Journal articles: 'Workplace Solutions'

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Bell, Stephen M., and Marty Anderson. "Workplace solutions." Journal of Corporate Real Estate 1, no. 4 (October 1999): 349–60. http://dx.doi.org/10.1108/14630019910811132.

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Swuste, Paul, Andrew Hale, and Gertrude Zimmerman. "Sharing workplace solutions by solution data banks." Safety Science 26, no. 1-2 (June 1997): 95–104. http://dx.doi.org/10.1016/s0925-7535(96)00020-3.

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McDowall, Almuth. "Workplace solutions for childcare." Community, Work & Family 15, no. 2 (October 24, 2011): 252–53. http://dx.doi.org/10.1080/13668803.2011.609662.

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Hawthorne, Pat. "Book Review: The Dysfunctional Library: Challenges and Solutions to Workplace Relationships." Reference & User Services Quarterly 58, no. 1 (October 10, 2018): 57. http://dx.doi.org/10.5860/rusq.58.1.6844.

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It is not easy to tackle the issues and address the impact of abnormal or unhealthy interpersonal behaviors and interactions in the workplace. Drawing from literature on dysfunctional organizational cultures and workplaces from the library, management, and organizational development disciplines, Jo Henry, Jo Eshleman, and Richard Moniz approach the subject of the dysfunctional library in a slim volume titled The Dysfunctional Library: Challenges and Solutions to Workplace Relationships.

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Becker, Franklin. "Organisational dilemmas and workplace solutions." Journal of Corporate Real Estate 4, no. 2 (April 2002): 129–49. http://dx.doi.org/10.1108/jcre.2002.4.2.129.

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Latshaw, Margaret. "Guidelines for corporate campus workplace solutions." Journal of Corporate Real Estate 2, no. 3 (July 2000): 198–207. http://dx.doi.org/10.1108/14630010010811310.

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Kingma, Mireille. "The international workplace: Challenges and solutions." International Journal of Nursing Studies 46, no. 7 (July 2009): 879–83. http://dx.doi.org/10.1016/j.ijnurstu.2009.04.011.

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Farooq, Khalid, Mohd Yusoff Yusliza, Ratri Wahyuningtyas, Adnan ul Haque, Zikri Muhammad, and Jumadil Saputra. "Exploring Challenges and Solutions in Performing Employee Ecological Behaviour for a Sustainable Workplace." Sustainability 13, no. 17 (August 27, 2021): 9665. http://dx.doi.org/10.3390/su13179665.

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Organisations are a fundamental part of challenges and solutions to climate change issues. Therefore, the micro and macro factors influencing employee ecological behaviour (EEB) are a rising interest among researchers. The contemporary concept of EEB has been embraced by many organisations and attracted scholars’ attention worldwide. Nevertheless, studies that explored challenges and solutions for performing EEB at the workplace are scarce. This study explored challenges and solutions in performing EEB at the workplace and focused on qualitative research methodology. The researchers interviewed 24 academicians from five leading green research Malaysian universities. Valuable qualitative data and numerous challenges such as high costs of practising, lack of infrastructure, top management support, environmental attitude, green mindfulness, enforcement, and monitoring were identified as challenges in applying EEB from the interviews. Stringent rules and regulations, monitoring, training programmes, and monetary incentives might be efficient solutions to apply ecological behaviour at workplaces, specifically universities. In conclusion, this study has discovered the challenges and solutions in implementing EEB for a sustainable workplace by interviewing academicians from different departments of selected Malaysian higher educational institutes. Also, poor infrastructure, high cost, and the lack of top management support, environmental attitude, green mindfulness, enforcement, and monitoring were identified as the primary challenges in performing EEB. Additionally, the research also discovered significant suggestions to resolve the challenges when implementing EEB at the workplace, such as strict rules and regulations, training programmes, incentives, monitoring, and communicating change and campaigns. Therefore, the stakeholders related to the industry should be concerned with the challenges identified when applying EEB at the workplace to apply the solutions generated from the study.

