Professional Practitioners Lecture 1-8 PDF

PROFESSIONAL PRACTICE FOR ENGINEERING PRACTITIONERS MN5010 COURSE INTRODUCTION Sachendra Piyasiri BSc. (Hons) Eng, MBA, PG Dip (Automation),...

PROFESSIONAL PRACTICE FOR ENGINEERING PRACTITIONERS MN5010 COURSE INTRODUCTION Sachendra Piyasiri BSc. (Hons) Eng, MBA, PG Dip (Automation), MSc. (Automation/ Reading) Email: [email protected] 20/03/2024  COURSE DETAILS (MN5010) Credits :3 Total Hours : 60 (Both lectures and assignments) Grading : Group assignment, presentation & in- class tests / 40% End Semester examination / 60% Recommended Texts: 1. Phillip A. Laplante, (2018) 2nd Edition, Technical Writing: A Practical Guide for Engineers, Scientists, and Nontechnical Professionals, Second Edition, CRC Press ISBN 9781138628106 2. Subramanian R, (2017) 2nd Edition, Professional Ethics, Oxford University Press, 978019947507  COURSE OUTLINE 1. Role of Engineering Practitioners 2. Concepts of Professional Practice 3. Professional Approach 4. Professional Ethics LEARNING OUTCOMES 1. Identify themselves as members of a profession with shared principles and demonstrate a solid understanding of the profession of engineering practitioners. 2. Demonstrate understanding of key professional practice-related concepts. 3. Demonstrate a professional approach to problem solving and communication as a technologist. 4. Identify key ethical issues and propose solutions in the context of the work of a technologist.  ROLE OF ENGINEERING PRACTITIONERS LECTURE 01 20/03/2024 Occupation? Is any activity undertaken by a person mainly for financial considerations. Occupations Professions What is a Profession ? A profession is a specialized occupation that requires, 1. Specific Education 2. Training 3. Expertise ? and Expected to adhere to ethical codes of conduct that govern their interactions with clients, colleagues and the public. also Subjected to regulatory oversight by government agencies or regulatory bodies. More Definitions "Any type of work that needs special training or a particular skill, often one that is respected because it involves a high level of education.“ [Cambridge Dictionary] "A paid occupation, especially one that involves prolonged training and a formal qualification.“ [Oxford Dictionary] “A type of job that requires special education, training, or skill.” [Britannica Dictionary] Special Education Qualifications Skill Training What are the Professions Known to You? A Professional ? An individual who is a member of particular profession. Example: Teacher, Doctor, Engineer, Lawyer, Accountant etc. Occupation vs Profession Professionalism ? What is a Professional Body? “Is a group that usually seeks to further a particular profession, the interests of individuals and organizations in that profession, and the public interest. Typically, a nonprofit organization.” [Wikipedia} What is a Governing/ Regulatory Body for Profession? “Is a body established by an Act approved by the parliament of country in purpose of regulating the practice of the profession governed by that particular legislation.” [Lawinsider} Importance of Professional Bodies Access to information & sector specific resources. Access to relevant certifications or professional qualifications. Professional advices. Lobbying for interests within the sector. CPD courses? Professional Bodies in Sri Lanka Sri Lanka Engineering Service (SLES) – Establishment in 1971 Is a specialized government service in Sri Lanka responsible for recruiting and managing engineering professionals to serve in various government departments and agencies. Primary role includes, 1. Recruitment and training 2. Placement and deployment 3. Project implementation and oversight 4. Technical advice and expertise 5. Regulatory compliance Institution of Incorporated Engineers of Sri Lanka– Establishment in 2000 The main role of IIESL is to meet the need of incorporated engineers to develop their skills and knowledge through various activities to enhance their continuing professional development. Talking about engineering technology rather than on engineering. Engineering Council Sri Lanka (ECSL) Was established in year 2018. Validated by an act approved in the parliament of democratic socialist republic of Sri Lanka. (Act No 4 of 2017) Responsible for, 1. Maintenance of professional standards & conduct of engineering practitioners. 2. Registration of different categories of engineering practitioners. 3. To provide for matters connected therewith or incidental thereto. IESL or ECSL IESL is the professional body representing engineers in Sri Lanka and largest engineering institution in Sri Lanka. ECSL is the organization tasked with regulating and accrediting engineering education & professional engineering qualifications in Sri Lanka. Any difference? Representing and advancing Ensuring the quality and standards of the interests of engineers. engineering education and professional qualifications in the country. Code of Ethics for Engineers – Key Areas from IESL & ECSL 1. Integrity and Honesty 2. Competence 3. Responsibility to Society 4. Professionalism 5. Environmental Sustainability 6. Compliance with Laws and Regulations IESL ECSL Conflict of Interest Arises when an individual or entity is in a position where their personal interests or loyalties could potentially clash with their professional obligations & duties. 