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SMART Work enables Agency About the model The third letter in the SMART work framework stands for 'Agency'. This aspects delves into to the extent to which you are able to organise your own schedule, while work methods refers to the extent to which you can choose the methods in which to achieve your work goals. Agency or ones degree for decision making refers to the extent to which you are able to make judgements and decisions individually. Whilst some jobs will inherently involve a higher degree of agency than others, there is always ways in which to improve this aspect of work design. JUMP TO Stimulating Mastery Relational Tolerable demands RELATED RESEARCH SMART Design for Care Watch this animated explainer video on Agency Qualities of high Agency Jobs For example, jobs with a high degree of agency allow individuals to: control the timing and scheduling of their tasks decide upon the best methods of completing a task, including the chance to show initiative make decisions independently and feel empowered in doing so “We are allowed so much freedom to use our creativity here.” - Childcare Worker “It was hard not to have any control over my job – you don’t have input, everything is set out for you.” - Call Centre Operator Qualities of low Agency jobs In contrast, jobs with a low degree of agency can involve: a lack of flexibility or limited chances in which to provide input towards the scheduling and timing of tasks excessive bureaucracy and red tape limiting the availability of different work methods retribution and criticism for mistakes and micromanagement from supervisors What are the risks of low Agency Jobs? Work that is overly restrictive, with little room for input or independent decision making poses a number of risks for individuals and organisations: One of the key risks for employees who experience a low degree of agency in their work relates to mental health. A recent study showed that employees who had jobs with minimal agency had a 20-25% increased risk of experiencing mental health issues [1]. For organisations, the risks of overly controlling work, with little room for input are extensive. Research has demonstrated that enhancing agency can lead to improved safety outcomes, employee engagement, skill development/learning, productivity and proactivity [2] [3]. Research spotlight Research shows that job autonomy (alongside communication quality) was a significant predictor for increased safety compliance. Further analysis demonstrated that this effect occurred due to individuals with a high degree of job agency feeling more committed to the organisation and therefore more likely to follow safety rules [4]. A longitudinal study over 18 months demonstrated that work design features such as high degrees of agency and social support were positively related to increased personal resources such as perceived self-efficacy, organisational based self-esteem and optimism. These were linked together in a reciprocal relationship with employee engagement [5]. Strategies to increase Agency Micromanager from hell? No way to have a say in the direction of your organisation? Fear not, there are a number of practical strategies you can implement to try and improve the overall agency of your role. Here are some practical tips for you to try out: Strategies for Employees Strategies for Managers Strategies for Organisations Here are some practical tips to try and help increase the agency of your work: Speak to your manager about any projects that in which you could take ownership. Often smaller scale projects can be a great opportunity to demonstrate value whilst still building valuable skills. If you are able to identify a more effective or efficient method of carrying out your work, develop a business case for it that you can take to your manager. Often, work is carried out in the same manner because ‘that’s how it’s always been done’. Creating a business case will help to make the switch less risky for your manager. To learn more strategies, check out our training opportunities. Explore opportunities Improving the sense of agency within your team can lead to a myriad of benefits. A few strategies you can try out are listed below: Take an active interest in developments and advancements of your field through reading articles, listening to podcasts and attending conferences. You can then use this information to help inspire your team towards using different methods in which to achieve their goals. At times when you have had to make difficult decisions or implement new organisational changes, use this as a learning opportunity. Distil key learnings and your thought processes in to short case studies to share with your team. To learn more strategies, check out our training opportunities. Explore opportunities To learn more strategies, check out our training opportunities. Explore opportunities Further resources References [1] SafeWork NSW. (2017). Review of evidence of psychosocial risks for mental ill-health in the workplace. [2] Parker, S. K., (2015). Does the evidence and theory support the ‘Good Work Design Principles’: An educational resource. Safe Work Australia. [3] Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65, 661-691. [4] Parker, S. K., Wall, T. D., & Cordery, J. L. (2001). Future work design research and practice: Towards an elaborated model of work design. Journal of occupational and organizational psychology, 74(4), 413-440. [5] Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2009). Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational behavior, 74(3), 235-244.

