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In this chapter students will be able to: Identify some of the main reasons organizations need to make location decisions, explain why location decisions are important, discuss the options that are available for location decisions,. | Chapter 11- Work System Design Operations Management 6th Edition R. Dan Reid & Nada R. Sanders Copyright © 2016 John Wiley & Sons, Inc. Learning Objectives Discuss work system design. Discuss job design. Explain work measurement. Describe compensation approaches. Work System Design Designing a work system is part of developing an operations strategy Effective operations strategy provides structure for company productivity The work system includes: Job design Work measurements Worker compensation Job Design Job Design - specifies work activities of an individual or group Jobs are designed by answering questions like: What is the job’s description? What is the purpose of the job? Where is the job done? Who does the job? What background, training, or skills are required to do the job? Job Design Factors Technical feasibility: The job must be physically and mentally doable Economic feasibility: Cost of performing the job is less than the value it adds Behavioral . | Chapter 11- Work System Design Operations Management 6th Edition R. Dan Reid & Nada R. Sanders Copyright © 2016 John Wiley & Sons, Inc. Learning Objectives Discuss work system design. Discuss job design. Explain work measurement. Describe compensation approaches. Work System Design Designing a work system is part of developing an operations strategy Effective operations strategy provides structure for company productivity The work system includes: Job design Work measurements Worker compensation Job Design Job Design - specifies work activities of an individual or group Jobs are designed by answering questions like: What is the job’s description? What is the purpose of the job? Where is the job done? Who does the job? What background, training, or skills are required to do the job? Job Design Factors Technical feasibility: The job must be physically and mentally doable Economic feasibility: Cost of performing the job is less than the value it adds Behavioral feasibility: Degree to which the job is intrinsically satisfying to the employee (e.g. Google) Machines or People – Should the Job Be Automated? Safety & risk of injury to workers Repetitive nature of the task (monotonous?) Degree of precision required Complexity of the task Need for empathy, compassion, or other emotional elements Need for personal customer relationships Levels of Labor Specialization Level of labor specialization can: Reduce the employee’s scope of expertise (higher levels of specialization) Increase the employee’s scope of expertise (lower levels of specialization) Work satisfaction helps define level of specialization Specialization can result in employee boredom Specialization: Management’s View Advantages: Readily available labor Minimal training required Reasonable wages costs High productivity Disadvantages: Lack of flexibility Worker dissatisfaction: High absenteeism High turnover rates High scrap rates Grievances filed Specialization: Employee’s .
