Participatory methods effective for ergonomic workplace improvement
Introduction
Participatory methods are increasingly utilized in improving ergonomic aspects of work and workplaces. The merits of these methods are widely recognized as a means of promoting initiative of local people and achieving workable solutions (Vink et al., 1995, 1998; Zalk, 2001; Khai et al., 2005). A notable merit is that they contribute to improving various forms of workplaces in their diverse conditions (Noro and Imada, 1991; Nagamachi, 1995; Kawakami and Kogi, 2001; De Jong and Vink, 2002; Koningsveld et al., 2005).
It is of particular interest that participatory methods are extensively used in workplace improvement including risk management processes in both industrially developed and developing countries (Shahnavaz, 2000; Kogi, 1998, Kogi, 2002; Hignett et al., 2005). Variously modified methods are used for facilitating work redesign in these different situations. These methods place a particular emphasis on creating initiative of local people through participatory solving of workplace problems (Eklund, 2000; Hägg, 2003; Khai et al., 2005). It is important to know how these methods can be effectively applied for improving working conditions in small enterprises despite many constraints (Gustavsen and Oscarsson, 1991; Engeström, 2000; Kawakami and Kogi, 2001).
The advantages of participatory methods have been discussed particularly in relation to participatory ergonomics. Wilson and Haines (1997) define participatory ergonomics as the involvement of people in planning and controlling a significant amount of their own work activities, with sufficient knowledge and power to influence both processes and outcomes in order to achieve desirable goals. This definition is equally relevant to the spread use of participatory methods in workplace improvement. Various reports on the safety and health risk reduction processes at different workplaces confirm this relevance (Khai et al., 2005).
Experiences in our inter-country networking of participatory approaches in workplace improvement in Asian countries likewise indicate the importance of an adequate set of action-oriented participatory methods. Many concrete workplace improvements are reported in small enterprises, construction sites, agricultural farms and working homes (Kawakami and Kogi, 2005).
These recent experiences in our networking activities are examined to know types of participatory methods effective in different settings as discussed by Noro and Imada (1991) and Haines et al. (2002). The answers to the following questions are sought:
- (1)
What kind of approach is taken commonly by the participatory methods to meet ergonomic needs in diversified work settings?
- (2)
To what extent do types of workplace improvements achieved by these methods vary from each other in different work settings?
- (3)
Through which support measures can we better facilitate participatory action by local people?
Attention is drawn to the locally adjusted nature of improvement steps taken. Attention is also drawn to the roles of action-oriented tools and key persons in meeting local needs. Practical hints for spreading workplace improvement programmes in small enterprises and agriculture particularly in developing countries may be presented.
Section snippets
Materials
Recent experiences in participatory methods effective for ergonomic workplace improvement in different work settings are reviewed. The experiences gained in our Asian inter-country network (http://www.win-asia.org) are examined to know the types of support useful for spreading practical improvements in small-scale workplaces in diversified situations.
Most experiences reviewed cover programmes for relatively underserved workplaces including small- and medium-sized enterprises, construction
The approach commonly taken in responding to diversifying needs
The first question concerns the approach commonly taken by participatory methods applied in different settings. It is of interest that the participatory methods used in the reviewed programmes have gradually developed since the 1980s learning from the experiences gained in applying the WISE methodology. We may confirm that the WISE programmes have spread to many countries in the course of the 1990s with significant influences on the other action training programmes. This is obviously because
Conclusions
The reviewed participatory methods used in workplace improvement programmes confirm the importance of building on local good practices in responding to diversified local needs. In adjusting the participatory steps to each local situation, it is important to help each local change group learn from local positive achievements. It is advisable to focus simultaneously on locally practicable improvements in multiple technical areas. It is further advised to utilize locally adapted participatory
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