Journal articles: 'Design of the workplace'

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Karanika-Murray, Maria, and George Michaelides. "Workplace design." Journal of Organizational Effectiveness: People and Performance 2, no. 3 (September 7, 2015): 224–43. http://dx.doi.org/10.1108/joepp-08-2014-0048.

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Purpose – Although both job design and its broader context are likely to drive motivation, little is known about the specific workplace characteristics that are important for motivation. The purpose of this paper is to present the Workplace Characteristics Model, which describes the workplace characteristics that can foster motivation, and the corresponding multilevel Workplace Design Questionnaire. Design/methodology/approach – The model is configured as nine workplace attributes describing climate for motivation at two levels, psychological and organizational. The multilevel multi-time questionnaire was validated with data from 4,287 individuals and 212 workplaces and with integrated regulation as the criterion outcome. Findings – Multilevel factor analysis and regression indicated good internal reliability, construct validity, and stability over time, and excellent concurrent and predictive validity of the questionnaire. Practical implications – The model could help to optimize job and workplace design by contextualizing motivation. The questionnaire offers advancement over single-level climate measures as it is validated simultaneously at two levels. Further research can focus on overcoming the low response rate typical for online surveys, on need fulfillment as the mediating variable, and on the joint influence of job and workplace characteristics on organizational behavior. Originality/value – This work responds to calls to incorporate context in research into organizational behavior and job design. An understanding of the workplace is a first step in this direction. This questionnaire is the first to be validated at multiple levels of analysis. Ultimately, workplace design could support job design and the development of inherently motivating workplaces.

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Ayoub, Mohammed M. "Workplace Design." Journal of Occupational and Environmental Medicine 32, no. 4 (April 1990): 376. http://dx.doi.org/10.1097/00043764-199004000-00049.

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Roskams, Michael, and Barry Haynes. "Salutogenic workplace design." Journal of Corporate Real Estate 22, no. 2 (July 29, 2019): 139–53. http://dx.doi.org/10.1108/jcre-01-2019-0001.

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Purpose The purpose of this paper is to identify and discuss opportunities for health promotion through the workplace environment, adopting a “salutogenic” perspective of health which more explicitly focuses on factors that support human health and well-being, as opposed to factors which cause disease. Design/methodology/approach In the introduction, the salutogenic model of health and the Environmental Demands-Resources model are discussed, providing a conceptual framework to represent the workplace environment as a composite of pathogenic “demands” and salutogenic “resources”. Subsequently, a narrative review is performed to discuss the existing literature from the perspective of this novel framework, identifying environmental resources which might strengthen the three components of an employee’s “sense of coherence” (comprehensibility, manageability and meaningfulness), an individual orientation associated with more positive health outcomes. Findings Comprehensibility can be supported by effectively implementing a clear set of rules governing the use of the workplace. Manageability can be supported through biophilic design solutions, and through design which supports social cohesion and physical activity. Meaningfulness can be supported by recognising the importance of personal identity expression and through design which reinforces the employees’ sense of purpose. Originality/value The salutogenic perspective is a potentially valuable but relatively under-considered paradigm in workplace practice. The key contribution of this paper is to encourage researchers and practitioners to recognise the crucial role that an individual’s sense of coherence plays in supporting higher levels of physical and mental health, so that they increase their ability to provide truly “healthy” workplaces, capable of promoting health as well as minimising the risk of disease.

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Tanaka, Ryohei. "Future workplace design." Displays 23, no. 1-2 (April 2002): 41–48. http://dx.doi.org/10.1016/s0141-9382(02)00008-2.

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Löffler, Diana, Birgit Wallmann-Sperlich, Juri Wan, Jennifer Knött, Anna Vogel, and Jörn Hurtienne. "Office Ergonomics Driven by Contextual Design." Ergonomics in Design: The Quarterly of Human Factors Applications 23, no. 3 (July 2015): 31–35. http://dx.doi.org/10.1177/1064804615585409.

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Following contextual design, we identified motivational and social aspects, as well as environmental factors of desk-based office workplaces, that contribute to sedentary behavior in the workplace. Through 10 full-day work observations, we gathered detailed qualitative data on why and when workers sit and unveiled tacit knowledge about habits and physical workplace layouts that favor prolonged sitting, complementing the mostly quantitative research done in the field. Developing social motivations for standing and walking, distributing frequently used objects to require more walking, and reducing the attractiveness of sitting turned out to be key drivers for reducing and interrupting sedentary behavior.

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Rauof, A. "Computer‐aided Workplace Design." Work Study 40, no. 4 (April 1991): 16–19. http://dx.doi.org/10.1108/eum0000000002650.

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Sendall, Marguerite C., Phil Crane, Laura McCosker, Marylou Fleming, Herbert C. Biggs, and Bevan Rowland. "Truckies and health promotion: using the ANGELO framework to understand the workplace’s role." International Journal of Workplace Health Management 10, no. 6 (December 4, 2017): 406–17. http://dx.doi.org/10.1108/ijwhm-09-2017-0070.

