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ViWork Organisational Ergonomics

ViWork Organisational Ergonomics

ViWork applies human-centred approaches to design work and jobs so that the way work is done, imagined, prescribed, and disclosed are well-aligned. This includes environmental design and organisational systems. Quality work design that reflects a positive culture supports the psychosocial factors at work, so those working conditions prop worker needs, and work capacities are well met by job design.

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 working conditions that can reduce anxiety and promote health. This can create positive outcomes, such as engagement, productivity, low absenteeism, high retention, and team cohesion.

ViWork examines:

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Distributed workforce management

Organisational change management, work systems, justice, 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

Role clarity, definition, and transparency

Job and task analysis, and work system analysis, work demands, autonomy, support, control, and environmental factors

Remote or isolated work

Management plans related to invention and prevention – primary, secondary, and tertiary

Environmental health factors and cognitive distractions

Exposure to occupational incivility, hostility, aggression, or violence

Communication and training methods to match job and work capability, documentation or training material that supports human factors considerations for attention and retention of key information

“Design thinking” in the organisation: literacy, capacity, and capability

Procurement strategy and whether specifications for human-performance requirement are outlined in tender documents and supplier agreements

Gaps in the varieties of work (how it is done, disclosed, prescribed, or imagined) and subsequent design opportunities.

The integration of work design concepts and features within the business, so that business units have manageable, coherent, and meaningful lead indicators that drive their activity – human-centred policies or practices

Reporting and communication methods that best capture work design opportunities, including “near rights” or “work-arounds”, as well as continuous improvement, productivity, and safety measures

Work system influences such as global or national initiatives, industry trends, regulation, governance, and formal or informal leadership systems

Methods of demonstrating design for diversity

Discovery Services

Job, task, and work system analysis: integrated analysis of human, cognitive, psychosocial, and physical factors

Learning Teams to evaluate contributing factors to incidents – from the governance to the shop-floor, and work systems

Organisational strategy review to examine that which contributes to anxiety or stress at work

Partnering with technology providers for real-time system monitoring to examine work design gaps and improvement areas

Work climate survey administration

organisational ergonomics - Bad day in the office
organisational ergonomics - Headache whilst working on a laptop

Design Services

Job and work re/design to support work performance, including programming support so that the workplace can run these Work Design champion teams autonomously

Design for diversity strategies that help businesses enact their inclusivity policies

Establish environmental design principles to support psychological well-being

Curriculum and assessment design to support the human factors in performance that may include partnering with technology providers for high-fidelity authentic modelling, simulation, animation, virtual or augmented reality experiences

Design strategy to support neurological needs of individuals or teams

Realisation Services

Design for diversity: we can facilitate work teams to re-design tasks so that the work is available to more workers of varied capability and background. This provides an inclusive workplace if work can be offered to as many people as possible

Organisational strategy review: we can advise about evidence-based plans to reduce psychosocial or physical hazard exposure

Organisational dynamics training: facilitate learning or innovation teams

We partner to provide immersive technology, modelling, simulation, gaming, or augmentative reality to aid high-fidelity learning: e.g., reduce anxiety in high-risk environments; or rejuvenate while engaging in a relaxation experience.