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Cabral, Roxanne. "Workplace Violence: Viable Solutions under Collective Bargaining." NEW SOLUTIONS: A Journal of Environmental and Occupational Health Policy 5, no. 3 (November 1995): 15–22. http://dx.doi.org/10.2190/ns5.3.c.

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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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Polunina, N. V., M. I. Timerzyanov, O. Yu Milushkina, Yu P. Pivovarov, V. S. Polunin, A. A. Al Sabunchi, F. U. Kozyreva, and V. V. Korolik. "Workplace hygiene in correctional facilities: problems and solutions." Bulletin of Russian State Medical University, no. 6 (2017): 34–39. http://dx.doi.org/10.24075/brsmu.2017-06-06.

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Cleary, Michelle, Jan Sayers, Violeta Lopez, and Catherine Hungerford. "Boredom in the Workplace: Reasons, Impact, and Solutions." Issues in Mental Health Nursing 37, no. 2 (February 2016): 83–89. http://dx.doi.org/10.3109/01612840.2015.1084554.

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Hamburg, Ileana. "Opinions to Adapt Workplace Learning in The Time of Coronavirus and After." Advances in Social Sciences Research Journal 8, no. 3 (March 21, 2021): 277–85. http://dx.doi.org/10.14738/assrj.83.9834.

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Workplace learning supports the acquisition of knowledge or skills by formal or informal methods and means that occurs in the workplace. It contributes to the learning of employees, employers and the organization as a whole. As a response to COVID-19 disease, workplace learning had to be changed and many usual activities in this context have been postponed or canceled. Digital learning solutions and alternative activities have to be found in order to continue the learning process. Workplace learning is often incorporated into workplace social interactions and everyday practices, but it can include also formal elements and be supported by mentors and tutors. In this presentation, first some forms, benefits and requirements of workplace learning are described as well as steps and approaches like learning scenarios which have to be developed to ensure social distancing and promote digital learning at the workplace as a solution. Second, some learning methods are proposed which can be applied within workplace learning and have been tested by the Study Group Lifelong Learning of the IAT within a European project.

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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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Hanson, Michael. "The Dysfunctional Library: Challenges and Solutions to Workplace Relationships." Technical Services Quarterly 36, no. 3 (July 3, 2019): 332–33. http://dx.doi.org/10.1080/07317131.2019.1621578.

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Lowe, Debra, Kenneth Levitt, and Terry Wilson. "Solutions for retaining generation Y employees in the workplace." IEEE Engineering Management Review 39, no. 2 (2011): 46–52. http://dx.doi.org/10.1109/emr.2011.5876174.

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Dolog, Peter, Milos Kravcik, Alexandra Cristea, Daniel Burgos, Paul De Bra, Stefano Ceri, Vladan Devedzic, et al. "Specification, authoring and prototyping of personalised workplace learning solutions." International Journal of Learning Technology 3, no. 3 (2007): 286. http://dx.doi.org/10.1504/ijlt.2007.015447.

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Bell, Susannah. "The dysfunctional library: challenges and solutions to workplace relationships." Journal of the Australian Library and Information Association 68, no. 1 (January 2, 2019): 99–100. http://dx.doi.org/10.1080/24750158.2019.1575708.

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Varekamp, I., and F. J. H. van Dijk. "Workplace problems and solutions for employees with chronic diseases." Occupational Medicine 60, no. 4 (May 28, 2010): 287–93. http://dx.doi.org/10.1093/occmed/kqq078.

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Masi, Dale A. "Tehrani, N. (Ed.). (2012).Workplace Bullying: Symptoms and Solutions." Journal of Workplace Behavioral Health 27, no. 4 (October 2012): 311–13. http://dx.doi.org/10.1080/15555240.2012.725607.

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Munafo, Dominic, Derek Loewy, Karen Reuben, Gary Kavy, and Bretton Hevener. "Sleep Deprivation and the Workplace: Prevalence, Impact, and Solutions." American Journal of Health Promotion 32, no. 7 (August 12, 2018): 1644–46. http://dx.doi.org/10.1177/0890117118790621e.

