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breadtag sagas

Tales of travel, food, books, art & science…

Month: October 2022

Participative Workplace Design

4 October, 2022 tony6 psychological job requirements, applied behavioral sciences, autonomy, bureaucratic structures, bureaucratised workplace, Chris Phillips, collaboration, cooperation, deep slice, desirable future, disadvantaged worker, Douglas McGregor, Einar Thorsrud, elbow room, Elsecar Collieries, Eric Trist, Frances McDormand, Fred Emery, free trade zones, Gordon Gecko, greed is good, Haighmoor seam, happy, James O’Toole, job enrichment, job satisfaction, Jock MacNeish, Ken Bamforth, Leadership in Administration, learning, Marvin Weisbord, massive transfer of wealth, maze of techniques, meaningful work, Merrelyn Emery, mutual support, Naomi Klein, no chances, No Logo, no opportunities in life, Nomadland 2020, norm, Norwegian Industrial Democracy experiment, organisational change, organisational thermometer, organizational development, participative design, participative workplace design, participative workplace reform, Paul Hill, person-task relations, Philip Selznik, planning, privileged access to social resources, productive, quality of work life, Quality of Work Life Movement, QWL, respect, Robert Townsend, satisfying, scientific management, semi-autonomous groups, social climate, sociotechnical systems, strategic plan, Tavistock Institute for Human Relations, Taylorism, the assembly line, Theory X, Theory Y, TIHR, Tony Richardson, top management, turbulent environment, uncertainty, unemployed, Variety, work environment, Work in America, workers trapped in dehumanizing jobs, workplace reformLeave a comment

Have a look at breadtagsagas.com! Same blog complete stories.

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Featured Image: Jock Macneish and Tony Richardson The Choice 1994

ORT_Logo Breadtag Sagas ©: Author Tony,  4 October 2022

Participative Design  or Re-design of the Workplace

Main Points

  • Purposeful organisational change and participative workplace design are required to make an organisational thermometer meaningful.
  • Theory X and Theory Y revisited.
  • Formal studies of the quality of work life in the USA 1972 and Australia 1973.
  • An anecdotal overview of organisational change in the USA, Australia and other western countries since the 1970s.
  • Participative workplace design, a maze of techniques, and what it isn’t.
  • Learning from research at the TIHR (Tavistock Institute for Human Relations) and associated organisations.
  • What participative workplace reform is.
  • The six psychological requirements for a happy and productive workplace.

1 Context

Although not stated overtly it should have become obvious in the two previous articles on Fred Emery’s work 1 Causal Texture and 2 the Search Conference that one needs to strategically and operationally introduce change into those enterprises that want to adapt to a turbulent environment, whose salient characteristic is uncertainty. Part of that process requires new methods of planning as embodied in the Search Conference — for new directions, in new ways for new times.

The third element that is required in this era of change (uncertainty, planning) is to modify or reform the workplace (participative workplace design).

The other article in the series on 3 McQuitty Causal Path Analysis concerns a novel statistical method for analysing social data and social science surveys. The McQuitty statistical analysis is important in developing an organisation thermometer to measure progress in participative workplace re-design and reform.

An organisational thermometer is a tool to measure staff satisfaction in any largish enterprise in an ongoing way.

Continue reading “Participative Workplace Design” →
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