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
Introduction
Macro Ergonomics:
Macro Ergonomics:
Job Design,
Fitting the Organization
Job Content,
To
Organization,
The MAN
Culture

Micro
Micro
Ergonomics:
ergonomics:
Environment,
Fitting the task
Physical,
To
Cognition
The MAN
Introduction
“different organization designs can utilize the
same technology”
(Emery & Trist, 1960)

The key is to select organizational design that is most

effective in terms of:
 People/human portion in system
 Relevant external system
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

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)
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

Socio-technical System
Concept
External Environment

Joint causal

Personnel
Technical subsystem
subsystem
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

Technological subsystem
characteristics

by Production Technology (based on mode of

production)
Mode of Productions
Organizational Structure Unit Mass Process

Complexity:
-Vertical Differentiation Low Moderate High
-Horizontal DifferentiationLow High Moderate

Formalization Low High Low

Centralization Low High High
Applies only to manufacturing organization/firm
Technological subsystem
characteristics

by Knowledge Based Technology

 technology classification
Task Variability
Routine w/ few High variety w/ many
exception exception
Problem Well defined Routine Engineering
analyzability (high formalization (moderate
and centralization) centralization & Low
formalization)
Ill defined Craft Non Routine
(decentralization & (decentralized and low
low formalization) formalization)
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
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
Personnel Subsystem Characteristics

Cultural Diversity –Hofstede’s Cultural Dimension:

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
Personnel Subsystem Characteristics

 Cultural Diversity –
Hofstede’s Cultural
Dimension:

78 14 46 48

World Averages 55 - 43 - 50 - 64 - 45
External Environment Characteristics

External environments that significantly

impact organizational function:
Socioeconomic
Education
Politic
Culture
External Environment Characteristics
Environmental dimension (Duncan, 1979)

Degree of change
Stable Dynamic
Simple Low uncertainty Mod High Uncertainty

(container industry) un (fast food industry)

ce
rta
in
Comple Mod Low Uncertainty ty High Uncertainty
x
p moc f o eer ge D

(food industry) (computer industry)

Socially Centered Design

Evolution of Design

Socially centered

User centered

System centered
 System design
Factor considered in System Design
Factor System centered User Centered Socially Centered
Considered
Equipment -specification -design to minimize -design of tech-
-maintenance human error artifact that support
work practices

Task -procedures, -design to enhance -design of

method, human abilities and corporative
instructions, task overcome limitation activities
input-output

Users -spec of roles, -spec of roles and -spec in situated

training procedures, responsibilities that roles and
etc foster user responsibilities
satisfaction -identify direct and
indirect user
Environment -facility -workplace condt. -spec of informal
-safety, work hour, And design work practices and
job function shared artifact
 Equipment

User CONTEXT Task

Environment
artifacts
Cooperative
Task activities
interpersonal

Situational
characteristics
Organization
& Groups