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Hughes, Sandra M. "Violence in the Workplace: Identifying Costs and Preventative Solutions." Security Journal 14, no. 1 (January 2001): 67–74. http://dx.doi.org/10.1057/palgrave.sj.8340074.

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Krasulski, Michael J. "The Dysfunctional Library: Challenges and Solutions to Workplace Relationships,." Journal of Access Services 15, no. 1 (January 2, 2018): 69–70. http://dx.doi.org/10.1080/15367967.2018.1456933.

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Tummers, Lars, Yvonne Brunetto, and Stephen T. T. Teo. "Workplace aggression." International Journal of Public Sector Management 29, no. 1 (January 11, 2016): 2–10. http://dx.doi.org/10.1108/ijpsm-11-2015-0200.

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Purpose – Public employees are often confronted with aggression from citizens, managers and colleagues. This is sometimes a function of having a monopoly position of many public organizations. As a result, citizens cannot opt for alternative providers when not served well. This could give rise to aggression. Furthermore, increased budget cuts might give rise to higher stress, workload and consequential aggression at times. This paper analyzes articles on workplace aggression, both the three articles of this special issue and more broadly. The purpose of this paper is to provide researchers with methodological and theoretical future research suggestions for new studies on workplace aggression. Design/methodology/approach – Literature review. Findings – By taking new methodological and theoretical routes, scholars can contribute to the analysis and potential solutions concerning workplace aggression in the public sector. First, the authors advise researchers to move beyond cross-sectional surveys. Instead, diary studies, longitudinal studies and experimental methods (such as randomized control trials) should be increasingly used. Furthermore, scholars can focus more on theory development and testing. Future studies are advised to connect workplace aggression to theoretical models (such as the Job Demands-Resources model), to theories (for instance social learning theory) and to public administration concepts (such as public service motivation and trust in citizens). Originality/value – This is one of the few articles within the public management literature which provides new methodological and theoretical directions for future research on workplace aggression.

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Ioan, Cindrea. "The Labour Market Crisis in Romania Causes, Effects and Potential Solutions." Studies in Business and Economics 15, no. 1 (April 1, 2020): 13–20. http://dx.doi.org/10.2478/sbe-2020-0002.

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AbstractWe are going through troubled times, with worldwide pandemic crises affecting us altogether: citizens, companies and states. This article presents analyses and solutions to the workforce crisis of December 2019 and the workplace crisis of March 2020. Things have escalated from a workforce crisis to a new stage, namely an accelerated loss of workplaces and to a workplace crisis. In a matter of weeks, the labour market has moved from one extreme to the other extremely fast because of a very rough natural phenomenon which could not have been predicted, i.e. the global pandemic crisis caused by the COVID-19 coronavirus. It goes without saying that we all wish to achieve a relative balance on the labour market. This study puts forward concrete solutions adapted to the situation of the Romanian labour market at the end of 2019, when we saw a significant workforce crisis which severely affected companies’ business development objectives. At the same time, it introduces 11 solutions to the new job crisis, which is quickly expanding as a result of the global pandemic caused by the COVID-19 virus and by the declaration of a state of emergency in Romania. In a few weeks of crisis, Romania went from minus 1 million workers to plus 1 million workers. This is an extremely difficult situation. However, I believe that it is temporary and that after the pandemic crisis both the economy and the labour market will gradually recover.

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Tripathy, Mitashree. "Dimensions of critical thinking in workplace management & personal development: a conceptual analysis." Multidisciplinary Journal for Education, Social and Technological Sciences 7, no. 2 (October 6, 2020): 1. http://dx.doi.org/10.4995/muse.2020.12925.

