Organizational Design, Diagnosis, and Development

1
Organizational Design, Diagnosis, and Development

• Session 23
• Human Resource Interventions, II
• Developing Assisting Members

2
Objectives

• To understand what is involved in career
  planning, the changing nature of careers, and
  stages of career progression
• To recognize issues faced by employees in
  managing their careers stages
• To describe issues faced by organizations in
  career management
• To understand the strategic implications of
  managing diversity
• Discuss sources of workplace stress, EAPs and
  wellness programs

3
The Importance of Careers

• For organizations Helps align staffing with
  strategy
• For employees A source of identification and a
  factor in quality of life

4
Career Planning

• Employee responsibility
• Self-assessment,
• Identify and analyze career options
• Decide and develop career objectives and needs
• Communicate career preferences to your manager
• Map out a plan with your manager.

5
Career Planning

• Management responsibilities
• Encourage career planning process,
• Assess realism of employees plans,
• Provide information to employee about career
  planning resources, and career development
  opportunities such as job openings, training
  programs, and rotation assignments.

6
Changing Nature of Careers

• The employment contract Employees as free agents
• Career competencies
• Self-management
• New career paths More webbed than straight

7
Importance of Career Planning to Organizations

• Effective utilization of human resources
• Align staffing requirements to strategy
• Develop promotable employees
• Affirmative action and EEO
• Assists in meeting goals
• Assists in diversity management

8
Exploration Stage

• Task Needs
• Experiencing varied job tasks
• Self assessment
• Job choice
• Social-emotional needs
• Occupational self-image
• Settling down

9
Establishment Stage

• Task needs
• Learn the ropes
• Get challenging jobs
• Increase competence
• Be innovative
• Emotional needs
• Deal with competition, failure, conflicts
• Develop autonomy

10
Maintenance Stage

• Task needs
• Technical updating
• Coaching skills
• Continue to rotate into new areas
• Develop broad view of career
• Social-emotional needs
• Express mid-life feelings
• Rethink work, family

11
Late Career Stage

• Task needs
• Remain productive
• Plan for retirement
• Shift role from power to guidance
• Identify successors
• Develop outside interests
• Social emotional needs
• Re-envision work
• Develop outside identity

12
Career Planning for Men Women

• Some research findings
• The glass ceiling
• The mommy track
• The dual career couple track

13
Some Research Findings

• Men benefit more than woman from training
• Men benefit more than women from being married
  and having children
• Women benefit more than men from coaching and
  encouragement
• Women have fewer developmental opportunities than
  do men

14
Glass Ceilings Mommy Tracks

• Glass ceiling A barrier ( usually not an
  obvious one) that prevents women from reaching
  top management.
• Mommy tracks Career paths which give more time
  flexibility to allow women to fulfill family
  commitments

15
Dual Career Couples

• The Family Friendly Workplace
• flexible work arrangements
• child care arrangement
• support for transfers and relocations
• managers who understand dual career couples

16
Need to Manage Diversity

• Current work force is diverse
• race ethnicity
• gender
• age
• disabilities

17
Diversity as an Asset

• Salesforce
• Problem solving and creativity
• From manufacturing to service economy

18
Challenges of Diversity

• Universal Vs relative management practices
• Resistance to change
• Group cohesiveness conflict
• Competition
• Performance
• Backlash

19
Top Management Commitment

• Training programs
• Support groups
• Mentoring programs
• Accommodating family needs
• Alternative career paths
• On-site child care
• Alternative work arrangements

20
Top Management Accountability

• Monitoring work place fairness
• Using reward systems

21
The Process of Stress
Organizational Factors
Physiological symptoms
Experienced Stress
Psychological Symptoms
Individual Factors
Behavioral Symptoms
22
Stress Factors

• Organizational
• Demanding Jobs
• Competing demands
• Role ambiguity
• Job responsibility
• Isolation
• Unpleasant

• Individual
• Stressful life events
• Daily stress
• Personality
• Perception

23
Consequences of Stress

• Physiological Symptoms
• Headaches, High blood pressure, Heart disease
• Psychological Symptoms
• Anxiety, Depression, Burnout, Callousness
• Behavioral Symptoms
• Productivity loss, Withdrawal

24
Managing Stress

• Personal approaches
• Lifestyle, Physiological, Cognitive
• Organizational approaches
• Job redesign
• Social support
• Family friendly policies

25
EAPs

• EAPs Programs which provide counseling and
  service to troubled employees
• Managers need to identify behavior which signals
  trouble
• Company needs to communicate program policy
• Evaluation Seem to be cost effective

26
Wellness Programs

• Focus is on prevention
• Educate employees about health risks
• Introduce programs to reduce health risks and
  modify risky behavior
• Help employees maintain new behaviors
• Evaluate

27
Backwards Forwards

• Summing up Todays session explored careers and
  special issues in career planning for affirmative
  action and family friendly policies along with
  diversity issues and employee wellness
• Looking ahead Next time we being an examination
  of strategic interventions with organizations and
  environments