The Collaborative Mindset: Managing Relationships between Employee and Organization

1
The Collaborative MindsetManaging Relationships
between Employee and Organization

• OS608
• November 15, 2006
• Fisher

2
Agenda

• Feedback summary
• What does it mean for employees to be loyal to
  their employers?
• Where is the value to employers?
• How can employers build loyalty?

3
Feedback summary

• Additional methods of discussion
• More in-class writing
• Small group discussions
• Want to hear from different people in the class
• Where is all of this heading? What should I be
  learning?

4
Opening questions

• What do employees owe their employers?
• What do companies owe their employees?

5
Relationship between employee and organization

• Relationship has been shifting over the past 20
  years or so
• Non-standard employment becoming more common
  (BLS, 2005)
• 2-4 of workers are contingent
• 10.3 million independent contractors (7.4)
• 1.2 million temps
• Protean career
• Relationships between organizations also becoming
  more important

6
Psychological Contracts

• Do you feel you have a psychological contract
  with Clarkson?
• Type?
• Content?
• How do psych contracts change over time?
• Perceptions of fairness
• Related outcomes
• Does this concept affect your approach to the job
  interview process? How?

7
Loyalty

• Forms of organizational commitment
• Affective
• Normative
• Continuance
• Commitment to multiple entities
• Organizational citizenship

8
Fortune 100 Best Companies to Work For Criteria

• Fortunes evaluation of each companys
  demographic makeup, pay and benefits programs,
  etc.
• Credibility (communication to employees),
• Respect (opportunities and benefits),
• Fairness (compensation, diversity), and
• Pride/camaraderie (philanthropy, celebrations).
• Employee responses to a 57-question survey from
  the Great Place to Work Institute.
• Minimum of 350 randomly selected employees from
  each company
• Attitudes toward management, job satisfaction,
  and camaraderie.

9
2005 Winner Wegmans

• 2004 sales of 3.4 billion 67 stores in NY,
  Pennsylvania, New Jersey, and Virginia
• Operating margins about 7.5, double what the big
  four grocers earn and higher even than Whole
  Foods.
• Labor costs run between 15 and 17 of sales,
  compared with 12 for most supermarkets.
• Annual turnover rate for full-time employees is
  just 6 vs. 19 for other grocery chains

Source Boyle, M. (Jan 24, 2005). The Wegmans
Way. Fortune.
10
2006 Winner Genentech

• Small biotech firm based near San Francisco
• Slogan In Business for Life passion for
  lifesaving technology is what attracts people
• 2005 revenues of 6.6 billion 50 of revenues go
  back into research
• Annual turnover rate for full-time employees is
  5
• For 1,364 new jobs in 2005, they had 246,000
  applicants

Source Morris, B. (Jan 20, 2006). Genentech
The best place to work now. Fortune.
11
How to develop loyalty in employees?

• Interesting work
• Innovative benefits that would be hard to give up
• Potential for advancement
• Make it fun!
• Positive work environment
• Fair treatment
• Upholding commitments to employees

12
Lab 3

• Tuesday, November 28
• Role play of performance feedback meeting
• You will be assigned
• Role (supervisor or subordinate)
• Role play partner
• Role play time (1/2 hour between 230 and 530)
• Paper evaluating the experience due on Monday,
  Dec. 4

13
For Monday

• Read Latham, Almost, Mann Moore and Jackman
  Strober (2003) articles
• How do performance management and relationship
  management affect one another?
• Start thinking about how you will use these
  concepts in the role play.