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Purpose Workplaces are challenging environments which place workers at the risk of obesity. This is particularly true for Australian road transport industry workplaces. The Analysis Grid for Environments Linked to Obesity (ANGELO) framework is a public health tool which can be used to conceptualise obesogenic environments. It suggests that workplaces have a variety of roles (in the physical, economic, political and sociocultural domains) in responding to obesity in transport industry workplaces. The purpose of this paper is to present the findings which explore this idea. Design/methodology/approach The project used a mixed-methods approach located within a participatory action research framework, to engage workplace managers and truck drivers in the implementation and evaluation of workplace health promotion strategies. The project involved six transport industry workplaces in Queensland, Australia. Findings This study found that transport industry workplaces perceive themselves to have an important role in addressing the physical, economic, political and sociocultural aspects of obesity, as per the ANGELO framework. However, transport industry employees – specifically, truck drivers – do not perceive workplaces to have a major role in health; rather, they consider health to be an area of personal responsibility. Practical implications Balancing the competing perceptions of truck drivers and workplace managers about the workplace’s role in health promotion is an important consideration for future health promotion activities in this hard-to-reach, at-risk population. Originality/value The use of the ANGELO framework allows the conceptualisation of obesity in a novel workplace context.

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Di Marino, Castrese, Andrea Rega, Ferdinando Vitolo, Stanislao Patalano, and Antonio Lanzotti. "A new approach to the anthropocentric design of human–robot collaborative environments." ACTA IMEKO 9, no. 4 (December 17, 2020): 80. http://dx.doi.org/10.21014/acta_imeko.v9i4.743.

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<p class="Abstract">This paper deals with collaborative robotics by highlighting the main issues linked to the interaction between humans and robots. A critical study of the standards in force on human–robot interaction and the current principles on workplace design for human–robot collaboration (HRC) are presented. The paper focuses on an anthropocentric paradigm in which the human becomes the core of the workplace in combination with the robot, and it presents a basis for designing workplaces through two key concepts: (i) the introduction of human and robot spaces as elementary spaces and (ii) the dynamic variations of the elementary spaces in shape, size and position. According to this paradigm, the limitations of a safety-based approach, introduced by the standards, are overcome by positioning the human and the robot inside the workplace and managing their interaction through the elementary spaces. The introduced concepts, in combination with the safety prescriptions, have been organised by means of a multi-level graph for driving the HRC design phase. The collaborative workplace is separated into sublevels. The main elements of a collaborative workplace are identified and their relationships presented by means of digraphs. </p>

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Aly, Shady, Jan Tyrychtr, and Ivan Vrana. "Optimizing Design of Smart Workplace through Multi-Objective Programming." Applied Sciences 11, no. 7 (March 29, 2021): 3042. http://dx.doi.org/10.3390/app11073042.

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Smart environments have proven very supportive to the improvement of the performance of people in different workplaces. Plenty of applications have been introduced spanning different settings including healthcare, ambient assisted living, homes, offices, and manufacturing environment, etc. However, subjectivity and ambiguity prevail in the majority of research, and still, up to date, rare approaches found quantitatively and objectively constructing or assessing the impact of smart enabling technologies on the performance of the subject environment. Further, no approaches have considered optimizing the adoption of those smart technologies with respect to objectives achievement. This article presents a novel optimization methodology for designing a smart workplace environment in conditions of ambiguity or fuzziness. The methodology begins with defining and weighing the overall goals and objectives of the workplace. The Prometthe multi-criterion decision-making technique is used to weigh the operational objectives with respect to the overall workplace goals. Next, the relation among basic building blocks of the model; namely: the operational objectives, smartness features, and smart enabling technologies are quantified, utilizing fuzzy relations. Then, the fuzzy goal programming techniques will be utilized to optimize the impact relation values while considering the budget constraint. The proposed optimization methodology is implemented on the development and optimization of the smart clinic, as a typical instance of the workplace.

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Hui, Felix, and Lu Aye. "Occupational Stress and Workplace Design." Buildings 8, no. 10 (September 23, 2018): 133. http://dx.doi.org/10.3390/buildings8100133.

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The World Green Building Council (WGBC) advocates improvements in employee health, wellbeing, and productivity in buildings as people are about 90% of an organisation’s expense and well exceed building costs and energy costs. It was reported that earlier research on workplace design primarily focused on physical arrangement of employees’ immediate work area, and ambient environmental qualities of the work area. Building organisation, exterior amenities, and site-planning have been given less attention. Therefore, we examine more closely the health relevance of both proximal and remote aspects of workplace design. Occupational stress is a complex phenomenon that is dynamic and evolving over time. This investigation reviews the existing fundamental conceptual models of occupational stress, workplace design, and connection to nature. It aims to develop an improved model relevant to work place design and occupational stress linked with connection to nature. The proposed improved model is presented with an appropriate causal loop diagram to assist in visualizing how different variables in a system are interrelated. The developed model highlights how connection to nature in workspaces can function as a work resource with a dual effect of improving physical wellbeing and psychological wellbeing.

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Anjum, Nomana, Roland Ashcroft, and Jeanette Paul. "Privacy in the Workplace Design." Design Journal 7, no. 1 (March 2004): 27–42. http://dx.doi.org/10.2752/146069204789355236.

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Sugden, Phil. "How workplace design drives productivity." Strategic HR Review 18, no. 5 (October 14, 2019): 237–38. http://dx.doi.org/10.1108/shr-10-2019-170.

