Q.11. Write short note on Illumination in whole environment.
Ans Illumination: -
Ferree and Rand of the Research Laboratory of Physiological Optics have conducted much research on illumination and its relation to work. Their findings summarize much of the woth while information in this field and make possible the following generalizations: -
Daylight provides the best illumination for work. Artificial lighting which closely approximates dayligh in color and composition is next best.
Important characteristics of lighting which should be taken into consideration are the distribution and location of lights, the intensity of the light, glare and the combination of artificial light and daylight. The best artificial light is the Mazda or yellow light; this has been found to be superior to the blue glass light, for maximum visibility is obtained in daylight or in lighting that approximates daylight as closely as possible. Artificial light should be as free from color as possible; light that is unbalanced toward any color is a detriment and not a help. Of the colored lights when equalized for brightness and saturation, yellow causes the least discomfort.
Possibly the most important difference between daylight and artificial light is diffuseness. Sufficiently diffuse light tends to produce less glare. Ferree and Rand are somewhat disturbed at the tendency to sacrifice diffuseness of light for high intensities. Excessive intensity and poor diffusion can result in considerable eye damage.
One of the most common causes of visual discomfort and fatigue is brightness in the field of vision. Excessive brightness is often due to the source of light or the light fixture. Attempts to solve this problem have been made by devising lamp shades or in some other way shielding the eyes from the glare. A reflector that is turned down gives what is known as direct lighting; the light is directed toward the work area, the walls and ceilings being left dark or very poorly illuminated. In indirect lighting, the light is directed to the ceiling; from there it is reflected to the other parts of the room, especially the work area. This usually results in a disproportionately high brightness for the ceiling and a correspondingly low intensity in the work area. Translucent bowls which reflect part of the light to the ceiling and transmit part of the light downward have overcome the disadvantages of both direct and indirect lighting.
The problem of unevenness of lighting is clearly shown in the ordinary lamp. Although the desk lamp may make the work area sufficiently bright and at the same time save electricity costs, it results in a very unevenly lighted room. Most people, while working at a desk, continually look up or away from the work area.; this requires continual pupillary adjustment, with resulting fatiguing effects. A makeshift arrangement would provide a lamp in another part of the room, thus reducing the difference in the light at the desk area and in the balance of the room and lessening eyestrain. A very important factor in lighting is glare. Glare may emanate from the work area or from the light source. All glare from the light source can be eliminated by the Glare-Baffles devised by Ferree and Rand.
These authors have also conducted useful research to dispel the peculiar notion that a mixture of daylight and artificial light is detrimental . Even at present it is generally believed that such a mixture is unfavorable to vision; hence when artificial lighting is needed, some people take elaborate precautions to curtail daylight. Actually, there is no reason for this, because a mixture of the two gives a better and more comfortable light than an equal amount of artificial light alone.
A possible source of this popular misconception may be the difficulty experienced at twilight, when it is neither dark nor light. Automobile drivers are especially aware of this. The difficulty is not due to the combination of artificial and natural light; it results from the process of visual adaptation. The eye has been accustomed to bright light and the change in light requires a change in adaptation. As the darkness increases and adaptation to the new light intensity becomes more perfect, one sees more clearly.
In their experiments on the effects of the color of paper and ink on visibility, Ferree and Rand find that black ink on white paper that is free from gloss is best. White is the best color, saturated colors - Saturation is the amount of color in the color - are inferior to unsaturated colors. Darker shades are inferior to lighter shades.
When colors are equalized in saturation and brightness, yellow is found to give the best results and an orange-yellow is next; but all colors are inferior to white.
Illumination and color are also considered in the combinations used for automobile license plates. From what has been said, black on white should be best, but road conditions tend to make the white look and black on black is not outstanding. Actually, the experiments that have been conducted in this field show that black on yellow is conducive to greatest visibilities. The greens, blues, and other colors used on other license plates probably are a matter of local pride rather than an aid to visibility.
Q.12. What are the objective of interview?
Ans. Interviews: -
Interviews used in industry differ according to their objectives. Some of the different objectives are:
(1) To evaluate the candidate for purposes of hiring, promotion, or transfer. Interviews conducted for such purposes are usually referred to as selection or placement interviews,
(2) To obtain information from the interviewee concerning his attitudes about his job, the company, etc. These interviews are referred to as attitude interviews. In many companies they are carried on routinely with all employees during employment or at the point of termination. The latter type interviews are called exit or separation interviews. Their purpose is to understand the person’s attitude better, even though the decision to terminate has already been made. In such situations it is felt the interviewee will be more candid since he may no longer feel that he must “please” to keep his job. Surprisingly, few individuals refuse to cooperate, probably because of the need to “get it off his chest.”
(3) To help the employee with any particular personal or on-the-job problem, which might be harmful to his performance both on and off the job. These interviews are referred to as counseling interviews. Many larger firms provide services of this type for their employees, both as an individual service and in the hope that some benefit will accrue back to the company. In recent years this type of interviewing has become more frequent for top executives. The assumption is that executives often operate as “islands unto themselves” during the business day and are not able or willing to discuss their many, problems and responsibilities with associates. The interview in this setting can become a therapeutic device allowing the individual to “unload” to a person who is trained to view things objectively and who will not be threatening because he has no authority to change things. ‘While lofty in its objective, there is little empirical evidence to prove that such interviews do serve the intended purpose. However, by intuitive judgment, the idea seems to have some merit, and those who work in this area extol its virtues. If nothing else, it may save the wife and children from having to cope with a grouchy and tense husband or father returning home from a frustrating day at work, at least on those days when the counseling interview took place.
(4) To evaluate the interviewee for his ability to perform under a particular set of difficult circumstances. These interviews are often called assessment or stress interviews. The interviewer deliberately provokes stressful situations with the hope of measuring a person’s ability to perform under such conditions. Such interviews were first popularized by the Office of Strategic Services in World War II, and variations of the stress interview are being used more and more often in industry. For a fascinating account of the O.S.S. experiences with the stress interview, the reader is referred to the book Assessment of Men.
Our present concern is primarily with the selection interview. Thus, we will examine how the interview is used in the selection process, how it compares with other selection devices,, and its strengths and weaknesses.
