Relevant bibliographies by topics / Job design and redesign

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Job design and redesign'

Author: Grafiati
Published: 4 June 2021
Last updated: 2 February 2022

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Journal articles on the topic "Job design and redesign"

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Demerouti, Evangelia. "Design Your Own Job Through Job Crafting." European Psychologist 19, no. 4 (2014): 237–47. http://dx.doi.org/10.1027/1016-9040/a000188.

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Job crafting can be viewed as changes that employees initiate in the level of job demands and job resources in order to make their own job more meaningful, engaging, and satisfying. As such, job crafting can be used to complement top-down approaches to improve jobs in order to overcome the inadequacies of job redesign approaches, to respond to the complexity of contemporary jobs, and to deal with the needs of the current workforce. This review aims to provide an overview of the conceptualizations of job crafting, the reasons why individuals craft their jobs, as well as the hypothetical predictors and outcomes of job crafting. Furthermore, this review provides suggestions to organizations on how to manage job crafting in their processes, and how to stimulate more beneficial job crafting behavior. Although research on job crafting is still in its infancy, it is worthwhile for organizations to recognize its existence and to manage it such that it has beneficial effects on the employees and the organization at large.
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Serhan, Carole, and Haritini Tsangari. "Employed fresh graduates: modelling job design and redesign." European J. of International Management 1, no. 1 (2021): 1. http://dx.doi.org/10.1504/ejim.2021.10039779.

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Siengthai, Sununta, and Patarakhuan Pila-Ngarm. "The interaction effect of job redesign and job satisfaction on employee performance." Evidence-based HRM: a Global Forum for Empirical Scholarship 4, no. 2 (2016): 162–80. http://dx.doi.org/10.1108/ebhrm-01-2015-0001.

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Purpose – The purpose of this paper is to examine the effect of job redesign as well as that of the interaction effect of job redesign and job satisfaction on employee performance. Design/methodology/approach – The qualitative research method is used, i.e., in-depth interviews, to validate the questionnaire which is modified based on the well-established Job Diagnostic Survey instrument. A large-scale questionnaire survey was conducted in 2012 taking the hotel and resort industry and the banking industry in Thailand as its research sites. Multiple regression analysis was used to analyse the survey data obtained from 295 sample respondent managers. Findings – It is found that job redesign is significantly and inversely related to employee performance. Meanwhile job satisfaction is found to be positively and significantly related to employee performance. Moreover, the interaction effect between job redesign and job satisfaction is found to be positively and significantly related to employee performance. Furthermore, when controlled for demographic characteristics of sample respondents, it is found that being in the age group of 37-47 years old is significantly and inversely related to employee performance. These findings suggest that when firms implement job redesign, it is likely that it will negatively influence employee performance in the first stage of change. Hence, firms should try to enhance employee job satisfaction while implementing job redesign so that the job redesign will result in improved employee performance. The findings suggest that implementing job redesign without concerned employees experiencing job satisfaction or merely implementing job redesign can result in a possible decreased employee performance. These findings also suggest that any proposed job redesign will be an effective HR strategy to significantly mobilize employee performance only when firms ensure that the implementation of job redesign involves the concerned employees and enhances their job satisfaction. Originality/value – Job redesign by itself is found to have a significant negative effect on employee performance while job satisfaction is found to always positively and significantly influence employee performance. This study ascertains the positive interaction effect of job redesign and job satisfaction for employee performance improvement. These findings suggest that job satisfaction positively moderates the effect of job redesign on employee performance.
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Jiang, Bernard C., and Anil Mital. "Job Design/Redesign Procedure for Manual Materials Handling Tasks." Proceedings of the Human Factors Society Annual Meeting 29, no. 11 (1985): 1002–6. http://dx.doi.org/10.1177/154193128502901102.

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Knight, Caroline, and Sharon K. Parker. "How work redesign interventions affect performance: An evidence-based model from a systematic review." Human Relations 74, no. 1 (2019): 69–104. http://dx.doi.org/10.1177/0018726719865604.

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It is not yet clear whether work redesigns actually affect individual-, team- or organizational-level performance. In a synthesis of this literature, we conclude there is good overall evidence, with the most promising evidence at the individual level. Specifically, our systematic review assessed whether top-down work redesign interventions affect performance and, if so, why (mechanisms) and when (boundary conditions). We identified 55 heterogeneous work redesign intervention studies, of which 39 reported a positive effect on performance, two reported a negative effect, and 14 reported mixed effects. Of five types of work redesign, the evidence that work characteristics can explain the effect of redesign interventions on performance was most promising for relational interventions, and participative and non-participative job enrichment and enlargement. Autonomous work group and system-wide interventions showed initial evidence. As to ‘why’ work redesigns enhance performance, we identified change in work motivation, quick response and learning as three core mechanisms. As to ‘when’, we showed that intervention implementation, intervention context (including alignment of organizational systems, processes and the work redesign) and person factors are key boundary conditions. We synthesize our findings into an integrative multilevel model that can be used to design, implement and evaluate work redesigns aimed at improving performance.
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Rai, Alka. "Job crafting intervention: fostering individual job redesign for sustainable organisation." Industrial and Commercial Training 50, no. 4 (2018): 200–208. http://dx.doi.org/10.1108/ict-11-2017-0089.

