ophelis docks

“The current transition from an industrial to a network economy

requires nothing less from businesses than a full reorganisation.”

Birgid Gebhardt, Trendbüro Hamburg 2012

“The current transition from an industrial to a network economy

requires nothing less from businesses than a full reorganisation.”

Birgid Gebhardt, Trendbüro Hamburg 2012

From networking to personal responsibility - ten megatrends in the world of work

How will we work in the future? The Trendbüro trend consultancy in Hamburg has compiled the main trends that

will influence tomorrow’s working environment as part of a New Work Order study for ophelis.

The upcoming changes will have an effect on a wide range of areas. Organisation, leadership and communication

will be subjected to these processes in much the same way as the use of space and the way a company works.

You can find a detailed summary of the research results on page 42.

01) S o c i a l n e t w o r k i n g The trans-formative power of social networks on the internet is fundamentally changing our society. Companies must adapt the way their work is organised to new ways of communicating, living and working.

02) Transparency of information Advances in knowledge gained from data and information are determining the economy of tomorrow. The transparency of information for all employees is becoming a decisive factor.

03) I n f o r m a l s t i m u l i The office is no longer a limited universe - previous boundaries are disappearing as social media creep into the world of business from the private sector.

04) P e r s o n a l r e s p o n s i b i l i t y Global net-working means that work is becoming even less dependent on time and place. The boundaries between leisure time and work time are disappearing. Personal responsibility and time management are now becoming important life skills.

05) P a r t i c i p a t i o n There is an increasing requirement for employee participation in the running of businesses. Employees want to take on more responsibility and they are indeed required to do so. A new type of leadership is called for as the authoritarian top-down approach becomes a thing of the past.

06) L i f e s t a g e m o d e l s Demographic changes mean that employers need to provide an attractive working environ-ment, which fulfils the requirements of employees in various stages of life.

07) T e a m h e t e r o g e n e i t y In future, teams will bring together specialist knowledge for projects from a wide variety of contexts. The composition of this knowledge will change according to the ob-jectives of the project. The main factors for success are cooperation, openness and sharing resources - “share and win” will be the future recipe for success.

08) B a l a n c i n g r e s o u r c e s Space require-ments will adapt to changes in the way employees work. Office space and functions will be redefined. Networked employees will be able to choose where they work to suit their own personal requirements and those of their teams.

09) Broadcasting information In future, businesses will have to be more open to the outside world, whilst at the same time forging closer internal connections. To achieve this, walls will be broken down in all areas. This will lead to a new blurring of the boundaries, which will represent both a challenge and an opportunity at the same time.

10) P l a c e s o f r e f e r e n c e In our age of virtual communications, personal meetings take on a greater significance.It is still important to have a physical place, which can be designed to suit requirements and to which people feel they belong.

An attractive design for the work place - the new office generationDevelopments in the world of work have an effect on the design of office and work space. ophelis has been looking closely at the anticipated changes and has come up with some concepts that provide a response to these challenges.

ophelis foresees an increasing requirement amongst businesses and organisa-tions for products and concepts, which can accommodate a wide variety of aspects.

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ophelis docks create new zones in the working environment

docks are ophelis‘ response to wide-reaching new office requirements. Previously underused areas of the office will fulfil - as a complement to the classic work desk - the new requirements of an evolving way of working. These zones can be used as places to work and to communicate, as well as for quiet contemplation.

ophelis docks.

docks are islands in the office. docks create connections and transitions. docks provide an interface and a meeting point. docks offer a place for quiet concentration and relaxation.docks are a shared piece of furniture.

Meeting, working, reading – the workplace with adjoining lounge area creates a comfortable and snug atmosphere.

docks combined with other ophelis products show how islands can be integrated in the open space.

Here, docks are built straight into the facett storage system, forming a separate, closed-off area in an L shape, which is ideal for inspiring work, discussions, a waiting area or reading. The integrated standard lamp in the add-on panel, the side table and bricks module used as a plant holder are combined to create a feeling of well-being.

docks deliberately sets itself apart from the clas-sic desk-based office workplace due to its unique style and materials. Its design and dimensional compatibility also make it ideal for combinations.