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Askov, Eunice N. "Curriculum Design for Workplace Literacy." Adult Learning 3, no. 8 (June 1992): 12–13. http://dx.doi.org/10.1177/104515959200300804.

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Lõun, K., J. Lavin, J. Riives, and T. Otto. "High performance workplace design model." Estonian Journal of Engineering 19, no. 1 (2013): 47. http://dx.doi.org/10.3176/eng.2013.1.05.

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DeGreve, Thomas B., and M. M. Ayoub. "A workplace design expert system." International Journal of Industrial Ergonomics 2, no. 1 (November 1987): 37–48. http://dx.doi.org/10.1016/0169-8141(87)90006-0.

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Flimel, Marián, and Darina Dupláková. "Application of the Ergonomic Redesign in Terms of Workplace Rationalization." Applied Mechanics and Materials 718 (December 2014): 239–44. http://dx.doi.org/10.4028/www.scientific.net/amm.718.239.

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Workplace redesign is a part of the ergonomic rationalization. Article is focused on the classification of redesign workplaces and life-cycle redesign. The optimal sequence of design creation is described as well as the example of ergonomic CNC workplace rationalization. The second part of the article is focused on the simulation and verification the model of workplace using by software Witness.

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Georgakopoulos, Alexia, and Michael P. Kelly. "Tackling workplace bullying." International Journal of Workplace Health Management 10, no. 6 (December 4, 2017): 450–74. http://dx.doi.org/10.1108/ijwhm-11-2016-0081.

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Purpose The purpose of this paper is to raise awareness of the benefits of wellness programs for contemporary organizations and aids in tackling workplace bullying. Design/methodology/approach This study used a qualitative design and employs a new empirical approach to tackle workplace bullying. With over a hundred working professionals engaged in focus groups and facilitation methodologies for a total of five workshops and 60 hours, this study suggests a new framework for intervening in workplace bullying that considers workplace wellness as a system. Findings The findings revealed that these professionals perceived workplace wellness as a formidable component of the health and success of employees, organizations, and community, and perceived workplace bullying as a serious threat to physical and mental wellness. Employee participation and involvement in the design of workplace wellness programs was viewed as essential to the success of these programs in organizations. Research limitations/implications This research has implications as it expands understanding and discovery into what aids employees to reduce their stress, fatigue, anxiety, and other conditions that lead to conflict or bullying in workplaces. It gives attention to a system of wellness that is vital to people and their organizations. Practical implications Study participants consistently asserted their desire to be active participants in establishing workplace wellness programs that effectively address workplace bullying, systems that enhance safety, and health. Social implications This study highlights the role organizations play in shaping individual and community physical and mental well-being, health, and safety through effective workplace wellness programs. Originality/value This study should be helpful to organizations and researchers looking to address workplace wellness, safety, and bullying in a context broader than just liability and the cost savings of employee physical health, and may further add to the discussions of workplace wellness policy and regulation.

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Ender, Johanna, Jan Cetric Wagner, Georg Kunert, Fang Bin Guo, Roland Larek, and Thorsten Pawletta. "CONCEPT OF A SELF-LEARNING WORKPLACE CELL FOR WORKER ASSISTANCE WHILE COLLABORATION WITH A ROBOT WITHIN THE SELF-ADAPTING-PRODUCTION-PLANNING-SYSTEM." Informatyka, Automatyka, Pomiary w Gospodarce i Ochronie Środowiska 9, no. 4 (December 15, 2019): 4–9. http://dx.doi.org/10.35784/iapgos.36.

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For some time, the focus of past research on industrial workplace designs has been the optimization of processes from the technological point of view. Since human workers have to work within this environment the design process must regard Human Factor needs. The operators are under additional stress due to the range of high dynamic processes and due to the integration of robots and autonomous operating machines. There have been few studies on how Human Factors influence the design of workplaces for Human-Robot Collaboration (HRC). Furthermore, a comprehensive, systematic and human-centred design solution for industrial workplaces particularly considering Human Factor needs within HRC is widely uncertain and a specific application with reference to production workplaces is missing. The research findings described in this paper aim the optimization of workplaces for manual production and maintenance processes with respect to the workers within HRC. In order to increase the acceptance of integration of human-robot teams, the concept of the Assisting-Industrial-Workplace-System (AIWS) was developed. As a flexible hybrid cell for HRC integrated into a Self-Adapting-Production-Planning-System (SAPPS) assists the worker while interaction.

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Gualtieri, Luca, Erwin Rauch, Rafael Rojas, Renato Vidoni, and Dominik T. Matt. "Application of Axiomatic Design for the Design of a Safe Collaborative Human-Robot Assembly Workplace." MATEC Web of Conferences 223 (2018): 01003. http://dx.doi.org/10.1051/matecconf/201822301003.

