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CoordenaÃÃo de AperfeiÃoamento de Pessoal de NÃvel Superior / O acidente do trabalho, ocorrÃncia freqÃente na vida do trabalhador, Ã, desde os primÃrdios dos tempos, uma preocupaÃÃo para aqueles que lutam para sobreviver. A presente pesquisa dedicou-se ao estudo dos acidentes do trabalho fatais ocorridos com eletricitÃrios ligados direta ou indiretamente à concessionÃria de energia elÃtrica do Estado do Cearà no perÃodo de 1998 a 2004. Os dados foram obtidos de 3 fontes. Dispostos em tabelas e analisados obtendo-se como resultado que 33 trabalhadores do setor elÃtrico, todos do sexo masculino, foram vÃtimas de acidentes do trabalho fatais; sendo que destes somente 13 haviam sido notificados com tal, a mÃdia de idade foi de 33anos; 60% eram casados; 76% tinham filhos; 70% das vÃtimas fatais eram eletricistas; 48% das vÃtimas tinham menos de 1 ano de serviÃo; 15% eram sindicalizados; 82% eram trabalhadores de empresas terceirizadas; 66% das vÃtimas morreu em decorrÃncia de choque elÃtrico, sendo a mÃdia tensÃo a mais freqÃente; os MMSS e as queimaduras foram os locais e as lesÃes mais encontradas; o ano de 1999 registrou o maior nÃmero de acidentes fatais e 68% aconteceram no horÃrio comercial; 91% dos acidentes aconteceram no Interior do Estado; 83% aconteceram em vias pÃblicas. Encontrou-se 21% de concordÃncia entre as 3 fontes pesquisadas e 52% entre 2 fontes. Concluiu-se a ocorrÃncia de um aumento acentuado do nÃmero de acidentes do trabalho fatais no setor elÃtrico no perÃodo de 1998 a 2002, o qual corresponde ao inÃcio da privatizaÃÃo da concessionÃria de energia elÃtrica do CearÃ.

The relationships that people have with their work, and the difficulties that can arise when those relationships turn sour, have been long recognised as a significant phenomenon of the modem age. The use of the term burnout for this phenomenon began to appear with some regularity in the 1970s in the United States, especially among people working in the human services. Burnout can be expected amongst engineers, technicians and electricians, due to the integration of their work activities and the quality of support received from their supervisors or managers as well as from other departments. Front line staff can be expected to experience higher levels of burnout, because of their direct contact with difficult customers (cut-offs due to non-payments, for instance), certain job demands (restoration of power interruptions), staff shortages, training of new staff, and so on. The objective of this study was to determine the relationship between burnout, job stress, sense of coherence and coping of engineers, technicians and electricians in a South African electricity distribution organisation. A cross-sectional survey design was used. The study population consisted of 38 engineers, 86 technicians and 91 electricians. Four questionnaires were used, namely the Maslach Burnout Inventory - General Survey, a Job Stress Questionnaire, the Orientation to Life Questionnaire and COPE. Descriptive and inferential statistics were used to analyse the results. The results showed that stress because of job demands, lack of support, supervision and transformation, as well as a weak sense of coherence predicted exhaustion. Exhaustion and avoidance predicted cynicism. A causal sequence was found between sense of coherence, job stress and exhaustion. Active coping moderated the effect of sense of coherence on professional efficacy. Employees with a lower job grade show higher levels of cynicism and lower levels of professional efficacy compared with those with a higher job grade. An explanation might be that the lower job grades lack the necessary coping skills. Therefore, it seems that employees who have a weak sense of coherence are inclined to suffer from job stress, which will lead to exhaustion. Sense of coherence and the use of active coping strategies seem to contribute to the professional efficacy of employees, which may lead to health-enhancing behaviours and better social adjustments. Job stress impacts on exhaustion and sense of coherence, and a strong sense of coherence moderates the effects of job stress on exhaustion. Sense of coherence also protects employees from developing low professional efficacy. Active coping strategies moderate the effects of sense of coherence on professional efficacy. Avoidance as a coping strategy mediated the relationship between sense of coherence and cynicism. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

