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JOB
REDESIGN
for OLDER
WORKERS
T E N C A S E S T U D IE S

BULLETIN NO. 1523
U.S. DEPARTMENT OF LABOR

Sponsored by: OFFICE OF MANPOWER POLICY, EVALUATION, AND RESEARCH
Prepared
by: BUREAU OF LABOR STATISTICS



W. Willard Wirtz, S e c r e t a r y

Curtis C. Aller, Director
A rthur M. Ross, Commissioner

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JOB
REDESIGN
for OLDER
WORKERS
T E N CASE STU D IES

rgT

Bulletin No. 1523
U.S. D E P A R T M E N T OF LABOR

Sponsored by: OFFICE OF MANPOWER POLICY, EVALUATION, AND RESEARCH
Prepared by: BUREAU OF LABOR STATISTICS

For sale by the Superintendent


W. Willard Wir tz, S e c r e t a r y

Curtis C. Aller, Director
Arthur M. Ross, Commissioner

of Documents, U.S. Government Printing Office, Washington, D.C., 20402 - Price 40 cents




P r e fa c e
W ith 40 p e r c e n t o f the la b o r f o r c e m ade up o f w o r k e r s 45 y e a r s o f
age and o v e r , re d e sig n in g jo b s to a cco m m o d a te the actual c a p a c itie s o f o ld e r
w o r k e r s is a ttra ctin g in c r e a s in g in te r e s t. It is co m in g to be r e c o g n iz e d
both as a p r a c t ic a l n e e d under cu r re n t con d ition s o f sh o rta g e s o f e x p e r ie n c e d
w o r k e r s and as an op portu n ity fo r tra n sla tin g en ligh ten ed s o c ia l p o lic y into
a ctio n .
In h is 1965 r e p o r t to C o n g r e s s , T he O ld er A m e r ic a n W o r k e r , S e c r e ­
ta r y o f L a b o r W . W illa r d W irtz stated that " L a b o r and M anagem ent m u st be
r e lie d on to w o r k out tech n iqu es to h elp o ld e r w o r k e r s m e e t the re q u ir e m e n ts
o f new j-obs w h ile they a re still e m p lo y e d , " in clu d in g te ch n iq u e s, " fp r the
re d e s ig n o f jo b s to p e rm it g re a te r n u m b e rs o f o ld e r w o r k e r s to fu n ction e f f e c ­
tiv e ly and at high le v e ls o f p ro d u ctiv ity . "
T h is b u lletin w a s p re p a re d by the B u reau o f L a b o r S ta tistics under
co n tr a c t to the O ffic e o f M anpow er P o lic y , E va lu ation , and R e s e a r c h , under
title*I o f the M anpow er D ev elop m en t and T ra in in g A c t , P . L . 8 7 -4 1 5 . It w as
un dertaken as part o f the U .S . D ep a rtm en t o f L a b o r ’ s p ro g ra m to p ro m o te
the fu ll u se o f a ll ou r human r e s o u r c e s , a s r e c o m m e n d e d b y the P r e s id e n t
in h is 1966 M an p ow er R e p o r t.
T h e p r o je c t w a s c a r r ie d out in the O ffic e o f P r o d u c tiv ity , T e c h n o lo g y ,
and G row th, J e r o m e A . M a rk , A s s is ta n t C o m m is s io n e r . It w a s d ir e c te d b y
H erm a n M . Stu rm , under the g e n e ra l s u p e rv isio n o f E d g a r W e in b e rg , C h ief,
D iv is io n o f T e c h n o lo g ic a l S tu d ies. T he c a s e stu d ies w e r e p r e p a r e d b y
H erm a n R oth b erg and E dw ard M itn ick . Staff o f the D iv is io n o f O ccu p a tion a l
A n a ly s is , the U .S . E m p loy m en t S e r v ic e , and the O ffic e o f M anpow er P o lic y ,
E va lu ation ,a n d R e s e a r c h w e r e co n su lte d in the planning o f this study.
T h e B u re a u o f L a b o r S ta tistics is d e e p ly g ra te fu l to the 10 co m p a n ie s
w h ich c o o p e r a t e d in the d e ta ile d c a s e stu d ies and to s e v e r a l hundred c o m p a ­
n ie s who r e p lie d to a le tte r o f in q u iry .




iii




C ontents
P a ge
I n t r o d u c t io n -------------------------------------------------------O b je ctiv e s o f the s t u d y ------------------------------------------------------------------------M ethod o f s t u d y - - - - - -----------------------------------------------------------------------R ela tion to oth er studies --------------Sum m ary and co n c lu s io n s -------------------------------------------------------------------------

1
1
2
3
5

C ase studies o f jo b re d e s ig n fo r o ld e r w o r k e r s :
C rane o p e r a to r at a slag plant -------------------------------- --------- ----------------E le c t r ic m o to r re p a irm a n at an a ir c r a ft engine p l a n t -------------------P a c k e r -s h ip p e r at an alum inum fra m e p l a n t -------------- --------------------D ie p r e s s o p e r a to r at a stam ping p l a n t ----------------------------------------M a te ria ls h a n d lers at a ca rp e t plant --------T o p -s titc h w o r k e r s at a fo o tw e a r fa c t o r y - ---------------------------------------P r e s s o p e ra to r at a n ov elty p ro d u cts m anufacturin g p l a n t ------------G rin d ers at a f o u n d r y --------------------------------------------------------------------------W ire c u tte r and p o r t e r s at an in stru m en t fa c t o r y ---------------------------C ircu it a s s e m b y w o r k e r s in a com p u ter plant --------------------------------

10
14
21
24
26
29
32
35
40
43

A ppendixe s :
A . U n ion -in d u stry sp o n so re d re h a b ilita tio n p r o j e c t ---------------------B. L e tte r to c o m p a n i e s ------------------C. C h eck list fo r study of jo b re d e sig n fo r o ld e r w o r k e r s --------- S elected annotated b ib lio g ra p h y on o ld e r w o r k e r em p loy m en t and jo b
r e d e s ig n ------------------------------------------




V

46
48
50
54




JOB REDESIGN F O R O L D E R W ORKERS:

TE N CASE STUDIES

In trod u ction

M axim u m u se o f a v a ila b le m a n pow er r e s o u r c e s b e c o m e s in c r e a s ­
in g ly im p orta n t as the U .S . e co n o m y b eg in s to o p e ra te at fu ll ca p a c ity .
W aste o f m a n p ow er through a r b it r a r y and d is c r im in a t o r y p r a c t ic e s tow a rd
p a rticu la r grou p s o f e m p lo y e e s often r e s u lts fr o m la c k o f k n ow ledge about
how to use ca p a c itie s o f w o r k e r s who have s p e c ific p r o b le m s . D e clin in g
p h y sica l c a p a c itie s o f o ld e r in d ivid u als a re e x a m p le s o f such p r o b le m s .
One a p p roa ch is to r e a s s ig n o ld e r w o r k e r s to p o sitio n s w h ich p r e ­
su m a b ly m ake fe w e r p h y sica l o r s e n s o r y dem ands at the sam e o r lo w e r pay.
R ea ssig n m en t often in v o lv e s re tra in in g to m e e t the re q u ire m e n ts o f the new
jo b s .
A n oth er a p p roa ch is to r e t ir e the o ld e r w o r k e r , at a fu ll o r re d u ce d
p en sion . M any p riv a te p en sion plans p ro v id e f o r d isa b ility r e tir e m e n t at any
a ge, but w o r k e r s m u st u su a lly have at le a st 15 y e a rs o f s e r v ic e . E a r ly r e t ir e ­
m ent r a r e ly b eg in s b e fo r e age 55 and u su a lly r e q u ir e s a re d u ctio n in p en sion
b e n e fits.
A th ird a p p ro a ch is to e lim in a te ce r ta in p h y s ic a l o r p e rce p tu a l
dem ands o f the jo b that c r e a te s t r e s s fo r the o ld e r w o r k e r - - b y m o d ify in g
equipm ent, o r re a rra n g in g w o r k flo w . T he re s u lt is that o ld e r w o r k e r s can
p e r fo r m m o r e e a s ily the rem a in in g ta sk s. J ob r e d e s ig n and re a ssig n m e n t
a re the on ly a p p ro a ch e s in w h ich the o ld e r w o r k e r who cannot keep up w ith
h is o ld jo b m a y continue w ork in g fo r the sam e e m p lo y e r .
T h is r e p o r t p re s e n ts in fo rm a tio n about the e x p e r ie n c e o f co m p a n ie s
who have b een s u c c e s s fu l in re d e sig n in g jo b s fo r o ld e r w o r k e r s . T he in t r o ­
duction d e s c r ib e s the sco p e and m e th o d s o f the study. T he su m m a ry p re s e n ts
the findings and c o n c lu s io n s . T en c a s e studies fo r m the b od y o f the r e p o r t .
A s p e c ia l c a s e su m m a riz in g a study o f a u n io n -s p o n s o r e d p r o g r a m is p r e ­
sented in the appendix. A ls o in the appendix a re an annotated b ib lio g ra p h y o f
r e fe r e n c e s on jo b r e d e s ig n and o th e r a s p e cts o f o ld e r w o r k e r s e m p loy m en t,
the le tte r o f in q u iry to co m p a n ie s , and the c h e c k lis t o f q u e stio n s u 6ed in
in te rv ie w s during the study.
O b je c tiv e s o f the Study
T he fo c u s o f the study is on a ctu al m eth od s o f jo b r e d e s ig n u se d by
U .S . co m p a n ie s and the e x p e r ie n c e s o f those co m p a n ie s who have sa lv a g ed
the sk ills o f o ld e r e m p lo y e e s through jo b r e d e s ig n .




2

The s p e c ific o b je c t iv e s o f the study a re tw o fo ld ; f ir s t , to a s c e r ta in
the e x is te n ce o f s p e c ific c a s e s o f jo b r e d e s ig n fo r o ld e r w o r k e r s in A m e r ic a n
p la n ts. W h ile in d u stry g e n e ra lly r e e n g in e e r s jo b s to in c r e a s e e ffic ie n c y and
lo w e r c o s t s , it is u n ce rta in w hether m u ch attention is given to r e d e s ig n to
a cco m m o d a te the r e d u ce d c a p a c itie s o f o ld e r w o r k e r s . T he in itia l o b je c t iv e
in this study w as to lo c a t e s p e c ific c a s e s o f jo b r e d e s ig n that m ig h t be studied
in d eta il.
T he u ltim ate o b je c t iv e w as to obtain d eta iled in fo rm a tio n about actu a l
c a s e s o f jo b r e d e s ig n that w ou ld in d ica te to e m p lo y e r s the type o f jo b s and
w o r k e r s in v olv e d ; ch a n ges that have been m a d e; and the b e n e fits , c o s t s , and
p r o b le m s re su ltin g fr o m jo b r e d e s ig n .
M eth od o f Study: T he study w a s c a r r ie d on in tw o p h a s e s . F ir s t , a m a il
ca n v a ss o f 500 co m p a n ie s w as m a d e to lo c a t e p o s s ib le c a s e s o f jo b r e d e s ig n
w h ich c o u ld be studied m o r e in te n s iv e ly through p e r s o n a l v is it s . A lis t o f
500 co m p a n ie s w a s draw n fr o m the F ortu n e P la n t and P ro d u ct D ir e c t o r y o f
the 1 ,0 0 0 L a r g e s t U. S. In d u stria l C o r p o r a tio n s , B eginning with' the f ir s t
e n try , a ltern a te s e le c tio n s w e r e m ade throughout the lis t o f c o m p a n ie s . T h e s e
c o r p o r a t io n s e m p lo y a substantial p r o p o r tio n o f a ll fa c t o r y e m p lo y e e s in the
U nited S ta tes. M o st o f the co m p a n ie s s e le c te d had m a n y e sta b lish m e n ts, v a r y ­
ing in s iz e fr o m le s s than 100 to m any thousands o f e m p lo y e e s . T h e C o m m is ­
sio n e r o f L a b o r S ta tistics sent a le tte r explain ing the study to the p re sid e n t o f
e a ch com p a n y . F iv e e x a m p le s o f jo b r e d e s ig n fo r o ld e r w o r k e r s w e r e a tta ch ed
to the le tte r . (See appendix B .)
In addition, the r e s e a r c h sta ff re v ie w e d the e x te n siv e lite r a tu r e on
em p loy m en t o f o ld e r w o r k e r s . T h e y co n ta cte d co m p a n y , union, u n iv e r s ity ,
and oth er e x p e r ts who m igh t know o f e x a m p le s o f jo b re d e s ig n and p r a c t ic e s
u se d . T h e p r o je c t w a s announced and d e s c r ib e d at the 1966 N ational C o n fe r ­
en ce on M anpow er T ra in in g and the O ld er W o r k e r , s p o n s o r e d b y the N ational
C ou n cil on A g in g . N o tic e s about the study w e r e p u b lish ed in the N ational
A s s o c ia t io n o f M an u factu rers* M onthly N e w s le tte r , the J o u rn a l o f O ccu p a tion a l
M e d ic in e , T h e G e r o n to lo g is t, and the J ou rn a l o f In d u stria l E n g in e e rin g .
S e v e ra l oth er jo u r n a ls in fie ld s o f in d u stria l m e d ic in e and g e r ia t r ic s w e r e
in fo r m e d about the study. T he A d m in istra tio n on A gin g o f the D ep artm en t o f
H ealth, E d u ca tion , and W e lfa r e , through its fie ld sta ff, c o o p e r a te d in seek in g
ex a m p le s o f jo b r e d e s ig n fo r the study.
A tota l o f 284 r e p lie s o r 56 p e rce n t o f the co m p a n ie s co n ta cte d
re s p o n d e d to the m a il c a n v a s s . No follow u p w as m a de o f n on resp on d en ts
b e ca u s e it w a s p re s u m e d that th ey d id not have p ertin en t e x p e r ie n c e s to
r e p o r t . No c a s e s suitable fo r ca se study w e r e obtain ed fr o m s o u r c e s o th e r
than the m a il c a n v a s s .
O f the 284 re sp o n d e n ts, on ly a sm a ll n u m ber in d ica te d that th e y had
r e d e s ig n e d jo b s s p e c ific a lly fo r o ld e r w o r k e r s . M any had r e a s s ig n e d o ld e r
w o r k e r s to le s s stren u ou s jo b s in the sam e plant. S om e co m p a n ie s se t a sid e




3

s p e c ific jo b s fo r o ld e r w o rk e rs* S e v e ra l m ade jo b t r a n s fe r s in a c c o r d a n c e
w ith c o lle c t iv e bargain in g c o n tra ct p ro v isio n s * A few r e lie d on e a r ly r e t i r e ­
m ent plans to handle aging w o r k e r s d eclin in g ca p a c ity .
The s e co n d phase o f the study c o n s is te d o f in ten siv e studies o f the
10 c a s e s at the plants w h ich had re d e s ig n e d jo b s fo r o ld e r w o r k e r s . T w o
in v e s tig a to rs v is ite d e a ch com p a n y and in te rv ie w e d plant o f f ic ia ls . A c h e c k ­
lis t w as u s e d in the in te rv ie w s and is shown in appendix C .
T he in terv ie w s w e r e con d u cted w ith plant m a n a g e r s , p e rso n n e l
d ir e c t o r s , m e d ic a l staff, and sa fety en gin eers* P lan t v is it s , w h ich in clu d ed
o b s e r v a tio n o r d is c u s s io n s w ith the w o r k e r s a ffe cte d , to o k fr o m 1 to 2 days*
E a ch o f the c a s e studies in this .report p re s e n ts the in fo r m a tio n under
fou r m a jo r su b je c ts : d e s c r ip tio n o f the esta b lish m en t; d e s c r ip tio n o f jo b p r io r
to re d e sig n ; re co g n itio n o f n e e d to r e d e s ig n the jo b ; and the nature and r e s u lts
o f the r e d e s ig n . E ach o f the c a s e stu dies is p r e fa c e d by a su m m a ry .
In addition to the c a s e studies m ade through p e rs o n a l v is it s , appendix
A p re s e n ts the e x p e r ie n c e o f a u n io n -s p o n s o r e d p r o je c t fo r reta in in g o n -t h e jo b o ld e r w o r k e r s w ho have lim ite d fu n ction a l c a p a c itie s . T h is study w as
b a se d on d is c u s s io n s with the p r o je c t d ir e c t o r s .
R e la tio n to O ther Studie s
T h is study p r o v id e s d e ta ile d in fo rm a tio n , b a se d on p e r s o n a l in t e r ­
v ie w s , on e x a m p le s o f jo b re d e sig n fo r o ld e r w o r k e r s - - a su b je ct w h ich h ith e r ­
to has b een d is c u s s e d la r g e ly in a b stra ct t e r m s . In 1933, a study, T he O ld er
W o rk e r in In d u stry , w a s p r e p a r e d fo r the New Y o rk State C o m m is s io n on O ld
A g e S ecurity* T h is study d e s c r ib e d the advantages o f reta in in g the o ld e r
w o r k e r on h is jo b as his ca p a c ity d e clin e d . It re co m m e n d e d t r a n s fe r r in g
part o f the jo b to oth er w o r k e r s and p ro v id in g m e ch a n ic a l d e v ic e s fo r the
con v ey a n ce o f h ea vy m a te r ia ls .
In 1954, the New Y o r k L e g is la tiv e C om m itte e on P r o b le m s o f A gin g
u n d ertook a m a il su rv e y o f about 500 e sta b lish m e n ts in N ew Y o rk State. T h e
study found n u m erou s c a s e s o f jo b re a ssig n m e n t but on ly a few e x a m p le s o f
jo b s re d e s ig n e d s p e c ific a lly fo r o ld e r w o r k e r s .
In re ce n t y e a r s , the O rga n iza tion fo r E c o n o m ic C o o p e ra tio n and
D ev elop m en t (OECD) has s p o n s o re d v a rio u s p r o je c t s on jo b r e d e s ig n fo r
o ld e r w o r k e r s , in clu d in g s e m in a r s , r e s e a r c h r e p o r t s , and c a s e studies
(in clu d in g this study) in s e v e r a l c o u n tr ie s . The OECD p u b lica tio n s a re lis t e d
in the annotated b ib lio g ra p h y p re se n te d in the appqhdix. T h e c h e c k lis t u se d
in this study w a s b a se d on a q u estion n a ire d e v e lo p e d in the O ECD p r o g r a m .




4

Studies o f jo b re d e s ig n fo r o ld e r w o r k e r s m a y be v ie w e d as a s p e cia l
a s p e c t o f the b ro a d and grow in g fie ld o f hum an e n g in e e rin g , s o m e tim e s c a lle d
‘ 'e r g o n o m ic s . n H um an en g in eerin g studies take a ccou n t o f s c ie n t ific data on
the actual p h y sica l lim ita tio n s o f w o r k e r s , young o r o ld , as they re la te to
re q u ir e m e n ts o f the job* ’’E r g o n o m ic s ” m a y a lter the jo b in o r d e r to im p r o v e
the w o r k e r ’ s p e r fo r m a n c e and e ffic ie n c y w h ile m in im iz in g the p h y sica l stra in s
o r h a za rd s to w h ich he is e x p o s e d . A p p lica tio n s o f hum an e n g in e e rin g u su a lly
r e m o v e th ose e le m e n ts o f jo b s w h ich a r e p a r tic u la r ly d ifficu lt fo r o ld e r w o r k ­
e r s ; at the sam e tim e they p ro v id e som e b en efit to younger w o r k e r s .




5

S u m m ary and C o n clu sio n s
S e v e r a l fin d in gs on p r a c t ic e s o f jo b r e d e s ig n a ffe ctin g o ld e r w o r k e r s
in A m e r ic a n in d u stry e m e r g e d fr o m this study. T h e fo llo w in g su m m a ry
p re s e n ts co n c lu s io n s b a se d m a in ly on 10 c a s e stu d ie s, and on in fo r m a tio n
obtain ed in the m a il ca n v a s s , in te rv ie w s , and o th e r co n ta cts with m a n a g e­
m ent during the p r e lim in a r y phase o f the study* S in ce the c a s e s studied a re
not a s c ie n tific sa m p le, the fin din gs a re illu s tra tiv e ra th e r than d e fin itiv e .
1* J ob s a re being r e d e s ig n e d con sta n tly to im p r o v e e ffic ie n c y , but on ly
o c c a s io n a lly to adapt the jo b to the lim ita tio n s o f o ld e r w o r k e r s . M a n a ge­
m ent often chan ges the content o f jo b s to m e ch a n iz e and to im p r o v e m eth od s
o f production* B oth o ld and young w o r k e r s b en efit fr o m any re d u ctio n in
liftin g , c a r r y in g , stretch in g , p ro lo n g e d standing, and oth er fatiguing ta s k s .
O ld er w o r k e r s d e riv e the g re a te st b e n e fits fr o m such chan ges sin ce p h y s ica l
s t r e s s a ffe c t s them m o r e than young w o r k e r s . A lthough it is fre q u e n tly d iffi­
cult to d eterm in e the dom inant m o tiv e fo r jo b r e d e s ig n , in som e c a s e s the
s p e c ific p u rp ose w as to e a se the stra in o f the jo b on o ld e r w o r k e r s .
2. Job r e d e s ig n fo r o ld e r w o r k e r s has been c a r r ie d out in la r^ e and s m a ll
e sta b lish m e n ts, and in a w ide v a rie ty o f m a n u fa ctu rin g in d u s t r ie s . C a s e s of
jo b re d e s ig n w e r e found "in plants p ro d u cin g a ir c r a ft e n g in e s, alum inum fr a m ­
ing, building m a te r ia ls , c a r p e ts , co m p u te r s , co p p e r p ip e fittin g s, fo o tw e a r,
h ea vy ir o n p ip e , p r e c is io n in s tru m e n ts, and p rin te d n o v e lt ie s . T he s iz e o f
the total w o r k fo r c e in th ese plants v a rie d fr o m fe w e r than one hundred
e m p lo y e e s to s e v e r a l thousand e m p lo y e e s*
3. Job re d e s ig n has b een a p p lied in a range o f jo b s , a ffe ctin g in d ivid u a ls
w ith v a ry in g p e r s o n a l c h a r a c t e r is t ic s . S om e o ld e r w o r k e r s w h ose jo b s w e r e
r e d e s ig n e d w e r e e m p lo y e d in lo w -p a id jo b s su ch as p o r t e r s ; o th e rs w e r e
s e m is k ille d m a ch in e o p e r a to r s ; and a few w e r e h igh ly s k ille d c r a fts m e n .
M ost o f the w o r k e r s a ffe c te d w e r e o ld e r m e n and w om en w h ose p h y s ica l c o n ­
dition had not a ffe cte d su b sta n tia lly th e ir jo b p e r fo r m a n c e , but th ere w e re
s e v e r a l c a s e s o f w o r k e r s w h o se a ilm en ts had s ig n ifica n tly re d u ce d th e ir w o r k
ca p a c ity .
4 . In fo rm a l a ctio n s by fo r e m e n o r plant m a n a g e rs to m o d ify jo b s to o ld e r
w o r k e r s c a p a c itie s w e r e the ty p ica l c a s e ; fo r m a l p r o g r a m s w e r e l e s s f r e ­
quent. One c a s e study d e s c r ib e s a fo r m a l p r o g r a m fo r jo b adaptation to the
fu n ction al c a p a c ity o f w o r k e r s , in v olv in g the p a rticip a tio n o f m e d ic a l and
oth er s p e c ia liz e d a u th o ritie s at a la rg e a ir c r a ft engine p r o d u c e r . O ther
la r g e A m e r ic a n c o r p o r a t io n s have s im ila r fo r m a l p r o g r a m s . Job r e d e s ig n
to im p r o v e e ffic ie n c y o f a s p e c ific aging w o r k e r o r group o f w o r k e r s , o r to
reta in on the jo b an o ld e r w o r k e r w ho had su ffe re d som e type o f illn e s s w as
m o r e com m on* In th ese c a s e s , plant m a n a g e rs and fo r e m e n in itia ted the
re d e s ig n , so m e tim e s w ith the help o f m eth ods e n g in e e r s , and in so m e c a s e s ,
with a rra n g em en ts fo r in fo rm in g the union.




6

5* Changing the content o f jo b s in con ju n ction w ith equipm ent im p r o v e m e n t
w a s one o f the a p p ro a ch e s fa llo w e d in jo b r e d e s ig n . A n oth er a p p ro a ch w a s
r e a llo c a tio n o f duties am ong w o r k e r s on an o p e ra tio n to adapt p a r tic u la r jo b s
to the ca p a city o f o ld e r w o r k e r s . S om e c a s e studies d e s c r ib e the e ffe c t s o i
m e ch a n iza tio n in m aking w o r k e a s ie r fo r o ld e r w o r k e r s . In oth er c a s e s ,
p a r tic u la r ly stren u ou s ta sk s w e r e r e m o v e d fr o m the o ld e r w o r k e r s and
a ssig n e d to you n ger w o r k e r s o f the sam e w o rk grou p .
6. Job r e d e s ig n fo r o ld e r w o r k e r s u su a lly in v o lv e d v e r y little m o n e y ou tlay
fo r new equipm ent, and s c a r c e ly any lo s s in output due to w o r k in te rr u p tio n .
M o st o f tlie c a s e s o f jo b re d e s ig n required! eith er re a rra n g e m e n ts o f w o rk
a ssig n m en ts o r slight ch a n ges in w o rk a re a s o r la y o u ts. E x p en d itu res fo r
equipm ent w e r e m in o r and p r a c t ic a lly no lo s s o f p ro d u ctio n tim e w as in v o lv e d .
T he few c a s e s in w h ich m a jo r in v estm en ts fo r new equipm ent w e r e r e q u ir e d
u su a lly r e fle c t e d n o r m a l c o s t s o f in trod u cin g im p r o v e d m a ch in e r y o r t e c h ­
n iq u es. T he study w as not intended to d eterm in e w heth er any co m p a n ie s w e r e
d e te r r e d fr o m m aking jo b ch an ges b y c o s t c o n s id e r a t io n s . O nly s u c c e s s fu l
ex a m p le s o f jo b re d e s ig n w e r e sought.
7. Job re d e s ig n f o r o ld e r w o r k e r s g e n e ra lly re s u lte d in im p r o v e d p r o d u c tiv ity l In s e v e r a l c a s e s , a substantial r is e in output p e r m a n -h o u r in the
o p e ra tio n r e s u lte d fr o m jo b re d e s ig n ; in no c a s e w a s p ro d u ctiv ity a d v e r s e ly
a ffe c te d . T h e quality o f the w o r k im p r o v e d in so m e c a s e s . M e ch a n iza tio n
o f w o r k p r e v io u s ly done by hand re s u lte d in v e r y la r g e la b o r s a v in g s. S ig ­
n ifica n t p ro d u ctiv ity gains a ls o r e s u lte d fr o m r e a rra n g e m e n t o r r e a llo c a t io n
o f ta sk s am ong g rou p s o f o ld and young w o r k e r s .
8. M ech a n iza tion , w h ich w as in v o lv e d in jo b r e d e s ig n fo r so m e o ld e r w o r k e r s ,
r e s u lte d in d isp la ce m e n t o f w o r k e r s in som e c a s e s ; re a ssig n m e n t o r r e t i r e ­
m ent fo r o t h e r s . In s e v e r a l c a s e s , chan ges in p ro d u ctio n m eth od s not on ly
re d u ce d la b o r re q u ir e m e n ts p e r unit, but a ctu a lly e lim in a te d so m e jo b s . In
a ll such in s ta n c e s , the w o r k e r s a ffe c te d w e r e eith er r e a s s ig n e d to oth er jo b s
o r r e t ir e d on p e n sio n s . T he r e a s s ig n e d w o r k e r s u su a lly w e r e t r a n s fe r r e d to
jo b s in w h ich th ere w a s le s s p h y s ica l stra in than in th eir fo r m e r jo b s .
9 . Job r e d e s ig n has som e advantages fo r both the o ld e r w o r k e r and m a n a g e ­
m ent o v e r the p r a c t ic e o f re a s s ig n in g o ld e r w o r k e r s to oth er jo b s . The c a s e s
r e fle c t th ese a d v a n ta g e s.
he o ld e r w o r k e r is kept on a jo b lie ’kn ow s, in h is
c u s to m a r y w o r k p la c e , ra th er than b ein g sh ifted to w o r k and su rrou n d in gs
w ith w h ich he is u n fa m ilia r. He contin ues to use h is s k ills , th e re b y m a in ta in ­
ing h is m o r a le and a void in g re d u ctio n o f earn in g c a p a c ity . S k ille d e m p lo y e e s
w h ose ca p a c ity is d eclin in g can be reta in ed w h e re no jo b open in gs a re a v a ila ­
ble to w h ich such e m p lo y e e s co u ld be r e a s s ig n e d , o r w h ere e a r ly re tire m e n t
is not fe a s ib le . M anagem ent can a v oid ex p en siv e la b o r tu rn o v e r, and often
ca n a ch ie v e h igh er p ro d u ctiv ity .




