What's working: Briefing and evaluating workplace performance improvement
|URL (web address)||http://www.occupier.org/articles/article9.pdf|
|Notes||ID: BRADLEY2001A; A thoughtful analysis, published in 2001 and reproduced here with the author's permission. Bradley alludes to a 1999 review of some 150 sources noting the same general deficiencies as we found in compiling the first occupier.org report, especially the narrow focus on individual measures of task productivity which, even if the carry academic rigour, do not answer the needs of business for more holistic understandings of impacts that are relevant for them, impacts such as: Ã¢Ëâ¢supporting new business strategy and marketplace repositioning Ã¢Ëâ¢sustaining organisational development and human relations initiatives Ã¢Ëâ¢attracting, nurturing and empowering human talent Ã¢Ëâ¢incubating business process reinvention and product innovation Ã¢Ëâ¢reinforcing technological systems re-engineering and operational efficiency Ã¢Ëâ¢stimulating information- and knowledge management systems Ã¢Ëâ¢catalysing culture shift and identity change. Bradley likewise emphasises the utility of balanced scorecards and their derivatives, providing examples, without it has to be said data (the ubiquitous problem in a field where commercial interests of organisations and their advisors are strong). That said his frameworks are couched in business terms and provide, for this reviewer at least, a refreshing change from both the environmental comfort school and the 'task productivity' schools of workplace evaluation. The reccomendation, indeed the objective of the paper is that those budgeting for and proceeding with new workplace iniatives should build evaluation into their project plans and budgets, evaluation that needs to be seen as a learning rather than a blame assigning process and one that must recognise the time dimension to such initiatives. Not all the benefits flow on day 1. One is back to culture.; RP: ON REQUEST (07/09/02)|
|Publication||Journal of Corporate Real Estate|
|Availability||online at Occupier.org|
|Relevance to practice||High|
|Ease of application||High in 'learning' organoisations. Likely to be difficult in others|
|Stage of application||POE|
|Evidence base||Not given|
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