Electrical contractors are evolving though a challenging phase in the maturing democratic South Africa. Government has allocated funding and has mandated skills development to the Sector Educational and Training Authorities (SETA), however, this strategy has lost its focus. With the golden thread lost in the maze of institutional bureaucracy. Implementation strategies at government and industry level should overlap each other, compliment and reinforce one another and form the core of South Africa’s Skills Development Strategy. Whilst it is true that there is a severe skills shortage in all technical fields, the reasons behind these shortages is not clear. The aim of this study was to determine what challenges electrical contractors in KwaZulu-Natal faced that prevented the development of skills in the industry. The lack of actual sector skills intelligence transfer from industry to government departments resulted in incorrect statistics of the electrical contracting sector. The objective of distributing the survey to all electrical contractors that were registered with the Electrical Contractors Association SA (ECA SA) in KwaZulu- Natal Durban and surrounding areas including Richards Bay was to conduct a study amongst the total population and then establish a simple random sample. An electronic questionnaire was mailed to all contractors registered with the ECA SA KwaZulu-Natal. A total of 540 respondents viewed the survey and 269 completed it. This translates to a 50% completion rate. It has been proven that 58% of electrical contractors were training electricians. Further analysis revealed that there was a relationship between the age of a business and the man hours invested in training. Older businesses conducted more training. There was also a relationship between the number of man hours invested in training and the number of qualified electricians employed. The greater the man hours of training the larger the number of qualified electricians employed. Whilst there was no relationship between man hours invested in training and accessing SETA funding, electrical contractors believed that the full reimbursement for training would accelerate the skills development processes. / Thesis (M.Com.)-University of KwaZulu-Natal, Durban, 2012.

The relationships that people have with their work, and the difficulties that can arise when those relationships turn sour, have been long recognised as a significant phenomenon of the modem age. The use of the term burnout for this phenomenon began to appear with some regularity in the 1970s in the United States, especially among people working in the human services. Burnout can be expected amongst engineers, technicians and electricians, due to the integration of their work activities and the quality of support received from their supervisors or managers as well as from other departments. Front line staff can be expected to experience higher levels of burnout, because of their direct contact with difficult customers (cut-offs due to non-payments, for instance), certain job demands (restoration of power interruptions), staff shortages, training of new staff, and so on. The objective of this study was to determine the relationship between burnout, job stress, sense of coherence and coping of engineers, technicians and electricians in a South African electricity distribution organisation. A cross-sectional survey design was used. The study population consisted of 38 engineers, 86 technicians and 91 electricians. Four questionnaires were used, namely the Maslach Burnout Inventory - General Survey, a Job Stress Questionnaire, the Orientation to Life Questionnaire and COPE. Descriptive and inferential statistics were used to analyse the results. The results showed that stress because of job demands, lack of support, supervision and transformation, as well as a weak sense of coherence predicted exhaustion. Exhaustion and avoidance predicted cynicism. A causal sequence was found between sense of coherence, job stress and exhaustion. Active coping moderated the effect of sense of coherence on professional efficacy. Employees with a lower job grade show higher levels of cynicism and lower levels of professional efficacy compared with those with a higher job grade. An explanation might be that the lower job grades lack the necessary coping skills. Therefore, it seems that employees who have a weak sense of coherence are inclined to suffer from job stress, which will lead to exhaustion. Sense of coherence and the use of active coping strategies seem to contribute to the professional efficacy of employees, which may lead to health-enhancing behaviours and better social adjustments. Job stress impacts on exhaustion and sense of coherence, and a strong sense of coherence moderates the effects of job stress on exhaustion. Sense of coherence also protects employees from developing low professional efficacy. Active coping strategies moderate the effects of sense of coherence on professional efficacy. Avoidance as a coping strategy mediated the relationship between sense of coherence and cynicism. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