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<p>Globalization has caused a massive impact in the speed and nature of business all around the world. Workplace setups have grown extremely complicated and job roles have become complex. Employees suffer a hard time at workplaces as communication patterns have become increasingly intricate. Decisions made by others are no more relied on and problems have turned more crucial than ever. Judgements are expected to be drawn faster and communication crystal clear. In such a rapidly moving business world, employees are provided with only limited space and opportunities for personal growth and development. In short, the exit gate remains open for the one who does not prove to be befitting each of the complexities in business world. At this expository point, employees are required to view different problems differently and create variable approaches towards finding the solutions of the problems. The need of such powerful skill set is required not only to create a powerful vision at the workplace but also to develop other sub skills set in oneself. This paper studies on developing critical thinking skills to make careful judgements, make proper decisions, solve complex problems and wipe out the basic inability to communicate appropriately especially at workplaces. This paper provides ways to foster better workplace management and personal development especially for the employees at workplaces through critical thinking. </p>

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Macsinga, Irina, and Cristina Trifa. "Lay Theories of Workplace Stress – Evidence from a Romanian Exploratory Study." Psihologia Resurselor Umane 9, no. 2 (January 24, 2020): 90–106. http://dx.doi.org/10.24837/pru.v9i2.377.

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This study aims at investigating Romanian employees’ intuitive beliefs concerning the causes of workplacestress as well as the solutions for reducing it. Another objectives aim to measure the gender differences at the levelof these beliefs and the relation between these beliefs and the tenure. Atotal of 104 employees (50% women) whooccupy various hierarchic levels in different organizations completed a questionnaire derived from the questionsused in Rydstedt, Devereux, & Furnham’s study (2004). The questionnaire contains items for the causes of workplacestress as well as for the solutions for reducing it. Factor analysis provided a solution with 6 factors for causesand 5 factors for solutions. Age difference and conflict, gender differences, and supervisor attitude and job satisfactionare the factors that reveal significant differences between men and women. Also, results show a negativesignificant correlation between the tenure in organization and the factor named excess information and hierarchy.Identifying its own employees’ beliefs regarding stress can contribute to the organizational strategies developmentfor the reduction and control of occupational stress.

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Piroos, Amrina, Carolin Neffe, and Frank Lattuch. "The way we work: linking market orientation with internal workplace solutions." Human Resource Management International Digest 26, no. 3 (May 14, 2018): 41–44. http://dx.doi.org/10.1108/hrmid-01-2018-0015.

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Purpose This study aims to reinforce the importance of taking HR beyond administrative activity leading to stronger market orientated performance and the greater use of its people. Many organizations underestimate the effects of deliberately combining market orientation with internal communication demands. As a strategic partner, HR can offer support for designing effective workplace concepts that address such a challenge. Design/methodology/approach Using in-depth interviews, the authors explore aspects of effective workplace designs in high-performing German firms. This work is taken from a wider study of commercial office solutions completed in 2017. Findings Workplace designs need to be carefully developed to meet firm-specific needs dedicated to a market orientation strategy. Originality/value Practical lessons are drawn for helping HR professionals to better facilitate market orientation and communication needs from inside the organization.

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Hicks, Mike. "How HR execs can use technology to connect a divided workforce." Strategic HR Review 17, no. 1 (February 12, 2018): 23–28. http://dx.doi.org/10.1108/shr-11-2017-0081.

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Purpose The purpose of this paper is to offer HR leaders ideas and solutions for connecting their increasingly divided workforces through technology and automation. Design/methodology/approach The paper examines major changes occurring in the workplace and how a digital workplace can solve those challenges, divided into several points. Findings The dynamics of work are changing, but the way we connect our workers has not kept pace. As a result, various factors of the changing workplace, from widening generational employee gaps to lower retention rates, present serious challenges to employee productivity and engagement. The digital workplace is the antidote. It improves productivity by unifying employees’ favorite tools in a single, user-friendly space. Digital workplace platforms have emerged as a mission-critical tool to band people, technologies, processes and information together. And when everyone’s in it together, everyone. Originality/value HR leaders are flooded with technology solutions. This paper offers insight into the benefits of a digital workplace so they can make an informed decision.

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Twinomugisha, Benedict, Fungisai Gwanzura Ottemöller, and Marguerite Daniel. "Exploring HIV-Related Stigma and Discrimination at the Workplace in Southwestern Uganda: Challenges and Solutions." Advances in Public Health 2020 (November 11, 2020): 1–10. http://dx.doi.org/10.1155/2020/8833166.

