The labor productivity of construction projects is low. This urges construction companies to increase their labor efficiency, particularly when demands grow and labor is scarce. This blog introduces an overview that helps practitioners identify causes of low productivity to find and eliminate the root causes.
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Background: In 2009, the Steering Committee for Pregnancy and Childbirth in the Netherlands recommended the implementation of continuous care during labor in order to improve perinatal outcomes. However, in current care, routine maternity caregivers are unable to provide this type of care, resulting in an implementation rate of less than 30%. Maternity care assistants (MCAs), who already play a nursing role in low risk births in the second stage of labor and in homecare during the postnatal period, might be able to fill this gap. In this study, we aim to explore the (cost) effectiveness of adding MCAs to routine first- and second-line maternity care, with the idea that these MCAs would offer continuous care to women during labor. Methods: A randomized controlled trial (RCT) will be performed comparing continuous care (CC) with care-as-usual (CAU). All women intending to have a vaginal birth, who have an understanding of the Dutch language and are > 18 years of age, will be eligible for inclusion. The intervention consists of the provision of continuous care by a trained MCA from the moment the supervising maternity caregiver establishes that labor has started. The primary outcome will be use of epidural analgesia (EA). Our secondary outcomes will be referrals from primary care to secondary care, caesarean delivery, instrumental delivery, adverse outcomes associated with epidural (fever, augmentation of labor, prolonged labor, postpartum hemorrhage, duration of postpartum stay in hospital for mother and/or newborn), women’s satisfaction with the birth experience, cost-effectiveness, and a budget impact analysis. Cost effectiveness will be calculated by QALY per prevented EA based on the utility index from the EQ-5D and the usage of healthcare services. A standardized sensitivity analysis will be carried out to quantify the outcome in addition to a budget impact analysis. In order to show a reduction from 25 to 17% in the primary outcome (alpha 0.05 and bèta 0.20), taking into account an extra 10% sample size for multi-level analysis and an attrition rate of 10%, 2 × 496 women will be needed (n = 992). Discussion: We expect that adding MCAs to the routine maternity care team will result in a decrease in the use of epidural analgesia and subsequent costs without a reduction in patient satisfaction. It will therefore be a costeffective intervention. Trial registration: Trial Registration: Netherlands Trial Register, NL8065. Registered 3 October 2019 - Retrospectively registered.
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In deze bijdrage presenteren we een aantal voorbeelden die laten zien dat verdieping van de unitstructuur een levensvatbaar alternatief is voor de vervanging van de unitstructuur door de multidimensionale organisatie (MDO), zoals voorgesteld door Strikwerda en Galbraith. In de MDO wordt gestreefd naar ‘resource efficiency’ en schaalvoordelen, terwijl het verdiepen van de unitstructuur gericht is op het bereiken van ‘flow efficiency’ en flow voordelen.
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This paper presents work aimed at improved organization and performance of production in housing renovation projects. The purpose is to explore and demonstrate the potential of lean work organization and industrialized product technology to improve workflow and productive time. The research included selected case studies that have been found to implement lean work organization and industrialized product technology in an experimental setting. Adjustments to the work organization and construction technology have been implemented on site. The effects of the adjustments have been measured and were reviewed with operatives and managers. The data have been collected and analyzed, in comparison to traditional settings. Two projects were studied. The first case implied am application of lean work organization in which labor was reorganized redistributing and balancing operations among operatives of different trades. In the second case industrialized solution for prefabricated installation of prefabricated roofs. In both cases the labor productivity increased substantially compared to traditional situations. Although the limited number of cases, both situations appeared to be representative for other housing projects. This has led to conclusions extrapolated from both cases applicable to other projects, and contribution to the knowledge to improve production in construction. Vrijhoef, R. (2016). “Effects of Lean Work Organization and Industrialization on Workflow and Productive Time in Housing Renovation Projects.” In: Proc. 24 th Ann. Conf. of the Int’l. Group for Lean Construction, Boston, MA, USA, sect.2 pp. 63–72. Available at: .
