organizational design, diagnosis, and development session 23 human resource interventions, ii...
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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 self-
image– 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
The Process of Stress
OrganizationalFactors
Individual Factors
ExperiencedStress
Physiologicalsymptoms
PsychologicalSymptoms
BehavioralSymptoms
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