Job crafting: A new approach of work redesign by employees Top of Page Job crafting: A new approach of work redesign by employees Project Brief This project has three main aims. Firstly, to clarify the theoretical construct of job crafting and to bring together two different job crafting perspectives; secondly, to investigate when and why employees engage in different types of job crafting, especially demands crafting; thirdly, to investigate the effects of different types of job crafting. Contact for more information: Fangfang Zhang Faculty : Fangfang Zhang Sharon Parker Other Transforming Individuals Projects

Sketching Work Design in Perth Artist in residence Lynne Chapman About the project The Centre for Transformative Work Design in 2018 worked with Lynne Chapman, a talented illustrator and urban sketcher, over a two-month Artist-in- Residence period. During this period Lynne (accompanied by one of our researchers) was immersed in workplaces across Perth and in rural and remote WA. QUICK LINKS The stories Competition outcome All competition entries Lynne Chapman As sketching allows images to be captured quickly, the sketches enabled us to illustrate real people in real work places, which when combined with narratives, provided a powerful way to communicate with the community about the importance of good work design and how it can be achieved. The Artist-in-Residence program was completed with an exhibition showcasing of the sketches and narratives. The Artist-in-Residence program will enabled the Centre to: Engage and communicate with the community – art is a powerful communication tool. We think it will be particularly useful in explaining abstract concepts such as the characteristics your work needs to have to be motivating and less stressful. Educate the community – when looking at the art, we want managers and employees to have “aha” moments about the effects of good and bad work design. We hope they apply this knowledge back at their workplaces. Foster inspiration for research – for example, by collecting people’s comments and narratives. Work Design Sketches and Stories Read our stories of good and bad work design brought to life by Lynne's insightful sketches. The Sketches About the Artist Lynne Chapman is a reportage artist, an award-winning children's illustrator with over 30 books, and UK correspondent for the international sketching organisation, Urban Sketchers. Lynne creates sketched-paintings live, on site, recording her immediate observations often at a fast and furious pace. She is interested in drawings which not only capture, but interpret or comment on the subject, telling the story of a situation or period of time. Lynne is based in Sheffield (UK). She is passionate about drawing and is founder of Urban Sketchers Yorkshire, encouraging others to draw out on-location. Her book “Sketching People” was published by Search Press and Barrons in 2016. See more of Lynne's work Sketching Competition As part of the residency project, we hosted a work design sketching competition. We were delighted by the number and qualities of the entries. Who won? View all entries

TOOLS FOR WORK DESIGN VIRTUAL TEAM SIMULATION ACTIVITY Do you want to test how effectively you and your co-workers are able to coordinate as a virtual team? Use our new team simulation to receive feedback (and benchmark comparisons) on your teamwork behaviors. The simulation includes a real-time virtual task for you and your co-workers. You have to solve collaboratively an organizational problem. The simulation takes 60 minutes. You should only run the activity if you and your co-workers can commit to that time. By engaging in this simulation you will better understand the role of communication and coordination in your team. If you run this activity, you will also help the researchers from the Centre for Transformative Work Design to conduct their research. Find out more MORE INSTRUMENTS COMING SOON

1 SMART Work Design Training For individual learners Curtin Credential: Motivation at Work Read More for individuals (Online) Motivate your workplace post-pandemic using the latest theories, strategies and tools. This credential analyses what drives people to work well, and teaches you the contemporary theory and practical skills to increase motivation in your workplace. You’ll be introduced to Self-Determination Theory and understand how to apply its principles to enhance employee well-being and productivity in your organisation. Facilitator: John Curtin Distinguished Professor Marylène Gagné Register your expression of interest for 2025 Curtin Credential: SMART Work Design Read More for individuals (Online) How can we rethink the way we work to increase job satisfaction and the wellbeing of employees, and improve productivity? You will explore the SMART framework to create and redesign jobs to increase satisfaction, reduce stress and lead to a flourishing organisation. Facilitator: Dr Cheryl Yam and Dr Madison Kho Register your expression of interest for 2025 Browse more workshops

