makroergonomi Hanna Lestari, M.Eng Teknik Industri @UDINUS
ERGONOMICS Ergos
WHAT IS “ERGONOMICS”?? ” = work
Nomos
=
laws
Ergonomics
=
the laws of work
Ergonomi • Ilmu terapan yang menjelaskan interaksi antara manusia, lingkungan dan peralatan. • Tujuan akhir dari ergonomi adalah untuk kesempurnaan kerja dengan meminimalkan tekanan kerja yang mungkin bagi tubuh Source : William Etchison, M.S., Columbus, Georgia
Level Mikro dan Makro • 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
Microergonomics
Desain
Alat
Manusia
Bahan
Lingkungan
Di tataran Sistem Kerja: Di seputar sistem manusia‐alat‐bahan‐lingkungan mikro Pengaturannya: DESAIN
Macroergonomics
Lanjutan… • Pada tataran perusahaan , manusia, teknologi, organisasi,lingkungan, perusahaan • Pengaturannya: ORGANISASI
Manusia Lingkungan Teknologi Organisasi
Layar belakang Macroergonomics • Istilah ini pertama kali dikenalkan ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ H.W.Hendrickpada tahun 1984 • Karena perubahan teknologi yang sangat pesat yang melebihi kecepatan organisasi dalam mengantisipasinya. • Adanya kegagalan beberapa proses transfer teknologi pada negara berkembang akibat tidak ditinjaunya unsur makro‐ergonomi.
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
Sistem Sosioteknik Organisasi sebagai sebuah sistem sosioteknik mempunyai 4 subsistem yaitu : 1. SubsistemTeknologi(knowlodegebase technology) 2. Subsistem Personel (demografi, pisikologi) 3. Subsistem Lingkungan ekstrenal (temperatur, kelembaban, dll) 4. Subsistem Perancangan sistem kerja (sosial ekonomi, pendidikan, politik, budaya, hukum) Sistem sosioteknik mempunyai 3 subsistem yang saling berkaitan membentuk pengaruh terhadap subsistem perancangan organisasi sistem kerja. Tiga subsistem tersebut adalah subsistem teknologi, personel dan lingkungan eksternal
Hubungan Ergonomi Makro dan Mikro • Jika pendekatan ergonomi makro secara sistematik telah digunakan untuk menentukan karakteristik desain sistem kerja keseluruhan, tahap selanjutnya adalah membawa desain tersebut dalam level ergonomi mikro. • Pendefinisian karakteristik desain sistem kerjakeseluruhan akan menentukan karakteristik dari desain job serta hubunga n manusia‐mesindan manusia‐software interface yang merupakan kajian dalam ergonomi mikro. • Desain ergonomi makro yang efektif akan menggerakkan aspek‐aspek rancangan ergonomi mikro, sehingga menjamin kesesuaian secara ergonomi dari komponen‐komponen sistem dengan struktur sistem kerja keseluruhan (Hendrick & Kleiner, 2001)
“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: y People/human portion in system y Relevant external system
Organization Concepts
Organizational Structures (three major components): y COMPLEXITY (degree of differentiation and integration) y Horizontal differentiation y Vertical differentiation y Spatial dispersion
y FORMALIZATION (degree to which jobs within organization become standardized) y 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
Technical subsystem
Personnel 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 y by Production Technology (based on mode of production) Mode of Productions Organizational Structure
Unit
Mass
Process
Complexity: -Vertical Differentiation -Horizontal Differentiation
Low Low
Moderate High
High Moderate
Formalization
Low
High
Low
Centralization
Low
High
High
y Applies only to manufacturing organization/firm
Technological subsystem characteristics
• by Knowledge Based Technology Æ technology classification Task Variability
Problem analyzability
Routine w/ few exception
High variety w/ many exception
Well defined
Routine (high formalization and centralization)
Engineering (moderate centralization & Low formalization)
Ill defined
Craft (decentralization & low formalization)
Non Routine (decentralized and low formalization)
Technological subsystem characteristics y by Technological Uncertainty (based on task performed) y Long‐linked technology Æ automobile assembly line ‐‐moderately complex and formalized structure y Mediating technology Æ bank/post office ‐‐low complexity and high formalization y Intensive technology Æ 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: – 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
External Environment Characteristics • External environments that significantly impact organizational function: – Socioeconomic – Education – Politic – Culture
External Environment Characteristics • Environmental dimension (Duncan, 1979)
Degree of change
Degree of complexity
Stable
Dynamic
Low uncertainty
Mod High Uncertainty
(container industry)
(fast food industry)
Simple Mod Low Uncertainty Complex
(food industry)
High Uncertainty (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 -maintenance
-design to minimize human error
-design of tech-artifact that support work practices
Task
-procedures, method, instructions, task inputoutput
-design to enhance human abilities and overcome limitation
-design of corporative activities
Users
-spec of roles, training procedures, etc
-spec of roles and responsibilities that foster user satisfaction
-spec in situated roles and responsibilities -identify direct and indirect user
Environment
-facility -safety, work hour, job function
-workplace condt. And design
-spec of informal work practices and shared artifact
Component of System design Equipment
User
CONTEXT
Environment
Task
Contextual Component of System Design
artifacts Cooperative Task activities interpersonal
Situational characteristics
Organization & Groups