1. Financial Interests 2. Personal Relationships 3. Outside Activities 4. Gifts & Gratitude 5. Political Influence Engineering Works Seeks the application of scientific principles, mathematical methods, innovative thinking to design, develop and implement solutions to complex problems. Why Important? Infrastructure Development Technological Innovation Improving Quality of Life Addressing Societal Challenges Economic Growth and Development Why Important?? Chernobyl Disaster (1986) One reactor at nuclear power plant went out of control during a test at low- power, leading to an explosion and fire that caused releasing large amount of radiation into the atmosphere. 2 Nos. of immediate deaths due to explosion. 28 Nos. of reported deaths due to the radiation within 3 months of explosion. 49, 360 Nos. of evacuation head count within 36 hours of explosion. 200, 000 Nos. of relocated people due to the severe radiation level. 1800 documented cases of thyroid cancer children (0 to 14 years of age). Total area of evacuation up to 150, 000 square kilometers. Johnstown Flood (1889) 2,209 Nos. of reported deaths. 750 Nos. of victims were never identified or found. 124 Nos. of women and 198 Nos. of men were left widowed. 17 million USD property damages were reported. Why Important ?? Remember This? Technologist Vs Technician Concerned Area Technologist Technician Education & training Higher & wider. Moderate & narrowed. Responsibilities Complex and need deeper Involved with more routine & understanding on theories and practical tasks. principles. Problem solving Often involved with complex Focuses on executing predefined problem solving, researches and set of tasks. developing innovative solutions. Professional development Encouraged to engage in Can pursue additional professional development certifications on specific activities and be up to date with technical areas but the pathway technological trends. is limited. Job Description (JD) Is a written document that outlines the duties, responsibilities, qualifications, skills, and other requirements associated with a particular job or position within an organization. It serves as a comprehensive guide for both employers and job seekers, providing clarity on what is expected from the role and what qualifications are necessary to fulfill those expectations. What We Must include to Job Description Main purpose of job Main responsibilities Knowledge, skills and experience required The job requires Assignment 01 – Group (Duration 1.5 hours) Teams: By allocating 5 members maximum for each group. Task 01: Choose any disaster from the history caused by issues related to engineering issues/ faults and relate it to following aspects and prepare a report (You can consider any country). I. Basic introduction on situation (Background, root cause to the disaster, damage etc.) II. How an engineering practitioner could have been acted in particular situation as a professional in avoiding the cause for disaster (If you were there). III. Required role of professional/ governing bodies in engineering for such cases (Actions taken, regulations imposed, recommendations etc.) IV. What are the areas that engineering practitioners had violated when relating to code of ethics from IESL or ECSL (Explain). V. The importance of expertise to an engineering practitioner when it comes avoiding such cases (Relate to the selected disaster). End  ROLE OF ENGINEERING PRACTITIONERS LECTURE 01- Day 2 Sachendra Piyasiri BSc. (Hons) Eng, MBA, PG Dip (Automation), MSc. (Automation/ Reading) Email: [email protected] 27/03/2024 Question Web Link Job Description Is a written document that outlines the duties, responsibilities, qualifications, skills, and other requirements associated with a particular job or position within an organization. It serves as a comprehensive guide for both employers and job seekers, providing clarity on what is expected from the role and what qualifications are necessary to fulfill those expectations. Job Description “A job description is a written statement of the content of any particular job and derived from the analysis of that job. It can be distinguished from a person specification, which describes not the content of the job, but the attributes required of an employee to do that job to the required standard” (Cushway & Institute Of Directors, 2003). Why do we have a Job Description? 