more of here, and how can we amplify this?' and (2) ‘How does the future unfold from an appreciation of the positive present?' These new research questions are the other side of this study. The author has discussed trying to get the EIP conversations to ‘Tip' positively. This opened up the possibility of having new kinds of conversation through EIP studies and for further research. For example, firstly, focusing on the root cause of a ‘problem' and risk of managing it, is essentially a conversation about what we may want less of here. Secondly, if we use our appreciative intelligence (i.e. the ability to perceive the positive inherent generative potential within the present), we open up the possibility of trying to understand the root cause of success. These conversations are about what we may want more of here. The main knowledge contribution of this study was the development and evaluation of a generally-applicable EIP and a range of EITs based on macro- ergonomics theory. Thus, the focus was mainly on improving workplace action and using participatory ergonomics processes through, the use of the EIPTs. Implementing and sustaining change were made possible by commitment to continual learning and focus on new improvement in action. The major outcome was a ‘Proposed model for the ergonomics ‘know-how' transfer at individual, group, and organizational levels in an IDC (at Micro/Macro ergonomics levels)'. The outcomes of this study are also used to provide industrial managers with a set of principles and processes to practically deal with ergonomics ‘know-how' transfer. Furthermore, Participatory, and Appreciative Action Research (PAAR) can help to develop an understanding of different ways to apply (research) ergonomics intervention techniques in an IDC. It is therefore a positive outcome and further development of this study. Pursuing the general question of PAAR; ‘what is it we want more of here and how can we amplify this?' I use an acronym ‘C.R.E.A.T.I.V.E' to point out some interesting avenues for future research. I hope this will be the next part of the EIP journey in the IDC. It will involve ‘heart, head, and hands' and especially behaviours that are ‘Human centered, Participatory, and Appreciative'!

In recent years, it has become clear that the workshop with active participation is the best method of conducting training, especially for training people in an Ergonomics Intervention Programme (EIP). A participative workshop with a holistic and multidisciplinary ergonomics- training program is an effective way for building competence among employees for designing and implementing improvement changes at work. The thesis presents the result of a macroergonomics survey, which contains workshops and intervention projects in some Iranian industries since March 1995 by the Center for Ergonomics of Developing Countries (CEDC) in Iran. The workshops were aimed to create ergonomics learning and implementation process at three levels, viz; 'Individual, group and organization' participants of Iranian industries (papers I to V). Ergonomics intervention programme technique (EIPT) in this study was defined as the activities performed by the facilitators (ergonomics expert and Ph.D. students) for the purpose of doing; 1)- Ergonomics Training (ET) building awareness (BA), Ergonomics Application (EA) and Evaluation (E), 2)- Research Activities (RA) and 3)-Network Building (NB) in industries in the Industrially Developing Countries (IDC), case - Iran. Employees and management participation in the ergonomics activities was a key issue and integrating factor in this EIPT. According to all the issues presented in this work-study, we can argue that the EIPT will bring about awareness and action, aiding in the introduction of necessary changes. The results of the exercises and studies have shown that, in the pre-intervention phase of EIP, the positive synergistic effect of a macroergonomic approach is significant and thus the EIPT model should be followed; by virtue of the fact that intervention as the basis of action research in IDC due to action research is concerned primarily with intervention and not observation. A key role for speeding up the process of transferring ergonomics know-how to IDC could be played by universities in industrialized world, both with regards to accepting students from IDC as well as conducting collaborative research, similar to the past activities of CEDC. Furthermore, international networks, and interested ergonomists from ICs and IDCs, as well as Ph.D. students from IDCs could contribute greatly in facililitating ergonomics know-how transfer to IDCs.

This paper describes the different strategic understanding from getting ergonomics intervention programmes' conversations to 'Tip', including minimizing strategies; tipping point strategies; and maximizing strategies from building ergonomics intervention techniques. Those have indicated to different recognitions: 1) when amplification of the 'problem' is necessary; 2) when amplification of the 'tipping point' is necessary, and 3) when amplification of the 'success' is necessary. The practical applications and implications of the ergonomics intervention techniques are drawn from the findings of framing positive questions: 1) what is successful ergonomics intervention technique right now (Appreciative)? 2) What do we need to change for a better future (Imagine)? 3) How do we do this (Design)? 4) Who takes action and with what consequences (Act)? This requires re-framing of the ergonomics intervention techniques in an appreciative way, because of, the future action needs to be inspired by those things that participants feel are worth valuing, worth celebrating and sustaining.

Why ergonomics did not widely know and use in industrially developing countries (IDCs) could be primary because of our failure as a professional body to globalize the subject. The ergonomics know-how transfer explores and describes the models to success for ergonomics intervention technique (EIT) in organization. It addresses subjects could linking values with the idea of practical knowledge. -Concepts on macroergonomics and participatory ergonomics as a means to developing EIT. -Demonstrates how to link it with macroergonomics theory and theories of change. -Demonstrates how research questions to link with choice of the research approach and strategy and its methodology. -Explores how with reflection practices can be spread and sustained it in organizational level. -Draws on the case studies and action research.types intervention. -Aimed at industrial managers, staff responsible for workforce, improvements of health and safety, productivity and organizational development those following ergonomics transfer programme of study as a professional. -Written by an authority in Ergonomics/Human Factors as software technology, technique, know-how transfer to organizations

To achieve ergonomics awareness in 3 subsidiary companies, an intervention team was formed. The aims of this study were to implement basic ergonomics through a participatory ergonomics intervention process that can support a continuous learning process and lead to an improvement in health and safety as well as in the work systems in the organization. The findings of this study (i.e., method, continuous learning and integration) were key to making the participatory ergonomics intervention successful. Furthermore, 4 issues of the ergonomics checkpoints (i.e., work schedules, work tasks, healthy work organization and learning) for assessing the work system were found suitable for both changing work schedules and for improving the work system. This paper describes the result of this project and also the experiences gained and the conclusions reached from using the International Labour Office's ergonomics checkpoints in the industries of industrially developing countries.

