Lean production represents a change in production system paradigm that calls for integration of the human and technological practices. This article reviews previous models of lean production that concentrated mainly on some distinct features of its philosophy, organization, and techniques and presents a framework of lean production as a sociotechnological system. The proposed framework provides an integrated view based on the interactions of human and technological elements. The lean enterprise is viewed as a dynamic process that translates its goals (zero waste, flow, and pull) into combined techniques that should be implemented throughout the entire organization.

Since the early 1990s, the construction industry has taken some interest in the application of lean production to its own case. A new body of research led by the International Group for Lean Construction (IGLC) has been exploring new techniques for the industry. In this article the techniques developed for lean construction are compared with those of lean manufacturing. Differences between the manufacturing and the construction cases showed why lean production does not fully suit the construction industry. Although some elements are in an embryonic state, lean construction has built a set of techniques that are transferable to any constructor. Lean manufacturing and lean construction share many common elements despite their different techniques. The need for a joint combination of technical and human elements shows that both approaches conform to a common sociotechnological design.

The industrial revolution demonstrated the limitations of a pure mechanistic approach towards work design. Human work is now seen as a complex entity that involves different scientific branches and blurs the line between mental and physical activities. Job design has been a traditional concern of applied psychology, which has provided insight into the interaction between the individual and the work environment. The goal of this paper is to introduce the human-at-work system as a holistic approach to organizational design. It postulates that the well-being of workers and work outcomes are issues that need to be addressed jointly, moving beyond traditional concepts of job satisfaction and work stress. The work compatibility model (WCM) is introduced as an engineering approach that seeks to integrate previous constructs of job and organizational design. The WCM seeks a balance between energy expenditure and replenishment. The implementation of the WCM in industrial settings is described within the context of the Work Compatibility Improvement Framework. A sample review of six models (motivation-hygiene theory; job characteristics theory; person-environment fit; demand-control model; and balance theory) provides the foundation for the interaction between the individual and the work environment. A review of three workload assessment methods (position analysis questionnaire, job task analysis and NASA task load index) gives an example of the foundation for the taxonomy of work environment domains. Previous models have sought to identify a balance state for the human-at-work system. They differentiated between the objective and subjective effects of the environment and the worker. An imbalance between the person and the environment has been proven to increase health risks. The WCM works with a taxonomy of 12 work domains classified in terms of the direct (acting) or indirect (experienced) effect on the worker. In terms of measurement, two quantitative methods are proposed to measure the state of the system. The first method introduced by Abdallah et al. (2004) identifies operating zones. The second method introduced by Salem et al. (2006) identifies the distribution of the work elements on the x/y coordinate plane. While previous efforts have identified some relevant elements of the systems, they failed to provide a holistic, quantitative approach combining organizational and human factors into a common framework. It is postulated that improving the well-being of workers will simultaneously improve organizational outcomes. The WCM moves beyond previous models by providing a hierarchical structure of work domains and a combination of methods to diagnose any organizational setting. The WCM is an attempt to achieve organizational excellence in human resource management, moving beyond job design to an integrated improvement strategy. A joint approach to organizational and job design will not only result in decreased prevalence of health risks, but in enhanced organizational effectiveness as well. The implementation of the W...

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The work compatibility model is a multidimensional diagnostic tool of human performance that measures the level of synchronization between the workforce and the work environment. The authors propose a quantitative model and a graphic-based framework to implement the work compatibility model at the operational level. Using the proposed approach, managers can identify smart solutions that contribute to personnel development. The model is tested with data collected from a manufacturing company to analyze the behavior of the proposed indices. The implementation is exemplified by a case study. The work compatibility model is a forward-looking approach to hidden aspects and potential deficiencies of the organization. Decision makers can provide targeted solutions to lowperforming elements of the work environment that are discovered through this tool.