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In the context of the Industry 4.0 wave, which is currently making its way into production engineering research, human robot collaboration is also a very important topic. With new technologies and ever more intelligent control systems for machines and robots, the cooperation between human and machine has become easier. In the smart factory of the future, robots are working hand in hand with people and support them, when their assistance is needed. However, the implementation of such collaborative human-robot workplaces is not so easy in practice. The design of collaborative workplaces also presents completely new challenges in terms of safety of the worker. Such a complex problem requires a systematic and structured approach for concept design, in order to avoid loops in the design stage or even worse during implementation. The research team therefore uses a laboratory case study to show how Axiomatic Design can be used as a method to design collaborative human-robot workstations. First, functional requirements for such workplaces are defined. Based on the functional requirements, the design parameters are derived by using the Axiomatic Design mapping and decomposition process. The result is a concept study for a collaborative workplace in the laboratory environment based on Axiomatic Design.

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Peng, Yen-Chun, Liang-Ju Chen, Chen-Chieh Chang, and Wen-Long Zhuang. "Workplace bullying and workplace deviance." Employee Relations 38, no. 5 (August 1, 2016): 755–69. http://dx.doi.org/10.1108/er-01-2016-0014.

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Purpose – The purpose of this paper is to examine the relationship between workplace bullying and workplace deviance. This study also examined the mediating effect of emotional exhaustion and the moderating effect of core self-evaluations (CSE) in the relationship between workplace bullying and workplace deviance. Design/methodology/approach – Convenience sampling was used in this study; 262 caregivers at a long-term care institution in Taiwan participated in the study. Findings – The results of this study showed that workplace bullying positively and significantly influenced workplace deviance; emotional exhaustion fully mediated the relationship between workplace bullying and deviance; and CSE significantly moderated the relationship between workplace bullying and deviance. Research limitations/implications – The self-reporting method and cross-sectional research design adopted in this study might have resulted in common method variance and limited the ability to make causal inferences. This study suggest future studies to obtain measures of predictor and criterion variables from different sources or ensure a temporal, proximal, or psychological separation between predictor and criterion in the collection of data to avoid the common method bias. Practical implications – Businesses should establish a friendly work environment and prevent employees from encountering workplace bullying. Next, an unbiased process for internal complaints should be established. Finally, this study suggests recruiting employees with high CSE. Originality/value – This study was the first to simultaneously consider the effect of emotional exhaustion (a mediator) and CSE (a moderator) on the relationship between workplace bullying and workplace deviance.

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Boge, Knut, Alenka Temeljorov Salaj, Ida Bakken, Magnus Granli, and Silje Mandrup. "Knowledge workers deserve differentiated offices and workplace facilities." Facilities 37, no. 1/2 (February 4, 2019): 38–60. http://dx.doi.org/10.1108/f-01-2018-0002.

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PurposeThe purpose of this paper is to investigate factors that influence effective workplace designs for knowledge workers.Design/methodology/approachDuring spring 2016, the employees in a large institution for research and higher education, a large consultancy company and a medium-sized consultancy company (in total 4367 employees) in Norway received invitations to participate in an anonymous online survey about workplaces and facilities. In all, 1,670 employees answered the survey (38.2 per cent response rate). The data have been analyzed with IBM SPSS version 23, among others through use of exploratory factor analysis and two-way ANOVA.FindingsMost respondents at the institution for research and higher education have cell offices. Most respondents in the two consultancy companies have open and flexible offices. This paper indicate the respondents’ preferences or perception of their workstation and the workplace’s fit for their tasks is affected both by the respondents’ type of office and how much time they spend at their workstation during the week. There are also possible age or generation effects.Research limitations/implicationsOne methodical weakness in the present paper is that two-way ANOVA has been applied on survey data. Experiments are usually arranged to provide almost equal numbers of observations in each category. This is usually not possible with survey data. However, despite this weakness, the present paper provides several findings that challenge some of the workplace research’s taken for givens.Practical implicationsThe present paper indicates that facility managers and others responsible for office and workplace design are advised to take the employees’ tasks and work patterns into consideration when designing workplaces and providing offices and workstations to their end-users. The present paper also indicates that employees require different kinds of support facilities and services depending on what kind of offices and workplaces they have.Originality/valueThis is a large N empirical study among knowledge workers in three organizations, one public administration and two private enterprises. The present paper indicate that provision of offices and workstations with supporting facilities should be differentiated according to the end-users’ work tasks and work patterns.

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Chan, Jeffrey K., Sara L. Beckman, and Peter G. Lawrence. "Workplace Design: A New Managerial Imperative." California Management Review 49, no. 2 (January 2007): 6–22. http://dx.doi.org/10.2307/41166380.

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SOTOYAMA, Midori, and Susumu SAITO. "Visual requirements for comfortable workplace design." Japanese journal of ergonomics 29, no. 2 (1993): 75–80. http://dx.doi.org/10.5100/jje.29.75.

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Feyen, Robert, Yili Liu, Don Chaffin, Glenn Jimmerson, and Brad Joseph. "New Software Tools Improve Workplace Design." Ergonomics in Design: The Quarterly of Human Factors Applications 7, no. 2 (April 1999): 24–30. http://dx.doi.org/10.1177/106480469900700206.

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Yadav, Rajvir, and V. K. Tewari. "Tractor operator workplace design—A review." Journal of Terramechanics 35, no. 1 (January 1998): 41–53. http://dx.doi.org/10.1016/s0022-4898(98)00011-1.

