(Type new Policy Patterenabling and promoting "makers in the plant"n Name here)

From DiDIY Policy Patterns
Jump to: navigation, search

The problem is…

Workers accessing information in real time and, therefore, acting more efficiently may become frustrated and alienated from human relations in the long-term: they can exploit the opportunity to access more information than before but become more tied to the job. It might happen to recall the principles of Taylorism.

The proposed solution might apply when

The solution proposed is…

Define conditions under which workers can receive incentives to grow their soft and hard skills, as defined. Develop the workers competences and the organizational conditions described in D3.6 as personal and environmental characteristics. Promote informal meetings to enforce the growth of social learning practices.

The expected outcome is…

We expect multiple outcomes: first, workers could grow their hard of soft skill-sets; second, new policies for human resources management could be created with the aim to identify better incentives to employees (in particular workers) growth; third, organizations will become more “fluid” given a wider level of information sharing among and across the boundaries of functional units.

Other information


Introducing digital technologies without a proper study of the implications at the workers’ level can posit the ground for Taylor-based approaches. DiDIY is intended to overcome the alienation of jobs and to induce workers to exploit synergies. This will lead to higher efficiency rates, to autonomy (always according to each organization conditions) of workers and, eventually, to an higher visibility of the flow of information.

Significant influencing factors

The lack of knowledge on how to exploit at the workers level the benefits of digital technologies can cause a slowdown in introducing innovation. To avoid this, it turns out to be necessary a continuous training of the actors involved in the change. Besides workers, it is necessary that managers, heads of function and executives design and develop specific policies for facilitating the diffusion and savvy use of DiDIY practices.


See results from WP3.

Related Patterns

Reformulating the "smart" in "smart-work": DiDIY is enabling job enrichment

Links to further resources

See results from WP3.

Authors and Credits

Category tags