This document discusses workplace innovation and its influence on occupational safety and health. It reviews literature on the topics of workplace innovation, innovation approaches, and workplace safety. The literature shows that workplace innovation has been neglected in research despite its significance for workplace safety and health. Workplace innovation involves new interventions in work organization, human resource management, and supportive technologies. However, most innovation research focuses only on new product development. The review found gaps in considering workplace innovation's impact on occupational safety and health, indicating a need for further research on this relationship.
2017 knowledge diffusion to workplace safety and health improvementKassu Jilcha (PhD)
This document discusses knowledge diffusion as it relates to improving workplace safety and health. It identifies several challenges in developing countries like workplace hazards, high costs, lost productivity, and lack of management awareness. The key cause of these challenges is the lack of awareness about preventing workplace safety hazards. The paper then discusses how knowledge diffusion through a conceptual model could help address these issues by improving policy, knowledge dissemination, implementation, evaluation and impact. It argues that knowledge diffusion is important for developing economies to improve workplace safety and awareness.
The impact of creative organizational climate on the innovation activityAlexander Decker
This study examined the impact of creative organizational climate on innovation activity in two medical device manufacturing firms in Hungary. Questionnaires measuring 10 dimensions of creative climate and perceptions of innovation were administered to employees. Company A had more conservative structure and competitive incentives, while Company B was more organic with collective bonuses. Company B showed triple the new product innovations of Company A in recent years. The study found debates and idea challenges differentiated climate between firms and predicted innovation levels, though some dimensions like idea time were contrary to expectations. Overall, the research partially confirmed connections between climate and innovation perceptions.
Lean thinking literature review and suggestions for future researchWorld-Academic Journal
The research provides a literature overview from a timespan of more than 60 years with articles historically and thematically organized about the application of “Lean thinking” (LT) concept and the main research findings through different industries. Lean thinking is an important but yet still under researched aspect of strategic management. By collecting research records from ISI web of knowledge naming directly the lean thinking issue; 34 Web of science records, 10 Medline records and 2 Chinese citation database records were found. Results show that the main focus areas on lean thinking researches are mainly applied in health care industry (with the 48% of the collected records) followed by manufacturing industry (17%), construction (10%), product development (7%), training and education (7%) and supply chain (2%). Other industries (9%) are also starting to apply lean thinking philosophy according to the particularities of their domain. We find research gaps and provide directions for further investigation.
A study of human process research practices employed by the construction orga...Alexander Decker
This document summarizes a study on human process research practices employed by construction organizations in India. The study collected data through a survey of 100 professionals and analyzed the results. The key findings were:
1) Only 41% of organizations were meeting expectations for implementing human process research practices like conducting surveys to understand processes, systems, and challenges.
2) There was no significant difference found between the practices employed by small, medium, and large sized organizations.
3) There was also no significant relationship found between the scores of practices employed and the size of the organizations.
4) Overall, there is significant scope for improvement in these practices across all organization sizes to help diagnose issues and improve HRD functions. Regular
The Research aims on Human Resource Management and innovation has to date relied on a theoretical assumption that there exists an identifiable set of HR practices which organizations seeking to be innovative should adopt. However, analysis of the various prescriptions of HR practices for innovation reveals a high level of internal inconsistency, leading to conflicting advice for practitioners. Furthermore, a review of empirical research on the topic indicates that HR practices within innovative organizations are remarkably similar to those found in the best practice literature This raises questions about the link between strategy and HRM, and about the theoretical foundations of research on HRM and innovation. Drawing on recent research on HRM and firm performance, I suggest that research on HRM and innovation can benefit from incorporating elements from both contingency theory and best practice approaches into the existing configuration theory approach. A change in direction for both theoretical and empirical research on HRM and innovation is proposed. This paper is laid out as follows. In part one, I ask what a strategy of innovation is, and consider what employee behaviors are believed to be consistent with such a strategy. The second section compares and contrasts different authors’ prescriptions of HR practices for innovation, and also compares the findings of research on HRM and innovation with the findings of the best practice approach. In the final part I consider the implications of MY review for future research on this topic. I propose a broadening of the theoretical base on which research on HRM and innovation is founded, and discuss the particular challenges involved in conducting empirical research on HR systems for innovation.
In the context of the popularization of higher education and the emergence of a large number of newly-built universities in China, it is important to improve the job performance of administrative for newly-built university effectiveness and outcomes. According to perceived organizational support (POS) theory and relevant research review, POS is considered to be a key factor in improving job performance. However, there is still some research found that POS could not affect job performance directly and researchers are less concerned about university administrative staff. Therefore, this study aimed to determine the effect of perceived organizational support on job performance among administrative staff of newly-built university in China. An online questionnaire was adopted in the study to collect data, and a total of 426 administrative staff participated in the survey. After data analysis by SPSS, the findings indicated that the level of POS and job performance among administrative staff is slightly low. The findings also revealed that a positive correlation exists between POS and job performance, and the POS has significant effect on job performance. The study further discussed the findings and recommended that more organizational support should be provided by newly-built universities in order to improve the job performance of administrative staff.
This research proposal examines workplace health hazards in Australia. The researcher will analyze the causes and effects of workplace hazards, and determine why current measures have not solved the problem. The proposal outlines specific research questions and objectives to address workplace hazards. A mixed methods approach will be used, collecting both primary and secondary data involving workers, employees, and health organizations. The literature review discusses previous studies that examined the relationship between adverse workplace conditions and employee turnover, and the link between psychological hazards and health issues.
NATIONAL CULTURAL DIMENSIONS AND ELECTRONIC CLINICAL RECORDS ACCEPTANCE: AN E...IJMIT JOURNAL
This document summarizes an exploratory study on the impact of national cultural dimensions on the acceptance of electronic clinical records. The study was conducted at the Ibn Sina Hospital Center in Morocco. The researchers developed a measurement scale based on prior models of technology acceptance and national cultural factors. They administered a survey to healthcare professionals and analyzed the results using exploratory factor analysis and reliability testing to validate the measurement constructs. The findings showed a satisfactory factorial structure and excellent reliability of the measurement items. The researchers' contribution focused on the initial exploratory phase of scale development.
2017 knowledge diffusion to workplace safety and health improvementKassu Jilcha (PhD)
This document discusses knowledge diffusion as it relates to improving workplace safety and health. It identifies several challenges in developing countries like workplace hazards, high costs, lost productivity, and lack of management awareness. The key cause of these challenges is the lack of awareness about preventing workplace safety hazards. The paper then discusses how knowledge diffusion through a conceptual model could help address these issues by improving policy, knowledge dissemination, implementation, evaluation and impact. It argues that knowledge diffusion is important for developing economies to improve workplace safety and awareness.
The impact of creative organizational climate on the innovation activityAlexander Decker
This study examined the impact of creative organizational climate on innovation activity in two medical device manufacturing firms in Hungary. Questionnaires measuring 10 dimensions of creative climate and perceptions of innovation were administered to employees. Company A had more conservative structure and competitive incentives, while Company B was more organic with collective bonuses. Company B showed triple the new product innovations of Company A in recent years. The study found debates and idea challenges differentiated climate between firms and predicted innovation levels, though some dimensions like idea time were contrary to expectations. Overall, the research partially confirmed connections between climate and innovation perceptions.
Lean thinking literature review and suggestions for future researchWorld-Academic Journal
The research provides a literature overview from a timespan of more than 60 years with articles historically and thematically organized about the application of “Lean thinking” (LT) concept and the main research findings through different industries. Lean thinking is an important but yet still under researched aspect of strategic management. By collecting research records from ISI web of knowledge naming directly the lean thinking issue; 34 Web of science records, 10 Medline records and 2 Chinese citation database records were found. Results show that the main focus areas on lean thinking researches are mainly applied in health care industry (with the 48% of the collected records) followed by manufacturing industry (17%), construction (10%), product development (7%), training and education (7%) and supply chain (2%). Other industries (9%) are also starting to apply lean thinking philosophy according to the particularities of their domain. We find research gaps and provide directions for further investigation.
A study of human process research practices employed by the construction orga...Alexander Decker
This document summarizes a study on human process research practices employed by construction organizations in India. The study collected data through a survey of 100 professionals and analyzed the results. The key findings were:
1) Only 41% of organizations were meeting expectations for implementing human process research practices like conducting surveys to understand processes, systems, and challenges.
2) There was no significant difference found between the practices employed by small, medium, and large sized organizations.
3) There was also no significant relationship found between the scores of practices employed and the size of the organizations.