7

10* W id er d isse m in a tio n o f in fo rm a tio n about jo b re d e s ig n is needed* F in d ­
in gs o f the m a il ca n v a ss and in te rv ie w s su g g est that m any m a n a g e rs a re not
acqu ain ted with the advantages o f p ro g ra m s fo r jo b re d e s ig n as a s p e c ific
a p p roa ch to dealing with p r o b le m s o f the d eclin in g ca p a c ity o f o ld e r w o r k e r s
A substantial nu m ber o f fir m s re p o r te d that they often tr a n s fe r o r r e a s s ig n
(and so m e tim e s retra in ) o ld e r w o r k e r s who can no lo n g e r m e e t the r e q u ir e ­
m en ts o f th eir jo b s to le s s dem anding work* T he c o r r e s p o n d e n c e and co n v e r
sation s show ed that m an y o ffic ia ls a re in te re s te d in le a rn in g m o r e about the
p oten tial o f the jo b r e d e s ig n approach*







9

C ase Studies o f Job R e d e sig n f o r O ld e r W o rk e rs




10

C rane O p e ra to r at a Slag P lant

In trod u ction and Sum m ary
A n e le c t r ic lo c o m o tiv e cra n e o p e r a to r , 56 y e a r s of a g e , who had
b een d isa b led fo r a lm o st 2 y e a r s , sought to retu rn to h is jo b . The plant
superintendent r e c o g n iz e d that the p h y s ica l stra in s of the w o rk w ould need to
be re d u ce d , and a rra n g e d fo r in sta llin g m e ch a n ica l fo o tb r a k e s and pneum atic
cra n e h oist c o n tro ls on the cra n e to r e p la c e h a r d -t o -w o r k b ra k e s and m anual
h oist c o n t r o ls .
T h ese changes enabled the o p e r a to r to retu rn to w o rk .
D e s c r ip tio n o f the E stab lish m en t
The plant is engaged p r im a r ily in p r o c e s s in g slag (a re sid u e o f ir o n
m eltin g op e ra tio n s) fr o m a n ea rb y s te e l m ill to p ro d u ce v a rio u s typ es of
a g g reg a te fo r use in r e a d y -m ix e d c o n c r e te and fo r oth er p u r p o s e s . P r o c ­
e ssin g a ctiv itie s a re sp re a d o v e r a 5 - a c r e a r e a , in an open ny a r d n o p e ra tio n
em b ra cin g s e v e r a l s tr u c tu r e s , p ile s o f a g g r e g a te , and lin e s of r a ilro a d
tr a c k s . C ran es a re used to m o v e slag and raw m a te r ia ls in and out o f the
y a rd .
A total o f 47 m a le e m p lo y e e s w ork at the plant. T h irty -n in e a re
em p loy ed in v a rio u s p ro d u ctio n a c tiv itie s (p r o c e s s and m a in ten a n ce).
E lev en o f these a re u n sk illed la b o r e r s . T h ere a re eight e m p lo y e e s engaged
in n on p rod u ction a c tiv itie s (e x e cu tiv e , s u p e r v is o r y , and c le r ic a l) . Only the
u n sk illed jo b s a llow e m p lo y e e s to in terch a n ge w o r k .
T h r e e -fo u r th s of the plant e m p lo y e e s ranged betw een the a g es of
50 and 60, and fo u r e m p lo y e e s w e r e o v e r 60 y e a r s of a g e .
The plant d oes not have a p e rs o n n e l d ep a rtm en t, n or d oes it em p lo y
an o n -s ite d o c t o r , n u rse , o r sa fety re p re s e n ta tiv e . The plant superintendent
takes ca re of a ll p e rs o n n e l p r o b le m s and is e x p e rt in f ir s t aid and sa fety
m a tte r s . R e p re s e n ta tiv e s o f the ce n tra l o ffic e p e rs o n n e l d ep a rtm en t, in c lu d ­
ing a fu ll-t im e sa fety o f f ic e r , fre q u e n tly v is it this plant. T h ere a re no fo r m a l
train in g p r o g r a m s . A new e m p lo y e e w ill spend about 6 w eek s on the jo b under
the s u p e rv isio n of an e x p e r ie n ce d e m p lo y e e .
D e s c r ip tio n o f Job P r io r to R e d e sig n
The jo b re d e s ig n p erta in s to the w ork of the o p e r a to r of the e le c t r ic
lo c o m o tiv e cra n e . The cra n e is at le a st 40 y e a rs o ld . Its c la m s h e ll-ty p e
lift bucket has a 2 -c u b ic -y a r d ca p a city ; total w eight handling ca p a c ity o f the
cra n e is 30 to n s. The cra n e is u se d to load and unload d iffe re n t s iz e s o f slag
a g g re g a te in open top ra ilr o a d c a r s .




11

P r io r to the re d e s ig n of h is jo b , the cra n e o p e r a to r e x e rte d m uch
p h y s ica l e ffo r t w orking in the cab of the cra n e . T o en ter the ca b , the o p e r a ­
to r clim b e d a sh ort step -u p ladder* He m anually pushed and p u lled th ree
lon g -h a n d led le v e r s to actuate the b o o m s (i. e. , h o is ts ) w h ich e ith e r r a is e d ,
lo w e r e d , o r m ov e d sid ew ays the c la m s h e ll s c o o p -lik e b u ck et. One le v e r
c o n tr o lle d the m ain b oom o r h o is t; the se co n d , an a u x ilia ry h o is t; and the
th ird , a swing b o o m . He a ls o m anipulated a le v e r to m o v e the lo c o m o tiv e
cra n e ca r fo rw a rd o r b a ck w ard along the tra ck (t h ir d -r a il p o w e re d ).
To
apply a braking a ctio n in v olv ed a lm o st continuous use o f two fr ic t io n clu tch
fo o tb r a k e s , on w hich the o p e r a to r had to p la ce h is fu ll b ody w eigh t w hile
standing* Although he had a sto o l a v a ila b le , he se ld o m sat down. T o o p era te
th ese le v e r s and b ra k e s he e x e rte d c o n s id e r a b le p h y s ica l stren gth , using a rm ,
le g , b a ck , and oth er m u s c le s con sta n tly. In the o p e r a t o r s own w o r d s , he
nfought the m a ch in e a ll day. 11
The c la s s ific a t io n o f the o p e ra to r o f the e le c t r ic lo c o m o tiv e cra n e
w as one grade b e lo w the h igh est f o r d ir e c t p ro d u ctio n w o r k e r s , and the h o u rly
rate of pay w as ju st 3 p e rce n t l e s s . Skill ratings and pay ra te s a re e sta b lish e d
by c o lle c tiv e b argain in g betw een the com pan y and the union.
E x p e rie n ce at the jo b , m u scu la r stren gth , and d e x te rity w e r e p rim e
re q u is ite s fo r good p e r fo r m a n c e . The jo b en ta iled a substantial am ount o f
r e s p o n s ib ility . C a r e le s s n e s s co u ld re su lt in in ju ry o r death to the cra n e
o p e ra to r o r o th e r s . H o w e v e r, th ere had not b een any a ccid e n t during the 5
y e a r s p r io r to e a r ly 1966, w hen an e m p lo y e e , stepping down fr o m the cra n e
ca b , slip p ed and sp ra in ed h is ankle. R e s p o n s ib ility fo r dam age cou ld range
fr o m $ 2 ,0 0 0 to $ 1 0 ,0 0 0 , in m a te r ia l and equipm ent c o s t s . In atten tiven ess
o r in e x p e rie n ce cou ld re su lt in dum ping w ron g s iz e s o f a g g re g a te on p ile s of
a lre a d y s o rte d a g g re g a te , n e ce s sita tin g c o s t ly r e s c r e e n in g .
The o p e r a to r w o rk e d in an e n c lo s e d cab w hich sh ield ed h im fr o m the
dust resu ltin g fr o m the dum ping and p ilin g o f slag a g g r e g a te . T h e re w e r e
on ly one e le c t r ic lo c o m o tiv e cra n e and one lo c o m o tiv e cra n e o p e r a to r . The
jo b o f the o p e r a to r w as w o r k e r -p a c e d , in rep ea ted s h o r t-r u n c y c le s , on a
continuing a ll-d a y , o n e -s h ift b a s is .
R e co g n itio n of N eed to R e d e sig n the Job
The e le c t r ic lo c o m o tiv e cra n e o p e r a to r , who w as 54 y e a r s o f age and
had w ork ed as a cra n e o p e r a to r fo r m o st o f his 25 y e a r s o f s e r v ic e with the
com p an y, had d e v e lo p e d a painful skin con d ition on his le g s and th igh s. He
lo s t stren gth , w as having trou b le standing throughout the day, and h is w o rk
output d e clin e d . The d o c to r d ia gn osed an in fe ctio n and p r e s c r ib e d m e d ic a tio n .
F ollow in g a 4 -m on th a b s e n c e , he retu rn ed to w o rk fo r a m onth, cou ld not do
h is jo b , and le ft again.
He a pp lied fo r and r e c e iv e d d isa b ility b e n e fits u n der the F e d e r a l
O ld -A g e , S u r v iv o r s , and D isa b ility In su ran ce B e n e fits . A p p a re n tly he hoped
to retu rn to w ork ev en tu a lly and did not app ly fo r b e n e fits under the p la n t1s




12

p e n sio n sy ste m . The c o lle c tiv e bargain in g a g re e m e n t p r o v id e s fo r an o ld -a g e
p e n sio n with m a xim u m m onthly paym ent at age 65, if the w o r k e r has had 30
y e a r s o f s e r v ic e . L e s s e r sum s a re paid w ith fe w e r y e a r s o f s e r v ic e . The
m in im u m s e r v ic e re q u ire m e n t is 15 y e a r s and re tire m e n t is c o m p u ls o r y at
age 70* P r o v is io n s f o r e a r ly re tire m e n t o f d isa b le d w o r k e r s , on fu ll p e n sio n ,
re q u ir e 15 y e a r s o f continuous e m p loy m en t. The com p an y a ls o pays fo r grou p
life in su ra n ce and h o sp ita l and s u r g ic a l b en efits fo r its e m p lo y e e s . T h ese
b en e fits a re paid in addition to F e d e r a l S ocia l S ecu rity p a y m en ts.
W hen the leg con d ition re sp o n d e d to m e d ic a tio n in 1964, 21 m onths
a fte r he le ft, he re q u e ste d re e m p lo y m e n t at h is old jo b . He w as now 56 y e a r s
old . He w ou ld have to w o rk in a sitting p o s itio n m u ch o f the tim e b e ca u se h is
le g s w e r e s till w eak .
R ea ssig n m e n t to another jo b in the plant w as not fe a s ib le b e ca u se a ll
oth er jo b s at the plant re q u ir e d standing m o st o f the day. M o r e o v e r , the
plant superintendent w anted to u se the m a n 's sk ill as a lo c o m o t iv e cra n e o p e r a ­
t o r ; re p la ce m e n ts had not b een a lto g e th e r s a t is fa c t o r y . N eith er the cra n e
o p e r a t o r Ts h e lp e r n or a m o r e e x p e r ie n c e d substitute w as ab le to m ain tain
output during peak loa d p e r io d s .
The com pan y so lv e d the p r o b le m by re d e sig n in g the jo b o f the cra n e
o p e r a to r , re h irin g the m an who had b e e n ill, and re a ssig n in g h is t e m p o r a r y
re p la ce m e n t to a jo b e ls e w h e re in the plant.
N ature and R esu lts o f the R e d e sig n
T o p e rm it the o p e ra to r to sit in the cab during m o s t of the day
re q u ir e d that the lo c o m o tiv e cra n e co n tr o ls and b ra k e s be m o d ifie d . The
plant superintendent and a m ain ten an ce shop lea d m a n knew o f the im p r o v e ­
m en ts in c o n tro l d e v ic e s that a re standard equipm ent on m o r e re ce n t m o d e ls
o f c r a n e s . T hey found that th ese d e v i c e s - - e a s i l y o p e ra te d m e ch a n ic a l fo o t b ra k e s and pneu m atic c o n t r o l s - - c o u ld be substituted f o r the fr ic t io n clu tch
fo o tb ra k e s and lo n g -le v e r e d m anual c o n tr o ls w ith w h ich the cra n e had b een
equipped o r ig in a lly . The plant superintendent is s u e d a shop o r d e r fo r the
new p a r ts , and fo r sk ille d w o r k e r tim e in the m aintenance shop to in sta ll
them - P r o c u r e m e n t o f the n e c e s s a r y p a rts re q u ir e d about 2 w e e k s . A ctu a l
in sta lla tion o f the p a rts on the cra n e w as p e r fo r m e d o v e r a w eek en d , so th ere
w as no in terru p tio n in the u se o f the cra n e . C ost o f the chan ge, including
p a rts and la b o r c o s t s , am ounted to a p p ro x im a te ly $ 5 0 0 .
The o p e r a to r now m an ip u lates sh ort a ir p o w e r e d le v e r s o r v a lv e s to
w o rk the c la m s h e ll buck et and to m o v e the cra n e along the tra ck . He no
lo n g e r has to re a ch , p u ll, and push lo n g -le v e r e d h a n d le s. Slight p r e s s u r e on
the v a lv e s actu ates the b o o m s . The n ew er m e ch a n ic a l b ra k e s re q u ir e v e r y
little p ed a l e ffo r t , enabling the o p e r a to r to sit at h is jo b m o s t of the day.




13

T h ere w as no p r o b le m o f retra in in g the r e h ir e d o p e r a to r when he
retu rn ed to w ork . The changes in v olv ed in the jo b re d e s ig n took p la ce
without any con su lta tion betw een the plant m a n a ger and the union. The
w o rk e r w as rein sta ted to h is p re v io u s jo b c la s s ific a t io n and pay rate le v e l.




E le c t r ic M o to r R ep a irm a n at an A ir c r a ft E n gin e P lant

In trod u ction and S u m m a ry
In 1965, a 46 y e a r - o ld e le c t r ic m o to r re p a irm a n at an a ir c r a ft
engine plant su ffe r e d a h ea rt attack* A fte r an a b se n ce o f s e v e r a l m on th s,
he r e c o v e r e d s u ffic ie n tly to re tu rn to work* He had been r e q u ir e d p r e v i­
o u s ly to do a c o n s id e r a b le am ount o f standing, clim b in g , liftin g , and w alking
through the plant during the day* F o llo w in g con su lta tion am ong the p la n t s
m e d ic a l sta ff, sa fe ty e n g in e e r, and the fo re m a n o f the m o to r r e p a ir g rou p ,
as p art o f the plant *s thorough jo b p la ce m e n t p r o g r a m , h is jo b w a s r e d e s ig n e d
to re d u ce its p h y s ica l dem ands* C lim bin g w as e lim in a te d . He no lo n g e r
m o v e d arou n d the plant; he had to do little liftin g ; and he co u ld sit fre q u e n tly .
He con tin u ed to u se h is s k ills as b e fo r e , and reta in ed h is re g u la r jo b c l a s s i ­
fic a tio n w ithout re d u ctio n in w age ra te .
D e s c r ip tio n o f the P lant
T he plant m a n u fa ctu res a ir c r a ft en gin es and com p on en t p a r ts . It
c o v e r s 5 m illio n sq u a re fe e t o f flo o r sp a ce , and in clu d es m any d iffe re n t u n its,
such as jo b sh op s, a s s e m b ly lin e s fo r engine a s s e m b lin g , and oth er cu sto m
and m a s s p rod u ctio n la y o u ts.
In e a r ly 1966, this plant e m p lo y e d m any thousands of e m p lo y e e s ,
tw o -th ir d s o f w hom w e r e ,rh o u rly ,r ra te d o r p ro d u ctio n w o r k e r s ; the r e s t w e r e
" s a la r ie d " o r n on p rod u ction e m p lo y e e s . M en c o m p r is e d about 90 p e rce n t o f
the h o u rly w o r k e r s and 77 p e rce n t o f the la r g e s a la r ie d f o r c e .
M any jo b s in the plant c a ll fo r the sam e s k ills , so e m p lo y e e s can be
sh ifted r e a d ily am ong s e m is k ille d and u n sk ille d jo b s . F o r m a l train in g in clu d es
a p p ren ticesh ip p r o g r a m s fo r m a ch in is ts , e le c t r ic ia n s , and s im ila r ty p es o f
fu lly s k ille d jo u r n e y m e n . O ther tra in in g fo r w o r k e r s is in fo r m a l, o n -t h e -jo b ,
and ra n g es fr o m s e v e r a l days fo r u n sk ille d w o r k e r s , to s e v e r a l m onths fo r
so m e s e m is k ille d jo b s .
T he P e r s o n n e l D ep artm en t o f the plant e m p lo y s about 500 p e o p le ,
in clu d in g a p p ro x im a te ly 90 e m p lo y e e s in its M e d ic a l Unit (10 d o c t o r s , 50
n u r s e s and 30 n u r s e s 1 a id e s , m e d ic a l te c h n o lo g is ts , e t c .) and about 40
e m p lo y e e s in a H ealth and Safety E n g in e e rin g Unit. T h e s e units p erta in to
plant sa fe ty m e a s u r e s , em p lo y e e health and sa fety p r a c t ic e s , and fo r m the
n u cleu s fo r the jo b p la ce m e n t p r o g r a m . A s p art o f the com pany*s th orou gh
jo b a n a ly sis and p la ce m e n t sy ste m , sa fety e n g in e e rs o f the H ealth and Safety
E n g in eerin g Unit a r e ea ch a ssig n e d to w o r k with p e rs o n n e l in the M e d ica l
Unit. T h e y a ls o w o r k with a p p ro x im a te ly 50 shop fo r e m e n , on a ll a r r a n g e ­
m en ts fo r in itia l w o r k e r p la ce m e n t, and handle p r o b le m s o f e m p lo y e e jo b
reten tion , r e h ir in g , and tr a n s fe r .




15

The e m p lo y e e p a r tic ip a te s in the co m p a n y ’ s p en sion plan a fter 2
y e a r s o f s e r v ic e p r o v id e d he has re a ch e d age 30, o th e rw ise he sh a re s a fte r
5 y e a r s o f s e r v ic e * N o rm a l r e tir e m e n t o c c u r s at 65 y e a r s o f a g e . A t age
65, a fter at le a s t 20 y e a r s o f s e r v ic e as a p a rticip a n t in the c o o p e r a tiv e
r e t ir e m e n t -in c o m e plan, o r at age 55 a fter 10 y e a r s o f s e r v ic e as a p a r t ic i­
pant, c e r ta in b en efit op tion s a re a v a ila b le . T h e s e b e n e fits a re p ro v id e d in
addition to F e d e r a l o ld -a g e and d isa b ility in su ra n ce p a y m en ts.
C u rren tly , it is m o r e d ifficu lt fo r the co m p a n y to find additional
e m p lo y e e s b e ca u se o f high le v e ls o f em p loy m en t g e n e ra lly . It is a d v e r t is ­
ing fo r e m p lo y e e s through n e w sp a p e rs, t e le v is io n , and ra d io , and is u sing
the U .S . E m p loy m en t S e r v ic e . T he co m p a n y 1s g oa l is to h ire 1, 500 new
w o r k e r s p er m onth fo r the re m a in d e r o f 1966. W ith som e m e a s u r e o f
s u c c e s s , it is try in g to p ersu a d e r e t ir e e s to retu rn , and to reta in th ose
w o r k e r s about to r e t ir e . T h rou gh its lo n g -tim e p la cem en t p r o g r a m o f m o d i­
fyin g jo b dem ands to m e e t fu n ction a l c a p a c itie s o f w o r k e r s , the com p a n y has
m et som e o f its la b o r sh orta g e p r o b le m s . M uch e ffo r t is e x e rte d to use
e x p e r ie n c e d w o r k e r s m o s t e ffe c t iv e ly .
R e co g n itio n o f the N eed to R e d e sig n a Job
The C o m p a n y ^ E m p lo y e e P la ce m e n t P r o g r a m
T h is c a s e study illu s tr a te s the co m p a n y ’ s p o lic y o f m a tch in g the
p h y sica l dem ands o f a s p e c ific jo b with the -functional c a p a c itie s o f the
e m p lo y e e .
T h e P e r s o n n e l D epartm en t evalu ates the p h y s ic a l dem ands o f ea ch
jo b , and the fu n ction a l c a p a c itie s o f e a ch e m p lo y e e . T h is is p art o f the
co m p a n y ’ s lon g standing p r a c t ic e o f m o d ify in g the dem ands o f a p a r tic u la r
jo b if som e p h y sica l fa c to r u n m od ified , w ou ld r e q u ir e the r e m o v a l o f an
e m p lo y e e . A lthough th is p r a c t ic e c o v e r s a ll the e m p lo y e e s , the m a tch in g o f
p h y sica l dem and fa c t o r s and the e m p lo y e e ’ s fu n ction a l c a p a c itie s a ffe c t s
aging w o r k e r s to a g re a te r d e g r e e than younger e m p lo y e e s .
T h e p r o g r a m g e n e ra lly fu n ction s as fo llo w s :
1. S afety e n g in e e r s re d u ce to a m in im u m the p h y s ica l dem ands and
h a za rd s o f e v e r y jo b . 2
2. P h y s ic a l dem and a n a lysts study d e ta ile d b o d ily a c tiv itie s r e q u ir e d
on ea ch jo b , the jo b health and a ccid e n t e x p o s u r e s , and p e r s o n a l p r o te c tiv e
equipm ent r e q u ir e d on the jo b . C o p ie s of a P h y s ic a l D em and R e c o r d co n ta in ­
ing th ese data (s e e fa c s im ile ) , a r e file d with m e d ic a l e x a m in e r s , sa fe ty e n g i­
n e e r s , em p loy m en t in t e r v ie w e r s , and p e rso n n e l a d v is o r s . E v e r y fo re m a n
r e c e iv e s a set o f r e c o r d s c o v e r in g the jo b s un der h is su p e rv is io n .




TITLE OF JOB.

|

S l, v : u ; ? . ic . MOTOR REPAIRMAN

T
2
I7 H
i7 C
l/u
l/u
iA
iA

iA
iA

1
1 /2
6
3
3
T
“T p
6

1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30

ACTUAL NUMBER OF HOURS THE
ACTIVITY IS REQUIRED IN 8 HRS.
EITHER RIGHT OR LEFT
ALONE WILL DO THE JOB.

6
l/L
l/ll
1 / ) | 31

i/h 3 2

6 33
6 34
l / U 35
i A 36
1 /2 37
l / L 38

TO TA L H O URS O N FEET
S T A N D IN G
W A L K IN G — Level surfaces
C L IM B IN G — Stairs, ram ps
1 1 -2 0 lbs.
FLOOR
2 1 -3 5 lbs.
TOTAL
TO
3 6 -5 0 lbs.
5 1 -6 5 lbs.
FOUR
EFFORT
FEET
6 6 -8 0 lbs.
IN
1 1 -2 0 lbs.
FOUR
TO
2 1 -3 5 lbs.
LIFTING
3 6 -5 0 lbs. SEVEN
FEET
5 1 -6 5 lbs.
CARRYING
2 1 -3 5 lbs.
3 6 -5 0 lbs. BENCH
PUSHING
TO
5 1 -6 5 lbs.
PULLING
6 6 -8 0 lbs. BENCH

Left from straight
A bove
Right
shoulders
Left
Right
B elow
shoulders
Left
Right 3 0 ° —9 0 °
Left from straight
Right 91 ° — 1 2 0°
LefT ; from straight




OCC. CODE:

.

HEALTH & SAFETY SECTION O F THE PERSONNEL DEPARTMENT

R EM A R K S
O

N
F Locate trouble and repair or overhaul a variety of

E defective AC and DC electric motors and electrical
E
T apparatus., suck.aa_.heate r s s w i t c hes,.electric h and___

W

£■
1

G
H
T

E
F
F

O
R
T

B

O

D
Y

H
A

N
D
S

A
R
M
S

R E A C H IN G

KNEE
B E N D IN G

APPROVED £Y:

PHYSICAL DEMANDS RECORD

See Remarks For Weights
BACK & H IP B E N D IN G ( 3 0 ° - 9 0 ° )
C R A W L IN G , L Y IN G
C R O U C H IN G , S Q U A T T IN G
S IT T IN G
F IN G E R IN G
Right
(Pinching or Manual Dexterity)
Left
H A N D L IN G
Right
(Grasping or Coarse Hand Motion)
Left
Right 3 0 ° —9 0 °
ELBOW
Left from straight
B E N D IN G
Right 91
120°

ACCEPTED BY:

|
1

Supersedes Physical Demands Record of 12-21-5?

