Innovative work organisation & healthy aging

Prof. Dr. Geert Van HootegemHanze University Groningen 14 th April 2011

Structure

• Why• How• By going international?

?

The book that changed society

EISEN VANUIT DE AFZETMARKT

5

Labour Supply

6

VERLOOP VAN DE BEVOLKING

7

2000 2010 2030 20500

10

20

30

40

50

60

70

0 -14 jaar 15 -64 jaar >=65 jaar

Eu15 BelgiëEu15 BelgiëEu15 België

Structural labour shortage ( 2005 – 2010)

22,9 24,8

0

5

10

15

20

25

30

35

40

35,830,7

0

5

10

15

20

25

30

35

40

21 22,7

0

5

10

15

20

25

30

35

40

20,3 22,2

0

5

10

15

20

25

30

35

40

JOB DEMANDS

JOB

CO

NT

OL

Low strain jobs

High strain jobsPassive jobs

Active jobs

The rediscovery of (re)design

01020

304050

607080

90100

1986-1990

1991-1995

1996-2000

2001-2005

2006-2010

The rediscovery of (re)design

• Stephen Barley & Gideon Kunda (2001), Bringing Work Back In, Organization Science

• Robert Simons (2005), Levers of Organization Design (2005)

• Jeffrey Pfeffer (2010), Building Sustainable Organizations: The Human Factor, The Academy of Management Perspectives

• Adam Grant & Sharon Parker (2009), Redesigning Work Design Theories, The Academy of Management Annals

• Journal of Organizational Behaviour, Special Issue, February 2010

• Herman Kuipers & Pierre van Amelsvoort (2010, Het Nieuwe Organiseren

Designcriteria innovative work organisation (1)

• Boundary management: van PGS naar GPGS– Insourcing– Defusion

• Boundary management not in function of transaction cost but in function of transaction dependancy

• Information systems developing in parallel – archipelapproach

Designcriteria for post-bureaucratic organizational theory (2)

• Muda Eight, Labour Market Driven– Diversity

• Preferences and competences (+/-)• Multigenerational workforce

– Crafting or the need of a dynamic OD/OB

• SOP = SAP, especially for professionals• Disruptive change, • From OD to OT

– Politics– HRM-systems– Change and participation

Why Going International ---------

• Administration• Division of labour in the world of science• Consollidated networks

– Skills– Established links

• New countries• Diversity in:

– Skills• Language• Scientific• administration

– Theories– Paradigms– Culture

Going international +++++++

• Opening untapped reservoirs of knowledge (closed labour markets of scientists)

• Bringing robustness in concepts, theories and methods

• Intercultural validation• Comparing and competing business models

in (applied) research• Travelling and• Baby boom …