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Purpose The purpose of this paper is threefold: first, to present an overview of job crating conceptualizations; second, to illustrate various job crafting interventions proposed by scholars to intrude and encourage job crafting behaviour among workforce; and next, based on findings from the literature, to underline the significance of job crafting interventions in predicting various positive individual and organisational outcomes. The reasons why job crafting interventions are essential in organisations are discussed at the end as managerial implication. Design/methodology/approach A general review of the job crafting literature has been performed to offer the precise knowledge on the concept job crafting as well as job crafting interventions along with its significance and managerial implications. Findings The job crafting is the most discussed bottom-up redesign approach and gaining popularity in the job design literature. The researchers and practitioners are acknowledging the importance of job crafting interventions and understanding the urgency of incorporating such interventions at organisation. Practical implications The formal job crafting intervention instituted at organisation (e.g. inclusion of job crafting training in company’s manuals) could be instrumental to build up the job crafting behaviour among workforce and may overall develop the context that cultivates job crafting. Originality/value A summarised portrayal job crafting as well as job crafting interventions has been provided in this review in order to create awareness of leaders and employees regarding the method through which they can adjust tasks to their own requirements to realise more delight, engagement, and meaning in the job.
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Yanson, Regina, and Melissa J. Mann. "Wrapping Blocks: A Fun Way to Teach Job Design." Management Teaching Review 5, no. 2 (2019): 144–62. http://dx.doi.org/10.1177/2379298119836418.

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This article provides an overview of job design and offers an experiential teaching exercise to help students develop a better comprehension of job design and redesign, as well as learn the importance and challenges of such undertakings. Understanding the core elements of job design is especially important because job design serves as the foundational block for a deeper understanding and application of other organizational phenomenon such as the job characteristics model. This exercise is intended for the introductory undergraduate and graduate-level human resource management course as well as any courses covering “staffing.” Additionally, this activity may be used in the undergraduate Principles of Management or associated introductory management class.
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Stimpfle, Bernd. "Redesign of the Velodrome in Abuja, Job Report." International Journal of Space Structures 23, no. 4 (2008): 253–67. http://dx.doi.org/10.1260/026635108786959834.

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The original roof, finalized in 2003 did fail shortly after the installation process during a thunderstorm. The complete membrane was destroyed but the main masts were still in place and not damaged. It was then decided to replace this roof by a more redundant system, but with the same appearance. Main goal for the redesign was to avoid any modification on the main masts, and ideally no replacement of the main suspension cables. The design was started with the evaluation of different types of large scale cable nets, to achieve a system with a comparable load bearing behaviour. It ended up with a pentagon and hexagon pattern, forming a similar shape like the previous membrane roof, and so with a comparable geometric stiffness.
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Fisher, Donald L., Robert O. Andres, David Airth, and Stephen S. Smith. "Repetitive Motion Disorders: The Design of Optimal Rate-Rest Profiles." Human Factors: The Journal of the Human Factors and Ergonomics Society 35, no. 2 (1993): 283–304. http://dx.doi.org/10.1177/001872089303500206.

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Repetitive motion disorders of the upper extremities are the primary cause of lost time in hand-intensive industries. Typical remedies include the introduction of job aids and the redesign of the job. An alternative approach is considered here. Procedures are developed that can be used to determine the parameters of a job (e.g., the rate of work and the number and duration of the rest breaks) that minimize repetitive motion disorders and maximize productivity. It is shown that in theory the job parameters can be set so that one can achieve not only a decrease in repetitive motion disorders but also an increase in productivity. The application of the procedures to an actual manufacturing job requiring high-repetitive, highforce hand motions is discussed in detail
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MAY, DOUGLAS R., and CATHERINE E. SCHWOERER. "EMPLOYEE HEALTH BY DESIGN: USING EMPLOYEE INVOLVEMENT TEAMS IN ERGONOMIC JOB REDESIGN." Personnel Psychology 47, no. 4 (1994): 861–76. http://dx.doi.org/10.1111/j.1744-6570.1994.tb01582.x.

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Dissertations / Theses on the topic "Job design and redesign"

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KHALIL, AHMED HAMED. "WORK COMPATIBILITY: AN INTEGRATED DIAGNOSTIC TOOL FOR EVALUATING HUMAN PERFORMANCE IN EMERGING ENTERPRISES." University of Cincinnati / OhioLINK, 2003. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1070492503.

