Organisational Work Conditions

These flashcards cover key concepts related to organisational work conditions, including the effects of physical work conditions, the Hawthorne effect, and the impact of shift work on health and productivity.

What were the Hawthorne Studies?

A series of industrial experiments conducted primarily at Western Electric's Hawthorne Works in Illinois, United States, from 1924 to 1932. These studies aimed to investigate the relationship between physical and environmental workplace conditions and employee productivity, but they unexpectedly highlighted the significant impact of social and psychological factors.

What are physical work conditions in the workplace?

These refer to the tangible environmental factors within a work setting that can significantly influence employee comfort, health, safety, and ultimately, work performance. Key examples include ambient temperature (too hot or too cold), noise levels (distracting or excessive sound), illumination (lighting quality and intensity), air quality, and ergonomics.

Explain the Hawthorne effect.

The Hawthorne effect describes a phenomenon where individuals modify an aspect of their behavior in response to their awareness of being observed or evaluated. This behavioral change is often an improvement in performance, occurring simply because participants are receiving attention, rather than due to the specific experimental manipulation.

What were the key findings of the Illumination Experiments in the Hawthorne Studies?

In these experiments, researchers varied lighting levels to see their effect on productivity. Surprisingly, both the experimental group (with changed lighting) and the control group (with constant lighting) showed increased productivity. Productivity only significantly declined when illumination was reduced to an extremely low, 'moonlight level,' suggesting that psychological and social factors, rather than just physical lighting, were influencing performance.

What is the 'myth of social factors' in the context of the Hawthorne Studies' interpretation?

The 'myth of social factors' refers to the hypothesis, often attributed to early interpretations of the Hawthorne Studies, that social and psychological factors (like group dynamics, supervision styles, and feelings of being valued) were overwhelmingly more important than physical working conditions or financial incentives in explaining increases in worker productivity. This perspective arguably overemphasized social aspects while downplaying other potential influences.

How do open plan offices compare to traditional enclosed offices regarding work environment?

Open plan offices are characterized by large, shared spaces with minimal physical barriers, aiming to foster collaboration, communication, and a sense of community. However, they often lead to challenges such as reduced privacy for individual tasks, increased noise distractions, and difficulties in concentration. Traditional offices, with private or semi-private enclosures, generally offer better privacy and quiet for focused work but can hinder spontaneous interaction and team cohesion.

What are 'temporal conditions' in the workplace, and why are they important?

Temporal conditions refer to the time-related aspects under which employees work, including the duration of shifts, start and end times, frequency of breaks, and patterns of shift rotation. These conditions are crucial because they directly impact an employee's circadian rhythm, work-life balance, fatigue levels, and overall well-being and productivity.

Define 'shift work' and provide typical patterns.

Shift work involves working hours that fall outside the traditional 9-to-5 workday. It typically includes working during evenings, nights, or on weekends, often as part of a rotating schedule or a permanent night shift. Common patterns include fixed shifts (e.g., permanent night shift), rotating shifts (e.g., metropolitan or continental patterns), and split shifts.

Explain the 'rapid rotation theory' in the context of shift work patterns.

The 'rapid rotation theory' advocates for work patterns with frequent and quick changes between shifts, typically involving shifts of 2-3 days before rotating to the next. The idea is to minimize the disruption to an employee's circadian rhythm by not allowing the body to fully adapt to a new schedule. Examples include the metropolitan pattern (2 mornings, 2 afternoons, 2 nights, then 4 days off) and the continental pattern.

Elaborate on the documented health impacts of shift work.

Research consistently links shift work to a range of adverse health outcomes, largely due to its disruption of the body's natural circadian rhythm. These include an increased risk of gastrointestinal diseases (e.g., ulcers, indigestion), cardiovascular diseases (e.g., heart attack, stroke), metabolic disorders (e.g., diabetes, obesity), and mental health issues like depression and anxiety. Shift work can also worsen existing chronic conditions.

What did the study by Gold et al. (1992) reveal about health and safety risks among rotating shift nurses compared to day/evening nurses?

The study by Gold et al. (1992) highlighted significant detriments for nurses on rotating shifts. Compared to their counterparts working fixed day or evening shifts, rotators reported fewer average hours of sleep per night, a higher incidence of accidents (both at work and elsewhere), and substantially higher odds of experiencing drowsiness and falling asleep while driving, underscoring the severe fatigue associated with irregular schedules.

Describe 'flexible working arrangements' and provide examples.

Flexible working arrangements are alternative work patterns that deviate from traditional fixed hours or office-based employment, designed to provide employees with greater autonomy over when, where, and how they work. Examples include working from home (telecommuting or remote work), compressed workweeks (e.g., 4x10-hour days), flextime (flexible start and end times), job sharing, and staggered hours.

What are some potential benefits of flexible working arrangements for employees and employers?

For employees, benefits include improved work-life balance, reduced commuting stress, increased autonomy, and often higher job satisfaction. For employers, advantages can include enhanced employee retention, reduced absenteeism, increased productivity, better utilization of workspace (for remote work), and the ability to attract a wider talent pool.

What are some challenges associated with implementing flexible working arrangements?

Challenges can include difficulties in fostering team cohesion and communication, potential feelings of isolation for remote workers, ensuring equitable treatment among employees, managing IT infrastructure and cybersecurity for remote access, maintaining clear boundaries between work and personal life, and potential for reduced direct supervision and oversight.

How do specific physical work conditions like noise, lighting, and temperature impact productivity and well-being?

• Noise: Excessive or distracting noise (e.g., loud conversations, constant machinery) can impair concentration, increase stress, and lead to errors, especially in tasks requiring focus.

• Lighting: Inadequate or poorly designed lighting (too dim, too bright, glare) can cause eye strain, headaches, fatigue, and reduce visual acuity, negatively affecting task performance.

• Temperature: Temperatures outside a comfortable range (too hot or too cold) can cause discomfort, lead to physiological stress, reduce cognitive function, and decrease overall productivity and morale.