The 2024 Work Design Conference PAST CONFERENCE Work Design for Success: Innovative Research and Leading-Edge Practice | The 2024 Centre for Transformative Work Design Conference We would like thank all attendees, speakers, volunteers and sponsors for the resounding success of the inaugural 2024 Centre for Transformative Work Design Conference. Perth, Western Australia | 13-14 February 2024 QUICK LINKS Conference recordings Event photos Sponsors Contact us CONFERENCE INFORMATION Conference booklet Attendee information Purchase conference recording $300 AUD 6-months access (1 October 2024 - 1 April 2025) Purchase access Access to conference recordings 2-days Post conference summary 1st work design conference in the world Spanning over 2-days with 1 additional day of pre-conference workshops Over 110+ presenters From expert academics and industry leaders 350 attendees 52% academics, 33% industry members and 15% government representatives From 15+ countries Connecting a global auidence 80+ presentations Shaping the future of work 100% of attendees are interested in attending a future CTWD conference Event photos River dinner cruise Want to see more photos from the event? Get behind the scenes to view and download all photos from the conference or the Swan River dinner cruise Main conference photos River dinner cruise Our conference speakers Speaker Prof Sharon Parker Curtin University Speaker Prof Evangelia Demerouti Eindhoven University of Technology Speaker Prof Arnold Bakker Erasmus University Rotterdam Speaker Prof Karina Jorritsma Curtin University Speaker Prof Maureen Dollard University of South Australia Speaker Dave Burroughs Chief Mental Health Officer Westpac Group Speaker Jim Kelly Director Health and Safe Design SafeWork NSW Speaker Prof Maria Tims Vrije Universiteit Amsterdam Guest speaker Prof Mo Wang University of Florida Guest speaker Rob Baker Tailored Thinking Guest speaker Prof Fred Zijlstra Maastricht University Key dates and conference materials 12 February 2024 Optional pre-conference workshops and networking sundowner 13 February 2024 Main conference and conference dinner cruise 14 February 2024 Main conference Some of the topics we covered The SMART Work Design model Job crafting Addressing psychosocial risks Self-managing teams Work redesign Work design for AI and other digital technologies Playful work design Work design in mining, health care, aged care and more Sponsors We would like to thank our sponsors for their valuable support. That's a wrap! To learn more about accessing conference recordings, visit the link below For further information see the terms and conditions . For enquires please email CTWD-conference@curtin.edu.au . Purchase access to session recordings View the conference booklet

FOR TEAMS Six benefits of high role clarity According to research, high levels of role clarity benefit both virtual and non-virtual teams in a number of ways, including: • Higher levels of employee job satisfaction • Reduced turnover • Higher collective well-being of team members, especially in relation to understaffed teams. • Increased extra-role performance and team engagement • Fostering the development of team trust • Better team coordination Find more flexible work resources for managers: Download Back to main page

