Techno-StructuralInterventions

Overview

• What are Techno-structural Interventions?

• Examples of Techno-Structural Interventions

• Work Design as Techno-structural Intervention

• Approaches to Work Design

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What are Techno-Structural interventions ?

• Techno-Structural interventions are those change programs

focusing on the technology and/or structure of the organization.

• Focuses on

• Global Competition

• Technological Changes

• Environmental Changes

• Flexible Design oriented

• Highly adaptable

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Examples of Techno-Structural interventions

• Structural Design

• Downsizing

• Process Reengineering

• Employee Involvement

• Work Design

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• Total Quality Management

• Quality of Work-Life Programs

• Team-based Organization

• ISO 9000 Series

Work Design

• Work organized in a way that generate high level of employee

Fulfillment and Productivity

• With Formal Structure

• Supporting changes in goal setting

• Reward systems, work environment

• With best Performance management practices

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Approaches to Work Design

• The Engineering Approach (focuses only technical part of the job)

• Motivational Approach (focuses only psychological part of the job)

• Socio-technical System Approach (focuses on both)

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The Engineering Approach (Scientific approach)

• Scientifically analyzes workers tasks

• Procedures that produce the maximum output

• Minimum input of energies and resources

• Designs with high levels of specialization and specification

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• Jobs are Technical

• With Routine and repetitive tasks

• With Clear specifications

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The Engineering Approach (Scientific approach)

Examples

• Machine Operators

• Job related to Manufacturing or Production

• Piece rate system

The Motivational Approach

• Seeks to improve Employee Performance and Satisfaction by

• Enriching Jobs

• With more opportunities

• Autonomy

• Responsibility

• Recognition

• Closure (doing a complete Job)

• Ultimately with Performance Feedback

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Core Dimensions of Job regarding Motivational Approach

• Skill Variety

• Number of skills required to perform a particular task

• Task Identity

• The extent to which an individual performs a whole piece of work

• Task Significance

• Represents the impact that the work has on other

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Core Dimensions of Job regarding Motivational Approach

• Autonomy

• The amount of independence or freedom that let the employee

organize tasks by himself

• Feedback

• The information that workers receive about the effectiveness of

their work

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Socio-Technical Approach

• Focuses on both Technical and social part of the job

• The Social part comprise the people performing the tasks and the

relationships among them

• The Technical part including the tools, techniques, and methods for

task performance

• Organization and work Unit Combined Social plus Technical system

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Output of Socio-Technical Approach

• Social or Psychological part

• Produce social and psychological consequences, such as job satisfaction and

commitment etc.

• Technical part

• Produce two kinds of outcomes: products, such as goods and

services

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Job Enrichment

• Redesigning jobs in a way

• That increases the opportunities for the worker

• To experience feelings of responsibility, achievement,

growth, and recognition

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Types of Job Enrichment

• Job Enlargement

• Assigning workers additional same-level activities

• Job Rotation

• Systematically moving workers from one job to another

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