Techno structural interventions

an overview

1. Techno-Structural Interventions

2. Overview What are Techno-structural Interventions? Examples of Techno-Structural Interventions Work Design as Techno-structural Intervention Approaches to Work Design Organizational Development 2

3. 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 Organizational Development 3

4. Examples of Techno-Structural interventions Structural Design Downsizing Process Reengineering Employee Involvement Work Design Organizational Development 4 Total Quality Management Quality of Work-Life Programs Team-based Organization ISO 9000 S eries

5. Work Design Work organized in a way that generate high level of employee Fulfillment and Productivity With Formal Structure Supporting changes in goal setting R eward systems, work environment With best Performance management practices Organizational Development 5

6. Approaches to Work D esign 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) Organizational Development 6

7. The Engineering Approach (Scientific approach) S cientifically analyzes workers tasks P rocedures that produce the maximum output M inimum input of energies and resources D esigns with high levels of specialization and specification Organizational Development 7

8. Jobs are Technical With Routine and repetitive tasks With Clear specifications Organizational Development 8 The Engineering Approach (Scientific approach) Examples Machine Operators Job related to Manufacturing or Production Piece rate system

9. The Motivational Approach Seeks to improve Employee Performance and Satisfaction by Enriching Jobs W ith more opportunities Autonomy Responsibility Recognition Closure (doing a complete Job) Ultimately with Performance Feedback Organizational Development 9

10. Core Dimensions of Job regarding Motivational Approach Skill Variety N umber of skills required to perform a particular task Task Identity T he extent to which an individual performs a whole piece of work Task Significance R epresents the impact that the work has on other Organizational Development 10

11. Core Dimensions of Job regarding Motivational Approach Autonomy T he amount of independence or freedom that let the employee organize tasks by himself Feedback T he information that workers receive about the effectiveness of their work Organizational Development 11

12. 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 Organizational Development 12

13. Output of Socio-Technical Approach Social or Psychological part Produce social and psychological consequences, such as job satisfaction and commitment etc. Technical part P roduce two kinds of outcomes: products, such as goods and services Organizational Development 13

14. Job Enrichment Redesigning jobs in a way T hat increases the opportunities for the worker To experience feelings of responsibility, achievement, growth, and recognition Organizational Development 14

15. Types of Job Enrichment Job Enlargement Assigning workers additional same-level activities Job Rotation Systematically moving workers from one job to another Organizational Development 15