HeinOnline is a subscription-based resource containing thousands of academic and legal journals from inception; complete coverage of government documents such as U.S. Statutes at Large, U.S. Code, Federal Register, Code of Federal Regulations, U.S. Reports, and much more. Documents are image-based, fully searchable PDFs with the authority of print combined with the accessibility of a user-friendly and powerful database. For more information, request a quote or trial for your organization below.
![handle is hein.gao/gaobaayad0001 and id is 1 raw text is:
DOCUMENT RESUME
07158 - [8254-7570]
(Review of the ,ob Enrichment Program at Ogden Air Logistics
Center]. FPCD-78-77; B-163762. Se ambf r 6, 1978. 3 pp.
Report to John P. White, Department of Defense: Assistant
Secretary of Defense (Manpower, Reserve Affairs and Logistics);
by H. 1. Frieger, Director, Fcderal Personnel and Compensation
Div.
Issue Area: Personnel Management and Compensation: Employee
Conflicts of Interest (301).
Contact: Federal Personnel and Compensation Div.
Budget Function: iational Defense: Department of Defense -
Military (except procurement & contracts) (051).
Organization Concerned: Department of Defense; Department of the
Air Force: Ogden Air Logistics Center, Hill AFB, UT;
fferzberg and Associates.
The job enrichment program at the Ogden Air Logistics
Center, Utah, was initiated in January 1974 Inder contract to
Flerzbera and Associates to increase workforce prcductivity by
restructuring jobs tc provide workers with increased
accountability, responsibility, communicaticE, and feedback on
tae acceptability of their performance. The program was also
designed to increase job satisfaction aLd quality of working
life. Because of sizable reported savings and productivity
gains, the progiim is teing isplemented thrcugbcut the Ai: Force
Logistics Ccmman.i (AFLC). A review of the program reveal d that,
at the inception of the program. there was nc definitive plan to
systematically evaluate its impact. Little evaluation was
accompljshed and, where it was attempted, evaluation was not
adequate tc show overall progrum impact. The program costs
tended to bs tderstLted and reported savings over3tated. A plan
for a 3-year systematic evaluation of program costs and benefits
was dslayed because of resistance from union cfficials to one of
the data ccilectiou dovices. It appears that AFLC does not know
the extent to whic. the program is achieving the goals f'3r which
it was designed. Therefore, further expansion cf job enrichment
within the AFLC and the Department of Defense shculd be limited
to demcnstration-type projects which are sutject to sound
evaluation procedures until favorable program results can he
documented. (RRS)](ViewImageLocal?handle=hein.gao/gaobaayad0001&div=1&collection=&method=preview&ext=.png&size=3)