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Organizational Design and Macroergonomics

Organizational Design and Macroergonomics. titis wijayanto. Outline. Introduction Organization Concept Macro-ergonomics Concept Socio-technical system component Relation of macro- to micro-ergonomics design of work system Socially Centered Design. Introduction.

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Organizational Design and Macroergonomics

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  1. Organizational Design and Macroergonomics titis wijayanto

  2. Outline • Introduction • Organization Concept • Macro-ergonomics Concept • Socio-technical system component • Relation of macro- to micro-ergonomics design of work system • Socially Centered Design

  3. Introduction • Different levels of study and intervention: • Micro-level • Human-machine interface technology –hardware ergonomics • Human-environment interface technology –environmental ergonomics • User-interface technology • Macro-level • Organization-machine interface technology

  4. Introduction Macro Ergonomics: Job Design, Job Content, Organization, Culture Macro Ergonomics: Fitting the Organization To The MAN Micro ergonomics: Environment, Physical, Cognition Micro Ergonomics: Fitting the task To The MAN

  5. Introduction “different organization designs can utilize the same technology” (Emery & Trist, 1960) The key is to select organizational designthat is most effective in terms of: • People/human portion in system • Relevant external system

  6. Organization Concepts Organization??? • Planned coordination of collective activities implies management • Made up more than one person • Have a structure/have hierarchy of authority • Oriented toward achieving common goal

  7. Organization Concepts Organizational Structures (three major components): • COMPLEXITY (degree of differentiation and integration) • Horizontal differentiation • Vertical differentiation • Spatial dispersion • FORMALIZATION (degree to which jobs within organization become standardized) • CENTRALIZATION (degree to which formal decision is concentrated in an individual)

  8. Macro-ergonomics Concepts • the optimization of organizational and work systems design through consideration of relevant personnel, technological and environmental variables and their interactions.(H.W. Hendrick) • The goal of macro-ergonomics 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. • Socio-technical system model

  9. Socio-technical System Concept External Environment Joint causal Personnel subsystem Technical subsystem

  10. Technological subsystem characteristics • Technology, as a determinant of organizational design, has been operationally defined in several different ways: • by Production Technology • by Knowledge Based Technology • by Technological Uncertainty • by Work Flow Integration

  11. Technological subsystem characteristics • by Production Technology (based on mode of production) • Applies only to manufacturing organization/firm

  12. Technological subsystem characteristics • by Knowledge Based Technology  technology classification

  13. Technological subsystem characteristics • by Technological Uncertainty (based on task performed) • Long-linked technology  automobile assembly line --moderately complex and formalized structure • Mediating technology  bank/post office --low complexity and high formalization • Intensive technology  customized response (hospital) --high complexity and low formalization

  14. Personnel Subsystem Characteristics • Degree of Professionalism --education and training requirements of a given job. --there is a trade-off between professionalism and formalizing the organizational structure • Psychosocial Factors --cognitive complexity • Cultural Diversity

  15. Personnel Subsystem Characteristics • Cultural Diversity –Hofstede’s Cultural Dimension:

  16. Personnel Subsystem Characteristics • Cultural Diversity –Hofstede’s Cultural Dimension: • Power Distance Index (PDI) focuses on the degree of equality, or inequality, between people in the country's society. • Individualism (IDV) focuses on the degree the society reinforces individual or collective achievement and interpersonal relationships. • Masculinity (MAS) focuses on the degree the society reinforces, or does not reinforce, the traditional masculine work role model of male achievement, control, and power. • Uncertainty Avoidance Index (UAI) focuses on the level of tolerance for uncertainty and ambiguity within the society - i.e. unstructured situations

  17. Personnel Subsystem Characteristics • Cultural Diversity –Hofstede’s Cultural Dimension: World Averages 55 - 43 - 50 - 64 - 45

  18. External Environment Characteristics • External environments that significantly impact organizational function: • Socioeconomic • Education • Politic • Culture

  19. External Environment Characteristics • Environmental dimension (Duncan, 1979) Degree of change Degree of complexity uncertainty

  20. Socially Centered Design • Evolution of Design Socially centered User centered System centered

  21. System design • Factor considered in System Design

  22. Component of System design Equipment CONTEXT User Task Environment

  23. Contextual Component of System Design artifacts Cooperative Task activities interpersonal Situational characteristics Organization & Groups

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