In the Media Written Press releases 2024 World first conference reveals key to happy and productive workplaces 2023 Curtin research and engagement stars recognised | Curtin University Summit to help drive cultural change across mining sector | Western Australian Government McGowan Government continues to tackle sexual harassment in mining industry | Western Australian Government SMART solutions needed for stressed care workforce, report shows | Curtin University | University of Sydney 2022 Mining companies are shifting their focus to supporting employee well-being | Curtin University 2021 Curtin team behind subm ariner endurance research named Eureka finalist | Curtin University Exceptional staff awarded Curtin’s highest academic honour | Curtin University 2020 Curtin research finds being proactive reduces sense of job insecurity | Curtin University Curtin COVID-19 Expert Index | Curtin University Making team briefings happen in operating theatres | University of Western Australia 2019 Seven Curtin researchers recognised among the world’s best | Curtin University Don’t just survive the work day – thrive at work | Curtin University 2018 New Curtin research hub to shape Australia’s jobs of the future | Curtin University Online and Print International BBC Worklife The toll of job insecurity in turbulent economic times Harvard Business Review Remote Managers Are Having Trust Issues When to Take Initiative at Work, and When Not To Why Managers Design Jobs to Be More Boring Than They Need to Be MIT Sloan Management Review How Well-Designed Work Makes Us Smarter The Conversation 3 ways ‘algorithmic management’ makes work more stressful and less satisfying More neurotic, less a greeable, less conscientious: how job insecurity shapes your personality National ABC Online WA mining industry 'ready to change' ahead of conference designed to drive cultural reform Resort-style FIFO camp plans for Onslow divide opinion as Mineral Resources pushes ahead Australian Financial Review Older workers are more adaptable than you think Australia lags as the world tries to figure out AI boundaries The Australian How to beat the great resignation These 40 researchers are lifetime achievers in their fields The West Australian Coronavirus pandemic sees psychological distress soar to 40 per cent among WA FIFO workers New WA workplace culture summit launched in wake of resources sector sex scandal The Age and the Sydney Morning Herald Busy after work? It could help you in the office the next day Companies just like a resort remote mining camps go from Spartan to luxe Blogs SMAR T WORK DESIGN: A PREVENTATIVE APPROACH TO MENTAL HEALTH AT WORK There is a SMART solution to worker burnout | Sydney Business Insig hts Podcast appearances The Future Of: Mining Culture | The Future Of Podcast by Curtin University Work Design in the Hard Reality of Remote Work | Science of Business by Valueships Podcast SIOP Conversation Series | Episode 22: A Conversation with Sharon Parker WorkSafe QLD | Smart work design: now and into the future Lean Mean Marketing Teams with Ty Hayes |10. How to use SMART Work Design to help your team thrive in the Future of Work with Prof. Sharon Parker Redesigning Post-Pandemic Work Life with Dr Sharon ParkerThe Leadium Podcast: Nourishing Busy Leaders with Expert Insights This Working Life | The rise of insecure work Remote Management in the Covid Era (w/ Sharon Parker) Demystifying Organizations The Future of Podcast | The Future of Work Seriously Social | Working from home: blessing or curse? Ep 38 | Effective remote workingThe Coaching Academic | theory to practice Demystifying Organizations with Jeff Schatten | Remote Management in the Covid Era (w/ Sharon Parker) SBS Podcast | Older workers feel excluded from the workforce Radio and Television Who cares for our healthcare workers? Interview with Professor Sharon Parker, | RTRFM 92.1 More care needed as healthcare workers risk burnout | The Wire, 2SER Sydney 107.3FM & Radio 4EB WA’s mining industry on notice to address toxic FIFO workplace culture | ABC Radio ABC News (TV), Michael Rowland and Lisa Millar (2 August 2023). What's the future of 'work from home'? - ABC Listen The Great Resignation | ABC Radio Perth Murray, Paul. Interview with Dannielle Rix, FIFO wife, Nicole Harvey, FIFO wife and Professor Sharon Parker. Sky News Live, January 11, 2021. Do we truly value experienced workers in Australia? ABC Listen Virtual Team Research. Interview with Sharon Parker | RTRFM 92.1 - MONDAY 12TH AUGUST / PRESENTED BY JEFF BULLEN Bad Managers? Interview with Dr Caroline Knight, | TUESDAY 8TH OCTOBER / PRESENTED BY TOM REYNOLDS A SHIFT FROM WORK CULTURE TO WORK FROM HOME CULTURE? Wednesday 27th of May, 2020 Flying into clouds - ABC Listen | Broadcast Tue 11 Dec 2018 at 10:00am Public lectures/forums Transformative Change in the Future of Work | Public Lecture hosted by the PSC Global Observatory, Centre for Workplace Excellence and Justice and Society, UniSA, Australia Unveiling the unintended: Navigating human-technology interactions | Annual Symposium, 'Digital Society: Social science perspectives for a better future', Academy of the Social Sciences in Australia How to improve wellbeing and productivity at work: On the Couch with Professor Sharon K. Parker | Institute of Public Administration Australia (IpAA) South Australia Dystopia or Utopia: What Sort of Work Future is Ahead and How Can Work Design Make a Difference? | Foenander Public Lecturer Series, University of Melbourne, Australia From smart workers to smart work | The Prescott Family Lecture Series, Monash University, Australia

