Posted By Kieran J Duignan John I've used repertory grids to measure 'climate' change in organisations and a variety of other purposes. The main advantage lies in how you can customise repertory grids to the lie of the land of your organisation, especially in using language that reflects the mindsets, beliefs and behavioural styles of your unique setup. By using a pilot version, you can also figure out how to standardise the instrument for example, drafting versions that represent the same issue in slightly different language for different 'levels' of the employee population. (The ground-breaking personality measure, the Occupational Personality Questionniire, was originally designed using repertory grids with 54 companies). The main disadvantage is that you need to invest time and energy in thinking through carefully what you're doing from the outset rather than make the assumptions embedded in someone else's instrument. As an experienced H & S practitioner, you're unlikely to have any difficulty determining the scope of technical and legal issues to address; what may perhaps be interestingly stretching may have to do with how to frame your questions in ways that stimulate respondents to recognise your appreciation that you want to know how their shoes pinch. The standard design of the repertory grid can be very fruitful in this respect, as it is constructed using bipolar rating scales. If you would find it useful to discuss this approach, you're welcome to get in touch at kieran@enablingspace.co.uk

Posted By J Knight Hi Graeme, Yes, I keep my email addy hidden as I have little need for far eastern JCBs or 'performance enhancing' drugs. My address is john.knight@myemployersnameinlowercasewithnospaces.org. I work for Sue Ryder Care, John This might just work...