Managing Work During Wisdom Years - Working Life Beyond 65

 

We have many around us active beyond 65. Recently an idea was floated that many will be more effective in cognitive fields after sixties. If we can help people to stick to their work beyond 60, they can contribute their best in cognitive fields like writing.

A Qualitative Research on the Topic

Published: 10 February 2023

Moving Beyond Fulfillment: Wisdom Years Stories of Passion, Perseverance, and Productivity

Kenneth A. Kiewra, Jessica Walsh & Chris Labenz 

Educational Psychology Review volume 35, Article number: 20 (2023) 

https://www.blogger.com/blog/post/edit/7792297851977243524/2978792497855127528

Managing Change in Improvement Projects - Comfort Zone to Comfort Zone

Industrial engineers have to ensure employee comfort in every redesign of theirs.

Industrial engineers have to take care of comfort of the employees/operators/workers. While the basic focus of industrial engineering is speed, it has to consider the comfort of the operator along with it and any speed improvement in the machine or in human effort should not create any discomfort to the operator.

But a change in method can always create discomfort. The new method has to be learned by the operator. Recently there is a change in fares of taxis and autorickshaws in Mumbai and Thane. The meters are not changed for increase in fares but a new rate card is issued. Because a driver is not familiar with the new fare, he has to consult his card frequently to find the fare. So there is more work now for him. But after some more days, he will remember the computation and he need not consult the card.

Every change initiative goes through that process. The change managers have to assure the operators that the new process does not create any extra trouble for them once it is stabilized and also have to inform the operators the steps that they have taken to make the transition stage also comfortable.

The change management literature has to talk of comfort zone to comfort zone transition. I thought I brought up this idea today (24.10.2010), but I found an article by Nigel Brooks which is already there.
Migrating Through the Change Response Cycle From Comfort Zone to Comfort Zone

http://ezinearticles.com/?Migrating-Through-the-Change-Response-Cycle-From-Comfort-Zone-to-Comfort-Zone&id=1764426



A good detailed model of comfort zone to comfort zone is provided by Alasdair White. He talks of increasing skills which reduce anxiety in due course to take a person from a comfort zone with a steady state performance through a performance improvement zone to another level of steady state performance in a comfort zone. The idea is how enhanced performance comes with a person being always in comfort zone only even though skills are increasing and performance is increasing. Training and behavioral support must be provided adequately so that comfort zone is maintained.
Read Alasdair's article - From Comfort Zone to Performance Management: Understanding Development and Performance



Originally posted in
http://knol.google.com/k/-/-/2utb2lsm2k7a/3139

Updated on 2018 - 17 June 2018,
Updated on 4 July 2014, 2 Dec 2011,24 Oct 2010

Data Analytics - Driving Digital Transformation of Organization

Digital Transformation
Issues                                                      -                  Outcomes

Shrinking Market Share                         -             Expanding Market Share

Pricing Pressures                                                   Enhanced Cost and Cash Advantage

Customer Defection                                              Customer Loyalty

Fragmentation and Complexity                             Speed to Insights

Inefficient Operations                                            Operational Excellence

Aged Platforms and Systems                                 Leading Edge Platforms

Employee Engagement                                          Winning the War for Talent

Fraud and Noncompliance                                      Reduced Risk and Fraud



https://www.accenture.com/us-en/analytics-cross-industry-journey.aspx

Advanced Data Analysis from an Elementary Point of View

by Cosma Rohilla Shalizi, CMU
http://www.stat.cmu.edu/~cshalizi/ADAfaEPoV/
E-Book will be permanently available even after print Book is published by Cambridge University Press.

Theory O - Theory of Open Mind - Educator and Learner - Assumption and Attitudes

We come across different types and statements regarding learners by educators.

Theory O or Theory of Open Mind is a desirable and positive set of assumptions.

1. Learning is change in behavior.
2. Every learner joins a program and attends a course with a desire to change his behavior as directed by the educator.
3. Educators have to try and change the behavior in desirable direction indicated by the course content and course objectives.
4. Learning is change in behavior implies that a student is in the classroom willing to change his behavior. Change in behavior is brought about through a mechanism of change on knowledge, change in attitude towards the knowledge, and change in behavior.
5. When a learner tries to engage in new behavior or changed behavior for the first time, he will be happy normally to have the educator be present along with him. He expects guidance from the educator during the event and after the event. Even if he fails in the first attempt, the feedback from the educator helps him to repeat the new behavior. Training is a popular term for repeat performances of a new behavior.
6. Educator is responsible for making sure that the learner learns new behavior. The educator has to design his course so that change in knowledge takes, attitudes are ascertained and changed and provision is made for the display of new behavior.



First Published on 12 May 2015 by Dr. K.V.S.S. Narayana Rao,  Professor, National Institute of Industrial Engineering (NITIE),