Job design, work measurements, worker compensation.

Some customers need compassion or emotional elements and need personal customer relationship

The 3rd part of a work system design.

Helps determine how long it should take to do a job.

Process concerned with the detailed process for doing a particular job.

Specifies work activities of an individual group.

The breadth of the job design.

A employee bonus pool based on sharing of company’s profits.

Can effect worker productivity, product quality, and worker safety.

A technique for developing a standard time based on actual observation of the operator.

The job must be physically and mentally doable.

Job enlargement, job enrichment, and job rotation.

Emphasizes cost reduction rather than profits.

Costing the labor component of products, tracking employee performance, scheduling & planning required resources.

A technique for estimating the proportion of time a worker spends on a particular activity.

Small group of employees and supervisors trained in problem-solving techniques who meet to identify, analyze, and propose solutions to workplace problems.

Workers shift to different jobs to increase understanding of the total process.

Plans that reward employees when company achieves certain performance objectives

Congress passed ____ in 1970 to mandate specific safety conditions that must be met.

Specifies the contents of the job.

The cost of the job should be less than the value it adds.

A horizontal expansion of the job through increasing the scope of the work assigned.

Companies need to develop compensation systems that reinforce the behaviors needed to meet the company’s objectives.

The length of time a qualified worker, using appropriate processes and tools to complete a specific job, allowing time for personal fatigue, and unavoidable delays.

Brings work to the worker rather than the worker to the workplace.