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Macro Ergonomics deals with Ergonomics at Organizational level
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IE 327 1
IE 327Introduction to Work Design
Dr. Andris Freivalds
Class #28
IE 327 2
Scope of Human Factors Engineering
• Different levels of study and intervention:
– Micro-level• Physical design of tools,
human-computer interface,physical environment
– Macro-level• Organizational design,
job design, change management
IE 327 3
What is Macroergonomics?
• also called sociotechnical, the study of the society/technology interface. The study of the consequences of technology for social relationships, processes, and institutions. (Computers and Society Glossary)
• the optimization of organizational and work systems design through consideration of relevant personnel, technological and environmental variables and their interactions. (H.W. Hendrick)
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Goal
• The goal of macroergonomics is a fully harmonized work system at both the macro- and micro-ergonomic level which results in improved productivity, job satisfaction, health and safety, and employee commitment.
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Balance Model
Organization
Tools/Technology
Environment
Tasks
Human
• All elements interact - any change in one will affect other elements
• If all elements are not designed to fit together, there may be a misfit
• Misfits lead to safety, productivity, efficiency, quality problems
IE 327 6
Possible Misfits
• Worker lacks skills/knowledge base
• Employees do not agree with management policies
• Technology is not well suited for the worker/task/organization
• Organization is harming the environment
• Outside factors influence work
IE 327 7
How can Macroergonomics Help?
• Analyze the whole system
• Determine the “fit” of each element
• Consider aspects other than just changing the job
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Tasks
• Properties– Content– Control– Demands– Interrelationships
• Tasks are usually changed to improve safety and/or production
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Lifting Case Study
• How do you convince workers to change?• If you change this task, how does it change
other tasks?
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Tools/Technology
• Properties– Functions– Capabilities– Capacities– Usability– Friendliness– Integration
• Many companies are introducing new technology
IE 327 11
CPOE Case Study
• Traditional paper and pencil industry• How do you get everyone on-board?• How do you ensure
success?
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Organization
• Properties– Purposes– Policies– Procedures– Supervision– Decision making structure– Reward Structure
• Changes can have a ripple effect
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McWane
• What were the management policies?• How did the workers feel about working there?
IE 327 14
Department of Homeland Security
• Where is their:– Organization? (hodge podge)– Line of communications?
• What is their reputation?– e.g. consider TSA (Transportation Security
Administration)!– e.g. consider the Katrina response!
IE 327 15
Environment
• Properties– Physical
• Comfort• Sensory and Performance disruption
– Social• Interaction with coworkers/boss• Social support• Extra-organization factors
• Internal and external factors have an affect
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Gilbane Gold
• How does the environment affect the company?
• How does the company affect the environment?
IE 327 17
Sensory/Environmental Analysis Case Study
• How does the presence of these factors affect the worker/job?
• How can the system deal with these issues?
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Human
• Properties– Background– Attributes– Experience– Needs– Skills– Motivations– Intelligence
• Most difficult element to change
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Four Main Areas of Concern
• Physiological factors– Vision– Height– Weight– Forward arm reach– Strength– Disabilities
• Psychological factors– Attention– Memory– Fear– Boredom– Fatigue– Satisfaction– Stress
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• Psychosocial factors– Workload– Work content– Repetition– Boredom– Role ambiguity– Role conflict– Mental demands– Supervisor-employee
relationship– Social support at work
and home/community
– Shift work– Reward structure - pay,
benefits, equity– Status
• Behavioral factors– Reaction time– Response accuracy– Appropriateness of
response– Adaptation– Endurance
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Human Element
• Can you change the human?
• How do you motivate employees?
• How do you get employees to accept change?
IE 327 22
Maslow’s Hierarchy of Needs
Physiological Needs
Safety Needs
Social Needs
Esteem Needs
SelfActualization
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Macroergonomic Case Studies #1 Southwest - Pros
• Culture based on the customers, employees, and shareholders
• Strong work ethic, but have fun
• Keep costs low
• High performance
• Hire for attitude not skills?
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Macroergonomic Case Studies #1 Southwest Airlines - Cons
• Not completely nationwide
• No “frills”
• Ignore competition?
• Hire for attitude not skills?
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Macroergonomic Case Studies #2 Wal-Mart - Pros
• Innovative
• Employee participation
• Continuous training
• Adapt to the environment
• Community involvement
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Macroergonomic Case Studies #2 Wal-Mart - Cons
• No Union?
• Different philosophies at each store
• Worker treatment
• “Bully” vendors
• Public opinion
IE 327 27
Macroergonomics - Review
• Examines all aspects of the system
• A misfit in any area can lead to total failure
• Work to ensure harmony within every part of the system