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Globally, the HIV/AIDS pandemic continues to have an enormous impact on affected societies. Despite several health promotion interventions being carried out, HIV/AIDS remains a major cause of deaths in low and middle income countries. At the workplace, the pandemic has brought about reduction in productivity, increased staff turnover, increased production costs, high levels of stigma, etc. HIV stigma is one of the main reasons why the pandemic has continued to devastate a number of societies around the world. HIV stigma presents barriers to HIV prevention in different settings including the workplace. Unlike large enterprises, small-scale enterprises have received less attention in the fight against HIV/AIDS. This study’s purpose was to explore how employers and employees can overcome challenges of HIV-related stigma at the workplace. This study employed a qualitative case study design. Data were collected from eighteen participants in three small-scale enterprises in Kabale. Findings indicate that small-scale enterprises are faced with the fear of HIV testing, status disclosure, staff turnover, suicidal thoughts, gossip, etc. Implementing operative national HIV workplace policies may enable small-scale enterprises to overcome challenges of HIV-related stigma at the workplace.

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Anshel, Jeffrey R. "Visual Ergonomics in the Workplace." AAOHN Journal 55, no. 10 (October 2007): 414–20. http://dx.doi.org/10.1177/216507990705501004.

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This article provides information about visual function and its role in workplace productivity. By understanding the connection among comfort, health, and productivity and knowing the many options for effective ergonomic workplace lighting, the occupational health nurse can be sensitive to potential visual stress that can affect all areas of performance. Computer vision syndrome—the eye and vision problems associated with near work experienced during or related to computer use—is defined and solutions to it are discussed.

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Appelbaum, Steven H., Giulio David Iaconi, and Albert Matousek. "Positive and negative deviant workplace behaviors: causes, impacts, and solutions." Corporate Governance: The international journal of business in society 7, no. 5 (October 23, 2007): 586–98. http://dx.doi.org/10.1108/14720700710827176.

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Harvey, Paul, and Marie T. Dasborough. "Entitled to solutions: The need for research on workplace entitlement." Journal of Organizational Behavior 36, no. 3 (February 6, 2015): 460–65. http://dx.doi.org/10.1002/job.1989.

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Silas, Linda. "The Research to Action Project: Applied Workplace Solutions for Nurses." Nursing Leadership 25, sp (February 24, 2012): 9–20. http://dx.doi.org/10.12927/cjnl.2012.22815.

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Truswell, A. Stewart. "Food at Work. Workplace Solutions for Malnutrition and Chronic Diseases." Nutrition Dietetics 63, no. 2 (June 2006): 128. http://dx.doi.org/10.1111/j.1747-0080.2006.00058.x.

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Thomas, Susan E. "Review: The Dysfunctional Library, Challenges and Solutions to Workplace Relationships." Journal of Hospital Librarianship 19, no. 1 (January 2, 2019): 82–83. http://dx.doi.org/10.1080/15323269.2019.1551111.

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Swuste, P. H. J. J. "Workplace analysis and design solutions in the Dutch rubber industry." Journal of Occupational Accidents 13, no. 1-2 (September 1990): 111–20. http://dx.doi.org/10.1016/0376-6349(90)90128-i.

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Banytė, Jūratė, Laura Šalčiuvienė, Aistė Dovalienė, Žaneta Piligrimienė, and Włodzimierz Sroka. "Sustainable Consumption Behavior at Home and in the Workplace: Avenues for Innovative Solutions." Sustainability 12, no. 16 (August 13, 2020): 6564. http://dx.doi.org/10.3390/su12166564.

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Companies which offer innovative solutions to aid the achievement of sustainable consumption behavior of individuals in home environment gain a competitive advantage. The study aims to uncover the relationship between the engagement in sustainable consumption and sustainable consumption behavior of individuals at home and in the workplace environments enabling companies to provide innovative solutions to advance sustainability management. This research holds that sustainable consumption behavior is a process and the focus of this study is use behavior. An online survey was employed to collect data from 407 respondents in the United Kingdom. Consumers working in both private and public sectors were surveyed. Data analysis suggests that one dimension of engagement in sustainable consumption, namely, Enthusiasm and Attention, mostly influences sustainable consumption behavior at home and in the workplace. Further, females feature higher sustainable consumption behavior at home and in the workplace most of the time in comparison to males. Also, there are age differences apropos sustainable consumption behavior at home and in the workplace. Social Learning Theory and Collaborative Consumption Theory are used to raise hypotheses and explain findings. The findings lead to practical implications for companies regarding engagement and sustainable consumption behavior in both environments in terms of incentives, green product and service innovation that may be offered to individuals to enhance sustainability.

