Macro Ergonomics

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
 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

 by Production Technology (based on mode of

production)
Mode of Productions
Organizational Structure Unit Mass Process

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

Centralization Low High High
 Applies only to manufacturing organization/firm

 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 and (moderate centralization &
centralization) Low formalization)
Ill defined Craft Non Routine
(decentralization & low (decentralized and low
formalization) formalization)
 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
 Cultural Diversity –Hofstede’s Cultural Dimension:

 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
 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
Low uncertainty Mod High Uncertainty
Degree of complexity
Simple
(container industry) (fast food industry)
Mod Low Uncertainty High Uncertainty

Complex
(food industry) (computer industry)
Socially Centered Design
 Evolution of Design
Socially centered
User centered
System centered
System design
 Factor considered in System Design
Factor Considered System centered User Centered Socially Centered
Equipment -specification -design to minimize -design of tech-artifact

-maintenance human error that support work
practices
Task -procedures, method, -design to enhance -design of corporative
instructions, task input- human abilities and activities
output overcome limitation
Users -spec of roles, training -spec of roles and -spec in situated roles
procedures, etc responsibilities that and responsibilities
foster user satisfaction -identify direct and
indirect user
Environment -facility -workplace condt. And -spec of informal work
-safety, work hour, job design practices and shared
function artifact
Component of System design
Equipment
User CONTEXT Task
Environment
Contextual Component of System Design
artifacts
Cooperative
Task activities
interpersonal
Situational
characteristics
Organization
& Groups

Macro Ergonomics

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titis wijayanto

The key is to select organizational design that is most effective

 Planned coordination of collective activities implies

 Made up more than one person

 Have a structure/have hierarchy of authority

 Oriented toward achieving common goal

Organizational Structures (three major components):

 COMPLEXITY (degree of differentiation and integration)

 FORMALIZATION (degree to which jobs within organization

 CENTRALIZATION (degree to which formal decision is

 the optimization of organizational and work systems design

 The goal of macro-ergonomics is a fully harmonized work system

 Socio-technical system model

 Technology, as a determinant of organizational design,

 by Knowledge Based Technology

 by Work Flow Integration

 by Production Technology (based on mode of

Organizational Structure Unit Mass Process

Formalization Low High Low

 Applies only to manufacturing organization/firm

 by Knowledge Based Technology

Routine w/ few High variety w/ many

 by Technological Uncertainty (based on task

 Mediating technology  bank/post office

 Intensive technology  customized response

 Cultural Diversity –Hofstede’s Cultural Dimension:

 Power Distance Index (PDI) focuses on the degree of equality, or

 Individualism (IDV) focuses on the degree the society reinforces

 Masculinity (MAS) focuses on the degree the society reinforces, or

 Uncertainty Avoidance Index (UAI) focuses on the level of

 Cultural Diversity –Hofstede’s

 External environments that significantly impact

Mod Low Uncertainty High Uncertainty

Factor Considered System centered User Centered Socially Centered

Equipment -specification -design to minimize -design of tech-artifact

User CONTEXT Task

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