Mental Well-being at Work. A Sign of a Healthy Organisation and a Necessary Precondition for Organisational Development

One of the aims of the study was to clarify the reliability and validity of the Job Diagnostic Survey (JDS) and the Eigenzustand (EZ) method as measures of the objective characteristics of work and short-term mental work load in the Finnish data. The reliability and validity were examined taking into consideration the theoretical backgrounds of the methods and the reliability of the measurements. The methods were used for finding out the preconditions for organisational development based on self-improvement and clarifying the impacts of working environment (organisational functioning and job characteristics) on a worker’s mental state and health. The influences were examined on a general level - regardless of individual personal or specific contextual factors. One aim was also to clarify how cognitions and emotions are intertwined and how they influence a person’s perception of the working environment. The data consisted of 15 blue-collar organisations in the public sector. The organisations were divided in target and comparison groups depending on the research frames. The data was collected by questionnaires by post. The exploratory and confirmatory factor analyses (Lisrel) were used as the main statistical methods in examining the structures of the methods and impacts between the variables. It was shown that it is possible for organisations to develop their working conditions themselves on specific preconditions. The advance of the development processes could be shown by the amount of the development activity as well as by the changes of the mental well-being (ability to act) and sick absenteeism of the personnel. It was found that the JDS and the EZ methods were reliable and valid measures in the Finnish data. It was shown that, in addition to the objective working environment (organisational functioning and job characteristics), also such a personal factor as selfesteem influences a person’s perception of mental work load. However, the influence did not seem to be direct. The importance of job satisfaction as a general indicator of perceived working conditions was emphasised. Emotional and cognitive factors were found to be functionally intertwined constituting a common factor. Organisational functioning and the characteristics of work had connections with a person’s health measured by sick absenteeism.

Modelling the Knowledge Interface between Sales and Production Functions of a Company. Case: New Service Development Process.

Yrityksen sisäisten rajapintojen tunteminen mahdollistaa tiedonvaihdon hallinnan läpi organisaation. Idean muokkaaminen kannattavaksi innovaatioksi edellyttää organisaation eri osien läpi kulkevaa saumatonta prosessiketjua sekä tietovirtaa. Tutkielman tavoitteena oli mallintaa organisaation kahden toiminnallisesti erilaisen osan välinen tiedon vaihto. Tiedon vaihto kuvattiin rajapintana, tietoliittymänä. Kolmiulotteinen organisaatiomalli muodosti tutkimuksen pääteorian. Se kytkettiin yrityksen tuotanto- ja myyntiosiin, kuten myös BestServ-projektin kehittämään uuteen palvelujen kehittämisen prosessiin. Uutta palvelujen kehittämisen prosessia laajennettiin ISO/IEC 15288 standardin kuvaamalla prosessimallilla. Yritysarkkitehtuurikehikoita käytettiin mallintamisen perustana. Tietoliittymä nimenä kuvastaa näkemystä siitä, että tieto [tietämys] on olemukseltaan yksilöiden tai ryhmien välistä. Mallinnusmenetelmät eivät kuitenkaan vielä mahdollista tietoon [tietämykseen] liittyvien kaikkien ominaisuuksien mallintamista. Tietoliittymän malli koostuu kolmesta osasta, joista kaksi esitetään graafisessa muodossa ja yksi taulukkona. Mallia voidaan käyttää itsenäisesti tai osana yritysarkkitehtuuria. Teollisessa palveluliiketoiminnassa sekä tietoliittymän mallinnusmenetelmä että sillä luotu malli voivat auttaa konepajateollisuuden yritystä ymmärtämään yrityksen kehittämistarpeet ja -kohteet, kun se haluaa palvelujen tuottamisella suuremman roolin asiakasyrityksen liiketoiminnassa. Tietoliittymän mallia voidaan käyttää apuna organisaation tietovarannon ja tietämyksen mallintamisessa sekä hallinnassa ja näin pyrkiä yhdistämään ne yrityksen strategiaa palvelevaksi kokonaisuudeksi. Tietoliittymän mallinnus tarjoaa tietojohtamisen kauppatieteelliselle tutkimukselle menetelmällisyyden tutkia innovaatioiden hallintaa sekä organisaation uudistumiskykyä. Kumpikin tutkimusalue tarvitsevat tarkempaa tietoa ja mahdollisuuksia hallita tietovirtoja, tiedon vaihtoa sekä organisaation tietovarannon käyttöä.

