New Ways Of Working Research Articles

Collaborative competences for agile public servants: A case study on public sector innovation fellowships

In times of crisis and with the increase of new ways of working, public sector organisations increasingly include agile practices in their working practices. To successfully transform public sector organisations into agile organisations, public servants require a new set of competences. Informal learning is a key element that helps public servants to build and apply these competences, e.g., through the collaboration with external experts in public sector innovation fellowships. To observe how collaborative competences for agile public organisations can be developed successfully by involving external experts, I conducted a case study on two iterations of a public sector innovation fellowship. My findings show that throughout the fellowships, competences are being developed in a collaborative process on a personal and organisational level. The practical application of the learned methods, personal reflection, and the development of organisational networks transform the collaborative into a learning process, allowing public servants to develop new competences and bring them into their organisation.

Nonprofit talent recruitment: An online experiment on new ways of working and leadership development opportunities

Nonprofit talent recruitment: An online experiment on new ways of working and leadership development opportunities

Digital dimension of human capital development

Methods. When conducting the research, the following methods were used: scientific generalization – when determining the essence of the categories «digitalization», «digital economy», «human capital»; analysis and synthesis – when clarifying trends and forms of development of digitalization processes; logical analysis – when establishing the correlation between indicators of the development of the digital economy and human capital. Results. The article analyzes theoretical approaches to defining the concepts of «digitalization» and «digital economy». The importance of digital transformation processes in modern society is emphasized, in particular as a transition to new ways of working and thinking with the use of digital, social, mobile and new technologies. The main digital systems of the digitized environment are characterized. It is emphasized that the functioning of the digital economy based on digital systems is due to, firstly, the presence of a special infrastructure formed with the help of hardware, software, telecommunications, and secondly, specific business models that function based on the use of computer networks within virtual interactions and, thirdly, electronic commerce, through which trade operations are implemented within the global Internet network. The essence of human capital, its types and conditions of formation are analyzed. The existing approaches to the evaluation of human capital are considered, the need to take into account aspects of information technology ownership when measuring its level of development is emphasized. The indicators of the development of the digital economy and human capital were considered, a direct correlation between them was established. Novelty. Correspondence between the indicators of the development of human capital and the digital economy has been established. Practical value. The results of the study can be used in the process of assessing the level of development of national human capital.

The workplace of the future: the COVID-19 pandemic and working from home in Swiss small businesses

PurposeMicro and small enterprises (MSE) play a critical role in the Swiss economy but had no meaningfully adopted working from home (WFH) policy before the COVID-19 crisis. The timing of the study’s data collection allowed a unique assessment of Swiss MSEs’ adoption of WFH enabled by the adoption of digital technologies due to the first government-mandated COVID-19 lockdown. The study also set out to assess the permanence of any changes in the adoption of WFH by MSEs after initial government COVID-19 restrictions ended.Design/methodology/approachThe study uses a threefold theoretical framework combining social, technical and spatial dimensions. Data were collected via telephone interviews. The utilised sampling frame included 153,000 small businesses with 4–49 employees, and the realised sample for the study was 503 interviews with MSE owners and managing directors (MDs).FindingsThe Swiss government’s COVID-19 crisis lockdown policies accelerated the digital transformation of work by employees in Swiss MSEs by increasing the number of employees WFH. However, the number of MSEs with WFH employees decreased after the first lockdown ended. Small business leadership is an important influence on the persistence of any increases in WFH.Originality/valueThe data collection uniquely captures the effects of externally driven digital transformation of work in small businesses by the adoption of WFH. The findings show that small businesses can rapidly learn new ways of working and support the claim that Swiss MSE MDs play a critical role in the adoption of WFH. They also confirm the importance of digital leadership and culture for realising the potential of WFH in small businesses.