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Gassmann, Robert. "A model for manufacturing cell job redesign." Thesis, Cranfield University, 1997. http://dspace.lib.cranfield.ac.uk/handle/1826/4206.

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Cellular manufacturing is widely viewed as an exemplary form of manufacturing organisation for small batch size production. A UK survey states that over 75% of British engineering industry have introduced or are planning to introduce cellular manufacturing methods in an attempt to improve competitiveness through improved product quality, responsiveness and flexibility (Ingersoll Engineers, 1990). Cells are known to foster these improvements through a focus on the methods of production and more co-operative work structures. The widespread adoption of cellular manufacturing methods has warranted research into and practical application of human-centred forms of work organisation. This approach seeks to improve the use of people and technology to develop more robust and effective manufacturing systems. The human-centred approach to job design and systems development is considered essential for improving Europe's future competitiveness (EC MONITOR FAST Programme, 1989-1992). The design of cellular manufacturing systems is a complex task involving the joint consideration of material flow, machines, people and control issues. The development and practice of human-centred job design in ceRs is an area with little formal process. There is no coherent academic model that embraces all the relevant issues in cell job design. This research develops and validates a generic model to facilitate human-centred job redesign in cell systems. The model adopts an open systems perspective and unifies three fields of job design embracing socio-technical, work organisation and function allocation issues. These levels provide a structure for the model. The model explicitly represents factors affecting job design by features defined at the three levels of analysis. The features are comprehensive and are representative of the issues encountered in each field of job design. The features are not independent and are interelated between levels of analysis. The model describes in quantitative terms the relationships between these features to provide a means for stepping through the cumulative effects of job design changes from one level to the next. An application procedure to use the model, derived from the research methodology in this thesis, is described outlining the data capture and analysis activities for developing situation sensitive pictures of cell job designs. The combined model and application procedure are tools to help the model users accumulate knowledge on the factors affecting the design of jobs in cells. Field research was carried out in a British manufacturing company over a period of fifteen months to develop and validate the model. CeH job design models were developed for four dissimilar cell systems varying in terms of cell age, work organisation and technical complexity. The model demonstrates its generalisability and sensitivity by accurately describing job design in four cell systems.
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Decker, Catherine H. "Job redesign in nursing : a descriptive comparative study." Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/879845.

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Job redesign could significantly impact the efficiency was obtained. This survey was comprised of nineteen scales with of the organization. The purpose of this descriptive, comparative study was to describe and compare job characteristics, general job satisfaction, and motivation potential of the job in order to diagnose the job profile of registered nurses, licensed practical nurses, and nursing assistants.The convenience sample consisted of all staff nurses, licensed practical nurses, and nursing assistants working at a 515 bed Department of Veterans Affairs Medical Center in the midwest who voluntarily agreed to complete the Job Diagnostic Survey. A response rate of 36.8% (n = 118) to measure the degree of job characteristics, motivating potential of the job, psychological states, growth need strength, general job satisfaction, and satisfaction context factors present in the current job.Mean scores were computed to measure each variable. All means for each job category were found to be over the midpoint (3.5). Growth need strength was significantly lower than the normative data for RN's and LPN's. Task identity and experienced responsibility for work outcomes were significantly lower than the norm for LPN's assigned to the acute medical area. Motivating potential was significantly lower for nursing assistants assigned to the acute medical and the long term psychiatric area.Adjusting staff assignments to encourage continuity and observation of patient outcomes, and providing direct feedback regarding performance to staff members from nurse managers were implications. Implications include combining tasks to provide a more identifiable job and enable the worker to visualize patient outcomes to a greater degree. Recommendations included further research utilizing the JDS, including comparison of various types of nurse jobs. Statistical analysis in future studies should include comparisons of these different groups.<br>School of Nursing
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Sexton, Pauline Lethea. "Acute Pulmonary Response in Landscape Workers: Job Redesign." Thesis, Virginia Tech, 2001. http://hdl.handle.net/10919/10161.

