Activity - Work Dynamic Model

The Work Dynamic model shows the key-activities as a scatterplot. 

Purpose

The work dynamic model visualizes activity behavior patterns. This gives you the ability to discuss key aspects of the population's work dynamic. You can focus efforts to increase human capital yield by understanding how the employees perceive their work and create changes to optimize it. Different groups work in different ways. By understanding shared traits and differences you have the ability to tailor space and policies to group needs. Pre- and post-analysis measures the outcomes of the interventions in space and work-style.

The Axes of the chart

Horizontal axis: shows the measure of complexity. Routine work on the left, and very complex work on the right.

Vertical axis: shows the measure of collaboration. No collaboration, solitary work, on the bottom, intensive collaboration at the top.

Categories

Each circle in the scatterplot represents one key-activity. The size of the circle corresponds with the amount of time (hours) spent on that activity in a regular workweek. Bigger is more time and smaller is less time. Hovering over a circle reveals the exact number of hours per week, attributed to that particular activity for the current population, or a selected subset.

Series (Colors)

In this model, users can choose between two series; Behavior Value colors, and Work mode colors. 

Behavior Value colors (activity rank)

The color represents the average of the importance of the activity. The blue hues, are the activities that the respondents valued higher in importance. The brown hues, are the activities that the respondents valued, on average, less important when prioritizing the relative importance of the key activities.

Quadrants

The four quadrants in the scatterplot are called (clockwise from top left):

• Integration
  • Systematic and repeatable work
  • Highly reliant on formal processes, methodologies, or standards
  • Dependant on tight integration across functional boundaries
• Collaboration
  • Improvisational work
  • Highly reliant on deep expertise across multiple functions
  • Dependent on the fluid deployment of flexible teams
• Expertise
  • Judgment oriented work
  • Highly reliant on individual expertise and experience
  • Dependant on "star" performers
• Transaction
  • Routine work (Flow)
  • Highly reliant on formal rules, procedures, and training
  • Dependant on low-discretion workforce or automation

Work mode colors

The different colors show the work divided by the four "modes" of human capital that Reworc differentiates. See Work-Modes.