|
Network
of Excellence
|
CARiMan
|
The
Internet Portal for Computer Aided Risk Management
|
Ioanna
and Sophia N. Triperina
Work
and Organizational Psychologist (MSc.)
CleverCareer
Partner
omorythmos
etaireia – O.E.
13-15
Diocharous str., Hilton Area
16121
Athens
Greece
Tel:
+30.210.7298088
Fax:
+30.210.7298089
www.clevercareer.gr
ioanna.triperina@clevercareer.gr
Mission:
CleverCareer
cares for the human factor at work. Therefore, it performs in the field of
consulting, training, counseling, and research, for the development of career,
human resource, and organizations, and in the development of special editions
and tools for the support of this work.
Its methodology is characterized by valid measures, a systematic and complete
approach, and targeted effectiveness, based on goals and criteria. Its function
principles emphasize on ethics, true interest in people, and continuous
improvement & quality.
We act preventively or in emergency situations, helping/facilitating
individuals, groups, and organizations. We aim at improving performance,
motivation, and adaptation of individuals, groups, and organizations. We also
aim at upgrading services / products, at increasing employees' and customers'
satisfaction, and at adding value to social and public recognition of projects.
Vision:
CleverCareer
has long-term goals. We work on consolidating our position in the Greek and
international market, as a pioneering and different company, which is not one
more competitive consultancy, BUT a company caring for human
work improvement. We want to be recognized as a dynamic company
characterized by professionalism, reliability, high quality standards,
systematic approach, expertise and updated know-how, effectiveness, flexibility,
creativity, and innovation.
Structure:
Consulting
Department
(development of surveying projects, train the surveyors/consultants, applying
surveys for organizational purposes: needs analysis, design, project
management, execution, and evaluation)
Training
and Development Department (training programmes development, train the trainer, applying training
programmes in organizations: training needs analysis, design, organization,
execution, and evaluation)
Counseling
Department
(development of counseling programmes, train the counselor, providing counseling
services to individuals, groups and organizations: needs analysis, design,
organization, application, and evaluation)
Research
and Development Department (research design and application: applied research, action research,
statistical analysis, scientific studies writing, construction and
validation of psychometric tools, handbooks - guides and special editions
development: written and electronic)
Administration
(marketing, sales, editions, webpage/internet applications)
Network
of collaborations:
A valuable and reliable network of collaborators, allow us to provide complete
services, cross-scientific, when needed, and worldwide.
We maintain reliable relations with external collaborators, specialized in:
finance, information and communication technologies, social and human sciences.
We collaborate with educational organizations, research institutes, and other
respectable institutions and centres all around Europe.
We collaborate with large private organizations and SMEs.
Basic
services and products:
Four
systems, named “CleverBUSINESS”,
“TheSUCCESSclub”, “CleverTOOLS”, “e-HR Personal Coach”, include the
following services and products:
Competencies
(personal,
interpersonal, managerial/business, and professional) Development,
Team-building, Leadership Development, Development Centers, Stress Management,
Performance Management, People Management, Change Management, Knowledge
Management, Organizational Change and Development, Performance Appraisal
Systems, Selection Systems, Psychometric Tools Development, Action Research,
Program Evaluation, Climate Surveys, Team Climate Surveys, Occupational Stress
Surveys, Satisfaction Surveys, Mystery Shopping, Cross-Cultural Research,
Human-Computer Interaction, Computer Supported Cooperative Work, Computer
Supported Cooperative Learning, Experiential Learning, Cognitive-Behavioral
Counseling, Cross-Cultural Counseling, Employee Assistance Programs,
Encouragement Groups, Career Counseling, Personal Coaching, Executive Coaching,
Career Management, Motivation, Empowerment, Communication, Train the Trainer,
Train the Counselor, Gender issues, Prevention
of social and job market exclusion targeted at groups such as women, mentally
retarded, mentally ill, long unemployed, refugees, immigrants, and disabled.
Contribution
to CARiMan:
B.4.2.
Programme for jointly executed research activities
CleverCareer
(CC) can be integrated in the already defined JPA:
UI:
User interface
B.4.3.