1. Legal and Contractual 2. Human Resource Planning 3. Recruitment and Selection 4. Job Evaluation 5. Training & Development 6. Job Redesign 7. Performance Management 8. Organizations of Change Legal & Contractual There is no legal requirement to give an employee a job description. But it is necessary to describe the job or to indicate the job title on documents such as statement of terms and conditions of employment (Employment contract). Important in avoiding ambiguity about jobholder’s responsibilities. Important in disciplinary issues or grievances. Human Resource Planning In deciding what people and skills are required to meet organizational objectives. To have an idea/ accurate figure on required positions to be filled that comprises specific knowledge, skills and experience. Recruitment and Selection To decide required level of experience, qualifications and personal attributes. To determine appropriate salary level. Job Evaluation To decide the relative value or worth of jobs within the organization. To access the relative importance, complexity and contribution to the organization’s objectives. To ensure the quality and fairness in determining salary levels, gradings and rewards etc. Training and Development To analyze training needs. To identify the gap between expected performance and existing performance of individuals. Job Redesign Any Idea? Involves, o Task allocation o Job rotation o Enrichment and Empowerment o Flexible Work Arrangements o Automation and Technology Integration o Training and Development Performance Management To ensure that each job holder is effectively managed, and they carry out their roles to the best of their ability and up to the level where the organization expects. Organization Change In changing organizational structures. To identify duplications and overlaps in job responsibilities. Features of Job Description Focuses on outputs produced by the job rather than on the actions carried out to achieve those outputs. A proper job description makes it suitable for job evaluation and performance management process. Limitations of Job Descriptions JD describes the requirement of the job but not the way how an individual carries out the job. In modern organizations, especially those using project teams, individuals may be used in a way that is very flexible and more in accordance with their abilities than in terms of the requirement where they were originally hired. May not suitable for an organization which changes rapidly. Needs frequent updates. Elements of a Job Description Job Title Job Summary Responsibilities/ Duties Qualifications/ Requirements  Education  Experience  Skills  Certifications/ Licenses Reporting Relationships Job Specification Is it similar to job description ? Job Specification Also known as job requirements or employee specifications, detail the qualifications, skills, knowledge, abilities, and other characteristics required to perform the job successfully. They outline the minimum qualifications and attributes that candidates must possess to be considered for the position. Job specifications may include educational requirements, years of experience, technical skills, certifications, physical abilities, and personal attributes such as communication skills or leadership qualities.  Job Description Vs Job Specification Criteria Job Description Job Specification Focus Duties and responsibilities of the job. Qualifications and requirements of the ideal candidate. Content Describe the job itself, including tasks, Outline the qualifications and attributes responsibilities, and reporting relationships. necessary for performing the job effectively. Purpose For various purposes, such as recruitment, Primarily used for recruitment and selection performance management, and setting to identify suitable candidates/ To test the expectations. eligibility. Scope Provide a comprehensive overview of the job Focus on specific qualifications and role. attributes required for the job. Let’s See Some Samples/ Real Cases Chief Electrical Engineer Chief Mechanical Engineer Factory Manger Job Posting ? Real Job Postings Any Problem Based on Examples ? “While the knowledge, qualifications, skills and experience required to do the job are strictly part of a person specification, rather than a job description, it is useful to include them in one composite document which can then be used for a variety of purposes. This should describe what is required for full and effective performance of the job, not what the jobholder actually has” (Cushway & Institute Of Directors, 2003). Revisiting the Job Descriptions Should be reviewed at least once a year. Audits should take place to check whether the reviewing process is live (Preferably once in every 3- 5 years) Group Activity I. Form a team (As you have already seated / 2 rows). II. Write a job description for any position that can be identified within the industry (One A4 Sheet). References Cushway, B., & Institute Of Directors. (2003). The handbook of model job descriptions. Kogan Page. End  ROLE OF ENGINEERING PRACTITIONERS LECTURE 3 - Career Progression Sachendra Piyasiri BSc. (Hons) Eng, MBA, PG Dip (Automation), MSc. (Automation/ Reading) Email: [email protected] 03/04/2024 What is Called as Career Progression? Is a process of development and advancement of an individual’s career over time. It involves, Moving forward and upward within one’s chosen field of profession. Typically, through a series of stages or levels. You will have your own career progression ! Elements of Career Progression Getting new skills & experiences Taking an increased responsibilities Earning promotions Achieving personal & professional goals Requirements Dedication Hard working Continuous learning Strong planning to advance Factors Affecting to Career Progression Such factors can be in or out of their control. 