PHYSICAL FACTORS
s

DATE:
10/lly A

EXPLANATION OF ENTRIES

A NUMBER
OR FRACTION

SU£VEY£9

L
E
G

S

grinders and drills, fans and miscellaneous electric
hand equipment. Visually checks parts for imperfections. Checks dials and gages on testing equipment.
Uses a variety of hand tools and hand power tools.
Operates various machines, etc. Performs some operations from a sitting position at bench. Moves mater­
ial manually with help} by hand truck, tricycle, and
chain hoist. Lifts alone 10 to $0 lbs, parts, tools.
motors, fixtures, etc. Items 5-8, 10, Hi, 1$, all
or any combination required for single work day._____
Pulling and pushing effort equal to 15 to 35 lbs.
Total effort does not exceed l/2 hour.________________
U l)___ Climbs stairs.
(U0) Equipment dials and gages
(lili) Fine wiring, etc.
(U8) Wire color coding.
(U9-50) Discuss problem, receive instructions.
Hearing to detect foreign noises in equipment.
(52) Electric hoist.
(53) Drill press, bench.
grinders, coil wiring machine, etc.
(5U) Airgun, Dumore Grinders (55) Rides tricycles
to pick up and deliver motors.
(56) Icy ground.
(58) Material stacked on floor,e
(6l) Soldering acid
(5&)__ S.tepladder in crib.
fluxes.
(63) Paints, varnish, lacquer, thinner, 9 0 0 1
905iir 9001f 9101. 9006. (65) 9831,9805, 9636
Residual oils and greases (66) Indoor and outdoor
conditions.
(73) Soldering fumes, abrasive dusts.
(7h) 900U, 9001, 9006 Thinner, paints, etc.
-Ggn__Foreman.H. Flagg
Reviewed and_Accepted
PERSONAL PROTECTIVE EQUIPMENT
_____ Eyft, hand protection. Protective cream.

MT

PLANT

DEPT.:

!

JOB CODE:

mm

-» EXPLANATION OF ENTRIES

JLAN K .
NO ENTRY

PARTICULAR FACTOR NOT REQUIRED.
PARTICULAR FACTOR IS, REQUIRED.

SENSORY AND EXPOSURE FACTORS'
39
40
41
42
EYE-SIGHT
43
44
NEAR
RATING
45
46
THREE DIM ENSION VISIO N
47
CO LOR V ISIO N
48
TA LKIN G
49
HEARING
50
POWER VEHICLES
51
POWER HOISTS
52
OPERATING
EXPOSED
MACHINES
53
EXPOSURES
POWER HAND TOOLS 54
TRICYCLES
55
SLIPPERY SURFACES 56
W A LKIN G
HOLES A N D PITS
57
EXPOSURES
OBSTRUCTIONS
58
LADDERS
59
ELEVATIONS
UNGUARDED(over 5 ft.) 60
PRIM ARY IRRITANTS (acids, alkalis, etc.) 61
62
SENSITIZERS (synthetic resins, etc.)
63
DEFATTERS (solvents, strippers, etc.)
64
SO A PS (soluble cutting oils, soaps, etc.)
65
FOLLlC, 1RR. (insol. oils, greases, etc.)
66
HIGH (10° above shop)
67
LOW (10° below shop)
TEMPERATURE R A P I D C H 'N G 'S ( 3 0 ° ± ) 68
COLD WATER
69
80-90 DECIBELS
70
NOISE
91-100 DECIBELS
71
OVER 100 DECIBELS
72
A IR C O N ­
73
Dusts, Fumes
TAM INANTS Mists, Gases, Vapors
74
75
RAD IA TIO N .x .?-a/--SanI™
U l t r a - V i o l e t , d , etc. 76
FAR
RATING

17

3. W h en ever a com p an y p h y sicia n ex a m in es a jo b app lican t o r
e m p lo y e e (in clu d in g a w o r k e r retu rn in g to w o rk a fte r an illn e s s ), he r e c o r d s
h is evalu a tion on a F u n ction a l C a p a city R e c o r d (s e e fa c s im ile )* He in d ica te s
the lim its o f the p h y s ic a l a ctiv ity o f the p e r s o n ex a m in ed as the a c tiv itie s
re la te to s p e c ific p h y sica l fa c t o r s (tim e on fe e t, w eigh t e ffo r t, b od y m o v e ­
m en t, clim b in g , e tc * ), and s e n s o r y and e x p o s u re fa c t o r s (in v o lv in g e y e sig h t,
h ea rin g , a ccid e n t and w alking e x p o s u r e s , e tc * ). T h r e e c o p ie s o f the F u n c­
tion a l C a p a city R e c o r d a re m ade: one fo r the e m p lo y e e 1s m e d ic a l r e c o r d ,
one to the em p loy m en t f ile s , and one to the jo b forem an *
4 . The p h y sicia n , n u rs e , sa fety e n g in e e r, and oth er p la ce m e n t
p e rso n n e l co m p a r e the a p p lic a n t s o r e m p lo y e e * s F u n ction a l C a p a city R e c o r d
with the P h y s ic a l D em an d R e c o r d w h ich have id e n tica l item s* It can be r e a d ­
ily d eterm in ed w hether the exa m in ee is fit p h y s ic a lly fo r a s p e c ific jo b .
I f so m e p h y s ica l re q u ir e m e n ts o f a jo b e x c e e d the fu n ction a l c a p a c i­
tie s o f an a pp lican t o r e m p lo y e e , the com p a n y r e p re s e n ta tiv e c o n s id e r s h is
p la cem en t on p a rt o f the jo b , o r r e co m m e n d s jo b r e d e s ig n . Such r e v is io n s
a re a im e d at re d u cin g the liftin g dem an ds, push o r p u ll e ffo r t , o r p h y s ica l,
s e n s o r y , and oth e r dem ands s u ffic ie n tly fo r the p la ce m e n t o f a jo b a p p lica n t
o r reten tion o f an e m p lo y e e . If the e m p lo y e e o r app lican t cannot do so m e
p art o f the jo b , o r the p h y s ica l dem ands o f a jo b cannot be m o d ifie d , attem pts
a re m a d e to p la ce him in another jo b w ithin h is fu n ction a l c a p a c itie s .
T h e exam in in g p h y sicia n m a k e s d e c is io n s about h is fu n ction a l lim it a ­
tio n s, and the sa fety e n g in e e r r e v ie w s the w ork in g e n v iron m en t and d e cid e s
on the dem ands o f the p a r tic u la r jo b . T he fo re m a n m u st a g r e e that the
e m p lo y e e is a cce p ta b le fo r w ork in g w ithin a lim ite d p o r tio n o f a jo b b e fo r e
p la cem en t o r re te n tio n o f the e m p lo y e e takes e ffe c t . In the c a s e o f reten tion
o f an o ld e r w o r k e r w h ose fu n ction a l c a p a c itie s have d e clin e d , the forem a n *s
p e rs o n a l k n ow ledge o f the w o r k e r ’ s e x p e r ie n c e and s k ills is an im p orta n t
fa c to r a ffe ctin g the d e c is io n on h is reten tion in a p a r tic u la r job*
U nder the fo r e g o in g p r o c e d u r e s , jo b m o d ific a tio n s a re so m e tim e s
in itia ted as a re s u lt o f a com p an y d o c t o r 1# rou tin e p h y s ica l exa m in a tion o f a
continuing e m p lo y e e . W hether the exam in ation is done o n rou tin e sch ed u le,
at the re q u e st o f an e m p lo y e e , at the su g g e stio n o f the fo r e m a n , o r b e ca u se
the em p lo y e e has re tu rn e d to w o r k a fte r an illn e s s (w h ich r e q u ir e s a m e d ic a l
ex a m in a tion ), the d ia g n o sis re m a in s co n fid e n tia l b etw een w o r k e r and p hysician*
T h e fo re m a n w ill not know the nature o f the illn e s s u n le ss the e m p lo y e e
in fo r m s h im . T he jo b m o d ific a tio n w ou ld be b a se d s o le ly on the w o rk e r* s
fu n ction a l c a p a c ity r e p o r t, w h ich e sta b lish e s the lim ita tio n s on h is jo b
p e r fo r m a n c e .




. D E P J _ . _ a n » _ S H 1F T

NUMBER

EX PL ANAT ION CF ENTRIES

OR

r R ACTION

__

INDICATES MAXIV.UM HOURS PER 8 HOUR
d a y in w h ic h em plo yee is c apable o f per FO RM ING THE PHYSICAL FACTO R INVOLVED.

E

OC C U PA TIO N

Elec.




from Straight

i

SENSORY and EXPOSURE FACTORS

SENSORY
StNSO RY

s

p
E

C
A
L

S
E
N

S
E
S

A

c
|
D

C

N

T
E
X

P

O

us
E
s
s

K
N1
E

X

P

0
s
E
N
V
1
R

0

N

M
F.
N

KNEE
BENDING

T

05

OR

L Y FOR T H
MARKED.

OR

A 39 |X
B 40 jX
C 41 |X
!
D 42 :X
EYE-SIGHT
A 43 ,X
B 44 jX
NEAR
C ! 45 i X
RATING
D i 46 X
THREE DIMENSION VISION
! 47 X
COLOR VISION
i 48 X
149 X
TALKING
HEARING
50 X
POWER VEHICLES
51. / O
POWER HOISTS
52 X
OPERATING EXPOSED MACHINES 53 X
EXPOSURES POWER HAND TOOLS 54 X
TRICYCLES
55 J ~ 0 \
SLIPPERY SURFACES 56 X
WALKING
HOLES and PITS
57 / 0
EXPOSURES OBSTRUCTIONS
58 X
LADDERS ------59 7 o '
ELEVATIONS UNGUARDED (over 5 ft.)
k
o
PRIMARY 1RRITANTS(acids.alkalis, etc.) 61 X
SENSITIZERS (synthetic resins, etc.) 52 X
DEFATTERS (solvents, strippers, etc.) 63 X
SOAPS (soluble cutting oils.soaps. etc A 64 X
FO LLIC . IRR. (insol. oi 1s.qreoses, ie tc.) 65 X
HIGH(10° above shop) |66 X
LOW (10° below shop) 67 t 0
TEMPERATURE RAPID CH'NG'S(30o7 .68 .
M COLD WATER
f69 [X___
80-90 DECIBEuS
<70 X____
91 -100 DECIBELS
X
NOISE
OVER 100 DECIBELS '72 / p AIR CON­
Dusts, Fumes
73 X
TAMINANTS Mists, Gores, Verm-'. r s !<74 X
X
RADIATION X-ray,Gamma Rays ,etc.j75
\U >
FAR
RATING

O rr t A m

er\-t

91°- 120°

9

FXAm|_ M n r r r
i
65!.._

REMARKS

EM
1 TOTAL HOURS ON F E E T __ _________ j £ IT
NO.
2 ^STANDING___________________ ________ I
3 _.WALKI NG - Level surfaces_________
l-ii
S h o u l d be i n t e r m i t t e n t and
A c L IMBING — Stairs, romps__________
11 - 2Q lbs.
e llo v e d o r about 15 minutes
21 -35 lbs. FLOOR
TO
36 -50 lbs. FOUR
0_
sitting each hour.
n
8 ] 51-65 lbs. FEET
TO TAL
66 -80 lbs.
EFFORT
10 11-20 lbs.
IN
11
21 -35 lbs. FOUR
TO
LIFTIN G
1U K a y l i f t up t o P0 l b s . f o r \
12 36 -50 lbs. SEVEN
CARRYING
! 13 51 -65 lbs. FEET
hour p er s h i f t .
PUSHING
14 ! 21 -35 lbs.
PULLING
36 -50 lbs BENCH
v/2
TO
..o
51 -6 5 lb s BENCH
66 - 80 lbs. !
59 No l a d d e r s a l l o w e d
18 IF " X ” , SEE REMARKS
Z k 19 BACK and HIP BENDING (30 -90°)
60 No e l e v a t i o n s a l l o w e d
CRAWLING, LYING
CROUCHING, SQUATTING
To park v i t h i n 200 f e e t o f Plant
entrance. - S p e c ia l Parking P r iv il e g e s
22 SITTING
ght
8123
FINGERING
1-18-65
Placement arranged w ith
(Pinching or Manual Dexterity)
8T24
eft
i ght j
8125
HANDLING
w, Foremen by
_ e ft (Grasping or Coarse Hand Motion)
el26
g ht . 3 0 °-90
9, R . N . , K e d i c e l E.
eft from Straight! ELBOW
ght
91° - 120° | BENDING
e ft from Straight <
3 30
ght
1 / -!
Above
ShouIders
eft
1 /|3 2
REACHING
ght
Below
Sh o uld ers
eft
30°- 90°
tN
n
from Str eight
e ft

?0| F _____ 0 9 ________

DATE

FUNCTIONAL." c a p a c i t y r e c o r d
R ep la ces R ecord ol 1 1 - 6 - b l
HEALTH and SAFETY SECTION of the PERSONNEL DEPARTMENT

A

h AY*
h

TYPE OF EXAM.

EXPLANATION CF ENTRIES

p i~Iy s Fc a I T f a c t c r s________ __

V

1RTHIsEX

Eotor
Re no i r m a n .....

19

D e s c r ip tio n o f the Job P r i o r to R e d e sig n
T he e le c t r ic m o to r re p a irm a n r e p a ir e d and o v e rh a u le d d e fe ctiv e
e le c t r ic m o to r s and oth er e le c t r ic a l a p p aratu s, He v is u a lly ch e c k e d p a rts
fo r im p e r fe c t io n s , in s p e c te d d ia ls and gauges on te stin g equipm ent fo r sh ort
o r op en c ir c u it s , re v ie w e d sch e m a tic d ia g ra m s, and planned d eta ils and
seq u en ce o f op e ra tio n s f o r n e c e s s a r y r e p a ir w o r k . U sing a v a r ie ty o f hand
t o o ls , he d is a s s e m b le d m o t o r s , cle a n e d p a r ts , m ade a d ju stm en ts, and
r e p a ir e d o r r e p la c e d w o r n p a r ts . H e a ls o o p e ra te d v a rio u s p ow er m a ch in e s
(d r ill p r e s s , bench lath e, e t c .) to c a r r y out ov erh a u l o p e ra tio n s , and m o d i­
fie d a v a ila b le p a rts to suit s p e c ia l p u r p o s e s . D iffic u ltie s w e r e r e f e r r e d to a
w o r k le a d e r .
T h e jo b re q u ir e d m anual d e x te rity , v isu a l s k ill, and d ia g n o stic a b ility
in lo ca tin g s o u r c e s o f tro u b le and r e p a ir in g o r o v erh a u lin g e le c t r ic a l m o to r s
o r equipm ent. The w o r k e r had to u n derstan d e le c t r ic a l r e p a ir , be fa m ilia r
w ith d ifferen t m o d e ls and ty p es o f m o t o r s , and know tech n iq u es fo r m o to r
rew in d in g. He w as e x p e cte d to have the equivalent o f 2 y e a r s o f high s ch o o l
ed u ca tion plus 2 o r 3 y e a r s o f tra d e s tra in in g . One to two y e a r s o f o n -t h e -jo b
e x p e r ie n c e w e r e n e c e s s a r y a ls o in o r d e r to r e a c h the fu ll jo b c la s s ific a t io n .
Ingenuity and g ood judgm ent w e r e e s s e n tia l. T he pla n t1s s k ill c la s s ific a t io n
le v e ls ra ted the jo b fo u r step s fr o m the p la n t s h ig h est sk ill g ra d e (fo r to o l
and d ie m a k e r s ).
In p e r fo r m in g h is d u ties, in the r e p a ir c r ib o r shop o r in the plant
p rod u ction a r e a s , the re p a irm a n m o v e d m a te r ia l m a n u a lly o r by handtruck,
t r ic y c le , and ch ain h o is t. W ithout m e ch a n ic a l h elp , he lifte d o b je c t s (p a r ts ,
t o o ls , m o t o r s , fix t u r e s , e t c .) w eigh in g fr o m 10 to 65 pounds p erh a p s as high
as 4 fe e t fr o m the f l o o r . P ush and pull e ffo r t , bench to ben ch , w as equal to
15 to 35 pounds and did not e x c e e d o n e -h a lf h ou r o v e r an 8 -h o u r w orkday*
T he re p a irm a n w a s on h is fe e t m o s t o f the w o rk d a y clim b in g s t a ir s , ra m p s ,
o r o c c a s io n a lly using a la d d e r to re a ch a w o r k a r e a .
T h e re p a irm a n w as engaged in a w o r k e r -p a c e d a ctiv ity . C a r e le s s ­
n e s s in handling m o to r s o r p a rts co u ld r e s u lt in in ju ry to h im s e lf o r o th e r s .
D am age to equipm ent and m a te r ia ls co u ld re su lt a ls o fr o m h is c a r e le s s n e s s ,
but its c o s t w ou ld be u n lik ely to e x c e e d $ 250.
The a ccid e n t rate on the jo b w as ” lo w ” b e ca u se o f the co m p a n y 1s
e ffo r t s in ’’hum an e n g in e e r in g ” as p art o f the H ealth and S afety E n g in eerin g
p r o g r a m . T hough sh o ck o r burns fr o m ligh tin g and p o w e r c ir c u it s w as
p o s s ib le , th ere had not been any fa ta litie s on the jo b . T h e r e w e r e som e
" s h o c k ” in cid e n ts, but no lo s t tim e c a s e s .
T h e r e w e r e no -unusual h a z a rd s o r d is c o m fo r t s in the co n d itio n s o f
w o rk set by the p la n t s e n v iron m en t. L igh tin g w as good; the la r g e e n c lo s e d
plant bu ild in gs cu r b e d te m p e ra tu re e x t r e m e s . A fe w m in o r d is c o m fo r t s in
the e le c t r ic r e p a ir m a n s jo b m igh t be e x p e cte d , such as n o is e o f a m a ch in e
shop o p e ra tio n , o r o il and d irt fr o m clea n in g , re p a irin g and ov erh a u lin g p a r ts .




zo

The 46 y e a r - o ld re p a irm a n w a s one o f eight e le c t r ic m o to r r e p a ir ­
m en on the p lan t1s day sh ift. T h e ir a v e ra g e age w as 40, and th e ir s e r v ic e
w ith the com p a n y ra n g ed fr o m 10 to 20 y e a r s . T h e y w e r e p aid on an h o u rly
ra te b a s is ($ 3. 15 p e r h o u r).
N atu re o f the R e d e sig n :

A ctio n T a k en and R e su lts

T h e 46 y e a r - o ld e le c t r ic m o to r re p a irm a n s u ffe r e d a h e a rt a ttack
e a r ly in 1965, but he r e c o v e r e d s u ffic ie n tly to re tu rn to w o r k s e v e r a l m onths
la t e r . W hen he r e c e iv e d the re q u ir e d m e d ic a l re e x a m in a tio n the p h y sicia n
found that the standing, clim b in g , liftin g , and m o v e m e n t dem anded by h is
jo b w ou ld be too stre n u o u s. H is new F u n ction a l C a p a city R e c o r d in d ica te d
that som e m o d ific a tio n w ou ld be n e c e s s a r y to a cco m m o d a te h is lim ite d fu n c­
tion a l c a p a c itie s . T h e exam in in g p h y sicia n , the sa fety e n g in e e r, and the
m o to r re p a ir fo r e m a n a lte r e d the jo b to m e e t the r e s t r ic t io n s on h is fu n ction a l
a ctiv ity .
T h e re p a irm a n still lo c a te d m o to r tro u b le and r e p a ir e d o r o v e rh a u le d
a v a r ie ty o f d e fe c tiv e e le c t r ic m o t o r s and other e le c t r ic a l apparatus and
e q u ip m e n t--a ll b a s ic duties o f an e le c t r ic m o to r re p a irm a n . H o w e v e r, he no
lo n g e r m o v e d about and w o r k e d in the plant p ro d u ctio n a r e a s . He re m a in e d in
the e le c t r ic m o to r r e p a ir c r ib doing the n e c e s s a r y r e p a ir w o r k . He now lifte d
ite m s w eigh in g no m o r e than 20 pounds fo r 30 m in u tes during an 8 -h o u r sh ift,
ra th er than the fu ll jo b w eigh t e ffo r t o f 65 pounds, fo r p o s s ib le 2 h ou rs o f a
sh ift. He did no push and pull e ffo rt* He had to stand on ly 3 h o u rs a day, on
an in term itten t b a s is , with at le a s t 15 m in u tes e a ch hou r a llo w e d fo r sitting
ra th er than 8 h o u rs as p r e v io u s ly r e q u ir e d . C lim b in g la d d e r s and rid in g a
t r ic y c le , fo r m e r ly p a rt o f the r e q u ir e d a ctiv ity , w e r e a ls o r e m o v e d fr o m h is
s p e c ific jo b d em a n d s.
B y elim in a tin g the h e a v ie r liftin g ta sk s, c lim b in g , and standing fo r
lon g p e r io d s , the re p a irm a n r e s u m e d w o rk w ithout d is c o m fo r t o r danger and
u s e d h is s k ills and e x p e r ie n c e fu lly . T he ch an ges in the re q u ir e m e n ts o f the
jo b did not a ffe c t sk ill c la s s ific a t io n , o r ra te o f p ay.




21

P a c k e r -S h ip p e r at an A lum inum F ra m e P lant
In trod u ction and S u m m a ry
A n alum inum fra m e plant r e d e s ig n e d a packing jo b to re ta in an o ld e r
w o r k e r who w as unable to k eep p a ce with the w orkload* T a sk s re q u irin g f r e ­
quent liftin g o f h ea vy o b je c ts w e r e a s s ig n e d to oth er w o r k e r s , and the le s s
p h y s ic a lly dem anding a sp e cts o f h is jo b w e r e expanded* T he change r e s u lte d
in g re a te r p ro d u ctiv ity fo r the o p e ra tio n as a whole*
D e s c r ip tio n o f the E sta b lish m e n t
T he plant m a n u fa ctu res alum inum e x tru s io n s , such as w indow , d o o r,
and tru ck fra m in g , and conduits* O f the a p p ro x im a te ly 250 w o r k e r s e m p lo y e d
in the plant, 40 a re engaged in n on p rod u ction a c tiv itie s (e x e cu tiv e , s u p e r v i­
s o r y and c le r ic a l) . A bout 15 p e r c e n t o f a ll e m p lo y e e s a re w om en , h a lf o f
w hom w o r k in p ro d u ctio n op era tion s*
A ll tra in in g is in fo r m a l and on the jo b , under su p e rv is io n o f a f o r e ­
m an o r e x p e r ie n c e d e m p lo y e e . P lan t s e r v ic e s in clu d e a p e rs o n n e l d e p a rt­
m ent head ed by the Superintendent o f In du stria l R e la tio n s , a fu lly equipped
m e d ic a l d is p e n s a ry on the p r e m is e s attended by a fu ll-t im e n u rse (with a
p a r t-tim e m e d ic a l d o cto r on re ta in e r ), and a fu ll-t im e sa fety re p re s e n ta tiv e
a s s is te d by a fo r m a l plant sa fety com m ittee* T h e com p an y has a p en sion
plan w h ich r e q u ir e s 15 y e a r s o f s e r v ic e fo r r e tir e m e n t b e n e fits at age 65*
D e s c r ip tio n o f Job P r io r to R e d e sig n
T he jo b o f 11p a c k e r -s h ip p e r 11 p r e v io u s ly in v o lv e d the freq u en t m anual
liftin g , handling, and packing fo r shipm ent o f bulky alum inum p ro d u cts o f
v a ry in g shapes and s iz e s , w eigh ing up to 25 pounds* T h e w o r k e r cut paper
and c a r d b o a r d packin g m a te r ia l to p r o p e r d im e n sio n s , ch e c k e d p ro d u cts fo r
d e fe c ts , and lift e d and p la ce d them in con ta in ers* A fte r p o sitio n in g ite m s
p r o p e r ly and packin g them s e c u r e ly in the shipping co n ta in e r s , the w o r k e r
n a iled lid s on the co n ta in e rs and s e c u r e d them with w ir e bands* T he w o r k e r
w as r e s p o n s ib le fo r a p r o p e r count o f a ll p ie c e s packed* In p e r fo r m in g h is
d u ties, the w o r k e r u se d h a m m e r s , k n iv e s, and w ir e handling tools* He
p la ce d h ea v y ite m s on hand tru ck s to m o v e them w ithin the shipping d e p a rt­
m en t. In te r m s o f p h y s ica l dem an ds, the a ctiv ity w ou ld be c la s s if ie d as
"m e d iu m . n
T h e " p a c k e r -s h ip p e r ” jo b w as re g a r d e d as se m isk ille d * It w as ra ted
at the n u m b er 8 le v e l in the p la n t's jo b ratin g schedule* T he to p sk ill le v e l,
that o f m ain ten a n ce d ie m a k e r, is num ber 18. Job ra te s a re c la s s if ie d by
u n ion -m an ag em en t agreem ent* T he w o r k e r had to have som e d e g re e o f m anual
d e x te rity in the liftin g , packin g, and con ta in er c lo s in g duties* In sp e ctio n ,




22

coun ting, and r e c o r d k e e p in g r e q u ir e d m in im u m s k ills . He n eed ed to e x e r c is e
som e c a r e in handling p ro d u cts and in p e r fo r m in g oth er a s p e c ts o f the jo b ,
such as p a p ercu ttin g . L o s s e s that m ight r e s u lt fr o m dam age to the p rod u ct
o r fr o m im p r o p e r o r d e r fillin g w ou ld be u n lik ely to e x c e e d $ 100.
T h e w o r k is not m a ch in e p a ce d and is o rg a n iz e d on an individual
b a s is . It d oes not in v o lv e p ro d u ctio n runs o r o p e ra tio n a l c y c le s . T he
w o r k e r s a re p aid on an h o u rly b a sis o f a 4 0 -h o u r w o rk w e e k . No in ce n tiv e
pay is in v o lv e d .
P r io r to re d e s ig n , th e re w e r e 15 np a c k e r -s h ip p e r s , ,! 14 o f w hom
w e r e fe m a le . T he a v e ra g e age o f the 15 w as 42 y e a r s .
The w o r k is done in an e n c lo s e d , w e ll-v e n tila te d and lig h ted building
with little dust o r n o is e in the shipping a re a . T h e r e a re no unusual health o r
sa fety h a z a rd s .
R e co g n itio n o f N eed to R e d e sig n the Job
T he n e e d to take p o s itiv e step s w as r e a liz e d f ir s t in 1961. The
shipping fo re m a n co m p la in e d to h is d epartm ent superintendent that an o ld e r
w o r k e r , age 70, the on ly m an in the " p a c k e r -s h ip p e r grou p , " w as having
d ifficu lty in liftin g and handling ite m s to be p a ck ed . He co u ld not k eep up
w ith the w o r k lo a d . T he m a tte r w as brought to the attention o f the S u p erin ­
tendent o f In d u stria l R e la tio n s , who d is c u s s e d it with the s u p e r v is o r and the
plant*s union shop re p r e s e n ta tiv e . M anagem ent d e s ir e d to reta in an e m p lo y e e
w ho had b een a dependable w o r k e r fo r 6 - 1 /2 y e a rs and who w ish e d to continue
to w o r k . He w as not e lig ib le fo r a com p a n y p e n sio n and w ou ld have had to
liv e on S o cia l S e cu rity paym ents e x c lu s iv e ly if he r e t ir e d . E x ce p t fo r ja n i­
t o r ia l w o rk , w h ich w ou ld re d u ce su bstan tially h is in c o m e , a ll jo b s , to w h ich
he co u ld be re a s s ig n e d , r e q u ir e d freq u en t liftin g o f h ea v y o b je c t s . M a n a ge­
m ent fin a lly r e m o v e d the m o r e b u rd e n so m e p h y sica l a s p e cts to reta in the
w ork er.
N ature o f the R e d e s ig n
T h is jo b r e d e s ig n w h ich is c a lle d "p a c k e r c u tte r " elim in a te d the
liftin g r e q u ir e d fo r packing the alum inum p r o d u c ts . W h ile sitting, the o ld e r
w o r k e r w as given the p r im a r y function o f p ro v id in g su p p lies fo r u se to oth er
p a c k e r -s h ip p e r s f o r p ack in g, i. e . , to cut c a r d b o a r d and other packaging
m a te r ia ls to p r e s c r ib e d d im e n sio n s . He a ls o a s s is t e d in banding p a ck ed
shipping co n ta in e r s , and in pushing hand tru ck s and d o llie s to and fr o m the
shipping d epartm en t, a ta sk he had p e r fo r m e d p r e v io u s ly . He u se d the sa m e
t o o ls he had u se d in p e r fo r m in g h is fo r m e r c h o r e s . T h e s e ligh t task s
in v o lv e d no liftin g o f bulky m a te r ia ls o r freq u en t bending, and w e r e w ithin
h is p h y s ica l c a p a b ilitie s . He r e s t e d fo r b r ie f p e r io d s sin ce h is w o r k lo a d w as
not con tin u ou s, as it had b een p r e v io u s ly .