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Substantial efforts have been made in the study of occupational induced airway diseases. A strong link has been found between worker exposure to organic dust and resulting acute pulmonary spasms. The supporting studies behind this link are primarily in the industries of cotton, animal and swine farming; however, some studies have been related to landscaping type tasks (i.e. mowing, leaf blowing). The relationship between organic dust and pulmonary response is associated with respiratory irritants that are found in materials such as soil, grain, and compost, especially when these materials have become moist. Some of the culprits that have been identified as causative agents of respiratory spasms are endotoxin, fungal spores, and fungal mycotoxin. This study focused on the respiratory hazards in the landscaping industry. During the month of March, landscapers worked heavily with wood mulch, which contains many organic materials that potentially harbor the aforementioned irritants. This study measured the exposure levels of endotoxin and fungal spores in the landscaper workers' breathable space. While also measuring the pulmonary function of participants and evaluating disposable respirators as an intervention. Low levels of endotoxin and fungal spores were found in the breathable space of the participants during the two days of data collection. The users were not completely satisfied with the half face disposable respirator provided, and offered detailed feedback concerning the design and use of the respirator intervention.<br>Master of Science
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Garrido, Fernando Miguel da Fonseca Coutinho. "Exame informática: design e redesign." Master's thesis, Instituto Politécnico de Tomar, 2012. http://hdl.handle.net/10400.26/5796.

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Este trabalho faz uma abordagem às três revistas periódicas mensais de tecnologia existentes em Portugal, a Exame Informática, a PC Guia, e a B!T. Neste grupo de revistas, faço um especial destaque à Exame Informática, pois foi a revista onde fiz o meu estágio de seis meses, e sobre a qual o meu projeto de redesign se vai debruçar. O redesign da Exame Informática é o tema principal deste relatório. É através dele que irei introduzir conceitos teórico/práticos de design gráfico e editorial.
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Warwick, Jerry L. "Business process redesign : design the improved process /." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from the National Technical Information Service, 1993. http://handle.dtic.mil/100.2/ADA274947.

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Thesis (M.S. in Information Technology Management) Naval Postgraduate School, September 1993.<br>Thesis advisor(s): Haga, William James ; Euske, Kenneth J. "September 1993." Bibliography: p. 142-144. Also available online.
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Koscielniak, John. "Work Redesign and Its Influence on Employee Motivation and Job Satisfaction." TopSCHOLAR®, 1996. http://digitalcommons.wku.edu/theses/808.

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Reengineering and work redesign have become the buzzwords of the healthcare industry giving rise to the unprecedented growth of reengineering / work redesign consultants who offer cookbook methods to make the organization efficient and reduce costs. The unfortunate consequence of this rush to redesign is that the employer accepts recommendations to change the organization without knowing the state of the workforce. The purpose of this research is to test the effects of work redesign as implemented at two for-profit hospitals using a measurement tool developed specifically for work redesign. The intent is to compare the hospitals separately as each work redesign initiative is unique to each entity. Observations and analysis are made based upon each hospital's experience from both a pretest and posttest measure. It is believed that each hospital will provide unique information regarding their initiative regardless of success or failure. According to the Job Diagnostics Survey (JDS), the measurement tool used both pretest and posttest, Hospital A required a work redesign initiative. Several variables indicated that the hospital's employees were not satisfied with their job, were in need of internal motivation, and were identified as responsive to job growth. The results from Hospital B however, suggested that a work redesign initiative was not required, but rather a change in organizational culture was needed. Posttest results indicated that there was adequate veracity to the assumptions made regarding the two initiatives as Hospital A's posttests results showed overall improvement in JDS scores while Hospital B's posttest results were similar to their pretest results. Statistically, the results did not show any significance pretest to posttest. The need for valued research cannot be emphasized enough, especially in a healthcare organization. The Joint Commission on the Accreditation of Healthcare Organizations places great emphasis on a hospital's performance improvement initiative - its plan, the plan's implementation and the measurement of outcomes. Hospitals therefore, should also measure the outcomes of work redesign initiatives and these outcomes should be measured in both human terms and in economic terms.
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Pepper, Jennifer. "Family vs. full time : women's redesign of organizational practice through job sharing." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0017/MQ55003.pdf.

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Karlapalem, Kamalakar. "Redesign of distributed relational databases." Diss., Georgia Institute of Technology, 1992. http://hdl.handle.net/1853/9173.

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Larsson, Petra, and Julia Karlsson. "Hud & Hälsocenter- Redesign av grafiskt material." Thesis, Tekniska Högskolan, Högskolan i Jönköping, JTH, Industriell organisation och produktion, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-24541.