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Udosen, U. J. "Computerized workplace design using CADWORK heuristics." Work Study 52, no. 7 (December 2003): 358–63. http://dx.doi.org/10.1108/00438020310502660.

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Lahtinen, Marjaana, Virpi Ruohomäki, Annu Haapakangas, and Kari Reijula. "Developmental needs of workplace design practices." Intelligent Buildings International 7, no. 4 (January 20, 2015): 198–214. http://dx.doi.org/10.1080/17508975.2014.1001315.

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O'Donnell, M. P. "Design of workplace health promotion programs." Journal of Safety Research 18, no. 1 (March 1987): 47. http://dx.doi.org/10.1016/0022-4375(87)90074-0.

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Thomsen, Jane Dyrhauge, Hans K. H. Sønderstrup-Andersen, and Renate Müller. "People–plant Relationships in an Office Workplace: Perceived Benefits for the Workplace and Employees." HortScience 46, no. 5 (May 2011): 744–52. http://dx.doi.org/10.21273/hortsci.46.5.744.

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The study presented in this article represents an initial attempt to generate in-depth information about how ornamental plants in real-life office workplaces interact with workplace characteristics, thus influencing working environment and well-being of the employees. Using a qualitative, explorative, and inductive case-study design, the study provides an example of how a cross-disciplinary unit engaged in administrative office work at a Danish institution applied ornamental plants. The results document that ornamental plants are an integrated part of the workplace. The employees used ornamental plants in numerous ways to either actively manipulate different aspects of the surroundings or more passively cope with demands from the surroundings. Furthermore, the use of the ornamental plants was structured by a number of factors: culture and traditions, provisional orders, organizational structures, practices, values and history, company policies, and characteristics of the indoor architectural environment. Ornamental plants were perceived as affecting many aspects of the working environment (e.g., the physical surroundings, the social climate, image of the workplace, etc.), the individual's well-being (e.g., mood, general well-being, emotions, self confidence, etc.), and to some degree the workplace's competitiveness. However, the actual effects were the results of a complex interaction among the way the ornamental plants were applied, characteristics of the present ornamental plants (e.g., size, species and condition), and characteristics of the individual employee (e.g., personal experiences, preferences, and values).

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Moon, Hayoun, and Woojin Park. "Evaluating Postural Risk Level of Digitally Represented Workplace: Analyzing Postural Possibilities." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 64, no. 1 (December 2020): 872–73. http://dx.doi.org/10.1177/1071181320641202.

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Eliminating awkward and stressful working postures through the ergonomics workplace design is important in preventing work-related musculoskeletal disorders. However, effective design tools are currently lacking. Different postural analysis tools have been proposed to help evaluate workplaces in the level of postural stresses experienced by the workers, but they are not capable of supporting the proactive ergonomics in design. In an effort to address the problem, this study presents a novel memory-based workplace evaluation (MBWE) model. When given an input scenario expressed in terms of the worker anthropometric characteristics, the task requirement, and the geometric descriptions of the to-be-evaluated workplace design, the model computes the range of feasible working postures for the scenario, determines their postural stress levels, and presents a report on the overall postural risk level of the input scenario. The MBWE model combines the memory-based posture planning (MBPP) model and the Ovako working posture analysis (OWAS) method.

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Totterdill, Peter, and Rosemary Exton. "Defining workplace innovation." Strategic Direction 30, no. 9 (August 5, 2014): 12–16. http://dx.doi.org/10.1108/sd-09-2014-0112.

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Purpose – This paper aims to introduce the ‘Fifth Element’ as ‘joint intelligence’ shared by all stakeholders in the workplace and at the wider economic and social level, and aimed at closing the evidence-practice gap. Design/methodology/approach – The mutually reinforcing impact of practices based on employee involvement and participation at all levels of an organisation can create a tangible effect in workplaces, which is hard to quantify but which is often described in terms of “culture” and “employee engagement”. Findings – The first four elements comprise Job Design and Work Organisation; Structures and Systems; Learning, Reflection and Innovation; and Workplace Partnership. When these combine successfully, the outcome can be remarkable producing a tangible and sustainable change in the day-to-day culture of an organization, which includes across the board improvements in communications, leadership and employee engagement, higher performance, enhanced customer care and a self-perpetuating regime of innovation. Originality/value – The metaphor of the Fifth Element is a useful way of capturing this essence, describing an alchemic transformation that can only take place when the other four elements combine.

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Greene, Catherine, Lottie Crumbleholme, and Jeremy Myerson. "Sustainable cultures." Facilities 32, no. 7/8 (April 28, 2014): 438–54. http://dx.doi.org/10.1108/f-03-2013-0020.

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Purpose – This paper aims to describe a design research project which looked at how to support facility managers engage employees in behaviour change to create more environmentally sustainable workplaces and work styles. Design/methodology/approach – The multi-disciplinary research team used ethnographic and user-centred design methodologies to get employees’ perspectives on environmental sustainability in the workplace. This involved in-depth interviews and workplace observations to understand employees’ views on sustainability in their organisation; workshops to explore attitudes towards sustainability; and design provocations to explore how employees might be motivated to act more sustainably. Findings – The research demonstrated the different understandings people have of what sustainability in the workplace should mean and whose responsibility they think it should be. The results were developed into a model of four different sustainability cultures, pragmatist, libertarian, housekeeper and campaigner, based upon people’s perception of the cost of sustainability to both company and employees. This model can be used to provide insight into the predominant sustainability culture of an organisation as well as the attitudes of individual employees. Originality/value – The research has been compiled into a toolkit, “The Sustainable Cultures Engagement Toolkit”, aimed at FM and workplace managers, which uses this model as the basis to provide information about how best to communicate with employees about environmental sustainability in the workplace and how to motivate behavioral change. This research demonstrates a user-centred design approach to address these challenges.