Activities to spread excellence
CleverCareer
(CC) can be integrated in the already defined JPAs:
D3:
Dissemination and exploitation
and
D5:
Advanced Training System for Emergence Management
Our
contribution can be labeled as “CSCW” Computer Supported Cooperative Work,
and it may include four workpacages: 4 WP-manager = CleverCareer.
Computer
Supported Cooperative Work (CSCW) is a younger field than Human Computer
Interaction (HCI) [research started in 1984] and it is related to human-human
interaction with technology relegated to a mediating role. CARiMan, as a special
and sophisticated IT application, integrates the characteristics of a computer
supported cooperative work application. CleverCareer’s contribution
to the CARiMan Network of Excellence intends to explore the special needs that
individuals, groups, and organizations have for technology support so as
designers to design computed aided risk management systems and applications that
fit these needs. CleverCareer intends to identify how CARiMan changes the job tasks of a risk manager and what are the consequences on
him and other people affected, so as to help people and designers / mediators
adapt to changes. CleverCareer
intends to train
people in organizations to use IT applications, like CARiMan,
appropriately
for their and common interest. CleverCareer
intends to help organizations to develop a culture able to favor the effective
use of CARiMan.
CleverCareer
holds the psychosocial perspective of the CARiMan Network
of Excellence.
Nowadays
the image of computers is used to enhance the personal power and control over
work. Computerisation of work presents a particularly valuable opportunity for
workforce to pursue power, in terms of dominance and effectiveness. However,
despite the popular promotion of computers as being “user friendly”, the
reality for many users is quite different. In fact most of the people believe
that the technology is complex, often difficult to apply and requires training
and technical support. Approximately 85% of the working people are hesitant or reluctant to ICT applications, and
45% suffer from what is known as “technophobia” or “technostress” (Brosnan,
1998). Most
of
those
people
deny the
psychosocial success of the information and communication technology, and they
think that it is limited to scientific success. Opposing impressions exist:
“IT
strengthens peoples’ abilities at work” – “Different abilities are
needed at work”.
“IT
eliminates some jobs” – “New jobs make their appearance”.
Information
revolution drives to the reconsideration of human needs’ service and human
adaptation, like industrial revolution did in the past.
CleverCareer
suggests
that:
1.
Information and communication technologies are going to gain full success of
their applications (eg. CARiManS)
when
researchers/scientists/experts/professionals/designers/mediators are given all
the necessary information and support to understand people at work (and at risk)
and their work tasks, so as to be able to understand human needs at work (and at
risk), so as to develop systems according to those needs.
2.
Organizations and people at work (and at risk) are going to effectively achieve
their objectives of high performance and wellbeing, when they are given all the
necessary information and support, so as to be able to be successfully adapted
to IT changes (like CARiManS),
that is to the new systems’ requirements, that is to the new competencies
needed.
Needs
analysis:
1.
Sample: Risk managers:
When
to measure: Prior to computer systems’ design.
What
to measure: Individual differences (gender, age, special needs), cognitive
abilities, time and space use, computer knowledge and attitude, decision making,
fault finding, problem solving, communication skills etc.
How
to measure: observation of natural behaviour, surveys, case studies – using
advanced statistics.
2.
Sample: Organizations (health
care, civil protection, natural disasters / environmental, industry, service):
When
to measure: Prior to computer systems’ design.
What
to measure: structure, groups behaviour, groups structure, groups size, groups
interaction, climate and culture, ergonomic factors, stress factors etc.
How
to measure: observation of natural group behaviour, surveys, case studies –
using advanced statistics.
0.
The
results will be provided in the form of a report to technology designers,
organizations/agencies providing the technology services (mediators).
Aim:
To understand human
and organizational needs at risk, so as to develop systems and services
according to those needs.
Application
evaluation:
1.
Sample: Risk managers:
When
to measure: When doing computer aided risk management.
What
to measure: Individual differences (gender, age, special needs), cognitive
abilities, time and space use, attitude towards computer aided RM, decision
making, fault finding, problem solving, communication skills etc.
How
to measure: Observation of natural behaviour, surveys, case studies – using
advanced statistics.
2.
Sample: Organizations (health
care, civil protection, natural disasters / environmental, industry, service):
When
to measure: When having established computer aided risk management systems.
