Today we will talk about human performance. I will tell you about what working capacity is, what it depends on, what are the main factors of human performance, and I will also dwell on what time a person is most efficient, based on his biological characteristics. I think it will be useful to know for your work.
What is performance?
Let's start with a definition. If we turn to dictionaries, we will read something like the following.
The working capacity of a person is his ability to perform a certain work with the given quality parameters in a set period of time. Despite the apparent simplicity, this concept is quite complex, and here's why. On the one hand, working capacity is an indicator of certain biological functions of a person, and on the other hand, it is an indicator of his mental abilities, professionalism in a particular business, the presence of certain knowledge, skills and business qualities.
factors of human performance.
Let's highlight the main factors that affect human performance.
- Physical and physiological features. How better man developed physically, the higher his performance. Also, the features of his physiology play a role, which can interfere with performing certain work, the current state of health of a person as a whole or of his individual organs.
- Psychological features. In particular, stress resistance, purposefulness, level of motivation, etc., up to mood. The more developed all these qualities, the higher the working capacity of a person, and vice versa.
- The level of mental and intellectual development. The development of creative and logical thinking, resourcefulness. The working capacity of a person largely depends on how intellectually developed he is. Moreover, even if he does physical work: clever man can find a way to do it faster and with less effort.
- Working environment. For example, the equipment of the workplace, the availability of all necessary accessories for work and their quality, the lighting of the workplace, the air temperature, the noise level, etc. All these are also factors of human performance.
- Knowledge, skills, abilities. The level of professionalism in the work that a person performs, of course, also has an impact on his performance.
- Self-discipline and self-organization. An important factor in a person's performance is his ability to organize himself and his work process.
- Fatigue. And, finally, it must be recognized that a person's performance decreases in proportion to his fatigue, fatigue. How stronger man tired, doing this or that work, the lower his performance falls.
The time of maximum human performance.
Now let's talk about the time of the highest human performance. It is determined by the physiological functions of the body, which are inherent in it by nature. As you know, according to the characteristic biological lifestyle, people are divided into 2 types: “owls” and “larks”, and the time of maximum performance for these types of people will also be different.
For early risers, the highest working hours coincide with the first half of the traditional working day - from 9 am to 2 pm, then their working capacity gradually decreases, and by 5-6 pm it becomes as low as possible. The “owls” are different: the time of their highest performance shifts significantly in proportion to the hours of shift of their sleep in comparison with the “larks”. The most notorious “owls” have the highest working time - from 18 to 24 hours. But, I draw your attention, the night hours from 0 to 5 am are not workable for anyone.
Next, I want to bring to your attention a few more interesting observations obtained by scientists who studied human performance (they are relevant for people leading a traditional lifestyle: sleep at night, stay awake during the day).
- From 6 to 7 in the morning, a person has an “hour of long-term memory” - at this time he is able to remember the information received for the longest period of time;
- From 8 to 9 o'clock in the morning, a person functions as much as possible logical thinking, therefore, this hour is optimally used for carrying out some analytical actions, active thinking, drawing up plans;
- From 9 to 12 in the morning is the optimal time for engaging in active mental work, during these hours a person’s performance in intellectual work is the highest.
- From 14 to 18 hours - on the contrary, the ideal time for physical labor, in which you do not need to think much. Of course, if you do not do this work in the morning, and are not tired by this time. It is better to plan hard physical labor for the afternoon.
Stages of human performance.
As you can see, during the working day, a person's performance is not the same. Therefore, we can distinguish several stages of performance that any person goes through during his working day:
- Entering the workflow. This period lasts the first half an hour or an hour from the start of work, less often - 2 hours. This time is necessary for a person to “activate” his working capacity and prepare for its maximum stage.
- Maximum performance (1 stage). For the next 2-3 hours, a person's working capacity is maximum, and at this time he is able to effectively perform the most complex work.
- Decreased performance (stage 1). Further, the working capacity will begin to decline, and will fall to zero or until the moment when the person has a rest from work. Such a rest is usually a lunch break.
- Lunch break. To normalize performance, a person needs to eat and rest for at least an hour.
- Maximum performance (stage 2). After a break, a person returns to work with renewed vigor, and can again work quite efficiently, however, his performance here will be slightly lower than at the first, morning stage, and this stage will also be shorter in time (1-2 hours).
- Decreased performance (stage 2). Further, after about 1-2 hours, the human performance will again begin to fall.
- Exit workflow. For the last half an hour or an hour of working time, a person’s performance will be minimal, since he will psychologically already be waiting for the end of the working day, and fatigue by this time will be maximum.
