Exploring the world of work in an era of change; implementing best-practice policy and procedures

With a team comprising more than 20 professionals, we provide tailored expert advice and training to not-for-profit, industry and government organisations through workshops, consultancy and research partnerships in the areas of human resource management, industrial relations, workplace innovation and organisational behaviour.

Services

Engagement is the interaction and knowledge exchange that occurs between WOW researchers, their clients and the research’s beneficiaries.

Research conducted by the Centre seeks to impact workers, organisations and labour markets to effect positive change through the implementation of best-practice policy and procedures.

Research process: A guide for business and industry

Got a problem to solve or questions to answer?

Project completed

  • Sharing of data/findings: Presented to client/grant partner/ funding body in manner agreed to.
  • Final reports prepared (if part of funding terms).
  • Post-project, parties may pursue new funding and/or collaborative opportunities to build upon the recently completed, or new, research.

Milestones met

  • Interim/annual reports submitted to client/grant partner/funding body;
  • Workshops, symposium, seminars;
  • Board presentations
  • Training initiatives
  • Engagement via media outlets, civic forums etc;
  • Publications via academic and media outlets;
  • Subsequent invoices raised by Griffith for progress payments.

How researchers can help

WOW researchers use an evidence-based approach to deliver research.

What does research involve?

  • Conducting surveys, interviews and focus groups in the field or your business;
  • Reviewing the academic, policy and practice-based literature around your question/problem to identify information that already exists;
  • Evaluating your business and/or industrial relations policy and practice; and
  • Developing case studies from, or pilot studies within, your business.

Types of research

  • Funded by business/industry client i.e. researcher as consultant or contractor.
  • Business/industry become grant partner i.e. Australian Research Council (ARC) Linkage grant scheme.

Project commences

  • WOW research team make submission to Griffith University Human Research Ethics Committee for clearance to commence.
  • Additional members of the project team hired (if part of funding terms).
  • Creation, collection, analysis and storage of data.

Whom do I contact?

WOW researchers hold expertise in the areas of gender, equity and diversity; employee voice; managing human capital; wellbeing; health and safety; emotion; and collectivism at work.

Contact the Centre on (07) 3735 3714, wow@griffith.edu.au or the researchers with the expertise you need, directly.

Proposal developed

Consultation between WOW researcher/s and client/grant partner.

Proposal to proceed: documentation

  • Funded research: Contract/s drawn up by Griffith University (unless client requires use of their contract);
  • or
  • Grant partner on ARC Linkage grant: Partner commitment required in writing. If ARC Linkage application is unsuccessful, WOW researcher/s and grant partner renegotiate project.
  • Invoice raised by Griffith University for first payment.

Research process: A guide for business and industry

Got a problem to solve or questions to answer?

How researchers can help

WOW researchers use an evidence-based approach to deliver research.

What does research involve?

  • Conducting surveys, interviews and focus groups in the field or your business;
  • Reviewing the academic, policy and practice-based literature around your question/problem to identify information that already exists;
  • Evaluating your business and/or industrial relations policy and practice; and
  • Developing case studies from, or pilot studies within, your business.

Types of research

  • Funded by business/industry client i.e. researcher as consultant or contractor.
  • Business/industry become grant partner i.e. Australian Research Council (ARC) Linkage grant scheme.

Whom do I contact?

WOW researchers hold expertise in the areas of gender, equity and diversity; employee voice; managing human capital; wellbeing; health and safety; emotion; and collectivism at work.

Contact the Centre on (07) 3735 3714, wow@griffith.edu.au or the researchers with the expertise you need, directly.

Proposal developed

Consultation between WOW researcher/s and client/grant partner.

Proposal to proceed: documentation

  • Funded research: Contract/s drawn up by Griffith University (unless client requires use of their contract);
  • or
  • Grant partner on ARC Linkage grant: Partner commitment required in writing. If ARC Linkage application is unsuccessful, WOW researcher/s and grant partner renegotiate project.
  • Invoice raised by Griffith University for first payment.

Project commences

  • WOW research team make submission to Griffith University Human Research Ethics Committee for clearance to commence.
  • Additional members of the project team hired (if part of funding terms).
  • Creation, collection, analysis and storage of data.

Milestones met

  • Interim/annual reports submitted to client/grant partner/funding body;
  • Workshops, symposium, seminars;
  • Board presentations
  • Training initiatives
  • Engagement via media outlets, civic forums etc;
  • Publications via academic and media outlets;
  • Subsequent invoices raised by Griffith for progress payments.

Project completed

  • Sharing of data/findings: Presented to client/grant partner/ funding body in manner agreed to.
  • Final reports prepared (if part of funding terms).
  • Post-project, parties may pursue new funding and/or collaborative opportunities to build upon the recently completed, or new, research.

Behavioural Risk Factors (SNAPO) for Cardiovascular Disease in the Queensland Construction Industry

Working with Workplace Health and Safety Queensland, under the Queensland Government’s ‘Healthier. Happier. Workplaces’ initiative, we developed and implemented a dietary health promotion program on large project-based construction sites in Brisbane.

Outcomes

  1. Development of a Healthy eating environment audit tool specific to construction.
  2. Development of a project site setup tool to create healthy eating environments in construction.
  3. A 12-month intervention to achieve positive change in risk factors for chronic behavioural diseases using organisational or individual level interventions.
  4. Academic papers on creating healthy eating environments in construction.