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Brand, Sarah L., Lora E. Fleming, and Katrina M. Wyatt. "Tailoring Healthy Workplace Interventions to Local Healthcare Settings: A Complexity Theory-Informed Workplace of Well-Being Framework." Scientific World Journal 2015 (2015): 1–8. http://dx.doi.org/10.1155/2015/340820.

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Many healthy workplace interventions have been developed for healthcare settings to address the consistently low scores of healthcare professionals on assessments of mental and physical well-being. Complex healthcare settings present challenges for the scale-up and spread of successful interventions from one setting to another. Despite general agreement regarding the importance of the local setting in affecting intervention success across different settings, there is no consensus on what it is about a local setting that needs to be taken into account to design healthy workplace interventions appropriate for different local settings. Complexity theory principles were used to understand a workplace as a complex adaptive system and to create a framework of eight domains (system characteristics) that affect the emergence of system-level behaviour. This Workplace of Well-being (WoW) framework is responsive and adaptive to local settings and allows a shared understanding of the enablers and barriers to behaviour change by capturing local information for each of the eight domains. We use the results of applying the WoW framework to one workplace, a UK National Health Service ward, to describe the utility of this approach in informing design of setting-appropriate healthy workplace interventions that create workplaces conducive to healthy behaviour change.

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K. Dimoff, Jennifer, E. Kevin Kelloway, and Aleka M. MacLellan. "Health and performance: science or advocacy?" Journal of Organizational Effectiveness: People and Performance 1, no. 3 (September 2, 2014): 316–34. http://dx.doi.org/10.1108/joepp-07-2014-0031.

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Purpose – The purpose of this paper is to examine the literature assessing the return-on-investment (ROI) of healthy workplace programs. Design/methodology/approach – Used a narrative review to summarize and evaluate findings. Findings – Although substantial ROI data now exist, methodological and logical weaknesses limit the conclusions that can be drawn. Practical implications – A strategy for monetizing the benefits of healthy workplaces that draws on both human resource accounting and strategic human resource management is described. Social implications – The promotion of healthy workplaces is an important goal in its own right. To the extent that ROI estimates are important in advancing this goal, these estimates should be based on clear logic and strong methodology. Originality/value – The paper suggests the need for stronger research designs but also note the difficulties in monetizing outcomes of the healthy workplace.

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Hassanain, Mohammad A., Ali K. Alnuaimi, and Muizz O. Sanni-Anibire. "Post occupancy evaluation of a flexible workplace facility in Saudi Arabia." Journal of Facilities Management 16, no. 2 (May 8, 2018): 102–18. http://dx.doi.org/10.1108/jfm-05-2017-0021.

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Purpose This paper aims to present an assessment of user satisfaction of an innovative workplace design, otherwise known as flexible workplaces. Design/methodology/approach The study first sought to establish the level of flexibility of the workplace through the identification of flexibility criteria presented in a checklist format. In total, 29 criteria were identified and subsequently assigned weights by ten professionals. These professionals further assessed a case study office building through a walkthrough exercise to determine its level of flexibility. Furthermore, a post occupancy evaluation (POE) was conducted to assess the level of users’ satisfaction with functional performance elements. Questionnaire surveys were administered to 142 users, with a 63 per cent response rate. The feedback was analyzed and presented using the mean satisfaction index approach. Findings The results showed that the total flexibility achieved by the facility is 67.63 per cent, which is considered to be “averagely flexible”. The POE results also showed that users were strongly dissatisfied (SD) with the “adequate number of enclosed offices,” which is one of the corner-stones of flexibility where open-plan offices are strongly encouraged. Users expressed dissatisfaction with other issues, while their overall satisfaction with the facility was noted. Originality/value This study is based on the premise that innovative workplace facilities will only fulfill its intended objectives if designers consider the satisfaction of its users. The study makes a specific contribution in the assessment of workplace flexibility and occupants’ satisfaction of flexible workplaces. This will be of significant value to facility managers, designers and space planners involved in the design and management of workplace facilities.

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Sarkar, Anita. "Step-by-step to stopping the cyber-bully." Human Resource Management International Digest 23, no. 7 (October 12, 2015): 31–33. http://dx.doi.org/10.1108/hrmid-07-2015-0129.

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Purpose – Describes the role of HR in addressing traditional bullying and cyber-bullying at the workplace. Design/methodology/approach – Explains how organizations can design policy guidelines to tackle the issue of bullying and, thereby, help every employee to contribute to his or her best ability. Findings – Argues that the proliferation of electronic communication has made cyber-bullying rampant in workplaces and has devastating effects on some employees. Practical implications – Advances the view that creating a zero-tolerance policy against bullying, using technological help, conducting structured interviews, providing an employee-sensitization program, crafting effective job design and, from time to time, taking employees’ opinion can go a long way in ensuring a safe workplace for all. Social implications – Shows that bullying in any form is a social menace both for employees and the organization, and it needs to be nipped in the bud. Originality/value – Provides insights into how organizations can effectively address the issue of bullying at the workplace.