Human performance during the week.
It should also be noted that during working week human performance is also different, which is also associated with entry into the work process, exit from it and the level of general fatigue of the body.
- Monday- in the context of the week is the day of entry into the workflow. The working capacity of a person on this day is not the highest, he only “accelerates”, “activates” it.
- Tuesday Wednesday- days of maximum human performance, these days it is best to plan the solution of the most important work tasks.
- Thursday- the drop in working capacity begins, the “equator” of the week has been passed, fatigue increases, the weekend is approaching.
- Friday- the day of the least working capacity of a person, this day he already “survives” at work with thoughts about the weekend.
What conclusion can be drawn from all this?
When and the working week, it is necessary to take into account the time of day and the days of the highest human performance. That is, all the most important things must be planned for the period of their highest performance, and follow this plan. So the efficiency of your work will always be maximum. And in no case should you spend hours of your highest working capacity on - this will be the biggest mistake.
Now you have a certain concept of what a person’s working capacity is, what are the main factors of working capacity, at what time of the day and what days a person’s working capacity is maximum. In the next article, we will talk about how to improve performance.
Stay tuned and stay tuned for updates. Until we meet again on the pages of the site!
Lecture 6: Psychophysiological Componentsperformance
Efficiency - Potential Indie Opportunity type to perform expedient activity on a given performance level over time.
In the scientific literature, this concept has several interpretations. performance is considered:
How ability a person to perform a certain job at a certain level of quality and reliability,
and as something identical to the functional consistyanyu organism,
And How ability provide a certain predetermined level of activity, work efficiency (which is identical to the concept of labor productivity),
And How marginal possibilities organism.
Such a distinction is important from a methodological point of view, because if working capacity is understood as the potential of an employee, then functional stress tests must be used to measure it. If working capacity is understood as labor productivity, then in this case production indicators come to the fore.
This concept must be distinguished from the concept laboriousproperty”, which refers mainly to the ability of a person to participate in labor activity. Efficiency is an integral property of a person, reflecting various features of the subject of activity (V.A. Bodrov).
For the first time, the problem of working capacity began to be studied by the great Russian physiologist I.M. Sechenov, who proved that the apparatuses of the central nervous system are involved in the processes of fatigue that develop during muscular work. nervous system. In 1902, the outstanding German psychiatrist E. Kraepelin, who studied the problem of fatigue, built the so-called “work curve”, which reflected the dependence of work productivity on a number of the most significant factors over a certain period of time. He experimentally showed that within a short time period, performance depends on the following factors: exercise, fatigue, stimulation occurring inbeginning and end of work, getting used to work and stresswill. Moreover, the direction of action of these factors is different, and the "work curve" is an integral indicator resulting from the action of the listed multidirectional forces.
The attention of modern researchers to this problem is due to the development of high-tech industries, transport, military affairs,
in which a person often works at the limit of his psychophysiological capabilities,
and maintaining high performance is an important condition for ensuring the safe operation of complex technical systems.
The special working conditions of these categories of workers create the prerequisites for sudden impairments in working capacity, sometimes accompanied by loss of consciousness. For example, in combat aviation pilots, these may be disorders due to the influence of oxygen starvation (hypoxia), motion sickness (sickness), aerobatic overloads, in train drivers - the monotonous nature of work.
Today, the scientific relevance of the problem is due to the need to develop a system of organizational, medical, socio-hygienic, psychological and economic measures to maintain and correct human performance and make long-term forecasts of its change. The solution of these problems is impossible without the establishment of mechanisms and patterns of performance dynamics, the development of multidimensional criteria for its assessment.
6.1 Types of health
Experts offer several classifications of performance. In relation to the task solved by the employee, one can single out maximum, optimal and reducedoperability. In the process of activity, there is a change in the level of performance, which is described using the corresponding “curve” (see below).
Allocate mental and physical performance. During heavy physical exertion, the muscles primarily suffer, and during mental stress, the central nervous system. However, such a straightforward division is contrary to the experience of physiology and sports medicine and therefore can hardly be considered correct. Yu.R.Bobkov and V.I.Vinogradov indicate that there are many common points in the types of performance. In particular, with a decrease in physical performance, the corresponding groups of cells of the central nervous system suffer. In physical performance, they distinguish power, removalflowing and fast. These types of performance have been studied mainly in the field of sports medicine, because representatives of various sports achieve the highest results in the case of training specific for a particular sport. For example, a stayer needs endurance performance while a sprinter needs speed performance.