23

T he union r e p re s e n ta tiv e and Superintendent o f In d u stria l R e la tio n s
a g r e e d on the content o f the new jo b . It w as a g re e d a ls o that the jo b , w ith
the w eigh t liftin g ex clu d ed , should be c la s s ifie d at a slig h tly lo w e r grade*
A lthough this re p r e s e n te d a 5 p e rce n t re d u ctio n in his h o u rly rate o f pay,
the w o r k e r w as s a tis fie d w ith the change w h ich r e q u ir e d no retrain in g* No
c o s t s w e r e in c u r r e d by the com p an y; no new equipm ent w as re q u ir e d ; and no
lo s t tim e w as involved*
R e su lts o f the R e d e sig n
T he com p an y m a de the change sm ooth ly and in a sh ort p e r io d o f
tim e* O v e ra ll output o f the w o r k unit in c r e a s e d slig h tly a fte r the re d e s ig n .
T he p a c k e r -s h ip p e r s b e n e fite d by having a re a d y su p p ly o f m a te r ia ls w h ile
p e r fo r m in g th eir packing w ork* The o ld e r w o r k e r con tin u ed to w o r k e f f e c ­
tiv e ly fo r 3 - 1 /2 y e a rs at h is new jo b , r e tir in g at the age o f 74.




24

Die P r e s s O p e ra to r at a Stamping Plant

In trod u ction and Sum m ary
A 57 y e a r - o ld m an stood a ll day pulling heavy le v e r s to o p e ra te a
m anual die p r e s s . C om pany e n g in e e r s , in an e ffo r t to in c r e a s e p ro d u ctiv ity
and red u ce the arduous nature of the jo b , d esig n ed and in sta lle d a h y d ra u lic
p r e s s w hich elim in a te d the h eavy p h y sica l re q u ire m e n ts and a llo w e d the
w o r k e r to p e r fo r m h is duties fr o m a sitting p o s itio n . Output tr ip le d as a
re su lt, and the e m p lo y e e ^ w ork in g life p ro b a b ly has b een ex ten ded .
D e s c r ip tio n of the E stab lish m en t
W ork at the plant in v o lv e s cutting, stam ping, and p r e s s in g se ctio n s
o f co p p e r tubes into v a rio u s types o f fittin gs that a re u sed fo r con n ectin g
w a ter and ste a m p ip e s. The a v a ila b ility o f low w age la b o r w as a m a jo r re a s o n
fo r the continued o p e ra tio n of this old plant, as m uch o f its equipm ent is
ob solete* H ighly m e ch a n ize d co m p e tito r s have b een able to cut p r ic e s on
item s p ro d u ce d at this plant, on the b a s is o f th e ir lo w e r unit la b o r c o s t s .
F u rth er p r ic e re d u ctio n s by co m p e tito r s cou ld co m p e l this plant to c lo s e its
d o o r s u n less it in s ta lls co m p a ra b le equipm ent.
A fte r the plant changed ow n ersh ip 2 y e a r s a g o , m an agem en t adopted
plans fo r m ech a n iza tio n . Som e o p e r a tio n s , w hich have a lre a d y b een m ade
se m ia u tom a tic by the in trod u ction o f new m a ch in e s , have re su lte d in an a v e r ­
age p ro d u ctiv ity in c r e a s e o f 20 p e r c e n t. The new m an agem en t intends to
in sta ll im p r o v e d , au tom atic m a ch in e r y throughout the plant w ithin the next
2 y e a r s . Som e upgrading o f the w o rk f o r c e and ra isin g the a v e ra g e ea rn in gs
w ill a cco m p a n y the in sta lla tion o f new m a ch in e r y .
The plant e m p lo y s about
6 sk ille d , 13 s e m is k ille d , and 80
e r s a re paid on an h o u rly b a s is .
t r a n s fe r r e d re a d ily fr o m one jo b
ta sk s, such as feed in g un finish ed

100 w o r k e r s . P ro d u ctio n w o r k e r s include
u n sk illed e m p lo y e e s . A ll p ro d u ctio n w o r k ­
S e m isk ille d and u n sk illed e m p lo y e e s can be
to another sin ce m o s t jo b s c o n s is t of sim p le
p a rts into a m a ch in e .

A plant m a n a g e r handles p e rs o n n e l and sa fety m a tte r s . A union
re p r e s e n ts plant e m p lo y e e s . S a la ried e m p lo y e e s have a p e n sio n plan but
p ro d u ctio n w o r k e r s have no p e n sio n plan.
The w o rk f o r c e is co m p o s e d la r g e ly of disadvan taged w o r k e r s ,
including m e m b e r s o f m in o rity g r o u p s , o ld e r w o r k e r s , and o th e rs with h a n d i­
c a p s . B eca u se o f low w a g es and p o o r w ork in g co n d itio n s , la b o r tu rn o v e r is
e x tr e m e ly high; it am ounted to a lm o s t 100 p e rce n t la st y e a r . The new
m an agem en t is in te re s te d p a r tic u la r ly in keepin g o ld e r w o r k e r s on the jo b ,
b e ca u s e they have tended to be stable and depen d a b le.




25

D e s c r ip tio n o f Job P r i o r to R e d e sig n
The jo b o f red u cin g p r e s s o p e r a to r in v olv ed the m anual o p e ra tio n o f
a die p r e s s m a ch in e in m aking a fittin g , i. e. , to re d u ce the c ir c u m fe r e n c e o f
one end of a p ie c e o f expanded co p p e r tubing. The w o r k e r , standing at this
p r e s s m a ch in e, p la ce d the fitting into a d e v ice som ew h at lik e a v is e to be
h eld in p o s itio n by m anual p r e s s u r e on the v is e le v e r . He then re a ch e d o v e r
h is head and p u lled down an other le v e r w hich brought the die p r e s s down with
a stam ping a ction on the fittin g . The w o r k e r then stepped on a p edal w h ich
r e le a s e d the d ie , a fte r w hich he m an u ally r e le a s e d the v is e by pushing the
le v e r up. He then re m o v e d the p art and th rew it into a b o x . T hroughout the
day, the w o r k e r continued this o p e ra tio n in a p r o c e s s in g c y c le o f th ree to
fiv e fittin g s p e r m inute.
E ach fitting had to be re d u ce d six tim e s on s ix d iffe re n t s iz e die
p r e s s settin gs b e fo r e it w as the d e s ir e d s iz e . The s ix o p e ra tio n s w e r e p e r ­
fo r m e d by th ree w o r k e r s on th ree d iffe re n t m a c h in e s . F r o m tim e to tim e
during p ro d u ctio n o f a batch o f fittin g s, each m a ch in e w as set to two a lte r n a ­
tive s iz e die settin g s. A ll th ree o f th ese w o r k e r s w e r e m en in th e ir m id d le
y e a r s ; the o ld e st w as 57.
Nature o f the R e d e sig n
In 1964 new m anagem ent re q u e ste d its e n g in e e rs to d e sig n a m u ltip le
die p r e s s w hich w ould in c r e a s e output, w hile red u cin g the p h y s ic a l s t r e s s on
the w o r k e r s . A fte r o b s e rv in g the th ree w o r k e r s on this ardu ou s m anual jo b ,
the en g in e e rs p r o p o s e d d evelop in g a se m ia u to m a tic p r e s s cap ab le of p e r f o r m ­
ing s u c c e s s iv e ly a ll six red u cin g o p e ra tio n s in the sam e m a ch in e . The plant
m a ch in e shop m ade the p r e s s fo r $ 3 ,0 0 0 .
One w o r k e r sits and fe e d s fittin g s into the m a ch in e a ll day. He
r e m o v e s the fittin g s a fte r they have b een p r o c e s s e d and re d u ce d to the d e s ir e d
s iz e . The m a ch in e d o e s a ll the h ea vy m anual w o r k . E xcep t to fe e d and
re m o v e the w o rk p ie c e , the w o r k e r d oes not in terru p t the a ctio n as the h y d ra u ­
lic p r e s s g o e s through its c y c le o f o p e ra tio n s . It has a fix tu re w ith s ix d ies
o f d iffe re n t s iz e s w h ich h y d ra u lica lly re d u ce s each fitting six t im e s . He p u lls
a sw itch to a ctiv a te the m a ch in e and shuts down the o p e r a tio n if it is
m a lfu n ctio n in g .
R esu lts o f the R e d e sig n
The jo b r e d e s ig n r e q u ir e s le s s p h y sica l e n e rg y fr o m the o p e r a to r who
no lo n g e r has to stand, e x e rt m anual p r e s s u r e , and stre tch upw ard. The
o ld e st w o r k e r o p e ra te s the m a ch in e fre e in g the two oth er m en who fo r m e r ly
w ork ed on the m a ch in e to p e r fo r m oth er tasks in the plant. The h o u rly
ea rn in gs w e r e not a ffe cte d by the chan ge. In a ll lik e lih o o d , the new m a ch in e
has p ro lo n g e d the w ork in g life o f the o ld e r w o r k e r .




26

M a te r ia ls H an d lers at a C arp et P lan t

In trod u ction and S u m m a ry
The jo b o f w a re h o u se m a n at a ca rp e t m a n u fa ctu rin g plant in v o lv e d
freq u en t liftin g and handling o f c a r p e t r o lls w eigh in g fr o m 500 to 800 pounds*
T he 11 w a re h o u se m e n r e q u ir e d to do this jo b a v e ra g e d 55 y e a r s o f age* T h e
plant m eth od s en g in e e r and sa fety en g in eer re d e s ig n e d the jo b b y in tro d u cin g
a s p e c ia lly d e sig n e d fo r k lift tru ck w h ich elim in a ted m u ch liftin g and handling
o f the h eavy ca rp e t ro lls * T he com p a n y re ta in e d s ix m en on the jo b ; r e t ir e d
fo u r; and r e a s s ig n e d one* R e d e sig n in g the jo b re d u ce d in ju r ie s and both
m a n a gem en t and w o r k e r s w e r e r e p o r t e d s a tis fie d w ith the r e s u lts o f the
change*
D e s c r ip tio n o f the E sta b lish m e n t
O v er the y e a r s , as the com p a n y op en ed plants in oth er p a rts o f the
cou n try , em p loy m en t at this plant has d e clin e d fr o m o v e r 4 , 000 to the p re se n t
total o f 750* T h is in clu d ed about 600 h o u rly ra te d p ro d u ctio n w o r k e r s , o f
w hom 100 a re w om en and 140 a re s a la r ie d e m p lo y e e s in e x e cu tiv e and c l e r i ­
c a l p osition s* A ll 70 s k ille d w o r k e r s and th r e e -fo u r th s o f the 375 s e m is k ille d
w o r k e r s a re m ale* A ls o , a ll 165 u n sk ille d w o r k e r s and a ll e x e cu tiv e e m p lo y e e s
a r e m a le ; the c l e r i c a l w o r k e r s a r e p re d o m in a te ly wom en* The a v e ra g e age of
a ll p ro d u ctio n e m p lo y e e s is 53* T h is r e la t iv e ly o ld e r la b o r f o r c e r e f le c t s the
p la n tl s lo n g -t im e p o s itio n as the p rin cip a l e m p lo y e r in a s m a ll tow n. A ls o ,
the c o lle c t iv e b a rg ain in g a g re e m e n t has s e n io r ity p r o v is io n s fa v o rin g the
re te n tio n o f o ld e r e m p loy ees*
T he co m p a n y ’ s funded p e n sio n plan, w h ich is p art o f its n e g o tia te d
union c o n tra ct, p r o v id e s f o r n o rm a l r e tire m e n t at 65 w ith 30 y e a r s o f se rv ice *
A m an m a y r e t ir e at 60 w ith 20 y e a r s o f a c c r e d it e d s e r v ic e at a r e d u c e d
p e n sio n . T h e r e is a ls o a d isa b ility r e tir e m e n t p r o v is io n a fte r 15 y e a r s o f
se rv ic e * M a xim u m paym ents under the co m p a n y plan a re $ 50 a m onth o r
$ 25 a m onth w ith su p p lem en tal paym ents r e c e iv e d under the F e d e r a l O ld A g e and D is a b ility B en efit s y s te m .
T ra in in g is given on the jo b , the duration depending on the sk ill
req u ired* O ld e r and younger p e rs o n n e l, who a r e r e a s s ig n e d o c c a s io n a lly
at the plant, in v o lv e m o s t ly s e m is k ille d and u n sk ille d w o r k e r s . O p era tin g
con d ition s d ete rm in e th ese rea ssign m en ts*
T he p e rs o n n e l d epartm ent at the plant, in addition to its usual duties
in v olv in g jo b c la s s ific a t io n , pay r a te s , union m a tte r s , etc* , o ffe r s e m p lo y e e
cou n selin g* A fu lly equ ip ped c lin ic sta ffed by a fu ll-t im e n u rse (w ith a
m e d ic a l d o c to r on a p a r t-t im e re ta in e r b a sis) is lo c a t e d on the p r e m is e s .
T h e r e is a ls o a fu ll-t im e sa fe ty e n g in e e r .




27

D e s c r ip tio n o f Job P r io r to R e d e sig n
The jo b o f w a reh ou sem a n had been p h y s ic a lly a rd u ou s, re q u irin g
p a rticip a tio n in 5 - o r 6 -m a n tea m s that did freq u en t liftin g , handling, c a r r y ­
ing, and p o sitio n in g o f r o lls o f c a r p e t w eigh in g fr o m 500 to 800 pounds* The
w o r k e r s m an u a lly lifte d and lo a d e d the ca rp e t r o lls on d o llie s in the w a r e ­
h ou se, tra n sp o rte d them to a loa d in g p la tfo rm , and then m a n u a lly lo a d e d the
r o lls onto fre ig h t c a r s o r tr u c k s . E a ch trip took about 15 to 20 m in u tes and
c o v e r e d a p p ro x im a te ly 150 fe e t.
R em ov in g the ca rp e t r o lls fr o m p ile d sta ck s in the w a re h o u se and
p la cin g them in fre ig h t c a r s and tru ck s re q u ir e d freq u en t stoop in g , squatting,
rea ch in g , and clim b in g . U su ally, one m an on the tea m , on a rota tin g b a s is ,
kept a sim p le r e c o r d o f the ite m s tra n s p o rte d to and fr o m the w a re h o u se .
R e co g n itio n o f the N eed to R e d e sig n the Job
T he com p a n y r e c o g n iz e d the n eed fo r le s s e n in g the h ea vy p h y s ica l
dem ands o f the jo b b e ca u s e o f the in c r e a s in g nu m ber o f a ccid e n ts and the
age o f the m e n . T he a v e ra g e age o f the 11 w a re h o u se m e n w as 55 with th e ir
a g es ran gin g fr o m 46 to 68. A ll had a m in im u m o f 25 y e a r s s e r v ic e with the
plant and th ree w e r e e lig ib le fo r fu ll re tire m e n t under the co m p a n y p e n sio n
plan* T h e w a re h o u se a re a had the h igh est in c id e n ce o f in ju ry am ong d e p a rt­
m en ts in the plant. H ern ia , ch e s t and b a ck stra in , tu rn ed a n k le s, and elb ow
fr a c t u r e s w e r e am ong the 15 r e p o r t e d in ju r ie s in the 5 -y e a r p e r io d p r e c e d in g
the jo b r e d e s ig n . Six o f th ese in ju rie s re su lte d in lo s t tim e .
N ature o f the R e d e sig n
P r e v io u s e ffo r t s to e a se the w a r e h o u s e m e n s jo b s had r e s u lte d in a
p r o p o s a l to in s ta ll o v e rh e a d tr a c k s and tra v e lin g h o is ts in the w a re h o u se a r e a .
M anagem ent abandoned this id ea b e ca u se the building w as not su ited s tr u c tu r ­
a lly fo r such equipm ent. A fte r studying a lte rn a tiv e s, the m eth od s en g in e e r
and sa fety e n g in e e r d e cid e d that the m o s t e ffe c tiv e solu tion w ou ld be som e
type o f m o b ile m a te r ia ls handling m a ch in e w h ich w ou ld not be h a m p e re d by
building lim ita tio n s . A fo r k lift tru ck , d esig n ed to o p e ra te with an 1 8 -fo o t
ste e l ra m m in g r o d o r shaft, w h ich w as 4 in ch e s in d ia m e te r and a ffix e d to
its fro n t, w as p r o p o s e d . T he o p e ra to r o f this tru ck c o u ld lift and c a r r y r o lls
o f ca rp e t w ith the r o d , w h ich co u ld be lo w e r e d o r r a is e d as r e q u ir e d . W hen
in s e r t e d into the h a rd p ap er c o r e ce n te r o f a c a r p e t r o l l , the o p e r a to r co u ld
d islo d g e a p a r tic u la r r o ll fr o m a sta ck o f r o lls and then lift it fo r m o v e m e n t
to the a re a o r loa d in g station . T he com p an y o r d e r e d two fo r k lift tr u c k s ,
s p e c ia lly d esig n e d a c c o r d in g to s p e c ific a tio n s d e v e lo p e d by the equipm ent
m a n u fa ctu rer in c o lla b o r a tio n with the plant*s sta ff. T he w o r k e r s r e q u ir e d
1 w eek o f o n -t h e -jo b tra in in g to le a r n to o p e ra te the fo r k lift tr u c k s .




28

B e fo r e the new equipm ent co u ld be put into fu ll u s e , the p la n t’ s
m ain ten an ce staff w id en ed som e doorw ays* A ls o , the m a n u fa ctu re r o f the
h a rd p ap er c o r e s , aroun d w h ich the ca rp e tin g w as r o lle d , exten ded the
c o r e s s e v e r a l in ch es in length so that the ro d co u ld be in s e r te d m o r e easily*
T h e s e two ch an ges to o k p la ce o v e r a p e r io d o f fr o m 6 to 8 m onths*
R e su lts o f the R e d e sig n
T h e new sy ste m n eed ed on ly 6 m en to do the w o r k o f the 11-m a n
tea m p r e v io u s ly req u ired * T h e a v e ra g e age o f the six w as 54, w ith a range
fr o m 46 to 59. F o u r o f the m en r e t ir e d w ith b en efits o f com p an y p e n sio n s
(th ree with fu ll ben efits) and F e d e r a l S o c ia l S e cu rity paym ents* T h e ir a g es
at the tim e o f re tir e m e n t w e r e 68, 66, 65, and 63* T h e fifth w o r k e r , a 5 8 y e a r - o ld m an, w as t r a n s fe r r e d to a d iffe re n t d epartm en t, w h e re h is e a rn in gs
le v e l w as u n a ffe cte d b y the rea ssign m en t*
The b a se pay rate o f the w a re h o u se m e n re m a in e d the same# H o w e v er,
the group in cen tiv e r a te s w e r e r e v is e d to r e f le c t the change in m ethod* T he
in c r e a s e d output p e r m an o f the m e ch a n iz e d o p e ra tio n re s u lte d in a net in c r e a s e
o f a p p ro x im a te ly 15 p e r c e n t in w o r k e r s h o u rly earnings*
In the 6 y e a r s sin ce jo b re d e s ig n , th ere have been on ly fiv e w o r k in c u r r e d in ju ries* One o f th ese in ju r ie s in v o lv e d lo s s o f tim e fr o m w o rk , as
a r e s u lt o f the e lim in a tio n o f h ea v y liftin g , handling, and m o v in g tasks* T h is
nu m ber c o m p a r e s w ith 15 w o r k in ju r ie s o v e r the sam e tim e p e r io d p re ce d in g
red esign * S ix o f th ose in ju r ie s re s u lte d in lo s t tim e*




29

Top^Stitch W o rk e rs at a F o o tw e a r F a c t o r y
In trod u ction and Sum m ary
The ’ ’top s titch ” w o r k e r s at a shoe plant w e r e a g rou p o f 20 w om en ,
m o s t o f w hom w e re o v e r 50 y e a r s o f a g e. During 1965 th e ir e ffic ie n c y was
d eclin in g b eca u se o f the p h y s ica l stra in s o f th eir jo b . Som e o f th e ir tasks
re q u ire d freq u en t bending and squatting. Not on ly w as th eir output d e clin in g ,
but a b s e n te e is m and com p la in ts in c r e a s e d . A fte r studying the re q u ire m e n ts
of th eir w ork situation in re la tio n to th eir p h y s ica l lim ita tio n s , m an agem en t
re d e sig n e d th eir jo b by a ssig n in g to you n ger w o r k e r s the tasks causing
p h y sica l s t r e s s .
D e s c r ip tio n o f the E sta b lish m en t
The plant e m p lo y s about 7 ,7 0 0 w o r k e r s , o f w h om rou g h ly 1 ,3 0 0 a re
n on p rod u ction w o r k e r s , co n s istin g o f s a la r ie d m a n a g e ria l and c le r ic a l
e m p lo y e e s . T h ere a re o v e r 100 sk ille d r e p a irm e n , e . g . , e le c t r ic ia n s ,
m e c h a n ic s , e tc . P r o d u c tio n w o r k e r s , who n u m ber about 6, 200, a v e ra g e d
44 y e a r s o f age at the end o f 1965.
No fo r m a l train in g p r o g r a m e x is ts at the plan t, e x ce p t f o r o c c a s io n a l
c la s s r o o m train in g fo r m an agem en t d e v e lo p m e n t. M ost train in g is con d u cted
on the jo b . P r o fic ie n c y at the shoe m a ch in e s r e q u ir e s about 6 m onths fo r
m o st w o r k e r s .
R e a ssig n m e n t of w o r k e r s is p o s s ib le when jo b s a re s im ila r .
The plant m aintains a p e rs o n n e l departm en t sta ffed by 22 w o r k e r s :
12 p r o fe s s io n a l, 10 c le r ic a l. T h ere a re fo u r fu ll-t im e sa fety r e p r e s e n ta tiv e s .
T h ere is no union at this plant.
The co m p a n y ’ s m e d ic a l p r o g r a m p r o v id e s w o r k e r s and fa m ily
m e m b e r s with m e d ic a l trea tm en t by com p an y d o c t o r s , and if n e c e s s a r y , by
ou tsid e s p e c ia lis t s , at no c o s t to the e m p lo y e e e x ce p t fo r a $ 2 -a d m in is tr a tio n
fe e . The m e d ic a l departm en t e m p lo y s 60 p e r s o n s . L a st y e a r this s e r v ic e
c o s t the com p an y about $ Z\ m illio n .
E m p lo y e e s qu a lify fo r p a r tia l p e n sio n at 62 with 25 y e a r s o f s e r v ic e ,
and fo r fu ll p e n sio n at 65 a fte r 20 y e a r s o f s e r v ic e . The com p an y m a tch e s
em p lo y e e con trib u tion s to the p e n sio n plan. If an e m p lo y e e quits b e fo r e
b e co m in g e lig ib le fo r re tire m e n t, the am ount he has paid into the fund is
refunded plus a m in im u m o f 3 p e rce n t in te re s t.
D e s c r ip tio n o f Job P r io r to R e d e sig n
The jo b o f ’ ’top s t it c h e r ” in v o lv e s stitchin g the s h o e ’ s lining to its
upper le a th e r on a sew ing m a ch in e . The seq u en ce o f ta s k s , p r io r to the jo b
re d e s ig n , w as as fo llo w s : The w o r k e r w alked fr o m h e r sew ing m a ch in e to a




30

supply ra ck , 10 to 15 fe e t aw ay, to c o lle c t a batch of m a t e r ia ls - - 1 2 p a ir s o f
le a th e r u p pers fo r shoe tops and 12 p a irs of lin in g s --w h ic h w eigh ed about 10
pou n ds. Finding the a p p ro p ria te b a tch es o f le a th e r and lin in gs on the ra ck
u su a lly re q u ire d squatting, stoop in g, bending, and o c c a s io n a lly so m e eye
stra in . The w o r k e r c a r r ie d the m a te r ia ls to h e r m a ch in e and p e r fo r m e d the
stitching o p e ra tio n , at h e r own p a c e . She w ould tr im then with s c i s s o r s the
th read s of the. jo in e d p a r ts . F in a lly , she put h e r co m p le te d w o rk into a b o x
w h ich she w ou ld c a r r y la te r to a n ea rb y a re a fo r the next o p e ra tio n .
The en tire top stitchin g o p e ra tio n took a p p ro x im a te ly 15 to 20 m inutes
p e r batch* A fte r this w as co m p le te d , the w o r k e r w ent b a ck to the ra ck fo r
another batch o f m a te r ia ls and re p e a te d the en tire p r o c e d u r e . A d d ition a l
duties in clu d ed changing the b ob bin when n e c e s s a r y , re p a irin g th rea d b re a k a g e ,
obtaining su p p lies fr o m the thread c a g e , and con ta ctin g m ain ten an ce m en
when a m ach in e n eed ed any re p a ir work*
The top stitch e r m u st have c o n s id e r a b le m anual d e x te rity and a b ility
to coord in a te e y e , hand, and fo o t a ctio n in op era tin g the sew ing m a ch in e s .
She sets the b ob bin in m o tio n by d e p re s s in g the clu tch p eda l w ith h e r fo o t, and
stop s it by d e p re s s in g the fo o tb r a k e . She n eeds high v isu a l a cu ity to stitch
the lining p r o p e r ly .
R e co g n itio n o f the N eed to R e d e sig n the Job
S h ortly b e fo r e the jo b r e d e s ig n w as un dertaken , the plant s u p e rin ­
tendent and departm en t m a n a ger had found that the p ro d u ctiv ity o f the s t it c h e r s ,
a ll o f w hom w e r e w om en with long p e r io d s o f e x p e r ie n c e in th e ir w o rk , had
d rop p ed 13 p e rce n t b e lo w standards p r e v io u s ly set by tim e study e n g in e e r s .
M o r e o v e r , the w o r k e r s co m p la in e d about the freq u en t ben din g, squatting, and
stretch in g re q u ire d to p r o c u r e m a te r ia ls fr o m the supply ra ck . F in a lly , a
steady in c r e a s e in a b s e n ce s sup p orted the d e c is io n that som e chan ges w e re
n eed ed.
The plant superin ten den t, departm en t m a n a g e r, and oth er m a n a g e ­
m ent p eop le d is c u s s e d the p ro b le m and d e cid e d that the jo b s o f the top
s titch e rs should be re d e sig n e d . R ea ssig n in g the w o r k e r s w as r e je c te d fo r a
nu m ber o f r e a s o n s : (1) the com p an y did not want to lo s e the e x p e r ie n c e and
s k ill the w om en had a cq u ire d o v e r m o r e than 25 y e a r s on the jo b , (2) r e la tiv e ly
low w a ges ca u sed d ifficu lty in re cr u itin g e x p e r ie n c e d w o r k e r s , and (3) no
oth er jo b s w e re a v a ila b le that did not re q u ire constant standing at m a ch in e s .
Nature o f the R e d e sig n
The plant superintendent and departm en t m a n a ger re d e sig n e d the jo b
o f top stitch e r by re m o v in g w o rk that w as not in v o lv e d in the actu al stitchin g
o p e ra tio n . T hey a ssig n e d these tasks to two ’ ’ s e r v ic e w o r k e r s , ” ch o s e n fr o m
am ong the 20 stitch e rs a fte r bid s w e r e opened to any stitch e rs who w e re
in te re s te d . Two o f the you n ger s titc h e r s w e re ch o se n to b e c o m e the s e r v ic e
w o r k e r s b eca u se of the m o r e strenu ous nature o f the new jo b , w h ich w ould




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re q u ir e constant bending, stre tch in g , squatting, and p o s s ib le eye stra in . Of
the 20 s tit c h e r s , a ll o f w hom w e re w om en , only 4 w e r e under 45 y e a r s o f a g e.
Tw o w e r e betw een 45 and 50, eight betw een 50 and 60, and s ix b etw een 60 and
65. With the rea ssig n m e n t o f two o f the w o r k e r s , the top s titc h e r s w e r e
red u ced to 18.
The stitch e rs a re able now to sit and w o r k u n in terru p ted ly at th eir
m a ch in e s . Standing, bending, squatting, and strain in g the e y e s have been
elim in a ted . P ro d u ctiv ity in c r e a s e d by 16 p e r c e n t, 2 m onths a fte r the jo b
re d e sig n . Since then, a b s e n te e is m has d e clin e d a ls o and e m p lo y e e com p la in ts
have b e co m e in frequ en t. The ea rn in gs o f the top s t it c h e r s , who a re paid on
a p ie c e rate in cen tive b a s is with a guaranteed h o u rly b a s e , have in c r e a s e d as
a resu lt o f the h ig h er output p e r m a n -h o u r. The two s e r v ic e w o r k e r s r e c e iv e
h ig h er ea rn in gs now than they did as s titc h e r s .
A fte r an e x p e rim e n ta l
p e r io d when s e r v ic e w o r k e r s w e re guaranteed th e ir a v e ra g e ea rn in gs as
s titc h e r s , tim e study e n g in e e rs e sta b lish e d p ie c e w o r k pay r a te s . Since th eir
p r o fic ie n c y at lo ca tin g su p p lies has in c r e a s e d ste a d ily , th e ir ea rn in gs have
a ls o in c r e a s e d .
No retra in in g o f e ith e r stitch e rs o r s e r v ic e w o r k e r s w as n eed ed.
The re d e s ig n in v o lv e d re d is trib u tio n o f tasks in w h ich both g rou p s w e re e x p e ­
r ie n c e d . No ex p en se w as in c u rre d by the jo b r e d e s ig n , sin ce th ere w as
s c a r c e ly any in terru p tio n in w o rk , and no new equipm ent w as n eed ed .