PARTNER WITH US We seek to foster high-quality jobs through rigorous and relevant research on work design. With a strong focus on research relevance, CTWD is committed to partnering with industry across all sectors in fostering good work design. Example topics include: team work, job autonomy, ageing workers, innovation, skill development, agile teams, and flexible working. If good work design, and evidence-based practice or policy, matters to you, we invite you to partner with us today. Contact us RESEARCH PARTNERS The Centre is part of the Future of Work Institute collaborates with other research partners in order to fulfill its vision of transforming society through the implementation of good work design principles. Work Science Center CEPAR The ARC Centre of Excellence in Population Ageing Research (CEPAR) produces world class research on population ageing. The Centre is a unique collaboration bringing together academia, government and industry to address one of the major social challenges of the twenty first century. CIAO Centre of Expertise Inclusive Organisations Research Partners Industry Partners INDUSTRY PARTNERS The Centre works with industry partners across the private, public and not-for-profit sectors. CORPORATE CONSULTANCY GOVERNMENT NOT-FOR-PROFIT SOCIETIES AND INTEREST GROUPS RESEARCH COMMUNITY The Centre collaborates with researchers based in Australia and overseas. Meet Our Collaborators

ARC Laureate Sharon Parker is the Director of the Centre for Transformative Work Design Our Director Meet Professor Sharon Parker ARC Laureate Fellow Sharon K. Parker (BSc Hons, UWA; PhD Sheffield, FASSA) is a John Curtin Distinguished Professor in Organisational Behaviour in the Faculty of Business and Law, Curtin University. Sharon is a world-leading researcher on the topic of work design, as well as other topics such as proactivity, mental health and job performance. She is a Fellow of the Academy of Management, Australian Academy of Social Sciences and the Society for Industrial and Organisational Psychology. World-leading expert on work design She is the founder of the SMART Work Design model and co-founder of the Thrive at Work Initiative, and Director of the Centre for Transformative Work Design, which she established. Numerous accolades to her research She is a recipient of several recognitions and awards including the Kathleen Fitzpatrick Australian Laureate Fellowship, the Academy of Management OB Division Mentoring Award, and a joint winner of the Scientist of the Year award at the 2024 Western Australian Premier's Science Awards. Bridging the gap between research and practice Throughout her career, Sharon has attracted competitive research funding worth over $70 million and collaborated with a diverse range of public and private organisations. Committed to bridging the gap between research and practice, she has contributed to work design policy both in Australia and internationally. Awards and achievements Recognised as one of the world’s most influential scientists With 280 academic publications and 51,653 citations, she ranks in the top 0.15% of global scholars in her field. The 2020 World's Top 2% Scientists list Professor Sharon Parker has been included in the list of 'World's Top 2% Scientists' by Stanford University for four consecutive years (2021-2024) Watch how Professor Sharon Parker is designing SMARTer work

Work design has over 100 years of research and multiple theories have been developed. Despite all of that work, gaps in our understanding remain, in part, because work itself is dynamic. Top of Page Work Design with Cognitive Resources in Mind Project Brief Work design has over 100 years of research and multiple theories have been developed. Despite all of that work, gaps in our understanding remain, in part, because work itself is dynamic. Work is changing to be more cognitively intensive, technical, and data-driven. This means that designing work that helps our brains function at a high-level in a sustainable way may become the next defining feature of good work. Thus, the main research question for this project is: how do you design work to replenish and potentially grow cognitive resources? Contact for more information: MK Ward Faculty MK Ward Sharon Parker and Assistant Professor Sebastianno Massaro More information https://www.theonelab.org/about Other Projects on Future Work