1. Personal Characteristics Personality type – DISK assessment https://www.crystalknows.com/disc-personality-test Holland’s RIASEC Model https://www.mynextmove.org/explore/ip https://openpsychometrics.org/tests/RIASEC/ Interests Abilities DISK Analysis RIASEC Model Factors Affecting to Career Progression 2. Financial Resources College fees Professional certification fees 3. Financial Obligations Mortgage Rents Student loans  Career Development Perspectives Criteria Individual Organizational Focus Personal values, goals, To achieve the strategic plan interests, path to desire. of the organization. Degree of High, Pursuing an additional Low, Can be assigned by the Control education can depend upon organization’s training & individual’s urgency. development division. Owner You. ?? Liability No. Exists in most cases. Career Development Planning Process of making decisions for long term learning to align personal needs of fulfillment with career advancement opportunities while aligning individual’s work-related experiences up to the professional role. 1. Set goals & create a plan to achieve them 2. Develop a time and milestones 3. Utilize company programs 4. Own the career path Career Development Planning Preparing a Career Development Plan It should be a step-by-step approach. Specific. Should be realistic. Time based. Measurable. Steps 1. Assess where you are now. 2. Contemplate your career aspirations (Short term/ Long term goals). 3. Document your career plan. 4. Take actions. 5. Monitor the progress. Activity 1. Prepare a career development plan for yourself considering next 8 years. Important Terms 1. Job enlargement 2. Job enrichment 3. Horizontal expansion 4. Vertical expansion 5. An ideal employee  References B. Ackroyd, “How to create a career development plan for yourself | Jobsite,” Jobsite, Feb. 09, 2021. https://www.jobsite.co.uk/advice/how-to-create-a- career-development-plan-for-yourself “RIASEC,” Rhema Institute. https://college.rhema.co.ke/riasec/ End An Ideal Employee 1. Seek high- profile assignments. 2. Communicate openly and directly about career aspirations. 3. Seek visibility for their accomplishments. 4. Let their supervisor know their skills and willingness to contribute. 5. Seek opportunities continuously. 6. Learn the political landscape or unwritten rules of the organization. 7. Not afraid to ask for help.  CONCEPTS OF PROFESSIONAL PRACTICE LECTURE 4 & 5 - Professionalism, Professional Liability & Risks, Concept of Ethics Sachendra Piyasiri BSc. (Hons) Eng, MBA, PG Dip (Automation), MSc. (Automation/ Reading) Email: [email protected] 24/04/2024 What is meant by the term ‘Professionalism’? The competence, skills and moral principles expected from a professional. Moral principles? 1. Keeping trust of others by respecting to given words. 2. Accepting mistakes etc. More Definitions “The combination of all the qualities that are connected with trained and skilled people.” [Cambridge dictionary] “The combination of qualities and conduct regarded as essential to professional practice. These include knowledge, skills, relevant competence, behavioral qualities, and values of honesty, integrity, ethical probity, and capability of working well with patients or clients, colleagues, and representatives of the public.” [Oxford dictionary] Moral Principles/ Behavioral Qualities 1. Active Listening Negative Listening Habits 1. The faker 2. The interrupter 3. The quick switch 4. The rebuttal maker 5. The advice giver The Faker Giving all outward signs such as nodding, making eye contacts etc. But don’t listen. The Interrupter Do not allow others to finish speaking. Ask clarifying questions or seek more information. Too anxious to talk such listeners. The Quick Switch “Oh, that’s nothing, here’s what happened to me…” The Rebuttal Maker Only listens long enough to form a rebuttal. At their worst, they become argumentative and want to prove you wrong. At their minimum, they want to make the speaker see the other point of view. The Advice Giver This does not allow the speaker to fully articulate his/ her thoughts. It doesn’t help the speaker to solve their own problems. It could make the speaker feel that his/ her solution was belittled by the speaker.  Effective Listening Techniques Give your full attention, clear your mind and hands, face the speaker and maintain eye contact. CONCENTRATE! Have an open mind. Avoid interrupting by suggesting alternative solutions too soon as it can make the speaker frustrated. Acknowledge that you understand the student/ co- worker. Wait for the speaker to pause so that you can ask questions. Ask questions only to ensure understanding. Pay attention to what isn’t said (Body language). 