Chapter 3: Three Successful Work Redesigns
Focus on results, not the time spent in the office.
This video offers three case studies of work redesigns that focus on universally implemented policies as opposed to individual accommodations, thus improving work for employees broadly. These include examples of a global solution, both professional and hourly work and a redesign that has been implemented across multiple companies. In the end, we look at similarities as well as unique learning points.
Three Successful Work Redesigns: Resources
- 2014: The Year of the Workplace Reinvention: This article provides examples of strategies from companies that have successfully implemented workplace redesign, such at Zappo's "holocracy" and Morningstar's "self-organization."
- Ten Tips to Create a Flexible, Virtual Work Environment: Deborah Frett, CEO of Business and Professional Women's Organization, provides ten concrete tips on creating an inclusive workplace that reflects the needs of workers today.
- Don't Go To Work, The Management Scheme That Lets Workers Do Whatever They Want as Long as They Get Things Done: Outlining the benefits of ROWE to workers and workplaces, this article suggests that workers who have greater autonomy and control over their schedules are the most productive and satisfied.
- ROWE: Results-Only Work Environment: This website by Cali Ressler and Jodi Thompson, the creators of ROWE, explains the tenets and benefits of ROWE and offers resources and services provided by the authors.
- Millenials: Confident. Connected. Open to Change: Key findings of a major study on Millenials are outlined, including that this generation is more politically progressive and more educated than previous generations.
- Mentoring Millenials: Millenials have different expectations for their workplaces and bosses than older workers, particularly in their desire for sponsorship and flexibility.
- Why Four Day Work Weeks Are Best: Professor of psychology Peggy Drexler makes a convincing argument for the merits of the four-day work week, as long as it is adhered to by the entire team or office.
Three Successful Work Redesigns: References
Does Working from Home Work? Evidence from a Chinese Experiment (No. w18871)
Bloom, Nicholas, James Liang, John Roberts, and Zhichun Jenny Ying. 2013. "Does Working from Home Work? Evidence from a Chinese Experiment (No. w18871)." National Bureau of Economic Research.
The Initial Assignment Effect: Local Employer Practices and Positive Career Outcomes for Work-family Program Users
Briscoe, Forrest and Katherine C. Kellogg. 2011. "The Initial Assignment Effect: Local Employer Practices and Positive Career Outcomes for Work-family Program Users." American Sociological Review 76(2): 291–319.
Clarifying Work–family Intervention Processes: The Roles of Work–family Conflict and Family-supportive Supervisor Behaviors
Hammer, Leslie B., Ellen E. Kossek, W. Kent Anger, Todd Bodner, and Kristi L. Zimmerman. 2011. "Clarifying Work–family Intervention Processes: The Roles of Work–family Conflict and Family-supportive Supervisor Behaviors." Journal of Applied Psychology 96
Finding an Extra Day a Week: The Positive Influence of Perceived Job Flexibility on Work-Family Life Balance
Hill, E. Jeffrey, Alan J. Hawkins, Maria Ferris, and Michelle Weitzman. 2001. "Finding an Extra Day a Week: The Positive Influence of Perceived Job Flexibility on Work-Family Life Balance." Family Relations 50(1): 49-58.
Changing Workplaces to Reduce Work-Family Conflict Schedule Control in a White-Collar Organization
Kelly, Erin L., Phyllis Moen, and Erin Tranby. 2011. "Changing Workplaces to Reduce Work-Family Conflict Schedule Control in a White-Collar Organization.” American Sociological Review 76(2): 265-290.
Designing Organizational Work, Family and Health Change Initiative
Kossek, Ellen Ernst, Leslie B. Hammer, Erin L. Kelly and Phyllis Moen. 2013. "Designing Organizational Work, Family and Health Change Initiatives." Organizational Dynamics 43(1): 53-63.
Workplace Social Support and Work–Family Conflict: A Meta‐Analysis Clarifying the Influence of General and Work–family‐specific Supervisor and Organizational Support.
Kossek, Ellen Ernst, Shaun Pichler, Todd Bodner, and Leslie B. Hammer. 2011. "Workplace Social Support and Work–Family Conflict: A Meta‐Analysis Clarifying the Influence of General and Work–family‐specific Supervisor and Organizational Support." Personnel Psychology 64(2): 289–313.
Does Enhancing Work-time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment
Moen, Phyllis, Erin L. Kelly, and Rachelle Hill. 2011. "Does Enhancing Work-time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment." Social Problems 58(1): 69.
Healthy Work Revisited: Do Changes in Time Strain Predict Well-Being?
Moen, Phyllis, Erin L. Kelly, Jack Lam. 2013. "Healthy Work Revisited: Do Changes in Time Strain Predict Well-Being?" Journal of Occupational Health Psychology 18(2): 157–172.
Changing Work, Changing Health: Can Real Work Time Flexibility Promote Health Behaviors and Well Being?
Moen, Phyllis, Erin L. Kelly, Eric Tranby, Quinlei Huang. 2011. "Changing Work, Changing Health: Can Real Work Time Flexibility Promote Health Behaviors and Well Being?" Journal of Health and Social Behavior 52(4): 402-429.
Making Time off Predictable—and Required
Perlow, Leslie and Jessica L. Porter. 2009. "Making Time off Predictable—and Required." Harvard Business Review 87(10).
