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Operations And Supply Chain Management
Found in: Page 288
Operations And Supply Chain Management

Operations And Supply Chain Management

Book edition 14th
Author(s) F. Robert Jacobs
Pages 800 pages
ISBN 9780078024023

Short Answer

Why are work measurements and time standards important for a firm? Are there any negatives to the implementation of these standards? Are there ways to achieve the same objectives without setting firm standards?

The work measurements are setting time constraints on a work.

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Step by Step Solution

Work measurements and time standards important for a firm

Work measurement is the method of establishing a standard time to complete a task at the required productivity levels. Work measuring is used in the workplace to remove non-standard as well as duplicate tasks. Work measurements, as well as the establishment of a standard time, are performed for the reasons listed:

  1. To manage work as well as assign capability: All timing systems need an idea of how long it will take to complete the job being planned.
  2. To establish an objective foundation for encouraging employees as well as monitoring their efficiency: Set criteria are very important when using output-based reward systems.
  3. Bidding for new agreements as well as evaluating progress on current ones: Could we handle it? Or how are you performing? Presuppose the presence of criteria.
  4. To give improved benchmarks: In addition to these basic reviews, benchmarking groups evaluate work requirements in their organization with those of similar occupations in these other firms on a constant schedule.

There are any negatives to the implementation of these standards

They are required to have a baseline measurement against which to assess as well as establish system objectives. They can harm employees' sentiments towards the task as well as the organization, particularly if they are unrealistic as well as unattainable.

Work measurement as well as the related work requirements have been a source of contention. Much of the complaints have come from organizations, which claim that a manager frequently establishes criteria that cannot be met consistently. (To counteract this, in certain agreements, the experienced professional who establishes the standard should show that he as well as she can complete the task over a relevant duration of time at the pace that was established.) There is also the idea that employees who discover a better method to execute their job are penalized by having their pay rate reduced. (This is generally referred to as rate reduction.)

Work measurement as well as norms, although these objections have shown to be beneficial. Much is dependent on the work's social as well as technical characteristics. Worker-set criteria typically make sense when the task demands group work to perform as a group as well as make changes. Tightly constructed, competently specified standards, however, are ideal where the task boils down to finishing the tasks swiftly as well as with minimal requirement for innovation (including delivering goods for UPS).

Ways to achieve the same objectives without setting firm standards

These aims include reducing unnecessary time, removing non-performing operations, establishing performance targets, as well as establishing goals as well as objectives. Even though some goals may have options, it is vital to have job measurement as well as standard-setting to accomplish specific objectives.

Avoiding the use of predetermined criteria eliminates the firm's unfair aims. Workers' inventiveness is also increased as a result. For instance, receiving feedback from the final consumer can help to achieve the goal of removing duplicate as well as nonperforming processes.

As a result, workers will not operate as per the standard established, however, will operate with client feedback in reference, therefore reducing unnecessary as well as nonperforming operations.The performance level can also be raised by raising the incentives for reaching high levels of quality. Good reactions from final users might be interpreted as positive quality evaluation.

However, in certain businesses where input from ultimate consumers is unavailable, the establishment of work measurement criteria becomes necessary. Varieties of industrial divisions are instances where standardization is required for job measuring.

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