2. E- mail Communications Courtesy E-mail: When busy, send a short E-mail to let the individual know that you received it and that you plan to address it with a rough timeframe for completion. It is much better than not responding because you don’t have time to complete!! Don’t E-mail angry: Remember that e-mail correspondence lasts forever. Avoid using shortcuts to real words, emoticons, jargon, or slang: it’s not a text! Be clear in your subject line: With inboxes being clogged by hundreds of e-mails a day, it's crucial that your subject line gets to the point. It should be reasonably simple and descriptive of what you have written about. Send or copy others only on a need-to-know basis: Before you click Reply All or put names on the Cc or Bcc lines, ask yourself if all the recipients need the information in your message. Pick up the phone: When a topic has lots of parameters that need to be explained or negotiated and will generate too many questions and confusion, don't handle it via e-mail. Maintain privacy: If you're sending a message to a group of people and you need to protect the privacy of your list, you should use "Bcc”. Additionally, avoid giving out e-mail addresses to a third party. Know your audience: Your e-mail greeting and sign-off should be consistent with the level of respect and formality of the person you're communicating with. Keep it short and get to the point: Long e-mails are typically inefficient. Write concisely not to overwhelm the recipient. Make sure when you look at what you're sending it doesn't look like a burden to read. Your e-mail reflects you: Every e-mail you send adds to or detracts from your reputation. If your e- mail is scattered, disorganized, and filled with mistakes, the recipient will be inclined to think of you as a scattered, careless, and disorganized person. The message is as unique as the recipient: The message should be tailored to best fit your target audience or addressee. Take the time to personalize a mass email message based on the recipient(s). Professional Liability What is Meant by the Term “Professional Liability” It is the legal responsibility that professionals have for their actions or inactions that result in harm to others. Importance of Understanding the Professional Liability To mitigate risks and protect both themselves and their clients (ourselves and our clients). Types of Professional Liabilities 1. Malpractice Negligence or misconduct by a professional, leading to harm or injury to a client. 2. Errors and Omissions (E&O) Liability Liability arising from mistakes, oversights or failure to perform professional duties. Negligence Ordinary Negligence “The omission to do something which a reasonable man, guided by those ordinary considerations which ordinarily regulate human affairs, would do, or doing of something which a reasonable and prudent man would not do.” [Black’s Law Dictionary, 6th edition] Negligence Professional Negligence “Professional misconduct or unreasonable lack of skill. Failure of one rendering professional services to exercise that degree of skill and learning commonly applied under all the circumstances in the community by the average prudent reputable member of the profession with the result of injury, loss, or damage to the recipient of those services or to those entitled to rely upon them” [Black’s Law Dictionary, 6th edition] Professional Negligence Lawsuits Medical Legal Engineering Accounting Any licensed professionals Mistakes, Oversights or Failure to Perform Professional Duties Examples ? Sources of Professional Liability 1. Contractual Obligations Specified scope of services, standards of care and liabilities in case of breach. 2. Statutory Obligations Professionals must adhere to laws and regulations governing their respective professions hence failure to comply can result in liability. 3. Common Law Duties Professionals owe a duty of care to their clients and breach of this duty can lead to liability under common law principles. Managing the Professional Liability & Risk 1. Risk Assessment & Prevention Identify potential risks associated with professional practice. Implement measures to minimize risks, such as proper documentation, communication with clients and ongoing education. Examples ? 2. Insurance Coverage Obtain appropriate professional liability insurance to protect against claims and lawsuits. Understand policy coverage limits, exclusions and conditions. Areas covered: I. Legal defense costs IV. Legal counsel and advice II. Damages and settlements V. Regulatory proceedings III. Errors and omissions VI. Personal injury claims 3. Ethical Practice Adhere to professional codes of ethics and standards of conduct. Prioritize transparency, honesty and integrity in all professional interactions. Examples ? Concept of Ethics Good vs Evil Good: “Having the proper qualities and beneficial.” [Webster’s new world dictionary] Evil: “Morally bad or wrong, wicked and harmful.” [Webster’s new world dictionary] We can see and feel the quality of good and evil in each action an individual takes. Therefore, it is possible to use the concept of “good” and “evil” or “right” or “wrong” as the foundation that motivates and guide us in choosing appropriate action in different situations. Morality vs Ethics Are both words synonymous? It is used both words interchangeably. But there is a distinction between them. Concerned Area Morality Ethics Definition Concerned with the judgment of The discipline dealing with what is the goodness or badness of right/ wrong or with moral duty human action and character. and obligation. Characteristics Moral values are personal. Because they are the expression of each one’s unique personality. Can only exists in free personal only. Judgment made according to Conformity to some code or some perceived standard of good standard of conduct. or evil. Morality to Law Any moral principle becomes progressively rigid Moral with clear boundaries between right and wrong as Ethical it moves into