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Forster, Marc. "“Ethnographic” thematic phenomenography." Journal of Documentation 75, no. 2 (March 6, 2019): 349–65. http://dx.doi.org/10.1108/jd-05-2018-0079.

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Purpose The workplace is a context of increasing interest in information literacy research, if not necessarily the most visible (Cheuk, 2017). Several studies have described contextual, relationship-based experiences of this subjective, knowledge-development focussed phenomenon (Forster, 2017b). What research contexts and methods are likely to be most effective, especially in workplaces which contain professions of widely differing ontologies and epistemological realities? The paper aims to discuss these issues. Design/methodology/approach An analysis and description of the value and validity of a “qualitative mixed methods” approach in which the thematic form of phenomenography is contextualised ethnographically. Findings This paper describes a new research design for investigation into information literacy in the workplace, and discusses key issues around sampling, data collection and analysis, suggesting solutions to predictable problems. Such an approach would be centred on thematic phenomenographic data from semi-structured interviews, contextualised by additional ethnographic methods of data collection. The latter’s findings are analysed in light of the interview data to contextualise that data and facilitate a workplace-wide analysis of information literacy and the information culture it creates. Originality/value Insights from recent research studies into information literacy in the workplace have suggested the possibility of an epistemologically justifiable, qualitative mixed methods design involving an ethnographic contextualisation of a thematic phenomenographic analysis of the information culture of an ontologically varied and complex workplace – with the potential for descriptive contextualisation, categorisation and generalisability.

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Randall, Christine, Nicholas Buys, and Elizabeth Kendall. "Developing an Occupational Rehabilitation System for Workplace Stress." International Journal of Disability Management 1, no. 1 (May 1, 2006): 64–73. http://dx.doi.org/10.1375/jdmr.1.1.64.

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AbstractThe costs of occupational stress are rising and employers increasingly need to address occupational stress, prevention and rehabilitation issues. However, there is a relative lack of understanding about implementing strategies within specific organisational contexts. Extant literature indicates a need for integrated prevention and rehabilitation strategies that address specific organisational climates that contribute to stress. The Queensland Police Service (QPS) is one policing organisation facing significant occupational stress issues requiring organisational solutions. This article describes a Participatory Action Research case study, the aim of which is to develop an occupational rehabilitation system within the QPS to address identified stress issues. A combination of background information, interview and focus group data is being used to determine stress issues and provide potential solutions to specifically address the needs of the QPS. The findings of this study emphasise the importance of participant involvement in identifying issues and generating solutions, as well as demonstrating the value of taking a systemic approach. The findings suggest that the use of the Participatory Action Research approach is invaluable in promoting the long-term success of the QPS change process.

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Ita Erliana, Cut, and Dahlan Abdullah. "Application of The MODAPTS Method with Innovative Solutions in The Cement Packing Process." International Journal of Engineering & Technology 7, no. 2.14 (April 8, 2018): 470. http://dx.doi.org/10.14419/ijet.v7i2.11249.

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The Modular Arrangement of Predetermined Time Standard (MODAPTS) is a medote for analyzing performance in performing work by monitoring the operator's movement in the workplace. MODAPTS will record the movement of each carrier in the workplace. This research will reveal a number of common features of MODAPTS and its applications in the packing process at the cement plant in particular to reduce the waste of working time that causes the production target is not achieved. This Cement Packing process becomes the chosen workplace because it requires manual work where there is continual movement of the body. The suggested improvement is in the form of determining movement activities, terminal activities, and Auxiliary Activities for each operator based on the standard time and the normal time available. Based on the results of this study obtained innovative solution that can be used as a safe, easy, and efficient working procedure resulting in increased work productivity.