As habilidades não técnicas (HNT) complementam as habilidades técnicas, contribuindo para que o trabalho seja desempenhado de forma eficiente e segura. Sob a perspectiva da engenharia de resiliência (ER), o exercício das HNT não depende apenas da capacitação dos indivíduos, mas também do contexto organizacional. Esse trabalho aborda a capacitação baseada em cenários (CBC) como alternativa para a capacitação em HNT. A CBC apresenta cenários com problemas a serem solucionados pelos participantes, a partir de um contexto fidedigno ao encontrado na prática. Esta dissertação tem como objetivo principal identificar habilidades não técnicas e fatores para composição de cenários de treinamentos e como objetivos específicos: (a) identificar contribuições da organização do trabalho para o exercício das HNT; (b) identificar adaptações realizadas pelos eletricistas; (c) propor um programa de capacitação baseada em cenários com enfoque em habilidades não técnicas (HNT) de eletricistas que atuam em redes aéreas de distribuição. A aplicação prática do programa é ilustrada por meio de um estudo de caso em uma distribuidora de energia elétrica. O programa proposto é constituído por sete etapas: (0) Identificação das HNT; (1) Definição dos objetivos da capacitação; (2) Definição dos cenários de capacitação; (3) Definição do sistema de avaliação; (4) Refinamento da proposta para o programa de capacitação; (5) Capacitação dos instrutores; (6) Projeto Piloto; (7) Implantação da capacitação. / The non-technical skills (HNT) complement the technical skills, contributing to the work to be performed efficiently and safely. From the perspective of resilience engineering (RE), the exercise of HNT not only depends on the training of individuals, but also the organizational context. One of the methods used for such training is scenario-based training (CBC). The CBC presents scenarios with challenges to be addressed by participants, from a real context. This study has as main objective to identify electricians non technical skilss and to identify factores to composse the training scenarios. This studies also aim: (a) to identify organizational contributions for the non technical skills exercise; (b) to identify work adaptations; (c) to propose a scenario-based training program focusing non-technical skills. The practical implementation of the program is illustrated through a case study in an electricity distribution company. Seven steps compose the program: (0) Non-technical skills identification; (1) Definition of the training objectives; (2) Definition of training scenarios; (3) Definition of the evaluation system; (4) Refinement of the proposal for the training program;; (5) Trainer’s training; (6) Pilot Study; (7) Implementation.

As habilidades não técnicas (HNT) complementam as habilidades técnicas, contribuindo para que o trabalho seja desempenhado de forma eficiente e segura. Sob a perspectiva da engenharia de resiliência (ER), o exercício das HNT não depende apenas da capacitação dos indivíduos, mas também do contexto organizacional. Esse trabalho aborda a capacitação baseada em cenários (CBC) como alternativa para a capacitação em HNT. A CBC apresenta cenários com problemas a serem solucionados pelos participantes, a partir de um contexto fidedigno ao encontrado na prática. Esta dissertação tem como objetivo principal identificar habilidades não técnicas e fatores para composição de cenários de treinamentos e como objetivos específicos: (a) identificar contribuições da organização do trabalho para o exercício das HNT; (b) identificar adaptações realizadas pelos eletricistas; (c) propor um programa de capacitação baseada em cenários com enfoque em habilidades não técnicas (HNT) de eletricistas que atuam em redes aéreas de distribuição. A aplicação prática do programa é ilustrada por meio de um estudo de caso em uma distribuidora de energia elétrica. O programa proposto é constituído por sete etapas: (0) Identificação das HNT; (1) Definição dos objetivos da capacitação; (2) Definição dos cenários de capacitação; (3) Definição do sistema de avaliação; (4) Refinamento da proposta para o programa de capacitação; (5) Capacitação dos instrutores; (6) Projeto Piloto; (7) Implantação da capacitação. / The non-technical skills (HNT) complement the technical skills, contributing to the work to be performed efficiently and safely. From the perspective of resilience engineering (RE), the exercise of HNT not only depends on the training of individuals, but also the organizational context. One of the methods used for such training is scenario-based training (CBC). The CBC presents scenarios with challenges to be addressed by participants, from a real context. This study has as main objective to identify electricians non technical skilss and to identify factores to composse the training scenarios. This studies also aim: (a) to identify organizational contributions for the non technical skills exercise; (b) to identify work adaptations; (c) to propose a scenario-based training program focusing non-technical skills. The practical implementation of the program is illustrated through a case study in an electricity distribution company. Seven steps compose the program: (0) Non-technical skills identification; (1) Definition of the training objectives; (2) Definition of training scenarios; (3) Definition of the evaluation system; (4) Refinement of the proposal for the training program;; (5) Trainer’s training; (6) Pilot Study; (7) Implementation.

