Worker Co-op Diagnostic Tool

Worker Co-op Diagnostic Tool

November 2008CWCF AGM & Conference

Goal of the Diagnostic Tool

To create a diagnostic tool which will help coops measure the degree of adherence to

principles and values help build and maintain the co-op identity as a

strategy of cooperative firms help co-ops measure their success based on their

identity- Provide a guide for improving the co-op governance - and operations

Development Team

The tool is being developed as a project of the Atlantic Canada Social Economy Research Node Key contributors have include:

CWCF Members

Nancy Blezy –Careforce Home Care Worker Co-op

Debbie Moore- Just Us! Coffee Roaster Co-op

Eric Tusz-King - EnerGreen builders Co-op

Elijah Lederman- Planet Bean Coffee Inc. (Sumac Community Worker Co-op)

Mike Driscoll, Natural Barriel Co-op

David Daugton Mydas Worker Co-op

Marty Frost – Devco Worker Co-op

Blair Hamilton – Dungannon Consulting

Peter Hough- Canadian Worker Co-operative Federation

Development Team

Ryszard Stocki – Jagiellonian University, Cracow (Poland)

John McNamara- Union Cab Co-op of Madison, Wisconsin (US Federation of Worker Co-ops)

John Maddocks-  Center of Excellence in Accounting and Reporting for Co-ops, CEARC

Gerard Perron – Quebec- co-op consultant

John Chamard- St. Mary’s University (SMU)

Sonja Novkovic – SMU, MMCCU

Tom Webb- CMEC, MMCCU

Ideal Co-op Map

Ideal Co-op draftquestionnaire

Theoretical and diagnosticmodels meet

Dimensions and Indexes

Strategia

Triangulating the diagnosis

Statistical analysisand final version

Research and consulting

Data collectionTesting the tool in several co-ops

Architecture for the expert

system

Testing the expert system

Advertising the expert system

Steps in constructing the tool

Key Assumptions

The condition of the organization is reflected in the convictions and attitudes of the workers and they may be diagnosed by questionnaires.

Co-op documents such as incorporation papers, bylaws, strategic plans etc. and key informant interviews contribute to understand the context to interpret the questionnaires

Although worker co-ops are very diversity they share key “ideal characteristics” which can guide interventions

Key Assumptions

All humans are free, regardless what they are told to do, or what they seem to do.

People want to understand the environment to feel secure.

Every person has capacity to change and develop to become a different (better) person.

Environment (Context) Physical environment Persons Public representations

Sense-

Enactment Selection Retention

-making

The Individual Person (Self) Cognitive features Affective features Conative features

Participative orientation Self-efficacy Self-determination Responsibility

Particip

atio

n

Organizational

Totalistic orientation Helplessness External control Deindividution

Individualistic orientation Self-actualization Self-discovery Narcissism

Tota

lismIn

div

idualism

Alienated Initiative Pro-community Anti-self Conditioned Passive

Personal Initiative Pro-community Pro-self Proactive Transcending

Narcissistic Initiative Pro-self Anti-community Isolating Active

Individual

Common good

Effectiveness

Organizational Action

Environment (Context) Physical environment Persons Public representations

Sense-

Enactment Selection Retention

-making

The Individual Person (Self) Cognitive features Affective features Conative features

Participative orientation Self-efficacy Self-determination Responsibility

Particip

atio

n

Organizational

Totalistic orientation Helplessness External control Deindividution

Individualistic orientation Self-actualization Self-discovery Narcissism

Tota

lismIn

div

idualism

Alienated Initiative Pro-community Anti-self Conditioned Passive

Personal Initiative Pro-community Pro-self Proactive Transcending

Narcissistic Initiative Pro-self Anti-community Isolating Active

Individual

Common good

Effectiveness

An outline forthe theory of TP

Physical environment Persons Public representations

Cognitive features Affective features Conative features

Participation

Organizational

Totalism

Individualism

Individual

Common good

Effectiveness

Co-op Management

Self-helpDemocracy

EqualityEquity

Solidarity

HonestyOpenness

Social responsibility

Caring for othersCharacter

Common good

7 Co-op Principles

Systems

Climate

Cognitive features Affective features Conative features

Participation

Organizational

Totalism

Individualism

FunSatisfaction

IdentificationSelf-realization

Common good

Effectiveness

Co-op Diagnosis Model

Self-helpDemocracy

EqualityEquity

Solidarity

HonestyOpenness

Social responsibility

Caring for othersCharacter

Common good

7 Co-op Principles

CommunicationTransparencyRecruitment

CompensationIndividual develop.

Feedbacketc.

