ABOUT THE PROJECT
Title: Positive Practices at workplaces
Type of work: Design Innovation and Service design
Type of project: Solo Project.
Date: June 2020- August 2020
Time: 3 months, final college project
Approach to design- Participatory
Software used- Adobe Illustrator, Miro.
Subjects: Service design | Social Innovation | Participatory approach | Collective efforts | Organizational Design
Well-being comes from one place, and one place only - a positive culture."
(Seppälä and Cameron, 2015).
This project looks at a situation that showcases the need for change in the correlation between work life, parenting and upbringing. It also talks about balancing the "act of giving" and "promoting satisfying societies" through positive practices. We are aware of substance abuse, inequality, poverty, unemployment, negative entertainment, and unproductivity amidst all the charity, government help and CSR that happens even today. Toxic charity has also made its mark with the help of marketing, overbearing religious influences and societal goodwill. Habitifying holistic giving as integrally as making profits and de-commodifying the act of supporting one another can get us closer to promoting satisfying societies.
The process involved exploring new perspectives, designing ideas and implementing for solutions that imply conceptually, process, for organizational change, that aimed to improve the welfare and wellbeing of individuals, organizations and communities. This is also known as the Social Innovation Framework and is divided into three stages as elaborated below.
Social Innovation Framework - Stage 1
Mission: "WHY"- Find the cause
Process Behaviour: Focused
Process: Idea statement
Skill: Empathy
Tasks involved: 1. Research 2. Ask the right people, the right questions 3. Insights-Idea
While on a project in a neighborhood named Govan, that supports a majority of retired and old, we learnt problems regarding trash collection. I wondered if the concept of synergy and the collective efforts of the inhabitants could treat them. So, I observed various aspects regarding community support groups and charities worldwide and amidst their various significant contributions today, unfortunately, we can still find our societies victimized by divisions, scarcities, and bad politics.
After having interviewed Individuals aged 45+, conversations highlighted upon
1. Upbringing,
2. Collaboration and
3. Socializing in the formative years had influence on their satisfaction factor.
Associating with a healthy society has a great impact (refer to the influence map below) on the deeds of any individual, and a nation at large (refer to the stakeholders map below). Having limited or low aims in life is said to cause an imbalance in satisfaction in the individual as well as the ones associated.
The Influence Map
Individuals form the core of our global society, and modify it at every level as shown in the image below. Individuals also contribute to forming stakeholders at different levels that function differently and contribute to change in the society.
Stakeholder Map
ARE OUR PROVISIONS SOLVING THE NEED?
Some organizations tend to promote charity for goodwill which may not be in sync with the needs of the recipients. Some others feel obliged to fulfil most of the demands from their recipient's. In both cases they get toxic and ought to give only that which their recipients lack. The same has been claimed by Lupton's principles of effective charity. Organizations need to constantly reflect evaluate and act on their provisions, rather than become centres of dependency that promote laid back mindsets, unmet expectations, and dissatisfaction.
Gibbs reflective cycle as shown in the diagram below (inside the big yellow star) also emphasizes that "evaluation" is the key and we need to understand what was good and bad about the given situation. So, to overcome this mode of dissatisfaction and dependency organizations need to document and evaluate their ideas, claims and acts.
"We do provide free food and allowances*, but people begin to ask, probably expect more, and we cannot afford to, as bound by finances" -a member of an organization in Govan (2020)
"Lack of clarity, focus and goals can lead to dissatisfaction and unproductive behaviour.” (MAN, JUNE 2020)
In other cases, the motive of the benefit performed is based on goodwill, profits, time or nature or purpose of the organization/ business. They may have their boundaries, but the objective still lies unfulfilled. We would need to practice social innovation that focuses on solving problems derived from factual insights to achieve greater results.
"Setting goals on existing issues and acting upon them to be more important than just planning them." (LADY, JUNE 2020)
I considered consulting and working with social enterprises in the UK for this project as their concept and functionality is based of societal growth and revenue generation. Also, they have certain benefits that charities and NGOs lack. But, unfortunately wasn't possible due to the pandemic. The following was the idea statement that I had created to work upon that wasn't complete and required reflection and reframing.
Conclusion derived from Stage 1
"HOW CAN SOCIAL ENTERPRISES, COLLABORATIVELY INNOVATE A MEDIUM AND HELP TROUBLED PARENTS TO BALANCE THEIR ISSUES WHILE UPBRINGING THEIR CHILDREN FOR A BETTER* SOCIETY?”
