4.  Evidence-based 4.  Evidence-based

4. Evidence-based - PowerPoint Presentation

pasty-toler . @pasty-toler
Uploaded On 2015-10-18

4. Evidence-based - PPT Presentation

management Step 1 Formulate a focused question 5step approach EBMgt is a 5step approach Formulate an answerable question PICOC Search for the best available evidence Critical appraise the quality of the found evidence ID: 164727

picoc question evidence answerable question picoc answerable evidence office managers board merger organizations cultural kind team organizational work directors culture difference step




Presentation Transcript


4. Evidence-based management:Step 1: Formulate a focused questionSlide2

5-step approachEBMgt is a 5-step approach

Formulate an answerable question (PICOC)

Search for the best available evidence

Critical appraise the quality of the found evidence

Integrate the evidence with managerial expertise and organizational concerns and apply

Monitor and evaluate the resultsSlide3

Asking the right question?




Experience with Condition

Knowledge needs depend on experience with condition Slide4

Focused question?Does team-building work?

Does the introduction of self-steering teams work?

Does management development improve the performance of managers?

Does employee participation prevent resistance to change?

Is 360 degree feedback effective?Slide5

What is a ‘team’?What kind of teams?In what contexts/settings?What counts as ‘team-building’?

What does ‘work’ mean?

What outcomes are



ver what time periods?Foreground question?Does team-building work?Slide6

P = Population


= Intervention



factor)C = Comparison O = Outcome


= Context

Answerable question: PICOCSlide7

Answerable question: PICOCImagine you are a consultant, your client is the board of directors of a large Canadian health-care organization. The board of directors has plans for a merger with a smaller healthcare organization in a nearby town. However, it’s been said that the organizational culture differs widely between the two organizations. The board of directors asks you if this culture-difference can impede a successful outcome of a merger. Most of them intuitively sense that cultural differences matter, but they want an evidence-based advice. Slide8

Answerable question: PICOCWhat else would you like to know?Slide9

Answerable question: PICOC


What kind of Population are we talking about? Middle managers, back-office employees, medical staff, clerical staff?


What kind of Outcome are we aiming for?

Employee productivity, return on investment, profit margin, competitive position, innovation power, market share, customer satisfaction? P/C: And how is the assumed cultural difference assessed? Is it the personal view of some managers or is it measured by a validated instrument? Slide10

According to the board the objective of the merger is to integrate the back-office of the two organizations (ICT, finance, purchasing, facilities, personnel administration, etc.) in order to create economy of scale. The front offices and primary process of the two organizations will remain separate. The cultural difference is not objectively assessed (it is the perception of the senior managers of both organizations).Answerable question: PICOCSlide11

P = back office





, integration back office C = status quoO



of scale



healthcare, different organizational culture, unequal

Answerable question: PICOC