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P r e s s O p e ra to r at a N ovelty P ro d u cts M anufacturing P lant
In trod u ction and Sum m ary
A t a plant m anu factu rin g n ov elty s p h e r e s , m an agem en t re d e sig n e d
the jo b o f a 68 y e a r - o ld w o r k e r so that he w ould be le s s fa tigu ed . By i s o ­
lating and a ssig n in g to h im a p art o f the total jo b and a llo ca tin g to oth er w o r k ­
e r s the tasks that re q u ir e d standing, the o ld e r w o r k e r cou ld re m a in sea ted .
D e s c r ip tio n of the P lant
The plant m a n u fa ctu res p a p e rb o a rd sp h e re s and oth er n ov elty p r o d ­
u cts o f m e ta l and p la s tic m a te r ia ls . It e m p lo y s a p p ro x im a te ly 215 p e o p le ,
n e a rly h a lf o f w hom a re m en . A bout 40 e m p lo y e e s a re in e x e cu tiv e and
c le r ic a l p o s itio n s ; 175 a re in p ro d u ctio n jo b s . Two m e ch a n ic s and one die
s e t t e r , the on ly sk ille d w o r k e r s , have s e r v e d th e ir fo r m a l a p p re n tice sh ip s
e ls e w h e r e . A ll the oth er fa c t o r y w o r k e r s a re e ith e r s e m is k ille d (82) o r
u n sk illed (90). None o f th eir jo b s re q u ire d m o r e than 3 w eek s o n -t h e -jo b
tra in in g.
O v er the y e a r s , the co m p a n y ’ s p ro d u ctio n s u p e r v is o r s have m ade
m any chan ges to le s s e n the m anual w o rk lo a d and to sim p lify tasks at s p e c ific
stages on the a s s e m b ly lin e . T h ese im p ro v e m e n ts have re su lte d in o p e r a ­
tion a l p r o c e d u r e s w h ich re q u ire few h igh ly sk ille d p ro d u ctio n w o r k e r s . O n t h e -jo b trainin g is the on ly type o f trainin g p r a c t ic e d .
The plant e m p lo y s a fu ll-t im e p e rs o n n e l d ir e c t o r , who is r e s p o n s i­
ble f o r sa fety and ’ ’fir s t a id , ” along with the u su al duties o f this p o s itio n . No
union e x is ts at the plant.
D e s c r ip tio n of J ob P r io r to R e d e s ig n
The jo b o f p r e s s o p e r a to r and sp h ere jo in e r , w h ich w as re d e sig n e d
fo r an o ld e r w o r k e r , c o v e r s th ree sep a ra te s e m im e ch a n iz e d ta sk s: f ir s t ,
stam ping out p a p e rb o a rd sp h ere h a lv e s on a h y d ra u lic p r e s s ; s e co n d , join in g
the h a lv es to fo r m a sp h ere by m ean s o f a s p e c ia l m a ch in e ; and th ird , cutting
p a rts fo r u se in jo in in g . T h ese task s a re rota ted am ong the 13 w o r k e r s
c la s s ifie d in this jo b c a te g o r y .
In the p r e s s o p e ra tio n , the w o r k e r , w h ile standing, m anually fe e d s a
lightw eight p a p e rb o a rd sheet into a p r e s s and then a ctu a tes the stam ping
a ctio n by d e p re s s in g lig h tly a fo o t p ed a l. The die fo r m s the sheet into the
shape of a h a lf sp h e re . The w o r k e r re p e a ts this a ctio n until he co m p le te s a
b atch . He m o v e s the co m p le te d w o rk to the jo in in g o p e ra tio n on a handtruck.




33

The w o r k e r , standing at the join in g o p e ra tio n , f ir s t m an u ally fits a
h ard p a p e rb o a rd h o o p , 5 /8 - in c h in w idth, p a r tia lly into a h alf sp h e re . A d h e ­
sive c o v e r s the hoop to hold the two h a lv es to g e th e r. N ext, he v is u a lly
in s p e cts the h a lv es fo r m a rk s w h ich guide h im in alignin g them p r o p e r ly . The
jo in e r p la c e s the two p a rts into a jo in in g m a ch in e and p u lls an o v e rh e a d le v e r
w hich b rin g s a ir p r e s s u r e to b e a r at the ju n ctu re o f the two h a lv e s , fir m ly
join in g them . He then s tre tch e s up to hang th ese sp h e re s on an o v e rh e a d
c o n v e y o r w h ich c a r r ie s them to the next o p e ra tio n .
W h en ever the
cut h is own hoop s fr o m
w o r k e r p la ce d the r o ll
a le v e r . A fte r cutting

supply of h oop s needed to be re p le n is h e d , ea ch jo in e r
a la rg e r o ll. Standing b e fo r e a cutting m a ch in e , the
in p o s itio n and sta rted the cutting o p e ra tio n by pulling
a batch o f h o o p s , he brought them b a ck to h is w o r k p la c e .

The sp h ere join in g fu n ction re q u ire d a g r e a te r d e g r e e o f m anual
d e x te rity and v isu a l a cu ity than the two oth er ta sk s. In p e r fo r m in g the sp h ere
join in g ta sk , the w o r k e r m ust p o s itio n c a r e fu lly the h a lv e s to get a p e r fe c t
fit o f the p ictu re d a re a s on the jo in e d sp h e re . The o ld e r w o r k e r s tended to
a v oid this ta sk , and to spend m o r e tim e at the p r e s s o p e ra tio n , b e ca u se the
la tte r jo b re q u ir e d le s s v isu a l acu ity and d e x te rity .
The p o s itio n of p r e s s o p e r a to r and jo in e r w h ose pay rate is $ 1 .6 5 an
hou r is in a low le v e l of the s e m is k ille d jo b c la s s ific a t io n . The jo b did not
in v olv e any unusual d e g re e o f h a za rd to the w o r k e r s , n or w ould any w o r k e r 1s
n e g le ct re su lt in dam age to equipm ent o r m a te r ia ls o f m o r e than a few hun­
d red d o lla r s .
R e co g n itio n o f N eed to R e d e sig n the Job
T h e re w e r e 13 m a le w o r k e r s on the jo b p r io r to its r e d e s ig n . T h e ir
a g es ran ged fr o m 28 to 68; the a v e ra g e age w as 38. A ll o f the w o r k e r s w e re
under 50 e x ce p t the o ld e r w o r k e r fo r w hom the r e d e s ig n w as c a r r ie d out.
A v e r a g e length o f s e r v ic e o f th ose on the jo b w as le s s than 10 y e a r s .
The 68 y e a r - o ld w o r k e r had b een e m p lo y e d at the plant fo r 10 y e a rs
in the co m b in a tion jo b o f p r e s s o p e r a t o r -s p h e r e jo in e r . He had p e r fo r m e d
h is tasks sk illfu lly and plant s u p e r v is o r s re g a rd e d h im h ig h ly. He a p p ea red
to be fr e e of any p h y s ica l d iffic u lt ie s . The v ic e p re s id e n t in ch a rg e o f p r o ­
d u ction d e cid e d that the output o f a m an o f 68 w ould d e clin e if he had to c o n ­
tinue to stand at h is jo b during m o st o f the day. The v ic e p r e s id e n t, t h e r e fo r e ,
re q u e ste d the fo re m a n , who su p e rv ise d the w o r k e r , to d e sig n a change in jo b
content that w ould enable the w o r k e r to sit rath er than stand m o s t o f the w o r k ­
day. It w as fe lt the w o rk e r, who h im s e lf had not co m p la in e d about the standing
that w as r e q u ir e d , w ould not have re q u e ste d s p e c ia l co n s id e r a tio n .
The w o r k e r w as e lig ib le a lre a d y fo r a re tire m e n t p e n sio n fr o m the
com p an y when the jo b change w as e ffe c te d . P a y m e n ts , including those under
S ocia l S e cu rity , w ould have been s m a lle r than h is w age in c o m e , in v iew o f




34

h is b r ie f em p loy m en t with the fir m .
Under the c ir c u m s t a n c e s , both he and
h is e m p lo y e r s p r e fe r r e d that he keep w ork in g .
The com pany*s p en sion plan, fin a n ced e n tir e ly by con trib u tion s
fr o m the e m p lo y e r , p r o v id e s fo r in itia l e lig ib ility during the f is c a l y e a r in
w h ich an em p lo y e e re a ch e s his seventh a n n iv e rs a r y with the com p a n y.
N orm a l re tire m e n t is at age 65 fo r m a le s , 60 fo r fe m a le s .
The com p an y c o n ­
trib u tes 10 p e rce n t o f the am ount equal to an em p loy ee*s annual ea rn in gs to
the p en sion fund. A fte r 15 y e a rs of s e r v ic e , an e m p lo y e e a c q u ir e s a 50 p e r ­
cent equity in the am ount paid into his a ccou n t; a fte r 20 y e a r s , he has a 100
p e rce n t equity.
Nature o f the R e d e sig n
The p e rso n n e l d ir e c t o r and fo re m a n d e cid e d to a s s ig n e x c lu s iv e ly
the h oo p -cu ttin g task to the 68 y e a r - o ld w o r k e r as a sep a ra te jo b . T his r e d e ­
sign w ould elim in a te fr o m his duties the standing, p u llin g , liftin g , and s t r e t c h ­
ing w hich w e r e in v o lv e d in the p r e s s and join in g o p e r a tio n s . The total volu m e
o f the h oop -cu ttin g w o r k w ould keep the o ld e r w o r k e r o c c u p ie d fu ll tim e .
A s p art o f the jo b re d e s ig n , the com p an y r e lo c a te d the m a ch in e u sed
f o r cutting the h oop s to one side of the p r e s s and sp h ere join in g w o r k r o o m .
M o re fr e e sp a ce in the w ork in g a re a p ro v id e d a p la ce to sit in fro n t o f the
m a ch in e , allow in g the o ld e r w o r k e r to re m a in sea ted w h ile w o rk in g . He had
to r is e only o c c a s io n a lly , to obtain a supply o f p a p e rb o a rd r o lls fr o m w hich
to m ake and supply h oop s to oth er w o r k e r s . T h e re w as no p r o b le m of
retra in in g sin ce he w as a lre a d y fa m ilia r with the h o o p -cu ttin g task.
R esu lts o f the R e d e sig n
P ro d u ctio n o f the unit in c r e a s e d by a p p ro x im a te ly 10 p e rce n t as a
re su lt of this jo b chan ge. The m an a ssig n e d to h o o p -cu ttin g w as able to keep
the jo in e r s supplied with a ll the h oop s they n eeded at the p a ce r e q u ir e d . The
la tter no lo n g e r had to in terru p t th e ir sp h ere join in g ta sk s to m ake th e ir own
h oops.
The o ld e r w o r k e r w as re p o rte d to be p le a s e d with the change b e ca u se
it p e rm itte d h im to sit m o s t o f the tim e . The new a rra n g e m e n t r e lie v e d h im
o f the v isu a l stra in o f m atch ing sp h ere h a lv e s . T h e re w as no change in ra tes
o f pay fo r any o f the w o r k e r s . Output in c r e a s e d by an e stim a te d 10 p e rce n t on
the p r e s s op era tin g and sp h ere jo in in g o p e ra tio n .
The jo b r e d e s ig n in c u rre d no c o s t s and on ly a few h ou rs of in te r r u p ­
tio n o f w ork to r e lo c a te the cutting m a ch in e .




35

G r in d e rs at a F ou n dry
In trod u ction and S u m m a ry
T h is c a s e study d is c u s s e s the re d e s ig n o f a pipe grin din g and te st
p r e s s o p e ra tio n at a ca st ir o n pipe fou n d ry . P r io r to the change* the o p e r a ­
tion w as la r g e ly a m anual a ctiv ity o ccu p y in g 10 m e n — standing, liftin g , and
handling h ea vy pipe under v e r y dusty and n o is y w ork in g co n d itio n s . A t le a s t
fou r o f th ese m en w e r e o v e r 45 y e a r s o f a g e. T he r e d e s ig n co n v e r te d the
en tire sy ste m to a pushbutton, fu lly autom atic m eth od , u sin g on ly 1 o f the
10 w o r k e r s to o p e ra te the new equipment* T h is w o r k e r , 50 y e a rs o f age,
sat m o s t o f the w ork d a y , o p e ra tin g e a s ily actuated pneum atic e le c t r ic c o n ­
t r o ls . The com p a n y r e a s s ig n e d the other w o r k e r s to le s s p h y s ic a lly dem and­
ing w o r k in the plant.
D e s c r ip tio n of the E sta b lish m en t
T h is plant, w h ich m a n u fa ctu re s ir o n and s te e l c a s tin g s , is one o f the
la r g e s t independent fou n d ry o p e ra tio n s in the U nited S ta tes. Its p ro d u ctio n
fa c ilit ie s a re lo c a te d on a 2 3 0 -a c r e p lot hou sing th re e ty p es o f fou n d ry o p e r a ­
tion s in th ree sep a ra te b u ild in g s. One is a c a s t ir o n pipe fou n d ry , bu ilt in
1926} the secon d is a c a s t ir o n fittin g s fou n d ry, built in 1940; and the th ird is
a s te e l fou n d ry w h ich the com p an y built a few y e a r s ago and w h ich con ta in s
the la te st typ es o f s te e l tube ca stin g equipm ent.
T h e com p a n y has b een m e ch a n izin g sin ce its e a r lie s t y e a r s . Hand­
m old in g o f ca s t ir o n p ipe and ir o n fittin g s w as m e ch a n iz e d at the plant in the
e a r ly 1930*s. O v e r the y e a r s , the com p a n y m a de a d v a n ces in ca s tin g t e c h ­
n iq u es and in m a te r ia l handling m e th o d s. O v erh ea d tra v e lin g c r a n e s , c o n ­
v e y o r b e lt s , p a lle tiz a tio n , and oth er m o t o r iz e d m a te r ia l m o v e m e n t equipm ent,
and p r o c e d u r e s have b een in tro d u ce d e x te n s iv e ly to e lim in a te v e r y h ea vy
liftin g and m ov in g o f c a s t in g s . A pneum atic sy ste m o p e ra te d fr o m a ce n tra l
c o n t r o l panel r e c e iv e s m o ld in g and c o r e sands in bulk and m o v e s them to
sto ra g e and w o r k a r e a s .
T h e s e ch an ges have re d u ce d the h a rd , m anual la b o r and have
e m p lo y e d m en who m igh t have b een c o m p e lle d o th e rw ise to le a v e the com p a n y
b e ca u se o f aging o r oth er p h y s ica l h a n d ica p s. A c o n s id e r a b le n u m ber o f ta sk s
in the plant s t ill r e q u ir e stren u ou s p h y sica l effort* M an y jo b s r e q u ir e m en to
w o r k in hot te m p e ra tu re s and v e r y dusty, d irty co n d itio n s . T h e goal o f the
com pany*s m an agem en t is to elim in a te th ese co n d itio n s as m u ch a s p o s s ib le .
T h e com p a n y e m p lo y s a p p ro x im a te ly 2, 500 p e o p le , 2, 000 o f w hom
a re m en en gaged in p ro d u ctio n . T h e re m a in d e r w o rk in n o n p ro d u ctio n a c t iv i­
t ie s . A bou t 23 p e rce n t o f the p ro d u ctio n w o r k e r s a re e m p lo y e d in sk ille d
jo b s (jo u rn e y m e n m o ld e r s , c o r e m a k e r s , m ain ten a n ce m e c h a n ic s , e t c .) ; 39
p e rce n t in s e m is k ille d w o rk ; and 38 p e rce n t in u n sk ille d jo b s .




36

F o r m a l jo b tra in in g in the plant is lim ite d to a 5 -y e a r a p p re n tic e ­
ship tra in in g p r o g r a m fo r sk ille d jo u rn e y m e n jo b s such as m o ld e r s , c o r e m a k e r s , and som e m a in ten a n ce w o r k e r s . U ntil the jo u rn e y m e n pay ra te
is re a ch e d , a fo r m a l, graduated ra te s ca le is set up fo r the en tire tra in in g
p e r io d . A p a rt fr o m this p r o g r a m , e v e r y new e m p lo y e e attends 10 2 -h o u r
s e s s io n s on plant p r a c t ic e s and e m p lo y e e s e r v ic e s . S e m is k ille d o r u n sk ille d
w o r k e r s a re tra in e d on the jo b under the guidance o f a s u p e r v is o r o r e x p e r i­
e n ce d w o r k e r .
M en in s e m is k ille d and u n sk ille d o ccu p a tio n s can be r e a s s ig n e d o r
t r a n s fe r r e d to m any jo b s in the plant. G e n e ra lly , sk ille d w o r k e r s cannot be
r e a s s ig n e d e a s ily , e s p e c ia lly w h ere fo r m a l a p p re n tice sh ip has re s u lte d in a
jou rn ey m a n sta tu s. W hen such w o r k e r s a re t r a n s fe r r e d to l e s s s k ille d jo b s ,
the com p a n y m ain tain s the em ployee* s rate o f pay at the le v e l w h ich he
r e c e iv e d in h is f o r m e r jo b . The com p an y d oes not have any c o lle c t iv e b a r ­
gaining a g re e m e n t.
T h e co m p a n y 's p e rso n n e l, m e d ic a l, and sa fety s e r v ic e s a re quite
e x te n s iv e . T he p e rs o n n e l departm ent o ffe r s m any aids to e m p lo y e e s , in clu d ­
ing co u n se lin g . T h e r e is a fu ll-t im e sa fety re p r e s e n ta tiv e . T he com p a n y
pays the total c o s t o f a ll m e d ic a l s e r v ic e s n eed ed b y its e m p lo y e e s and th e ir
im m ed ia te fa m ilie s . T he com pany*s m e d ic a l sta ff in clu d e s fiv e fu ll-t im e
m e d ic a l d o c t o r s , s ix fu ll-t im e d e n tists, and a la r g e n u m ber o f co n su ltin g
s p e c ia lis t s who attend the e m p lo y e e s at c lin ic s . T he com p a n y a ls o pays fo r
h o sp ita liz a tio n .
T h e com p an y*s e m p lo y e e p en sion plan d oes not r e q u ir e any e m p lo y e e
co n trib u tio n s. A " n o r m a l" fu ll p en sion can be ob tain ed at age 60 w ith 30 y e a r s
o f s e r v ic e . R e tire m e n t is c o m p u ls o r y at 65 y e a r s o f a g e, but 20 y e a rs o f
s e r v ic e is r e q u ir e d fo r p en sion rights* A n e m p lo y e e m a y be r e t ir e d on d is a ­
b ility with 15 y e a r s o f s e r v ic e . A fo rm u la w eig h ted to w a rd the w o r k e r s at
lo w e r ea rn in gs le v e ls e s ta b lis h e s re tir e m e n t p ay m en ts. T h e p re sid e n t o f the
com p an y in d ica te d that so m e o f the com pany*s in te re s t in re d e sig n in g jo b s by
m aking w o r k le s s a rd u ou s w as to cu rb e a r ly r e tir e m e n ts .
D e s c r ip tio n o f Job P r io r to R e d e sig n
T h e "p ip e grinding and te st p r e s s station " o p e ra tio n , w h ich is one o f
the fin al sta ges o f the p r o c e s s flo w in the fou n d ry, is in the " c le a n and ship"
d epa rtm en t. G rin d in g is re q u ir e d to re m o v e m e ta l b u r r s o r rough ed g e s fr o m
the in te r io r s u r fa c e s of the p ip e s . The h y d ra u lic w a ter p r e s s te st su b je cts
the pipe to w a te r p r e s s u r e o f 500 pounds p er square inch to lo ca te d e fe cts and
te st m e ta l stren gth .
The w o r k at the station c o n s is t e d o f th ree p h y s ic a lly dem anding m anual
fu n ctio n s. A " lo a d e r " m an, w e a rin g p r o te c tiv e g lo v e s , pushed and r o lle d still
hot p ip es along an in c lin e d r a c k into each o f th re e e le c t r ic a lly d riv e n rota tin g
pipe r o llin g m a ch in e s , lo ck in g the p ip e s in p o s itio n . A n o p e r a to r sta rte d the




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m a ch in es by m a n u a lly pushing lon g le v e r s . Six " g r in d e r 11 m en , one at each
end o f the th ree m a ch in e s , in d iv id u a lly lifte d a 1 0 -fo o t m e ta l shaft o r p ole
top p ed with an a b ra s iv e grinding head o r nr o c k " - - t o t a l w eigh t 40 to 50
p o u n d s --a n d in s e rte d it into one end o f the ca st ir o n pipe* T h e y m a n u a lly
pushed and p u lled the p o le s b ack and fo rth in the pipe fo r a p p ro x im a te ly 2
m in u tes, at w h ich tim e the o p e ra to r stopped the m a ch in e s . T he g r in d e r s
p u lled the p o le s fr o m the p ip e s , p la ce d the p o le s on the f lo o r , r e le a s e d the
p ip es fr o m the m a ch in e s , and sta rted them ro llin g to the te st p re ss* T he
g rin d e rs w e r e re a d y then f o r the n ex t pipe grinding c y c le . T he tw o m en at
the te st p r e s s m a ch in e s m an u ally r o lle d the p ip es into the sa d d les o f the
m a ch in e s , lo c k e d them in p o sitio n , te ste d them , p r ie d the p ip e s lo o s e with
a w ood en p ost, and pushed them on to a fin al cleanu p area*
In the jo b c la s s ific a tio n s e r ie s , the jo b s at the pipe grinding and te st
p r e s s station w e r e a ll c la s s ifie d as s e m is k ille d but the jo b s o f lo a d e r , g r in d e r s ,
and te st p r e s s -m a c h in e m en w e r e a ll ra ted ju st one step above the co m m o n
la b o r e r c a te g o r y . T he o p e ra to r who m an ipu lated the le v e r s fo r the pipe ro ta t­
ing m a ch in e s w as c la s s ifie d som ew hat h igh er in the s e m is k ille d jo b range*
T h e w o r k e r s w e r e a ll p a id on an h o u rly ra te basis* T h e o p e r a t o r 1s
ra te w as a p p ro x im a te ly 18 p e rce n t h igh er than the rate o f the oth er w o r k e r s
in the o p e ra tio n .
F o r a ll the w o r k e r s , e x ce p t the o p e r a to r , the p r e r e q u is ite s fo r p e r ­
fo r m a n c e w e r e braw n and good p h y s ica l con d ition . T he o p e r a to r had to stand
m o s t o f the w orkday* Though pushing and pulling o f le v e r s w as fatigu in g, his
w o rk w as not so stren u ou s p h y s ic a lly as the w o r k o f the o th e r s . In addition
to bein g on th eir fe e t m o s t o f the day, th ese w o r k e r s p e r fo r m e d ta sk s d em and­
ing ardu ou s p h y s ica l e ffo r t . The 2 -m in u te, m a c h in e -p a c e d c y c le , re q u irin g
constant liftin g , pu llin g, and pushing o f the 40 to 50 pound p o le s , im p o s e d a
h ea vy p h y s ica l burden on the g r in d e r s . T h e y tu rn ed out a p p ro x im a te ly 90
p ip es p er h ou r. T he lo a d e r and two te st p r e s s m en a ls o did a g rea t deal o f
exhausting m anual m o v in g , pushing, and p u llin g.
T o a v oid a c c id e n ts , the w o r k e r s e x e r c is e d at le a s t o rd in a ry c a r e in
doing th eir job s* T h e com p an y did not ex p ect fin a n cia l r e s p o n s ib ilit y fo r
dam age to m a te r ia l o r equipm ent to e x c e e d $ 200* If the w o r k e r s w e r e c a r e ­
le s s in p e r fo r m in g the grinding jo b , the pipe had to be rim through the o p e r a ­
tion again fo r re w o rk in g .
The m en w o rk e d in an e n c lo s e d fou n d ry a re a , w h ich w as som ew h at
n o is y , v e r y dusty, and e x p o s e d to steam v a p o r. T h e y w o r e p r o te c tiv e
h e lm e ts, fa c e s h ie ld s , and n o se r e s p ir a t o r s during so m e p a rts o f the p r o c e s s .
In 1961, the a v e ra g e length o f s e r v ic e o f the six g rin d e rs and the
o p e ra to r w a s 19 y e a r s ; the range w as 14 to 25 y e a r s . B y c o m p a r is o n , the
a v e ra g e plant s e n io r it y w as 14*5 y e a r s . The a v e ra g e age o f the sev en m en