Some authors identify the types of performance according to the nature of the predominant involvement in the activities of organs and analyzer systems, assessed by compiling a professiogram. For example, for the work of flaw detectorists (workers whose activities are related to viewing a large number of parts), it is important for a long time to maintain the ability to visually distinguish and evaluate the elements of the parts being checked. Therefore, it is said visual performance, which in this case entirely determines the effectiveness of the performance of the labor task. It should be noted that the problem of maintaining visual performance has now become particularly relevant due to the widespread use of personal computers in the workplace.
At the same time, a number of authors (N.M. Rudny, V.A. Bodrov) consider the legitimacy of using such a concept as “visual, motor, etc. performance” as, in their opinion, “the category of performance is an integral property of a person, and not a characteristic of the level of functioning of any system of the body.
6.2. Health stages
Traditionally, the following stages of performance are distinguished:
workability,
optimal performance,
compensated and uncompensated fatigue,
final impulse,
progressive decline in productivity (E. A. Derevyanko).
The allocation of these stages is based mainly on indicators of external performance (Fig. 8).
Period workability(1) - the stage of performance, characteristic of the beginning of work, when the employee, so to speak, is "drawn" into work, on initial stage still not providing maximum performance in labor.
Stage optimal performance(2) - a period characterized by stable maximum performance indicators, a subjective state of comfort. The task of managers and specialists responsible for organizing the work of personnel is to ensure the maximum duration of this stage.
Period full compensation(3) - the stage at which fatigue begins to develop, since the worker has already used up part of the psychophysiological resources. Continuation of work at a given level is achieved by force of will. Moreover, if in the initial period of this stage the quality of work does not suffer, the maintenance of working capacity is ensured by volitional compensation, then later in the period unstable compensation(4) - the quality of activity also decreases when the volitional efforts of the employee are not able to compensate for the psychophysiological resources expended in the process of activity. Subjectively, at this stage, a feeling of fatigue is formed.
Final rush(5) - a stage characteristic of highly motivated work, at which strong-willed efforts make it possible to raise declining labor productivity.
Progressive decline in productivity with the continuation of work (6) - the final period.
A deeper analysis of changes in the functioning of the physiological systems that provide activity makes it possible to trace a more differentiated dynamics of the stages of performance: mobilization, primary reaction, hypercompensation, compensation, subcompensation, decompensation, and breakdown.
Depending on the type of work, individual characteristics, health status, professional training, the duration, the alternation and severity of individual stages may vary within significant limits up to the loss of some of them. The ratio of the duration of the stages of performance- one of the indicators of the optimal organization of the process of activity. Ideally, the development of the stages of decompensation in an employee, and even more so a breakdown, should not be allowed at all.
On fig. 8 shows four curves, denoted by Latin numerals. I - the level of maximum opportunities; reflects the dynamics of the production potential of the worker. II - the level of activity productivity, i.e. real labor productivity, measured by specific indicators. This is actually the "curve" of performance. III - the level of emotional stress, estimated in relative units. Attention is drawn to the fact that this indicator grows along with the appearance and growth of curve IV - the level of fatigue. This ratio of curves reflects the facts obtained in numerous experiments, which indicate that in order to compensate for developing fatigue (beginning from the third stage), efforts of emotional-volitional regulation are necessary. Only in this case (and even then up to a certain limit - the stages of unstable compensation and progressive decline in productivity) can working capacity be maintained at an acceptable level.
It should be noted that the conditional "distance" between curves I and II, as well as other curves of the graph, varies greatly for various specialties. For example, the work of an accountant during periods of planned activity is not associated with extreme psycho-emotional stress, while ordinary activities, such as a pilot, take place in conditions that require maximum efficiency. Therefore, the "price" of a decrease in efficiency (as well as the cost of a mistake) is different for these categories of workers.
Within the framework of these cycles, smaller fluctuations in working capacity are distinguished, mainly due to oscillatory changes in the processes of attention and metabolism, which are characteristic of any organism.
6.3. Methods for assessing performance
The level of efficiency is manifested in a set of indicators characterizing:
efficiency (performance, productivity) and quality of professional activity,
as well as functional reactions of the body
and subjective state of the employee.
And if professional indicators are external (production) criteria for the current level of working capacity, then functional indicators reflect psychological and physiological "price" of activity. "Price"activities- this one degree of stress the functioning of the psychophysiological systems of the body (cardiovascular, respiratory, neurohumoral, excretory, etc.), which is necessary to achieve a given level of efficiency.