Using participatory video in environmental research

Abstract Tackling environmental challenges that face humanity requires us to acknowledge new ways of working and to cross disciplinary boundaries. However, the methodological toolkit used by environmental researchers to explore the human attitudes, knowledge and behaviours that drive global challenges such as biodiversity loss and climate breakdown remains constrained. Here, we describe participatory video, a methodology for capturing and communicating knowledge, which goes beyond interviews, focus groups and participant observation. We draw from the literature and our own experience of conducting participatory video projects in Nepal, Guyana and Peru. We demonstrate the diverse ways in which the methodology can be applied to environmental research and highlight its strengths and limitations. Participatory video provides a more holistic understanding of environmental issues by using multiple types of data, its longer‐term engagement with issues, opening channels of communication between stakeholders, engaging a diversity of knowledge systems and advocating for transformative change. By taking a participatory video approach, environmental researchers may begin to counter commonplace criticisms about lack of diversity and entrenched colonialism. This simultaneously responds to wider calls for environmental research to engage with social justice issues, represent diverse voices, understand different contexts and acknowledge the role of power. Crucially, this helps build trust amongst all those involved. By demonstrating how we have successfully used participatory video in projects in conservation, ecology and climate science, we provide guidance for researchers looking to expand their methodological toolkit. Ultimately, we seek to improve the use of participatory methods to help support communities to tackle the environmental challenges that they face. Read the free Plain Language Summary for this article on the Journal blog.

Staff Experiences Transitioning to Digital Dermatopathology in a Tertiary Academic Medical Center: Lessons Learned From Implementation Science

Digital pathology (DP) transforms practice by replacing traditional glass slide review with digital whole slide images and workflows. Although digitization may improve accuracy and efficiency, transitioning to digital practice requires staff to learn new skills and adopt new ways of working and collaborating. In this study, we aimed to evaluate the experiences and perceptions of individuals involved in the day-to-day work of implementing DP in a tertiary academic medical center using Normalization Process Theory, a social theory that explains the processes by which innovations are operationalized and sustained in practice. Between September 2021 and June 2022, dermatopathologists, referring clinicians, and support staff at Mayo Clinic (Minnesota, Florida, and Arizona) participated in interviews (n=22) and completed surveys (n=34) concerning the transition. Normalization Process Theory informed the selection of validated survey items (Normalization Measure Development Questionnaire) and guided qualitative analysis. Participants reported high agreement with statements related to shared understanding and potential value of DP for workflow integration and working relationships. Qualitative themes reflecting the way organization and social context enable these processes were mapped onto implementation stages and related key activities. We found that earlier processes of implementation (understanding and working out participation) were better supported than later stages (doing it and reflecting on it). Our analysis helps identify targets for further intervention to hasten and help sustain implementation, including additional support in software and technological integration, workflows and work redesign, and regular monitoring and feedback systems. The use of implementation theory, such as Normalization Process Theory, may provide useful pointers to enable other similar digital system transition efforts.

Fostering proactive work behavior: Where to start?

This study underscores the significance of assessing the capabilities of rehabilitation officers in navigating challenges, devising innovative work methods, and successfully executing the rehabilitation process. This is particularly crucial amid the dual challenges of overcapacity and the repercussions of the Covid-19 pandemic, making it an essential area for research. To be specific, it aims to obtain empirical evidence about the influence of proactive personality and supportive supervision on proactive work behavior, as well as the mediating role of Role Breadth Self-efficacy and Change Orientation. This research was conducted on all rehabilitation officers at the Narcotics Penitentiary in Sumatra, totaling 272 respondents. This study employs a quantitative method via a questionnaire using a purposive sampling technique. The data was subsequently examined using the Lisrel 8.70 software and Structural Equation Modeling (SEM). It can be concluded from the results that the rehabilitation officers for narcotics addicts at the Narcotics Penitentiary can create and improve proactive work behavior properly through the influence of proactive personality, supportive supervision, role breadth self-efficacy, and change orientation. The study may suggest new ways of working and generate new ideas to increase initiative, encourage feedback, and voice employee concerns. Furthermore, this research has the potential to pinpoint deficiencies in proactive work behavior, serving as a foundation for designing interventions or training programs. These initiatives aim to enhance the innovative and creative contributions of rehabilitation officers in the rehabilitation process.

Understanding the value of a doctorate for allied health professionals in practice in the UK: a survey