38

w a s 4 6 , ran gin g fr o m 39 to 52 y e a r s . T h re e o f the m e n w e r e at le a s t 46
y e a rs o ld and the o p e r a to r w a s 50 y e a r s o f age* (A ge and s e r v ic e data w e r e
not a v a ila b le fo r the lo a d e r and the tw o te st p r e s s m en*)
R e co g n itio n o f the N eed to R e d e sig n the O p e ra tio n
In a n ticip a tion o f in c r e a s e d b u s in e s s , the com p a n y re d e s ig n e d the
"p ip e grinding and te s t p r e s s sta tion 11 in 1961 to in c r e a s e output ca p a c ity o f
the o p e ra tio n and to re d u ce c o s t s . A con tribu tin g fa c to r in the d e c is io n to
m ake the change w a s the fa c t that m o s t o f the w o r k e r s had re q u e ste d f r e ­
quently to be t r a n s fe r r e d fr o m the o p e ra tio n b e ca u se the w o rk w as un usually
exhausting p h y s ic a lly . T he m en w e r e in g ood health and (as re p o rte d ) nth ey
r e a liz e d th ey h ad to be to w o r k at th e ir job s* n G iv en the op portu n ity, they
p r e f e r r e d to be p la c e d e lse w h e re in the fo u n d ry . P a s t r e c o r d s had show n
that m en r a r e ly re m a in e d in this o p e ra tio n a fte r th eir e a r ly f ift ie s . A t le a s t
4 o f the 10 m en then in the unit w e r e b etw een 46 and 52 y e a r s o f a g e.
A ft e r c o n s id e r a b le d is c u s s io n with h is p ro d u ctio n sta ff p la n n ers and
s u p e r v is o r s , the V ic e P r e s id e n t in C harge o f P ro d u ctio n r e q u e ste d a r e d e s ig n
o f the pipe grinding and te s t p r e s s sta tion . H e brou gh t this re q u e st to the
attention o f the V ic e P r e s id e n t o f E n g in e e rin g , w ho w a s r e s p o n s ib le fo r p la n ­
ning and a ccu m u latin g the data n e c e s s a r y fo r m aking the chan ge. T he
co m p a n y 1^ en g in e e rin g departm en t d esig n ed the ch a n ge. T h e c o m p a n y 's
m a in ten an ce shop m ade som e o f the equipm ent and n e c e s s a r y p a rts and som e
w e r e purch ased* T he m a in ten an ce shop e m p lo y e e s a ls o in s ta lle d m o s t o f the
equipm ent* Out o f p o ck e t c o s t s fo r the new sy ste m w e r e e stim a te d at
$ 150,000*
N ature o f the R e d e s ig n
U nder the new sy ste m the b a s ic p r o c e s s flo w re m a in e d the sa m e as
b e fo r e , but the com p an y m ade s p e c ific tasks a u to m a tic. T h e s e s p e c ific ta sk s
in clu d ed loa d in g and fe e d in g the ca st ir o n p ip es to the p ipe rota tin g m a ch in e s ,
grinding o r clea n in g the pipe in t e r io r s , pipe p r e s s u r e te stin g , and r e m o v a l o f
the p ip es fr o m this la s t step . M o to r iz e d grinding un its, fitte d with lon g p o le s
top p ed w ith a b ra siv e grinding r o c k s and linking pipe c o n v e y o r s , r e p la c e d the
th re e p re v io u s pipe rota tin g m a ch in e s . T o r e p la c e the m a n u a lly c o n t r o lle d
le v e r s w h ich a ctu ated the p ipe rotatin g m a ch in e s , the com p an y in s ta lle d
pneum atic e le c t r ic c o n t r o ls . T he s ta tio n ^ o p e r a to r a ctiv a te d th ese c o n t r o ls
fr o m a pushbutton panel to c a r r y through the co m p le te o p e ra tio n a l c y c le ,
in clu d in g the te st p r e s s , w ithout any m anual a ssis ta n ce *
T h e change e lim in a te d the h ard , p h y s ic a lly dem anding jo b s o f the
lo a d e r , the s ix g rin d e rs and the two te st p r e s s m e n , a ll o f w hom w e r e t r a n s ­
f e r r e d to oth er jo b s . T h e w o rk e r o p e ra te d the new equipm ent a fte r a few
w eek s o f o n -t h e -jo b tra in in g . B e ca u se of the pushbutton p n eum atic c o n t r o l
sy ste m he co u ld sit during m o st o f h is w o rk to u r. P r e v io u s ly fatigu e r e s u lte d




39

b e ca u se he had to stand m o st o f the day. F iv e y e a r s a fte r the r e d e s ig n , the
o p e r a to r , the on ly m an in the pipe grinding and test p r e s s o p e ra tio n and who
is now 55 y e a r s o ld , is s till w ork in g .
The six g rin d e rs who w e r e tr a n s fe r r e d fr o m the rotating grinding
m a ch in es to oth er jo b s , a lso e x p e r ie n ce d a re d u ctio n in p h y s ic a l d em a n d s.
T h ree w e r e m o v e d to another s e c tio n of the clean in g d ep a rtm en t, and
a ssig n ed to touchup grin din g w o rk , using h andtools (m anual o r e le c t r ic ) to
g rin d o r cle a n rough o r ir r e g u la r s u r fa c e s on ca s tin g s . They fre q u e n tly sit
w hile w o rk in g .
The com pan y a ssig n e d two o f the m en to p ip e-b u n d lin g f o r k ­
lift tru ck s and the sixth m an to op era tin g a pipe prin tin g m a ch in e , v ia p u sh ­
button c o n tr o l. T h ese m en needed only a sm a ll am ount o f o n -t h e -jo b trainin g
to p re p a re them f o r th e ir new jo b s , w hich w e r e m uch le s s d iffic u lt, p h y s i­
c a lly , than th e ir f o r m e r jo b s . The fo r m e r g r in d e r s a re e m p lo y e d cu r re n tly
at the fou n d ry .
The oth er w o r k e r s (loa d er and two p r e s s m en) w e r e t r a n s ­
f e r r e d a ls o to le s s fatiguing w o rk .
The new sy ste m has re d u ce d g re a tly the extent of p o s s ib le h a za rd s
to health and sa fety .
The o p e r a to r w o rk s in a p r o te c te d e n c lo s u r e , fr e e d
fr o m e x p o s u re to the dusty co n d itio n s . The oth er w o r k e r s have b een t r a n s ­
f e r r e d to a r e a s w h ere the dust con d ition s w e r e not so bad and w h ere th ere is
no steam v a p o r p r o b le m . T hu s, although the r e d e s ig n w as not undertaken
s p e c ific a lly to a cco m m o d a te the w o rk to the lim ita tio n s of o ld e r w o r k e r s , it
did le s s e n the h e a v ie r p h y s ica l w o rk . It a ls o b e tte re d the w o rk con d ition s
fo r a ll o f the w o r k e r s in v o lv e d , including at le a s t fo u r m en who w e r e o v e r 45
y e a r s o f a g e.
The new pipe grinding and te st p r e s s sy ste m w as d e sig n e d to a c c o m ­
p lish the grinding and testin g o f a p p ro x im a te ly 135 p ip e s p e r h o u r, a 50 p e r ­
cent in c r e a s e in p ro d u ctio n o v e r the fo r m e r m eth od . (H o w e v e r, the a n t ic i­
pated in c r e a s e in dem and fo r the p la n t1s pipe p ro d u cts did not m a t e r ia liz e ,
and the actu al output has rem a in ed at the fo r m e r le v e l o f 90 p ip e s p e r h o u r .)
L a b or c o s t savin gs as a re su lt o f the re d u ctio n in m a n p ow er fo r the o p e ra tio n
w e r e estim a ted at $ 6 ,0 0 0 p e r w o r k e r , p e r y e a r , o r a tota l o f $ 5 4 ,0 0 0 p e r
y e a r fo r the nine m en tr a n s fe r r e d to oth er jo b s .
The e m p lo y e e s w e r e re p o rte d s a tisfie d that the change m ade th eir
jo b s som ew h at e a s ie r and im p r o v e d th eir w ork in g co n d itio n s . T h ey reta in ed
th eir sam e jo b gra de le v e ls and th ere w as no dow ngrading o f w age r a te s .




40

W ire c u tte r and P o r t e r s at an Instrum ent F a c to r y

In trod u ction and Sum m ary
A plant, w hich p ro d u ce s p r e c is io n in stru m e n ts, e m p h a s iz e s the
m o d ifica tio n of jo b s to a cco m m o d a te the p h y s ica l lim ita tio n s o f e m p lo y e e s .
Two in sta n ces re la te to jo b re d e sig n fo r o ld e r w o r k e r s . The f ir s t ca se c o n ­
c e rn s m ech a n iza tio n of a m anual ta sk . The plant a ssig n e d the e a s ie r w o rk on
a fu ll-t im e b a s is to a 63 y e a r - o ld w o r k e r with an a r th r itic con d ition . P r o ­
d u ctivity doubled and the m an rem a in ed on the jo b until he w as e lig ib le fo r a
p en sion . The se co n d ca se in v o lv e s the re d u ctio n of w eigh ts that the p la n tfs
p o r t e r s lift. M id d le-ag e w o r k e r s m ay extend th e ir w ork in g liv e s b e ca u se o f
this re d u ctio n o f w e ig h ts.
D e s c r ip tio n o f the E stab lish m en t
The plant m a n u fa ctu res p o te n tio m e te rs and oth er p r e c is io n c o n tro l
in stru m en ts, m o s tly fo r use by the G overn m en t in sp a ce and d e fe n se p r o ­
g r a m s . P r o d u c tio n sy ste m s v a ry a c c o r d in g to the in stru m en t o r com ponent
being m a d e. T his sy ste m in clu d es unit o p e ra tio n s in w h ich the w o r k e r m a k es
the en tire p art on a cu sto m b a s is as w e ll as batch and a s s e m b ly line op era tion s.
The plant e m p lo y s 440 p e r s o n s , o f w hom n e a rly h a lf a re n o n p ro d u c­
tion w o r k e r s , including 110 s u p e r v is o r y , e n g in e e rin g , and te c h n ic a l, and 106
c le r ic a l. P ro d u ctio n w o r k e r s include 80 sk ille d and 154 s e m is k ille d , m o s t
o f w hom p e r fo r m o p e ra tio n s of a b e n c h -a s s e m b ly nature. N e a rly a ll p r o d u c ­
tion jo b s re q u ire som e d e g re e of tra in in g. M uch o f this trainin g is obtain ed
in fo r m a lly on the jo b , under the s u p e rv is io n o f a fo re m a n .
A p e rso n n e l d epartm ent extends plant s e r v ic e s fo r w o r k e r s . T h ese
s e r v ic e s include a m e d ic a l unit sta ffed by a r e g is t e r e d n u rs e , a sa fety c o o r ­
d in a tor, and a sa fety e n g in e e r. W o rk e rs at the plant a re re p re s e n te d by a
union. The com pan y has long had a p o lic y o f u tilizin g p h y s ic a lly handicapped
w o r k e r s on som e jo b s .
The com pan y p e n sio n plan p r o v id e s fo r b e n e fits to e m p lo y e e s who
r e t ir e at age 65 with a m in im u m of 10 y e a r s o f s e r v ic e . E a r lie r re tire m e n t
is p o s s ib le a fte r 20 y e a r s of s e r v ic e if the com p an y m an agem en t con sen ts o r
if the e m p loy ee b e c o m e s p erm a n en tly and to ta lly d isa b le d .
I.

M ech a n iza tion B en efitin g a H andicapped W o rk e r

N ature of the R e d e sig n
One o f the m any task s o f a grou p of p o te n tio m e te r fin is h e r s is to
stre tch w ir e to red u ce its d ia m e te r, and then cut it to the d e s ir e d length.
T hey use the p r o c e s s e d w ire as a com ponent in a p o te n tio m e te r. E ach of




41

th ese w o r k e r s stood a sm a ll part o f the day at a cutting fix tu r e , using sm a ll
hand to o ls to cla m p the w ir e and to adjust the fix tu re . T his task re q u ir e d a
m o d e ra te d e g re e of m anual d e x te rity and stren gth .
In 1964, as p a rt o f n o rm a l e ffo r ts to in c r e a s e p ro d u ctiv ity and cut
c o s t s , the plant p ro d u ctio n m a n a g e r c o n fe r r e d with the m eth od s e n g in e e r and
fo r e m a n con cern in g the m e ch a n iz a tio n of the w ir e stre tch in g o p e ra tio n .
A fte r thorough study, the e n g in e e r d esig n ed an au tom atic w ir e stretch in g
fix tu re costin g $700 w hich m e c h a n ic a lly s tre tch e s the w ir e to p r o p e r d im e n ­
sion and cuts it o ff at a p r e s e t length. With this m a ch in e the w o r k e r can sit
at h is w o r k , and p e r fo r m the task with m in im u m p h y s ic a l e x e r tio n . L earn in g
to op era te the new m ach in e r e q u ir e s only 1 to 2 h ou rs o f o n -t h e -jo b tra in in g .
One o f the p o te n tio m e te r fin is h e r s w as a 63 y e a r - o ld w o r k e r who
had b een having in c r e a s in g d ifficu lty in p e r fo r m in g v a rio u s tasks b e ca u se an
a r th r itic con d ition had re d u ce d h is a b ility to m o v e h is hands and fin g e r s .
The plant fo r e m a n had b e e n a ssig n in g him odd jo b s to keep h im at w o rk until
he cou ld r e t ir e . H o w e v e r, as h is con d ition w o r s e n e d it b e ca m e m o r e d if f i­
cult to find w o rk he cou ld p e r fo r m . He had b e e n e m p lo y e d by the com p an y
fo r 15 y e a r s . T his length o f tim e w as not long enough to qu a lify h im fo r e a r ly
re tire m e n t o r fo r d is a b ility b e n e fits under the com p an y p e n sio n plan.
The fo r e m a n and oth er m anagem ent o ffic ia ls b e ca m e co n c e rn e d
about keeping him p r o d u c tiv e ly e m p lo y e d . A fte r the com p an y m e ch a n iz e d the
w ir e cutting ta sk , w h ich re q u ir e d v e r y little m anual d e x te r ity , they a ssig n e d
him this task e x c lu s iv e ly on a fu ll-t im e b a s is . He p e r fo r m e d v e r y s a t is fa c ­
t o r ily , and r e lie v e d the oth er p o te n tio m e te r fin is h e r s o f cutting and s tr e t c h ­
ing w ir e .
R esu lts o f the R e d e sig n
The o ld e r w o r k e r is now e x p e cte d to re m a in on the jo b until he
r e t ir e s late in 1966, at age 65. He w ill draw the com p an y p e n sio n , in a d d i­
tion to S ocia l S ecu rity b e n e fits. The r e d e s ig n o f this jo b w ill enable h im to
co m p le te h is w ork in g life in a p ro d u ctiv e ca p a city .
Output p e r m a n -h o u r has doubled on the w ir e stretch in g task as a
re su lt of re d e s ig n . M o r e o v e r , the m e ch a n iz e d d e v ice p r o d u c e s m o r e u n i­
fo r m d ia m e te rs o f w ir e . The w age rate o f the o ld e r w o r k e r who r e c e iv e d the
standard h o u rly rate o f a p o te n tio m e te r fin is h e r , has not b een a ffe cte d by the
jo b re d e sig n .
H.

R edu cin g the L ifting B urden

D e s c r ip tio n o f the Job P r i o r to R e d e sig n
The com p an y e m p lo y s fo u r p o r t e r s , age 43 to 59, to cle a n f lo o r s
and su rrou n din g a r e a s . T hey em pty and cle a n tra sh co n ta in e r s , w h ich a re
lo ca te d in the fa c t o r y and o ffic e a r e a s o f the th ree bu ild in gs of the plant.




42

E v e ry d a y th ree of the fo u r p o r t e r s do this ta sk , w hich takes an a v e ra g e of
l j h o u rs , one p o r t e r doing it in each b u ild in g . E m ptying la r g e tra sh c o n ­
ta in er units in the fa c t o r y a re a o c c u p ie s m uch m o r e tim e than em ptying o ffic e
w aste b a sk e ts.
The la r g e m e ta l tra sh co n ta in e r units in the fa c t o r ie s w e r e about 2
fe e t in d ia m e te r and 3 fe e t high. A h o llo w m eta l cy lin d e r with a s e m ig lo b e
top that h ou sed a hin ged d o o r through w h ich tra sh ite m s w e r e pushed c o v e r e d
the co n ta in e r. T o em pty the co n ta in e r, the p o r te r had to lift this ou ter
c o v e r in g , w eighing about 25 pou n ds, a bove the top o f the in sid e co n ta in e r.
The con ta in er it s e lf w eigh ed about 5 pounds when em pty and 15 pounds when
fu ll. On tra sh c o lle c t io n rounds the p o r t e r em p tied the co n ta in e r into a 55
g a llon , 4 fe e t h ig h , ste e l d rum set on a h eavy w ood en tru ck w ith ir o n tra ck e d
w h e e ls , w hich he p u lled through the plant b u ild in g s. A fte r em ptying each
co n ta in e r, he put it b a ck in p la ce and c o v e r e d it w ith the c y lin d r ic a l ou ter
sh e ll.
On co m p le tio n o f the ro u n d s, the p o r t e r p u lled the w agon to the side
o f a plant building to em pty the h eavy t r a s h -fille d d ru m s into a la r g e m o b ile
tra sh r e c e p t a c le , a p p ro x im a te ly 5 fe e t high and 10 fe e t sq u a re . Then the
p o r te r clea n ed the d ru m s with a w a te r h o se and s to re d them f o r the next
day’ s u se.
N ature and R esu lts o f the R e d e sig n
In 1964, s e v e r a l o f the m e ta l tra sh co n ta in e rs and ou ter sh e lls
b e ca m e b a d ly ru ste d , and n eeded to be r e p la c e d . T o b en efit the p o r te r c r e w ,
the In d u stria l R ela tion s M anager p u rch a se d co rr u g a te d p la s tic co n ta in e rs
that w e r e lig h te r in w eight and m o r e con ven ien t to handle. T hey a re topped
by a p r is m -s h a p e d p la s tic lid , having a hinged opening through w hich tra sh
is put into the co n ta in e r. L id and con ta in er ea ch w eigh about 1 pound. The
p u rch a se o f s e v e r a l o f th ese un its, with plans to p u rch a se m o r e , le d to the
re p la ce m e n t o f the h eavy ungainly tru ck , and the 5 5 -g a llo n d ru m s , by a
ligh tw eigh t, r u b b e r-w h e e le d p u s h -tru c k , co stin g about $ 1 0 0 , on w h ich two
3 0 -g a llo n s iz e p la s tic d ru m s w e r e set.
The new p la s tic con ta in er units c o s t about as m uch as the m e ta l
units they have r e p la c e d , and a re e x p e cte d to la st eq u a lly lo n g . Since they
a re lig h te r in w eig h t, th ese p la s tic r e c e p t a c le s a re e a s ie r to handle fo r
clea n in g . M o r e o v e r , the cle a n new r e c e p t a c le s and the q u ie te r tru ck a re
m o r e d e s ir a b le in a plant w h ere p r e c is io n w o rk p re d o m in a te s .
R ed u ced p h y s ica l stra in on the p o r t e r s in liftin g and handling tra sh
co n ta in e rs is the m o s t im portan t gain fr o m adop tion of the new s y s te m . The
new equipm ent b o o s ts m o r a le and p ro d u ce s a saving o f 20 p e rce n t in w o r k ­
tim e resu ltin g in g r e a te r e ffic ie n c y in the p o r t e r s 1 o th e r clea n in g ta s k s . The
ea sin g of the p o r t e r s ’ jo b through a cq u isitio n o f the new equipm ent m ay
lengthen the w ork in g liv e s o f these o ld e r m e n .




43

C ir c u it A s s e m b ly W o r k e r s in a C om p u ter P lan t

In trod u ction and S u m m a ry
T h is c a s e d is c u s s e s a grou p o f a s s e m b ly w o r k e r s at a co m p u te r
m a n u fa ctu rin g plant, a ll o f w hom w e r e o v e r 45 y e a r s o f age* S om e w ou ld
have had d ifficu lty continuing with an in c r e a s e d w ork load * T o im p r o v e
e ffic ie n c y , the en g in e e rin g sta ff d esig n ed a new sy ste m o f o p e ra tio n s w h ich
elim in a ted eye stra in , bending, stre tch in g , and squatting* T he p ro d u ctiv ity
o f the grou p in c r e a s e d substantially*
D e s c r ip tio n o f the E sta b lish m e n ts
T h e plant d e v e lo p s and p ro d u ce s e le c t r o n ic co m p u te rs and oth er c o m ­
ponent p a rts u se d in data p r o c e s s in g equipm ent and co m p u te rs* P r o d u c tio n
sy ste m s a r e chan ged fre q u e n tly , so m e tim e s to im p r o v e m e th o d s , but m o r e
often b e ca u se o f the in tro d u ctio n o f im p r o v e d m o d e ls o f co m p u te rs o ffe r in g
g re a te r sp eed , m e m o r y ca p a city , etc* , o v e r o ld e r m o d e ls .
T h e g e n e ra l p r a c t ic e p ro v id e s m e ch a n ic a l equipm ent to re d u ce fatigu e
and fa cilita te p ro d u ctio n . H o ists and oth er liftin g d e v ic e s a s s u r e that w o r k e r s
a re u su a lly not re q u ir e d to lift m o r e than 25 to 30 pounds* Seats o f v a ry in g
h eigh ts a re a v a ila b le fo r p ro d u ctio n w o rk e rs* A lthough im p r o v e m e n ts in
equipm ent and tech n iq u es a re not u su a lly undertaken with the lim ita tio n s o f
in dividu al w o r k e r s in m in d , so m e e s p e c ia lly d esig n ed equipm ent has been
in s ta lle d to a cco m m o d a te d isa b le d and blin d w o r k e r s .
T he plant e m p lo y s 7 ,4 0 0 w o r k e r s , o f w h om about 4 , 600 a re n o n p ro ­
d u ction and 2, 800 a re p ro d u ctio n w o rk e rs* T he high p r o p o r tio n o f n o n p ro d u c­
tion w o r k e r s r e fle c t s stron g em p h a sis on en g in e e rin g . T he plant has a
p e rso n n e l sta ff o f 87 w h ich in clu d e s 5 sa fety r e p r e s e n ta tiv e s , 2 m e d ic a l
d o c t o r s , and 9 n u r s e s . P ro d u ctio n w o r k e r tra in in g is p r im a r ily on the job*
N on p rod u ction w o r k e r s a v e ra g e 8 h o u rs o f c la s s r o o m tra in in g during the year*
T h e com p a n y p en sion plan p e rm its an e m p lo y e e to r e t ir e at age 55 on
a p a rtia l p e n sio n w ith 15 y e a r s o f s e r v ic e , and on fu ll p e n sio n at age 65, w h ich
is the m a n d a tory r e tir e m e n t age* T h e r e is no union at the plant* W o r k e r s 1
ea rn in gs a re b a se d on w e e k ly s a la ry only*
D e s c r ip tio n o f Job P r io r to R e d e sig n
T h e p ro d u ctio n o p e ra tio n in w h ich jo b r e d e s ig n w as c a r r ie d out is
c a lle d nc h a s s is p op u latin g*f! E le v e n w o r k e r s , a ll o f w hom w e r e o v e r 4 5 ,
sto o d at w o r k ta b le s and in s e r te d 2 - by 5 -in c h ep oxy lam in a ted ca rd s con ta in ­
ing e le c t r o n ic c ir c u it s , into a c h a s s is fr a m e , d esig n ed to h o ld a p p ro x im a te ly
200 such c a r d s . E ach w o r k e r p la ce d an em pty c h a s s is fr a m e on a w ork ta b le
and v is u a lly scann ed a lon g p rin ted in stru ctio n lis t w h ich in d ica te d the p r o p e r
c ir c u it c a r d to in s e r t in each slo t o f the c h a s s is fra m e* N ext, he w a lk ed to
a supply a re a , 15 to 20 fe e t aw ay, c h o s e the p art he n eed ed , re tu rn e d to the