Direct indicators characterize the efficiency and reliability of the performance of professional tasks or individual actions and operations. In turn, direct performance indicators are divided into performance indicators of real professional tasks (the number of processed parts, sewn clothes, etc.) and the so-called working tests (V. A. Bodrov), working tests- these are work tasks standardized in terms of volume, time and conditions of performance, which are separate elements of work activity in terms of content (for example, tracking tests, reading instrument information from photo layouts, receiving and transmitting Morse code, etc.).
Indirect performance indicators are divided into indicators of the current functional state of the body and its reserve capabilities. The former are recorded objectively at rest or in the process of activity through physiological, psychological, biochemical and other measurements, as well as subjectively - through conversation, filling out questionnaires, questionnaires, etc.
Indicators of the body's reserve capabilities are determined during functional load tests, which characterize, first of all, the degree of stress and the level of compensatory capabilities of various body systems, when performing additional tasks against the background of the main activity, introducing equipment failures during the task on the simulator, etc. . In particular, the “Reserves” block of the “Fiziologist-M” equipment proved itself well in the experiment, by means of which two types of additional (to the main activity) tasks were presented to the operator on a special device. In one case, these are red, green and yellow bulbs, the ignition of which must be responded to by pressing the corresponding buttons on the remote control. In the other, it is a combination of two digits, and the operator needs to answer the question about the evenness or oddness of the sum of the presented digits also by pressing the corresponding buttons.
Sometimes the question arises of a retrospective examination of the level of human performance, which is necessary in the event of man-made accidents and disasters. An example of such situations is the decoding of the so-called "black boxes" after aircraft accidents, on which the main flight parameters are recorded, the exchange of a pilot with ground air traffic control services. Radio exchange materials are subjected to semantic (peculiarities of word usage), psycholinguistic (level and purposefulness of speech activity), physiological and acoustic analysis (rate of speech, latent period of speech responses and turning on the radio intercom tangent). The materials of examinations allow to give a conclusion about the degree of safety of the operator's working capacity.
6.4. Determinants of health
An important practical issue is to identify the causes and prerequisites that determine the level and stability of performance, as well as its dynamics. One of the main psycho-physiological prerequisites for a decrease in a person's working capacity is unfavorable psycho-physiological conditions (in particular, fatigue, overwork). However, as a rule, even with the development of these conditions, a person, due to volitional regulation of activity, is able to maintain working capacity at an acceptable level for quite a long time. Therefore, it is important to plan the activities of personnel in such a way that a person has the opportunity, through the mechanisms of emotional and volitional regulation, to maintain working capacity at an acceptable level.
Efficiency, as mentioned, is a systemic quality that characterizes the subject of labor, the level of which is determined by a large number of factors related to:
organ featureswork station
and the worker himself:
the functional state of the organism and the magnitude of its reserve capacity;
professional experience and preparedness; orientation of the personality, i.e. the nature and degree of severity of needs, attitudes and motives of activity
and a number of other factors.
Knowledge and full consideration of these factors allows you to maintain the performance of employees at an optimal level for a long time.
All factors affecting performance can be divided into:
physiological,
psychological
and professional.
Physiological determinants of working capacity. There are three such factors.
The first factor is fluctuations in performance parametersorganism, in particular, changes in the level of lability of complex nervous structures, body temperature, cell division rate, blood chemical parameters (levels of hormones, enzymes and other substances), etc. The initial level of activity of physiological systems that ensure the performance of labor operations undergoes significant cyclic changes ( V. A. Bodrov, S. A. Kosilov, G. Salvendi). This is a natural process, to some extent inherent in any living organism. The frequency of these changes is different - from a few minutes to several years. The most important are the so-called circadian (from lat. circa - around and dies - day) (they are also called circadian) rhythms of activity, reflecting changes in the daily cycle. To these rhythms, due to the change of day and night, the vital activity of most organisms on earth is “tied”. In humans, all psycho-physiological systems are tuned to daylight hours and to rest - in the dark. This internal biological timing system is called the "endogenous clock" or oscillator.
The circadian system is quite stable. For example, a person who is continuously for several weeks without a clock and with complete freedom to manage his time, chooses "his" rhythm, close to the length of the day. The influence of these rhythms on the quality of task performance was especially clearly shown in experiments in which the dynamics of working capacity in the mode of continuous activity was studied (G. M. Zarkovsky, V. N. Stupnitsky). It was experimentally found that in the daily activity the time periods of 2 nights and 3-4 hours of the day are the most unfavorable for labor activity, since at this time the most significant deterioration in working capacity is noted. At the same time, as practice shows, "peaks" of erroneous actions are noted (V. V. Kozlov). In other experiments, it was shown that in the early morning hours, human body temperature, reaction speed, and vigilance tasks have the lowest values in the daily cycle.