Standing meeting point – whether it is used for a short standing discussion or an informal chat over coffee, the table system module at standing height with e-box and integrated, foldaway monitor turns docks into a communication island in an intermediate zone within an office landscape.

Meeting point – with opposite facing sofa elements, storage space and integrated lighting by the use of add-on panels, docks becomes a major meeting point in the office. The e-box supplies power and data to the table, which makes it possible to hold short meetings and carry out temporary work at normal seating height.

Contemplation – when it comes to the correlation between people and space, in large open-plan offices in particular there is a high requirement for a tucked away space for quiet contem plation. Here, docks provides some priv- acy with sofa modules and u-shaped rear partitions in open office structures.

The docks high-backed chairs are fitted with the e-box bricks module to provide a cosy place with plug-and-work connections and table lamps to work on a laptop with both visual and acoustic privacy.

Take a seat – much more than just a place to sit, the docks sofa is a haven of peace and quiet, a meeting place and a multimedia communica-tions point all rolled into one. The high partition provides visual and acoustic privacy. At the same time, this protect-ed space provides enough room for relaxed discussions. The docks sofa supports elec-trical connections – making it a tucked away place to work, which can always be equipped with the right technology.

Lounge – ophelis docks as a classic lounge environment in a waiting or reading area within an open space. The side partitions provide privacy. A high-quality collection of textile materials ensures a wide variety of design options, a homely look to ensure well-being and the potential to create your own colour scheme. Atmosphere can also be created with lighting and plants.

opHeLIs docks – A moduLAr sysTem

We have developed a modular system, which can be combined in various ways to create different islands in the office. ophelis docks can be used to create a communal meeting point and interface, as well as a place for quiet concen tration and relaxation. The modules can be put together in such a way as to provide acoustic and visual privacy or open-plan meeting areas. The elements are designed to match the dimensions of ophelis furniture ranges, so that storage space and all the other com ponents from classic work station zones can be seamlessly connected and integrated. Used as a transi-tion and connection element between various zones in the office, ophelis docks allow for a change of scene, produce synergy effects, promote internal communi cations and enhance the feeling of well-being in the workplace.

THe specIAL feATures of opHeLIs docks:

variety of options

freely configurable

electrical connections possible

variety of add-ons

high-quality upholstery

wide selection of covering materials

self-contained design

integral product approach

compatible in dimensions and design with other

ophelis furniture systems

The leg frames accommodate the various docks modules.The supporting structure is also a cable channel, so that all variations of docks can support electrical connections.

Leg frames

“Bricks” are an additional component that complete the system and offer further benefits as an e-box for cabling for plug-and-work, lighting modules, plant containers, trays or lap tables to ensure convenient working at lounge level.

Bricks

As well as upholstered modules and bricks, boards and add-on panels can also be configured as part of the system. Matching add-ons such as lights and side tables, which are joined to the system due to the use of add-on panels, finish off ophelis docks and provide additional options for a personal touch.

Boards, add-on panels and add-ons

5 upholstered modules form the basis for all sitting and lounge configurations. A superior level of sitting comfort, a selection of high-quality covering materials and the variable arrangement offer practically endless design options.

Upholstery

Tables at both standing and sitting height form part of the docks system, always fitted with an e-box supplying the table with data and electrical connections and which can also integrate (foldaway) media technology.

Tables and e-box

U-shaped and L-shaped partitions, which can be added to the upholstered modules, provide privacy and a space for quiet contemplation.

Partitions

docks provide for a great deal of scope for customer-specific designs. The basic form is a 90 x 90 cm square. ophelis docks can be integrated in all spaces as an island in the office in a planning grid in width of 15 centimetres with various options for a linear, L-shaped, T-shaped or interlinking design. The ophelis docks port-folio covers a variety of upholstered modules with or without partitions, storage space and tables in lounge, sitting or standing height, which can be put together to create various scenes. The „bricks“ system components also supply additional benefits.

