Social innovation of work and employment Frank Pot   EESC-hearing Innovative Workplaces 15-12-2010 Brussels
Definitions <ul><li>Workplace innovation  is the implementation of new and combined interventions in the fields of work or...
‘ National’ ‘programmes’ <ul><li>Finland: workplace development </li></ul><ul><li>Germany: Initiative neue Qualität der Ar...
Urgency <ul><li>Decreasing workforce – increasing labour productivity </li></ul><ul><li>Global competition and knowledge b...
Best and poorest performers in Finland (409 self assessments) Performance + - Source: Ramstad, 2009 Quality of working lif...
Performance effects of improving working conditions and work organisation as assessed by management Source: Bonitz et al.,...
Ireland  <ul><ul><li>HPWS positive effects on performance outcomes, including labour productivity, and innovation levels <...
Working Smarter and Performance Performance criterion SMEs without working smarter SMEs with working smarter Company resul...
Social innovation and performance Performance criterion Performance social innovative versus not social innovative organis...
OSH interventions and performance Source: Pot and Koningsveld, 2009
Conclusions evidence <ul><li>Urgency to increase labour productivity by working smarter </li></ul><ul><li>Difficult to dra...
Stress risks: discrepancies in work organisation Job demands Decision latitude Support supervisor colleagues Time staff Sk...
Psychological demands/decision latitude model Source: Karasek, 1979; 1990 High-strain Active Low-strain Passive 1 2 3 4 A ...
Work organisation and learning <ul><li>Concept ‘active jobs’ in job demands/control-model implies job autonomy (internal c...
European policy 1 <ul><li>Workplace innovation missing dimension in Lisbon strategy and in strategy EU2020 </li></ul><ul><...
European policy 2 <ul><li>Opportunities: </li></ul><ul><li>Draft new integrated guidelines for the employment policies </l...
Social innovation in EU policies <ul><li>Complementary to technological innovation </li></ul><ul><li>To solve societal pro...
Social innovation of work and employment 1 <ul><li>Needs : productivity, competences, innovation, flexibility </li></ul><u...
Social innovation of work and employment 2 <ul><li>Non-technological innovation: </li></ul><ul><li>Same  needs  and  socie...
Social innovation of work and employment 3 <ul><li>Workplace innovation: </li></ul><ul><li>Same  needs  and  societal chal...
Conclusions <ul><li>European policy would help </li></ul><ul><li>Choose definitions </li></ul><ul><li>Develop policy for ‘...
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Social innovation of work and employment

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Presentation by Frank Pot during the Labour Market Obervatory Hearing on "Innovative workplaces as a source of productivity and quality jobs" of 15.12.2010 in the European Economic and Social Committee

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Social innovation of work and employment