4) Overall, there is significant scope for improvement in these practices across all organization sizes to help diagnose issues and improve HRD functions. Regular
The Research aims on Human Resource Management and innovation has to date relied on a theoretical assumption that there exists an identifiable set of HR practices which organizations seeking to be innovative should adopt. However, analysis of the various prescriptions of HR practices for innovation reveals a high level of internal inconsistency, leading to conflicting advice for practitioners. Furthermore, a review of empirical research on the topic indicates that HR practices within innovative organizations are remarkably similar to those found in the best practice literature This raises questions about the link between strategy and HRM, and about the theoretical foundations of research on HRM and innovation. Drawing on recent research on HRM and firm performance, I suggest that research on HRM and innovation can benefit from incorporating elements from both contingency theory and best practice approaches into the existing configuration theory approach. A change in direction for both theoretical and empirical research on HRM and innovation is proposed. This paper is laid out as follows. In part one, I ask what a strategy of innovation is, and consider what employee behaviors are believed to be consistent with such a strategy. The second section compares and contrasts different authors’ prescriptions of HR practices for innovation, and also compares the findings of research on HRM and innovation with the findings of the best practice approach. In the final part I consider the implications of MY review for future research on this topic. I propose a broadening of the theoretical base on which research on HRM and innovation is founded, and discuss the particular challenges involved in conducting empirical research on HR systems for innovation.
In the context of the popularization of higher education and the emergence of a large number of newly-built universities in China, it is important to improve the job performance of administrative for newly-built university effectiveness and outcomes. According to perceived organizational support (POS) theory and relevant research review, POS is considered to be a key factor in improving job performance. However, there is still some research found that POS could not affect job performance directly and researchers are less concerned about university administrative staff. Therefore, this study aimed to determine the effect of perceived organizational support on job performance among administrative staff of newly-built university in China. An online questionnaire was adopted in the study to collect data, and a total of 426 administrative staff participated in the survey. After data analysis by SPSS, the findings indicated that the level of POS and job performance among administrative staff is slightly low. The findings also revealed that a positive correlation exists between POS and job performance, and the POS has significant effect on job performance. The study further discussed the findings and recommended that more organizational support should be provided by newly-built universities in order to improve the job performance of administrative staff.
This research proposal examines workplace health hazards in Australia. The researcher will analyze the causes and effects of workplace hazards, and determine why current measures have not solved the problem. The proposal outlines specific research questions and objectives to address workplace hazards. A mixed methods approach will be used, collecting both primary and secondary data involving workers, employees, and health organizations. The literature review discusses previous studies that examined the relationship between adverse workplace conditions and employee turnover, and the link between psychological hazards and health issues.
NATIONAL CULTURAL DIMENSIONS AND ELECTRONIC CLINICAL RECORDS ACCEPTANCE: AN E...IJMIT JOURNAL
This document summarizes an exploratory study on the impact of national cultural dimensions on the acceptance of electronic clinical records. The study was conducted at the Ibn Sina Hospital Center in Morocco. The researchers developed a measurement scale based on prior models of technology acceptance and national cultural factors. They administered a survey to healthcare professionals and analyzed the results using exploratory factor analysis and reliability testing to validate the measurement constructs. The findings showed a satisfactory factorial structure and excellent reliability of the measurement items. The researchers' contribution focused on the initial exploratory phase of scale development.
REVIEW PRESENTATION OF PAPER (RP)
A CRITICAL LITERATURE REVIEW ON INTEGRATED FRAMEWORK FOR
ASSESSING FACTORS AFFECTING HUMAN RESOURCE MANAGEMENT IN
CONSTRUCTION
This report summarizes the key findings of a survey of 538 organizations and case studies of 8 companies regarding their experiences with distributed work. The main findings are:
1) Distributed work is still new and being adopted across sectors and organization sizes, with most respondents still in early stages of implementation.
2) While unassigned space is common, most organizations only use it for a portion of employees like contractors and interns, and only a minority accommodate over 30% of full-time staff this way.
3) Distributed work is allowing "growth without growth" as organizations are increasing staff numbers while decreasing space needs per person, improving space-sharing ratios.
4) New technologies focus more on infrastructure like tele
IDENTIFICATION AND MITIGATION OF FACTORS AFFECTING HUMAN RESOURCE PRODUCTIVIT...IAEME Publication
Productivity plays a key role in construction industry in which only productive resource is labour power and industry is mainly dependent upon the effort and performance of human resource. As construction is a human intensive industry, this study focuses on productivity of labour in construction site. Construction industry is facing lot of problems of low productivity. Therefore any improvement of labour productivity provides high productivity and improvement in the whole performance such as cost, quality and time in construction industry. From this study the critical factors that affecting labour productivity in construction industry can be identified and from those again identify the factors which affecting a greater extent and assess its impact in productivity. The advantages of maximization of labour productivity in construction includes increase rate of output, reduction of overall cost, maintaining the planned rate of production, maintain high quality standard etc. This study is conducted; therefore to identify the factors affecting labour productivity which is confined to construction projects undertaken by Chennai based construction companies and the rank the relative importance of factors that affect labour productivity in construction site. A various interviews response by direct interview and journal study were done to identify the common factors affecting labour productivity at construction site and these were used to prepare the questionnaire. In questionnaire, factors are classified in six main categories. The data are collected from residential and commercial constructions projects in Chennai only. The collected data are analyzed using statistical analysis of SPSS (Statistical Package for Social Science). Based on finding and also on suggestions given by experts, this paper recommends that supervisors should be experienced, labours should be trained, financial incentives (bonus, award etc) should be given, communication should be improved, wastage should be minimized, clarity of technical information should be given to the workers and weekly progress report should be maintained.
This document summarizes an individual presentation on a research article about strategic human resource management and innovation capability in Indonesia's software industry. The presentation includes an introduction to the topic, problem statement, research questions and objectives, literature review, hypotheses, conceptual framework, methodology, findings, limitations, and conclusion. The key findings are that strategic human resource management has a significant positive impact on firm innovation capability, and innovation capability also significantly impacts innovation performance.
Preliminary Labor Ergonomic Analysis Applied to a Brazilian Solid Materials R...CSCJournals
The key to successfully develop a program to enhance safety and ergonomics in the workplace is an innovative process that aims to reduce workplace injury levels as well as minimize risks. This can be achieved by raising awareness and changing employees' behavior. Nowadays managers tend to strive for improved efficiency and productivity in all sectors. However, the growing demand for greater productivity has put the employees' health and well-being at great risk. Following another trend, the enterprise under study is based on the principles of solidarity economy that aims to guarantee self-management processes, focusing on the human health and wellbeing rather than financial profits. Based on the ergonomic questionnaire results and the follow-up of the co-workers' routine, some forms of improvement to accomplish their tasks were suggested.
Open Innovation practices and challenges among Indian SMEs- full papersumukh Hungund
This document summarizes a research paper on open innovation practices and challenges among small and medium enterprises (SMEs) in India. It begins with an introduction on the importance of innovation for business growth and competitive advantage. It then discusses open innovation and its benefits and challenges. The document reviews previous literature that has studied open innovation practices in SMEs in various countries and industries. It focuses on the lack of studies on open innovation among SMEs in India. The paper aims to address this gap by studying open innovation awareness, practices and challenges among SMEs in the Indian software product industry. It will use a mixed-method approach including interviews and secondary data collection. The results could help guide policymaking to support innovation among Indian
Reviewing Methodology of research Papersneerajshahi
The document discusses five research papers on corporate sustainability and human resource management. It summarizes the methodology used in each paper. The papers primarily used quantitative research methods like surveys, secondary data collection, and statistical analysis. They collected data from sources like corporate reports, websites and questionnaires. Methods of analysis included literature reviews, hypothesis testing, and regression models. The document interprets the common methods and concludes there is still scope for future research to better define concepts and relationships regarding sustainability, stakeholders, and business goals.
This document summarizes research on the workforce outcomes of On-the-Job Training (OJT) funded by the Workforce Investment Act (WIA) in Ohio. The study used Ohio's Longitudinal Data Archive to compare outcomes of 1,115 individuals who received WIA-funded OJT between 2006-2008 to a propensity score matched group of 27,160 non-OJT participants. The analysis found that OJT participants had an average 11 percentage point higher employment rate and $1,100 higher average quarterly wages in the 4 years after participation compared to the non-OJT group. The results provide evidence that WIA-funded OJT improves long-term workforce outcomes for trainees in Ohio.
