ABSTRACT
Traditionally, ergonomics has focused on the improvement of productivity, quality, health and safety, and quality of work life. With macroergonomics in particular, there has been a greater emphasis on ergonomists achieving largescale organizational improvement (Kleiner, 1996). Macroergonomics can change an organization’s culture and can achieve 60% to 90% performance improvements (Hendrick & Kleiner, 2001). Large-scale organizational change has also been the laudable goal of many consultants and managers. However, this elusive goal has however been difficult to achieve. Furthermore, it is one of those terms that is interpreted differently by people.