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I den här rapporten har vi undersökt hur man genomför en re-design av logotyp och hur man kan förmedla kärnvärden genom grafiskt material. Vi fick i uppdrag ifrån Hollies Reklambyrå att re-designa Hud &amp; Hälsocenters ursprungliga logotyp samt grafiskt material. Det är inte ovanligt att företag inte förstår hur viktigt det är att ens grafiska profil är uppdaterad och förmedlar det man står för. Eftersom det kan kosta en del att byta ut den befintliga grafiska profilen så är många företag tveksamma inför det. Dock kan man tjäna igen de pengarna genom en re-design då man på ett bättre sätt lyckas förmedla sitt budskap och nå nya kunder. Syftet med arbetet är att förstärka Hud och Hälsocenters identitet som fokuserar på välmående både i det yttre och det inre. Målgruppen ska känna sig trygg samtidigt som de ska uppleva ett varmt omfamnande. Vi bröt ned syftet i följande frågeställningar: Hur kan man genomföra en re-design av en logotyp? Hur kan man förmedla Hud och Hälsocenters kärnvärden i ett nytt grafiskt material? De metoder vi använde oss av för att besvara frågeställningarna var att genomföra intervjuer med Hollies Reklambyrå och Hud &amp; Hälsocenter. Sedan genomförde vi en litteraturstudie, konkurrensanalys och designprocess. Resultatet från designprocessen fick vi feedback på från tre referenspersoner. I genomförandet av våra metoder och med en gedigen teoretisk bakgrund kan vi i resultatet förmedla Hud &amp; Hälsocenters kärnvärden i ett nytt grafiskt material. Vi har tagit fram en ny logotyp, visitkort, brevpapper samt design på hemsida. De slutsatser vi har kommit fram till är att det inte finns något specifikt tillvägagångssätt i en re-design av logotyp då det kan skilja sig mellan olika uppdrag och designers. Huvudsaken är att de förändringar som görs inte talar emot det budskap man vill förmedla utan istället förstärker kärnvärdena. Det krävs flera delar i det grafiska materialet för att förmedla kärnvärdena till målgruppen. Endast en komponent kan inte spegla alla på egen hand.<br>In this report, we have examined how to make a re-design of a logotype and how to express the words of value of the graphic material. We got an assignment from Hollies Reklambyrå to re-design Hud &amp; Hälsocenter’s original logotype and graphic material. It is not unusual that companies do not understand how important it is that one's visual identity is updated and expresses what you stand for. Because it can cost a lot to replace the existing graphic identity many companies hesitate to do so. However, one can earn back the money through a re- design because then you express your message in a better way and can reach new customers. The purpose of this work is to enhance Hud &amp; Hälsocenter’s identity that focuses on well-being in both on the inside and outside. The target group should feel safe and experience a warm embrace. We broke down the purpose of the following questions: How to conduct a re-design of a logo? How to express Hud &amp; Hälsocenter’s words of value in a new graphic material? The methods we used to answer the questions were interviews with the Hollies Reklambyrå and Hud &amp; Hälsocenter. Then we conducted a literature review, analysis of competitors and a design process. During the design process, we received feedback from three referees. The implementation of our methods and with a solid theoretical background, we could express Hud &amp; Hälsocenter’s words of value in the Result, in a new graphic material. We have developed a new logotype, business card, letterhead and design of a website. The conclusions we have reached is that there is no specific procedure in a re- design of the logotype as it can differ between different assignments and designers. The main thing is that the changes made do not contradict the message you want to convey, but instead reinforces the Hud &amp; Hälsocenter’s words of value. It requires several components in the graphical material to convey the words of value to the target group. Only one component may not reflect all on its own.
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Books on the topic "Job design and redesign"

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A, Whitsett David, ed. Scenarios of change: Advocacy and the diffusion of job redesign in organizations. Praeger, 1989.

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Emily, Cotler, ed. Web redesign: Workflow that works. New Riders, 2002.

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Great Britain. Work Research Unit. Job design. Work Research Unit, 1985.

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Institute of Personnel Management. Information Department. Job design. The Institute, 1985.

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Trinick, Paul. An investigation of motivation and job satisfaction with a view to job-redesign. The Author], 1995.

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DiLouie, Craig. Lighting redesign for existing buildings. Fairmont Press, 2011.

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Emily, Cotler, ed. Web redesign 2.0: Workflow that works. 2nd ed. New Riders, 2005.

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Smale, Pauline H. Redesign of the U.S. currency. Library of Congress, Congressional Research Service, 1987.

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Smale, Pauline H. Redesign of the U.S. currency. Congressional Research Service, Library of Congress, Major Issues System, 1987.

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Survey of college sports stadium redesign efforts. Primary Research Group, Inc., 2013.

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Book chapters on the topic "Job design and redesign"

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Carbonell, Pablo. "Pathway Redesign." In Metabolic Pathway Design. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-29865-4_9.

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Chlebek, Paul. "Design und Redesign." In Praxis der User Interface-Entwicklung. Vieweg+Teubner Verlag, 2011. http://dx.doi.org/10.1007/978-3-8348-8219-6_5.

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Tversky, Barbara. "Affording Design, Affording Redesign." In Principia Designae － Pre-Design, Design, and Post-Design. Springer Japan, 2014. http://dx.doi.org/10.1007/978-4-431-54403-6_7.

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Lindström, Kari. "Finnish research in organizational development and job redesign." In Job stress interventions. American Psychological Association, 1995. http://dx.doi.org/10.1037/10183-018.