SMART Work enables Mastery About the model The second letter in the SMART work framework stands for 'Mastery'. Mastery consists of three different components which are, role clarity, feedback and task identity. Role clarity describes your understanding of role, the expectations required and your responsibilities. This is achieved through constructive feedback, this refers to the information your are provided on your performance in the role, Finally, task identity is the degree to which your job allows you to take a task from beginning to end. JUMP TO Stimulating Agency Relational Tolerable demands RELATED RESEARCH SMART Design for Care Watch this animated explainer video on Mastery Qualities of work with a high degree of Mastery Work that enables mastery is work in which: you are clear on what to do and why you receive feedback and recognition from supervisors and peers in addition to feedback on performance from the job itself you can complete a whole piece of work with identifiable outcomes "Even though you feel tired, you get emails and stars to tell you thanks." "Regular appraisals help you to improve or to give you feedback if you did well." - Aged Care Worker “It’s challenging to accept that your staff are not going to tell you when you’ve done something well. You’re a business owner – you don’t get feedback.” - Café owner Qualities of jobs with a low degree of Mastery In contrast, jobs with a low degree of mastery involve: excessive ambiguity about your role and responsibilities irregular or no feedback including a lack of recognition for good performance working on fragmented 'bits' of a process allowing no big picture perspective What are the risks of low Mastery jobs? The research is clear when it comes to work that doesn’t support mastery. For individuals, it can lead to job stress, poor well-being, job dissatisfaction, turnover, and even a failure to learn [1] [2]. For organisations, it can mean impaired performance, inefficiency, and a lack of agility [3] [4]. While this is important to note, encouragingly, there are things that you can do to increase your own, or your teams, sense of mastery and improve the overall experience at work. Research spotlight Far-reaching occupational changes have occurred in recent years. Work hours and environments have become more flexible, and organisations have had to overcome numerous transformations, such as restructuring, downsizing, and outsourcing. A systematic review of 33 studies, comprised of 19,926 individuals, explored a number of role stressors at work and found that a lack of role clarity was a significant predictor of depression. This research is in line with other findings that show that work that doesn’t support mastery can lead to job stress and impaired performance. [5] Strategies to increase Mastery We know that good work is productive work. If you find yourself or your employees in a role that provides little opportunity for mastery, there are a number of strategies you may find beneficial. Strategies for Employees Strategies for Managers Strategies for Organisations Below are some practical strategies to help boost the degree of mastery you receive in your job: Be the first to give and ask for formal and informal feedback. Check if the any of the tasks you complete can offer immediate feedback. Meet with your manager and ask for more clarity about the tasks you have been assigned and why. You may like to ask for clear performance criteria. To learn more strategies, check out our training opportunities. Explore opportunities Guiding your team towards experiencing mastery can lead to a number of positive outcomes. Show employees where to look for feedback in their tasks. Reorganise work by combining tasks done by different people, so one employee completes a process. Where possible, combine interdependent tasks into a job. To learn more strategies, check out our training opportunities. Explore opportunities To learn more strategies, check out our training opportunities. Explore opportunities Further resources References [1] Abramis, D. J. (1994). Work role ambiguity, job satisfaction, and job performance: Meta-analyses and review. Psychological reports, 75(3_suppl), 1411-1433. [2] Damanpour, F. (1991). Organizational innovation: A meta-analysis of effects of determinants and moderators. Academy of management journal, 34(3), 555-590. [3] Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: a meta-analytic summary and theoretical extension of the work design literature. Journal of applied psychology, 92(5), 1332. [4] Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65, 661-691. [5] Schmidt, S., et al. (2014). "Uncertainty in the workplace: Examining role ambiguity and role conflict, and their link to depression—a meta-analysis." European Journal of Work and Organizational Psychology 23(1): 91-106.