What
to measure: Structure, groups behaviour, groups structure, groups size, groups
interaction, climate and culture, ergonomical factors, stress factors etc. –
under the effect of computer aided RM system application.
How
to measure: Observation of natural group behaviour, surveys, case studies –
using advanced statistics.
0.
The
results will be provided in the form of a report to technology designers,
organizations/agencies providing the technology services (mediators).
Aim:
To understand human
and organizational problems and needs when using the application, so as to
improve systems and services according to newly identified data.
Training:
1.
Target group: Risk managers:
When
to train: During their application of computer aided risk management.
Whom
to train: Train the trainers (to train in their turn the risk managers).
What
to train: The Risk Managers need not only technical and professional
competencies to perform, but also personal, interpersonal and
managerial/business competencies. Risk Managers need to be invited in a new
culture where new communication and interaction styles take place. Competencies
development should take place for the induction into the new culture and the
change and stress management. Resistance to changes is an unavoidable human
attribute that should be considered and appropriately handled for the support of
individuals, who need to adapt themselves to innovations and new requirements.
2.
Target group: Organizations (health
care, civil protection, natural disasters / environmental, industry, service):
When
to train: During the application of computer aided risk management.
Whom
to train: Train the trainers (to train in their turn the key executives of
organizations).
What
to train: The basic assumption for the survival and the wellbeing of
organizations in the 21st century is their successful integration of
IT applications, such as the CARiMan. Organizations that integrate CARiMan
change both the way of interaction among collaborators and clients, and the kind
of work that is being done. Organizations need help to combine the technical and
the social/human aspects of CARiMan, to develop a culture able to support, use,
and give value to CARiMan, to provide common goals among research and
development on CARiMan, the organizational effectiveness and the Risk Managers
and other people’s performance.
Satisfaction
survey:
1.
Sample: Risk managers:
When
to measure: After having passed a six months of using CARiMan
What
to measure: All aspects of satisfaction and perceived quality of outcomes
How
to measure: Surveys, outcome measures, retrospective reports and records
2.
Sample: Organizations (health
care, civil protection, natural disasters / environmental, industry, service):
When
to measure: When having established computer aided risk management systems
What
to measure: All aspects of satisfaction and perceived quality of outcomes
How
to measure: Surveys, outcome measures, retrospective reports and records
0.
The results will be provided in the form of a report to support the psychosocial
effectiveness of the CARiMan
project.
Short
description of the organisation :
CleverCareer
is a private company specializing in research, training, counselling, coaching,
and consulting, for the development of career, human resource, and
organizations, and in special editions for the support of this work. It was
established in 2000, although since 1995 its partners and collaborators have
offered their respective services. CleverCareer’s research methodology
includes applied research and action research, and it is characterized by valid
measures, a systematic and complete approach, and targeted effectiveness, based
on goals and criteria.
Its
products include psychometric tools, training handbooks, guides, special
editions, and e-tools. CleverCareer
works with individuals, groups and organizations, preventively or in emergency
situations, and aims at improving performance, motivation, adaptation of people
and organizations to changes, at upgrading services / products, and at
increasing employees’ & customers' satisfaction.
CV
of the partners :
Ioanna
Triperina
Ioanna
Triperina is a Work and Organizational Psychologist, having graduated from the
Psychology Department of the National University of Athens, Greece, and holding
an MSc. in Occupational Psychology from the Psychology Department of the University
of Wales Cardiff, UK. Her
continuous education portfolio includes high level seminars in Greece and
abroad, such as:
process
consultation,
cognitive
counseling,
coaching,
emotional
intelligence,
competencies
analysis,
360° feedback,
group
facilitation,
psychometrics,
applying statistics at social sciences etc. Since 1995, she has acquired valuable experience, and has shown
remarkable performance as researcher, consultant, counsellor, trainer, and
writer.
Organizational
Development Consultant:
In
cooperation with Greek and International Companies, she applies surveys
methodology and consulting at the following areas:
Organizational change and effectiveness / climate analysis,
Customer care /
satisfaction, Employees
satisfaction, Performance management, Job analysis
and competencies
analysis, Selection
and appraisal systems,
Work stress,
HCI – CSCW. For
the above mentioned areas, she constructs and uses the appropriate psychometric
tools.