Influence of Human Resource Management Practices on The Creativeness and Inno...AI Publications
This logical exploration represents the impact of the human asset the board rehearses on the imagination and development with the medium variable which is expertise this investigation shows the significance of human asset the executives in the mechanical firms likewise rises the parts of the human asset the board cycle to expand the representative's innovativeness and advancement. To achieve this points, five organizations have been chosen to react the poll the absolute populace of the examination is 130 workers, at that point gather the information from the representatives and investigation it, to test this data the SPSS program v.25 has been utilized, In this examination attempt to show how human asset the board components sway on advancement likewise how it impacts on inventiveness and show how the human asset the executives impact on the aptitude. For the most part, this examination focuses on five significant elements of the human asset the board rehearses which are, strengthening, position investigation, preparing, pay, and work, and each factor contain a few inquiries along these lines, to diminish the factors, factor examination done. Additionally, in this investigation, the dependability shows there is a decent consistency estimation of the information, and the connection shows that there is a positive and huge connection between factors likewise, it outlines that there is a decent degree of the connection between factors. At last, the relapse investigation factually pointed there is an effect of human asset the executives rehearses on every one of advancement, innovativeness, and aptitude along these lines, the end concurs with the segments of HRMP which acknowledged by relapse examination and their impact on development, imagination, and expertise.
This power point pres will be useful for all the budding PhD aspirants who are preparing for their viva irrespective of their subject. Good Luck & All the Best !
Analysis and modelling of work stress based on experience in chemical industr...prjpublications
This document analyzes factors that contribute to work stress among employees in chemical industries in Kerala, India with different levels of experience. Seven factors were identified from literature as influencing work stress: demand, control, manager support, peer support, relationships, role, and change. A survey was conducted of 554 employees across experience levels. Statistical analysis found that all employees experience some work stress, and those with 15-20 years experience reported relatively higher demand and lower control/support. Factor modeling identified two factors that predict work stress: personnel factors like demand and control, and team factors like support, relationships, role and change. The models can effectively evaluate work stress.
An Empirical Study on relationship among Quality of work life and its factorsIOSR Journals
QWL is a very important concept of favorable situation in a working environment. QWL helps the management and employees by facilitating training opportunities, job satisfaction and working condition. A satisfied employee is one who has a career growth along with the organization growth. Sample of 826 respondents were collected from IT industry. The factor analysis was applied to find out the underlying variance among the variables. the results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. This study used empirical research methods to explore the correlation between QWL factors. That provided a new way of thinking and measures how to improve the QWL of IT professionals and the organization Performance. Conclusion of this study is elaborated.
In poor setting workplace environment in Bangladesh, most of the employees are bound to work due to the scarcity of job. Despite remarkable progresses in industrial sectors over the last few decades employees are facing two types of disadvantages; one they are working with dissatisfied workplace environment and lower wages on the other. It is the reality of the most of the employees in industrial sectors especially in the physical labour oriented industries. This study based on the information collected from 417 employees of three physical labour based aluminum industries in Rajshahi city of Bangladesh. Results of this study highlight that there are a strong variation in the satisfaction level of the employees about the workplace environment by their socio-demographic characteristics. It is believed that the findings of the study will facilitate policy-makers and respected authorities to take timely and viable steps and develop workable strategies to address the issue of sound workplace environment in the industrial sector. Without ensuring employees satisfaction through better workplace environment, it is difficult to reach sustainable development of the country.
2017 knowledge diffusion to workplace safety and health improvementKassu Jilcha (PhD)
This document discusses knowledge diffusion as it relates to improving workplace safety and health. It identifies several challenges in developing countries like workplace hazards, high costs, lost productivity, and lack of management awareness. The key cause of these challenges is the lack of awareness about preventing workplace safety hazards. The paper then discusses how knowledge diffusion through a conceptual model could help address these issues by improving policy, knowledge dissemination, implementation, evaluation and impact. It argues that knowledge diffusion is important for developing economies to improve workplace safety and awareness.
2016 book published road accidents and safety from addis ababa to hawassaKassu Jilcha (PhD)
This document provides acknowledgements and thanks from the author for those who assisted with his dissertation. It thanks his advisors, Dr. Daniel Kitaw and Mr. Gulelat Gatew, for their guidance and support throughout the dissertation process. It also thanks Ato Abebe Asrat from the Ethiopian Transport Authority, various police commissions, and the Ethiopian Road Authority for providing data and comments. The author expresses gratitude to family members for their financial and emotional support. Finally, it thanks colleagues for sharing ideas, and his wife for helping to edit and compile the paper.
This paper investigates how lean thinking can improve occupational safety and health in manufacturing industries. It discusses how developing countries are expanding their manufacturing industries through technology transfer but often neglect workplace safety, resulting in lost productivity from accidents, absenteeism, and equipment damage. The paper reviews literature showing little attention to lean safety practices. It also analyzes illustrative safety data from Ethiopian manufacturing that revealed over 1,600 accidents in 2012, costing over 11,000 lost work days. This suggests Ethiopian companies are unaware of how lean tools like 5S can reduce these costs. The study concludes lean occupational safety and health approaches can help manufacturing industries cut non-value-added waste from improved safety management.
This document discusses how lean thinking can positively influence occupational safety and health in manufacturing industries. It notes that developing countries are focusing on industrial development and technology transfer but often neglect workplace safety, resulting in lost productivity and costs. The study reviews literature on lean's impact on safety and health hazards to reduce non-value adding activities. Data from Ethiopia shows manufacturing there has high accident rates with little focus on safety issues. Implementing lean occupational safety and health techniques can help control risks and reduce wastes from absent workers, compensation, and damaged equipment. More research is still needed on integrating lean with safety improvements, as awareness of its impacts on productivity remains low in developing nations.
2016 industrial occupational safety and health innovation for sustainable dev...Kassu Jilcha (PhD)
This document discusses industrial occupational safety and health innovation for sustainable development. It argues that previous research on sustainable development pillars neglected factors like culture, politics, and technology. The document aims to focus on how workplace safety and health innovation can lead to sustainable development by considering these additional pillars. It also examines how innovation in occupational safety and health can lead to outcomes like healthier workers, safer workplaces, reduced accident costs, and improved safety knowledge, thereby contributing to sustainable development.
Biswa Ranjan Patnaik is seeking a career in maintenance and provides his contact information and objective. He has a Bachelor of Technology in Electrical and Electronics and is proficient in C, Photoshop, Windows, MS Office and PLCs. He has over 4 years of experience in maintenance at Lokesh Machines Ltd in Hyderabad, where he is responsible for breakdown maintenance, preventative maintenance planning, production target adherence, TPM implementation, and documentation. He provides details of his personal profile, education and professional experience.
REVIEW PRESENTATION OF PAPER (RP)
A CRITICAL LITERATURE REVIEW ON INTEGRATED FRAMEWORK FOR
ASSESSING FACTORS AFFECTING HUMAN RESOURCE MANAGEMENT IN
CONSTRUCTION
This report summarizes the key findings of a survey of 538 organizations and case studies of 8 companies regarding their experiences with distributed work. The main findings are:
1) Distributed work is still new and being adopted across sectors and organization sizes, with most respondents still in early stages of implementation.
2) While unassigned space is common, most organizations only use it for a portion of employees like contractors and interns, and only a minority accommodate over 30% of full-time staff this way.
3) Distributed work is allowing "growth without growth" as organizations are increasing staff numbers while decreasing space needs per person, improving space-sharing ratios.
4) New technologies focus more on infrastructure like tele
IDENTIFICATION AND MITIGATION OF FACTORS AFFECTING HUMAN RESOURCE PRODUCTIVIT...IAEME Publication
Productivity plays a key role in construction industry in which only productive resource is labour power and industry is mainly dependent upon the effort and performance of human resource. As construction is a human intensive industry, this study focuses on productivity of labour in construction site. Construction industry is facing lot of problems of low productivity. Therefore any improvement of labour productivity provides high productivity and improvement in the whole performance such as cost, quality and time in construction industry. From this study the critical factors that affecting labour productivity in construction industry can be identified and from those again identify the factors which affecting a greater extent and assess its impact in productivity. The advantages of maximization of labour productivity in construction includes increase rate of output, reduction of overall cost, maintaining the planned rate of production, maintain high quality standard etc. This study is conducted; therefore to identify the factors affecting labour productivity which is confined to construction projects undertaken by Chennai based construction companies and the rank the relative importance of factors that affect labour productivity in construction site. A various interviews response by direct interview and journal study were done to identify the common factors affecting labour productivity at construction site and these were used to prepare the questionnaire. In questionnaire, factors are classified in six main categories. The data are collected from residential and commercial constructions projects in Chennai only. The collected data are analyzed using statistical analysis of SPSS (Statistical Package for Social Science). Based on finding and also on suggestions given by experts, this paper recommends that supervisors should be experienced, labours should be trained, financial incentives (bonus, award etc) should be given, communication should be improved, wastage should be minimized, clarity of technical information should be given to the workers and weekly progress report should be maintained.
This document summarizes an individual presentation on a research article about strategic human resource management and innovation capability in Indonesia's software industry. The presentation includes an introduction to the topic, problem statement, research questions and objectives, literature review, hypotheses, conceptual framework, methodology, findings, limitations, and conclusion. The key findings are that strategic human resource management has a significant positive impact on firm innovation capability, and innovation capability also significantly impacts innovation performance.