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In a rapidly developing labor market, in which some parts of jobs disappear and new parts appear due to technological developments, companies are struggling with defining future-proof job qualifications and describing job profiles that fit the organization’s needs. This is even more applicable to smaller companies with new types of work because they often grow rapidly and cannot hire graduates from existing study programs. In this research project, we undertook in-depth, qualitative research into the five roles of a new profession: social media architect. It has become clear which 21st century skills and motivations are important per role and, above all, how they differ in subcategory and are interpreted by a full-service team in their working methods, in a labor market context, and in the talents of the professional themselves. In a workshop, these “skills” were supplemented through a design-based approach and visualized per team role in flexibly applicable recruitment cards. This research project serves as an example of how to co-create innovative job profiles for the changing labor market. Ellen Sjoer, Petra Biemans. “A design-based (pre)recruitment approach for new professions: defining futureproof job profiles.” Információs Társadalom XX, no. 2 (2020): 84–100. https://dx.doi.org/10.22503/inftars.XX.2020.2.6
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This report maps different programs that supportrefugees on the road to entrepreneurship. The municipality of The Hague, along with the refugee and migrant support organization EnterStart (MigrantINC) asked for an evaluation of the program The Hague Test Garden (from now on called The Test Garden) where refugees can ask for help starting their own businesses. The evaluation is not just based on the experiences in The Test Garden; other programs have been included in the evaluation to come to a broader view of the road to entrepreneurship and the obstacles encountered. The increased inflow of refugees in Dutch society and on the Dutch labor market has generated different support programs for starting-up a business. Some of these programs already existed but shifted to accommodate the needs of this specific target group. Other programs were initiated to support refugees because of perceived barriers in Dutch society. Most programs are private initiatives, funded on a project basis. In the Netherlands, refugees that hold a residence permit are called ‘status holders’. Upon arrival, they received a temporary permit for at least five years. They need to follow a civic integration and language program and they are expected to be part of the (regular) education system or labor market as soon as possible. The Test Garden started in 2016, a time when multiple support systems for refugee-entrepreneurs began their programs. This report starts with a short overview ofrefugee flows to the Netherlands. The main part of the report consists of the comparison and evaluation of the different programs. The information was gathered through literature, websites, and in-depth interviews with program managers and others involved. Interviews with the participants are only included for The Test Garden (Appendix 1 gives an overview of the meetings and interviews). LinkedIn: https://www.linkedin.com/in/karijn-nijhoff-89589316/
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This book is about markets for intermediate skills. It is also about the coordination within and between the (vocational) education system and the (sub-baccalaureate) labor market, and the institutions that govern them. Our goal was to improve our understanding of how particular governance regimes influence the operation of vocational education and training (VET) markets. We conducted an international comparison of three different governance regimes of VET markets in Germany, the Netherlands and the American state of Wisconsin. The central question underlying the national analyses and comparisons is: How do markets for intermediate skills operate in Germany, the Netherlands, and the American state of Wisconsin?
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Abstract Background: With the growing shortage of nurses, labor-saving technology has become more important. In health care practice, however, the fit with innovations is not easy. The aim of this study is to analyze the development of a mobile input device for electronic medical records (MEMR), a potentially labor-saving application supported by nurses, that failed to meet the needs of nurses after development. Method: In a case study, we used an axiomatic design framework as an evaluation tool to visualize the mismatches between customer needs and the design parameters of the MEMR, and trace these mismatches back to (preliminary) decisions in the development process. We applied a mixed-method research design that consisted of analyzing of 118 external and internal files and working documents, 29 interviews and shorter inquiries, a user test, and an observation of use. By factoring and grouping the findings, we analyzed the relevant categories of mismatches. Results: The involvement of nurses during the development was extensive, but not all feedback was, or could not be, used effectively to improve the MEMR. The mismatches with the most impact were found to be: (1) suboptimal supportive technology, (2) limited functionality of the app and input device, and (3) disruption of nurses’ workflow. Most mismatches were known by the IT department when the MEMR was offered to the units as a product. Development of the MEMR came to a halt because of limited use. Conclusion: Choices for design parameters, made during the development of labor-saving technology for nurses, may conflict with the customer needs of nurses. Even though the causes of mismatches were mentioned by the IT department, the nurse managers acquired the MEMR based on the idea behind the app. The effects of the chosen design parameters should not only be compared to the customer needs, but also be assessed with nurses and nurse managers for the expected effect on the workflow.
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English version of the book 'Energieke Arbeid' published by the Centre of Applied Labour Market Research and Innovation (Dutch abbreviation: KCA) to celebrate the 10th anniversary of applied labour market research at Hanze University of Applied Sciences. After an introduction by drs. Marian van Os (vice-president of the Executive Board of Hanze University of Applied Sciences Groningen), the first chapter (by dr. Harm van Lieshout) takes a brief look back at the development of KCA over the past ten years. The second chapter (by dr. Louis Polstra) discusses the first of two lines of research of KCA: Healthy Ageing & Work. The third chapter (by dr. Harm van Lieshout) discusses the second line of research: The Labour Market in the EnergyPort Groningen Region. The book concludes with a brief epilogue by van Lieshout & Polstra.
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High Performance Organization (HPO) characteristics indicate why an organization is able to achieve significantly better results than other organizations and these characteristics can facilitate associations to optimize employees’ work outcomes. The independent professional (IP) is an increasingly occurring phenomenon in the labor market that fulfils an organizations’ need for flexibility in knowledge productivity. This study focuses on the contribution of HPO characteristics to the knowledge productivity of IP's. It was conducted among managers and HRM professionals in various Dutch knowledge-intensive organizations that frequently enlist the services of IPs. This study found a number of HPO attributes that appeared to contribute to the IPs' knowledge productivity, namely the quality of management, an open and actionfocused organizational culture, and continual improvement and innovation. We will use these results to look ahead and consider the future consequences for professional practice. Managers and HRM professionals should strive to contribute to the incorporation of these characteristics within the organization in order to safeguard and enhance knowledge productivity of independent professionals.
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