ted talk – van hootegem – evidence-based consulting and workplace measurement
DESCRIPTION
Evidence Based Consulting and Measuring Healthy Workplaces. A multi-level multi-method action research programmeTRANSCRIPT
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Evidence Based Consulting and Measuring Healthy Workplaces
A multi-level multi-method action research programme
Boston, October 4th geert.vanhootegem
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About Flanders Synergy
» Network of organizations (all kind)(Microsoft, IBM, Philips, Bombardier, Flemish radio & television, e.g.)
» Founded by 10 organizations, 144 members today
» 80% public funding
» Innovation funding
» Stimulates Innovative Work Organization based on modern sociotechnical thinking
» Training (11 day course for experienced consultants)
» Projects by European Social Fund (100.000€/2 year)
» Research:» Strategic» Applied » Action
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©2005 Katholieke Universiteit Leuven Departement Sociologie
Research Cycle
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Context and requirements
» Denise Rousseau: management science needs to be evidence based
and therefor a need of:
» Development of evidence based consulting
» Long and complex paths
» Although success of lean: hours/car AND NOT:
» The eight form of deadly waste
» Theory of Ulbo de Sitter: theoretical framework of logic propositions but
necessary (and difficult) to test!
» Case study evidence: needed but not enough
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Approach : Look how work supports development
» Motives are dependent on the situation, no fixed personal
charactertistics
» Work is able to mobilise motives and develop them
» Organize work in such a way that it is able to develop commitment
through intrinsic motivation
» Quality of work = the ability of an organization to mobilise commitment
from workers
» This is possible by means of regulation capacity: the central indicator
for quality of work
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Organization as an interaction network
» An organization is a social interaction network with workplaces
as nodes occupied by people
» Important for the quality of work is the regulation capacity on
such a node
» This regulation capacity is the space determined by the network
to regulate one’s own work
» This is a dynamic approach: the structure of this interaction
network determines the opportunities for the development of
motives
» This structure is determined by the division of labour
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The organization of work determines the quality of work
Division of labour Design of jobs
Learningopportunities
Stress risks
Measurement ofquality of work
Measurement ofwork organization
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Multi-level / Multi-method
Start of projectEnd of project
+ 6 months
Case
AuditType of intervention
Case Case Case Case CaseQuick scan
Measurement ofWork organization
Employee questionnaireMeasurement of quality of work
(Dis)aggregation (Dis)aggregation
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©2005 Katholieke Universiteit Leuven Departement Sociologie
»
» Measurement 1 Measurement 2
» Workers 6088 449
» Organizations 128 21
» Scans 107 15
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Karasek-model
Low strain work
A Stress risks
High
Low
Low
High
High strain work
Active work
Passive work
Work pressure(c
ontr
ol)
B Learning possibilities
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Quality of work: measurement
» WEBA-analysis investigates a job on the following characteristics:
» Professional completeness
» Organizing tasks
» Short cycled tasks
» Complexity
» Autonomy
» Contact possibilities
» Information provision
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Survey questionnaire: topics
» Employee and employment characteristics
» Nature of work (WEBA)Short-cycled workComplexityPredictabilityVariabilityCompletenessAutonomyContactOrganizing tasksSupply of information
» Well-being at workTime pressureEmotional workloadJob insecurityRecovery needLearning possibilitiesWell-beingSatisfactionInnovative work behaviour Intention to quit
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Survey: Invitation mail
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Survey: Start
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Survey: Introduction
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Questionnaire (1)
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Questionnaire (2)
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Questionnaire (3)
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Questionnaire (4)
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Questionnaire (5)
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Questionnaire (6)
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Quick-scan organization: topics
» Characteristics of the organization
» Characteristics of products / services
» Structure of production process
» Tasks and responsibilities of groups
» Internal division of labour within groups
» Working conditions
» Performance indicators
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Use of typologies: Structure of process
Line
Functional
Flow
Module
Phase
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Use of typologies: Group hierarchy
logistics technology
organizationquality
Fixed boss
Fixed cooperating boss
Shifting boss
Star model
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Use of typologies: division of labour within groups
No division of labour
Division according to indirect tasks
Integration of indirect tasks
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©2005 Katholieke Universiteit Leuven Departement Sociologie
… and Results?
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©2005 Katholieke Universiteit Leuven Departement Sociologie
… and results?
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©2005 Katholieke Universiteit Leuven Departement Sociologie
… and results