Preliminary Labor Ergonomic Analysis Applied to a Brazilian Solid Materials R...CSCJournals
The key to successfully develop a program to enhance safety and ergonomics in the workplace is an innovative process that aims to reduce workplace injury levels as well as minimize risks. This can be achieved by raising awareness and changing employees' behavior. Nowadays managers tend to strive for improved efficiency and productivity in all sectors. However, the growing demand for greater productivity has put the employees' health and well-being at great risk. Following another trend, the enterprise under study is based on the principles of solidarity economy that aims to guarantee self-management processes, focusing on the human health and wellbeing rather than financial profits. Based on the ergonomic questionnaire results and the follow-up of the co-workers' routine, some forms of improvement to accomplish their tasks were suggested.
Open Innovation practices and challenges among Indian SMEs- full papersumukh Hungund
This document summarizes a research paper on open innovation practices and challenges among small and medium enterprises (SMEs) in India. It begins with an introduction on the importance of innovation for business growth and competitive advantage. It then discusses open innovation and its benefits and challenges. The document reviews previous literature that has studied open innovation practices in SMEs in various countries and industries. It focuses on the lack of studies on open innovation among SMEs in India. The paper aims to address this gap by studying open innovation awareness, practices and challenges among SMEs in the Indian software product industry. It will use a mixed-method approach including interviews and secondary data collection. The results could help guide policymaking to support innovation among Indian
Reviewing Methodology of research Papersneerajshahi
The document discusses five research papers on corporate sustainability and human resource management. It summarizes the methodology used in each paper. The papers primarily used quantitative research methods like surveys, secondary data collection, and statistical analysis. They collected data from sources like corporate reports, websites and questionnaires. Methods of analysis included literature reviews, hypothesis testing, and regression models. The document interprets the common methods and concludes there is still scope for future research to better define concepts and relationships regarding sustainability, stakeholders, and business goals.
This document summarizes research on the workforce outcomes of On-the-Job Training (OJT) funded by the Workforce Investment Act (WIA) in Ohio. The study used Ohio's Longitudinal Data Archive to compare outcomes of 1,115 individuals who received WIA-funded OJT between 2006-2008 to a propensity score matched group of 27,160 non-OJT participants. The analysis found that OJT participants had an average 11 percentage point higher employment rate and $1,100 higher average quarterly wages in the 4 years after participation compared to the non-OJT group. The results provide evidence that WIA-funded OJT improves long-term workforce outcomes for trainees in Ohio.
Influence of Human Resource Management Practices on The Creativeness and Inno...AI Publications
This logical exploration represents the impact of the human asset the board rehearses on the imagination and development with the medium variable which is expertise this investigation shows the significance of human asset the executives in the mechanical firms likewise rises the parts of the human asset the board cycle to expand the representative's innovativeness and advancement. To achieve this points, five organizations have been chosen to react the poll the absolute populace of the examination is 130 workers, at that point gather the information from the representatives and investigation it, to test this data the SPSS program v.25 has been utilized, In this examination attempt to show how human asset the board components sway on advancement likewise how it impacts on inventiveness and show how the human asset the executives impact on the aptitude. For the most part, this examination focuses on five significant elements of the human asset the board rehearses which are, strengthening, position investigation, preparing, pay, and work, and each factor contain a few inquiries along these lines, to diminish the factors, factor examination done. Additionally, in this investigation, the dependability shows there is a decent consistency estimation of the information, and the connection shows that there is a positive and huge connection between factors likewise, it outlines that there is a decent degree of the connection between factors. At last, the relapse investigation factually pointed there is an effect of human asset the executives rehearses on every one of advancement, innovativeness, and aptitude along these lines, the end concurs with the segments of HRMP which acknowledged by relapse examination and their impact on development, imagination, and expertise.
This power point pres will be useful for all the budding PhD aspirants who are preparing for their viva irrespective of their subject. Good Luck & All the Best !
Analysis and modelling of work stress based on experience in chemical industr...prjpublications
This document analyzes factors that contribute to work stress among employees in chemical industries in Kerala, India with different levels of experience. Seven factors were identified from literature as influencing work stress: demand, control, manager support, peer support, relationships, role, and change. A survey was conducted of 554 employees across experience levels. Statistical analysis found that all employees experience some work stress, and those with 15-20 years experience reported relatively higher demand and lower control/support. Factor modeling identified two factors that predict work stress: personnel factors like demand and control, and team factors like support, relationships, role and change. The models can effectively evaluate work stress.
An Empirical Study on relationship among Quality of work life and its factorsIOSR Journals
QWL is a very important concept of favorable situation in a working environment. QWL helps the management and employees by facilitating training opportunities, job satisfaction and working condition. A satisfied employee is one who has a career growth along with the organization growth. Sample of 826 respondents were collected from IT industry. The factor analysis was applied to find out the underlying variance among the variables. the results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. This study used empirical research methods to explore the correlation between QWL factors. That provided a new way of thinking and measures how to improve the QWL of IT professionals and the organization Performance. Conclusion of this study is elaborated.
In poor setting workplace environment in Bangladesh, most of the employees are bound to work due to the scarcity of job. Despite remarkable progresses in industrial sectors over the last few decades employees are facing two types of disadvantages; one they are working with dissatisfied workplace environment and lower wages on the other. It is the reality of the most of the employees in industrial sectors especially in the physical labour oriented industries. This study based on the information collected from 417 employees of three physical labour based aluminum industries in Rajshahi city of Bangladesh. Results of this study highlight that there are a strong variation in the satisfaction level of the employees about the workplace environment by their socio-demographic characteristics. It is believed that the findings of the study will facilitate policy-makers and respected authorities to take timely and viable steps and develop workable strategies to address the issue of sound workplace environment in the industrial sector. Without ensuring employees satisfaction through better workplace environment, it is difficult to reach sustainable development of the country.
2017 knowledge diffusion to workplace safety and health improvementKassu Jilcha (PhD)
This document discusses knowledge diffusion as it relates to improving workplace safety and health. It identifies several challenges in developing countries like workplace hazards, high costs, lost productivity, and lack of management awareness. The key cause of these challenges is the lack of awareness about preventing workplace safety hazards. The paper then discusses how knowledge diffusion through a conceptual model could help address these issues by improving policy, knowledge dissemination, implementation, evaluation and impact. It argues that knowledge diffusion is important for developing economies to improve workplace safety and awareness.
2016 book published road accidents and safety from addis ababa to hawassaKassu Jilcha (PhD)
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This paper investigates how lean thinking can improve occupational safety and health in manufacturing industries. It discusses how developing countries are expanding their manufacturing industries through technology transfer but often neglect workplace safety, resulting in lost productivity from accidents, absenteeism, and equipment damage. The paper reviews literature showing little attention to lean safety practices. It also analyzes illustrative safety data from Ethiopian manufacturing that revealed over 1,600 accidents in 2012, costing over 11,000 lost work days. This suggests Ethiopian companies are unaware of how lean tools like 5S can reduce these costs. The study concludes lean occupational safety and health approaches can help manufacturing industries cut non-value-added waste from improved safety management.
This document discusses how lean thinking can positively influence occupational safety and health in manufacturing industries. It notes that developing countries are focusing on industrial development and technology transfer but often neglect workplace safety, resulting in lost productivity and costs. The study reviews literature on lean's impact on safety and health hazards to reduce non-value adding activities. Data from Ethiopia shows manufacturing there has high accident rates with little focus on safety issues. Implementing lean occupational safety and health techniques can help control risks and reduce wastes from absent workers, compensation, and damaged equipment. More research is still needed on integrating lean with safety improvements, as awareness of its impacts on productivity remains low in developing nations.
2016 industrial occupational safety and health innovation for sustainable dev...Kassu Jilcha (PhD)
This document discusses industrial occupational safety and health innovation for sustainable development. It argues that previous research on sustainable development pillars neglected factors like culture, politics, and technology. The document aims to focus on how workplace safety and health innovation can lead to sustainable development by considering these additional pillars. It also examines how innovation in occupational safety and health can lead to outcomes like healthier workers, safer workplaces, reduced accident costs, and improved safety knowledge, thereby contributing to sustainable development.
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This paper investigates how lean thinking can improve occupational safety and health in manufacturing industries. It discusses how developing countries are expanding their manufacturing industries through technology transfer but often neglect workplace safety, resulting in lost productivity from accidents, absenteeism, and equipment damage. Using literature reviews and safety data from Ethiopian industries, the paper finds little consideration of lean safety practices. Data on Ethiopian industries show over 1,600 accidents in 2012, costing over 11,000 lost workdays. The paper concludes lean tools like 5S can help reduce these costs by improving safety culture and hazard management.