Skills Audit and Gap Analysis for Gold Coast Commonwealth Games 2018

Working with the Queensland Department of Training, Education and Employment, we assessed the skills needed to deliver aspects of the Gold Coast 2018 Commonwealth Games, including:

  • direct skills and indirect skills demand
  • indirect skills demands associated with the wider tourism, hospitality and leisure, transport, police and emergency services sectors
  • identify gaps in labour market capacity
  • make recommendations to address those gaps

Outcomes

A report was prepared and presented to the collaboration partner that:

  • Examined existing data on skills shortages, labour market projections, and skills associated with previous similar events.
  • Included findings following the analysis of new primary data collection through interviews with key stakeholders.

Supporting the Educators: Occupational Stress and Wellbeing across the Teaching Career-Span

Working with the Queensland College of Teachers (QCT) and Independent Education Union Queensland and Northern Territory Branch (QIEU), we sought opinions from all members regarding working conditions and the evaluation of key employee psychological health issues.

Outcomes

  1. Project design and marketing.
  2. Qualitative and quantitative data collection.
  3. Results reported and presentated to both QCT and QIEU members and executive teams.
  4. Designed as a ‘pilot’, this research is will lead to a further longer-term collaborative research project.
  5. Production of one Organisational Psychology Masters thesis and two academic publications.

The Future of Queensland Fire and Emergency Services

Working with Queensland Fire and Emergency Services (QFES), we sought opinions from all paid QFES employees regarding working conditions and management practices, and potential future changes to the structure and management of QFES.

Outcomes

  1. Design, administration and reporting of a self-report survey for all paid QFES employees.
  2. Results reported and presented to the senior QFES executive.

Trevor-Roberts Transforming Careers - Executive Performance Frameworks

WOW developed Executive Performance Frameworks for consulting firm Trevor-Roberts Transforming Careers. Lead by WOW Advisory Board member Edwin Trevor-Roberts, consultants support CEOs, Managers and their teams from ASX100 companies through to SMEs, providing a range of specialised career, leadership and team-oriented services from a team of experts across Australia.

Outcomes

  1. Worked in conjunction with the client on a consulting project concerning improvements to a public-sector organisation’s executive performance framework.
  2. Provided a background briefing paper that explored: a) How do modern organisations measure performance for senior managers? b) What is measured?  c) How are they measured?
  3. The paper was based on extant research and empirical evidence on executive performance. These findings were supported by practice research on how other organisations undertake executive performance. Together this research was nuanced with an understanding of the case context (especially the governance arrangements) and how executives are motivated.

Uncovering our Culture

Two projects were undertaken at Origin in association with cultural diagnostic workshops to identify employees’ perceptions of their current culture and shape future culture strategies and practices.

Outcomes

Project One:

  1. Advice concerning data collection.
  2. Observation of workshops.
  3. Project management of the transcriptions from workshop audio data.
  4. Qualitative analysis of the workshop data to determine key themes and findings.
  5. Comprehensive report including discussion of the key themes and findings.

Project Two:

  1. Review of values and behaviours’ frameworks and leadership literature.
  2. Identification and analysis of a range of frameworks on values and behaviours.
  3. Report detailing recommendations on how to introduce a revised values and behaviours’ framework.

Educational Resource for Franchisors and Franchisees

WOW collected information from a wide range of sources to collate two documents, one for franchisees and one for franchisors, to outline the key facets of workplace management for both parties, in light of an amendment to the Fair Work Act (2009).

Outcomes

  1. Data from a number of public sources, such as relevant Acts, the Australian Taxation Office, Australian Competition and Consumer Commission, Franchise Council, Human Rights Commission, Fair Work Commission, Safe Work Australia, and state business authorities was combined with academic literature and reports.
  2. The topics covered for franchisees included due diligence, end-to-end human resource management, employment contracts, pay, safety, and employment issues.
  3. The topics for franchisors included recruiting franchisees, compliance with workplace legislation, and managing relationships with franchisees. The nature of the content was passages of information, examples, frequently asked questions, best practice cases, organisational case studies, interview excerpts, models and diagrams.
  4. The resources were presented in plain and simple English, tailored to the Partner’s audience.
  5. The resources were used by the partner as a foundation for the development of their own package of educational tools for the franchise industry in Australia.

These resources are available on request from the Centre for Work, Organisation and Wellbeing.

CCR project with Programmed Maintenance Services: SMARTminds

As more organisations look to focus on core business, relieve capacity constraints, create innovation and reduce operating costs, they invariably turn to outsourcing internal functions. Seeking to prevent outcomes associated with outsourcing (e.g. reduction in service quality, deterioration of safety culture) Programmed - Australia’s largest staffing and maintenance services organisation – engaged WOW in 2015 to develop a robust and innovative assessment tool to assist in identifying, employing and developing workers who align themselves with the organisation’s core values, internalise the company’s safety ethos and enhance the workplace culture around safety.

Outcomes:

  1. WOW developed SMARTminds, which reliably measures all relevant personal characteristics, attitudes, and personal values as they relate to safety mindedness.
  2. This tool is now being used as part of Programmed’s Zero Harm journey, to measure safety mindedness when selecting and developing managers and staff.
  3. Programmed is also in the process of commercialising the tool to assist clients with recruitment and development of new and existing employees, team performance and promoting a positive safety culture.
  4. WOW continues to work with Programmed on SMARTminds Project II.

Our research

Our research examines seven key contemporary workforce issues to help us understand how organisations and individuals respond to the demands of a constantly changing business environment.

Want to know more?

Get in touch with the Centre for Work, Organisation and Wellbeing