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Jespersen, Anne Helbo, Peter Hasle, and Klaus T. Nielsen. "The Wicked Character of Psychosocial Risks: Implications for Regulation." Nordic Journal of Working Life Studies 6, no. 3 (October 1, 2016): 23. http://dx.doi.org/10.19154/njwls.v6i3.5526.

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Psychosocial risks constitute a significant problem in most workplaces, and they are generally considered more difficult to regulate than many other occupational health and safety risks. This article investigates the challenges of regulating psychosocial risks in the workplace. The difficulties lie in the particular nature of psychosocial risks: their complexity, uncertainty, value, and power divergences. Psychosocial risks therefore resemble ‘wicked problems’, typically characterized by unclear cause-effect relationships and uncertain solutions. We use the ‘wicked problems’ concept to show how workplace regulation, and particularly the enforcement in the form of inspection and audits of certified occupational health and safety management systems, face challenges in assessing psychosocial risks and the strategies used by regulators to overcome these challenges. While regulation has become more effective in several countries, a better understanding of the nature of the challenges is still needed. It is necessary to accept the uncertain nature of psychosocial risks in the search for more efficient regulation. Achieving more effective regulation should involve stakeholders in the workplace who deal with the prerogatives of management, and should help develop the competencies of the inspectors and auditors in the field.

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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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Privitera, Michael Russell, Vaughan Bowie, and Bob Bowen. "Translational Models of Workplace Violence in Health Care." Violence and Victims 30, no. 2 (2015): 293–307. http://dx.doi.org/10.1891/0886-6708.vv-d-13-00119.

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Decision makers have little time to study literature on the prevention and management of workplace violence (WPV). In a health care workplace setting, identifying the person, stimulus, and environmental interactions that can lead to violence is a complicated process. Those in positions of leadership make decisions that affect many individuals, agencies, and communities. Often, they come from different professional backgrounds yet need ways of rapidly understanding concepts of violence that transcend their profession, training, or experience. Translational models (TMs) in WPV visually summarize and interprofessionally facilitate this understanding of concepts, enhancing the chances of more effective collaborative solutions to WPV. The purpose of this article is to demonstrate how TM can be used in interprofessional settings to find effective solutions to reduce WPV.

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Pradhan, Sajeet, and Lalatendu Kesari Jena. "Abusive supervision: a framework of developmental solutions to this workplace menace." Development and Learning in Organizations: An International Journal 32, no. 2 (March 5, 2018): 20–23. http://dx.doi.org/10.1108/dlo-04-2017-0034.

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Purpose The purpose of this paper is to offer a preventive framework that will neutralize the pernicious effects of abusive supervision in organizations. Design/methodology/approach Based on the extant literature, the study takes an exploratory viewpoint of the harmful effects of abusive supervision on subordinates and offers intervention strategies that will provide both preemptive measures and reactive recourse for the victim. Findings As abusive supervision cannot be completely eradicated from workplace, the study offers a preventive framework (based on the stress and health management models of Parkes and Sparkes, 1998; Quick, 1999) that will counter abusive supervision at different points in time and through different interventions (psychosocial and socio-technical). Originality/value The paper is the first of its kind as it offers a comprehensive solution (both proactive and reactive) to the problems associated with abusive supervision. Previous studies have purely focused on various coping mechanisms for the victim.

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Smith, Kevin J., and Shira Forman. "Bring Your Own Device-Challenges and Solutions for the Mobile Workplace." Employment Relations Today 40, no. 4 (January 23, 2014): 67–73. http://dx.doi.org/10.1002/ert.21436.

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Clough, Julie. "Genuine solutions to pressure in the workplace David J Stoter Genuine solutions to pressure in the workplace Blackwell Science 174pp £12.99 0-632-04098-X 063204098X." Nursing Standard 13, no. 29 (April 7, 1999): 25. http://dx.doi.org/10.7748/ns.13.29.25.s39.