This paper describes the different getting learning understanding of systemic organization knowledge conversation of a Pre-Macro-ergonomics intervention process for ‘Awakened need of change’, based on implementing PDSA Cycles of learning and its ‘Meta-reflection’ as an interactive research work. The practical applications and implications of the process are drawn from the finding of the framing positive question toward knowing, relating, action, and organizing; 1) what is the successful of this kind of Pre-Macro-ergonomics Intervention right now? (Appreciative), 2) what do we need to change to make a better future? (Imagine), 3) who takes action and with what consequences? (Act)

This paper describes five steps for ‘Appreciative Inquiry’ to purpose understanding from getting to use “ergonomic checkpoints”, in an ‘appreciative way’ including;1)Definition of frame implementing a phase method for pre-systemic ergonomicsintervention work process; 2) Discovery; what are appreciative and activelearning, and how it has worked? (The research model) 3) Dream; howvision and voices of the future in industries of industrially developing countries? (The Learner at the Centre) 4) Design; how to give to values and ideals using power “participatory ergonomics process”? (The tactic of pulling) 5) Destiny; how make it happen? (Inspired action and improvisation)

In industrially developing countries, a few ergonomists have directed great efforts towards developing ergonomics awareness among managers and workers in organizations. There is little research on the degree of their success, though. Furthermore, access of organizations to ergonomics knowledge is usually very difficult, especially in industrially developing countries. Thus, building ergonomics awareness is certainly the first phase of the process. Three companies from one industry (44 people: 14 females and 30 males) participated in a project aimed at improving their work system. At the beginning, we needed to create a common goal and ensure participation with appropriate ergonomics tools. The findings of this study were the key issue for the ergonomics intervention (i.e., a shared vision, awakened need of change and learning). Further, to build ergonomics awareness and develop a continuous learning process in the company, it was necessary to use more ergonomics tools through workers' participation in different workplaces

In the process of introducing ergonomics to Iran and the objective of the Center for Ergonomics of Developing Countries (CEDC), the management of PTW (Prevention, Treatment and Welfare) of Iran Khodro Car Company in Iran (IKCo) has decided to apply ergonomics to improve IKCo's workstations. This was a cooperative project between PTW and the CEDC. The first phase of the project was planned to last for 18 months, during which 32 engineers, occupational health specialists and safety engineers from IKCo have been trained in ergonomics theories and practice at various workshops. The emphasis of the project was on employees' participation and on taking advantage of local skills and resources. A special organization was designed for this project. Proposed ergonomics activities were divided into three categories: 1) ergonomics training, ergonomics application and evaluation, 2) research and activities, and 3) network building. Thanks to phase 1 of the ergonomics intervention project at IKCo, the management is now in a much better position to deal with and make best use of human resources.

A case study on macroergonomics in industrially developing countries (IDC) is presented. The experiences from industrialized countries (IC) show that consideration of macroergonomics is a significant contributing factor for creating the appropriate working environment. Ergonomics concern in IDC is slowly growing among progressive industrial managers, in line with rapid technological changes that are taking place in most IDC. The case studies provides a general ergonomics awareness to the employees and basic micro and macro-ergonomics knowledge and ergonomics intervention skill to the top and middle managers.

Background and aim: Due to the prevalence and adverse consequences of stress at work, implementing practical programs are necessary for a systemic approach to identifying various stress risk factors and preventing them. This study was conducted to survey and analysis the stress prevention at work, using the participatory ergonomics process to improve the competence (both technical and social skills) of employees in one of the Iranian Gas Refineries in 2017. Material and Methods: This research is a descriptive-analytic study of cross-sectional type. Firstly, after expert evaluation using the stress prevention at work checklist and ELMERI index, 59 people (from different levels of the organization) were selected by randomized sampling and census method, and were assigned to 10 different workgroups. During the two phases, individuals completed and presented checklists and checkpoints in technical meetings. During these technical meetings, the workgroups were involved in the participatory ergonomics process based on the action learning approach, and provided practical and cost-effective solutions to work problems. Then, to receive feedback from participants and evaluate the study, a questionnaire was used in two different the phases and an evaluation workshop were held. The results were analyzed using SPSS25 software. Results: The results of expert-based assessment showed a score of 4.16, which indicates the need to investigate and intervention. The statistical results of the checklists used by the workgroups also showed a significant difference before and after the using of the stress prevention checkpoints at work. Moreover, the results of the questionnaires and evaluation workshop indicated the effectiveness of the participatory ergonomics process, action learning, improved communication, and good teamwork interaction were identified in order to better identify problems and cost-effective solutions. Conclusion: According to the theoretical and empirical evidences of this study, it can be concluded that participants, getting into the joint learning process by the participatory ergonomics process, action learning approach and awakened need to change. The output was a systemic pre-intervention work to promoting of the competency (both Technical and social skills), and also organizational skills of the participants and internal facilitator. © 2020 Iran University of Medical Sciences. All rights reserved.