Participativeorientation

Process improvementResponsibilityStakeholders

Climate- superiors

- co-workers

Individual

Fun

Satisfaction

Identification

Self-realization

Effectiveness

CoopIndex ModelSe

lf-he

lp

De

mo

cracy

Eq

ua

lity

Eq

uity

So

lida

rity

Ho

ne

sty

Op

en

ne

ss

So

cial

resp

on

sibility

Ca

ring

for o

the

rs

Volu

ntary an

d ope

n mem

bership

Dem

ocra

tic m

emb

er contro

l

Mem

ber econom

ic participation

Autono

my and

independen

ce

Edu

cation, training

and

information

Coopera

tion

among

cooperatives

Concern for

comm

unity

Strategy

Division of work

Communication

Transparency

Recruitment/Dismissals

Pay

Individual develop

.Feedback

Extern. Relations

Innovations

ParticipativeorientationFeedback

Ownership

Solidarity

Knowledge

Personal action

Process improvement

Responsible action

Communication

Personal Attitudes and

Actions

Organizational

SystemsCo-operative

Principles

Co-operative Values

Common Good

Other Co-ops

Environment

Community

Ethics

Organizational

Viability

Independence

Organizational

Climate

Supervisors

Competence

Trust

Participative style

Respect for subordinates.

Co-workers

Selection

Relations

Trust

Fun

Diagnostic Steps

Complete survey instrument by all members and employees

Complete data analysis Review key documents such as vision and

mission, strategic plan, policy manual etc. Carry out key information interviews Complete first draft of diagnostic report for

presentation and feedback Complete and present final report with

recommendation for action areas and some action options

OMI – 43 TrustIndex – 73

0.00% 2500.00%

Pathology Immaturity Developing Maturity

Com

munic. system

s

Developm

ent

External R

elat.

Feedback system

s

Innovations

Rem

unaration

Processes

Recruitm

ent

Strategy

Transparency

Leader competence

Mutual respect

Particip. style

Trust in leaders

Fun

Relations w

ith coworkers

Trust in cow

orkers

Particip. know

ledge

Ow

nership

Process im

provement

Responsible action

Identification

Satisfaction

Self-realization

Independence

Products-S

ervices

Viability

Co-oper. w

ith co-ops

Com

munity

Environm

ent

-50

-40

-30

-20

-10

0

10

20

30

40

50

General results

Sample Key Areas

Trust in leadersParticipative styleMembers sense of inclusion in decision-making

Process improvementPersonal initiative and accountability

Self-realizationSelf-fulfillment at work, professional development, and balance between personal and working life

Do you like the way all employees are treated in the company?

Can you count on management's understanding of a difficult family situation?

Is a good work atmosphere important for all employees?

Are employees guaranteed comfortable work conditions?

Are people more important than money for the management?

0.00% 20.00% 40.00% 60.00% 80.00% 100.00%

Relacje z przełożonymi

Dimension Content description Impact

1 Communication systems

Questions relate to ease and efficiency of internal communications.

Organizational systems

2 Development of co-op members

Includes both member professional development and governance (i.e. Board member development)

3 External relations

Customer and supplier relations.

4 Feedback systems

Individual and organization’s performance, peer evaluation, and other evaluation systems.

5 InnovationsProduct innovations, process innovations, and social innovations.

6 Remuneration Pay and benefits satisfaction; fairness and equity.

7 Processes

Relates to individual understanding of tasks, roles/functions, and processes in the co-op. It includes job safety and independence.

8Personnel policies and recruitment

Questions fairness and satisfaction with recruitment and membership.

9 Strategy

Questions about vision, strategy, growth, and member participation in creating the vision for the co-op.

10 Transparency

Availability and clarity of information about decision-making and challenges.

11 Leadership Respect for co-op leadership

Organizational climate

12 Mutual respect Overall sense of respect among co-op members

13Participatory decision-making

Sense of inclusion in decision-making

14 Trust -leadership Trust in co-op leadership.

15 Fun Sense of humour, friendliness and enjoyment at work.

16 Relations with co-workers

Organization’s culture; getting along with colleagues.

17 Trust-members

Trust among co-op members and employees.

18 Participatory knowledge Co-op business literacy.

Personal attitudes and actions

19 Ownership Stress on the perception/sense of individual ownership and responsibility as a member.

20 Process improvement

Personal initiative and accountability.

21 Responsibility Personal ethics and responsibilities.

22 Identification Identification with the co-operative organization and sense of job security.

23 Satisfaction Job satisfaction and overall work relations satisfaction.

24 Self-realization

Questions self-fulfillment at work, professional development, as well as balance between personal and working life.

25 Independence Independence from external influences in decisionmaking- both public and private.

26 Products/services

Relates to the quality of the products/services and their unique co-operative difference. Impact of co-op principles and values on products and services.

27 Viability

Business viability from the market access perspective, financial perspective and organizational/functional perspective.

28Cooperation with other co-operatives

Networking with other co-operatives and development of the co-op sector.

29 Community Concern for community development and role of the co-op in its community.

30 Environment

Environmental sustainability, care for the environment and leadership regarding environmental concerns.

Pilot Co-ops

• The CWCF is looking for 6 to 12 co-ops to • participate in testing the diagnostic tool.• The co-op will work with one of the co-op• developers who is contributing to the• development and testing of the tool.• Cost for the pilot is expected to be about• $3,500.• CWCF is looking for ways to raising funding to • assisit the co-op in covering these costs.