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A. Allen, Joseph, Tammy Beck, Cliff W. Scott, and Steven G. Rogelberg. "Understanding workplace meetings." Management Research Review 37, no. 9 (August 12, 2014): 791–814. http://dx.doi.org/10.1108/mrr-03-2013-0067.

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Purpose – The purpose of this study is to propose a taxonomy of meeting purpose. Meetings are a workplace activity that deserves increased attention from researchers and practitioners. Previous researchers attempted to develop typologies of meeting purpose with limited success. Through a comparison of classification methodologies, the authors consider a taxonomy as the appropriate classification scheme for meeting purpose. The authors then utilize the developed taxonomy to investigate the frequency with which a representative sample of working adults engaged in meetings of these varying purposes. Their proposed taxonomy provides relevant classifications for future research on meetings as well and serves as a useful tool for managers seeking to use and evaluate the effectiveness of meetings within their organizations. Design/methodology/approach – This study employs an inductive methodology using discourse analysis of qualitative meeting descriptions to develop a taxonomy of meeting purpose. The authors discourse analysis utilizes open-ended survey responses from a sample of working adults (n = 491). Findings – The authors categorical analysis of open-ended questions resulted in a 16-category taxonomy of meeting purpose. The two most prevalent meeting purpose categories in this sample were “to discuss ongoing projects” at 11.6 per cent and “to routinely discuss the state of the business” at 10.8 per cent. The two least common meeting purpose categories in this sample were “to brainstorm for ideas or solutions” at 3.3 per cent and “to discuss productivity and efficiencies” at 3.7 per cent. The taxonomy was analyzed across organizational type and employee job level to identify differences between those important organizational and employee characteristics. Research limitations/implications – The data suggested that meetings were institutionalized in organizations, making them useful at identifying differences between organizations as well as differences in employees in terms of scope of responsibility. Researchers and managers should consider the purposes for which they call meetings and how that manifests their overarching organizational focus, structure and goals. Originality/value – This is the first study to overtly attempt to categorize the various purposes for which meetings are held. Further, this study develops a taxonomy of meeting purposes that will prove useful for investigating the different types of meeting purposes in a broad range of organizational types and structures.

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Semjon, Ján. "Solution Collision Relations in Multirobotic Systems." Applied Mechanics and Materials 613 (August 2014): 214–19. http://dx.doi.org/10.4028/www.scientific.net/amm.613.214.

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This article describes how to troubleshoot the collision relations multirobotic systems. Use of off-line simulation environment to solve the collision can be avoided relationships of mutual conflicts of the individual parts of workplace. In the article there is an example solutions multirobotic system for spot welding from the use of three industrial robots. The role of the workplace is to create 39 welds on five-parts in compliance with the tact lines 104 seconds. Welded part is the inside back fender car designed for driving in light terrain.

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Cuvelier, Lucie. "Taking risks to improve safety? Workplace learning in anesthesia." Journal of Workplace Learning 31, no. 8 (October 14, 2019): 537–50. http://dx.doi.org/10.1108/jwl-12-2018-0153.

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PurposePrevious results show that the anesthetists’ activity during the planning phase is aimed at neither identifying risks nor pinpointing the adverse events likely to occur; rather, it is to devise “manageable situations” that are adapted to their own competences. The present paper focuses on the issue of understanding how, in practice, these “manageable situations” are constructed. In particular it wonders if a link between the seniority of anesthetists and the way they design these “manageable situations” may be established.Design/methodology/approachThe paper sought to answer these questions through a qualitative study conducted in partnership with anesthetists. The method, combining interviews and case-based simulation, required that 20 anesthetists “thought aloud”.FindingsResults show that the anesthetists sometimes selected a solution that they themselves and experts viewed as riskier. Why? And who selects a riskier solution? The answer is about workplace learning and the continuous development of experience-based competences. “Manageable situations” appear to be planned situations so as to propose solutions adapted not only to present competences but also for future competences to be developed. In that sense, they are part of a developmental process at work.Originality/valueThese findings have implications for practice and they open pathways for further research studies. They call for rethinking the link between experience and workplace learning.

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Journal articles on the topic 'Workplace Solutions'

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