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This document provides a literature review on global occupational safety and health practices and the severity of accidents. It discusses the following key points in 3 sentences:
The literature review identifies existing gaps in previous workplace safety and health management research and proposes areas for future study. Many studies have found that risks to occupational safety and health are increasing globally due to industrialization, but developing countries often overlook workplace safety in their economic policies. The review finds gaps in developing multilevel safety models, knowledge transfer mechanisms, and approaches that consider multiple health factors, and suggests these areas need further research to improve workplace safety and health management.
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2016 industrial occupational safety and health innovation for sustainable dev...Kassu Jilcha (PhD)
This document discusses industrial occupational safety and health innovation for sustainable development. It argues that previous research on sustainable development pillars neglected factors like culture, politics, and technology. The document aims to focus on how workplace safety and health innovation can lead to sustainable development by considering these additional pillars. It also examines how innovation in occupational safety and health can lead to outcomes like healthier workers, safer workplaces, reduced accident costs, and improved safety knowledge that contribute to sustainable development.
Workplace Innovation: Theory, research and practicev0.1_short.pdfPeter Oeij
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Workplace Innovation: Theory, research and practiceBEYOND4.0
Workplace innovation aims to positively impact both organizational performance and employee well-being. The lecture discusses workplace innovation theory and provides two examples of research on the topic. It finds that successful workplace innovation combines both structural and cultural elements, and that initiatives are more likely to succeed when employees are engaged in the design and implementation process and economic goals are linked to employee interests. The role of digitalization is also addressed, noting both risks around a narrow focus on costs as well as opportunities when implemented appropriately.
Assessment of the level of employee performances in some selected.pdfPUBLISHERJOURNAL
Assessment of the level of employee performances in some selected organizations in Kampala, Uganda.
1Tom Mulegi, 2Mary Tunde Nalubega, and 2Eleanor Kirahora Barongo
1Department of Public Administration, College of Humanities and Social Sciences, Kampala International University.
2Department of Development Peace and Conflict studies, College of Humanities and Social Sciences, Kampala International University.
________________________________________
ABSTRACT
This study assessed the level of employee performances in some selected organizations in Kampala, Uganda. The study objective was achieved through descriptive, cross sectional and correlative survey designs. A study population of 484 was earmarked, from which a sample population of 219 respondents were derived using Slovene’s Formula. Data was collected primary using self-administered questionnaires (SAQs) and structured interviews. An extensive review of literature contributed a significant amount of secondary data. Findings showed that the r-value indicated that 67.7% of employee performance is influenced by job safety, implying that the remaining 23.3% of change in employee productivity could be explained by other factors other than Job safety. The study recommended that the Different stakeholders including government and non-governmental organizations need to put in place mechanisms to ensure that employees are protected from work. The government should put in place laws aiming at protecting workers against health issues associated with work related Hazards.
Keywords: Employee, performances, and organizations
This document discusses how technology is changing work and organizations. It reviews the evolution of technology from the agricultural era to the industrial era to today's digital era. It describes how information and communication technologies have progressed through four stages: enterprise computing, end-user computing, strategic computing, and the emerging stage of ubiquitous computing. Ubiquitous computing aims to directly link the physical world with the digital world, creating an optimized space. The document examines how ubiquitous computing has the potential to disrupt work through its proliferation of computing devices everywhere.
KNOWLEDGE SHARING, INNOVATION AND FIRM PERFORMANCE: EVIDENCE FROM TURKEYMesut DOĞAN
- The document analyzes the relationship between knowledge sharing, innovation, and firm performance based on a survey of 150 high-tech companies in Turkey.
- The results show that innovation speed and quality positively impact both operational and financial performance, and that explicit and tacit knowledge sharing also positively impact firm performance.
- Innovation encompasses new products, processes, and applications that can create competitive advantages by encouraging creativity and synergies within companies.
Knowledge sharing innovation_and_firm_performance_evidence_from_turkeyMesut DOĞAN
The aim of this study is to determine relationship between knowledge sharing, innovation and firm performance. In the current study, a survey was conducted on a total of 150 high-tech companies operating in Istanbul, Ankara and Antalya. In the analysis results, it is seen that innovation speed and quality affect both the operational and financial performance of firms. In other words, as innovation speed and quality increase, so does the operational and financial performance of firms. Another important finding obtained in the current study is that explicit knowledge sharing, and tacit knowledge sharing have a positive effect on firm performance. A high level of innovation encompasses new products, processes or applications in most company activities. As a result, innovation can create a competitive advantage by creating synergy in the activities of companies and encourage creativity. Keywords: Innovation Speed and Quality, Explicit and Tacit Knowledge Sharing, Firm Performance
JEL Classification: L25, O31, O33
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2016 workplace innovation influence on occupational safety and health
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ISSN: 2042-1338 (Print) 2042-1346 (Online) Journal homepage: http://www.tandfonline.com/loi/rajs20
Workplace innovation influence on occupational
safety and health
Kassu Jilcha, Daniel Kitaw & Birhanu Beshah
To cite this article: Kassu Jilcha, Daniel Kitaw & Birhanu Beshah (2016) Workplace innovation
influence on occupational safety and health, African Journal of Science, Technology, Innovation
and Development, 8:1, 33-42, DOI: 10.1080/20421338.2015.1128044
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3. Jilcha, Kitaw and Beshah34
to overall workplace safety and health characteristics for
limiting accidents in the work place. The central research
question that was addressed is: what effects does a
workplace innovation have on organisational workplace
safety and health performance and on overall systems?
If it has any effects, it would align with the notion from
other studies that workplace innovation might indeed be
beneficial to company performance and quality of work.
So, the research output will provide more organised
information for policy makers and for extended researches
by bringing knowledge to one point.
Research methodology
The authors carried out a desktop study using systematic
review methodology for data collection and analysis. It
is efficacious in appraising, summarising and bringing
together existing literature on OHS workplace innovation.
The review depends mainly on secondary data and
prepositional analysis of the authors. These data basically
were collected from recognised international journals
available on the website (e.g. EMERALD; Elsevier,
Science Direct, PUBMED, Omics Group open accesses
international journal materials, International Labour
Organisation (ILO), World Health Organisation (WHO)
reports and publication, etc.). These are a few international
databases of peer-reviewed and scientific journals related
to occupational health and safety. Keywords were used
in searching these relevant literature datasets sources.
The authors used words such as “occupational safety and
health in developed and developing countries, Africa
and Ethiopia”, “workplace innovation”, and “innovation
importance in manufacturing industries”. Articles related
to OSH and workplace innovation to workplace were
retrieved and downloaded several times, but almost none
were obtained on Ethiopia. More than forty (40) related
reviewed papers were found. Out of these papers, 11%
of the reviewed researches were found on OSH issues in
Ethiopia and approximately 30% of reviewed papers on
workplace innovation. The other approximately 59% of
papers were on general literature review papers related to
OSH and innovation issues in Africa and other developed
countries with global consideration. The data collected
was analysed using content analysis and the findings are
presented in this study to show the level of workplace
innovation to date. The theoretical information comes from
a large-scale survey among different websites and journal
articles produced at different times for the same purpose or
a slightly different purpose. But among the many sources
of articles reviewed, the most recent content-based findings
were considered in this literature review.
Literature review
The literature review focuses on the review of workplace
safety and health as well as workplace innovation. It has
clearly defined the workplace innovation and innovation
differences and similarities. The literature also showed the
severity of the accidents in manufacturing industries both
in developing and developed countries, highlighting the
differences they have in the attention given to accidents
and their severity.
Workplace innovation and safety
Innovation approaches
Innovation has been discussed by many researchers with
different approaches but the final conclusion brought all
ideas to a focal point as being creating new products and
services or adopting the existing technology from where
it is was developed into a new situation. Workplace
innovation, however, is being disregarded and has not
been discussed in many research findings. Innovation
can be defined as renewals, either radical (revolutionary)
or incremental (gradual), in a process (Pot et al. 2012a).
According to the literature review, workplace innovation is
the improvement of workplace systems. When we consider
workplace system improvement, it is configuring people
who work there and their work environment. These can
be categorised as people (working people, management,
human resources) and working principles (organisational
structure, processes, marketing, production, and workplace
safety).
In general, researchers define innovation as the process
of creating new ideas or adopting existing ideas from the
other sources into a new community (Ecuru, Lating, and
Trojer 2014; Trojer, Rydhagen, and Kjellqvistt 2014).
