Topic: “How to develop a sustainable work environment”
by Roger Persson & Keli Yen
2023 朝邦對話新訊息- 秋季刊
與大師對話系列：如何發展永續的工作環境
From <The Power of Dialogue- Conversations with Masters> series
( graphic recorder: Grace Wang)
The CP Yen Foundation’s September “Power of Dialogue” webinar focused on the topic “How to develop a sustainable work environment”, with experience sharing by Roger Persson, a work and safety consultant in Sweden since 2003, and Keli Yen, a sustainability and management practitioner since 2004.
朝邦基金會的「與大師對話」系列9月份線上分享會以「如何發展永續的工作環境」為主題，由Roger Persson和Keli Yen分享他們在瑞典的工作經驗。
The objective of the “Work and Safety” profession is to help organizations develop their own systems for attaining a sustainable work environment in which work-related illness and accidents are prevented and health in the workplace is promoted. Roger takes a facilitative approach to enable organizations to identify, investigate and assess risk, to take actionable measures and to educate staff. The work and safety profession involves many different competencies including knowledge in organizational development, occupational hygiene, behavioural science, ergonomics, medicine, rehabilitation, technology as well as the Swedish Work Environment Act which all employers are required to follow.
「工作與安全」此專業的目標是幫助組織發展自己的系統，以實現永續的工作環境，預防與工作相關的疾病和事故並促進工作場所的健康。 Roger採取引導方法，協作組織能識別、調查和評估風險，建議可行的措施並提供員工教育。 「工作和安全」專業涉及許多不同的能力，包括組織發展、職業衛生、行為科學、人體工學、醫學、復健、技術以及所有雇主都必須遵守的《瑞典工作環境法》的知識。
The webinar agenda addressed:
分享會的三個主題
- What is a good work environment or a work life balance?
Are there any ingredients that works everywhere in the world and in all kind of organizations?
什麼是良好的工作環境或工作與生活的平衡？
有什麼在世界各地和各種組織中都有效的因素？ - How to manage the work environment systematically?
In 2018 the ISO 45001 standard for Occupational Health and Safety Management was established as a complement to the ISO 9001 Quality Management System and the ISO 14001 Environmental Management Systems standard. Today nearly 400,000 organizations are ISO 45001 certified, primarily in industrial sectors. Roger comments that the most important goal for the organization is to have at least some way to systematically management the work environment.
如何有系統地管理工作環境？
2018年，ISO 45001職業健康與安全管理標準成立，作為ISO 9001品質管理體系和ISO 14001環境管理體系標準的補充。 如今，近 400,000 家組織通過了 ISO 45001 認證，尤其是在工業領域。 然而，最重要的目標是對每個人的工作環境進行有系統的管理。 - How to use the NOPRA method to improve the work environment?
Modern working life can be incredibly demanding and finding a healthy work-life balance is increasingly challenging in our digital era. For example, in the United States 66% of full-time employees report they do not feel that they have a work-life balance, and 4 of 5 report having experienced burnout at their jobs.
如何使用NOPRA方法來改善工作環境？
現代工作生活的要求非常高，在數位時代找到健康的工作與生活之間的平衡變得越來越具有挑戰性。例如，在美國66%的全職員工表示他們覺得自己工作與生活沒有平衡，五分之四的人表示在工作中感到倦怠。
A healthy work-life balance is a shared responsibility between the employer and the employee and both can benefit. If job demands increase, the worker needs more resources or more time for recovery to find balance. Recovery time at work is a good management investment. Recovery could be very small things which do not diminish efficiency, such as:
健康的工作與生活之間的平衡是雇主和員工的共同責任，可以使雙方受益。 如果工作需求增加，員工需要更多的資源或更多的時間來達到平衡。 工作中的休復時間是一項很好的投資管理。 休復可以是不會降低效率非常小的事情，例如：
- A company culture of care and respect – A culture which allows humans to be human. This means a culture of listening, empathy and collaboration. A sense of respect for everyone and trust.
關懷與尊重的公司文化。 一種讓人成為人的文化。 這意味著傾聽、同理心和協作的文化。對每個人的尊重感和信任感。 - Trust is the language of human connection and vulnerability is the key that opens the gate to belonging and to humanizing the workplace.
信任 是人與人之間連結的語言。 脆弱性 是打開歸屬感和人性化工作場所大門的關鍵。 - Self-determination over one’s work situation, such as a clarity about what one is responsible for, what the expected results and long term goals are, and having an abiliy to control the balance between one’s job demands and resources.