Social Innovation Framework -Stage 2
Mission: "WHAT"- Play with the Insights
Process Behaviour: Dynamic
Process: Idea Generation
Skill: Creativity
Tasks involved: 1. Associating 2. Brainstorming and Reframing 3. Idea Sharing
Re-framing the conclusion derived from stage 1
As the situation got worse due to covid19 I had to reconsider assisting a social enterprise the plan in detail to solve an issue. So I used Laswell's model of communication to reconsider and clarify the conclusion derived from Stage 1.
The working youth and young parents interacted with me through a questionnaire themed around parenting support that led to topics concerning employee satisfaction, aiming to enhance their mental and financial resilience.
WHY SHOULD WE CARE?
For a more Satisfying Society, we need to harmonize the work-life patterns.
As we know and see the various sources of dissatisfaction and influence, we focus on a situation involving three crucial touchpoints for the change that connect with most of us on a daily basis:
a. work-life
b. parenting
c. upbringing
We also must be aware that work-life influences the quality of family life and also the upbringing of children, thereafter the society. Workplaces today face demotivation and employee dissatisfaction that are unhealthy for their sustenance. Miscommunications, inequalities, comparisons are some common issues that require attention and reflection as the current workforce contributes to the current and the future of the economy through their upbringing. The future of a harmonious society lies in balancing and repairing parenting and workplace habits to model the youth effectively by treating digital addiction and training them with life skills. This later impacts the society and economy we live in.
There have been painful stories of people narrating how their abusive past has impacted them mentally and created highly stressful parenting patterns upon their children they did not intend to hurt. Although most of my respondents claimed to do be doing single jobs, they didn't find it satisfying- they weren't able to take care of themselves, weren't as passionate and had no time to socialize. We all require a place that supports our well-being.
"Well-being comes from one place, and one place only - a positive culture."
(Seppälä and Cameron, 2015).
We see that we require more positive actions in this scenario, raise a common understanding among people through standard positive practices. Practices are simple, relatable, cost-effective, and effective in practice to provide a collective experience. We also can infer that a workplace is a common touchpoint to most of us, that can help modify our lives.
WHO PROVIDES?
For a more satisfying society, we need the support of every workplace.
Survival is important for both, providers as well as receivers, even more during a pandemic. The social distancing criteria required for workplaces to shut down, leading to unemployment and low turnovers for companies and low earnings for workforces. This required a cost-effective way to benefit both enterprises and people.
Furthermore, collaboration among social enterprises for a noble cause, which generally occured even before the pandemic, was not an option as well, as the effect would not be as holistic as we are aiming, and the outreach would be limited. This called for a slight modification in an affordable workplace culture that is easy to provide and receive, without the influence of external forces.
PROVIDES WHAT?
For a more satisfying society, we need to focus on greater wellbeing, productivity and financial support.
Among various support programs provided by social enterprises today and also as per my questionnaire reports, emotional support, child safety and monetary support claimed more importance. Among these monetary supports could be provided by the employee’s family as well as the company. But the only way a company could help is by enhancing financial literacy within the company. Also, only 20% of the respondents claimed that their workplace offered this benefit and around 70% expressed their need for such benefits.
This insight directed that employees could become self-supportive as they could manage their money more effectively. And as per the company’s point of view, it is possible, adaptable, easy to provide, and also a unique provision, as they need not splurge on a CSR project when they are giving back to society in the simplest manner.
FOR WHOM EXACTLY?
For a more satisfying society, we need to focus on supporting youth and young parents.
My initial thoughts were to support troubled parents but supporting a change prone audience like- youth and young parents could change the upcoming generation. Focusing on troubled parents could be a limited target and also get difficult to access them. The other opportunities working with the youth could get collaborative and support proactive changes. Also, around 60% of my respondents felt that life skills and financial literacy have been difficult to keep up with, had they been aware, life would have been much easier.
HOW WOULD IT BE PROVIDED?
For a more satisfying society, we can establish and sustain harmony through internal collaborative social practices in workplaces.
Enhancing the sense of purpose and promoting equality in workplaces has always been the need. Incorporation of holistic opinions, relations and communications can give rise to positive outcomes. Some of the respondents felt the need to be understood, heard, and cared for.
WHERE AND WHEN WOULD IT BE PROVIDED?
For a more satisfying society, we need flexibility and adaptability in practice.
Conducting practices in a fixed work atmosphere and region could get limiting and boring. Considering a global perspective for creating workplace practices that could be scheduled online/ offline by daily, weekly, bi-monthly, and monthly patterns proved to be more committable closer to promoting a woke society.
One of the respondents claimed that the provision of these practices could be possible only offline as some receivers may not have access to network, in such cases the workplace could design special schedules to interact and work on providing support.
WITH WHAT EFFECT?