Innovation in leadership development

In the light of the financial crisis and the radically changed conditions in the market place, international leadership development is facing new demands. The Danish-based International Leadership Institute Mannaz has researched the new conditions in collaboration with the Institute of Executive Development in the United States. The research, conducted in 2008 and 2009, combines, in an innovative way, quantitative and qualitative inputs, from both current and future perspectives, from some 111 senior Corporate Executives, Heads of Human Resources and of Learning and Organisational Development in large international corporations headquartered in Europe and the United States; together with the thoughts of some 50 experienced practitioners involved in executive coaching as well as in designing, developing and facilitating leadership development programmes. Also we include a section summarising the key findings from recently published research from other leadership development surveys. Conclusions reveal that the crisis has propelled a long-awaited decline of the traditional classroom-based educational approach to leadership development. Instead, effective leadership development is suggested to build on experiential learning approaches rooted in real life, real time and allowing for more immediate impact and providing for considerably higher relevance and motivation. Coaching, leaders teaching leaders, stretch assignments, action learning, peer networking, customer insights and selective use of technology are seen as important contributors to the leadership development process going forward.

O impacto da avaliação do desempenho docente na função docente e no desenvolvimento organizacional da escola

Dissertação apresentada à Escola Superior de Educação de Lisboa para obtenção de grau de mestre em Ciências da Educação - Especialidade Supervisão em Educação

Introduction [to "Citizen voices: performing public participation in science and environment communication"]

"ECREA series, ISSN 1742-9420"

Tiedon jakaminen ja organisaatiokulttuuri kulkevat käsi kädessä

Pro gradu -tutkielmassa selvitettiin organisaatiokulttuurin vaikutusta tiedon jakamiseen sekä tiedon jakamisen edistämistä asiantuntijaorganisaatiossa. Tavoitteena oli kehittää toimeksiannosta Fingrid Oyj:n tiedon jakamisen käytäntöjä sekä määrittää yhtiölle tavoitekulttuurin piirteet, joihin johto voi sitoutua ja jota kohti organisaatio voi kehittyä. Tutkimus toteutettiin pääosiltaan kvalitatiivisena tutkimuksena ja tutkimusotteena oli toimintatutkimus. Tutkimuksessa perehdyttiin aikaisempiin tiedon jakamista ja organisaatiokulttuurin yhteyttä selvittäneisiin tutkimuksiin. Case-yrityksen henkilöstön näkemykset nykyisestä organisaatiokulttuurista kartoitettiin hyödyntäen Cameron & Quinnin kilpailevien arvojen mallia. Pöytätutkimuksena tutustuttiin organisaation eri dokumentteihin, strategiaan, arvoihin ja ohjeisiin. Lisäksi toteutettiin 10 kpl teemahaastatteluita yhtiön organisaatiokulttuurista ja tiedon jakamisen edistämisen keinoista. Tulosten mukaan organisaatiokulttuurilla ja tiedon jakamisella on yhteys toisiinsa. Tälle löydettiin vahvistusta aikaisempien tutkimusten lisäksi myös case-yrityksen käytänteistä. Kulttuurit, joissa vuorovaikutus on avointa ja valtasuhteet matalia ja joissa kannustetaan kollektiiviseen tekemiseen yksilösuoritusten sijasta, suosivat tiedon jakamista tiedon panttaamisen sijasta. Case-yrityksen organisaatiokulttuurin dominoiviksi piirteiksi muodostuivat hierarkinen ja ryhmäkulttuuri: hierarkisuus näkyy yrityksen toiminnan ohjauksessa runsaina ohjeina ja sääntöinä, silti yrityksen ilmapiiri on epämuodollinen, organisaatiomalli on matala ja päätöksentekojärjestelmässä valtaa on jalkautettu alaspäin. Yrityksen kulttuurin todettiin tukevan tiedon jakamisen käytänteitä. Toimintatutkimuksessa Fingrid Oyj:lle määriteltiin yhdessä ylimmän johdon kanssa tavoitekulttuurin piirteet, linjattiin miten kulttuurin tulee näkyä esimiestyössä sekä laadittiin ehdotuksia tiedon jakamisen kehittämiseksi yhtiössä.

WAIS Seminar:Let's SoFWIReD!