對工作狀況的自決，例如清楚自己的職責、預期結果和長期目標，以及有能力控制工作需求和資源之間的平衡。 - Work flexibility – Trust and self-determination over one’s work situation increases flexibility in many jobs. After the COVID pandemic many organizations discovered that hybrid or flexible working arrangements have many positive results, including greater work-life balance and satisfaction among both the employer and employee.
工作彈性 – 對工作情況的信任和自決增加許多工作的彈性。 在 COVID 大流行之後，許多組織發現混合或彈性安排工作帶來了許多積極的結果， 包括更好的工作與生活之間的平衡以及雇主和員工的滿意度。 - Communication and transparency – The work environment needs to be addressed as a topic in regular work meetings. This is important for employees to be engaged in what is happening in the company in a transparent way.
溝通和透明度 –在定期工作會議上討論「工作環境」之主題。員工能以透明的方式參與公司正在發生的事情是非常重要。
Common causes of toxicity in the workplace include:
工作場所中有毒的常見原因包括：
- Unclear boundaries or inconsistent work expectations – expectations changing frequently without support, a high work pace with limited opportunities for breaks, expectations to respond to messages and emails at all hours even when off-work.
界限不明確或工作期望不一致 – 當期望在沒有支持的情況下頻繁變化，工作節奏很快，休息機會有限，期望即使在下班後也得隨時回覆訊息和電子郵件。 - Colleagues don’t trust each other – management uses controls and micro-management instead of believing in the employees’ capabilities.
同事之間不信任 – 管理階層使用控制和微管理而不是相信員工的能力。 - Office politics – managers not listening to their team, dishonest communication or gossiping, employees not feeling recognized or appreciated for good work, and feeling unsafe to voice concerns or opinions about work-related issues.
辦公室政治 – 可能是經理不傾聽團隊的意見，不誠實的溝通或八卦，員工覺得自己的工作表現沒有得到認可或讚賞，以及在表達對工作相關問題的擔憂或意見時沒有安全感。 - Disrespect, bulling, discrimination or harassment – Unfortunately this is common in many work places. To counteract such behavior its important to have core values in the company and a work environment policy in practice.
不尊重，霸淩，歧視或騷擾 – 不幸的是，這種情況在許多工作場所都很常見。 為了抵制這種行為，在公司中建立核心價值觀並在制定工作環境政策來實踐是非常重要的。 - No mentorship or support for employees to grow causes low energy for one’s work.
缺乏指導或支援員工成長 是工作積極性低的常見原因。
Typical Signs of a toxic workplace include:
有毒工作場所的典型跡象包括：
- Stress 壓力
- high turnover of employees 員工流動率高
- Demands feeling too high and a lack of resources to manage them. 感覺要求太高，卻缺乏資源管理。
How do organizations avoid getting into this situation? What responsibility does the employer have to promote health at work?
如何避免組織陷入這種情況？ 僱主在促進工作健康方面有什麼責任？
Small Group Discussion Questions:
小組討論問題：
- What are your experiences of work life balance?
你在平衡工作與生活有什麼經驗？ - What are the most important parts for you when it comes to feel you´re in a good work environment?
「良好的工作環境」對你來說最重要的部分是什麼？
How to create a systematic work environment management
如何創建系統化的工作環境管理
A national work environment law is necessary. The work environment acts in Sweden and Taiwan have a similar focus on preventing illness and accidents at work and ensuring a good or decent work environment. Differences can be found in how prevention is organized and who has the work environment responsibility.
國家工作環境法是必要的。瑞典和臺灣的工作環境法同樣注重預防工作中的疾病和事故，並確保良好或正當的工作環境。然而瑞典和台灣在預防方式以及工作環境的當責處理上有所不同。
Sweden’s work environment act has been in place for over 50 years due to strong labour organizations who have been fighting for employees rights for a very long time. This has lead to the development of guidelines and systematic work environment management practices, whose implementation is 100% the responsibility of the employer.
瑞典的工作環境法已經實施了50多年，這要歸功於勞工組織為勞工權力的長期奮鬥。促成了系統化工作環境管理的準則與實踐的制定，且由雇主100%負責實施。
If we use a tree as a metaphor you can say The Work Environment Act is the root of work environment management. The tree trunk describes and constitutes the activities of systematic work management, and the leaves are regulations or guidelines for different subject areas and branches. There are a significant variety of guidelines which an employer should be aware of.
如果我們用一棵樹來比喻，你可以說《工作環境法》是工作環境管理的根源。 樹幹描述並構成系統工作管理的活動，樹葉是針對不同學科領域和分支的規定或準則。僱主應該瞭解各種各樣的指導方針。
Building a systematic work environment management gives clarity and structure in the work environment. The system functions like a wheel with four steps that repeat consecutively. The four steps are: 1) Investigation, 2) Risk assessment, 3) Measure (Action) implementation and 4) Follow up. Implementing these steps should be a natural part of daily operations for all employers.
