the new sts workshop pd final
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The Participative Design Workshop
And the Socio-ecological Perspective
Don de Guerre
6/17/2009 | 1
Global Social Environment (characterized by value shifts as people change their world)
The Work of the Search Conference: to develop business strategy aligned with environment
Environment acts on the system presenting opportunities for Puzzle Learning
The Work of the Participative Design Workshop: To produce
a learning organization
System acts on environment for Active AdaptivePlanning
System
Based on Open Systems Theory, selected principles and tools are applied to a variety of complex change
challenges.
Unique Designs
A socio-ecological systems perspective
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Small “knowledge work” org’nOne level org’n. Whole org’n is decision making body composedof temporary, overlapping project teams
Small to medium org’n with specialized people at strategic level. Also known as “Democratic Modified” where responsibility for control is still one level above where work is done, but responsibility for co-ordination is in the group
Large org’n with non-specialized people at strategic level
Variations in Democratic Organization Systems
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The Three Phases of a PDWPhase 1. Analysis (of what exists now)
Briefing 1 - Design Principle 1, then....
Groups complete matrix for 6 psychological requirements of productive activity.
Groups complete matrix of skills/knowledge and certifications available.
Reports and diagnostics.
Phase 2. Change (redesign)Briefing 2 - Design Principle 2, then....
Groups draw up work flow.
Groups draw up organizational structure and redesign it.
Reports and revisions.
Phase 3. Practicalities (implementation planning)Briefing 3 - What Is Required to Make the Redesign Work, then Groups spell out....
a comprehensive set of measurable goals.
training requirements (from skills matrix).
the basis for designing career paths.
how the redesign improves scores on the 6 criteria.
other requirements, e.g. mechanisms for coordination, changes in technology, etc.
-5 0 5 -5 0 +5 -5 0 +5
0 10 0 10 0 10
EFFECTIVE ORG DESIGN
HIGH EMPLOYEE ENGAGEMENT
MEETS THE BASIC HUMAN NEEDS OF
WORK
ELBOW ROOM LEARNING ON THE JOB VARIETY (Autonomy in (a) Setting Goals decision making) (b) Getting Feedback
MUTUAL SUPPORT AND RESPECT
MEANINGFULNESS(a) Socially Useful(b) See Whole Product
DESIRABLE FUTURE
OPTIMAL
MAXIMAL
Intrinsic Motivators
Participative Design Workshop Using Mirror Groups
Introductions - Explain plan for the workshop
Briefing #1 - Design Principle 1
Mirror Groups analyze 6 criteria and skills as they now exist A B C D
Reports of A & C’s positions
Briefing #2 - Design Principle 2
Map workflow and structure, create redesigns
Add goals, training requirements, etc..
Groups finalize redesigns
Final Reports of A & C’s redesigns
A B C DMirror Groups swap roles
and repeat the process
SEL Participative Co-design Process
Connect
Innovate
Design
Implement
New Social
Architecture
9© 2013
The Design Phase
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DESIGN SCIENCE PRINCIPLES
• Mash up (smart recombinations)
• Prototyping (modelling, fallacy of misplaced concreteness)
• Rapid iteration
• Time boxing
• Max mix
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Everyone is a Designer
Traditional PDW IDEATheoretical Grounding OST/STS OST/STS
Design ScienceAppreciative Inquiry
Theory Inputs DP1DP2
6 factors
Rapid Iterative Prototyping
Creative InputsTed TalksYou Tube
RSI AnimateShort Case Articles
Participants Natural Work GroupsDiagonal Slice
Intact Groups as Design Teams
Whole SystemDiagonal Slice
Maximal Mixing of Groups
Agenda Briefing 1: DP16 factors
Skills matrixBriefing 2: DP2
Current Org Structure & Workflow
New Org StructureBriefing 3: Practicalities
IntroductionResearch
IdeateDevelopIterate
Mash UpPrototype
Refine (Validate)IterateBuild
Change Process Preparation to DesignFormal and Legal Agreement
PDWsIntegrationTown Hall
Implement
ConnectInnovateDesign
IntegrationArea TeamsTown Hall
Implement
Output DP2 Organization Structure Multiple Organization ModelsRelational, Spatial, Structural
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