The most important natural “setter” of time for a person is solar activity (the change of day and night). Therefore, moving a person to other time zones causes a state of mismatch between the internal rhythm and the natural one (change of day and night), which can negatively affect a person’s performance. This phenomenon is called desynchronosis.
Desynchronosis is a human condition associated with impairedniem daily periodicity of physiological and mental funactions when changing time zones and manifested by weaknesslethargy, insomnia at night and drowsiness during the day,decrease in working capacity(V.V. Kozlov). Most often, this condition is observed in transport workers crossing several time zones (pilots and stewardesses, drivers and conductors of long-distance trains), as well as workers who went on a business trip. If a person after 2 days of stay in a changed time zone returns to the starting point, then this does not lead to the development of adaptive changes. If the stay in the conditions of a “foreign” time zone is long enough (more than 3 days), then this leads to a restructuring of biological rhythms that “adjust” to the new time conditions. Such an “adjustment” ends, mainly by the end of the 5th day. Work associated with frequent, even short-term, changes in time zones is quite stressful, accompanied by an intensive expenditure of the employee's functional resources.
An example of the influence of annual rhythms: a person's performance in winter is generally lower than in summer, which is due to many factors and, above all, a reduction in daylight hours. The cyclical change in working capacity is also manifested in changes "tied" to vacation. These changes were studied on the example of the activity of pilots (V.A. Ponomarenko, S.A. Bugrov and others). In the period after the vacation (approximately 1-1.5 months), insufficient working capacity is noted (a kind of “working-in” period).
The weekly dynamics of working capacity is known - the best labor indicators are noted in the middle of the week.
The second factor that determines predominantly the dynamics of working capacity is the rate of expenditure of energy resources of the body in the process of work due to the nature of the work being done. It is clear that intensive, associated with the accelerated expenditure of resources, labor activity is more likely to lead to a decrease in efficiency than light. The nature of the work performed serves as the basis for the division of labor according to the degree of severity (see Chapter 9). In turn, taking into account indicators of labor intensity, the rate of resource expenditure is the basis for labor rationing.
The third factor is state of physiological systems. Violations of the functioning of physiological systems cause a decrease in efficiency. To characterize the ability of the functional systems of the human body to ensure the performance of labor activity, the concept is used "physilogical reserves" - the adaptive ability of an organ or system and the organism as a whole, developed in the process of evolution, to increase the intensity of its activity compared to a state of relative rest in response to a workload.
Numerous studies have established that a decrease in performance may be due to a number of functional disorders in the body. These include:
painful and pre-painful conditions, their residual effects,
functional disorders caused by exposure to unfavorable sanitary and hygienic environmental factors,
chronic fatigue and overwork,
neuropsychic tension,
as well as a number of mental states, such as dominant, drowsy, a state of premature mental demobilization, euphoria, phobias, etc.
At present, the problem of the use of a number of psychoactive substances (alcohol, drugs, drugs) has become relevant, which also leads to a decrease in efficiency. This is evidenced, for example, by forensic examinations of the remains after aviation accidents, indicating a significant proportion of pilots who have traces of the use of psychoactive and other drugs that potentially reduce human operator functions. Such substances include, for example, certain antihypertensives (lowering blood pressure), antihistamines (used for allergic reactions and conditions), sleeping pills, and sedatives. The use of alcohol and drugs by workers in production and transport takes place. The talk of the town has become the use of alcohol while driving cars, which greatly increases the risk of traffic accidents.
In order to minimize the influence of this factor on the worker's performance in some types of labor activity, a system of medical control of personnel entering the shift (duty) has been adopted. In particular, public transport drivers, machinists, dispatchers and a number of other categories of railway workers, aircraft pilots, power plant operators, air traffic control system dispatchers, etc. undergo a pre-trip medical examination. In those areas of professional activity where the cost of human error is especially high, it is necessary to minimize the probability of making this mistake by a person with reduced performance, which is achieved through the "input" (pre-shift, pre-trip, pre-flight) control of personnel.