建立系統的工作環境管理有助於工作環境變得更清晰和更結構化。該系統的功能就像一個車輪循環著四步驟。 這四個步驟是：1)調查、2)風險評估、3)措施(行動)實施和4)追蹤。 實施這些步驟應該是所有僱主日常工作的一部分。
Good work environment management is both about limiting the risks and developing the factors for positive outcomes. Even if the goal is to prevent or reduce accidents and work-illnesses it also helps to systematically develop the social and organizational work environment. Here is one another way to categorize or the work environment including all working conditions:
良好的工作環境管理既要限制風險，又要發展正向成果。即使目標是預防或減少事故和生病，也需要有系統地發展社會和組織工作的環境。以下是對工作環境進行分類的另一種方式，包括所有工作條件:
- The organizational work environment – how work is organized, controlled and communicated, as well as how decisions are made and how colleagues interact.
組織工作環境的組織性 – 如何組織、控制和溝通工作，以及如何做出決策和同事如何互動。 - The social work environment – how we interact with and are affected by the people around us.
工作環境的社會性 – 我們如何與周圍的人互動並受其影響。 - The physical work environment – ergonomics, noise, ventilation, lightning facilities and tools to reduce risks.
工作環境的物理性 – 人體工學、噪音、通風、避雷設備和工具，以降低風險
Risks can arise both from too heavy work and from too little activity or movement during the work day. Many office workers sit or stand for many hours, however a static load is a risk factor for neck and shoulder problems.
工作時工作繁重以及活動或運動太少都可能帶來風險。許多辦公室工作人員長時間坐著或站著，然而靜態負重是造成頸部和肩部問題的危險因素。
Visual ergonomics guidelines have been in place in Sweden since 2021. Since many people spend long hours in front of a computer there´s a significant increase in eye problems, headache, neck and shoulder pain related to visual ergonomics. Room lightning, glare, screen position, daylight and the use of corrective glasses are important for having a good visual ergonomic work place.
瑞典自 2021 年起開始實施視覺人體工學指南。 由於許多人長時間在電腦前，因此與視覺人體工學相關的眼部問題、頭痛、頸部和肩部疼痛顯著增加。室內、強光、螢幕位置、光線和使用正確的眼鏡對於擁有良好的視覺人體工學工作場所非常重要。
Colors affect us in many ways too. Black on yellow is what your brain find most comfortable and red on blue looks very blurry and even stressful for the brain.
顏色也在很多方面影響著我們。黃底黑字是你的大腦覺得最舒服的，藍底紅字看起來非常模糊，甚至會給大腦帶來壓力。
Technical equipment and software are meant to make work more efficient, but it has to be adapted to each other and easy to use. Accessibility also creates the opportunity to have increased work activity but also increases demands on each other, which in turn can lead to work and private life becoming increasingly blurred. Information technology stress can be is a huge challenge in many work places.
技術設備和軟體是為了提高工作效率，但它必須相互適應且易於使用。方便使用也創造了增加工作活動的機會，但也增加了對彼此的要求，這反過來又會導致工作和生活之間的平衡變得越來越模糊。資訊技術壓力可能是許多工作場所的巨大挑戰。
How to practice systematic work environment management
如何實踐系統性的工作環境管理
Step 1: Investigate the working conditions
第1步：調查工作條件
Investigating methods include surveys about the working climate, safety inspections assessing the physical conditions such as the ergonomics, noise, lighting, but also to have regular meetings in which assessing the work environment is part of the agenda.
調查方法包括關於工作環境的調查，評估人體工學，噪音，照明等物理條件的安全檢查，以及定期舉行會議，評估工作環境是議程的一部分。
A traffic light metaphor is a simple form of investigation used in Roger’s workplace. The methodology is simple, at the Monday morning meetings two questions are asked to the employees:
使用紅綠燈比喻是Roger自己的工作場所使用的一種簡單的調查形式。 方法很簡單，在週一上午的會議上，向員工提出兩個問題：
- How is your workload? 您的工作量如何？
- How do you feel regarding your work load? 您對自己的工作量有何看法？
The employees can reply “green” to mean that the workload is fine, “yellow” meaning that it’s challenging but manageable, or “red” meaning that the workload is unmanagement and help is needed.
