A perspective on work system analysis: classification and evaluation of methods

Shoaf, Christin; Genaidy, Ash; Shell, Richard

doi:10.1080/001401398186702

Cited by 9 publications

(2 citation statements)

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“…For that purpose, the WCM builds upon existing work assessment methods to develop an anatomy of the system (Fraser 1989, Smith andSainfort 1989). Shoaf et al (1998) (Rohmert and Landau 1983); and the NASA-TLX (Hart and Staveland 1988). The taxonomy of those methods is summarized in table 2.…”

Section: Taxonomy Of Work Factorsmentioning

confidence: 99%

The work compatibility improvement framework: an integrated perspective of the human-at-work system

et al. 2007

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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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Section: Taxonomy Of Work Factorsmentioning

confidence: 99%

The work compatibility improvement framework: an integrated perspective of the human-at-work system

et al. 2007

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“…While the physical and mental demands form the job content of the overall work-system model, the organizational environment together with the physical environment form the context in which work tasks are executed (Shoaf, Genaidy, & Shell, 1998). However, an organizational environment model which aims to optimize work outcomes (i.e., productivity, quality) while seeking to optimize the quality of life of the work-system participants has received little attention in the scientific research arena (Genaidy, Karwowski, & Christensen, 1999;Karwowski et al, 1994).…”

Section: Introductionmentioning

confidence: 95%

Improving performance and quality of working life: A model for organizational health assessment in emerging enterprises

Shoaf

Genaidy

Karwowski

et al. 2003

Hum Ftrs & Erg Mfg Svc

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The organization of work has been addressed through numerous perspectives by a diverse set of disciplines. While job stress research has focused on the promotion of worker well-being, contemporary business-improvement initiatives (e.g., lean manufacturing, six sigma) have sought to optimize effectiveness through work processes. However, these two aims, although traditionally viewed as contradictory, are actually interdependent variables in the determination of long-term profitability. The concept of organizational health blends the pursuit of individual wellness with organizational effectiveness to yield a strategy for economic resilience. This article introduces a novel model for organizational health assessment using a systemic approach that addresses work factors at the individual, job, process, and organizational levels.

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Hum Ftrs & Erg Mfg Svc

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A perspective on work system analysis: classification and evaluation of methods

Cited by 9 publications

References 44 publications

The work compatibility improvement framework: an integrated perspective of the human-at-work system

The work compatibility improvement framework: an integrated perspective of the human-at-work system

Improving performance and quality of working life: A model for organizational health assessment in emerging enterprises

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