HR
Development Consultant
/ Counselor / Trainer:
Competencies
development programmes
(personal,
interpersonal,
business/management, and professional competencies),
High performance
teams' development, Development
centers, Stress management,
Executive coaching,
Employee assistance
programmes. She
is the constructor of innovative training programmes, such as The
Trainer-Counselor, and COMPETIA
(Competencies In Action), and she
works on specific HR topics training, and the training of trainers.
Career
Consultant / Counselor:
She
works on career development from vocational guidance to retirement, addressing
to people of all ages, companies and organizations:
Career counseling to individuals and groups of pupils/students,
graduates, employees, and executives, Career
counseling programmes in schools,
Career counseling of
special groups (unemployed, refugees, immigrants, mentally retarded, mentally
ill, women, young etc.), Entrepreneurs counseling, Counselors training.
Writer:
She
is the writer of the book
"Career and
Performance Management: applying Psychology at work".
She has also written over
120 articles, guides, and special issues.
She is the editor of
the e-magazine "e-HR Personal Coach”
by CleverCareer
(www.e-HR.gr/personalcoach.htm).
Research
interests:
Computer
Supported Cooperative Work,
Human factors in organizations, Organisational climate, commitment and satisfaction, Occupational stress,
Personal, interpersonal, managerial/business, and professional competencies,
Personal profile and career plans of pupils and students, Prevention of social
and job market exclusion targeted at special groups.
Sophia
Triperina
Sophia
Triperina is a Development Consultant.
Her studies: Business Administration at the Panteion University of Athens,
Greece (ptychion),
and postgraduate studies (DBA) at the Business School of the University of Wales
Cardiff, UK. Her continuous education portfolio includes high level seminars in
Greece and abroad, such as: human resources management, crisis management, work
psychology, career counselling, sports management, sports psychology, acting
etc.
Her
professional experience, started from 1995, and being highly appreciated to
nowadays, covers three fields:
Organizational change and development: Customer care / satisfaction
surveys, Μystery
shopping, Market research, Project management for European Community Initiatives
(for women, youth, IT etc.)., HR marketing, Consulting of small and medium size
enterprises.
HR
development/training:
Customer Care, Team-building, Experiential - outdoor training, Congress and
seminars organizing.
Career counselling: Entrepreneurs counselling, Youth career counselling
Her
research interests include
Computer
Supported Cooperative Work,
Human factors in organizations, Organisational
climate, commitment and satisfaction, Occupational stress, Personal,
interpersonal, managerial/business, and professional competencies, Personal
profile and career plans of pupils and students, Prevention of social and job
market exclusion targeted at special groups.
Publications
[1]
Triperina I. N. (1997). The role of work and organizational psychology in
computer supported cooperative work and computer supported cooperative learning.
Athens: CleverCareer.
[2]
Triperina I. N. & Triperina S. N. (1998). Managerial employees’
attitudes and opinions on information technology applications, in the industry,
service and public sector. Athens: CleverCareer.
[3]
Triperina I. N. (2000). Information technology in organizations: the role of
work and organizational psychology. Athens: CleverCareer.
[4]
Triperina I. N. (2002). Career and performance management: applying
psychology at work. Athens: CleverCareer.
[5]
Triperina I. N. & Triperina S. N. (2001).
Causes and effects of occupational stress on ambulance workers. Athens:
CleverCareer.
[6]
Triperina I. N. (1997).
Organisational climate and organisational commitment in the Greek industry.
Athens:
CleverCareer.
[7]
Triperina I. N. & Triperina S. N. (2003).
Personal, interpersonal and managerial/business competencies grid development,
for job positions of all hierarchical levels in the industry, service and public
sector. Athens: CleverCareer.
[8]
Triperina I. N. & Triperina S. N. (2003).
Personal profile and career plans of students at trades & vocations, and
sciences. Athens: CleverCareer.
[9]
Triperina I. N. (1997).
Comparison between the internal and the semi-internal institutionalization of
children, regarding their social skills and problems. Athens:
CleverCareer.
[10]
Triperina
I. N. (2001).
Cross-cultural Counseling: A programme for refugees integration in the Greek
society and job market. Quarterly of Counseling and Guidance. 58-59,
144-167.