As habilidades não técnicas (HNT) complementam as habilidades técnicas, contribuindo para que o trabalho seja desempenhado de forma eficiente e segura. Sob a perspectiva da engenharia de resiliência (ER), o exercício das HNT não depende apenas da capacitação dos indivíduos, mas também do contexto organizacional. Esse trabalho aborda a capacitação baseada em cenários (CBC) como alternativa para a capacitação em HNT. A CBC apresenta cenários com problemas a serem solucionados pelos participantes, a partir de um contexto fidedigno ao encontrado na prática. Esta dissertação tem como objetivo principal identificar habilidades não técnicas e fatores para composição de cenários de treinamentos e como objetivos específicos: (a) identificar contribuições da organização do trabalho para o exercício das HNT; (b) identificar adaptações realizadas pelos eletricistas; (c) propor um programa de capacitação baseada em cenários com enfoque em habilidades não técnicas (HNT) de eletricistas que atuam em redes aéreas de distribuição. A aplicação prática do programa é ilustrada por meio de um estudo de caso em uma distribuidora de energia elétrica. O programa proposto é constituído por sete etapas: (0) Identificação das HNT; (1) Definição dos objetivos da capacitação; (2) Definição dos cenários de capacitação; (3) Definição do sistema de avaliação; (4) Refinamento da proposta para o programa de capacitação; (5) Capacitação dos instrutores; (6) Projeto Piloto; (7) Implantação da capacitação. / The non-technical skills (HNT) complement the technical skills, contributing to the work to be performed efficiently and safely. From the perspective of resilience engineering (RE), the exercise of HNT not only depends on the training of individuals, but also the organizational context. One of the methods used for such training is scenario-based training (CBC). The CBC presents scenarios with challenges to be addressed by participants, from a real context. This study has as main objective to identify electricians non technical skilss and to identify factores to composse the training scenarios. This studies also aim: (a) to identify organizational contributions for the non technical skills exercise; (b) to identify work adaptations; (c) to propose a scenario-based training program focusing non-technical skills. The practical implementation of the program is illustrated through a case study in an electricity distribution company. Seven steps compose the program: (0) Non-technical skills identification; (1) Definition of the training objectives; (2) Definition of training scenarios; (3) Definition of the evaluation system; (4) Refinement of the proposal for the training program;; (5) Trainer’s training; (6) Pilot Study; (7) Implementation.

D.Ed. / The question arises whether the present system of apprentice education in the Republic of South Africa is in pace with the current technological development or whether the present system is in pace with the changing educational needs and demands of learners. It is important to mention that no provision is made for accreditation of learner experience during screening tests, to determine whether the learner has the necessary admission qualification to be appointed as apprentice. The possibility of combining distance education with contact education in order to provide support (contact) to the learner, should be investigated. The question proceeding from the previous one is whether the emphasis should not fall on the mastering of a number of selective skills rather than the completion of the prescribed number of weeks of practical education. Besides, the present system is so complex that practical instruction is not possible at more than one institution. From the above, it is concluded that the present education system for tradesmen (is not sensitive enough with regard to) does not comply with the unique needs and problems of adult learners. There are mainly two groups of learners in the electrical trade that are handicapped to pass the final electrician trade test due to the present training system. The first group consists of persons who want to change their profession because they have become redundant or have reached a point of saturation in terms of stimulation or promotion in their particular profession. People who want to start their own business and who consequently want to receive training to make a success of it can also be classified in this group. These two groups of learners are respectively referred to as vocational changing and vocational facilitating learners. The second group of learners became educators due to a shortage of educators, without the necessary trade qualification. They do have a professional teaching qualification but they lack the practical experience especially with regard to the electrical trade. This group is referred to as the instructional learners. If the former group of learners can receive a trade qualification it can change their role of job hunters to job creators and improve their chances of getting fixed posts. The instructional group will, by obtaining a trade qualification, improve their professional qualifications and thus secure their posts. The first-mentioned learners reveal the same needs and problems with study as experienced by adult learners. Consequently, they give up their studies because traditional education at technical colleges and Technisa is mainly reserved, especially with regard to their needs and demands to the instructional-learner situation. This reservation can mainly be attributed to the fact that they do not get the opportunity to study at their own pace and that their study experience (mainly with regard to the electrical trade) is not taken into account, nor accredited in terms of subjects or modules already passed during the training situation. Different aspects are identified in the present electrician education system in the Republic of South Africa which indicate that the present education system should be reconsidered and where possible adapted to accommodate the first-mentioned groups. It thus seems possible to address these aspects by combining contact instruction at technical colleges and distance instruction at Technisa in order to promote the quality of training of especially the adult learner. Such components include a modular instructional system which can, together with a study guide, accompany the learner step by step through the electrical trade so that (s)he knows exactly what is expected of him/her. It also includes the component of reduced contact time. Communication is improved and the learner gets the opportunity to discuss problems. The study experience of the learner, especially concerning the electrical trade, can be-compiled by means of a portfolio. It is arranged in such a way that it indicates similarities and shortcomings in terms of the prescribed electrical trade criteria as contained in the National Qualifications Framework. On account of this portfolio, the learner can be referred to further training, or further job experience via the process of accreditation. Consequently, to enable the vocational changing, vocational facilitating and the instructional groups of learners to qualify as electrician trade persons, a combined contact and distance education programme is proposed for the purpose of this study. The guidelines to the framework of such an education programme include the following: a modular training system, a study guide, decreased contact time, a portfolio and accreditation procedure.

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