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 employee’s 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 Individual Factors Experienced Stress Physiological symptoms Psychological Symptoms 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: 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