Worker Co-op Diagnostic Tool

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

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. Organizational Action • Environment (Context)‏ • Physical environment • Persons • Public representations Effectiveness • Sense- • Enactment • Selection • Retention -making • Totalistic • orientation • Helplessness • External control • Deindividution • Alienated Initiative • Pro-community • Anti-self • Conditioned • Passive Organizational Totalism • Participative • orientation • Self-efficacy • Self-determination • Responsibility • Personal Initiative • Pro-community • Pro-self • Proactive • Transcending Common good Participation • Individualistic • orientation • Self-actualization • Self-discovery • Narcissism • Narcissistic Initiative • Pro-self • Anti-community • Isolating • Active Individual Individualism • The Individual Person (Self)‏ • Cognitive features • Affective features • Conative features

9. An outline for the theory of TP • Environment (Context)‏ • Physical environment • Persons • Public representations Effectiveness • Sense- • Enactment • Selection • Retention -making • Totalistic • orientation • Helplessness • External control • Deindividution • Alienated Initiative • Pro-community • Anti-self • Conditioned • Passive Organizational Totalism • Participative • orientation • Self-efficacy • Self-determination • Responsibility • Personal Initiative • Pro-community • Pro-self • Proactive • Transcending Common good Participation • Individualistic • orientation • Self-actualization • Self-discovery • Narcissism • Narcissistic Initiative • Pro-self • Anti-community • Isolating • Active Individual Individualism • The Individual Person (Self)‏ • Cognitive features • Affective features • Conative features

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

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

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

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

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.