Workpoints

Friday, 28 October 2016

More new features on Workpoints, yup we just keep rolling them out!

Although there may be steam coming out their ears, and while they wipe the sweat off their brows, our developers at Workpoints never fail to continuously add new features to the program. (The secret lies in fueling them with ample cold drinks and tasty snacks!)

Introducing this week’s exciting new developments, we have not one but two new features to make you smile. The first is the new functionality of being able to give awards directly off the timeline page. 

Through tracking user patterns, as well as listening to our clients, we realised this is something that would make it easier for users to navigate their way around the program as well as improve efficiency around giving out an award.

On the timeline page, simply choose the award from the drop down list:


Search for the person and complete any required fields...



Then click Award! Workpoints...saving you time, making you smile, putting you others first!

The second feature is the option to now publish any of the award fields on the timeline post. What does that mean? That means that if you have included additional fields as part of the award, such as the name of a certification completed or the motivation given by peers when they recognise each other then you can display this information on the timeline, thereby informing the whole team.


To activate this, simply go into the settings of the activity, the Fields tab, tick the box "Make this field appear on the timeline if the activity is posted to the timeline" then save.


Any queries on how to use these features or if you’d prefer to engage with us around the application thereof, don’t delay...dial away! Alright alright, enough cheesy phrases for the day. Enjoy these new features!

Author


Amanda Mohr (BCom Industrial Psychology, Honours)

Amanda is part of our Behavioural Specialist team here at Workpoints. She is our client advice giver, our multitasker and our personal shopper.

Workpoints is a fully featured reward, recognition and incentives platform that provides you with the tools to create a high performance organisation. Our easy-to-use application integrates simply into any organisation and instantly encourages staff to do the daily grind with excellence and energy. 

Visit www.workpoints.co.za for more info and a free trial!



Thursday, 20 October 2016

New Feature Release: Notifications...Announcements made easy!

Workpoints yet again brings you a new exciting feature, which we've called Notifications!

Provided you’re a program administrator, you can now make an announcement to the entire program community in a few simple steps. Possible uses for this? Well, any announcement you’d like to make whether it is to inform people of a new campaign or to remind them of an ongoing initiative. This feature can be used to convey the same message to everyone at the same time. How do I make use of this awesome tool? It’s as easy as selecting it directly off the timeline page:


Alternatively, select Notifications from the Main Menu (top left corner).

Once the Notifications link opens, simply type in your content, check the preview below and Post to Timeline! You can also inform everyone of your notification/ announcement via email by selecting this option when you create the Notification.



Once you are satisfied with your message and click on Post Notification, your post will be made instantaneously on the timeline and it will be pinned to the top of the timeline feed!


Only the latest (if more than one notification has been created) will be pinned to the top of your timeline feed. Should you feel that it has served its purpose, there is the option to remove the notification by clicking the cross in the top right corner of the notification. If you create a new notification, it will simply replace the old notification (only one notification is displayed at a time).

So just like that, using Workpoints you can send a message to the entire organisation with ease!

Zine Maphumulo (BCom General)

Zine is our Operations Administrator here at Workpoints. She is our query handler, our fixer and our number one prankster. 



Amanda Mohr (BCom Industrial Psychology, Honours)

Amanda is part of our Behavioural Specialist team here at Workpoints. She is our client advice giver, our multitasker and our personal shopper.


Workpoints is a fully featured reward, recognition and incentives platform that provides you with the tools to create a high performance organisation. Our easy-to-use application integrates simply into any organisation and instantly encourages staff to do the daily grind with excellence and energy. 

Visit www.workpoints.co.za for more info and a free trial!

Friday, 14 October 2016

Individual and organisational resilience


I love the movie The Pursuit of Happyness. The resilience portrayed in that movie is a real depiction of the human capacity to overcome. Personal resilience is the ability to endure hardship, to adapt to changes, and to recover from trying situations[1]. It can be summarised in the context of four concepts namely: determination, endurance, adaptability and recuperability [2].

Resilience is something that is developed in all of us over time, and in most cases due to circumstances we didn’t anticipate, or didn’t bring on ourselves. As individuals we are constantly exposed to the risk of personal disruptions, and there are countless scenarios that can cause major disruptions in our lives. As a country we are exposed to the disruptions forced on us by our decision makers, and we are also exposed to the decisions of other countries. As organisations, we face all of the above mentioned disruptions as well as disruptions within markets and technology etc. For all of this we must develop resilience so that we can move past the point of just surviving, and press into growth and accomplishment.  

Organisational resilience is a pre-requisite of firm’s performance and innovation[3]. Organisational resilience should include all pillars of business itself, from the individual to groups, systems, operations, physical material properties, supply chain management, strategy, and innovation. It speaks to the ability of these elements to weather systematic disruptions, but also their ability to respond to new risk environments[4]. The resilience of an organisation depends on the availability and accessibility of resources, as well as the organisation’s formal structures[5]. While strict processes and controls might work in times of stability, major disruptions might require greater flexibility in order to survive[6]. If an organisation is not able to practically apply policies and procedures during a fast moving crisis then these plans are rendered useless[7]. What a company therefore needs, is to develop an inherent resilience that can support a quick response to large scale change during turbulent times[8].

