1. Worker Co-op Diagnostic Tool November 2008 CWCF AGM & Conference

2. 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

3. 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

4. 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

5. Ideal Co-op Map Ideal Co-op draft questionnaire Theoretical and diagnostic models meet Dimensions and Indexes Strategia Triangulating the diagnosis Statistical analysis and final version Research and consulting Data collection Testing the tool in several co-ops Architecture for the expert system Testing the expert system Advertising the expert system Steps in constructing the tool

6. 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

7. 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.

8. 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 Participation Organizational Totalistic orientation Helplessness External control Deindividution Individualistic orientation Self-actualization Self-discovery Narcissism Totalism Individualism 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

9. 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 Participation Organizational Totalistic orientation Helplessness External control Deindividution Individualistic orientation Self-actualization Self-discovery Narcissism Totalism Individualism 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 for the theory of TP

10. Physical environment Persons Public representations Cognitive features Affective features Conative features Participation Organizational Totalism Individualism Individual Common good Effectiveness Co-op Management Self-help Democracy Equality Equity Solidarity Honesty Openness Social responsibility Caring for others Character Common good 7 Co-op Principles Systems Climate

11. Cognitive features Affective features Conative features Participation Organizational Totalism Individualism Fun Satisfaction Identification Self-realization Common good Effectiveness Co-op Diagnosis Model Self-help Democracy Equality Equity Solidarity Honesty Openness Social responsibility Caring for others Character Common good 7 Co-op Principles Communication Transparency Recruitment Compensation Individual develop. Feedback etc. Participative orientation Process improvement Responsibility Stakeholders Climate - superiors - co-workers

12. Individual Fun Satisfaction Identification Self-realization Effectiveness CoopIndex Model Self-help Democracy Equality Equity Solidarity Honesty Openness Social responsibility Caring for others Voluntary and open membership Democratic member control Member economic participation Autonomy and independence Education, training and information Cooperation among cooperatives Concern for community Strategy Division of work Communication Transparency Recruitment/ Dismissals Pay Individual develop. Feedback Extern. Relations Innovations Participative orientation Feedback Ownership Solidarity Knowledge Personal action Process improvement Responsible action Communication Personal Attitudes and Actions Organizationa l Systems Co-operative Principles Co-operative Values Common Good Other Co-ops Environment Community Ethics Organizational Viability Independence Organizationa l Climate Supervisors Competence Trust Participative style Respect for subordinates. Co-workers Selection Relations Trust Fun

13. 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

14. OMI – 43 TrustIndex – 73

15. General results

16. Sample Key Areas Trust in leaders Participative style Members sense of inclusion in decision-making Process improvement Personal initiative and accountability Self-realization Self-fulfillment at work, professional development, and balance between personal and working life

18. DimensionContent descriptionImpact 1 Communication systems Questions relate to ease and efficiency of internal communications. Organizat ional 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. 5Innovations Product innovations, process innovations, and social innovations. 6Remuneration Pay and benefits satisfaction; fairness and equity.

19. 7Processes Relates to individual understanding of tasks, roles/functions, and processes in the co-op. It includes job safety and independence. 8 Personnel policies and recruitment Questions fairness and satisfaction with recruitment and membership. 9Strategy Questions about vision, strategy, growth, and member participation in creating the vision for the co-op. 10Transparency Availability and clarity of information about decision- making and challenges. 11Leadership Respect for co-op leadership Organizat ional climate 12Mutual respect Overall sense of respect among co-op members

20. 13 Participatory decision- making Sense of inclusion in decision-making 14 Trust - leadership Trust in co-op leadership. 15Fun Sense of humour, friendliness and enjoyment at work. 16 Relations with co-workers Organization’s culture; getting along with colleagues. 17Trust-members Trust among co-op members and employees. 18 Participatory knowledge Co-op business literacy. Personal attitudes and actions

21. 19Ownership Stress on the perception/sense of individual ownership and responsibility as a member. 20 Process improvement Personal initiative and accountability. 21Responsibility Personal ethics and responsibilities. 22Identification Identification with the co-operative organization and sense of job security. 23Satisfaction Job satisfaction and overall work relations satisfaction. 24Self-realization Questions self-fulfillment at work, professional development, as well as balance between personal and working life.

22. 25Independence Independence from external influences in decisionmaking- both public and private. 26 Products/servic es 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. 27Viability Business viability from the market access perspective, financial perspective and organizational/functional perspective. 28 Cooperation with other co- operatives Networking with other co- operatives and development of the co-op sector. 29Community Concern for community development and role of the co-op in its community. 30Environment Environmental sustainability, care for the environment and leadership regarding environmental concerns.

23. 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.