  1. 1. Social innovation of work and employment Frank Pot EESC-hearing Innovative Workplaces 15-12-2010 Brussels
  2. 2. Definitions <ul><li>Workplace innovation is the implementation of new and combined interventions in the fields of work organisation, labour relations, HRM and supportive technologies. </li></ul><ul><li>Non- technological innovation covers organisational innovation, business models, marketing strategies, service delivery modes, absorption of knowledge, open innovation. </li></ul><ul><li>Objectives: quality of working life and/or organisational performance </li></ul><ul><li>EESC 2007: “SI in the workplace”, “workplace innovation” </li></ul>
  3. 3. ‘ National’ ‘programmes’ <ul><li>Finland: workplace development </li></ul><ul><li>Germany: Initiative neue Qualität der Arbeit; innovative Arbeitsgestaltung; Innovationsfähigkeit </li></ul><ul><li>Belgium: sociale innovatie </li></ul><ul><li>Netherlands: sociale innovatie </li></ul><ul><li>Norway: value creation </li></ul><ul><li>UK: workplace innovation </li></ul><ul><li>Ireland: workplace innovation </li></ul><ul><li>Sweden: management and work organisation renewal </li></ul>
  4. 4. Urgency <ul><li>Decreasing workforce – increasing labour productivity </li></ul><ul><li>Global competition and knowledge based economy – development of competences and skills </li></ul><ul><li>Making new technology work through innovative work organisation </li></ul><ul><li>Workplace innovation explains a larger part of innovation success than technological innovation </li></ul><ul><li>EESC 2009: Relation between quality of work and productivity </li></ul>
  5. 5. Best and poorest performers in Finland (409 self assessments) Performance + - Source: Ramstad, 2009 Quality of working life + - Poorest group 31 projects top-down interventions Best group 152 projects participation internal collaboration
  6. 6. Performance effects of improving working conditions and work organisation as assessed by management Source: Bonitz et al., 2007:23
  7. 7. Ireland <ul><ul><li>HPWS positive effects on performance outcomes, including labour productivity, and innovation levels </li></ul></ul><ul><ul><li>Also diversity and equality systems positive effects </li></ul></ul><ul><ul><li>Reduced employee turnover (employee well-being?) </li></ul></ul>
  8. 8. Working Smarter and Performance Performance criterion SMEs without working smarter SMEs with working smarter Company results 2 18 Company turnover 7 15 Productivity 5 14 Employment 6 11 Economic Institute for SMEs. Source: Hauw et al., 2009 % change in performance last 2 years
  9. 9. Social innovation and performance Performance criterion Performance social innovative versus not social innovative organisations Increase in turnover 15% higher Increase in profits 14% higher Innovation 37% higher Productivity 22% higher New clients 20% higher Reputation 12% higher Erasmus Competition and Innovation Monitor. Source: Jansen et al., 2009
  10. 10. OSH interventions and performance Source: Pot and Koningsveld, 2009
  11. 11. Conclusions evidence <ul><li>Urgency to increase labour productivity by working smarter </li></ul><ul><li>Difficult to draw general conclusions </li></ul><ul><li>Simultaneous improvement of performance and quality of working life is possible but not always achieved </li></ul><ul><li>National programmes are supportive </li></ul><ul><li>Involvement of government differs between countries </li></ul><ul><li>Key role social partners </li></ul><ul><li>Conditions: </li></ul><ul><ul><li>Commitment of management </li></ul></ul><ul><ul><li>Participation of employees and their supervisors </li></ul></ul>
  12. 12. Stress risks: discrepancies in work organisation Job demands Decision latitude Support supervisor colleagues Time staff Skills competences
  13. 13. Psychological demands/decision latitude model Source: Karasek, 1979; 1990 High-strain Active Low-strain Passive 1 2 3 4 A B Learning motivation to develop new behavior patterns Risks of psychological strain and physical illness HIGH LOW Decision latitude (control) LOW HIGH Psychological demands
  14. 14. Work organisation and learning <ul><li>Concept ‘active jobs’ in job demands/control-model implies job autonomy (internal control capacity) related to single loop learning: are we doing things rightly </li></ul><ul><li>Even more important is external control capacity (decisions about work organisation and targets) related to double loop learning: are we doing the right things </li></ul>
  15. 15. European policy 1 <ul><li>Workplace innovation missing dimension in Lisbon strategy and in strategy EU2020 </li></ul><ul><li>Because: </li></ul><ul><ul><li>Regarded as a private matter for employers </li></ul></ul><ul><ul><li>Focus on individual workplaces </li></ul></ul><ul><ul><li>Focus on technological innovation </li></ul></ul><ul><ul><li>Focus on formal education </li></ul></ul><ul><ul><li>Confusion about concepts </li></ul></ul>
  16. 16. European policy 2 <ul><li>Opportunities: </li></ul><ul><li>Draft new integrated guidelines for the employment policies </li></ul><ul><li>EESC Opinion on these guidelines: job quality, internal and external flexibility </li></ul><ul><li>Flagship on innovation </li></ul><ul><li>Forthcoming Flagship on skills and jobs </li></ul><ul><li>Forthcoming EESC own initiative opinion ‘innovative workplaces’ </li></ul><ul><li>Forthcoming ESF policy 2011 </li></ul><ul><li>Forthcoming Opinion EP on Innovation Union </li></ul>
  17. 17. Social innovation in EU policies <ul><li>Complementary to technological innovation </li></ul><ul><li>To solve societal problems (climate, poverty, ageing, etc.) </li></ul><ul><li>‘ Social’ meaning: About new behaviours, interactions, institutional arrangements, networks etc. </li></ul><ul><li>Some: beneficial for all, opposed to economic or business innovation </li></ul><ul><li>Others: might also include economic and business innovation </li></ul>
  18. 18. Social innovation of work and employment 1 <ul><li>Needs : productivity, competences, innovation, flexibility </li></ul><ul><li>Societal challenges : global competition, decreasing workforce, knowledge economy, technology gap </li></ul><ul><li>Values : sustainable, smart and inclusive growth </li></ul><ul><li>Process dimensions : industrial relations, government, research organisations </li></ul><ul><li>Levels of action : European, national, regional and sector </li></ul><ul><li>Policy dimensions : flexicurity, education, promotion of non-technological innovation and workplace innovation </li></ul>
  19. 19. Social innovation of work and employment 2 <ul><li>Non-technological innovation: </li></ul><ul><li>Same needs and societal challenges </li></ul><ul><li>Values : competitiveness and performance </li></ul><ul><li>Levels of action : public and private organisation, sector, region </li></ul><ul><li>Process dimensions : dynamic management, external cooperation </li></ul><ul><li>Policy dimensions : organisational innovation, new business models, marketing strategies and service delivery modes, absorption of new knowledge and open innovation </li></ul>
  20. 20. Social innovation of work and employment 3 <ul><li>Workplace innovation: </li></ul><ul><li>Same needs and societal challenges </li></ul><ul><li>Values : competitiveness, performance, optimal utilisation workforce, quality of working life </li></ul><ul><li>Levels of action : public and private organisations, sector </li></ul><ul><li>Process dimensions : participation of stakeholders, trust </li></ul><ul><li>Policy dimensions : combination of organisational innovation, ergonomics, development of competences, labour relations within the organisation </li></ul>
  21. 21. Conclusions <ul><li>European policy would help </li></ul><ul><li>Choose definitions </li></ul><ul><li>Develop policy for ‘social innovation of work and employment’ which includes ‘non-technological innovation’ and ‘workplace innovation’. </li></ul><ul><li>In: EESC opinion, EP opinion on Innovation Union, Guidelines for the employment policies, ESF </li></ul><ul><li>Do not mix up with ‘OSH policy’ and/or the ‘decent work’ agenda (minimum requirements) although there is some overlap and possibility to reinforce each other </li></ul>

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