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CONFIGURATION EXAMPLES

CONFIGURATION EXAMPLE

PLAY

COLOUR

WITH

Till Grosch (*1980)

& Björn Meier (*1979)

have been

developing solutions

for contemporary

working and living

environments from

their Groschmeier

design studio

in Berlin

since 2010.

Before they set up

their own studio,

Till Grosch,

who graduated as an

Industrial Designer

from the Berlin

University of the Arts,

worked as an

Art Director

for Studio Aisslinger.

Björn Meier

studied product

and furniture design

in Bremen

and Nottingham.

He has been living

and working

in Berlin

since 2007.

GR

OSC

H

ME

IER

The designers: Till Grosch and Björn Meier

«No other place where furnishing is required

has undergone so many functional and

emotional changes in the past few years as

the office. Economic considerations are

now also being brought to the fore, which

means that the continuing transformation

of the classic office work place into a multi­

functional communal space is becoming

a positive trend in the world of work. Office

work is increasingly taking place in open

spaces or groups. There is a growing need

for communication within increasingly cross­

disciplinary teams.

The quality and variety of this exchange is

the key to effective work. We believe that

office furniture should enable flexible,

decentralised communications. It should

support informal office chats just as much

as spontaneous work meetings.

In our view, the office is not just a place of

work but also a living environment. When we

were designing ophelis docks, it was impor­

tant to us to support well­being in the office.

With docks, we have designed a modular

system which creates connections

and transitions. docks is a place for quiet

contemplation as well as a meeting point;

it supports the office community and

provides space for individuals.»

Ten megatrends in the world of work Trendbüro Hamburg. 2012 for opHelis

The Trendbüro trend consultancy in Hamburg has compiled the main trends that will influence tomorrow’s working environment as part of a New Work Order study for ophelis. The forecast changes are bound to have an effect on businesses in terms of organisation, management, communications, space and working methods.

The 10 megatrends1. Social networking The transformative power of the internet is fundamentally changing our society. As social media creep into the world of business, we are antici­pating a second digital wave. And so, just as networking has already speeded up our everyday lives and given consumers more authority, the job market also needs to adapt. Never before has it been so easy to enter into contact and work with like­minded people, irrespective of time or place. Fluid networks are replacing rigid hierarchies as a con­temporary principle of organisation. Businesses are having to face up to the challenge of reorganising themselves internally. They need to create interfaces for better cooperation with external parties and adapt the way their work is organised to new ways of communicating, living and working.

2. Transparency of informationThe world of work is in the midst of a massive upheaval. Data, informa­tion and the resulting advances in knowledge are determining the economy of tomorrow. The expansion of communications media is facil­ itating access to information. Information transparency is becoming an important factor in the knowledge economy.

3. Informal stimuliUntil now, innovations from the working environment have only later found their way into private use. With the social media, for the first time communications techniques and methods are drifting out of the private environment into everyday business use and are generating informal stimuli. They are set to take over from and undermine inherent business and information hierarchies. Social networking will speed up formal processes and break through formal barriers, focussing on content. Although we are only just starting to learn how to interact with social media responsibly, barriers are coming down and the office will no longer be a limited universe.

The trend report in detail4. Personal responsibilityThe merging of work and leisure time is becoming a key megatrend in the way we manage our everyday lives. Global networking means that work will become even more independent of time and place and automatically involve private or mobile environments as well. 72% of workers want to “have the freedom to choose how they carry out their work” (Dell Intel 2011)1. In the ideas economy, the boundaries between leisure time and working time will blur. Self­management will become a life skill. Global networking requires time management to be oriented ­ cooperatively ­ to the achievement of results.

5. ParticipationSociety’s increasing requirement for forming opinions and employee participation is now even extending beyond company boundaries. 87% of the knowledge workers questioned said that in their companies, the need for communication and coordination was increasing (Hays 2011).2 Complex interconnections and inter­departmental project work require more exchange and coordination. Together with the omnipresent transparency of information, this implicates a new style of leadership: The top­down approach is becoming a thing of the past. For the generation of digital natives in particular, face to face communication and frequent feedback have become essential criteria to allow better self­assessment and identification with the company. This requires a consensual and informal kind of leadership, in which solutions are sought together according to clear criteria and employees are given more responsibility.