the areas of ethics and law. Legal Example: Moral Principle : “Life is sacred” Ethics : Included in medical doctor’s code of ethics. Legal : Prohibited manslaughter Ethics The term ‘ethics’ derived from the Greek word ‘ethos’, which meant ‘customs’. Defined as the discipline that deals with what is good and bad, and with moral duty and obligation. Deals with right and wrong and reflects one’s morals (personal sense of what is right, not necessarily aligned with legal rights and obligations). Ethics is putting every activity and goal in its place. It is concerned with knowing what is worth doing and what is not worth doing. Some of the universally accepted ethical principles are integrity, honesty, humanity, responsibility, accountability, confidentiality, discipline, courage, justice etc. Work Ethics Is a cultural norm that advocates being personally accountable and responsible for the work that one does and is based on a belief that work has intrinsic value. Example: Work ethic is frequently mentioned as a characteristic of good players in sports. Engineering Ethics Engineering ethics is concerned with the rules and standards governing the conduct of engineers in their role as professionals. May be defined as the identification, study and resolution of ethical problems in the practice of the engineering profession. Professional Ethics vs Engineering Ethics The terms ‘ professional ethics’ and ‘engineering ethics’ are used interchangeably. But the professional ethics is wider. The engineering ethics are part of professional ethics. Engineering ethics refers to the set of specific moral problems and issues related to engineering profession only. Respect for Others We develop great respect for people considered as exemplary and lose respect for those discovered to be clay- footed. But at some level, all people are worthy of respect. Others deserve our respect, our regard, our good thinking about them. It is our moral duty to treat them with respect in order to spread joy and happiness in the society. Without mutual respect, there will be chaos in the society. Respect for Other Professions We develop great respect for people considered as exemplary and lose respect for those discovered to be clay- footed.  References “Home | Center for Technology and Training,” ctt.mtu.edu. https://ctt.mtu.edu/ (accessed Apr. 23, 2024). V. JAYAKUMAR, Professional Ethics and Human Values. Chennai: Lakshmi Publications, 2014. End  CONCEPTS OF PROFESSIONAL PRACTICE LECTURE 6 - Discipline and Grievance Samantha Senanayake BSc. Eng, University of Peradeniya, MSc. University of Moratuwa (OSH) Email:[email protected] 28/05/2024 Discipline Behavior expected by the employer or organization. Following rules and regulations of the organization. Following expressed terms and implied terms of the “employment contract”. 8/31/2024 3 More Definitions Further defined as conditioning of future conduct by the application of either rewards or penalties. Disciplinary action Is a process that invokes a penalty against an employee who fails to meet established standards. Effective disciplinary action focuses on the employee’s wrongful behavior, rather than on the employee as a person.  Why Disciplines are Necessary? To correct wrong behaviors. To maintain peace and order in an organization. To demotivate wrong doers. To protect the image of the organization. In purpose of assuring productivity, effectiveness, efficiency, growth and success of the organization. Types of Discipline 1. Preventive Discipline Not only professionals, but all employees are encouraged to maintain “self discipline”. 2. Corrective Discipline Employees who violate the discipline and other employees who identified as more likely to violate, are prevented from doing the future violations through disciplinary actions. Effective Rules of Discipline ‘Hot stove rules’ by McGregor (1967) He developed a set of rules for enforcing discipline to make it as fair and growth producing as possible. The set of rules named as ‘hot stove rules’ because they can be compared to someone touching a hot stove.  All individuals must be forewarned that if they touch the hot stove (i.e., break a rule), they will be burned (punished or disciplined). They must know the rule beforehand and be aware of the punishment If the individual touches the stoves (i.e., breaks a rule), there will be immediate consequences (getting burned). All discipline should be administered immediately after rules are broken. If the individual touches the stove again, they will again be burned. Therefore, there is consistency. Each time, the rule is broken; there are immediate and consistent consequences. If any other individual touches the hot stove, they will also get burned. Discipline must be impartial, and everyone must be treated in the same manner if the rule breaking is the same. Corrective Discipline Positive Approach – The punishment is focused on the violation and is not personal. Expressed Terms & Implied Terms Expressed terms Terms in the appointment letter (Clearly stated verbally Rules, regulations and procedures or in writing in Standing orders regarding to the contract Terms in the collective agreement of employment) Faithfulness & honesty Good performance at work Implied terms