Specification and safety measures of high-altitude broken bridge expansion project

Specification and safety measures of high-altitude broken bridge expansion project

High altitude broken bridge

1 Code and safety measures for high-altitude broken bridge expansion project. Name of expansion project: high-altitude broken bridge

2. The nature of the high-altitude broken bridge expansion project: personal challenges

3. High-altitude broken bridge expansion project task: each team member uses the elevator to climb to the broken bridge 8 meters above the ground, walks to one end of the bridge deck, jumps step by step, jumps with one leg, lands with one leg, jumps to the other end of the bridge deck, and then jumps back. Finally, the riser is used to return to the ground safely.

4. Specifications and safety measures for the high-altitude broken bridge expansion project

1. 1. Introduce the name and nature of the project.

1.2. Introduce the wearing and precautions of safety equipment (explain while demonstrating)

Seat belt: the seat belt is above the hip bone and buckled backwards (if any); Helmet: the headband is adjusted, the strap is tightened and the long hair is coiled in.

1.3. Explain the essentials of action on the broken bridge. Key points include:

? Look forward, don't look down, take a deep breath and adjust.

? One-handed virtual rope grip

? The take-off leg protrudes 2~3 cm from the board, slightly lunging, and the swing leg is straight. Count silently? 1,2,3? Jump forward boldly.

1.4. Put the riser on the rope and explain the purpose of the riser. Key points include:

Turn the lock for half a turn and push it up and down parallel to the rope direction, and keep it above the waist at any time. Just press the silver slot when you come down, and the black switch will not move.

1.5. Let each student try to use the elevator.

1.6. Assign a safety officer other than the team leader, emphasize the responsibilities of him and the team leader, and then ask them to restate the safety points.

1.7. Ask the doctor (if you emphasize asking when you fall back, you don't need to repeat it)

1.8. Explain that every team member should be encouraged and motivated before coming up.

1.9. The trainer breaks the routine and guides the students to complete the tasks one by one. Details include:

? Pay attention to the students' rising, and constantly remind them that the riser is higher than the waist, step by step.

? When the students are about to break the bridge, help them push the elevator and let them free up their hands to break the bridge.

? After the student comes up, stand by and check his safety equipment first, and then help him change his protection (put on the protective rope first, and then untie the riser)

? Adjustment, technical guidance, psychological guidance for students (timid? Encourage, hesitate? Guide, panic? Comfortable)

? Students also pay attention to the process and remind them.

? Please applaud when it reaches the ground safely.

? If time permits, shout team training and sing team songs at the venue after the project is completed.

Matters needing attention in high-altitude broken bridge

5. Review process of high-altitude broken bridge

5. 1 Possible methods, problems and theoretical points:

Affirm and encourage the performance of all the players.

Two. Ask the students to express their feelings and record their speeches. The key points are

? Know yourself, challenge yourself and make continuous progress.

? team awareness

? The importance of self-motivation and inspiring others.

Three. Q:? It's easy to jump on the ground at the same distance. Why is it difficult to reach the height of 8 meters? Is your ability reduced?

When some students talk about the biggest enemy is themselves, or break through their own topics can be extended:

? Break through personal psychological barriers, don't deny yourself easily, don't always give yourself bad hints, and don't say it easily? I can't. ? . Everyone is very capable and rich in resources. You will never know your ability until you try. If you take the first step bravely, success is not far from you.

? The biggest enemy is yourself: you have to have the courage to go beyond the limit and challenge yourself, and you have the habit of challenging, so there are many opportunities for success. [Psychological comfort zone theory]

High altitude broken bridge 1) pressure-performance model

Performance will generally increase with the increase of pressure. No pressure, no performance. When the pressure in a certain area rises, it reaches the pressure comfort zone. In this region, the performance increases obviously with the increase of pressure. But when the pressure limit that people can bear is exceeded, the performance plummets. There is a small area near the pressure limit. In this field, performance increases almost linearly. This is called potential. Great pressure can stimulate a person's potential, but if it is not grasped well, it may crush a person's body, spirit and even life.