6. Life stage modelsBy 2009, 40% of the population was already over 50 years old; by 2030 this figure will reach 50% (Destatis 2009).3 Staff are faced with a generation gap, with young and old having to learn from one another. This underlines the need for space and organisational concepts, which encourage casual and chance encounters in the workplace, in order to dismantle any preconceptions and maintain knowledge within the company. The shortfall in skilled labour has already begun and so employers must now offer an attractive working environment. On the agenda is ensuring compatibility between work and family life, as well as working models that are adapted to the various life stages, as people will be working until they are older.

7. Team heterogeneityIn the knowledge economy, mobility and mutual support are what count. In order to bring knowledge from different backgrounds to projects, heterogeneous structures are being formed, in which team members come together from different disciplines, departments, locations, or agencies or are supplemented by external sources. This is leading to an increase in virtual team­work (Wirtschaftswoche 2012)4 involving the development of more independent ways of working, which break down the barriers of place and departments. “Share and win” is becoming the recipe for success. Cooperation, openness and the sharing of resources will be the focus of any future creation of value.

8. Balancing resourcesResources and work spaces are under pressure to adapt. The way our work places will look in future will be shaped by many spheres of influence. Managerial accounting will check locations on the basis of market and manpower volumes. Real estate and facility management will increase cost pres­sure on work spaces and adapt the space requirement to the mobility of employees. This will mean redefining office space and functions. Internal communications aim to produce more opportunity for cooperation and ad hoc meetings. The HR department will want to make the work place appeal to digital natives and reduce conflicts between generations. Corporate strategy will try to bring corporate identity to life, both internally and externally. This means that the office as a place of work must offer more aesthetic and functional incentives to communicate and concentrate. After, all, networked employees will be able to choose where they work to suit their own personal require­ments and those of their teams. The company will act or react with space, output and resources.

9. Broadcasting informationThe front lines of work are breaking up. The shortfall in skilled labour, the fact that people are living longer, customers’ need for dialogue and the requirement for interdisciplinary stimuli all mean that today there is a requirement for more openness towards external forces ad well as more intense internal networking. This means that, either occasionally or repeatedly, walls need to be completely broken down, e.g. within company structures, between departments, individual offices, levels of hierarchy, internal employees and external partners and between the brand and its consumers. We have to learn how to handle this new blurring of boundaries. This breaking down of boundaries also offers the opportunity to transfer knowledge ­ through transparent channels of information ­ almost automatically between skilled individuals.

10. Places of referenceVirtual communications will not dispense with the increasing requirement for personal meetings. Face­to­face meetings will continue to require a physical meeting place. Whilst digital communi­cations platforms are becoming more and more popular, many companies are setting up special areas for project work in addition to classic offices and meeting rooms.This means that at company level, a similar effect is clearly taking place as for private users of social platforms. It will still be important for people to have a physical place in their private lives, in which they feel welcome, which can be designed to suit requirements and to which people feel they belong.

Trendbüro, 2012 for ophelis; based on the NEW WORK ORDER study, commissioned by the bso (german association of office, seating and commercial furniture manufacturers) and by the office furniture trade fair, orgatec, produced by birgit gebhardt.

Sources:1 Dell Intel 2011: The evolving Workforce, The Workforce Perspective Germany,

n = 536, Germany2 Hays 2011: Berlecon Research and Hays Recruiting Experts Worldwide: Changes

in specialist fields. How knowledge work is changing businesses, 2011.3 Destatis 2009: StatistischesBundesamt Deutschland (Federal Statistical Office of Ger­

many): The population of Germany to 2060. Results of the 12th coor­dinated population forecast. Issued by: StatistischesBundesamt; 2009.

4 Wirtschaftswoche 2012: Data based on: 160 listed companies in Germany.

ophelis GmbH

dr.-Alfred-Weckesser-straße 1 d-76669 Bad schönborn, Germany Tel.: +49(0)72 53.83-0 fax: +49(0)72 53.3 11 25 www.ophelis.de info@ophelis.de