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Sulzmaier, Sonja. "Airport business redesign." In Consumer-Oriented Business Design. Physica-Verlag HD, 2001. http://dx.doi.org/10.1007/978-3-642-57596-9_7.

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Reijers, Hajo A. "Process Design and Redesign." In Process-Aware Information Systems. John Wiley & Sons, Inc., 2005. http://dx.doi.org/10.1002/0471741442.ch9.

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Lorenzi, Nancy M., and Robert T. Riley. "Critical Design (Redesign) Issues." In Managing Technological Change. Springer New York, 2004. http://dx.doi.org/10.1007/978-1-4757-4116-2_10.

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Norris, Sharon E., and Tracy H. Porter. "Job Design." In The Encyclopedia of Human Resource Management. Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch53.

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Greasley, Andrew. "Job design." In Absolute Essentials of Operations Management. Routledge, 2019. http://dx.doi.org/10.4324/9780429290602-9.

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Boella, Michael J., and Steven Goss-Turner. "Job design." In Human Resource Management in the Hospitality Industry. Routledge, 2019. http://dx.doi.org/10.4324/9780429441400-5.

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Conference papers on the topic "Job design and redesign"

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Ju, Pei-Lun. "A Case Study of Development Intervention Techniques: Job Design and Redesign." In International Conference on Humanity and Social Science (ICHSS2016). WORLD SCIENTIFIC, 2017. http://dx.doi.org/10.1142/9789813208506_0058.

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Anderson, Charles, Yan Zhuang, and Ken Goldberg. "FixtureNet II: Interactive Redesign and Force Visualization on the Web." In ASME 1997 Design Engineering Technical Conferences. American Society of Mechanical Engineers, 1997. http://dx.doi.org/10.1115/detc97/dfm-4353.

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Abstract Digital communication over the Internet offers advantages in terms of speed, efficiency and automation. Fortunately, new geometric algorithms for design, simulation, and manufacturing have been developed and reported in the research literature. Unfortunately, the impact of these advances on the manufacturing community has been limited since implementations are difficult to port from one platform to another. As an example of how the Web can facilitate interactive design, we focus on one specific application area: modular fixture design. We have substantially extended our previous fixture design service, FixtureNet (Wagner et al., 1996), and added interactive tools to allow the user to build a deeper, more intuitive understanding of the fixtures found by FixtureNet. The first tool allows the user to simulate the effects of forces applied to the part in the fixture. Our second tool enables the user to consider changes to a part and verify in real-time that the fixture will still immobilize the modified part. Our tools balance the tasks between the Web client and a central server, performing fast user interactions in the client while running compute-bound fixture design jobs on the server. The implementation of this work can be found online at: http://riot.ieor.berkeley.edu/riot/Applications/FixtureNet.
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Buske, Scott E., and Tien-I. Liu. "Computer-Integrated Design and Manufacturing of Packaging Machines." In ASME 2005 International Mechanical Engineering Congress and Exposition. ASMEDC, 2005. http://dx.doi.org/10.1115/imece2005-81874.

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Automated packaging machines must be constantly redesigned to accommodate ever changing packing. There is little time to make these changes and no room for error. In this work, computer-integrated design and manufacture of a packaging machine has been conducted. A knowledge base system has been developed, which checks for errors in user input, updates all assemblies per the user input, checks for part interferences in the assembly, holds the new design to accepted design standards, and sends warning messages to the user’s computer screen in the event of a problem. The knowledge base then creates new intelligent part numbers. These part numbers provide the informational link from Engineering to Production as they contain all the new part information needed to make the parts. These part numbers are entered into a program that automatically creates the new tool paths for the CNC mill. The entered part number is automatically milled into the part to insure the correct part was entered. The cost of design and manufacture is then reduced substantially. This knowledge base also extends into sales for quoting and for new job creation which expedites the entire process.
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Ilnicka, Agnieszka, Antonio Bottiglieri, Maja Jaskiewicz, and David Kulakofsky. "Wellbore Stabilizing Technology Enhances Cementing Efforts in the North Sea." In SPE/IADC International Drilling Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/204014-ms.