Broken bridge at high altitude 2) psychological comfort zone

? Good psychological quality means that you can grasp yourself and give full play to your due ability under any circumstances. Psychological quality can be exercised. Constantly trying what you think is impossible, of course, is not rash, but preparation, which is helpful for success, discovery of potential, and endurance of pressure, setbacks and storms. (Deng Xiaoping)

? Become impossible for me? M is possible

? Dare to tap your potential and try boldly.

It's a pity that no one knows how much potential a person has. What's more, a person's potential is not easy to be exposed until the crisis.

Roosevelt said: What human beings fear most is fear itself.

The Greek philosopher epiktetos said: What makes people uneasy is not the thing itself, but the conclusion people draw through it.

? Know yourself.

Maslow's hierarchy of needs theory;

High altitude broken bridge

Four. Q:? When we stand on the broken bridge, many people will think about many problems, such as what to do if we can't jump, and so on. Can you share your thoughts on the broken bridge?

? On the broken bridge, the whole process of thinking, hesitation, decision and action is considered to be a complex psychological activity process, that is, a process of self-dialogue.

? Psychologists call it the reason of inner psychological tension? Negative self-communication? . We can regard people's inner life as an uninterrupted self-dialogue. These self-communication, the tone people adopt affects people's emotional life and attitude towards life.

? Negative self-talk is always inseparable from:

? Predict the future of things badly

? Be shrouded in the shadow of past failures and setbacks

? Self-doubt, timidity and inferiority are rampant.

? Enlarge unhappiness

Verb (the abbreviation of verb) So how can we avoid these negative self-conversations and eliminate psychological barriers?

? Keep a positive attitude.

Optimism coefficient: research shows that a person always keeps an optimistic attitude, and when dealing with problems, he is 20% more likely to get satisfactory results than the average person.

? Thought, action, habit, character, fate

Maslow said: If your heart changes, so will your attitude.

When your attitude changes, so will your habits.

Habits change, so does your personality.

If your personality changes, so will your life.

Or use: thought determines behavior, behavior forms habit, habit forms character, and character determines fate.

Intransitive verbs When some students emphasize the role of a trainer, they can extend:

? In a team, a manager often needs to play the role of a coach to help your players overcome difficulties and achieve their goals. So, how to be a good coach?

A) clear objectives

B) the correct method

C) timely encouragement

D) confirmation of previous performance

E) appropriate pressure

Seven. Empathy:

Why do the people above think it's too far when they jump, but the players below think it's very simple and can go further?

The positions of leaders are different from those of middle and grass roots. This makes it difficult for people at the top to make decisions, but even a simple matter at the grassroots level can't be decided.

High altitude broken bridge

Eight. Team strength: if the first few players fail, what impact will it have on the people behind?

Nine. Team motivation and individual motivation

Inspiring others is an effective means to improve the team's combat effectiveness and carry out work efficiently. Accurate and appropriate incentives will greatly improve the enthusiasm of team members and stimulate their creativity and initiative.

There are various ways of motivation, and proper use can give full play to the role of motivation.

1. Target Incentive

Set appropriate goals, stimulate people's motivation, and achieve the purpose of mobilizing people's enthusiasm. This is called goal motivation. Goals are usually called "incentives" in psychology, that is, external things that can meet people's needs. According to expectation theory and goal motivation theory, the more important an individual sees a goal, the greater the probability of achieving it. Therefore, the goal should be reasonable and feasible, which is closely related to the personal interests. Set the overall goal and stage goal. The overall goal can make people feel that their work has a direction, but achieving the overall goal is a complex process, which sometimes makes people feel far away or far away, affecting people's enthusiasm. Therefore, we should adopt the method of "big goal, small steps", divide the overall goal into several stages, and realize the overall goal by realizing several stages. Phased goals can make people feel that the work is phased, feasible and reasonable. Goals can be external physical objects (such as workload) or spiritual objects (such as academic level).