The procedure for conducting such surveys is determined by the federal executive body; in the field of healthcare (Ministry of Health and Social Development of the Russian Federation). As a rule, medical examinations include an external examination (the condition of the skin, mucous membranes), determination of hemodynamic parameters (pulse rate and blood pressure), and in some cases, the identification of signs of alcohol consumption. For these purposes, special breathalyzers are used to determine the content of alcohol vapor in the exhaled air. It should be emphasized that the use of breathalyzers only makes it possible to suspect the fact of alcohol consumption, without replacing the narcological examination, which should be carried out in a specialized medical institution that has an appropriate license for this type of activity.
Psychological determinants. These are the factors that characterize the subject of activity and influence the time of maintaining a high ability to work. These include:
individual psychological qualities. N.A. Dobrolyubov said: “There are no mediocre people, there are inappropriate people.” Chapter 5 dealt with professional suitability, the psychological aspect of which establishes the degree of correspondence between the psychophysiological qualities of the employee and the requirements of the profession. Those workers who have the most pronounced mismatch between the requirements of the profession and their own qualities will experience significant difficulties in their work. For example, employees of locomotive crews, who do not have sufficient expression of such a professionally important quality as resistance to monotony, quickly lose their efficiency, which is necessary for the effective performance of production tasks, which is expressed in more the marriages of these workers;
the orientation of the personality of a specialist - the nature and degree of severity of needs, attitudes and motives of activity; stability of the emotional-volitional sphere.
professional determinants. These are factors that characterize the process, means and conditions of professional activity, as well as the characteristics of the subject of labor, which determine the quality of work performed within a given time. They can be grouped into the following classes.
Sanitary and hygienic, microclimatic conditionsbots. The worse these conditions are, the faster the employee spends the psychophysiological resources necessary to perform the activity. The faster he develops unfavorable mental states and a corresponding decrease in working capacity. That is why the labor legislation establishes a shortened working day for certain categories of workers.
Ergonomic characteristics of the workplace. Their significance is well illustrated by the differences that car drivers notice on a long trip in cars with good and bad ergonomics.
The mode of work and rest of the employee. Such an organization of labor is considered traditional, in which the work shift falls on a day and lasts no more than 8 hours (the legislation of the Russian Federation sets the duration of the working week at 40 hours, in a number of EU countries - even less). However, the organization of work, including night shifts, is becoming more widespread. For example, in the United States, every third family has an employee who works in shift work, which involves going out in the evening and even at night. It is obvious that the sliding work schedule, when the employee works in cycles "day - evening - night", causes the need for constant reconfiguration of the functional systems of the body. Numerous studies have shown that when performing some tasks that require constant vigilance (quality control, monitoring), there is a decrease in quality when working in the third (night) shift. Efficiency in the third shift may decrease due to falling into the corresponding phase of the circadian cycle, as well as as a result of sleep disorders, which are almost inevitable in this form of work organization.
the potential ability of an individual to perform an expedient activity at a given level of efficiency for a certain time.
Great Definition
Incomplete definition ↓
PERFORMANCE
the potential ability of a person to perform k.-l. operating at a sufficiently high level of efficiency for a continued period of time. Depending on the predominance in the work of physical. or mental efforts distinguish R. mental and physical. This distinction is arbitrary: R.'s specificity depends on the proportion of one or another factor in activity.
Long-term work is inevitably accompanied by R.'s fluctuations due to the action of many others. factors. The most important of these is fatigue. However, there is no direct relationship between R. and fatigue; there may be cases of maintaining a high level of R. despite the effect of the fatigue factor, and vice versa - a decrease in R. with mild fatigue. Changes in R.'s condition depend on external. conditions of activity (its volume, intensity, complexity, duration, continuity). and from psychol. and psychophysiol. characteristics of a particular person (motivation, perseverance, attitude to the work performed, interest in it), from individual characteristics temperament, character, type of nervous system, etc.
R.'s level change is described by means of so-called. curve P., showing the dependence of the effectiveness of the activity on the time of its implementation. With all the variety of factors on which R. depends, certain General characteristics its dynamics, especially the daily fluctuations of R. As a rule, max. favorable for a high level of R. morning hours when they are preceded by normal sleep. At the same time, Naib. high level R. does not come from the very beginning of work, but somewhat later, when the period of “working in” ends, there is a concentration of attention and effort, and release from distracting influences. The further course of R. is characterized by a relatively stable level (“plateau” of the R. curve), which changes in an adult after 3-4 hours (in a schoolchild after a shorter period of time). does not mean. a recession due to the need for rest and food (usually a lunch break at work is timed to this time, a big break at school). The subsequent course of the R. curve, as it were, repeats the trend of the beginning. morning phase, but on a general somewhat reduced cf. level. R.'s decrease by the end of the working day is a very typical phenomenon. However, just before the end of the work, there is often a certain rise in R. (“impulse”), caused by the consciousness of the near end of the work and the corresponding feeling of satisfaction.
