DOM 511 : - Operations mgt practice

1. Design of Work Systems DOM 511 : - Operations mgt practice

2. Job designinvolves specifying the work activities, methods & environment of an individual or group in an organizational setting. • Objective is to develop job structures that meet the requirements of the organization & its technology & that satisfy the job-holder’s personal & individual requirements. • Job design decisions; • What will be done • Who will do the job • How the job will be done • Where the job will be done • When the job will be done • Why; organizational rationale for the job • How – method of performance & motivation • Ergonomics Job Design

3. Design & Layout of individual workplaces for maximum efficiency & effectiveness • Key design Qns; • Who will use the workplace – different physical characteristics of individuals • How will the work be performed eg equipment, procedures etc • What technology is needed? • What must the employee be able to see or hear? • What environmental & safety issues need to be addressed WORKPLACE Design

4. Ergonomics Ergonomics is defined as the science related to man and his work, embodying the anatomic, physiologic, and mechanical principles affecting the efficient use of human energy. Eg: • Safe lifting techniques, proper posture, appropriate seating position, and adaptive equipment are examples of ergonomics in the workplace. Job Design

5. Quality control as part of the worker’s job – quality at source • Cross-training workers to perform multiskilled jobs, result of downsizing • Employee involvement & team approaches to designing & organizing work ( center of TQM & Kaizen) – Sociotechnical systems • “Informating” ordinary workers through e-mal & the internet, thereby expanding the nature of their work & their ability to do it • Extensive use of temporary workers • Automation of heavy manual work • Organizational commitment to providing meaningful & rewarding jobs for all employees Trends influencing job design decisions

6. Behavioral Approaches to Job Design eg specialization & job enlargement/enrichment Physical considerations in job design – work physiology & ergonomics Methods Analysis Motions Study Working conditions Design of Work Systems

7. Successful Job Design must be: • Carried out by experienced personnel with the necessary training and background • Consistent with the goals of the organization • In written form • Understood and agreed to by both management and employees Job Design Success

8. For Management: For Labor: . 1. Simplifies training 1 Low education and skill requirements 2. High productivity 2. Minimum 3. Low wage costs responsibilities 3. Little mental effort needed Specialization in Business: Advantages

9. For Management: For Labor: 1. Monotonous work 1. Difficult to motivate quality 2. Limited opportunities for advancement 2. Worker dissatisfaction, possibly resulting in 3. Little control over work absenteeism, high 4. Little opportunity for turnover, disruptive self-fulfillment tactics, poor attention to quality Disadvantages

10. Job Enlargement • Giving a worker a larger portion of the total task by horizontal loading • Job Rotation • Workers periodically exchange jobs • Job Enrichment • Increasing responsibility for planning and coordination tasks, by vertical loading Behavioral Approaches to Job Design

11. Changes in tools and equipment • Changes in product designor new products • Changes in materials or procedures • Other factors (e.g. accidents, quality problems) Methods Analysis The need for methods analysis can come from a number of different sources:

12. Motion study is the systematic study of the human motions used to perform an operation. Motion Study

13. Motion study principles - guidelines for designing motion-efficient work procedures Analysis of therbligs - basic elemental motions into which a job can be broken down Micromotion study - use of motion pictures and slow motion to study motions that otherwise would be too rapid to analyze Charts Motion Study Techniques

14. Eliminate unnecessary motions Combine activities Reduce fatigue Improve the arrangement of the workplace Improve the design of tools and equipment Developing Work Methods

15. Working Conditions

16. Noise & Vibration Work Breaks Safety Causes of Accidents Working Conditions (cont’d)

17. Purpose is to set time standards for a job • Why the standards; • To schedule work & allocate capacity • To provide an objective basis for motivating the workforce & measuring workers’ performance • To bid for new contracts and to evaluate performance of existing ones • To provide benchmarks for improvement Work Measurement

18. Stopwatch Time Study • Standard Elemental Times • Predetermined Time Standards • Work Sampling Work Measurement

19. Individual Incentive Plans • Group Incentive Plans • Knowledge-Based Pay System • Management Compensation Compensation

20. Scanlon Plan • Encourage reductions in labor costs by sharing gains in cost sharing • Kaiser Plan – incentive pay • Committees suggest ways of reducing costs • Lincoln Plan • Profit sharing, job enlargement, and participative management • Kodak Plan • Wages/bonus related to profits Group Incentive Plans

21. Accurate Easy to apply Consistent Easy to understand Fair Form of Incentive Plan

22. Common in information-intensive businesses like banks, academic orgns Teleworkers work in their homes, hotel rooms, airports etc using ICT Assemble virtual teams of people located in different geo locations virtual workplaces

23. Best possible team skills & capabilities Flexible working hours Firms become more agile & flexible with quicker response time Reduces transportation costs & pollution Reduces cost of physical space, parking, conditioning etc virtual workplaces Ads

24. Team Success is based on each member doing work on time Lack of human socialization No physical office, no job status Children at home don’t understand demands of a virtual office Privacy & security risks Difficult to control the workload per team member virtual workplaces Dis