In order to play the role of goal motivation, we should pay attention to the following points:

(1) Individual goals are consistent with collective goals, and organizational goals and individual goals may be balanced or biased. If it is biased, it is not conducive to mobilizing personal enthusiasm and achieving organizational goals. Only when this deviation tends to be balanced, that is, the included angle between the organizational goal vector and the individual goal vector is the smallest, can the individual's behavior develop in the direction of the organizational goal, produce strong psychological cohesion among individuals, and strive to achieve the organizational goal.

(2) The set goal direction should have obvious sociality. The more social benefits a goal has, the more attractive it will be, and the more it will inspire people's enthusiasm.

(3) The difficulty of the goal should be appropriate, and the fruit on the tree should be hung to the degree of "jumping enough", which is suitable for stimulating enterprising spirit. If it is too high, it is beyond our ability; If it is too low, no effort is needed, it is easy to obtain and will not receive a good incentive effect.

(4) the content of the goal should be specific and clear, and the goal with quantitative requirements is better, not general and abstract.

(5) In terms of target time, there should be both short-term goals and uncertain goals. Only uncertain goals will make people feel uncertain, while only short-term goals will make people short-sighted, and their incentive effect will be reduced or not maintained for a long time.

2. Reward and punishment incentives

Reward and punishment incentive is a general term for reward, incentive and punishment. Reward is to affirm or praise a certain behavior of people, so that people can maintain this behavior and get appropriate rewards, which can further mobilize people's enthusiasm. Punishment is to deny or criticize a certain behavior of people and make them eliminate it. Appropriate punishment can not only eliminate people's bad behavior, but also turn negative factors into positive ones.

Rewards and punishments are all means of reinforcement, and rewards are affirmation of people's behavior, positive reinforcement and direct encouragement. Punishment is a denial of human behavior, a negative reinforcement and an indirect incentive. The psychological mechanism of reward is people's sense of honor and enterprising psychology, which has material and spiritual needs. The psychological mechanism of punishment is people's shyness and negligence, and they don't want to suffer reputation or economic losses.

The psychological process of reward and motivation is realized through feedback. The reward or punishment is consistent with the actual situation, that is, the reward is clear, which is positive feedback. If rewards and punishments are not in line with the actual situation or unfair, it is reverse feedback, so rewards may not always play an incentive role.

There are various forms of rewards, which can be divided into material rewards, spiritual rewards and the combination of these two kinds of rewards.

There are also various forms of punishment, such as criticism, review, punishment, economic sanctions, legal punishment and so on. In order to play the role of punishment, we should pay attention to the following points:

(1) The punishment should be reasonable, so that the punished person can take it orally and turn the negative factors into positive ones, otherwise it will easily lead to rebellious emotions.

(2) Punishment should be combined with education to learn lessons and save lives.

(3) Grasp the punishment opportunity and treat it in time.

(4) The reasons and motives should be considered when punishing.

(5) For common mistakes, the punishment should be light rather than heavy.

Step 3 evaluate incentives

Evaluation means that organizations at all levels evaluate the work and performance of their members. Through assessment, timely point out the achievements and shortcomings of employees and the direction of efforts in the next stage, and stimulate the enthusiasm, initiative and creativity of employees. With the factors of modern personnel system, examination and encouragement has increasingly become a widely used incentive method in humanities.

From the psychological process analysis of evaluation and encouragement, evaluation has the following functions:

(1) guidance function. Evaluation has a goal-oriented function. Because of the binding nature of evaluation criteria, people's behavior is forced or induced to develop in a certain direction. For example, the "College Entrance Examination", as a unified evaluation standard for the senior high school entrance examination, can easily induce the phenomenon of pursuing the enrollment rate, giving up ideological and political education and ignoring students' physical and mental health and all-round development.