44

w o rk ta b le , and p lu gged the part into the c h a s s is fram e* He re p e a te d this
p r o c e d u r e until he "p o p u la te d " the ch a ssis* T he w o r k e r fre q u e n tly had to
s e a r c h fo r c a r d s in the supply r a c k s , w h ich con ta in ed s e v e r a l thousand
d iffe re n tly n u m b ered c a r d s . O c c a s io n a lly , c a r d s w e r e not s to r e d co n v e n ­
ien tly , o r w e r e not e a s ily id e n tifia b le . T o fin d the p r o p e r p art the w o r k e r
had to bend, squat, and re a ch o v e r h is head* S om e w o r k e r s s u ffe r e d eye
fatigu e try in g to r e a d the in s tru ctio n s to in s e r t the in dividu al card s*
W hen the w o r k e r fin ish e d a c h a s s is (now w eigh in g 15 pounds), w h ich
took fr o m 45 m in u tes to an h ou r, he lifte d it fr o m the table and set it on top
o f co m p le te d c h a s s is , re a d y fo r u se a s a com p on en t p art o f the tota l c ir c u it r y
o f the e le c t r o n ic co m p u te r. T hen, using the sam e o r a d iffe re n t in s tru ctio n
lis t , he sta rted w o r k on the next c h a s s is .
L ea rn in g the o p e ra tio n r e q u ir e d on ly a sh o rt p e r io d o f o n -t h e -jo b
training* H o w e v e r, in s e rtio n re q u ir e d great c a r e to p re v e n t m a lfu n ctio n o f
a co m p u te r.
N ature o f the R e d e s ig n
A sta ff o f e n g in e e rs is en gaged con sta n tly in studying w o r k m eth od s
in a ll o p e ra tio n s to re d u ce c o s t s , in c r e a s e output, and e lim in a te o b s t a c le s to
high p rodu ctivity* T h e p r o je c t m a n a g er d rew the attention o f the e n g in e e rs
to the c h a s s is populating o p e ra tio n in 1962, a fte r m a n a gem en t had r e q u e s te d
him to fin d a w ay to in c r e a s e p ro d u ctiv ity . W hile re d e s ig n o f the o p e ra tio n
w a s n ot un dertaken d ir e c t ly b e ca u se o f p h y sica l stra in e x p e r ie n c e d b y the
e m p lo y e e s , g re a te r a c c u r a c y and p ro d u ctiv ity am ong the grou p , o f w hom a ll
w e r e o v e r 4 5 , under co n d itio n s o f grow in g w o r k lo a d s , w e r e f a c t o r s in m aking
ch an ges in the o p e ra tio n . A fte r m u ch e x p e rim e n ta tio n , e n g in e e rs d e sig n e d a
new sy ste m with th re e d is tin ctly new e le m e n ts: a new c a r d sto ra g e s y s te m ,
a sw iv el top w o rk ta b le , and a r e c o r d in g d e v ice w h ich d icta te s taped in s t r u c ­
tio n s . T h e new s y s te m elim in a ted in s e v e r a l w ays p h y sica l e ffo r t in re a ch in g
and bending, and p o s s ib le eye stra in .
T h e w o r k e r now p la c e s the em pty c h a s s is fr a m e on a sw iv e l top ta ble
w h ich is r a is e d o r lo w e r e d h y d ra u lica lly to b rin g the fra m e to supply r a ck s
at a con v en ien t height fo r the a s s e m b le r to w o r k . M etal supply r a c k s sto re
the c ir c u it c a r d p a rts so that g ra v ity pushes the ca r d s fo r w a r d as the w o r k e r
r e m o v e s them fr o m the r a ck . T h e ca rd s a re a rra n g e d m o r e s y s te m a tic a lly
than b e fo r e , and th e ir n u m b ers can be re a d e a s ily .
A r e c o r d in g m a ch in e announcing v o c a l d ir e c tio n s e lim in a te s the r e a d ­
ing o f in s tru ctio n s fr o m a p rin ted lis t , and a llo w s the w o r k e r to have both hands
fr e e fo r plugging ca rd s* He no lo n g e r had to h o ld and re a d an in s tr u ctio n sh eet.
He p la c e s the tape in the r e c o r d in g m a ch in e , puts on e a rp h o n e s, and a ctiv a te s
the m a ch in e by d e p re s s in g a fo o t pedal* T he v o ic e g iv es the lo c a tio n o f ea ch
c a r d in the c h a s s is . T he w o r k e r lis te n s and w o rk s sim u lta n e o u sly ra th er than
having to r e a d and then w o r k . He re g u la te s the sp eed o f the ta pe. H e p la y s it
b a ck o r stop s it as d esired *




45

S e v e r a l speaking v o ic e s w e r e te ste d on the in s tru ctio n a l tape b e fo r e
the w o r k e r s a c c e p te d a few as s a t is fa c t o r y . V o ic e s m u st be p le a sin g to the
ea r sin ce w o r k e r s lis te n to in s tru ctio n in te rm itte n tly throughout the day.
T he new sy ste m r e q u ir e d 2 to 3 w eek s of o n -t h e -jo b tra in in g in the
u se o f the tape r e c o r d in g d e v ice and the lo c a tio n o f p a rts in the sto ra g e r a c k s .
E a rn in g s w e r e not a ffe cte d by the r e d e s ig n sin ce the w o r k e r s r e c e iv e w e e k ly
s a la r ie s .
T h e c o s t o f equipping the 11 w o r k sta tion s w as about $ 4 5 ,0 0 0 * E ach
r e c o r d in g m a ch in e c o s t $ 400; the sw iv e l top w o rk table and sto ra g e r a c k s
a ccou n ted fo r the re m a in d e r . E n g in e e rin g c o s t s am ou n ted to an add ition a l
$ 2 ,5 0 0 to $ 5 ,0 0 0 .
E n g in e e rs d e sig n e d on ly one w o r k station at a tim e to
a v o id s e r io u s w o r k in te rru p tio n .
R e su lts o f the R e d e sig n
S in ce the r e d e s ig n , the output p e r e m p lo y e e on this o p e ra tio n has
tr ip le d at le a s t . R e d e sig n sh orten ed the tim e r e q u ir e d to f ill a c h a s s is fr o m
45 to 60 m in u tes to 15 to 20 m in u tes and re d u ce d e r r o r s in in s e r tio n 65 p e r ­
cen t. T h e new sy ste m has le s s e n e d fatigu e su b sta n tia lly — the m a in ca u se o f
e r r o r s in in s e r tio n . Substituting a u d itory fo r v isu a l in s tru ctio n sp re a d the
w o r k lo a d o v e r m o r e o f the o p e r a to r ls se n se s s in ce a u d itory fatigue d oes not
take e ffe c t so q u ick ly as d oes v isu a l (op tica l) fa tigu e.
S tooping, bending, squatting, and eye stra in w e r e elim in a ted v irtu a lly by
in sta llin g the con v en ien t h y d ra u lic sw iv e l top table and r e a rra n g in g the s to ra g e
r a c k s . T h e s e new r a c k s p r o v id e d m o r e e ffic ie n t a rra n g e m e n t o f c ir c u it c a r d s
and c le a r e r m eth od o f id e n tifica tio n than the p re v io u s s y s te m .




46

A p p en d ix A ,

U n ion -In d u stry S p o n so re d R eh a b ilita tion P r o je c t

T he e x p e r ie n c e o f a u n io n -in d u stry sp o n s o re d p r o je c t in v olv in g jo b
r e d e s ig n is d e s c r ib e d in this appendix. T h is d e s c r ip tio n is b a se d on d is c u s ­
sion s w ith the p r o je c t d ir e c t o r s and on the p u b lish ed r e p o r t, D em and fo r
R eh a b ilita tion in a L a b o r U nion P op u la tion : P a r t One: R e s e a r c li ReportT,
H ym an J* 1/Yeiner, S h e lle y H. A k a b a s, B ru ce G ryn baum (1964) ; P a r i T w o :
A ctio n P r o g r a m , H ym an J . W e in e r, S h e lle y H* A k a b a s, M o r r is Brand*
B ru ce G rynbaum (1966)} Sidney H illm a n H ealth C en ter o f N ew Y o rk , New
Y o rk , N . Y .
J ob m o d ific a tio n s to a cco m m o d a te so m e o ld e r w o r k e r s in the m en*s
cloth in g in d u stry in N ew Y o rk C ity w e r e c a r r ie d out in this p r o je c t a s one
p a rt o f a 3 -y e a r (1 9 61 -6 4 ) v o ca tio n a l re h a b ilita tio n r e s e a r c h and a ctio n p r o ­
gra m con d u cte d by the Sidney H illm a n H ealth C enter* T he C en ter it s e lf w a s
e s ta b lis h e d a s an outpatient health fa c ilit y , in 1951, by the New Y o r k J oin t
B o a rd o f the A m a lg a m a te d C lothing W o rk e rs o f A m e r ic a (A F L -C IO ) and the
N ew Y o r k C lothing M a n u fa ctu re rs A s s o c ia t io n , to s e r v e the health n e e d s o f
union m e m b e r s and fe m a le s p o u s e s . It -undertook the re h a b ilita tio n p r o je c t
as a r e s u lt o f a r e s e a r c h and d e m o n stra tio n grant fr o m the V o ca tio n a l
R e h a b ilita tion A d m in is tr a tio n (HEW) and addition al fin a n cia l su p p ort fr o m the
N ew Y o rk ch a p ter and nation al o ffic e o f the A m e r ic a n H eart A s s o c ia t io n .
T h e C en ter w as s e le c te d fo r the p r o je c t b e ca u se it s e r v ic e d the
health n eed s o f the industry*s w o r k e r s ; re la tio n s b etw een m a n a gem en t and
la b o r w e r e good; and e ffo r ts at reh a b ilita tin g w o r k e r s and p la cin g them in
jo b s co u ld be e x p e c te d to r e c e iv e fu ll c o o p e r a tio n o f a ll the p a r tie s , in clu d in g
pu b lic w e lfa r e and reh a b ilita tion a g en cies* A d d itio n a lly , the industry*s w o r k
f o r c e in New Y o rk C ity is an aging on e, w h o se m ed ia n age is 50 a s co m p a r e d
w ith the m ed ia n age o f the City*s w o rk f o r c e , w h ich is 44* A lm o s t 20 p e rce n t
o f the industry*s m a le w o r k e r s w e r e o v e r 65 y e a r s o f a g e, c o m p a r e d with 5
p e rce n t fo r the City* s w ork in g population*
M any g rou p s w e lc o m e d the p r o je c t , b a se d on an in d u stryw ide a p p ro a ch
to the re h a b ilita tio n o f w o r k e r s n eed in g h e lp . A p a rt fr o m hum anitarian
a s p e c t s , m aintaining a s k ille d w o rk fo r c e in the fa c e o f la b o r s c a r c it y w as a
c o n c e r n o f both union and m anagem ent*
T he in itia l o r nr e s e a r c h n stage o f the p r o je c t in clu d e d a m a il su rv e y
o f 25 p e rce n t o f 20, 000 w ork in g m e m b e r s o f the u n io n --t h o s e who had w o r k e d
fu ll tim e at le a s t so m e p a rt o f the y ea r b e fo r e the beginning o f the p r o je c t .
T he p u rp ose o f the m a il su rv e y w as to le a rn the extent o f re h a b ilita tio n n eed ,
b a se d on c h r o n ic co n d itio n s (h ea rt, a r th r itis , e t c .) as r e p o r te d by the m e m b e r ­
sh ip . S p ou ses o f the m e m b e r s w e r e in clu d e d . F r o m a 60 p e rce n t r e s p o n s e ,
a sa m p le o f 300 p o s itiv e resp on d en ts w as s e le c te d fo r in ten siv e p e r s o n a l in t e r ­
v iew . A d e m o n stra te d n eed fo r re h a b ilita tio n due to a su bstan tial lim ita tio n in
a m a jo r a c tiv ity (jo b o r h o u se w o rk ), p e r s o n a l c a r e , o r s o c ia l p a rticip a tio n ,
plus the p h y s io lo g ic a l ca p a c ity to b en efit fr o m the p r o g r a m d e te rm in e d the
s e le c tio n o f sa m p le s fo r h elp .



47

The s e co n d o r " a c t io n ” stage o f the p r o je c t in v o lv e d the a ctu al r e h a ­
b ilita tion and p la ce m e n t e ffo r t s o f the p r o fe s s io n a l staff* S om e o f the m a il
re sp on d en ts w e r e not in n eed o f h elp o r co u ld not be h elp ed through r e h a b ili­
tation e fforts* O th ers w e r e m a in tain ed on th eir jo b s , o r en a b led to retu rn to
th eir w o rk with so m e p r o fe s s io n a l guidance. F o r s till o th e rs , a dju stm en ts
in th eir jo b duties o r w ork in g en viron m en t m ade it p o s s ib le fo r them to
re su m e a ctiv e w ork in g liv e s .
One c a s e in v o lv e d a 57 y e a r - o ld s k ille d cu tter who had had a h ea rt
a tta ck s e v e r a l m onths b e fo r e h is r e f e r r a l to the p r o je c t sta ff. He co u ld do
a ll o f h is duties as a cu tter e x ce p t lift the 60 to 100-pound b o lts o f cloth onto
the cutting table* O ther w o r k e r s in the cutting r o o m a ssu m e d r e s p o n s ib ility
fo r his liftin g d u ties, enabling the cu tter to retu rn to w o r k .
A n u m ber o f other c a s e s in v o lv e d in d ivid u als with em otion a l p r o b ­
le m s . In som e in s ta n ce s, p a rtia l s u c c e s s e s w e r e a ch ie v e d in m o d ify in g
w ork in g a rra n g em e n ts a ffe ctin g th ese w o r k e r s . W hen the p r o je c t w as
extended a fter 1964, fo r another 4 y e a r s , reh a b ilita tion o f w o r k e r s with
m en ta l health p r o b le m s r e c e iv e d g re a te r e m p h a s is. Job m o d ifica tio n w ill be
one o f the tech n iq u es that w ill be sig n ifica n t in h elp in g w o r k e r s w ith m en tal
and em otion a l d iffic u ltie s .




48
Appendix B.

U.S.

DEPARTMENT OF LABOR

BUREAU OF LABOR STATISTICS
W a sh in g to n , D.C. 2 0 2 1 2

In reply refer to:
No. kOO

Dear Mr.
Efforts to improve employment opportunities for the older
■worker are an important program of the United States Department of
Labor. Special problems of older workers, and ways in which nrivate
industry has helped them accommodate to changes in job requirements,
have been studied.
Our Bureau is currently attempting to locate companies
which have redesigned or adapted jobs to accommodate existing physical
capacities of older workers. Practical applications of job redesign
techniques could be helpful to other employers who wish to benefit from
the skills and experience of older workers. Job adaptation may range
from a simple change to an involved redesign.
(The enclosed sheet
presents some examples.)
We are asking a number of leading companies whether they
have had any experience in adapting jobs for older workers. Later, we
plan to visit a small number of companies.
Could you let us know whether any of your company's plants
have ever redesigned jobs for older workers? If they have, we would
appreciate it if you would give us the names of plant or company
officials whom we should contact to discuss the circumstances leading
to the redesign, the action taken, and the results for the worker and
the company.
Your cooperation will be of great assistance. We should
appreciate a reply b y ____________, in order to complete this phase of
our survey.
Sincerely yours,

Arthur M. Ross
Commissioner
Enclosure




49

Illustrations of Job Bedesign for Older Workers

Foundry; An operator of a mold-making sand-slinger machine in a foundry
had to guide the suspended machine head hack and forth over the mold by
hand. This required heavy physical work and standing during the full work
shift. After working at the job a number of years, the operator began to
lose weight and he requested a transfer to other work. However, the com­
pany decided to alter the equipment so that the machine head was moved by
hydraulic power remotely controlled by the operator from a sitting posi­
tion. Shortly after the change, the operator had regained his weight,
his health was improved, and the production of the sand-slinger unit went
up 20 percent.
Chemical plant: Carboys containing chemicals and weighing up to 50 pounds,
were stored in the storerooms of a chemical manufacturing plant. To fill
an order, it was necessary to lift the carboys from storage shelves and
then pour out the required amount. As the storeroom employees grew older,
they found it increasingly difficult to perform the work. To make the
task less physically demanding, the company placed the carboys in rockers
and had siphoning devices attached.
Food processing plant: A company was confronted with the need for redesigning jobs of 40 older women engaged in a spinach trimming operation. The
women worked an eight-hour day, standing up. They had to carry 30-pound
spinach baskets. The job was reengineered by reducing the movement of
hands 50 percent, supplying stools with backs and special work tables
adjusted to standing-sitting positions, furnishing hardwood foot rests to
provide insulation against cold steel, installing conveyors and improving
work scheduling.
Chemical plant: Work of older men was made easier through installation of
an automatic conveyor which brought raw materials directly to their machines,
eliminating heavy lifting and carrying. These workers, who were skilled in
blending the company’s compounds, were thus able to remain on this job into
their late years.
Radio and TV plant: The performance of a group of older workers engaged in
inspecting printed radio and television circuits was improved by providing
them with an opaque stencil in which a small number of holes had been punched.
When placed on top of a circuit to be inspected, it kept the workers from
being distracted by the mass of detail that was present and helped them to
concentrate their attention on the areas to be inspected.




50

U.S. DEPARTMENT OF LABOR
Bureau of Labor Statistics
Washington, D.C. 20212

Appendix C.

PART I:

Budget Bureau No. 2872
Approval Expires 6-30-66

CHECKLIST FOR STUDY OF JOB REDESIGN FOR OLDER WORKERS

REPORT ON ESTABLISHMENT (to be filled in once only for all
cases).

1.

Name of Establishment

2.

Location

3* • Number of Employees: Total ____________
Nonproduction ____________ Production ____________
End Product or Service ____________
5.

Types of production system: Unit ____________;
Batch ____________; Assembly Line ____________ ;
Mass Production ____________; Continuous Flow ____________

6.

Plant Services: Personnel ____________ ;
Personal counseling and other services ____________; Safety ____________ ;
Medical____________; Training (O.T.J., vestibule; formal, informal, etc.)

7.

Jobs (percentage) Clerical ____________ ; Skilled ____________ ;
Semi-skilled ____________; Unskilled ____________

3.

Proportion of females of employees in each category:
Total ____________ Nonproduction ____________ Production ___________

9.

Is there a range of jobs calling for the same skills or which allow
for relatively simple interchangeability of employees? Describe.

PART II:

REPORT ON JOB REDESIGNED (this part should be printed on a
separate sheet to be filled out individually for each redesigned
job).

1.

Administrative procedure (describe the position of the person
initiating the request; persons who collected the data to decide
case; and person determining need for redesign; person who redesigned
job).

2.

Cite the critical factors that alerted the firm to the need for or
desirability of job redesign (output, earnings, absences, turnover,
accidents, medical review, employee request, etc.). Was the job
redesigned to retain senior employee so he could complete service
requirements for pension? Did labor shortage necessitate change?




51

3.

h.

Description of Job Conditions:
A.

Describe the job itself and machines (photograph if possible).

B.

Type of skill (manual, specific control, information handling,
visual; diagnostic).

C.

Nature of manual work:

D.

Organization of work:
assembly line.

E.

Pace:

P.

Production m s :
number).

G.

Operational cycles:

H.

Method of remuneration:

I.

Responsibility (Financial, state in money terms the damage that
can occur).

J.

Responsibility (degree to which worker on his own controls safety,
quality and productivity of the job).

K.

Physical environment (Note unusual conditions as to noise, heat,
cold, humidity, lighting).

L.

Safety hazards (rate and severity of accidents).

M.

Health hazards.

N.

Posture for work:

O.

Age Distribution of Employees on Job.

light, medium or heavy.
Individual, size of team or group,

Man or machine-paced.
single, short, medium or long runs (specify

short, average or long (specify time).
time, piece, bonus, collective bonus.

Standing, sitting or others.

Personal Difficulties of Older Workers Necessitating Change.
A.

Physical disability (heart, lung, spinal weakness, handicapped
movements, varicose veins, deafness, eyes...).

B.

Psychological disability (nervous state, memory).

C.

Other reasons: Output, inadequate physical stamina, pace,
night shift, accident prone.




52

5.

6.

Action taken (describe under appropriate heading).
A.

Action in case of difficult physical work (e.g., elimination of
difficulty, mechanization, change in position of controls).

B.

Action in case of machine or conveyor belt pacing (e.g., slow
down, divert production from belt, more or less stations or
machines, regrouping of stations or machines, changes in signals).

C.

Action in case of standing fatigue (e.g., addition of seat or
support; change of height; support for components or elements
to be carried).

D.

In case of Eyesight Inadequate or Strained (e.g., better lighting;
enlargement of details; increased contrast; slow down of passing
component; encourage wearing of glasses).

E.

In case of Inadequate Individual Output (e.g., change to day work;
change work standards).

F.

In case of Extreme Physical Conditions (e.g., change in physical
conditions).

G.

In case of Accidents (e.g., enforce regulations; redesign;
mechanizations, automatic controls, machine protectors, pro­
tective clothing).

H.

In case of Health Hazards (e.g., change of substance; ventilation
air conditioning, etc.).

Training.
Please describe induction and retraining procedures for
employees for redesigned job.

7*

Experience with Change and Results.
Please describe briefly the results of the change and its
effectiveness on production, accidents, physical conditions,
psychological pressures, earnings, recruitment of older workers,
elimination of complaints, employee satisfaction, etc. Give
date of change and of report.




Name of person reporting

53

Supplementary Checklist-Job Redesign for Older Workers

With regard to employee earnings— consider such matters as:
(a)

Was the job redesigned and performance elements
excluded which diluted the job content, and in
turn, reduced the rate of pay, or—

(b)

Since the job redesign was minimal and all
important functions are performed by the in­
cumbent older worker, did rate of pay remain
unchanged (— or increased).




54

S e le cte d A nnotated B ib lio g ra p h y on O ld er W o rk e r
E m p loym en t and J ob R e d e sig n

O ld e r W o rk e r:

G en era l

B ir r e n , J a m es E . (ed. ). H andbook o f A ging and the Individual: P s y c h o lo g ica l and B io lo g ic a l A s p e c ts (C h ica g o, 111. , U n iv e rsity o f C h ica g o P r e s s ,
1959). 918 pp.
S u m m a rize s age changes in p h y s ica l and m en ta l fu n ction s as they a ffe ct
p e r fo r m a n c e . D e s c r ib e s m eth ods o f m atch ing o ld e r p e o p le and th eir jo b s .
D is c u s s e s the p e r fo r m a n c e of o ld e r p eo p le in in d u stry , and c o n s id e r s the
d iffic u ltie s o f retra in in g o ld e r w o r k e r s . C o n ce rn s the b io lo g ic a l and p s y ­
c h o lo g ic a l b a se s of changes in b e h a v io r and ca p a c itie s of the individual
o rg a n is m w hich o c c u r with advancing a g e.

B ir r e n , J a m e s E . , R o b e r t N. B u tle r, Sam uel W. G re e n h o u se , L ou is
S ok oloff and M a ria n R . Y a r r o w ( e d s . ). Human A g in g : A B io lo g ic a l and
B e h a v io ra l Study. P u b lic H ealth S e rv ic e P u b rica tio n N o. 9&6 (W ash in g­
ton, £). C. , tj. S. G overn m en t P rin tin g O ffic e , 1963). 328 pp.
P r e s e n ts the e ffo r ts o f 22 in v e stig a to rs in understanding the aging
e x p e r ie n c e and the p r o c e s s e s in v olv e d .

C la rk , F . Le G ro s and A gn es C. Dunne.
N u ffield F oun dation, 1955).

A g e in g in In du stry (L ondon,

D eta iled su rv e y o f 32 s e le c te d o ccu p a tio n s co m p a r e s the v a ry in g c o n ­
d ition s o f w o r k , the op p ortu n ities fo r m od ify in g the w o rk p r o c e s s e s , and the
re tire m e n t and superannuation p r a c t ic e s p e c u lia r to d iffe re n t o ccu p a tio n s.
C ro o k , G. H am ilton and M a rtin H ein stein . The O ld e r W o rk e r in In d u stry :
A Study o f the A ttitu des of In d u stria l W o rk e rs T ow a rd A gin g and R e t ir e ­
m ent (B e rk e le y , C a lif. , The R egen ts o f the U n iv e rsity o f C a lifo rn ia ,
T^FF). 143 pp.
P r e s e n ts and a n a ly zes attitudes of 850 o ld e r in d u stria l w o r k e r s tow ard
aging and re tire m e n t. C onstitutes p art of a R o c k e fe lle r in te r d is c ip lin a r y
study o f the p r o b le m o f aging in an in d u stria l s o c ie ty .




55

F o x , H arlan d. ’ 'U tiliza tio n o f O ld e r M a n p o w e r ,” H a rv a rd B u sin e ss R e v ie w ,
Y o l. 29> N ov e m b e r 1961, pp. 4 0 -5 4 .
E xa m in es th ree a s p e cts o f the q u estion o f w o rk op p ortu n ities fo r the
aged: p o s t -r e t ir e m e n t u tiliz a tio n o f w o r k e r s , w o r k e r s 1 p r e fe r e n c e fo r the
n o rm a l re tirin g a g e , and u tiliz a tio n o f w o r k e r s at a g es 45 to 65. C on clu des
that the p rim e o b s ta c le to u tiliz a tio n of w o r k e r s o v e r 65 is the grow th o f
p riv a te p e n sio n p la n s. B e ca u se o f the need fo r e c o n o m ic s e c u r ity as w e ll as
the need to m ain tain ce r ta in n o n e co n o m ic v a lu e s, the m a jo r it y o f e m p lo y e e s
who re a ch 65 p r e fe r to continue to w o r k .

M cC on n ell, John W . ’ ’ The P r o b le m s o f W ork and T im e fo r O ld er P e r s o n s , ”
A Sum m ary o f the P r o c e e d in g s o f the S ta te-W ide C o n fe re n ce on A ging
(A lban y, N .Y . , New Y o rk State O ffic e fo r the A g in g , 1962), pp. 2 9 -3 8 .
States that autom ation and oth er te c h n o lo g ica l inn ovations a r e cre a tin g
g re a te r p ro d u ctiv ity with fe w e r p e o p le n eed ed in the la b o r f o r c e . A s new
autom ated p r o c e s s e s o f p ro d u ctio n a re in tro d u ce d , o ld e r w o r k e r s with
p o o r e r ed u ca tion a l b a ck grou n ds a re elim in a ted ; e x a m in es re la tio n sh ip o f
w o rk to le is u r e .

O rg a n isa tion fo r E co n o m ic C o o p e ra tio n and D e v e lo p m e n t. A ge and E m p lo y m ent (P a r is , O rg a n isa tio n f o r E c o n o m ic C o o p e ra tio n and D e v e lo p m e n t,
19 6 2 ).

62

p p .

A b r ie f a ccou n t o f the p r o c e e d in g s and co n c lu s io n s o f the Stock h olm
S em inar on age and e m p loy m en t. States that the p op u la r n otion o f aging in
re la tio n to w o rk has to be r a d ic a lly r e v is e d . G en era l r e p o r t p r e p a r e d by
D r. A la s ta ir H eron .

P r o c e e d in g s o f N ational C o n fe re n ce on the A g in g .
the O ld er W o rk e r (W ashington, D . C. , 1966).

M anpow er T ra in in g and
756 pp.

E n tire text o f p ro c e e d in g s s p o n s o re d by the N ational C ou n cil on the
A g in g . In clu d es cou n selin g and v o ca tio n a l trainin g a d d r e s s e s , co n fe r e n c e
fin d in g s, and b a ck g rou n d p a p e r s .

R o s s , A rth u r M* and Jane N. "E m p lo y m e n t P r o b le m s o f O ld e r W o r k e r s ,”
Studies in U n em p loym en t. P r e p a r e d fo r the S p ecia l C om m ittee on
U nem ploym ent P r o b le m s , U. S. Senate, 86th C o n g r e s s , 2d S e ss io n
(W ashington, D. C. , U. S. G overn m en t P rin tin g O ffic e , I9 6 0 ), pp. 9 7 -1 2 0 .
D is c u s s e s e c o n o m ic and s o c ia l d evelop m en ts w h ich have con trib u ted to
un em ploym ent p r o b le m s o f o ld e r w o r k e r s . R e v ie w s e m p lo y e r h irin g p o lic ie s
and su m m a riz e s the types o f p r o te c tio n given o ld e r w o r k e r s under union
a g r e e m e n ts .