Hence, it supports the development of emerging economies
through changing the existing working environments of
the industrial sectors (OECD 2012). Thus, innovation is
indispensable for the development of any industrial sector
as it is a driver of economic growth. Since the 1960s,
studies reveal that it is known that developing countries
need to improve their innovative capacity by using
science and technology, so more effort must be put into
research & development to benefit poor countries and
people (Trojer, Rydhagen, and Kjellqvistt 2014). Trojer,
Rydhagen, and Kjellqvistt (2014) stated that serious
efforts to accomplish this have been exerted, but they
are still too few and small in relation to the size of the
problems. As Trojer, Rydhagen, and Kjellqvistt (2014) also
argued, higher education institutions have to play key roles
as knowledge providers and as intermediaries that assist
in building the ties and linkages necessary to move the
innovation system to a higher state. It is possible to say
that universities are good platforms and intermediaries for
innovation knowledge transfer. However, the education
curriculums of many developing countries have no
occupational safety and health (OSH) innovative modules
to transfer knowledge, especially in their universities.
This reduces the opportunity for workplace safety and
health concerns to bring about change in social settings.
The training of specialists other than the medical experts
for the multidisciplinary occupational health team is
much less systematically organised in most countries
(WHO 1994). This means there is no significant training
for multidisciplinary OSH management practices in
developing countries.
Developing countries need to move from
disadvantageous situations in the global economy; their
firms must identify and meet demands from global markets
but not forget about the needs of poor people (Trojer,
Rydhagen, and Kjellqvistt 2014). Morceiro, Faria, Fornari
and Gomes (2011) found in their study that stepwise
innovations are common in traditional industries with a
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4. African Journal of Science, Technology, Innovation and Development 35
strong connection to the use of natural resources. Most
industries are use innovation as a process modification
rather than utilising it for the new product development.
The consideration of either process improvement or new
product development alone has overlooked safety of the
product and health of the employees. Manufacturing
firms ought to innovate in order to stay competitive in a
highly liberalised and open economy (Ecuru et al. 2014).
The same study finding showed that local universities
and research organisations appear not to be participating
much in formal manufacturing firms’ innovation
processes. The challenge from the perspective of firms is
fear of competition and lack of trust. If trust is exercised,
innovation can make a difference in addressing urgent
developmental challenges such as providing access to
drinking water, eradicating neglected diseases or reducing
hunger (OECD 2012). The transfer and, when necessary,
adaptation of technologies developed in developed
countries can often contribute significantly to these
goals (OECD 2012). This study indicates that although
technologies developed in developed countries can bring
significant change to developing countries, their impact on
workplace safety and health has not been studied.
Recently, companies were urged to establish research
and innovation functions to meet customer requirements
so that they can pay for products or services received with
a value added that exceeds or meets their requirements
(Gidey et al. 2014; Ralph 1997). Thus, innovative
workplace environment minimises things which detract
from the customers’ requirements. In order to obtain
quality products or services, the working environment and
ergonomic safety must be satisfactory for the employees
so that they can produce quality products/services. It is
clear that most of the companies focused on the product
(service) quality and then external customer satisfaction.
However, this could not be achieved without considering
internal customer satisfaction. These internal customers
are the company workers who produce the quality product
and /or process or deliver service. In most innovation
and production studies, the most common issues are
new product design, modification, external customer
satisfaction, waste minimisation and profit maximisation.
The issues of workplace safety and health are not well
thought-out during innovation or in consideration of
internal customer satisfaction. Therefore, during the four
innovation processes (product, process, marketing and
organisational innovations, (OECD 2005)) companies
should consider workplace safety and health as a basic
factor for the successful achievement of organisational
goals.
Workplace innovations
Workplace innovation refers to how people are deployed
in order to improve performance and also to create good
quality jobs, which might be called the mobilisation
of human resources (De Sitter 1995). The definition
of workplace innovation (WPI) is taken from Pot
(2011) as the implementation of new and combined
interventions in the fields of work organisation, human
resource management and supportive technologies. It is
complementary to technological innovation even though
it was unnoticed as being a basic workplace environment
comfort forming process. Pot et al. (2012a) and Pot (2011)
described workplace innovation as new or plain innovation
and as combined interventions or a bundle of measures
referring to work organisation, human resource
management and supportive technologies which is a
commonly used definition and widely accepted. WPI
is important because of its social, economic and labour
market impact, which is now being widely acknowledged
among many European policymakers (Totterdill 2012).
The term innovation is defined by Pot (2011) as renewal
and by Totterdill (2012) as a change leading to workplace
improvement. Renewal/change is to make alteration,
transformation or modification on the existing system to fit
the current state-of-the-art. Therefore, the concepts of both
researchers’ outcomes converge to the same concluding
central idea which carries the term improvement.
Eeckelaert et al. (2012) also conceived social
innovation as a means to combat both social and societal
challenges such as financial and economic crises,
unemployment, participation, social cohesion, and climate
change, and to increase innovation, productivity and
growth through societal innovation. Doove et al. (2014)
reported that the analysis of the European Community
Innovation Survey (CIS) indicates organisational
innovation was the only innovation type that led to
higher contemporaneous total factor productivity (TFP)
levels. But, Pot et al. (2012a) concluded that product
and process innovation only lead to higher TFP when
performed in combination with organisational innovation.
This means, as Pot et al. (2012a) remark, it is not only
WPI (social innovation) that increases TFP as Doove et
al. (2014) reported from CIS, but also a well-thought-out
product and process innovation combination is beneficial.
In Ramstad’s (2008) study, the main performance driver
is staff participation. As this study confirms, if the staff
participation is a performance driver, it is necessary to
consider workplace innovation in line with comforts
that the staff need and which motivate them to perform
productively and healthily.
Empirical findings suggest that technological
innovation accounts for 25% of the success in radical
innovation, whereas workplace innovation accounts for
75% of success (Volberda Vanden Bosch, and Jansen 2006
cited in Pot and Koningsveld 2009; Jansen et al. 2011
cited in Pot et al. 2012a). However, with such evidence
of the impact of WPI on performance results, it remains
remarkable that so few companies are investing in WPI.
Therefore, more focus on WPI practice and investing
knowledge and finance to see the impact it has on
improving productivity levels is needed. Thus, WPI results
in “active work situations” where in workplaces and jobs,
workers have sufficient autonomy to control their work
demands combined with a more discretionary capacity for
learning and problem-solving.
Pot (2011)makes a distinction as work organisation
and human resource management are related to high
performance work systems and supportive technologies
focuses on application of IT (automation) in which they
are drivers behind both quality of work and performance
of the organisation. In general, WPIs are strategy induced
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5. Jilcha, Kitaw and Beshah36
and participatory adopted changes in an organisation’s
practice of managing, organising and deploying human
and non-human resources that lead to simultaneously
improved organisational performance and quality of
working life (Eeckelaert et al. 2012). As most of the
studies disclosed, it includes aspects of management
(absorption of external knowledge), flexible organisation,
working smarter, continuous development of skills and
competences, networking between organisations and
the modernisation of labour relations (including human
resource management) and industrial relations (Totterdill
2010; Totterdill et al. 2009; Pot 2012). It is not directed at
and cannot be expected to have direct effects on diseases,
injuries, absenteeism and accidents, although it might help
indirectly.
Research indicates that through WPI a simultaneous
improvement in quality of working life and productivity
is possible, in particular in projects with strong employee
participation (Eeckelaert et al. 2012; Ramstad 2009).
Ramstad (2009) concluded in his study that companies
exhibiting high levels of workplace innovation and human
performance are thought to have a better quality of working
life. Figure 1 clearly shows that how WPI measures the
influence of work organisation, labour relations and
network relations resulting in improved organisational
performance and better use and development of human
talents.
WPI is also related to the development and
implementation of coherent interventions in the areas of
work organisation, control structure and employability
of staff (De Sitter 1995). Eeckelaert et al. (2012) in their
study also showed that WPI areas dealt with the design
of the organisation, the design of management tasks, and
the design of jobs with the objective of simultaneous
improvement of organisational performance and quality
of working life. It therefore affects not only the internal
functions of an organisation (work organisation, labour
relations) but also the external functions (network
relations), and in turn WPIs will be affected by
environmental flux (Eeckelaert et al. 2012). It does not
cover the whole range of occupational safety and health
(OSH) topics and OSH performance, but it does include
low stress risks, high job autonomy, lower physical
workload, continuous development of competences
and better labour relations (Pot and Koningsveld 2009;
Ramstad 2009; Westgaard and Winkel 2011). The cost
factor is also important for improving quality of working
life in those countries where economic incentives improve
OSH (Eeckelaert et al. 2010). This WPI model lacks
the consideration of management, knowledge gaining,
physical aspects, biological factors and other external
workplace quality influencing factors.
Workplace safety and health
Workplace safety refers to the working environment
comfort for employees including, but not limited to,
applicability of working methods for the recommended
operation, reliability of machine design, controllability
of machine operation, illumination, noise reduction,
chemical control and other hazardous issues (WHO 2002).