BackgroundThe need to transform the United Kingdom’s (UK) delivery of health and care services to better meet population needs and expectations is well-established, as is the critical importance of research and innovation to drive those transformations. Allied health professionals (AHPs) represent a significant proportion of the healthcare workforce. Developing and expanding their skills and capabilities is fundamental to delivering new ways of working. However, career opportunities combining research and practice remain limited. This study explored the perceived utility and value of a doctorate to post-doctoral AHPs and how they experience bringing their research-related capabilities into practice environments.MethodsWith a broadly interpretivist design, a qualitatively oriented cross-sectional survey, with closed and open questions, was developed to enable frequency reporting while focusing on the significance and meaning participants attributed to the topic. Participants were recruited via professional networks and communities of practice. Descriptive statistics were used to analyse closed question responses, while combined framework and thematic analysis was applied to open question responses.ResultsResponses were received from 71 post-doctoral AHPs located across all four UK nations. Findings are discussed under four primary themes of utilisation of the doctorate; value of the doctorate; impact on career, and impact on self and support. Reference is also made at appropriate points to descriptive statistics summarising closed question responses.ConclusionThe findings clearly articulate variability of experiences amongst post-doctoral AHPs. Some were able to influence team and organisational research cultures, support the development of others and drive service improvement. The challenges, barriers and obstacles encountered by others reflect those that have been acknowledged for many years. Acknowledging them is important, but the conversation must move forward and generate positive action to ensure greater consistency in harnessing the benefits and value-added these practitioners bring. If system-wide transformation is the aim, it is inefficient to leave navigating challenges to individual creativity and tenacity or forward-thinking leaders and organisations. There is an urgent need for system-wide responses to more effectively, consistently and equitably enable career pathways combining research and practice for what is a substantial proportion of the UK healthcare workforce.

Embodying intimate border violence: collaborative art-research as multipliers of Latin American migrant women’s affects

ABSTRACT This paper argues for the decolonial feminist potential of multi-layered arts-research collaborations for critical research committed to advancing migrant justice. It reflects on the art-research collaborative project, ‘stitching voices, stitching bodies’, investigating the gendered, racialised, colonial and geopolitical dynamics of violence and resistance of Latin American migrant women. Collaborators included the author and visual artist Nina Franco, twenty anonymous Latin American survivors of violence, three Latin American women activists and a filmmaker, a British-Caribbean sound engineer and an Irish-Caribbean video editor. Through our art-research methodological engagements, the relationship between the researcher, artists and participants was significantly altered as we alternated between and simultaneously occupied those positions. Exchanging and complementing our skills and sensibilities, we tried new ways of working and overlapped various layers of expression to collectively produce knowledge that enhanced understandings of and multiplied affects concerning intimate border violence. Through our art, we were able to envision, explore and represent intimate border violence, coloniality and resistance to these in audio-visual and visceral ways that grasped and multiplied embodied affects not only for research participants and collaborators but also audiences.

Moderating Gender in Work From Home Policy Implementation on State Civil Apparatus Performance using Multigroup Analysis

The WFH (Work from Home) policy has significantly changed the work landscape, particularly within governmental institutions. As organizations grapple with implementing this policy, they must navigate newfound disruptions and adapt to a new way of working. Understanding how this policy is executed sheds light on its impact on employee performance and whether the implemented work system is suitable. This study analyzed the relationship between WFH policy implementation and various factors such as work productivity, worklife balance, and overall apparatus performance, with a subsequent examination of gender moderation. Data were collected through a Google forms survey from January to February 2023, targeting all East Java Region's BPS (Central Bureau of Statistics) Regency/City personnel. Results indicate that the WFH policy enhances employee performance and productivity, both directly and indirectly. However, it also appears to diminish work-life balance. Overall, no significant differences are observed between genders regarding the implementation of WFH, whether in terms of performance, work productivity, or work-life balance, either directly or indirectly. The WFH policy emerges as a viable solution, particularly during the pandemic, offering workplace flexibility and ensuring employee health security

Power, position and social relations: Is the espoused absence of hierarchy in Open Dialogue naïve?

Open Dialogue practitioners aim to reduce social hierarchies by not privileging any one voice in social network conversations, and thus creating space for a polyphony of voices. This sits in contrast to the traditional privileging of those voices credited with more knowledge or power because of social position or professional expertise. Using qualitative interviews, the aim of this current study was to explore Open Dialogue practitioners' descriptions of challenges in implementing Open Dialogue at a women's health clinic in Australia. Findings revealed how attempts to rhetorically flatten hierarchies among practitioners created challenges and a lack of clarity regarding roles and responsibilities. As the practitioners tried to adjust to new ways of working, they reverted to taking up engrained positions and power aligned with more conventional social and professional roles for leading therapy and decision-making. The findings raise questions about equity-oriented ways of working, such as Open Dialogue, where intentions of creating a flattened hierarchy may allow power structures and their effects to be minimised or ignored, rather than actively acknowledged and addressed. Further research is needed to consider the implications that shifting power relations might have on the roles and responsibilities of practitioners in the move to equity-oriented services.