Obedience (Those are not clearly Attendance to work and punctuality stated in writing or Respecting the employer verbally, but should be Cleanliness known by the employee) After hours of work Transferability Minor Employee Misconduct Late attendance Absenteeism Negligence or carelessness Not wearing uniforms or safety devices Refusal to work reasonable amount of overtime Sleeping while on duty (not very important role) Smoking or chewing beetle in prohibited areas Major Employee Misconduct Insubordination False allegations Theft or misappropriation Assaulting or threatening Abusive language Drunkenness of responsible officers Sabotage Removing or breaking safety measures willfully Sleeping while on duty (responsible role) Chronic absenteeism Disciplinary Procedure Preliminary Show cause or Receiving Investigation charged sheet explanation Accepting Domestic the inquiry (proper explanation inquiry) Findings of the Punishment End of report (inquiry (management Disciplinary report) decision) Procedure 8/31/2024 14 Types of Punishments Warnings – Verbal or in writing Severe warnings or last warnings Fines Suspending (without pay for a specified period) Transfer Deferment of increment or promotion Stoppage of increments or promotion Demotion Compulsory leave Termination Selection of Appropriate Disciplinary Action/ Punishment Gravity of the offence. Past record of the employee. Company policy so far practiced. Length of service. How courts will interfere. Whether the punishment will lead to unrest in the workplace. Grievance Handling Process Grievance Is a formal complaint that is raised by an employee towards and employer within the workplace. Reasons for filing a grievance in the workplace can be as a result of, but not limited to 1. A breach of the terms and conditions of an employment contract. 2. Raises and promotions or lack thereof. 3. Harassments. 4. Employment discrimination. Discrimination Based on, Race or origin Sex (Pregnancy related conditions) Religion Age Disability Caste Political opinion Place of birth 1. Let the employer know nature of grievance Grievances cannot be solved informally. The employee should raise the matter formally and without unreasonable delay with a manager who is not the subject of the grievance. Should be done in writing. 2. Hold a meeting with the employee to discuss the grievance Employer should arrange a formal meeting to be held without an unreasonable delay after the grievance is received. All relevant parties should attend the meeting at their best efforts. Employee should be allowed to explain his/ her grievance and how they think it should be resolved. It should be considered in extending the meeting for any investigation that will be necessary to gather information. 3. Allow the employee to be accompanied at the meeting The employee should be allowed to have required support may be from a collogue, union representative or a legal advisor. It will help the employee to present the case effectively and in a more descriptive way. It will also provide the employee with a necessary emotional support. 4. Decide appropriate action/actions Following the meeting, it can be decided an appropriate action if not need extending the meeting. Decisions should be communicated to the employee, in writing and without an unreasonable delay. Furthermore, the employee should be informed that he/ she can appeal if not satisfied with the action/ actions taken by the management. 5. Allow the employee to take the grievance further if not resolved Situations where the employee feels and it is justifiable that the grievance has not been handled in a satisfactory manner, he/ she should be allowed to appeal (Need the logic behind appealing). The employee should do the appealing both in writing and without an unreasonable delay. Appeals should be heard without unreasonable delays. The appeals should be dealt by a manager who has not previously been involved in the case. Subjected to all ground rules as existed in the first time of grievance handling. Sample Scenario “An employee reports harassment to his/her supervisor and says, “I don’t want you to do anything about this. I just want you to listen and be aware of what is going on” References End Effective Interpersonal Communication Samantha J Senanayake BSc. Eng, University of Peradeniya, MSc. University of Moratuwa (OSHM) Email: [email protected] 2024-08-06 Effective Interpersonal Communication 1. Interpersonal communication is crucial for successful personal and professional relationships. 2.It involves the exchange of information, feelings, and meaning through verbal and non-verbal messages. 3.Here are some key components and steps to improve interpersonal communication The power of communication  Active Listening Active listening involves fully concentrating, understanding, responding, and remembering what the other person is saying. Steps to Improve: 1.Pay Attention: Focus entirely on the speaker, making eye contact and avoiding distractions. 2.Show that You're Listening: Nod occasionally, smile, and use small verbal acknowledgments like "I see" or "Yes.“ 3.Provide Feedback: Reflect on what has been said by paraphrasing, e.g., "What I'm hearing is..." or "It sounds like you are saying...