Workplace health refers to the wellbeing of employees
that protects workers from any workplace accidents
in any circumstance (Pot 2012). Occupational safety
and health (OSH) is generally defined as the science of
the anticipation, recognition, evaluation and control of
hazards arising in or from the workplace that could impair
the health and well-being of workers, taking into account
the possible impact on the surrounding communities and
the general environment (Alli 2008). OSH problems
are not only problems of individual workers, but also
problems relating to the healthiness and safety of work
and the working environment, the organisation of work,
the management philosophy of the enterprise and the
workplace as a whole. Therefore, it requires innovative
approaches from workplaces. Many organisations in
developing countries, especially in Africa, have little
concern for an improved and conducive workplace
environment. For instance, the study conducted in Tago,
Nigeria found that the nature of the work environment
and the experience of the work environment have a great
influence on low productivity (Taiwo 2010). The same
study, from questionnaire responses, found out that factors
that improved productivity were high pay, a conducive
and better work environment, and training development.
Furthermore, the research revealed that a poor work
environment, less pay, weak conducive and weak work
environments and less experience, together with stress,
tiredness, pain, boredom, demotivation and unhappiness,
Workplace innovation
Measures
Work organisation
Improved organisational performance, better use
and development of human talentsLabour relations
Network relation
↓
↓
↓
↓
EFFECTS
Figure 1: Review model of workplace innovation at the organizational level (Eeckelaert et al. 2012)
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6. African Journal of Science, Technology, Innovation and Development 37
reduce productivity. Injuries and illnesses increase
workers’ compensation and retraining costs, absenteeism,
and faulty products. Safe environments improve employee
morale, which often leads to increased productivity and
better service. On the other hand, if high employee morale
is not maintained, the problem would be extended to
families, and can cause more damage due to the increased
stress, conflict, and divorce associated with occupational
injury and illness.
Although the positive impact of healthy workplaces on
growth is well known, some companies, small enterprises
and organisations are still facing challenges in adopting
preventive measures (Euro Symposium 2015; Masi et al.
2014) regarding workplace hazards. Nowadays, among
several industrial challenges, one that clearly stands out
in emerging economies is workplace safety and health
specifically. These challenges are expected to be reduced
through innovative researches and implementation of the
research output models. Thus, workplace safety and health
consideration has had less attention in developing countries
as stated and evidenced by different researches (Nuwyahid
2004). Most of a company’s focus is on t external customer
satisfaction with their product or service disregarding
worker satisfaction and working environment comfort in
economically lagging countries. Consideration of OSH has
a great impact for the development of economic growth
and organisational productivity improvement. With
workplace safety and health improvements, there is an
increase in the health and satisfaction of employees (WHO
2007). Many researchers have found that wealth means
health (Anielski 2003; Rufino and Villasor 2015).
Industrial sectors of developing economies are
facing challenges of workplace safety and health.
The problems emanate from different angles of the
workplace environment. Alli (2008) and WHO (DATE)
listed some of the problems of occupational safety and
health as psychological stress of employees, physical
body damage, socio-economic dissatisfaction, property
damage, family disorder, and severe accidents. For
example in Ethiopia, working more than 48 hours per
week, absence of health and safety training, sleeping
disorders, alcohol consumption, job dissatisfaction and
absence of protective devices were found to be significant
factors that contributed to the prevailing occupational
injuries (Yiha and Kumie 2010). Another study made
in Ethiopia found that work-related neck and shoulder
musculoskeletal disorders were high among sewing
machine operators in selected garment industries (Ararso
et al. 2014). Moreover, personal and environmental factors
were identified as the potential risk factors related to
neck and shoulder musculoskeletal disorders. In solving
these problems, one of the most important starting points
is innovative development of the workplace safety and
health improvement systematic approach. Workplace
design and hazards interventions have been identified as
barriers (Beblavý et al. 2014) in manufacturing industries
which need innovation. In this study, the barriers to
interventions of workplace safety and health were lack of
workers’ participation and less availability of resources to
implement intervention programmes (Podgórski 2015).
In emerging economies, workplace safety and health has
been overlooked in industrial development policies and
strategies. These are mostly focused on production volume
or profit, undermining the latent effect of dissatisfactory
working environments. For instance, in Ethiopia, there was
no workplace policy standing alone for the manufacturing
industries and other sectors that enforce workplace safety
and health of the employees and working equipment.
When it is focused on the workplace safety and health
it is to mean that there should be both rules of resource
utilisation and safe workplace environment for employees
where their health is considered and insured. Fair
workplaces are profitable workplaces, whether measured
in a company’s bottom line, its market share, its broader
consumer reputation, or its ability to attract and retain
workers, managers, or investors.
Workplace innovation influence on OSH
As stated in the previous sections, innovations have
the score to optimise manufacturing processes in work
organisation and develop employees’ general experience
of work. Here employers association, employer and trade
unions have a significant part to play in promoting work
organisation innovations which can provide win–win
benefits for employees and employers. Change comes
when we are working smarter, not harder Eeckelaert et al.
2012). Higher productivity goes hand in hand with better
communication and higher employability, resulting from
both a decrease in absenteeism and an increase in social
and vocational competences (Pot and Koningsveld 2009).
Figure 2 indicates that WPI empowers performance of
work organisation, and employee relationship increasing
well-being and OSH final achievement of health
condition. The intersection of OSH and WPI is the overall
improvement of well-being.
WPI and OSH are different policies with different
objectives and instruments. It should not mix up as WPI
is not directed at fewer occupational diseases or accidents
or less absenteeism but it might help. OSH policies refer
to healthy and productive jobs. Health is a value in itself.
Additionally healthy people are expected to contribute
more to productivity and innovation. Absenteeism causes
productivity loss (Pot et al. 2012b). A healthy workforce
is a prerequisite for social and economic development and
for productivity. Protecting the health of the workforce
through access to decent jobs, universally available
health services, and social health protection contributes
both to sustainable development as well as worker
productivity (WHO 2007). Hazardous working conditions
and unemployment currently contribute to a very large
avoidable burden of disease and loss of income-earning
potential (WHO 2008). In the discussions made previously,
workplace innovation contribution is remarkable. This
results in improved working environments.
Discussion and results
Innovations in the workplace, with low-cost and locally
relevant solutions, have been initiated in several
developing countries (Kawakami et al. 1999; Kogi 1998;
Koplan 1996). However, occupational health remains
neglected in most developing countries under the pressure
of devastating social, economic, and political challenges
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7. Jilcha, Kitaw and Beshah38
(Ahasan & Partanen 2001; O’Neill 2000). This is because
most developing countries are running through exclusive
strategies than having inclusive strategy. Competitiveness
is not being achieved without innovation, technology and
science aggregation in workplace safety and health problem
improvement as one of the typical business process. One
of the methods to make a business organisation globally
competitive is that an organisational innovation among the
four categories of innovation (OECD 2005). Researches
windup their results that in organisational innovation, it is
possible to see into workplace arrangement, attractiveness
and the employees satisfaction with the work they are
engaged. The convenient workplace environment cannot
be achieved unless the new creativity or adoption of new
working environment arrangement is familiarised.
The consideration of workplace safety and health
in manufacturing industries of developing countries,
are frustrating employees and resulted in productivity
reduction. In other sides, industrial development is in
its infant stage in developing countries. Even the infant
existing industries are not utilising the workplace resources
properly to be competitive in global market. For example,
from experience, in Ethiopian manufacturing industries
are more focused on the output and end benefits of the
companies than on the employees’ health and safety
concerns. In most of manufacturing industries, it is not their
concern to take care of their employees’wellbeing whatever
the challenges degree is. As a result of this negligence, they
exercise philosophies that if an employee faces an accident,
hire another new one. Of course, governmental industries
attempt to exercise workplace safety and health policies and
legislations to be available in their organisation. However,
there are no studies those show the method how to improve
working condition of their industrial environment. There
are poor research culture and innovation concerns. There
is large gaps in inter-firm collaboration for innovation
and organisational learning in developing countries (Dyer
and Singh 1998 cited in Martínez-Sánchez, Vela-Jiménez,
Pérez-Pérez, and de-Luis-Carnicer 2008). Hence, it needs
innovation of workplace through the interactions between
internal and external flexibility within the workplace
innovation process.
In general, as it has been discussed in this study, the
following workplace innovation prominences were found.
It played a role in decreasing workforce and increasing
labour productivity; global competition and knowledge
based economy (development of competences and skills);
making new technology work through innovative work
organisation. Workplace innovation explains a larger
part of innovation success than technological innovation;
high performance work systems have positive effects on
performance outcomes (including labour productivity,
and innovation levels); diversity and equality systems
have positive effects as well; reduced employee turnover
(considered to be an indicator for employee wellbeing).