For a more satisfying society, we need humane practices and a more attentive future generation that effectively contributes to valuable progress.
Workplaces, children, and parenting are all providers and receivers in this situation.
Workplaces provide enhanced opportunities and in turn, receive a productive and healthier workplace.
Youth and young parents contribute to a positive generation by repairing their past and in turn receive mindful environments at workplaces that add meaning to work, easing tensions.
Children, the future generation would provide for a redesigned positive culture as they would be receiving a satisfying childhood and thoughts that aim for sustainability.
Clarified conclusion derived from Stage 1
ALL WORKPLACES CAN INTERNALLY COLLABORATE AND INNOVATE WITH A FLEXIBLE SCHEDULE OF SIMPLE POSITIVE PRACTICES AMONG THEIR EMPLOYEES (YOUTH AND YOUNG PARENTS) THAT PROMOTE WELLBEING AND FINANCE TO ENHANCE WORK-LIFE BALANCE/ WHILE UPBRINGING THEIR CHILDREN FOR HUMANE PRACTICES AND AN ATTENTIVE FUTURE GENERATION THAT CONTRIBUTES TO A MORE SATISFYING SOCIETY.”
The following image shows the transition from the previous incomplete idea to a more clarified one, using Lasswell's model of communication.
Social Innovation Framework -Stage 3
Mission: "HOW"- Solve the problem
Process Behaviour: Rapid
Process: Prototype
Skill: Discipline
Tasks involved: 1. Implement 2. Measure 3. Adapt 4. Repeat
Establishing a holistic environment for anyone working for your company is one of the significant contributions and investments. It would get difficult for anyone to leave a workplace that enhances adaptability, patience, situation awareness, and a place that values and supports them in building attributes with a trusted team to create an infinite mindset. The positivity contributed by the surrounding people can measure the effectiveness of these practices.
The research process and reports developed a pattern of responses that called for an action-based program to enable progress in financial, social relations and productivity aspects.
Entrepreneurs, the workforce and managers were asked to give their inputs on this prototype, which resulted in a positive response. Some felt the need for meticulous planning, to arrange for soft skill training once in 6 months and have more personalised practices in smaller groups that increase team chemistry and morale.
While others felt that the investors meet and some social activities were too engaging and overwhelming. So, the fact that we have an adaptable schedule that supports optional attendance was a win-win.
The following cards were presented to entrepreneurs and employees along with a schedule as shown below to elicit insights. (zoom in to read the cards)
Why does this design matter?
I was inspired by Lou Downe's principles to design the above solution for positive practices, as they'd be provided by the organization in the form of a service.
These practices are easy, clearly explain their purpose, enable each user to complete the outcome they set out to do as they allow to work in a way that is familiar and require no prior complex knowledge to perform.
Practices require the minimum possible steps to complete, but need consistency. They're usable by everyone, equally, and have no dead ends, can be modified as per the requirement.
It encourages the right behaviors from both the employees and the workplace.
It helps to quickly respond to change and notify when you can express through the daily session of reflection form and work analysis meeting. It also asks for awareness to clearly explain as to why a decision has been made.
It helps to set the user's expectations of the service through the system of practices, alongside being agnostic of organizational structures.
Outcome
Employees and Employers were involved to influence the design of this positive practice pattern. They were pleased to see the simplicity and cost effective method to balance between work and personal lives on a chart. They could also connect with the needs as they've been through them sometime in their lives.
This means it did not only provide a holistic need across departments and the hierarchy, but also emphasized the importance of practicing the view/ guidance to action and by doing so, promoting positive societies. It also helped me gain perspectives of humane and business mindsets and challenged me to balance them with insights derived during a pandemic. The change starts with us.
Client feedback
"The design offers a dual progress for our wellness and the company holistically, which is great. It certainly matches the global agenda for progress and seeks momentum. I'm familiar with the practices of supporting personal goals and gratitude in my workplace and I'm keen on following the others too." –Lynn Wilson , M.Des(Hons), M.A. -Fashion Textiles, M.Res -Management, FRSA.
We see that vague words and thoughts could change perspectives.
Assumptions have conveniently occupied space in our minds through experiences.
Here, we have organically explored a significant solution, observed an intense subject through the transformation of an assumption for probable support, from a restricted to a holistic approach.
Conclusion
"I personally feel our digitalized, and work culture patterns today are in much need of positive practices. Though we might have read or been aware of the importance of positive practices, not having them in action makes no progress. Giving equal importance to mental health and harmony in workplace as much as profits is much needed in our fast changing world. Collaborating and innovating practices could enhance lives. Do share your thoughts with me and others on this subject and lets promote more satisfying societies."
