Citation: 2Q\DQJR-&LDUDQ5 ,PSDFWRI8VHU%HKDYLRULQ2I¿FH%XLOGLQJRQ(QHUJ\5HGXFWLRQ6WUDWHJLHV,QQRYDWLYH(QHUJ\3ROLFLHV doi:10.4172/2090-5009.1000112
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energy use and climate change emissions has been on physical and intelligent systems with less emphasis on human behavior. Table 1 shows interesting attitudes and beliefs of the users of a building that has won awards as most energy efficient building yet so far reveals otherwise. It revealed that only a third (34.29%) was familiar with energy management system and how it affected their energy use within the building. Literature review consistently pointed to importance of feedback on energy use in buildings, (Figure 7-S7 and 7-S8) revealed that when respondents were asked if the management presented them with energy use data; almost two thirds, 61.76%, disagreed or strongly disagreed. In addition only one tenth, 11.76% have ever received the data communicated to them in visual or other easily understood methods. Most respondents 58.88%, regarded failures in energy management systems as caused by ineffective interaction between humans and the technology [18].
Figure 6 below are results from data on Working Practices and they reveal interesting characteristics. When respondents were asked if they were given sufficient updated by their supervisor/ manager regarding how any changes in their working practices impacted the energy demand on the building (S2), 52.94% strongly disagreed or disagreed and when this was added to those unsure, the it revealed that almost four-fifths (79.41%) thought the feedback was insufficient to impact their behavioral practices. In addition, it revealed that half (50%) thought that energy consciousness was not instilled or required of them in comparison to only 17.64%. Most employees also felt that there was a big difference between them and the managers with regard to energy efficient practices (S6), and that most employees (79.41%) individually lacked the motivation to be energy efficient (Figure 7). The focus of the UK government with regard to reduction in
Figure 5: Analysis of Working Environment, (Ryan, 2011).
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