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This paper focuses on employees’ motivation to participate in innovation at the workplace. The best arguments to persuade employees to renew their work were searched. According to the expectancy theory (Vroom, 1964), a plausible link must be perceived for a motivational state to arise. The paper investigated the perceptions that employees, team-leaders and directors have about the relationships between innovativeness and well-being.

The data consisted of thematic interviews with 14 persons from knowledge- and labour-intensive organisations in the public service sector. Data included material from directors, team-leaders and front-line workers. The theoretical model of Huhtala and Parzefall (2007) was applied to analyse perceptions about links between well-being and innovativeness.

Results indicated that all eight possible links between well-being and innovativeness were perceived as plausible. The most common views were that high innovativeness connects to high well-being and vice versa. Additionally, low well-being was seen to decrease innovativeness. All organisational levels of knowledge- and labour-intensive organisations shared these views. More specifically, the interviewees shared the view that participating in innovation activities gives the employee opportunities to influence one’s work, which in turn leads to well-being. Another commonly shared perception was that if employees were encouraged and praised for their efforts, innovativeness would increase. These provide plausible arguments for leaders to persuade employees to participate.

Practical advice about effective arguments for motivating employees is given: tell them that innovativeness is desired for, time and space is allocated for innovations, the amount of change will be managed, and the innovation activities present an opportunity to have voice.

This paper shows potential motivational trigger points for enhancing the interaction between well-being and innovation.

The high variability in cardiac surgery length – is one of the main challenges for staff managing productivity. This study aims to evaluate the impact of six interventions on open‐heart surgery operating theatre productivity.

A discrete operating theatre event simulation model with empirical operation time input data from 2,603 patients is used to evaluate the effect that these process interventions have on the surgery output and overtime work. A linear regression model was used to get operation time forecasts for surgery scheduling while it also could be used to explain operation time.

A forecasting model based on the linear regression of variables available before the surgery explains 46 per cent operating time variance. The main factors influencing operation length were type of operation, redoing the operation and the head surgeon. Reduction of changeover time between surgeries by inducing anaesthesia outside an operating theatre and by reducing slack time at the end of day after a second surgery have the strongest effects on surgery output and productivity. A more accurate operation time forecast did not have any effect on output, although improved operation time forecast did decrease overtime work.

A reduction in the operation time itself is not studied in this article. However, the forecasting model can also be applied to discover which factors are most significant in explaining variation in the length of open‐heart surgery.

The challenge in scheduling two open‐heart surgeries in one day can be partly resolved by increasing the length of the day, decreasing the time between two surgeries or by improving patient scheduling procedures so that two short surgeries can be paired.

A linear regression model is created in the paper to increase the accuracy of operation time forecasting and to identify factors that have the most influence on operation time. A simulation model is used to analyse the impact of improved surgical length forecasting and five selected process interventions on productivity in cardiac surgery.

The study was set to determine the environmental objectives of building end‐user organizations in an office environment and to anticipate the environmental management demands this could set on facility management.

This qualitative study uses four independent data sets and triangulation approach by combining data archives with time series analysis method, semi‐structured interviews, case study and a survey.

The results of the paper state the gap between the environmental objectives and practical management of environmental issues. Same environmental management themes, namely energy efficiency, waste management and reduction of climate change emissions, seem to be important for end‐users of buildings. A new trend, in which the end‐users require facility organizations to provide environmental management services, was observed as well. End‐user companies wish to receive comprehensive reporting and recommendations on improving a company's or facilities' environmental performance.

Since the study included only globally and/or environmentally active end‐users, the results of the survey are most representative for large European or North American companies which are progressive in environmental management. Future research is suggested to focus on information management, collaboration and communication between facility and end‐user companies.

At the practical level, the potential of FM has not yet been well utilized due to the lack of communication and understanding by both parties. Facility management companies can make use of the findings, e.g. when developing more comprehensive services or evaluating their own operations.

The results anticipate present and upcoming trend of end‐users' setting environmental requirement for FM organizations.

The purpose of this paper is to identify and explain how different kinds of knowledge-intensive business service processes (KIBS processes) can be formalised without excessively limiting employees’ agency, and thus flexibility in value creation. Previous research acknowledges the need to balance flexibility and formalisation but does not investigate how employees achieve this balance in various types of KIBS processes.

This paper employs a qualitative multiple-case study approach to compare employees’ agency in six successful formalisation projects targeting different types of KIBS processes in three firms. Through a systematic mapping of employees’ agency across the cases, this study reveals alternative patterns of formalisation that enable agency.

The findings reveal notable differences in employees’ agency in the studied cases. When KIBS processes were scale intensive and/or the culture-favoured conformity, formalisation projects were centrally organised, and employees obeyed codified process templates, even though some agency remained. When KIBS processes were smaller scale and/or the culture-favoured freedom, employees conducted formalisation projects autonomously and retained higher levels of agency in formalised KIBS processes.

Firms and business units providing KIBS should choose their formalisation approaches locally based on the scalability of the KIBS process, their employees’ skill levels, knowledge bases and culture. Choosing the right approach enables flexibility while striving for efficient processes.

Previous studies suggest that formalisation benefits only some KIBS, but this comparative approach shows that a variety of KIBS processes benefit from formalisation if the formalisation approach is tailored to the context. Alternative patterns of formalisation are revealed to guide further empirical research on the topic.

This paper analyzes how public servants who work with young people discursively cope with competing demands on their agency, defined as their orientation toward and capabilities to influence their clients. Previous studies revealed how public servants treat their clients when facing competing demands but paid less attention to how public servants define their agency.

Micro-level discourse analysis is applied to analyze how public servants represent their agency in client relationships, drawing on interviews with nine individuals in a Finnish city who work with young people lacking jobs or school placements.

Instead of describing their agency coherently, the interviewees applied several discourses to represent their agency differently in relation to different demands. This ability to navigate contradictory discourses is discussed as reflexive discursive coping strategy, which enables public servants to maintain a positive image of their agency despite tensions at work.

Although the method does not allow direct generalizations, it reveals discursive strategies likely to be found in many contemporary public organizations.

The study indicates a need to better acknowledge and nurture the multifaceted nature of agency to improve service quality.

The findings deepen the view on tensions in public servants' work and show that diverse discourses not only create anxiety but also help individuals dealing with contradictory work.