員工可以回答“綠色”表示工作量很好，“黃色”表示具有挑戰性但可管理，或者“紅色”表示工作量無法管理，需要幫助。
A result of an anonymous employee survey could look like the horizontal bar chart on the right hand side of the image above. The length of each traffic light color represents the potential risks or dissatisfaction among employees.
匿名員工調查的結果可能類似於上圖右側的水平長條圖。 每種紅綠燈顏色的長度代表員工的潛在風險或不滿。
A work balance tool is another way to facilitate dialogue between employees and managers. Work balance focuses on psychosocial topics and can help to identify early signs of stress and psychosocial imbalance.
工作平衡工具是在員工和管理者之間對話的另一種方式。工作平衡著重於社會心理主題，有助於識別壓力和社會心理失衡的早期跡象。
A workplace profile is another survey for an employer get an overview of how the employees feel about their workplace.
工作場所概況是雇主瞭解員工對於工作場所感受的另一項調查。
Step 2. Conduct a risk assessment
第 2 步 進行風險評估
The purpose is to assess where risks occur, probability and impact at work. Risk assessment ought to be conducted in advance of something changing in the organization (such as reorganization or rebuilding a workplace). The risk assessment scores provide insight into risks prioritization.
目的是評估風險發生的地點、機率和對工作的影響。風險評估應該在組織發生變化之前進行（例如重組或重建工作場所）。風險評估分數提供了對風險優先順序的深入了解。
Carry out measures – Measures need to be carried out in different ways, depending on the risks identified.
採取措施 – 根據檢測到的風險，需要以不同的方式採取措施。
Prioritize in what order you will carry out measures, then make an action plan. Deal with risks immediately, if possible, and write down what has been done. If that is not possible, make an action plan describing the risks, how they will be dealt with, who will do this work and when it will be finished.
確定執行措施的順序的優先順序，然後制定行動計劃。如果可能的話，立即處理風險並寫下已經完成的工作。如果無法做到這一點，請制定行動計劃，描述風險，如何處理風險，誰來完成這項工作以及何時完成。
The last step is to Follow up all types of measures you implemented to see whether they have had the desired effect. A work environment policy should describe what kind of work environment the organization aspires for. This was a quick overview over systematic environment management.
最後一步是跟進您實施的所有類型的措施，以了解它們是否達到了預期的效果。工作環境政策應描述組織渴望什麼樣的工作環境。以下是系統環境管理的快速概述。
The NOPRA Method
NOPRA方法
NOPRA stands for Now, Outcome, Problems, Resources and Action.
NOPRA 代表「現在」、「結果」、「問題」、「資源」和「行動」。
NOPRA is an easy method to create awareness in a group or workplace. The advantage of using this tool is to concretize and focus on what is needed to move forward from a problem, for a example a toxic work environment. When there are conflicts and bad atmosphere using this method in a workshop could be a start to a change.
NOPRA是一種在團體或工作場所中建立意識的簡單方法。 使用此工具的優點是，它可以具體化並專注於解決問題所需的內容，例如有毒的工作環境。 當發生衝突和不良氣氛時，在研討會中使用這種方法可能是改變的開始。
While a systematic work environment management is a way to use in the daily operations.
而系統化的工作環境管理是日常操作中使用的一種方式
“Now” is the current state, which must be recognized and listened to before any progress can be made.
“現在”是目前的狀態，在取得任何進展之前，必須承認並傾聽這種狀態。
“Outcome” What do you or we want? Where to we want to be? What kind of work environment would we like to have?
“結果”你或我們想要什麼？我們想去哪裡？我們希望擁有什麼樣的工作環境？
“Problems” always arise along the way. What stops from be there we want to be? Together try to see the problems.
在這個過程中，“問題”總是會出現。是什麼阻礙了我們實現我們想要的目標？一起嘗試發現問題。
“Resources” What do you or we need to achieve the outcome? What resources do we have and what do we not have?
“資源”您或我們需要什麼才能實現結果？我們有什麼資源，沒有什麼資源？
“Action” What do we need to do? It´s the action that the organization has to take to continue onward toward the Outcome.
“行動”我們需要做什麼？這是組織必須採取的行動，以繼續朝著結果前進。
Prioritize what action are most urgent? What action can be taken immediately and which ones can wait.
優先考慮哪些行動是最緊急的？可以立即採取哪些行動，哪些可以等待。
“Follow-up Now (FUN) ”When and How?
“現在跟進（樂趣）”什麼時候以及怎麼跟進？
NOPRA is a useful tool for systematic and collaborative work.
NOPRA是進行系統化和協作工作的有用工具。
# 12/2 第五屆對話影響力獎頒獎典禮 即將開始 敬請期待
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