Organizational Design Diagnosis and Development Session 23 Human

Organizational Design, Diagnosis, and Development Session 23 Human Resource Interventions, II Developing & Assisting Members

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

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

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.

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

Changing Nature of Careers • The employment contract: Employees as free agents – Career competencies – Self-management • New career paths: More webbed than straight

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

Exploration Stage • Task Needs: – Experiencing varied job tasks – Self assessment – Job choice • Social-emotional needs – Occupational selfimage – Settling down

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

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

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

Career Planning for Men & Women • • Some research findings The glass ceiling The mommy track The dual career couple track

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

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

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

Need to Manage Diversity • Current work force is diverse – race & ethnicity – gender – age – disabilities

Diversity as an Asset • Salesforce • Problem solving and creativity • From manufacturing to service economy

Challenges of Diversity • Universal Vs relative management practices • Resistance to change • Group cohesiveness & conflict • Competition • Performance • Backlash

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

Top Management Accountability • Monitoring work place fairness • Using reward systems

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

Stress Factors • Organizational • Demanding Jobs • Competing demands • Role ambiguity • Job responsibility • Isolation • Unpleasant • Individual • Stressful life events • Daily stress • Personality • Perception

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

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

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

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

Backwards & Forwards • Summing up: Today’s 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