This document outlines a workshop on exploring how communities of practice can help organizations gain more insights into their knowledge workers, specifically around employee absenteeism. The workshop consists of introducing the topic, then splitting participants into groups to describe examples of absenteeism issues using a cultural framework, brainstorm causes of current issues versus desired states, and propose transformational interventions to address gaps. The document provides context on defining absenteeism, current rates in the Netherlands, and perspectives on using communities of practice for incremental versus transformational organizational learning.

1. EAPRIL 2016 : TRANSFORMATIONAL LAB
How can the idea of “Community of Practice” help organisations get
more profound insights in their knowledge workers?

2. HOW CAN COMMUNITY OF PRACTICE MAKE
ORGANIZATIONS GET MORE PROFOUND
INSIGHTS IN THEIR KNOWLEDGE WORKERS?
TOM DE SCHRYVER
E: T.DESCHRYVER@UTWENTE.NL
T: +31534892076
WWW.RESEARCHGATE.NET/PROFILE/TOM_DE_SCHRYVER

3.  20 minutes: plenary introduction
 30 minutes: individual & group work: description
 30 minutes: individual & group work: brainstorming content analysis
 30 minutes. individual & group work: brainstorm process/ transformation
 10 minutes: plenary wrap-up.
3
TRANSFORMATION LAB
TIME TABLE AND AIM

4. 4
KNOWLEDGE WORKERS

5. 5
KNOWLEDGE WORKERS

6. 6
KNOWLEDGE WORKERS

7. = failure to report for scheduled work (Johns, 2008)
 different kinds of absenteeism
 the longer it takes, the fewer the number of beneficiary stakeholders
 perspective of the company
 Significant costs
 out of pocket costs due to the institutional (legal) framework
 Disturbance work planning, team dynamics
 Ideal situation:
 keep it as low and short as possible
 Prevention and containment programs
 Learning need
7
EMPLOYEE ABSENTEEISM?
DEFINITION & CONTEXT

8. 3.How
do they
learn?
1. Who
learns?
2.
Learn
about
what?
4.Rules
?
5.Com
munity
?
6. Roles
Division
of labor?
8
ABSENTEEISM
CULTURAL ACTIVITY FRAMEWORK (ENGESTRÖM)

9. 9
ABSENTEEISM:
WHAT THE ORGANIZATION ALREADY KNOWS
3.How
do they
learn?
organiz
ation
Employ
ee
absent
eeism
Legal
framew
ork
5.Com
munity
?
6. Roles
Division
of labor?

10. 10
ABSENTEEISM PER INDUSTRY IN THE NETHERLANDS
CBS (2016) – DISTRIBUTED!

11. 11
ABSENTEEISM IN THE DUTCH CLEANING INDUSTRY≈
“6%”
THE LEARNING NEED ( E.G. NAUTA, 2013, RAS,….)

12. 3.How
do they
learn?
organiz
ation
Employ
ee
absent
eeism
Legal
framew
ork
5.Com
munity
?
6. Roles
Division
of labor?
12
ABSENTEEISM: THE ORGANIZATIONAL LEARNING NEED
(INCREMENTAL)
SEE ALSO E.G. BRUMMELHUIS TEN, ET AL. (2016)
From
experie
nce
organiz
ation
Employ
ee
absent
eeism
Legal
framew
ork
5.Com
munity
?
Less
division
of labor

13. From
experie
nce
organiz
ation
Employ
ee
absent
eeism
Legal
framew
ork
5.Com
munity
?
Less
division
of labor
13
ABSENTEEISM: THE ORGANIZATIONAL LEARNING NEED
(TRANSFORMATIONAL)
THERE IS MUCH MORE TO LEARN
From
experie
nce
organiz
ation
Employ
ee
absent
eeism
Legal
framew
ork
ABOUT
THE
COMM
UNITY
Less
division
of labor

14. Pattison (2016): 4 dimensions to learning (blocks) in COPs
 COPs as enablers of learning for innovation?
COPs mainly for single loop learning: how can I absorb knowledge?
 COPs as governance structures designed for purpose?
 Knowledge management mainly for single loop learning: who can help
me out?
 COPs as situated platforms for professional occupations!?
 COPs as dispersed collaborative configurations!?
DOUBLE LOOP LEARNING: How do you learn as an organization
about the assumptions of these groups!
14
TRANSFORMATIONAL LEARNING ABOUT THE
COMMUNITY
A COMMUNITY OF PRACTICE (COP) LENS: A TWO EDGED SWORD!

15. ORGANIZATIONAL STRUCTURE (FORMAL)

16. COMMUNITIES OF PRACTICE (INFORMAL)
Regio 1
Regio 2
Regio 3
Regio 4
Regio 5Regio 6
Regio 7
Regio 8
Regio 9
HK
A
B
C
D
B
F
A
C
F
B
B
G
C
B
A
F
B
A
A
B
C
F
B
A
D
C
C
D
A
B
C
A
D
C
A
B
A
A
D
C
F
E
B
D
D
F
C
A
E
D
C
E
B
D
A
B
C
D
E
B

17.  first 30 minutes
 Think of absenteeism or a similar situation in your company where
knowledge is distributed;
 describe the distribution of knowledge using the cultural activity
framework (why it is problematic? ,who needs to learn? ,what is known?, what is learning
need? Desired state,…)
 present and integrate your descriptions in small groups
 Last 5 minutes: present to the other groups
 Next 30 minutes:
 why is there a difference between the current and desired state?(content)
 Last 5 minutes: present to the other groups
 Next 30 minutes:
Which transformational interventions to bridge the gap? (process intervention)
17
NOW IT IS YOUR TURN

18.  Brummelhuis ten, L., Johns, G., Lyons, B. J., & ter Hoeven, C. L. (2016).
Why and when do employees imitate the absenteeism of co-
workers?. Organizational Behavior and Human Decision Processes, 134,
16-30.
 Dexis Arbeid, Proluder, Groener gras producties (2013) Wat kun je nog
wel – ziekteverzuim. Retrieved from https://vimeo.com/80055475
 Nauta, A., Blokland, K., & Witteveen, E. (2013). Nieuwe bezems vegen
schoner. Schoonmakers bron van sociale innovatie in Code
Verantwoordelijk Marktgedrag. Tijdschrift voor HRM, 16(1), 72-97.
 Pattinson, S., Preece, D., & Dawson, P. (2016). In search of innovative
capabilities of communities of practice: A systematic review and typology
for future research. Management Learning, 1350507616646698.
18
EXTRA REFERENCES