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Abstract North Sea lithologies are often complex creating a difficult environment to deliver effective zonal isolation with standard cementing practices. With ever-present weak, fractured, and unconsolidated formations, the practice of fully lifting heavier cement up the annular gap between the formation and the casing or liner often times compromises the formation and the cement integrity. Wellbore Stabilizing (WBS) technology has been shown capable of providing zonal isolation under these difficult conditions. A cementing spacer has been developed that incorporates WBS technology providing a simple way to deliver the technology in front of any cement job, without compromising the cement integrity or requiring any last-minute slurry design or redesign. By separating the placement of the WBS technology from the cement itself, the cement slurry can be designed with the sole focus being on the interval's zonal isolation requirements. On Askepott wells in the Norwegian part of the North Sea, the Nordland weak zone is encountered after drilling out the 30-inch shoe from the Oseberg Vest H template. Cement back to the seafloor is required when cementing the 20-in casing in these 26-in. holes. Prior to the introduction of the WBS technology, pressure had been observed on the D-annulus, hinting at a lack of sufficient cement circulation. With assistance from this new WBS spacer, pressure is no longer observed in the D-annulus indicating the cement is now being circulated back inside of the conductor string. The WBS spacer has also been used successfully ahead of cement across the production interval in wells where losses were typically expected, and again full returns were observed. Normally cement spacers are utilized to separate the drilling fluid from the cement as these two fluids are normally incompatible with each other and to help push the drilling fluid out of the well so the annulus may be completely filled with cement. If the drilling fluid is not successfully displaced from the annular space, the zonal isolation intended by the primary cement job is usually less than ideal. In addition to these standard functions in preparation for cementing operations, this specialized WBS spacer also can prevent loss of cement to the formation.
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"A Review of Project Management Course Syllabi to Determine if They Reflect the Learner-centred Course Pedagogy [Abstract]." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4323.

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Aim/Purpose: Project Management (PM) capability is one of the skill sets that employers across a broad range of industries are seeking with a projected current talent deficit of 1.5 million jobs. Background A course syllabus is both a tool and a resource used by the learners, the faculty, and the school to articulate what to learn, how to learn, and how and when to access and evaluate the learning outcomes. A learner-centred course syllabus can enhance the teaching, the learning, and the assessment and evaluation processes. A learner-centred pedagogy seeks to create a community of learners by sharing power between the teachers and the students, providing multiple assessments, evaluations, and feedback mechanisms. Methodology: This study seeks to find out if the PM course syllabi reflect the attributes of a learner-centred pedagogy through a content analysis of 76 PM course syllabi gathered in 2018 from instructors affiliated with the Association to Advance Collegiate Schools of Business (AACSB) in the USA. Contribution: On the issue of PM content, only seven percent (7%) of the syllabi articulate that students would be involved in “real world” experiential projects or be exposed to the Project Management Body of Knowledge (PMBOK) areas and process groups. Findings: The results reveal that PM instructors fall short in creating a community of learners by not disclosing their teaching philosophy, beliefs, or assumptions about learning and tend not to share power, and do not encourage teacher-student interactions. Recommendations for Practitioners: Schools should try to align their programs both to the local and the national job markets by engaging PM practitioners as advisors. When engaged as ad-visors, PM practitioners provide balance and direction on curriculum design or redesign, emerging industry innovations, as well as avenues for internships and job opportunities. Recommendation for Researchers: PM has various elements associated with entrepreneurship and management and is also heavily weighted towards the use of projects and technology, making it a good candidate for learner-centred pedagogy. However, researchers should explore this assertion further by comparing the attainment of learning outcomes and students’ overall performance in a learner-centred and a non-learner-centred PM course. Impact on Society: To minimize this talent deficit individuals as well as the academy should invest in PM education and one approach that may increase the enthusiasm in the PM coursework is having a learner-centred pedagogy. Future Research: Researchers should explore this line of research further by gathering syllabi from other regions such as the European Union, Asia, Africa, Australia, etc. as well as conduct a comparative study between these various regions in order to find if there are similarities or differences in how PM is taught.
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Kitto, Kathleen L., and Eric K. McKell. "Enabling Collaborative Engineering With Computer Tools." In ASME 2000 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2000. http://dx.doi.org/10.1115/detc2000/cie-14600.

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Abstract The Engineering Technology Department at Western Washington University has been using the integration of advanced Computer Aided Engineering (CAE) tools to enable a redesign of the curriculum that uses a collaborative engineering approach similar to the environment used within our industrial counterparts. In today’s competitive global marketplace, those industrial organizations must produce higher quality, easier to manufacture and maintain parts in shorter periods of time. Products are most often created in concurrent engineering or collaborative business environments where rapid sharing of information is the very essence of modern engineering. In addition, the widespread use and availability of the Internet has changed the nature of engineering data management and exchange. Therefore, CAE tools must enable engineers, analysts, technologists and designers to do their jobs more efficiently in a world where time to market is ever shortening. The best CAE tools increase productivity, because they are “smarter” tools. Only when the students are well versed in the multi-faceted collaborative engineering atmosphere and the accompanying modern CAE tools within the curriculum are they truly ready to become immediately productive in the workplace after graduation. This paper first describes the collaborative engineering approach used in the curriculum within the Engineering Technology Department during the past two years. It then describes the use of CAE tools used in the collaborative engineering approach in departmental projects. Next, it details the classes that have been specifically enabled by the use CAE tools including Engineering Design Graphics I, Engineering Design Graphics II, Numerical Control Operations, Advanced Computer Numerical Control (CNC), Tool Design, and Computer Integrated Manufacturing (which includes rapid prototyping and finite element analysis). The final section of the paper outlines future plans for enhancing the curriculum further in both the integration of computer tools and the continued development of continuing cross-disciplinary projects based on careful outcomes assessment and feedback from industrial advisory boards and professional societies.
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Chen, Li, and Simon Li. "Towards Rapid Redesign: Pattern-Based Redesign Planning for Large-Scale and Complex Redesign Problems." In ASME 2005 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2005. http://dx.doi.org/10.1115/detc2005-84890.

