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Chap. 7 Designofworksystems-120128185505-Phpapp02 PDF
Chap. 7 Designofworksystems-120128185505-Phpapp02 PDF
Chap. 7 Designofworksystems-120128185505-Phpapp02 PDF
Kit Laserna
OPERATIONS STRATEGY
JOB DESIGN
JOB DESIGN
Managerial support
Elements
Compensation
Socialization
Self-actualization
Status
Short-term team
Long-term team
Self-directed teams (self-managed teams)- designed to achieve
higher level of teamwork and employee involvement. Althoug
Successful Team Building Requirements
1. Clearly stated and commonly held vision and goals
DIFFERENT SOURCES
1. Changes in tools and equipment.
2. Changes in product design or introduction of new products
3. Changes in materials or procedures
4. Government regulations or contractual agreements
5. Other factors (e.g., accidents, quality problems)
New job – establish a method
Mail handling
1. Why is there delay or storage at this point?
Purpose:
To eliminate unnecessary motions
To identify the best sequence of motions for maximum
efficiency.
Motion study techniques
2. Analysis of therbligs
3. Micromotion study
4. charts
Motion study principles
2. Combine Activities
3. Reduce Fatigue
NATURE:
Search- hunting for an item with hands and/or eyes
Select – means to choose from a group of objects
Grasp – to take hold of an object
Hold – retention of an object after being grasp
Transport load – movement of an object after hold
Release – deposit the object
Micromotion study
Ventilation
Illumination
Work Breaks
Safety
**Causes of Accidents – carelessness and Accident Hazards
WORK MEASUREMENT
Determining how long it should take to do the job
Standard time
2. Desired Accuracy
Where
Z = # of normal standard deviations
zs
S = sample SD
a= Desired accuracy (%)
n
= Sample mean
x
ax
Alternative:
2
**when the desired accuracy
zs
is stated as an amount
instead of percentage
n Where:
e
e = Maximum acceptable error
Example 1
b. One-half minute?
Solution
a. s= 2.1minutes z= 1.96
x = 6.4mins a= 10%
2 2
zs 1.96(2.1)
n n 41.36 42
ax 0.10(6.4)
2 2
b. e= 0.5 zs 1.96(2.1)
n 67.77 68
e 0.5
Development of Time Standard
Observed Time
Normal Time
Standard Time
Observed Time
Where:
xi OT = Observed time
x
i = Sum of recorded times
OT n = number or observations
n
Normal Time
PR = Performance rating
Normal Time
NT = xj PRj
Where
xj = Ave time for element j
ST = NT × AF
Where
ST = Standard time
AF = Allowance factor
Allowance factor
1
AFday = Allowance percentage based on
1 A workday
Sample Problem
A = .20
a. AF = 1 + A = 1.20, or 120%
1 1
b. AF = = 1.25, or 125%
1 A 1 0.20
Typical Allowance Percentage for
Working Conditions
A. Constant Allowances:
1. Personal allowance 5
1. Standing Allowance 2
2. Abnormal Position Allowance
a. Slightly awkward………………………………………………………………… 0
b. Awkward (bending) ……………………………………………………………. 2
c. Very awkward (lying, stretching) …………………………………………… 7
8. Mental strain:
a. Fairly complex process 1
b. Complex or wide span of attention 4
c. Very complex 8
9. Monotony:
a. low
0
b. Medium
1
c. High
4
10. Trediousness:
a. Rather tredious 0
b. Tredious 2
c. Very tredious 5
Sample Problem
A time study of an assembly operation yielded the following observed times for
one element of the job, for which the analyst gave a performance rating of 1.13
Using an allowance of 20 percent of job time, determine the appropriate
standard time for this operation.
i Time, x i Time, x
Observation (minutes) observation (minutes
1 1.12 6 1.18
2 1.15 7 1.14
3 1.16 8 1.14
4 1.12 9 1.19
5 1.15 Total 10.35
OT = xi 10.35
= 1.15 minutes
n 9
Advantages Disadvantages
1. Potential savings in cost and 1. Times may not exist for
effort enough standard elements
to make it worthwhile
2. Less disruption of work
2. File times ma be biased or
3. Performance ratings do not inaccurate
have to be done
PREDETERMINED TIME
STANDARDS
Methods-time measurement
Commonly used system
MTM tables are based on extensive research of basic elemental
motions and times
Advantages
Primary uses
1. ratio-delay studies
2. Analysis of non-repetitive jobs
COMPENSATION
Two Basic Systems for
Compensating Employees
Time-based system
Management Worker
ADVANTAGES 1. Stable labor cost 1. Stable pay
2. Easy to administer 2. Less pressure to
produce than under
output system
3. Simple to compute pay
4. Stable Output
DISADVANTAGES 1.. No incentive to workers 1. Extra efforts not
to increase output rewarded
Output-based
Easy to Apply
Consistent\
Easy to understand
Fair
INDIVIDUAL INCENTIVE PLANS
Team approach
Three dimensions:
Horizontal skills – reflect the variety of tasks the worker is
capable of performing
Vertical skills – reflect managerial tasks the worker is capable of
Depth skills – reflect quality and productivity results
MANAGEMENT COMPENSATION