Title: Let’s SoFWIReD! Time: Wed, 21 May 2014 11:00-11:50 Location: Building 32, Room 3077 Speaker: Dr Sepi Chakaveh Abstract The information age as we know it has its roots in several enabling technologies – most of all the World Wide Web – for the provision of truly global connectivity. The emergence of a Web of Big Data in terms of the publication and analysis of Open Data provides new insights about the impact of the Web in our society. The second most important technology in this regard has been the emergence of streaming processes based on new and innovative compression methods such as MP3 so that audio and video content becomes accessible to everyone on the Web. The SoFWIReD team is developing comprehensive, interoperable platforms for data and knowledge driven processing of Open Data and will investigate aspects of collective intelligence. Insights generated in the project will form the basis for supporting companies through consulting, organisational development, and software solutions so that they can master the collective intelligence transition. The seminar will present how the project addresses the research topics of web observatory, dynamic media objects, crowd-sourced open data and Internet services. At the end of a talk a number of demos will be shown in the context of SoFWIReD’s Dynamic Media Object.

THE ORGANISATION OF RABBIT CONTROL (Oryctolagus cuniculus) IN WESTERN AUSTRALIA

ABSTRACT: Under Western Australian legislation, landholders have an obligation to control rabbits on their properties; local authorities the responsibility to supervise their work whilst the Agriculture Protection Board has a Statewide supervisory and co-ordination role. Prior to 1950 (when the Agriculture Protection Board was formed) the central role was in the hands of a Government department which, through lack of staff and money was unable to provide adequate supervision, and rabbits were in plague proportions. Since 1950, the Board has actively engaged in a vigorous policy aimed at tighter control and supervision. To enable this, the Board has entered into a voluntary scheme with local authorities whereby the role of local supervision of landholders is passed to staff employed by the Board, but jointly financed by the local authority and the Board. A contract poisoning service is also pro¬vided by the Agriculture Protection Board to any landholder who is unable or unwilling, to meet his obligations in this area. Both services are subsidised. Two of the major reasons for the poor level of control existing before 1950, have thereby been minimised. Soon after its formation, the Board set up a research section which has devoted nearly all of its activities to applied research on control of the State's many vertebrate pest problems. In the rabbit control area, poisoning has received most attention. The "One-Shot" method of poisoning was developed after years of research. Fumigation is at present being closely studied as is the economics of complete eradication from some areas of the State. Greatest needs in the applied rabbit research field at present are: (1) a selective poison, or poisoning regime, which will not harm stock, and (2) a more complete understanding of the economics of control and eradication. The serious rabbit problem which existed in 1950 has been reduced to very small proportions, by organisational development using local research findings. These organisational developments have been implemented by circumvention rather than confrontation.

More volunteers in football clubs. An evaluation of a method to increase the number of volunteers

An increasing number of clubs experience difficulties in recruiting and retaining sufficient numbers of volunteers to manage and staff their clubs (Lamprecht, Fischer, & Stamm, 2012). In order to facilitate volunteer recruitment, sport clubs need a specific strategy to recruit and retain volunteers for both formal positions and ad hoc tasks. Therefore, the intervention “More Volunteers in Football Clubs” was designed and its impact was evaluated in detail. The question this evaluation research wants to address is: Can football clubs recruit and retain volunteers successfully by implementing the intervention “More Volunteers in Football Clubs”? The designed intervention is based on the different expectations and needs of volunteers, as well as non-profit human resource management and organisational development management, with a strong emphasis on club-specific counseling and support. Task forces of the twelve participating football clubs attended four workshops in which they received tailor made counseling to reach the desired number of volunteers. The intervention has been implemented and its effectiveness tested in cooperation with the Swiss Football Federation with twelve Swiss football clubs following a pretest, intervention, posttest design Data have been gathered and analysed using a combination of qualitative and quantitative methods. Outcome measurements are: volunteer rate, number of recruited volunteers, number of filled volunteer positions and volunteer satisfaction. Four months after the intervention all clubs that completed the proposed intervention were successful in recruiting the desired number of volunteers. Further, all participating clubs found the intervention helpful and would recommend other clubs to participate as well. With the development of this practical intervention a solution for football clubs is provided to overcome the difficulties in recruiting and retaining sufficient numbers of volunteers. Lamprecht, M., Fischer, A., & Stamm, H.-P. (2012). Sportvereine in der Schweiz. Strukturen, Leistungen, Herausforderungen. Zürich, Switzerland: Seismo.

