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Organisational Ergonomics

ViWork applies human-centred approaches to design work and jobs so that the way work is done, imagined, prescribed, and disclosed are aligned. This includes environmental design and organisational systems. A positive work culture supports the psychosocial factors that lead to good performance.

Psychosocial factors and cognitive dimensions at work include the motivation, decisions, morale, tactics, engagement, values, ideals, and cooperative or protective methods used when working with others. While these factors are subjective, there are organisational factors, such as the job design, system support, leadership strategies, and working conditions that can promote health. Good work design encourages engagement, productivity, retention, and team cohesion.

ViWork examines:

  • Distributed workforce management (hybrid and agile ways of working in the age of work-from-anywhere)
  • Organisational change management, work systems, and governance
  • Accreditation requirements relating to human health (such as IWBI – The International Well Building InstituteTM or the Green Building Council of Australia ergonomics credit)
  • Workplace culture and climate
  • Job and task analysis, and work system analysis, work demands, autonomy, support, control, and environmental factors
  • Remote or isolated work
  • Management plans related to work design invention and prevention – primary, secondary, and tertiary
  • Environmental health factors and cognitive distractions
  • Exposure to occupational incivility, hostility, aggression, violence, or crime
  • Communication and training methods to meet people’s needs
  • “Design thinking” in the organisation: literacy, capacity, and capability
  • Procurement strategy and human systems integration
  • Gaps in the varieties of work (how it is done, disclosed, prescribed, or imagined) and subsequent design opportunities.
  • The integration of business unit strategies to achieve manageable, coherent, and meaningful lead indicators for good work design
  • Developing lead performance indicators to foster good work,  including the “near rights” or “work-arounds”
  • Program launches, such as design for diversity

Learning about the nuts-&-bolts mechanisation of a business reveals whether or not work is harmonious and effective, indicated by job satisfaction and engagement. The learnings might include:

  • Job, task, and work system analysis: integrated analysis of human, cognitive, psychosocial, and physical factors in the design of jobs
  • Workload analysis and perceived balance
  • Empathy and journey maps to understand the internal or external customer experience
  • Event analysis to learn about contributing factors that address resilience or performance erosion (the things that went “right”, what reinforces “expected actions”, and what can detract from those expectations or gave rise to adversity).
  • Organisational strategy review to examine that which contributes to anxiety or concerns at work (includes survey administration) and that which props good work
  • Partnering with technology providers for real-time system monitoring to examine work-as done
  • Valid survey administration to examine work culture, climate, workload perception, or health & wellbeing, for example

The design of good work reflects sound governance, where work is meaningful, easily understood, and manageable. This might include:

  • Job and work re/design to support effective work performance and perceived workload balance
  • Design for diversity (including neuro-diversity) strategies that help businesses enact their inclusivity policies
  • Distributed workforce management strategies to permit hybrid, agile, activity-based work
  • Establish environmental design principles to support psychological well-being
  • Competency, training, and assessment design for human-centred approaches
  • With our technology partners, develop high-fidelity immersive experiences – modelling, simulation, animation, virtual or augmented reality for onboarding, training, event analysis, or similar

Co-creating a satisfied workforce is an enriching experience. Even better, is executive board-level adoption of good work design principals, philosophy, and directives. 

  • We examine the effects of interventions like wokload balance through job re-design,  distributed work force management, or design for diversity strategies
  • We evaluate the efforts to reduce exposure to incivility, aggression, and violence
  • We can evaluate the implementation of immersive experiences to continually gain more from the technologies.
  • We facilitate learning or innovation teams
  • Implementation of evidence-based programs to reduce psychosocial or physical hazard exposure and contribute to a positive workplace climate
  • We examine the human-systems integration throughout the business
  • Accreditation support per the International WELL Building InstituteTM or the Green Building Council of Australia

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