Chapter 5 TN

Chapter 6 A: Job Design and Work Measurement

What we do from a macro perspective is as follows:<= /p>

Design the job to make it efficient employing sound principles of job design, then<= span style=3D'font-size:14.0pt'>

Implement the job design and perfect it, then

Measure the job and set standards for performance, then

Measure workers performance and compare to the standard,

Reward workers for superior performance.

W= e make decisions about the who, what, where, when, why and how of the job

We consider current trends like:

<= span style=3D'mso-tab-count:1'> Quali= ty at the source, worker empowerment

<= span style=3D'mso-tab-count:1'> Cross training and pay for skills

<= span style=3D'mso-tab-count:1'> Emplo= yee involvement, team approaches, self managed teams

<= span style=3D'mso-tab-count:1'> Informating—empowering workers through access to information and knowledge

<= span style=3D'mso-tab-count:1'> Temps=

<= span style=3D'mso-tab-count:1'> Alter= native workplaces like virtual offices, telecommuting, shared offices, etc.

<= span style=3D'mso-tab-count:1'> Autom= ation of heavy or dangerous work

<= span style=3D'mso-tab-count:1'> Meani= ngful work and rewarding jobs

R= elevant Concepts and Theories (old and new)

S= pecialization of Labor--decompose tasks into well defined, efficient jobs and find the "one best way&quo= t; of doing the job. Workers can then be trained in that "best way" = to do the job. If everyone works efficiently, then surplus is greater and everyone should share in the surplus created. It WAS NOT INTENDED to EXPLOIT WORKERS! =

J= ob Enrichment--giving workers greater decision making authority in jobs (sometimes called vertical job loading)

J= ob Enlargement--including more tasks in the job to make it less boring. (horizontal job loading).

Socio Technical Systems Theory = idea of self managed teams really comes from here.

New emphasis on Semi-autonomous work groups, or what some call self-managed tea= ms.

W= ork Physiology and Ergonomics both consider the impact of work environment on human= s.

Think Green!

<= o:p>

W= ork Study

<= o:p>

W= ork Methods--we use methods analysis to perfect the work methods. Tools used include = the following:

M= ethods Analysis

F= inding the best method:

a= . &= nbsp; find worker who does it the best and use them as model (Taylor's approach)<= /span>

b= . &= nbsp; observe a number of workers with great detail to each element of the work, = then develop best composite method (best of the best), to determine the one "best way" to do the job. (Frank and Lillian Gilbreth's approach)

T= ools of Process and Methods Analysis=

Oper= ations Charts, Service Blueprint, Flow Diagrams and Process Charts--people = at specified workstation, Worker Machine Chart--workers interacting with equipment, Gang Process Chart--people interacting with people and equipment and Activity Chart--people interacting with people and may= or may not include equipment).

W= ork Measurement Techniques

&= nbsp; Work Sampling--for less routine jobs, has long cycle times, and where output may not be counta= ble. (secretary)

&= nbsp; Time Study--where work is highly routine, typically repetitive, and produces countable output. (assembly of picture frame)

&= nbsp; Predetermined motion-time data (PMTS)--highly detailed repetitive work. = Can do for job being created!

&= nbsp; Elemental data--work done in conjunction with fixed processing-time equipment.

T= ime study: =

&nbs= p; perfect the methods

&nbs= p; select workers to study<= /span>

&nbs= p; determine number of observations needed

&nbs= p; conduct study to collect data<= /o:p>

&nbs= p; determine elemental times (average time per element)

&nbs= p; assign ratings and apply to adjust elemental times to normal times

&nbs= p; determine normal time for job--time a normal worker working at a nor= mal pace should take for the job.<= /o:p>

&nbs= p; determine standard time--normal time adjusted for allowances to refl= ect the time it should take a normal person, working at a normal pace, under no= rmal working conditions to do the job. (see pages 192-193)

U= se standards for planning and control, for compensation, for promotion decisio= ns, etc.

&nbs= p; Individual compensation: piece rate system, standard hour wage plan, = etc.

&nbs= p; Group Incentive Plans: Scalon Plan, Lincoln Ele= ctric Gain Sharing Plan, etc. =

W= ork Sampling

&= nbsp; determine if work sampling is appropriate

&nbs= p; do pilot study

&nbs= p; using pilot study data, determine sample size and timing of samples (sampli= ng schedule)

&nbs= p; conduct study

&nbs= p; develop standards