(2) Feedback adjustment. An important means of evaluation and encouragement is to promote feedback adjustment, so that people can know whether their behavior deviates from the requirements, whether it conforms to the norms, what amendments to make and how to make them.

(3) strengthening. There are two kinds of reinforcement: positive reinforcement and negative reinforcement. Through the examination, the work achievements will be affirmed, people will see their social values, enhance their work enthusiasm and sense of responsibility, and thus stimulate the motivation for further upward efforts. This is "positive reinforcement". On the other hand, if the evaluation is poor, through correct guidance, it will also stimulate the motivation to correct shortcomings and mistakes and do a good job again. This is called "negative reinforcement".

In order to make "evaluation incentive" play its greatest role, we must pay attention to formulating scientific evaluation standards in the evaluation process; Set the correct evaluation method; Improve the personal quality of examiners.

4. Competition and evaluation incentives

Competition exists objectively in an organization. Under the guidance of correct thinking, competitions and competitions are of great significance to arouse people's enthusiasm. The psychological significance of competition and evaluation lies in:

(1) Competition and appraisal can stimulate motivation and make it active.

(2) Competition and appraisal can enhance the psychological cohesion of organization members, clarify the goals of organizations and individuals, stimulate people's enthusiasm and improve work efficiency.

(3) Competition and appraisal can enhance people's intelligence effect, and promote people's keen and accurate perception, concentration, good memory, rich imagination, quick thinking and improved operational ability.

(4) Competition can mobilize people's non-intellectual factors and promote the improvement of collective members' labor enthusiasm.

(5) Competition and appraisal among groups can alleviate contradictions within groups and enhance the sense of collective honor.

5. Leadership behavior incentives

Leadership behavior stimulates the motivation of subordinates through psychological mechanisms such as example, suggestion and imitation, thus mobilizing the enthusiasm of work and study. This behavior is called leadership behavior motivation.

A leader's good behavior, exemplary role and leading by example is a silent command, which effectively stimulates the enthusiasm of subordinates. Authority is an important psychological condition to imply success. A leader's good behavior has authority, so that subordinates can get good influence quickly. The leader's behavior may be unconscious, or it may be conscious through imitation, and more is a comprehensive imitation of unconscious and conscious. The subordinates' imitation of the leader creates a good incentive atmosphere.

6. Example motivation

The power of example is infinite. Example encouragement has a warming effect on the example itself, as well as on advanced personnel, ordinary personnel and backward personnel. It is a pressure on yourself and a challenge to the advanced; It can inspire ordinary people and exert psychological pressure on underachievers. The role model must be recognized and authoritative in order to make everyone admire it. But it should be noted that:

(1) Publicize the advanced deeds of role models realistically, and inspire the masses to learn from them.

(2) to guide the masses to treat role models correctly, we should divide them into two parts and learn from each other's strengths.

5.2 Short Story of Broken Bridge at High Altitude

Stories about potential:

Have readers ever published such a story? A mother came home from work and saw her little daughter climb out of the window and play in the path downstairs. Before she could stop it, her daughter accidentally fell down. So, the mother tried her best to run to pick up her daughter. Fortunately, she received it and her daughter was safe and sound. According to the witness's confirmation, as well as the time when her daughter fell to the ground and the distance she had to run, her mother's speed at that time exceeded the world record for this year's 100-meter dash.

Stories about demons:

There is a person who is used to sleeping and must open this window, otherwise he can't sleep. Once, he stayed in a hotel, and the window of that room could not be opened. He tried for a long time, but did not open the window. He was very sleepy again, so he had to turn off the lights and sleep. But he can't sleep in bed, and he always feels uncomfortable. The more he thought about it, the angrier he got, so he picked up a shoe in the dark and threw it at the window. Hey? The sound of broken glass. The man slept peacefully until dawn. But when he woke up, he found that the window was not damaged, but the frame glass of a painting was broken.

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