In the process of work, little noticeable fluctuations in the working tone occur, the more pronounced, the more intense the work. These fluctuations are compensated by finding the optimal rhythm and micro-pauses, since long-term efforts cannot be continuous. Main a symptom of weakening efforts is a change in the intensity of attention, expressed in distractibility, a decrease in interest, an increase in the number of mistakes made, etc., which signals the need for breaks in work. Monotonous work requires more frequent breaks, as does work associated with increased attentional stress.
In accordance with the age characteristics and capabilities of students in the account. institutions set a certain duration of classes, introduced breaks of different duration. Naib. difficult lessons are recommended to be carried out in the first hours of classes, when the R. of students is optimal. Uch. the year is divided into certain segments, between which vacations are established. Approximate recommendations for maintenance of the necessary level of R. are developed at independent. work of students (see School mode, Day mode).
Human performance- is the ability to maintain the body in optimal working condition to maximize the contribution to the result of the working system through physical or informational labor. This individual worker's contribution to overall result the group is coordinated with the performance requirements that direct this group and the environment, for example, the family, to achieve it.
Requirements for human performance have not only a temporal and quantitative dimension; they cover also the benefits of the stated results. At the same time, the requirements for performance are not always directed to a person as part of a work system, but to a work system in general, with its biological, organizational, technical and social components.
The demand for work capacity is opposed to the worker's work capacity supply, which consists of his work capacity and willingness to work.
Human performance encompasses both maximum performance in a short period of time, and not high long-term performance, which can be available for a long time. In general, speaking about performance, we are talking about general level disposable individual health assumptions that can be applied to implement health requirements. Efficiency is not a constant value. It is determined by numerous conditions that change over time and can interact with each other. This includes, for example, the constitution of the body, gender, experience, basic abilities, knowledge and acquired skills.
Efficiency represents the productive capacity of a person, which he can dispose of. This formulation does not fully describe the human offer of performance, since it depends on whether the person is ready under given conditions to be able to use these abilities in whole or in part. Willingness to work is denoted as the possibility or also the readiness to realize this productive capacity.
Professional suitability of a person
Professional suitability of a person to work is not a constant, but a variable value, which indicates, depending on various influencing factors, a significant distribution. This distribution can in one case be interindividual, i.e. touch on the differences between different people; and also we can talk about intra-individual distribution, that is, about the distribution of signs of professional suitability of the same person, but only at different times.
Taking into account both inter-individual and intra-individual distribution is essential when organizing work tasks and work processes. Only in rare cases, when, for example, labor organization activities are carried out for approximately the same groups of people, the labor organizer can focus on average values. In other cases, he must take into account the distribution areas on the grounds of professional suitability or personality traits.
A number of signs of professional suitability depend on each other, for example, body size and arm length, professional experience and age, as well as body strength and gender. These dependencies can serve to reduce the spread of performance differences due to individual differences and, accordingly, changes in the signs of professional suitability. So, for example, little skill can be compensated by great working experience.
The return on a person's performance depends on his capacity for work and readiness to work. A person's performance is altered, among other things, by exercise and fatigue. There are also autonomous, that is, not subject to the will, regulatory mechanisms that regularly switch the function of the body from the "working phase" to the "resting phase" and vice versa throughout the day. Thanks to these various manifestations, it becomes possible for a person, at his will or unconsciously, to adapt to different situations, achieve results as economically as possible and protect yourself from overload.
Many functions of human organs change throughout the day, and these changes are repeated periodically in a rhythm for about 24 hours (23 - 26 hours). This includes, for example, blood pressure and the circulatory system, body temperature, skin moisture. Body temperature shows, for example, in the morning, between 8 and 11 o'clock, its absolute maximum and reaches its relative minimum between 13 and 15 o'clock, and its absolute minimum during the night, between 1 and 4 o'clock. This innate diurnal rhythm is synchronized to a 24-hour rhythm due to environmental influences.
For such synchronization, along with the change of light and darkness, social settings of time, such as the established working hours, the time for eating, the time for possible contacts between people and the time for habitual spending of free time, are very important. These time periods refer to daytime. If all these time settings are interleaved, the human body can adjust to such a shift.
