In my initial post, I discussed the use of technology to support the design of collaborative learning spaces in a workplace setting and referenced the need to better understand individual and organizational needs and goals to inform planning and implementation. Upon reading and reflecting, I believe that gathering data to inform the decision of whether or not to implement the technology in the first place should be a precursor to planning a change. Making data-driven decisions is important in this context, as it can help ensure that the return on investment in the technology is worthwhile. This process should go beyond the simple collection of data and use ‘thinking skills’ to connect the data to the overall business or strategic plan (Zettelmeyer, 2015). In a workplace setting, this could include gathering data to help understand how people work individually and then using this data to predict where collaboration could occur across individuals and groups, how technology-enhanced collaborative spaces could strengthen collaboration, and how that collaboration could support organizational goals. Using a more comprehensive approach to gathering data by using multiple types, such as qualitative data derived from engagement with employees, enhances the quality of data and actionable knowledge and can lead to better outcomes (Marsh et al., 2006). Using the data alone can lead to misinformation and assumptions, potentially leading to poor decision-making and negative implications on organizational goals. Furthermore, taking a more comprehensive approach to data-driven decision-making through engagement with employees and other stakeholders promotes good leadership and change management practice.
References
Marsh, J., Pane, J., & Hamilton, L., (2006). Making sense of data-driven decision making in education: Evidence from recent RAND research. RAND Corporation. https://doi.org/10.7249/OP170
Zettelmeyer, F. (2015, May 1). A leader’s guide to data analytics. KellogInsight. https://insight.kellogg.northwestern.edu/article/a-leaders-guide-to-data-analytics/
Thanks for your insights into data use to inform decisions, Leah.
While I agree that data provides tangible evidence for beneficial practices, I am curious about the data collection from employees, specifically Union employees. How could organizations broach data collection with Union employees and administrators? Should employees be given the opportunity to opt out, or would that significantly affect data collection?
Thanks!
Thanks for your comment, Terry. You bring up an important point that should be considered to ensure data is gathered responsibly and ethically. Depending on the situation and the type of data collected, I believe that there would have to be some form of opting-in, especially if collecting data involved tracking their work habits. Having said that, there could be ways of collecting data that are less intrusive such as looking at individual work plans and outcomes and qualitative data collection through focus groups. The downside to opting out is not having your voice heard in the decision-making process; however, I believe there should always be transparency and choice in data collection.