Humanisation of work

Ergonomics (9)
Humanisation of work (23)
Occupational physiology (5)
Occupational psychology (26)

Synopsis: Employment & working conditions: Working conditions: Working conditions: Ergonomics: Humanisation of work:

G#4v 4784 Humanisation of work 0#5#humanisation of work Humanisation of work 0#5#humanization of work Humanisation of work 0#5#improvement of working conditions Humanisation of work

0#5#job diversification Humanisation of work 0#5#job enrichment Humanisation of work 0#5#job expansion Humanisation of work 0#5#job rotation Humanisation of work

G#4v 4785 Occupational physiology 0#5#industrial physiology Occupational physiology 0#5#occupational physiology Occupational physiology G#4v 4786 Occupational psychology

G#5v 4787 Absenteeism 0#6#absenteeism Absenteeism G#5v 4788 Job satisfaction 0#6#job satisfaction Job satisfaction

G#5v 4789 Mental stress 0#6#mental stress Mental stress G#5v 4790 Occupational psychology 0#6#industrial psychology Occupational psychology

0#6#occupational psychology Occupational psychology G#3v 4791 Occupational safety G#4v 4792 Incapacity for work 0#5#incapacity for work Incapacity for work

G#4v 4793 Occupational accident 0#5#accident at the workplace Occupational accident 0#5#accident at work Occupational accident 0#5#occupational accident Occupational accident

G#4v 4794 Occupational safety 0#5#occupational safety Occupational safety G#4v 4795 Protective equipment 0#5#protective equipment Protective equipment

-cussion, publications, teaming, job rotation Lack of time and meeting places, narrow idea of productive work Establish times and places fro knowledge trans

empowerment and engagement, trust, training, job rotation, and the extent and range of individual networks. At project level it included a diverse mix of project team members

engagement, trust, training, job rotation, and the extent and range of individual networks Educational background of the founder was ranked 63

organizational structures and routines, such as participation in decision making, job rotation and interdepartmental communication and cooperation (Justin et al 2005, Reece 2007, Piralis and

2. Brunold, J. and Durst, S. 2012)" Intellectual capital risks and job rotation",Journal of Intellectual Capital, Vol. 13 (2), pp. 178 †195

financial incentives for employees to develop new ideas, job rotation of staff, multidisciplinary or cross-functional work teams, nonfinancial incentives for employees

%Rotation posts (6, 5%)and Job enrichment (5 %Source: own research 3. Conclusions Generally, considering the results, we find out that that

Organization of work (teamwork, job rotation, etc Organized communication in the firm Spontaneous communication in the firm

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