Enhancing performance through the introduction of customer orientation into the building components industry

Purpose: This paper aims to describe an investigation into how company performance can be improved by integrating internal and external customers and technology. The approach was developed, implemented and evaluated in the operations of the building components industry. The research was carried out in the precast concrete division of a Singapore company. Design/methodology/ approach: For the purpose of undertaking the investigation an exploratory case study approach was used. This was divided into conceptual and action research stages. The action research was also used to implement the changes in the company. Questionnaire surveys were carried out among company employees and external customers to assess the effect of these changes. Results of the investigation were derived using content and statistical analysis. Triangulation between three sources was used for validating the data. Findings: The exploratory case study strategy resulted in rich research data, which provided evidence of the changes taking place and integration happening, leading to improved performance. The action research approach proved a powerful tool where the uncertainty of outcomes makes it near impossible to make accurate forecasts. Another output of the research was the development of an "integrated customer orientation" (ICO) model. Research limitations/implications: The research in this paper used a single site action research investigation so should be interpreted within the specific company and industry context. There are implications for theory and practice in a number of areas of production and marketing as well as contributions to understanding about productivity improvement and organisational development. The investigation also fulfils the dual objectives of action research by contributing to both knowledge and practice. Originality/value: The paper describes a unique approach towards improving productivity, quality and service through the use of action research to implement changes, as well as providing the research evidence to evaluate both the process of implementation and results achieved. © Emerald Group Publishing Limited.

Ethics and social responsibility - do HR professionals have the ‘courage to challenge’ or are they set to be permanent ‘bystanders'?

This paper considers the role of HR in ethics and social responsibility and questions why, despite an acceptance of a role in ethical stewardship, the HR profession appears to be reluctant to embrace its responsibilities in this area. The study explores how HR professionals see their role in relation to ethical stewardship of the organisation, and the factors that inhibit its execution. A survey of 113 UK-based HR professionals, working in both domestic and multinational corporations, was conducted to explore their perceptions of the role of HR in maintaining ethical and socially responsible action in their organisations, and to identify features of the organisational environment which might help or hinder this role being effectively carried out. The findings indicate that although there is a clear understanding of the expectations of ethical stewardship, HR professionals often face difficulties in fulfilling this role because of competing tensions and perceptions of their role within their organisations. A way forward is proposed, which draws on the positive individual factors highlighted in this research to explore how approaches to organisational development (through positive deviance) may reduce these tensions to enable the better fulfilment of ethical responsibilities within organisations. The involvement and active modelling of ethical behaviour by senior management, coupled with an open approach to surfacing organisational values and building HR procedures, which support socially responsible action, are crucial to achieving socially responsible organisations. Finally, this paper challenges the HR profession, through professional and academic institutions internationally, to embrace their role in achieving this. © 2013 Taylor & Francis.

Understanding the transformation of Germany's CDU

This book analyses the Christian Democratic Union of Germany (CDU), one of Europe’s most successful and influential political parties. The CDU might have been expected to struggle in the circumstances of a more diverse, secular reunified Germany, yet it has prospered to an extent almost unparalleled in western Europe. Chapters consider the CDU’s policies (the factors driving them, their variation across Germany, the relationship to women, and the welfare state), its organisational development and change, and its position within the party system. Contributors particularly emphasise the diversity of the CDU, and the way it varies across Germany’s regions. The CDU is compared to other Christian Democratic parties, and special consideration is given to the CDU’s Bavarian sister party, the Christian Social Union (CSU). This book was published as a special issue of German Politics.

VET: a strategic approach for economic, organisational and personal development in EU countries

Vocational Education and Training (VET) is a continuous long-term process of economic, organisational and personal development. It envisions the construction of dynamic skills to improve performance, productivity and organisational, personal and social development. This article focuses on generating skills. It frames training as a process of work-linked training and as a primary source for generating skills whilst seeking to boost creativity. It sheds light upon the discussion pertaining to learning transfer as a necessary condition to structure performance and competitiveness. It highlights the Learning Transfer System Inventory (LTSI), because it allows to measure the effectiveness of training and it identifies the organisations' weaknesses. The data used were collected from the Eurostat Database.