People are still the driving force of organisations and therefore a critical contributor to the total resilience[9]. When aggregated, these individual characteristics form the compositions of the organisation[10]. Research also shows that while the characteristics of an individual speaks to potential for resilience, the combined characteristics of a densely networked team, where openness and innovation is supported by the organisation, allows these groups to tap into their collective resources, process information, detect disruptions quickly, make sense of it, respond and prevent it from spreading[11].

Relating to Figure 1 below, an organisation must build their capacity to: ‘investigate, to learn, and to act without knowing in advance what one will be called to act upon’[12]. The ability to identify or detect disruptions and to take action is key in organisational resilience, as well as creating proactive habits and having effective feedback mechanisms[13]. Is the organisation learning? Some studies have shown that practical proactive habits and behavioural preparedness in an organisation shows a positive association with product innovativeness[14]. Innovating products reconciles the gap between the resilience capacity of an organisation and the organisation’s performance[15].

In a behavioural context, you can allow people to engage in disciplined creativity (learn resourcefulness), increase their ability to respond to a drastic change in the course of action (unscripted agility), increase their ability to take action before it is needed, and steer away from over-learned and repetitive routines in crucial departments[16].



Figure 1:Resilience response framework (Burnard & Bharma, 2011)

In order to increase the flexibility and resilience of your organisation, you can have a look at increasing the following[17]:

  • Decentralised decision making. Disruptions require organisations to adapt to decentralised decision-making so that the organisation can increase its responsiveness[18];
  • Lower levels of formalisation. Case studies related to organisational resilience show that formal bureaucratic structures impede creativity and the adaptive behaviours necessary to be resilient[19];
  • A higher degree of absorbency between different organisational boundaries or functions; and
  • Establishments of collaborative partnerships. Many organisations and supply networks are interconnected and therefore they strongly affect the resilience of an organisation[20].

At workpoints we work to enable organisations to facilitate these changes in behaviour. Using our platform, organisations can emphasise, reward and acknowledge the key behaviours that will lead to greater organisational resilience.  



Author

Estée Roodt (MCom Industrial Psychology)

Estée is part of our Behavioural Specialist team here at Workpoints. She is our keen researcher, our problem-solver and our number one sports star.


Workpoints is a fully featured reward, recognition and incentives platform that provides you with the tools to create a high performance organisation. Our easy-to-use application integrates simply into any organisation and instantly encourages staff to do the daily grind with excellence and energy. 

Visit www.workpoints.co.za for more info and a free trial!



References


Akgün, A. E., & Keskin, H. (2014). Organisational resilience capacity and firm product innovativeness and performance. International Journal of Production Research, 7543(September), 1–20. http://doi.org/10.1080/00207543.2014.910624
Burnard, K., & Bhamra, R. (2011). Organisational resilience: development of a conceptual framework for organisational responses. International Journal of Production Research, 49(18), 5581–5599. http://doi.org/10.1080/00207543.2011.563827
Taormina, R. J. (2015). Adult personal resilience: A new theory, new measure, and practical implications. Psychological Thought, 8(1), 35–46. http://doi.org/10.5964/psyct.v8i1.126
Van der Vegt, G. ., Essen, P., Wahlstrom, M., & George, G. (2015). Managing Risk and Resilience. Academy of Management Journal, 58(4), 971–980. http://doi.org/10.1111/j.1475-6803.1979.tb00010.x


[1] (Taormina, 2015)
[2] (Taormina, 2015)
[3] (Akgün & Keskin, 2014)
[4] (Starr et al, 2003, Crichton et al, 2009 as cited by Burnard & Bhamra, 2011)
[5] (Van der Vegt, Essen, Wahlstrom, & George, 2015)
[6] (Van der Vegt et al., 2015)
[7] (Seville et all as cited by Burnard & Bhamra, 2011)
[8] (Burnard & Bhamra, 2011)
[9] (Van der Vegt et al., 2015)
[10] (Van der Vegt et al., 2015)
[11] (Carmeli, Friedman, Tidhler, 2013 as cited by Van der Vegt et al., 2015)
[12] (Wildavksy as cited by Akgün & Keskin, 2014. p. 6919)
[13] (Burnard & Bhamra, 2011)
[14] (Akgün & Keskin, 2014)
[15] (Akgün & Keskin, 2014)
[16] (Lengnick-Hall and Beck 2005; Lengnick-Hall, Beck, and Lengnick-Hall 2011 as cited by Akgün & Keskin, 2014)
[17] (Burnard & Bhamra, 2011)
[18] (Van der Vegt et al., 2015)
[19] (Van der Vegt et al., 2015)
[20] (Van der Vegt et al., 2015)