1. Agenda: Short overwiev of ARK, contents and theory Groupwork Presentation of the results Groupwork Summing up and drawing further work Work environment and climate measuring (ARK)

2. Database Og through ARK in an U&H-institution Sharing of experiences between U&H-institutions Research New knowledge Learning Improvement ARK as a whole:

3. Continually improvement: Preparation and foundation Starting Survey Analysis Survey feedback Action developing and implementing Follow up and evaluate

4. Job- demands Job- demands Jobb- resources Positive experiences Negative experiences Positive & negative consequenses Developed for ARK from the Job demand-resource model (JD-R) Bakker & Demerouti 2006

5. Job- demands Job- demands Job- resources Positive experiences Negative experiences Positive & negative consequenses Work tasks: ­Job autonomy ­Task completion ambiguity ­Empowering leadership ­Recognition ­Support from supervisor ­Cometensy demands ­Illegitimate work tasks ­Role overload Organization – ­Fair leadership ­Leadership and trust ­Goal clarity ­Innovation ­Resources ­Roleconflicts Colleagues: ­Cohesion ­Social community ­Social climate ­Inclusiveness ­Dysfunctional support ­Conflicts Engagement Work –home conflict Work-home facilitation Meaning of work Workaholism Commitment

6. Group task: What are the main promoters and inhibitors with us?

7. Spørreskjemaundersøkelse: 228 employees recieved an email with a link to a web form 17/2 2014 Registered replies: 162, which is 71,05 % of the distributed forms Response rate gender: female 74,2 %, men 67,6 % Response rate position category: scientific: 61,5 % tech/adm: 78,8 % Number of responses:Response rate:

8. Resources – The individual`s task completion:

9. Resources – In the colleague fellowship:

10. The social climate in your work unit is…

11. Resources – In the organizational unit:

12. Resources – research and teaching:

13. Demands – in the individual`s work situation:

14. Commitment to the work

15. Summary 1 Job autonomy 2 Task completion ambiguity 3 Empowering leadership 4 Recognition 5 Social support from supervisor 6 Competency demands 7 Cohesion in work teams 8 Social community at work 9 Inclusiveness/ social responsibility 10 Social climate 11 Goal clarity 12 Innovation 13 Resources research/teaching 14 Fairness of the supervisor 15 Trust/own management 16 Reliability / own management 17 Reliability / next adm level 18 Absence illegitimate tasks 19 Absence dysfunctional social support 20 Absence interpersonal conflicts 21 Absence role conflicts 22 Absence role overload 23 Meaning of work 24 Engagement 25 Work-home-facilitation 26 Absence Work-family-conflict 27 Commitment 28 Absence workaholism

16. How many hours beyond the agreed working hours do you usually work per week?

17. Employee review Have you had an employee review during the last 24 months? Percent replying «yes» Mean experienced utility value of the employee review

18. Mean of experienced influence from work on own health:

19. Group task: What did you notice during the review (positive or negative conditions)? -Individual reflection- -Group discussion- Mention three points that are positive and important to maintain. Mention three areas that you wish to improve

20. Development of actions Implementation of actions Evaluate and report