Risk-based performance assessment from fully manual to human-robot teaming in pressurized tank inspection operations

The use of robotics in the process industry has shown a stable, increasing trend, according to survey reports, reducing the exposure of operators to critical operations, mainly during maintenance. Moving from full manual (FM) to human-robot teaming (HRT) operations is expected to reduce the risks for operators and increase operational efficiency. The methods used to assess system performances require an adaptation. Traditional risk assessment techniques are no longer adapted to analyze the new way of working; the previous methods proposed for HRT systems have been criticized for their fragmentation, complexity, and lack of validation.This study proposed an integrated framework, including the qualitative and quantitative stages, to investigate the risk-based system performance and compare the full manual and human-robot teaming scenarios in pressurized tank inspection operations. The outputs demonstrated that the integrated framework worked for FM and HRT system performance assessment, considering multiple element types and their interdependencies, generating knowledge that can be exploited to reduce the system's risk and choose among different operational alternatives.

Evolution of DevOps: Lessons learned for success as part of digital strategy

The objective was to investigate the good practices that must be followed to implement DevOps culture to accelerate the development of software applications in shorter periods and unify the story so they can work hand in hand. The research was under a qualitative approach and a review of references to provide information on the terms and development methodologies used. Finally, to put DevOps into practice, it is necessary to understand that, even if you have the best tools available, if you do not have the culture, you will not get better results since it is a combination of good practices to be able to function. In this sense, to collaborate with this culture change, the support of trained leaders is essential, who support and sponsor the new way of working, where all areas of the company can be integrated.

The impact of digital transformation on business development strategies: Trends, challenges, and opportunities analyzed

Digital transformation has become a crucial driver of business development, reshaping industries and redefining how companies operate. This review analyzes the trends, challenges, and opportunities arising from this transformative process. Companies are increasingly adopting digital technologies such as cloud computing, AI, IoT, and big data analytics to streamline operations, improve customer experiences, and drive innovation. Digital transformation has led to a focus on understanding and meeting customer needs through personalized experiences and targeted marketing strategies. COVID-19 pandemic accelerated the adoption of remote work and digital collaboration tools, leading to new ways of working and collaborating across teams and organizations. Many organizations struggle with outdated legacy systems and infrastructure, making it challenging to integrate new digital technologies. As companies collect and analyze more data, ensuring data privacy and security has become a major concern. There is a growing demand for professionals with digital skills, but many organizations face challenges in finding and retaining talent. Digital transformation enables companies to collect and analyze vast amounts of data, providing valuable insights into customer behavior and preferences. Automation and digital technologies can streamline processes, reduce costs, and improve efficiency. Digital transformation opens up new opportunities for innovation and the development of new business models, enabling companies to stay competitive in a rapidly changing market. Digital transformation is reshaping business development strategies, driving innovation, and creating new opportunities for growth. However, it also presents challenges, such as legacy systems, data security, and skills gaps, that organizations must address to fully realize the benefits of digital transformation.

The Challenges of Moving from Regular Nursing Homes toward Innovative Long-Term Care Settings: An Interpretative Description Study of Staff Experiences

This study examined how staff experiences a relocation from a regular to an innovative living arrangement and what procedures are followed. Semi-structured interviews and observations were conducted. Staff (N = 41) were included if they worked at the selected locations (N = 3). Staff reported feeling lost physically and emotionally. They stressed the importance of constructive communication and collaboration and having a say in the physical environment. Staff acknowledged the opportunities of the new environment, but also experienced several challenges when relocating and working in an innovative environment. This study showed that relocating is a stressful undertaking for staff. The help they needed in adjusting to a new environment, and to a new way of working, was underestimated.

Autonomiaa vai kontrollia?

Autonomy or control? A case study in an organization striving to increase self-management In many organizations increasing self-management is a new way of working. The case organization of this study is a Finnish financial services organization with about 100 employees. We use qualitative interview data to explore the commonalities and contradictions in the interpretations of employees and management in an organization that is in a process of adopting a more self-managed way of working. We also examine the implementation of the basic assumptions of Self-Determination Theory in today's organizational environment. We approach the issue from both theoretical and empirical perspectives. Our analysis shows that self-management in the target organization is initiated and controlled by management, which sets strict limits but allows only a certain amount of freedom. Our case study provides both theoretical and practical insights into the discussion of the process of increasing self-management.

