TED Talk – Van Hootegem – Evidence-based Consulting and Workplace Measurement

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Evidence Based Consulting and Measuring Healthy Workplaces. A multi-level multi-method action research programme

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TED Talk – Van Hootegem – Evidence-based Consulting and Workplace Measurement

  1. 1. Evidence Based Consulting and Measuring Healthy Workplaces A multi-level multi-method action research programme Boston, October 4th geert.vanhootegem
  2. 2. 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
  3. 3. Research Cycle ©2005 Katholieke Universiteit Leuven Departement Sociologie
  4. 4. 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
  5. 5. 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
  6. 6. 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
  7. 7. The organization of work determines the quality of work Measurement of work organization Learning opportunities Division of labour Design of jobs Stress risks Measurement of quality of work
  8. 8. Multi-level / Multi-method End of project + 6 months Start of project Audit Type of intervention Case Case Case Quick scan Measurement of Work organization Case Case (Dis)aggregation (Dis)aggregation Employee questionnaire Measurement of quality of work Case
  9. 9. » » Measurement 1 Measurement 2 6088 449 » Organizations 128 21 » Scans 107 15 » Workers » » » » » » ©2005 Katholieke Universiteit Leuven » Departement Sociologie
  10. 10. Karasek-model B Learning possibilities Work pressure Low High High Active work Passive work High strain work (control ) Low strain work Low A Stress risks
  11. 11. 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
  12. 12. Survey questionnaire: topics » Employee and employment characteristics » Nature of work (WEBA) Short-cycled work Complexity Predictability Variability Completeness Autonomy Contact Organizing tasks Supply of information » Well-being at work Time pressure Emotional workload Job insecurity Recovery need Learning possibilities Well-being Satisfaction Innovative work behaviour Intention to quit
  13. 13. Survey: Invitation mail
  14. 14. Survey: Start
  15. 15. Survey: Introduction
  16. 16. Questionnaire (1)
  17. 17. Questionnaire (2)
  18. 18. Questionnaire (3)
  19. 19. Questionnaire (4)
  20. 20. Questionnaire (5)
  21. 21. Questionnaire (6)
  22. 22. 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
  23. 23. Use of typologies: Structure of process Line Functional Flow Module Phase
  24. 24. Use of typologies: Group hierarchy Fixed boss Fixed cooperating boss Shifting boss logistics technology Star model quality organization
  25. 25. Use of typologies: division of labour within groups No division of labour Division according to indirect tasks Integration of indirect tasks
  26. 26. … and Results? ©2005 Katholieke Universiteit Leuven Departement Sociologie
  27. 27. … and results? ©2005 Katholieke Universiteit Leuven Departement Sociologie
  28. 28. … and results ©2005 Katholieke Universiteit Leuven Departement Sociologie

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