Innovative work organisation & healthy ageing

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Eduprof Expertmeeting 14-15 April 2011 Groningen. …

Eduprof Expertmeeting 14-15 April 2011 Groningen.



Workshop Applied Labour Research

Presentation on innovative work organisation & healthy ageing by Prof. Dr. Geert Van Hootegem, Katholieke Universiteit Leuven, Belgium

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  • 1. Innovative work organisation & healthy aging Prof. Dr. Geert Van Hootegem Hanze University Groningen 14 th April 2011
  • 2. Structure
    • Why
    • How
    • By going international?
  • 3. ?
  • 4. The book that changed society
  • 5. EISEN VANUIT DE AFZETMARKT
  • 6. Labour Supply
  • 7. VERLOOP VAN DE BEVOLKING
  • 8. Structural labour shortage ( 2005 – 2010) JOB DEMANDS JOB CONTOL Low strain jobs High strain jobs Passive jobs Active jobs
  • 9. The rediscovery of (re)design
  • 10. The rediscovery of (re)design
    • Stephen Barley & Gideon Kunda (2001), Bringing Work Back In, Organization Science
    • Robert Simons (2005), Levers of Organization Design (2005)
    • Jeffrey Pfeffer (2010), Building Sustainable Organizations: The Human Factor, The Academy of Management Perspectives
    • Adam Grant & Sharon Parker (2009), Redesigning Work Design Theories, The Academy of Management Annals
    • Journal of Organizational Behaviour, Special Issue, February 2010
    • Herman Kuipers & Pierre van Amelsvoort (2010, Het Nieuwe Organiseren
  • 11. Designcriteria innovative work organisation (1)
    • Boundary management: van PGS naar GPGS
      • Insourcing
      • Defusion
    • Boundary management not in function of transaction cost but in function of transaction dependancy
    • Information systems developing in parallel
      • archipelapproach
  • 12. Designcriteria for post-bureaucratic organizational theory (2)
    • Muda Eight, Labour Market Driven
      • Diversity
        • Preferences and competences (+/-)
        • Multigenerational workforce
      • Crafting or the need of a dynamic OD/OB
    • SOP = SAP, especially for professionals
    • Disruptive change,
    • From OD to OT
      • Politics
      • HRM-systems
      • Change and participation
  • 13. Why Going International ---------
    • Administration
    • Division of labour in the world of science
    • Consollidated networks
      • Skills
      • Established links
    • New countries
    • Diversity in:
      • Skills
        • Language
        • Scientific
        • administration
      • Theories
      • Paradigms
      • Culture
  • 14. Going international +++++++
    • Opening untapped reservoirs of knowledge (closed labour markets of scientists)
    • Bringing robustness in concepts, theories and methods
    • Intercultural validation
    • Comparing and competing business models in (applied) research
    • Travelling and
    • Baby boom …