As summarised in Table 1, from the available
researches and studies workplace innovation obtained a
non-technical definition which is different from technical
definition as discussed in literature (Pot 2011). Workplace
innovation helps to improve workplace performance,
quality of working life, human resource management, and
policy issues. European countries are initiating workplace
innovation programs (Totterdill, Exton, Exton, and Sherrin
2009). EU countries previously used to implement different
OSHA guidelines and models which were presented in
individual separate techniques. But these guidelines have
not brought change to workplace safety or improved
productivity. Therefore, EU countries have considered
that workplace innovation programs are indispensable
for policymakers to improve workplace safety and
health. The study indicated that most of the research was
conducted for the European policy maker, showing that
workplace innovation has been ignored in developing
countries. Therefore, this highlights the need to conduct
future research in developing countries workplace safety
and health hazard prevention, moving from traditional
workplace safety management to modernised workplace
safety and employee health improvements.
Identified Research Gap in the Literature
This study attempted to skim recent literature related to
innovation, workplace innovation, workplace safety and
innovation influence on workplace health and safety. The
work conducted by many researchers showed that different
OSH
Workplace
innovation
HEALTH WELLBEING PERFORMANCE
Work organisation Job autonomy
HRM employability
Employment relationship Involvement
Ergonomic Comfort
Working times Working life balance
Figure 2: Overlap of OSH and workplace innovation (Eeckelaert et al. 2012)
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8. African Journal of Science, Technology, Innovation and Development 39
approaches to innovation discussions were used. The term
innovation is defined as creation of a new idea, or product
or process. This definition agrees with technological
(technical) innovation. Workplace innovation is
another innovation technique which considers the non-
technical innovation that focuses on workplace design,
organisational design, design of management task, and
design of jobs to meet organisational performance and
quality of working life. It is affected by environmental flux
and is complementary to technological innovation. This is
where many researchers have overlooked the definition of
innovation in line with workplaces and services.
Workplace innovation has been found to be an
overlooked research area especially in developing
countries. When researchers conducted technological
innovation, they would consider only the technological
Table 1: Summary of the findings focusing on Workplace Innovation
Authors Objectives Methodologies Findings
Acar, Wall, McNamee, Carney,
and Öney-Yazici 2008;
Cimermanová, 2009
Create an instructional design
framework for virtual classes
to deliver health and safety
training.
e-learning tools Learners were very satisfied
and a more interactive learning
environment created
Eeckelaert, Dhondt, Oeij, Pot,
Nicolescu, Trifu, and Webster
2012
Workplace innovation-based
human performance and quality
of working life improvement
State-of-the-art review
literature
Workplace innovation has not
been exercised by European
union countries
Pot 2011 To describe the need for
workplace innovation policies
and practices in Europe and
evaluate programs that have
already been developed
Describes the concept of
workplace innovation and
trends in society explaining
their emergence.
Evaluation of research showed
that simultaneous improvement
of performance and quality of
working life is possible under
certain
conditions such as the
participation of employees
Pot, Kraan, Oeij, Vergeer, and
Dhondt 2012
Explores the legacy from both
Member State and EU levels on
which European policymakers
and their wider stakeholders
need to build
Literature review and other
workplace innovation
experiences from south Korea,
Finland, France, Germany,
Ireland and Norway and
structured interviews used
Some potentially
promising prospects for new EU
policy initiatives were found
regarding workplace innovation
Franz, Hochgerner and Howaldt
2012; Howaldt and Schwarz
2010
Covers labour market
innovation on societal level
and workplace innovation on
organizsational level
Literature assed from different
sources
Workplace Innovation not yet
clearly defined in EU policy
Martínez-Sánchez,
Vela-Jiménez, Pérez-Pérez, and
de-Luis-Carnicer 2008
To analyze the moderator
effect of inter-organizational
cooperation in the relationship
between workplace flexibility
and innovation performance
Postal survey to a sample of
manufacturing and service
firms.
Hierarchical regression.
It was found that innovation
performance is positively
associated with internal
functional flexibility, and
negatively to external numerical
flexibility and outsourcing
Kalmi and Kauhanen 2008 Study of the effects of four
different work innovations
(self-managed teams,
information sharing, incentive
pay, and training) on
various employee outcomes
Literature, employee survey
and dataset of Finland and
comparative analysis with UK
Workplace innovations
are mainly associated with
beneficial outcomes for
employees
Yuan and Woodman 2010;
Ramstad, 2008
Examined how employees’
innovative behaviour is
explained by expectations for
such behaviour to affect job
performance (expected positive
performance outcomes) and
image inside their organizations
(expected image risks and
expected image gains)
Literature, statistical tools
for testing the outcome and
relationships that exist between
elements used
Significant effects of all three
outcome expectations on
innovative behaviour
Beblavý, Maselli, and
Martellucci 2012
Explores the extent to which
the illusive phenomenon of
workplace innovation has
pervaded workplaces in Europe
and whether it could be one
of the answers to Europe’s
long-term social and economic
challenges that stem from an
ageing workforce and the need
for more flexibility to stay
competitive.
Literature reviews and basic
data drawn from European
Working Conditions Survey
conducted, case studies,
statistical analysis
Different elements of workplace
innovation and workplace
innovation process well defined,
workplace innovation diffusion
success barriers identified as
people age, education level,
experiences, etc.
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9. Jilcha, Kitaw and Beshah40
state, leaving the non-technological innovation behind.
This was continued to the end product, leaving gaps in
every innovation. It is known that when a single part is
overlooked the other parts are not done well; rather it
amplifies the error. The overlooked areas include negative
attitude from management, negative worker attitudes,
ineffective or excessive legal requirements, bureaucracy,
lack of time, lack of training, lack of economic resources,
lack of economic results, presence of geographical
delocalised activities, and lack of workers participation.
Hence consideration of workplace innovation is found to
be a core point of research required at all economic levels
to bring improvements in overall system and workplace
safety.
Concluding remarks
Innovation seems to have been considered only from the
point of view of the technical aspects of new product
development, or modification or adoption of processes
in the original product. Workplace innovation is now
considered for improving the working environment. WPI
became a recent objective of many researches in terms
of how it influences workplace safety and health of an
organisation and it is defined in terms of non-technical
innovation. Hence, this research paper attempted to
evaluate the studies conducted in relation to workplace
innovation and occupational safety and health. It has
been summarised that the relationship between WPI and
OSH is positive but OSH has a wider application than
WPI. WPI is the subset of OSH which solves part of the
problems. But it requires that organisations improve their
non-technical innovations. The definition of innovation
that many researchers were commonly accustomed to was
a new process or new product development. WPI impact
was found to improve the quality of working life and
productivity where there is strong employee participation.
Workplace innovation, which is non-technical, is
defined differently from technical innovation as the
implementation of new and combined interventions in the
fields of work organisation, human resource management
and supportive technologies. This definition gives thought
to safety of the product and health of the employees and
to benefits at the organisation level. WPI is vital because
of its social, economic and labour market impact, and is
now being widely acknowledged among many European
policymakers. Empirical findings found that technological
innovation accounts for only 25% of the success in
radical innovation, whereas WPI accounts for 75% of the
success. This is an indication that workplace innovations
are strategy induced [methods caused] and participatory
adopted changes [obtained through participation of
employees] in an organisation’s practice of managing,
organising and deploying human and non- human resources
that leads to simultaneously improved organisational
performance and improved quality of working life (Pot
2011). There are few models developed regarding WPI as
assessed by the authors from the literature survey carried
out to this end. Gaps were found in the literature indicating
that WPI models lack the consideration of management
aspects, knowledge transfer mechanisms, physical
issues, biological factors and external workplace quality
influencing factors. Some of the barriers to the diffusion
of workplace innovations are risk aversion, resistance and
lack of trust, costs of a transition towards WPI, production
sector and skills/age of workers, lack of trust from top
management towards employees, lack of information and
absence of leading by example.
In developing countries workplace safety and health
innovation receives less consideration than in developed
countries. This in turn results in boredom within the
working environment, and employees go to work merely
to sign in and receive a monthly salary rather than
focusing on significant overall organisational changes.
This is due to entirely missed workplace innovations
of labour organisation, inter-organisation collaboration,
interactions between internal and external collaborations,
industrial relations (building long-term relationships, joint
intelligence and collaborative action between policymakers,
researchers, social partners, consultants and enterprises),
shop floor autonomy, self-managing teams, renewal of
work process, satisfaction with employees’ commitment,
information-communication technology, employee
empowerment, alternative payment schemes and workplace
working environment design. Hence, the researchers call
for OSH and WPI to be placed firmly on the research
agenda of management scholars (with special reference to
developing economies), and advocate the need for greater
conceptual development, empirical studies, scientific
experimental researches, and theoretical reflections.
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