Ergonomi
• Ilmu terapan yang menjelaskan interaksiantara manusia, lingkungan dan peralatan.
• Tujuan akhir dari ergonomi adalah untukkesempurnaan kerja dengan meminimalkantekanan 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
Alat
Manusia
Bahan Lingkungan
Desain
Di tataran Sistem Kerja:Di seputar sistem manusia‐alat‐bahan‐lingkungan mikroPengaturannya: DESAIN
Lanjutan…
• Pada tataran perusahaan , manusia, teknologi, organisasi,lingkungan, perusahaan
• Pengaturannya: ORGANISASI
Teknologi
Manusia
Lingkungan
Organisasi
Layar belakang Macroergonomics
• Istilah ini pertama kali dikenalkan ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐H.W.Hendrickpada tahun 1984
• Karena perubahan teknologi yang sangatpesat yang melebihi kecepatan organisasidalam mengantisipasinya.
• Adanya kegagalan beberapa proses transfer teknologi pada negara berkembang akibattidak ditinjaunya unsur makro‐ergonomi.
Macro Ergonomics:
Job Design,Job Content,Organization,
Culture
Micro ergonomics:Environment,Physical,Cognition
Macro Ergonomics:
Fitting the OrganizationTo
The MAN
MicroErgonomics:
Fitting the taskTo
The MAN
Sistem Sosioteknik
Organisasi sebagai sebuah sistem sosioteknik mempunyai 4 subsistemyaitu :
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 berkaitanmembentuk pengaruh terhadap subsistem perancangan organisasisistem kerja.
Tiga subsistem tersebut adalah subsistem teknologi, personel danlingkungan eksternal
Hubungan Ergonomi Makro dan Mikro
• Jika pendekatan ergonomi makro secara sistematik telahdigunakan untuk menentukan karakteristik desain sistem kerjakeseluruhan, tahap selanjutnya adalah membawa desaintersebut dalam level ergonomi mikro.
• Pendefinisian karakteristik desain sistem kerjakeseluruhanakan menentukan karakteristik dari desain job serta hubungan manusia‐mesindan manusia‐software interface yang merupakan kajian dalam ergonomi mikro.
• Desain ergonomi makro yang efektif akan menggerakkanaspek‐aspek rancangan ergonomi mikro, sehingga menjaminkesesuaian secara ergonomi dari komponen‐komponen sistemdengan 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:
People/human portion in system
Relevant external system
Organization Concepts
Organizational Structures (three major components):
COMPLEXITY (degree of differentiation and integration)Horizontal differentiationVertical differentiationSpatial 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
Technical subsystem
Personnelsubsystem
Joint causal
External Environment
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
by Production Technology (based on mode of production)
Applies only to manufacturing organization/firm
Mode of Productions
Organizational Structure Unit Mass Process
Complexity:-Vertical Differentiation-Horizontal Differentiation
LowLow
ModerateHigh
HighModerate
Formalization Low High Low
Centralization Low High High
Technological subsystem characteristics
• by Knowledge Based Technology technology classification
Task Variability
Routine w/ few exception
High variety w/ many exception
Problem analyzability
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
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
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)
Stable Dynamic
Simple
Low uncertainty
(container industry)
Mod High Uncertainty
(fast food industry)
Complex
Mod Low Uncertainty
(food industry)
High Uncertainty
(computer industry)
Deg
ree
of c
ompl
exity
Degree of change
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 input-output
-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