“ 4.Defer Judgment: Allow the speaker to finish each point before asking questions. 5.Respond Appropriately: Give thoughtful and relevant responses. Clear and Concise Messages Conveying your message clearly and succinctly to ensure understanding Steps to Improve: 1.Be Direct: Use straightforward language and get to the point quickly. 2.Avoid Jargon: Use terms that the listener will understand. 3.Organize Your Thoughts: Think before you speak to convey your message logically. 4.Check Understanding: Ask the listener to summarize what you’ve said to confirm clarity. Overcoming nervousness Confidence-building strategies Non-Verbal Communication Communicating without words through body language, facial expressions, and tone of voice. Steps to Improve: 1.Maintain Eye Contact: Shows confidence and helps build trust. 2.Be Aware of Facial Expressions: Ensure your expressions match your message. 3.Use Appropriate Gestures: Complement your words with gestures to emphasize points. 4.Monitor Your Tone: Ensure your tone matches the content of your message to avoid misunderstandings. 5.Respect Personal Space: Be mindful of physical proximity to avoid discomfort. Empathy Understanding and sharing the feelings of others. Steps to Improve 1.Put Yourself in Their Shoes: Try to understand the situation from the other person’s perspective. 2.Show Empathy Verbally: Use phrases like "I understand how you feel" or "It sounds like you're going through a tough time." 3.Respond with Compassion: Offer support and understanding rather than solutions or judgments. Feedback Providing constructive feedback helps others improve while maintaining a positive relationship. Steps to Improve 1.Be Specific: Focus on particular behaviors rather than general comments. 2.Be Constructive: Offer suggestions for improvement rather than just criticism. 3.Use "I" Statements: Frame feedback from your perspective, e.g., "I noticed..." or "I feel that..." 4.Be Timely: Give feedback as soon as possible to ensure it's relevant. 5.Encourage Two-Way Feedback: Invite feedback on your own communication and be open to it. Managing Emotions Recognizing and controlling your emotions to communicate effectively. Steps to Improve: 1.Self-Awareness: Be aware of your emotions and how they affect your communication. 2.Stay Calm: Practice techniques like deep breathing to remain calm in stressful situations. 3.Express Emotions Appropriately: Share your feelings without blaming or criticizing others. 4.Recognize Emotions in Others: Be attuned to the emotional cues of those you are communicating with. Adaptability Adjusting your communication style to suit the context and audience. 1.Understand Your Audience: Tailor your message to the background, needs, and expectations of your listeners. 2.Be Flexible: Be willing to change your approach if you see it isn’t effective. 3.Read the Room: Pay attention to the mood and dynamics of the group you’re communicating with. Engaging the audience Make eye contact with your audience to create a sense of intimacy and involvement Weave relatable stories into your presentation using narratives that make your message memorable and impactful Encourage questions and provide thoughtful responses to enhance audience participation Use live polls or surveys to gather audience opinions, promoting engagement and making sure the audience feel involved Selecting visual aids Enhancing your presentation Effective delivery techniques This is a powerful tool in public Effective body language enhances speaking. It involves varying pitch, your message, making it more tone, and volume to convey emotion, impactful and memorable. emphasize points, and maintain Meaningful eye contact interest. Purposeful gestures Pitch variation Maintain good posture Tone inflection Control your expressions Volume control Thank you SAMANTHA SENANAYAKE Technical Writing Samantha J Senanayake BSc. Eng, University of Peradeniya, MSc. University of Moratuwa (OSHM) Email: [email protected] 2024-08-06 Every Engineer Should Concern Regardless of the areas of expertise, engineering intersects with all the fields that constitute modern enterprises. The engineer discovers soon after graduation that the range of subjects covered in the engineering curriculum omits many of the most important problems encountered in the line of daily practice—problems concerning new technology, business, law, and related technical fields. contracts, software, business communication, management science, and risk analysis Speaking impact Your ability to communicate effectively will leave a lasting impact on your audience Effectively communicating involves not only delivering a message but also resonating with the experiences, values, and emotions of those listening  Technical Reporting Technical reports are documents that are prepared for supervisors, subordinates, peers, customers, clients, and various government agencies. Typical technical reports include: Progress reports Feasibility studies Specifications Proposals Facilities descriptions Manuals Procedures Important points in technical writing Recommended Texts Phillip A. Laplante, (2018) 2nd Edition, Technical Writing: A Practical Guide for Engineers, Scientists, and Nontechnical Professionals, Second Edition, CRC PressISBN 9781138628106