After a long flight, for example, in the US, it takes a person 14 days to adjust to this time shift. If only some time settings change their place in relation to the diurnal curve, such as working hours for shift work, while other time settings of the light and dark rhythm change, such as working hours and rest times of other persons and family members - will remain the same, the body will not be able to rebuild itself, or it will be very difficult to rebuild itself. This state of affairs must be taken into account when organizing shift and night work.
Labour Organization should take into account the process of the biological daily rhythm. Along with the curve of physiological readiness for work, there are areas of automatic performance, reserves of use available to the will, as well as emergency reserves inaccessible to the will. The more the worker moves from the area of automatic performance, which allows him to perform work at minimal cost, to the area of admissible reserves of application, the higher will be the expected fatigue.
The second essential component of readiness for work is the psychological readiness for work, as well as labor motivation. Within certain limits, weak physiological readiness for work can be replaced by a corresponding strong labor motivation.
When repeating the same or similar work, this leads to increased performance, which manifests itself in reducing the tension of workers, in reducing the time required for work and in improving the quality of work. The practice is included, regardless of the training of the employee.
An exercise performed consciously or according to a plan is integral part learning process. The practice also occurs unconsciously and can be labeled as a satellite human activity. Learning and exercise are not mechanical, but vital and evolving processes.
Fluctuations in the level of human performance in conventional units
Changes associated with the course of practice, such as execution time, are very strong at the beginning of training and exercise and gradually decrease over time. The gain from practice is also generally higher, meaning that the practice curve on the chart gets steeper the lower the practice an individual brings into their work assignment based on their previous performance (practice transfer). manufacturing experience and Scientific research show that the practical gain mainly depends on:
- frequency of activities and duration of practice,
- professional fitness that a person brings due to his inclinations, abilities, and the transfer of practice from his previous activity,
- level of complexity of working methods and
- practice methods.
Next to "active practice" due to repetitive performance, practice methods such as "observational practice" (observations) and "mental practice" repeated execution in the mind of the work cycle can be introduced. The combination of active and mental practice often leads to the benefits of practice.
Achieving a certain execution time, which is often resorted to in practice, can be reduced by having pauses during the practice, and that the practice intervals will not exceed a certain length. Once before work, perhaps, a practical stimulus appears, which weakens with the duration of practice, and after a pause again reaches a certain height. Great importance has rest during pauses. For systematic training with the goal of the shortest possible training time, the following follows: the total practice time is divided into segments of short duration, which will be diluted with breaks or activities of a different kind.
performance- the potential ability of a person to perform an appropriate activity at a given level of efficiency for a certain time.
Modern Economic Dictionary
performance human - the ability of a person to perform given function with some degree of efficiency. Zero performance is the lack of the ability to act, and, accordingly, the lack of effect.
Wikipedia
- Efficiency is the ability to quickly get involved in work and perform it in the best possible way, receiving moral satisfaction from this.
- Efficiency is a strong-willed quality, which certainly accompanies success in life.
- Efficiency is the activity of a life position, responsibility in relation to the task assigned and the high creative potential of a person.
- Efficiency is the investment of the creative, physical, mental strength of a person in the performance of the assigned work.
Uptime Benefits
- Efficiency contributes to promotion - the ladder of success.
- Efficiency provides opportunities - for self-realization.
- Efficiency gives strength - to manage time.
- Efficiency gives joy - from the results of one's own labor.
- Efficiency gives hope - for changes for the better.
- Efficiency gives confidence - in their capabilities.
Manifestations of performance in everyday life
- Professional activity. A person who does not consider and does not regret the time and mental costs of doing work - shows efficiency.
- Creation. people creative specialties working capacity is especially necessary - even the most talented musician, if he does not spend 6 hours a day at the instrument, will never achieve serious success.
- Sport. The level of achievement of an athlete is directly proportional to the presence of his working capacity.
- Education. A student who is responsible for the learning process, who does not skip classes and lectures, shows efficiency.
How to achieve performance
- Health care. One of the main components of working capacity is human health. Refusing excesses, engaging in feasible physical training, a person strengthens health and creates the basis for the development of working capacity.
- Professional development. A person shows great efficiency in a business that he does well. Increasing your professional level- the person increases and working capacity.
- Education. Efficiency in the performance of mental work is a process of thinking. Education expands the horizons of a person, trains his thinking abilities and increases efficiency.
- Emotional mood. A mood for success, an optimistic outlook on life and on one's business - increase a person's working capacity.
Golden mean
Idleness
performance
workaholism
