In Malaysia perspective, the application of nanotechnology is crucial towards achieving the country’s objective as a developed nation by 2020. This paper aims to examine the current Malaysia laws and statutory regulations of nanotechnology applications, to investigate the occupational diseases and work-related accidents associate to nanotechnology and to examine the risk assessment and management practices executed by the nanotechnology-based manufacturers to facilitate the potential effects of nanomaterials. Nanotechnology is a technology that incorporates nanomaterials, which is extremely small materials in size, equivalent to 1/80,000th of the width of a human hair. Due to their distinctive size, these nanomaterials may contribute to the significant health risks and hazards. The findings conclude that there is no specific law and statutory regulation on nanotechnology application exists in Malaysia. Thus, the none existence of nanotechnology laws means there is no protection of persons at work. Malaysia is currently formulating safety standards relevant to nanotechnology. Recently, the Department of Occupational Safety and Health (DOSH) has published the Guideline on Control and Safe Handling Nano Materials by the end of 2018. It provides information and recommendations on handling nanomaterials in the workplace. According to the DOSH personnel that there is no record of occupational disease and work-related accidents related to nanotechnology per se. In relation to the risk assessment and management activities, most of the respondents from the nanotechnology-based manufacturer indicated that there is no nanotechnology risk assessment and management practices being executed in their workplace. Most of them also concluded that they have no knowledge about the latest guideline published by the DOSH on control and safe handling of nanomaterials in the workplace.
Purpose: The Pandemic Covid 19 has changed the learning and teaching activities where effective teaching styles are being explored to enhance the transfer of learning. The aim of this case study is to focus on students' understanding level to capture and store contents learned in their memory specifically on the university’s code subject, the Fundamentals of Entrepreneurship. Design/Methodology/Approach: The application of the Mnemonic Keyword Method in the teaching and learning activities. It encodes the information so that it can be more easily retrieved and the sentences are transformed into catchy and simple formulas. The students were asked to participate in the online brain testing platform to determine their brain dominance and applied the relevant pedagogical strategy, the Mnemonic KeyWord Approach in the teaching settings. The https://braintest.sommer-sommer.com/en/ testing tool or platform is applied to differentiate between the left and right brains amongst the selected students. Findings: Results revealed a strong effect of knowledge retention and the teaching tools based on the SUFO (Students Online Feedback) evaluation. Results indicate that the method is effective because it provides a meaningful formula in terms of coding, and abbreviation formulas generation. Implications/Originality/Value: It is concluded that the keyword approach is an effective strategy for memorising and retaining knowledge. It encodes the information so that it can be more easily retrieved and the sentences are transformed into catchy and simple formulas.
Purpose: This paper reviews how organizations establish the remuneration system by focusing on job evaluation methods. The goal of these article reviews is to identify the internal and external compensable factors in order to create a win-win situation for both the employer and the employee and to address any inconveniences that may arise regarding wage or pay consistency and equity. Design/Methodology/Approach: The comprehensive review of the job evaluation methods was conducted to justify its fairness and equality in determining the “right pay for the job”, considering the job incumbents and addressing the internal and external factors. The primary instrument used to construct the pay structure is job evaluation. However, measurement inaccuracy exists in job evaluations as a result of the system's inability to correctly identify the internal and external compensating elements. Findings: These compensable factors are typically linked to the organization's financial capacity and pay policy, the SKAOs held by job holders, the job tasks, and environmental factors like the local economy, geographic location, rules, regulations, market pricing and more. Implications/Originality/Value: Compensable factors are essential for figuring out the "appropriate pay" or "right pricing" for specific jobs.
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