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Haznadarević, Lutvo, Novak Milošević, Dragana Gardašević, Nebojša Ćurčić, and Evica Stojiljković. "Ergonomic approach to workplace (re)design during loads handling." Safety Engineering 11, no. 1 (2021): 7–13. http://dx.doi.org/10.5937/se2101007h.

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Manual handling of loads is a set of activities that involve physical strain during work. For this reason, it is necessary to create ergonomically sound workplaces, which will help improve health and safety in the workplace. The paper describes an approach, which includes ergonomic and productivity factors, for choosing the optimal alternative for loads handling using multicriteria analysis. The purpose of this approach is to select the most important criteria to make decisions on how to reorganize the work process, as well as to meet ergonomic performance goals, all with minimal impact on the company's productivity. The objective of this paper is to analyse and select the optimal alternative for manual handling of loads using the Analytic Hierarchy Process method. The results of the research revealed that handling loads is a more optimal solution when performed by a single person, taking into account ergonomics and productivity aspects, compared to working in pairs or using conveying systems as transport AIDS.

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Park, Namchoon. "User Experience Design for future workplace based on IoT." Journal of the HCI Society of Korea 12, no. 4 (November 30, 2017): 57–64. http://dx.doi.org/10.17210/jhsk.2017.11.12.4.57.

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Ridyard, David T., Thomas G. Bobick, and Barry S. Starkman. "Ergonomics Awareness Training for Workplace Design Engineers." Applied Occupational and Environmental Hygiene 5, no. 11 (November 1990): 771–81. http://dx.doi.org/10.1080/1047322x.1990.10387788.

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Herwanto, D., and A. Suzianti. "Workplace Design Process at Indonesian Manufacturing SMEs." IOP Conference Series: Materials Science and Engineering 847 (May 28, 2020): 012073. http://dx.doi.org/10.1088/1757-899x/847/1/012073.

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Trickett, Terry. "Workplace Design: Its Contribution towards Total Quality." Facilities 9, no. 10 (October 1991): 7–12. http://dx.doi.org/10.1108/eum0000000002161.

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Mawson, Andrew. "Benefits, Costs and the Workplace Design Process." Facilities 12, no. 8 (August 1994): 15–19. http://dx.doi.org/10.1108/02632779410062344.

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Kromhout, H. "Design of measurement strategies for workplace exposures." Occupational and Environmental Medicine 59, no. 5 (May 1, 2002): 349–54. http://dx.doi.org/10.1136/oem.59.5.349.

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Abdel-Moty, Elsayed, and Tarek M. Khalil. "Computer aided design of the sitting workplace." Computers & Industrial Engineering 11, no. 1-4 (January 1986): 22–26. http://dx.doi.org/10.1016/0360-8352(86)90042-2.

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Hanson, Lars, Lena Sperling, Gunvor Gard, Staffan Ipsen, and Cindy Olivares Vergara. "Swedish anthropometrics for product and workplace design." Applied Ergonomics 40, no. 4 (July 2009): 797–806. http://dx.doi.org/10.1016/j.apergo.2008.08.007.

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Kojo, Inka Vuokko Ilona, and Suvi Nenonen. "Places for multi-locational work – opportunities for facilities management." Facilities 33, no. 1/2 (February 2, 2015): 20–37. http://dx.doi.org/10.1108/f-05-2013-0043.

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Purpose – This research aims to aggregate and categorise distinct places for multi-locational work from the 1960s until today. Based on an understanding of the user needs connected to these locations, the paper aims to identify the service concepts and workplace design solutions by which these needs can be met. Design/methodology/approach – The literature review is based on academic journal papers, reports and books related to the topic. Findings – The paper categorises the main multi-locational workplace locations, namely, organisational offices, home offices, mobile workplaces and flexible offices. The user needs in these locations vary from concept to concept, and therefore, the service offers are distinct. Based on the results, the service provision of organisational offices and flexible offices should focus on providing users with the chance for socialisation using collaborative space solutions and community management policies. In the cases of home offices and mobile workplaces, service provision should instead emphasise ensuring functionalities such as efficient virtual connectivity and accessibility. Additionally, more concept-specific user needs are identified. Research limitations/implications – The paper offers an overview of and framework for future research and concept development. The limitations of cultural differences could have been investigated more. Practical implications – The results provide insight into the purposes of facilities management and workplace design when developing service concepts for multi-locational workplaces. Originality/value – The paper establishes a literature-based framework for the service concepts of places for multi-locational work.

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Elkjaer, Bente, and Niels Christian Mossfeldt Nickelsen. "Intervention as workplace learning." Journal of Workplace Learning 28, no. 5 (July 11, 2016): 266–79. http://dx.doi.org/10.1108/jwl-09-2015-0064.