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We have developed a decomposition-based rapid redesign methodology for large, complex computational redesign problems. While the overall methodology consists of two general steps: diagnosis and repair, this paper focuses on the repair step in which decomposition patterns are utilized for redesign planning. Resulting from design diagnosis, a typical decomposition pattern solution to a given redesign problem indicates the portions of the design model necessary for re-computation as well as the interaction part within the model accountable for design change propagation. Following this, this paper suggests repair actions with an approach derived from an input pattern solution, to generate a redesign roadmap allowing for taking a shortcut in the redesign solution process while scheduling re-computing tasks. To do so, a complete collection of re-computation strategies able to handle all possible decomposition patterns for any given redesign problem is introduced, and a two-stage redesign planning approach from re-computation strategy selection to redesign roadmap generation is proposed. An example problem concerning the redesign of a relief valve is used for illustration and validation.
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Wang, Lihui. "Combining facility layout redesign and dynamic routing for job-shop assembly operations." In 2011 IEEE International Symposium on Assembly and Manufacturing (ISAM). IEEE, 2011. http://dx.doi.org/10.1109/isam.2011.5942302.

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Bornoe, Nis, Anders Bruun, and Jan Stage. "Facilitating redesign with design cards." In the 28th Australian Conference. ACM Press, 2016. http://dx.doi.org/10.1145/3010915.3010921.

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Cleveland, William P., Elizabeth S. Fleming, and Gustavo Lee. "TCAS traffic display redesign." In 2011 Systems and Information Engineering Design Symposium (SIEDS). IEEE, 2011. http://dx.doi.org/10.1109/sieds.2011.5876873.

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Reports on the topic "Job design and redesign"

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Fischer, Gerhard, Andreas C. Lemke, and Christian Rathke. From Design to Redesign. Defense Technical Information Center, 1987. http://dx.doi.org/10.21236/ada447661.

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Gill, Ryan T., Adam Arkin, Pin Ching Maness, and Rob Knight. A Platform for Genome-Scale Design, Redesign, and Optimization of Bacterial Systems. Office of Scientific and Technical Information (OSTI), 2017. http://dx.doi.org/10.2172/1491906.

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Mackin, Patrick C., Paul F. Hogan, and Peter M. Greenston. Design of an Econometric Module to Support the ODCSPER Strength Management Systems Redesign. Defense Technical Information Center, 1998. http://dx.doi.org/10.21236/ada343086.

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Ma, Yoon Jin, and Kim HongYoun Hahn. Job Expectations, Job Preference, and Learning Expectations of Apparel Merchandising and Design College Students. Iowa State University, Digital Repository, 2013. http://dx.doi.org/10.31274/itaa_proceedings-180814-766.

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DuBois, David, Valerie Shalin, Keith Levi, and Walter Borman. Job Knowledge Test Design: A Cognitively-Oriented Approach. Defense Technical Information Center, 1993. http://dx.doi.org/10.21236/ada267303.

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Roth, Alvin, and Elliott Peranson. The Redesign of the Matching Market for American Physicians: Some Engineering Aspects of Economic Design. National Bureau of Economic Research, 1999. http://dx.doi.org/10.3386/w6963.

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Petronis, C. J., and C. W. Hannon. A Job Aid: Incorporating Continuous Operations Considerations in Unit Design. Defense Technical Information Center, 1995. http://dx.doi.org/10.21236/ada302293.

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Baker, George, and Thomas Hubbard. Make Versus Buy in Trucking: Asset Ownership, Job Design and Information. National Bureau of Economic Research, 2002. http://dx.doi.org/10.3386/w8727.

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Winn, Robert B., and Elisabeth B. Evensen. Authoring Guide: A Job Aid to Design and Produce a Combat Leaders' Guide. Defense Technical Information Center, 1988. http://dx.doi.org/10.21236/ada198873.

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Veech, David S. A Person-Centered Approach to Sustaining a Lean Environment - Job Design for Self-Efficacy. Defense Technical Information Center, 2004. http://dx.doi.org/10.21236/ada435275.

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