Co-constructing new ways of working: relationality and care in post-pandemic academia

ABSTRACT In this article, we write collectively, using an autoethnographic approach to problematize the pervasive neoliberal performance culture in Higher Education (HE). While exploring the challenges many of us faced during the pandemic under neoliberal HE demands, we critique conventional notions of the ideal worker manifest in neoliberal discourses of performance and excellence. We explore the potential for academics and academia at large for critical engagement with self-care and caring for/with others. By adopting a relational approach rooted in an ethics of care, this study contributes to reconfiguring HE cultures of ‘excellence’, pointing to how care and relationality at work might allow academics to change the discourse of academic value and practices. Our collective reflection observes that practicing care individually and collectively in everyday academic work may be a powerful force for community growth and change.

The growing challenge of attracting talent to post-trade and keeping employees’ skills current

Digital transformation, emergence of modern technologies, regulatory drivers and ever-increasing quest for efficiencies has pushed the financial industry, including the post-trade business, through a tremendous change over the past decade. This change has introduced new requirements for systems and organisations, but most importantly towards staff working in these areas. In this paper, we discuss the implications of the changes in operational landscape for the required skill sets, the challenges and opportunities in attracting and retaining talent, and techniques to build the needed competences for organisations to be equipped for the requirements of the future. This is done by examining the research on general topics and linking that to experience from business and real-life examples related to talent attraction, talent management and competence building in post-trade. Based on that, we see that talent challenge is industry-agnostic, linking to both tight labour markets and changing competence requirements. To address this, companies must ensure that basic talent management practices are well deployed, try out some non-traditional talent pools and new ways of working, as well as bring talent attraction and retention activities to a level that resonates with the new generation (Gen Z and Millennials), who are much quicker in their career moves and are driven by different values and realities compared to their more senior colleagues. We conclude that building talent and skills inhouse is the most important way to approach this challenge, and as a side-effect it will also help in the specific challenge of talent retention. Building talent in-house, however, requires committed leadership and management, investment in learning tools and engaged staff to bring lasting results.

Reimagining work but operating with a no off button: experiences of working mothers in India during the COVID-19 pandemic

PurposeThis study focuses on the work from home experiences of professional, middle and upper middle class married women with children in India during the COVID-19-induced lockdowns. This study aims to examine the experiences of changing nature of work and gendered realities of work–life balance for working mothers while working from home during the pandemic.Design/methodology/approachSemi-structured interviews were conducted with eight working mothers at three different time points during the lockdown in the city of Hyderabad in India.FindingsA thematic analysis revealed changed work practices that required adapting, reinventing and reimagining new ways of working. This was time consuming albeit a satisfying experience for working mothers. At the same time, the blurring between home and work meant working mothers were operating without an off button.Research limitations/implicationsThe findings show that the existing gender inequalities in sharing the domestic burden unravelled fast in the absence of support structures.Originality/valueThe authors give voice to the lived experiences of working mothers of managing both work and home and how they navigated challenges during the lockdown.

How general practitioners used job crafting strategies during the COVID-19 pandemic in Sweden

Objective General practitioners (GPs) played a crucial role in limiting the impact of the COVID-19 pandemic, and many GPs experienced they did not have the prerequisites to provide adequate care. However, GPs developed approaches that helped them to provide care to patients through various job crafting strategies. The aim of this study is to identify how job crafting strategies were deployed by GPs at the beginning of the COVID-19 pandemic in Sweden and the significance of the strategies on their work situation. Design A qualitative design with semi-structured interviews. The data was analysed using qualitative content analysis with job crafting as the conceptual framework for the analysis process. Setting Primary healthcare in five healthcare regions in Sweden. Subjects Fourteen GPs participated in individual interviews. Results In their endeavours to organise and provide care, GPs shaped the task, relational and cognitive boundaries of their work. GPs felt proud about finding new ways of working when given room to manoeuvre. Intensified collaboration between healthcare professionals made GPs more confident in their clinical work. GPs expressed that they consequently felt stronger in their professional role through what they accomplished in the organisation of care. Conclusions/Implications The results suggest that the job crafting strategies GPs used were meaningful to them in clinical practice. Knowledge about how GPs’ job crafting strategies were deployed might be useful for healthcare organisations in preparing for future health crises. Taking advantage of GPs’ experiences and strategies is considered important for promoting sustainable working conditions for GPs in the future.