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Purpose The purpose of this paper is to illustrate how workplace interventions may benefit from a simultaneous focus on individuals’ learning and knowledge and on the situatedness of workplaces in the wider world of changing professional knowledge regimes. This is illustrated by the demand for evidence-based practice in health care. Design/methodology/approach The paper is based on a case study in a public post-natal ward in a hospital in Denmark in which one of the authors acted as both a consultant initiating and leading interventions and a researcher using ethnographic methods. The guiding question was: How to incorporate the dynamics of the workplace when doing intervention in professionals’ work and learning? Findings The findings of the paper show how workplace interventions consist of heterogeneous alliances between politics, discourse and technologies rather than something that can be traced back to a single plan or agency. Furthermore, the paper proposes, a road down the middle, made up by both an intentional and a performative model for intervention. Originality/value Intervention in workplaces is often directed towards changing humans, their behaviour, their ways of communicating and their attitudes. This is often furthered through reflection, making the success of intervention depend on individuals’ abilities to learn and change. In this paper, it is shown how intervention may benefit from bringing in workplace issues like different professional knowledge regimes, hierarchical structures, materiality, politics and power.

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Hewett, Suniti, Karen Becker, and Adelle Bish. "Blended workplace learning: the value of human interaction." Education + Training 61, no. 1 (January 14, 2019): 2–16. http://dx.doi.org/10.1108/et-01-2017-0004.

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Purpose The purpose of this paper is to study the use of blended learning in the workplace and questions whether interpersonal interaction facilitates learner engagement (specifically behavioral, cognitive and/or emotional engagement), and if so, the means by which this occurs. Design/methodology/approach A qualitative approach was taken to this exploratory study, a single-case study design was utilized, and data collection methods involved interviews with facilitators and past participants of a blended workplace learning (BWL) program. Findings Human interaction in the BWL program included learner–facilitator, learner–learner and learner–colleague interaction. Where human interaction was present, it was reported to be linked with more active behavioral engagement, higher cognitive engagement and stronger and more positive emotional engagement than where human interaction was absent. Research limitations/implications The single-case study design does not allow for generalizability of findings. Reliance on self-reported data through interviews without cross-validation from other forms of measurement is a further limitation of the study. Practical implications Effective blended learning programs for workplaces are those that provide opportunities for learners to engage through human interaction with facilitators, other learners and colleagues. The findings advance current knowledge of BWL, and have implications for human resource development professionals, and designers and facilitators of blended learning programs for workplaces. Originality/value The study contributes to existing literature on blended learning in the workplace and emphasizes the importance of ensuring that human interaction is still an element of blended learning to maximize the benefits to learners and organizations.

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Han, Ki-Soon, and Pooja Garg. "Workplace democracy and psychological capital: a paradigm shift in workplace." Management Research Review 41, no. 9 (September 17, 2018): 1088–116. http://dx.doi.org/10.1108/mrr-11-2016-0267.

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Purpose This paper aims to explore the role of workplace democracy in generating psychological capital, which is an inevitable paradigm for the contemporary organizations. The study also provides a conceptual framework which connotes the nexus between the two constructs. Design/methodology/approach The study is qualitative in nature and uses content analysis to identify the determinants of workplace democracy and psychological capital. Furthermore, the study used SPSS macro, i.e. PROCESS, a computational tool for calculating inter-coder reliability by using KALPHA, i.e. Krippendorff’s alpha reliability estimate (Hayes, 2013; Krippendorff, 2011). Findings The present study adds to the literature by signaling the dire need for building democratic workplaces and offers significant insights for the management and human resource practitioners to cultivate workplace democracy to build their employees’ psychological strengths, which in turn will result in enhanced organizational outcomes. Originality/value The present study brings attention toward the necessity for a shift in the generic organizational strategies and instigate organizations to nurture a democratic setup for developing employees’ psychological capital.

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Levin, Arnold Craig. "Changing the role of workplace design within the business organisation: A model for linking workplace design solutions to business strategies." Journal of Facilities Management 3, no. 4 (December 1, 2005): 299–311. http://dx.doi.org/10.1108/14725960510630489.

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With the continuous changing nature of work and increasing demands on business organisations to remain competitive and to continually innovate, while controlling ever increasing real estate costs, the role of the workplace remains the battle ground between an organisation's cost savings strategy, its efforts to retain the status quo, serve as a facilitator of change and stand as a visual statement of the brand. While organisations continue to build facilities that range from newer adaptations of their previous model to what some may deem radical departures with the goal of creating new ways of working, the selection of what course of planning direction to take is still often left to a methodology that is removed from the long‐term strategic objectives of the organisation. Even organisations wishing to use the workplace as an enabler of transformation rely on the imagery of more open and collaborative work areas as the basis for change. Rarely is a connection made to the business strategy and business model of the organisation. Recognising that no matter what the organisational model, work processes are becoming more and more collaborative in nature, businesses appear to be confusing the design of collaborative workspaces with connections to a business strategy. This has created a vacuum in the perception of the role of the workplace within the business organisation and on the way in which workplace‐planning concepts are developed by design consultants. This paper attempts to identify the underlying issues that differentiate workplace design from workplace design strategies and to present a new way of developing these strategies that will change the perceived role of the workplace within the organisation.

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Journal articles on the topic 'Design of the workplace'

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