56

S ob el, Irw in and R ich a rd C . W ilc o c k . P la ce m e n t T ech n iq u es fo r O ld er
W o rk e rs (O E C D , M a rch 1966). 84 pp.
D ea ls with the p r o b le m s of the co m p e titiv e n e s s o f o ld e r w o r k e r s in the
la b o r m a rk et and the s p e c ific p r o c e d u r e s and tech n iqu es f o r helping in th eir
re in te g ra tio n into the la b o r f o r c e .

U. S. D epartm en t o f H ealth, E du cation and W e lfa re . A ging in the M od ern
W o rld : A n A nnotated B ib lio g ra p h y (W ashington, D. C. , U. S. G o v e rn m ent P rin tin g O ffic e , 1963). 194 pp.
P r e s e n ts annotated r e fe r e n c e s to b ook s p u b lish ed b etw een 1900-1963
and to a r t ic le s a pp ea rin g fr o m 1958 to 1963 re la te d to the fie ld of agin g.

W olfb ein , S eym our L . and E rn e st W . B u r g e s s . ’ ’E m p loy m en t and R e t ir e ­
m en t, ” A ^ in g in J V e s t e r ^
E rn e st W . B u rg e s s (ed. ) (C h ica g o ,
U n iv ersity o f C h ica go T*ress, I960)* 492 pp.
A s ta tis tica l ex a m in a tion o f length of w ork in g lif e , the o ld e r p e r s o n as
a w o r k e r , and the o ld e r w o r k e r and re tire m e n t in the United States and oth er
W estern s o c ie t ie s . O ccu p ation al d istrib u tio n o f o ld e r w o r k e r s , fa c t o r s
a ffe ctin g r e tire m e n t, and the p ro lo n g a tio n o f the w ork in g life a re d is c u s s e d .
O ld er W o rk e r:

Job R e d e sig n

A b r a m s , A lb e r t J. ’’Job E n gin eerin g and Job R e -A s s ig n m e n t f o r the O ld er
W o rk e r in A m e r ic a n In du stry, ” G row ing with the Y e a r s . L e g is la tiv e
D ocum ent N o. 32 (A lbany, N. Y . , New Y o rk State Joint L e g is la tiv e
C om m ittee on P r o b le m s o f the A gin g , 1954). 159 pp.
R e su lts of a su rv e y o f in d u stry m eth ods to m e e t d e clin in g ca p a c itie s of
som e o ld e r w o r k e r s . R e a ssig n m en t found m o s t co m m o n ; re d e s ig n s p e c if i­
c a lly fo r o ld e r w o r k e r s u sed in freq u en tly .

B a rk in , S olom on . ’ ’Job R e d e sig n : A T ech n iqu e fo r an E ra o f F u ll E m p lo y m e n t ,” M anpow er in the United States: P r o b le m s and P o l i c i e s . In du s­
tr ia l R ela tio n s R e s e a r c h A s s o c ia t io n P u b lica tio n N o. 11 (New Y o rk ,
H a rp er and B r o t h e r s , 1954), pp. 3 9 -5 0 .
E m p h a size s need to re d e sig n jo b s fo r o ld e r w o r k e r s to m ake m o r e
e ffe c tiv e use o f p oten tia l la b o r f o r c e . C ites s u c c e s s of r e d e s ig n in c a s e s o f
h an dicapped w o r k e r s . P r e s e n ts gu ides fo r re e n g in e e rin g jo b s in o r d e r to
suit them to individual a b ilitie s of w o r k e r s .




57

B a rk in , S olom on . ’ ’R ed esign in g Jobs in Indu stry fo r a M aturing P o p u la t io n ,”
A ge Is No B a r r i e r . L e g is la tiv e D ocum ent N o. 35 (New Y o rk , New Y ork
State Joint L e g is la tiv e C om m ittee on P r o b le m s o f the A g in g , 1952).
171 pp.
D is c u s s e s the fe a s ib ilit y of c o m p u ls o r y h irin g o f o ld e r p e r s o n s , and the
re d e s ig n o f jo b s . A d v o ca te s re q u irin g new co n c e r n s to m e e t s p e c ific ra tio s
o f m a tu re p e r s o n s (m en o v e r 45, w om en o v e r 35) to the tota l w o rk f o r c e .
C la rk , F . Le G r o s . A gein g on the F a c to r y F lo o r : The P ro d u ctio n of
D o m e stic F u rn itu re
(L ondon, N u ffield F oun dation, 19 5 ?). 35 pp.
Study co n clu d e s that som e a dju stm en ts o r c o n c e s s io n s had to be m ade
fo r about 3 in 10 o f th ose m en in th eir e a r ly s ix t ie s , f o r about 6 in 10 o f
th ose in th eir late s ix tie s , and f o r p r a c t ic a lly a ll the w ork in g s u r v iv o r s who
w e r e in th eir se v e n tie s . W here re tire m e n t o c c u r r e d , it w as due as often to
old age as to som e ch r o n ic ailm en t o r p h y sica l im p a irm e n t.

G r ie w , Stephen. Job R e -D e s ig n (P a r is , O rg a n isa tio n f o r E c o n o m ic C o - o p ­
e ra tio n and D e v e lo p m e n t,1 ^ 6 4 ) . 86 pp.
C o n ce rn s a p p lica tio n o f b io lo g ic a l data on aging to d e sig n o f equipm ent
and o rg a n iz a tio n of w o rk . E m p h a size s p oten tial s o u r c e s o f s t r e s s upon an
individual o r group o f o ld e r w o r k e r s and b rin g s to light m eth od s o f re m o v in g
stra in in o r d e r to extend em p loy m en t p oten tia l.

O rg a n isa tion fo r E c o n o m ic C o -o p e r a tio n and D ev elop m en t. Job R e d e sig n and
O ccu p ation al T rain in g f o r O ld er W o r k e r s : F in al R e p o rt (j^ a ris, O rg a n i­
sa tion fo r E c o n o m ic C o -o p e r a tio n and D ev elop m en t, 1965). 95 pp.
S u m m a rizes the p a p e rs p re se n te d at the In tern ation al M anagem ent
S em in a r, L ondon, 1964, and id ea s exch an ged in the c o u r s e o f se m in a r d i s ­
c u s s io n s . O utlines p r o b le m s ; p re s e n ts p a p e rs on jo b r e d e s ig n fo r o ld e r
w o r k e r s , o ccu p a tio n a l trainin g f o r o ld e r w o r k e r s , v o ca tio n a l trainin g
m eth ods fo r o ld e r w o r k e r s and ca se studies o f e x p e r ie n c e s o f o ld e r p eop le
u n dergoin g v o ca tio n a l re tra in in g .




58

O rg a n isa tion fo r E co n o m ic C o -o p e r a tio n and D ev elop m en t. Job R e -D e s ig n
and O ccu p ation al T ra in in g fo r O ld e r W o r k e r s : Supplem ent to the F in al
R e p o rt (P a r is , O rg a n isa tio n fo r E c o n o m ic C o -o p e r a t io n and D e v e lo p m en t, 1965). 132 pp.
Contains r e p o r ts p re p a re d f o r London S em inar in 1964 oth er than th ose
that appear in final r e p o r t; tog eth er with p a p e rs on trainin g in the United
States and the United Kingdom * In clu d es a q u estion n a ire d istrib u te d to
e m p lo y e r s o f m e m b e r co u n trie s and p a p e rs subm itted by p a rticip a n ts
d e s c r ib in g the situations in th eir own co u n tr ie s .

R e y , P a u le . V a rio u s C a se s of Job R e -D e s ig n f o r O ld e r W o r k e r s , R e p o rt
N o. 3 o f In tern ation al M anagem ent S em inar on Job R e -D e s ig n and O c c u ­
p ation al T rain in g f o r O ld er W o rk e rs (P a r is , O rg a n isa tio n fo r E c o n o m ic
C o -o p e r a tio n and D ev elop m en t, 1965). 12 pp.
U ses ex a m p le s o f jo b re d e s ig n fo r o ld e r w o r k e r s to illu stra te the
m aintenance of output and the re d u ctio n in fatigue and e ffo r t w h ich re s u lt.
D is c u s s e s the p o s s ib ilit ie s of s e v e r a l m eth ods of r e d e s ig n , such as m e c h a ­
n iza tio n and som e s im p le r , le s s ex p en siv e m e th o d s.
O ld er W o r k e r s :

Job P e r fo r m a n c e

B a rk in , S olom on . The O ld er W o rk e r in Indu stry: A Study o f New Y o rk State
M anufacturing In d u stries (A lban y, N. Y . , J. B . L yon C o. , 1933) 467 pp.
A study con d u cted under the a u s p ice s o f the New Y o rk State C o m m is s io n
on Old A ge S ecu rity to in v estig a te and re p o rt on the in d u stria l con d ition s
a ffectin g aging m en and w om en .

B elb in , R . M . T ra in in g M ethods fo r O ld er W o rk e rs (P a r is , O rg a n isa tio n
fo r E c o n o m ic C o -o p e r a tio n and D ev elop m en t, I”965). 72 pp.
Su rveys cu rre n t know ledge co n ce rn in g chan ges in c a p a c itie s resu ltin g
fr o m aging; d eals s p e c ific a lly with changes in lea rn in g a b ility and p o w e r o f
adaptation. D e s c r ib e s m eth ods of training a lre a d y in u s e . D esign ed to
co lla te and evaluate ex istin g in fo rm a tio n and to s e rv e as a s o u r ce book fo r
fu rth er study.

G r e e n b e rg , L eon . "P r o d u c tiv ity o f O ld er W o r k e r s ," The G e r o n t o lo g is t ,
M a rch 1961, pp. 3 8 -4 1 .
C on clu d es that m any individual o ld e r w o r k e r s can and do e x c e e d the
output o f you n ger w o r k e r s , as illu stra te d by the fin din gs o f n u m erou s stu d ies.
Y et su rv ey s in d ica te that o ld e r w o r k e r s a re fre q u e n tly elim in a ted fr o m jo b
c o n s id e r a tio n on the a ssu m p tion that they a re not p r o d u c tiv e .




59

S e c r e ta r y o f L a b o r . The O ld e r A m e r ic a n W o rk e r: A ge D is crim in a tio n in
E m p lo y m e n t. R e p o rt to the C o n g re ss (W ashington, D. C . , U. S. G o v ­
ern m en t P rin tin g O ffic e , 1965).
P r e s e n ts reco m m e n d a tio n s f o r dealing with a r b it r a r y d is c r im in a tio n in
em p loy m en t b e ca u se o f age and w ith b a s ic fa c t o r s w h ich im p ed e the r e e m ­
p loy m en t o f d is p la c e d w o r k e r s as they g ro w o ld e r . D is c u s s e s m e a s u r e s
w h ich should be c o n s id e r e d fo r fu lle r u se of talents and tim e o f o ld e r p e r s o n s
in p riv a te e n te r p r is e and in com m u n ity s e r v ic e . The s p e c ia l studies c o n ­
ducted fo r the r e p o rts a re con tain ed in a sep a ra te v olu m e o f r e s e a r c h
m a te r ia l.
S ch n e id e r, B . V . H . The O ld e r W o rk e r (B e r k e le y , C a l i f ., The R egen ts o f
the U n iv ersity o f C a lifo rn ia , 1962), p p . 3 5 -5 0 .
F indings show that o ld e r w o r k e r s have as g o o d
r e c o r d s than y ou n g er w o r k e r s , and lo w e r tu rn o v e r
r ie n c e , ju d gm en t, rea son in g a b ility , and a c c u r a c y
sate in m o s t situations fo r the p h y s io lo g ic a l e ffe c t s

o r b e tte r attendance
and in ju ry r a te s . E x p e ­
o f o ld e r p e o p le c o m p e n ­
of age.

U. S. D epartm en t o f L a b o r , B u rea u o f E m p loy m en t S e cu rity . E m p loyin g
O ld er W o r k e r s : A R e c o r d o f E m p lo y e e s E x p e r ie n c e . BES N o. R -1 7 9
(W ashington, D. C. , U. S. G ov ern m en t P rin tin g O ffic e , 1959).
R e p o rts a s e r ie s o f c a s e s in w h ich co m p a n ie s s u c c e s s fu lly u sed o ld e r
w o r k e r s fo r a w ide v a r ie ty o f jo b s . Study s t r e s s e s the ca p a b ilitie s o f o ld e r
w o r k e r s a s show n b y status o f th e ir p r o d u c tiv ity , p h y s ic a l stren gth , s k ills ,
and fle x ib ilit y , and su g g ests that in c r e a s e d m e ch a n iz a tio n o f jo b s p r o m o te s
the reten tion o f o ld e r w o r k e r s by p la cin g in c r e a s e d re lia n c e on m a tu rity and
d ep en d a b ility .

U. S. D epartm en t o f L a b o r , B ureau o f L a b o r S ta tis tics . C o m p a ra tiv e Job
P e r fo r m a n c e by A g e : O ffic e W o r k e r s . B u lletin 1273 (W ashington, D. C. ,
U .S . G overn m en t P rin tin g O ffic e , I9 6 0 ). 36 pp.
C o m p a re s the re la tiv e w o rk p e r fo r m a n c e o f o ld e r o ffic e w o r k e r s with
oth er o ffic e w o r k e r s . T h ree im porta n t findings e m e r g e . F ir s t , the d i f f e r ­
e n ce s in output p e r m a n -h o u r am ong age g rou p s o f the o ffic e w o r k e r s w ithin
the sco p e o f the s u rv e y w e r e f o r the m o s t p art in s ig n ifica n t. S econ d , th ere
w e r e c o n s id e r a b le v a ria tio n s am ong w o r k e r s w ithin age g r o u p s . T h ird ,
w o r k e r s in the o ld e r age g rou p s had a s te a d ie r rate o f output. F in d in gs su b ­
stantiate the need fo r individual eva lu a tion o f w o r k e r s .




60

U .S . D epartm ent o f L a b o r , B ureau o f L a b o r S ta tis tics . C om p a ra tive Job
P e r fo r m a n c e by A g e : L a rg e P lan ts in the M e n 's F o o tw e a r and H o u s e ­
h old F u rn itu re In d u strie s. B u lletin N o. 1223 (W ashington, D C . , U. S.
G overn m en t P rin tin g O ffic e , 1957). 60 pp. S u m m a rized b y J e ro m e A .
M ark in M onthly L a b o r R e v ie w , D e c e m b e r 1957, pp. 1 4 6 7 -7 1 .
C om p a re s o ld e r and y ou n g er w o r k e r s ' atten da n ce, p ro d u ctiv ity , and jo b
sta b ility . C on clu des that som e o ld e r w o r k e r s o u tp e rfo rm y o u n g e r w o r k e r s
in a ll th ree a r e a s , and that a r b it r a r y d is c r im in a tio n again st a w o r k e r b e ca u se
o f age is not a v a lid c r it e r io n .

W e lfo r d , A . T . A ging and Human S kill.
1958). 300 pp.

(L ondon, O x fo rd U n iv e rsity P r e s s ,

F in a l r e p o rt o f the N u ffield Unit on the study o f ch an ges in p e r fo r m a n c e
w ith a g in g . In clu d es both la b o r a to r y and fie ld stu d ie s. C on clu d es that w h ere
age ch an ges im pin ge upon p e r fo r m a n c e , som e r e la tiv e ly tr iv ia l fa c t o r m a y
be lim itin g the a g e d 's p e r fo r m a n c e , and a co m p a r a tiv e ly sm a ll change in the
task cou ld b rin g it w ithin the ca p a c ity o f the o ld e r p e r s o n .

C la rk , F . Le G r o s . G row ing Old in a M ech a n ized W o rld : The Human P r o b ­
le m o f a T e ch n ica l R e v o lu tio n ! Studies of A gein g W ithin C onditions o f
M od ern In du stry (L ondon, N u ffield F oun dation, I9 6 0 ). 145 p p.
C on clu des that the e m p loy m en t p r o s p e c t s o f o ld e r m e n d im in ish as m a n u ­
fa ctu rin g m eth od s ch a n ge. In d ica tes a need f o r a new s o c ia l th e o ry o f r e t i r e ­
m en t. A pp en d ix su rv e y s em p loy m en t p r o s p e c t s ou tsid e the fie ld o f m a n u fa c­
turing w h ich m ight o f f e r a lte rn a tiv e o ccu p a tio n s f o r e ld e r ly m en .

K r e p s , Juanita and R alph L a w s. A u tom a tion and the O ld e r W o rk e r: A n
A nnotated B ib lio g ra p h y (New Y o r k , Tlie N ational C o u n cil on the A g in g ,
19'63);.."43 pp.--------------A nnotated b ib lio g ra p h y p u b lish ed by the N ational C ou n cil on the A ging fo r
th ose in te re s te d in the em p loy m en t and re tire m e n t o f aging p e r s o n s in an
in d u stria l s o c ie ty .

U. S. D epartm ent o f L a b o r , B ureau o f L a b o r S ta tis tics . A d ju stm en ts to the
In trod u ction o f O ffic e A u tom a tion . B u lletin 1276 (W ashington, D. C. ,
U .S . G overn m en t P rin tin g O ffic e , I9 6 0 ). 87 pp.
A study o f som e im p lica tio n s o f the in sta lla tio n o f e le c t r o n ic data p r o c ­
e s s in g in 20 o ffic e s in p riv a te in d u stry , with s p e c ia l r e fe r e n c e to o ld e r
w orkers.




61

U .S . D ep a rtm en t o f L a b o r , B u reau o f L a b o r S ta tis tic s , In d u stria l R e tr a in ­
ing P r o g r a m s fo r T e c h n o lo g ic a l C hange, B u lletin 1363 (W ashington,
D . C. , U .S , G ov ern m en t P rin tin g O ffic e , June 1963). 34 pp. S u m m a­
r iz e d b y E d g a r W ein b erg under the title "O ld e r W o r k e r s ’ P e r fo r m a n c e
in In d u stria l R etra in in g P r o g r a m s , " M onthly L a b o r R e v ie w , A ugust 1963,
pp. 9 3 5 -9 3 9 .
P ilo t study on o ld e r w o r k e r adap tability to te c h n o lo g ic a l ch a n ge. A n a ly z e s
r e s u lts o f re tra in in g p r o g r a m s o f fou r co m p a n ie s in d iffe re n t in d u s tr ie s , to
co m p a r e p e r fo r m a n c e o f o ld e r w o r k e r s with that o f y ou n g er w o r k e r s . C on ­
fir m s co n c lu s io n s o f e a r lie r stu dies that age alone is an in s u fficie n t c r it e r io n
fo r d eterm in in g c a p a c ity o f o ld e r w o r k e r s to adapt to te c h n o lo g ic a l ch a n ge.
Human E n g in eerin g
B ennett, E dw ard, J a m e s R egan and J osep h S p ie g e l ( e d s . ) . Human F a c t o r s in
T e c h n o lo g y (N ew Y o rk , M c G r a w -H ill B ook C o ,, 1963). 685 pp.
E n c o m p a s s e s a range o f to p ic s fo c u s e d upon the m a n y -fa c e te d re la tio n
betw een m an and h is te ch n o lo g y by an in te r d is c ip lin a r y team o f s c ie n tis ts and
e n g in e e r s .

B erth on , Jean and A n d re G h e lfi. A bou t F ittin g the Job to the W o rk e r ( P a r is ,
O rg a n isa tion fo r E c o n o m ic C o -o p e r a tio n and D ev elop m en tj 1961). 63 pp.
C on clu d es that jo b s w ill n e v e r be c o m p le te ly fitte d to w o r k e r s due to the
d iffe r e n c e s in m e n , B e ca u se tech n iqu es a re con sta n tly d e v e lo p in g , any
adaptations a ch ie v e d a re n e v e r su ffic ie n t. T h is , h o w e v e r , is no r e a s o n to
c a ll a halt to the e ffo r t o f a cco m m o d a tin g the w o r k e r a s b e st a s p o s s ib le .
D is c u s s e s fatigu e and w o r k en v iron m en t.
C h apan is, A lp h o n se , W en d ell R . G a rn e r and C liffo r d T . M org a n , A p p lie d
E x p e rim e n ta l P s y c h o lo g y : Human F a c t o r s in E n g in e e rin g D e sig n (New
Y o rk , John W ile y and S on s, I n c . , 1949). 434 ppT
D e s c r ib e s r o le o f e x p e rim e n ta l p s y c h o lo g y in the fie ld o f human e n g i­
n e e rin g . P r o v id e s an explan ation o f m e th o d o lo g y --e x p e r im e n ta l and sta tis­
t ic a l t e c h n iq u e s --n e c e s s a r y in the a s s e s s m e n t and eva lu a tion o f hum an
c a p a c itie s and p e r fo r m a n c e .




62

D ep artm en t o f S c ie n tific and In d u stria l R e s e a r c h , P r o c e e d in g s o f C o n fe re n ce
on E r g o n o m ic s in In d u stry (L on d on , H er M a je s t y 's S ta tion ery O ffic e ,

1961). "1‘9'O pp’.---------------D is c u s s e s im p lica tio n s o f e r g o n o m ic s in in d u stry , p a r tic u la r ly in r e l a ­
tion to p rod u ctio n en g in e e rin g , equipm ent d e sig n , w o r k study and in d u stria l
health. In clu d e s a ll c o n fe r e n c e p a p e rs and r e p o r t s o f d is c u s s io n s .

M c C o r m ic k , E r n e s t J , H um an F a c t o r s E n g in e e rin g (N ew Y o r k , M cG ra w H ill B o o k C o . , 1964]": 653 pp.
D ea ls with r e s u lts and im p lica tio n s o f r e s e a r c h in v e stig a tio n s o f so m e o f
the p r a c t ic a l p r o b le m s o f d esig n o f m a n -m a ch in e sy ste m s and e n v iro n m e n ts.
D raw s m a te r ia ls fr o m a v a rie ty o f d is c ip lin e s that have r e le v a n c e to the hum an
fa c t o r s a r e a , in clu d in g p s y c h o lo g y , p h y sica l a n th ro p o lo g y , p h y s io lo g y , and
c lim a to lo g y .

M cF a rla n d , R o s s A . and F ra n k R an d olf P h H b rook . "J o b P la ce m e n t and
A dju stm en t fo r O ld W o r k e r s : U tiliza tio n and P r o t e c t io n o f S k ills and
P h y s ic a l A b i l i t i e s ,11 G e r ia t r ic s , D e c e m b e r 1958, pp. 8 0 2 -8 0 7 .
P r e s e n ts a new p r o c e d u r e fo r m a tch in g p h y sica l re q u ir e m e n ts o f jo b s
with the p h y s ic a l c a p a c itie s o f w o r k e r s , to g e th e r w ith the re la tiv e advantages
and disa dva n ta ges o f a ll oth er known p la ce m e n t m e th o d s . E m p h a siz e s the
value o f the m eth od in its a p p lica tio n to o ld e r w o r k e r s .

M u r r e ll, K . F . H . Hum an P e r fo r m a n c e in In d u stry (N ew Y o rk , R ein h old
P u b lish in g C o rp . , 19&5). 496 pp.
*
D e s c r ib e s the s tr u c tu r e , fu n ction in g, and s iz e o f the hum an b o d y . D is ­
c u s s e s r e s e a r c h fin d in g s and th e ir a p p lica tio n to d e sig n , en viron m en t c o n ­
d ition s, and o rg a n iz a tio n a l p r o b le m s .

O rg a n isa tion fo r E c o n o m ic C o -o p e r a tio n and D ev elop m en t, F ittin g the J ob
to the W o rk e r: S em in a r on E r g o n o m ic s fo r E n g in e e rs (L on d on ,
O rg a n isa tio n fo r E c o n o m ic C o -o p e r a t io n and d e v e lo p m e n t, 1961), 106 pp.
R e p o rt o f a se m in a r a im e d at giving w id e r e x p o s u re to the r e la t iv e ly new
s c ie n t ific d is c ip lin e o f e r g o n o m ic s , o r fitting the jo b to the w o r k e r . In clu d es
ch a p te rs on: the stru ctu re o f en g in eerin g ed u ca tion in the p a rticip a tin g
c o u n tr ie s ; p r e s e n t state and ou tlook fo r e r g o n o m ic s in e n g in e e rin g tra in in g
esta b lish m e n ts; p ro g ra m o f le c t u r e s and oth er ev en ts; and, re co m m e n d a tio n s
to the O ECD and oth er in tern ation al b o d ie s .




63

O rg a n isa tion fo r E u rop ea n E c o n o m ic C o -o p e r a tio n . F itting the J ob to the
W o rk e r: In tern ation al C o n fe re n ce o f Z u rich (P a r is , O rga n sa tion fo r
E u rop ea n E co n o m ic C o -o p e r a tio n , 1959). 115 pp.
A re p o r t on p a p e rs p re se n te d at the c o n fe r e n ce co n ce rn in g the a p p lic a ­
tion of e rg o n o m ic p r in c ip le s , and p r o b le m s to be dealt w ith.

O rg a n isa tion fo r E u rop ean E c o n o m ic C o -o p e r a tio n . F itting the Job to the
W o rk e r: A Survey o f A m e r ic a n and E u rop ea n R e s e a r c h Into W orking
C on d ition s in Indu stry (P a r is , O rg a n isa tio n f o r E u rop ea n E c o n o m ic
C o -o p e r a tio n , 1958). l i 6 pp.
'
'
A su rv ey o f e x p e rim e n ta l m eth od s and re su lts in the United States and
E u rop e in the v a rio u s d is c ip lin e s and tech n iqu es in v o lv e d in fitting the jo b to
the w o r k e r .

T ufts C o lle g e Institute fo r A p p lied E x p e rim e n ta l P s y c h o lo g y . H andbook o f
Human E n g in eerin g Data fo r D esign E n g in e e rs (M e d fo rd , M a ss. ,
T r u s te e s of Tufts C o lle g e , 1949).
P r o v id e s the plan n er and d e s ig n e r with the p ro b a b le c h a r a c t e r is t ic s of
the a v era g e in d ivid u als who w ill m an m a ch in e s o f the fu tu re . D eals with
quantitative m e a s u r e s o f hum an ca p a b ilitie s and lim ita tio n s and th eir a p p li­
ca tion to m a ch in e d e sig n . S u m m a rizes the relev a n t r e s e a r c h fin d in gs
without m aking any attem pt at in te rp re ta tio n .

W e lfo rd , A . T . E r g o n o m ic s o f A u to m a tio n .
Indu stry N o. 8 (L ondon, I^CSyT^^O^ppT

P r o b le m s o f P r o g r e s s in

Su rveys in b ro a d outline th ose a s p e cts o f e r g o n o m ic s o r hum an e n g in e e r ­
ing w h ich a re lik e ly to b e a r on q u estion s of d esign in g a u tom atic equipm ent,
and on human p r o b le m s lik e ly to a r is e in autom ation w o rk ; c o n s id e r s hum an
ca p a c itie s and jo b c h a r a c t e r is t ic s in d esign in g autom ated equipm ent.




☆ U.S. GOVERNMENT PRINTING OFFICE : 1967 0 -2 4 7 -5 8 9