Organizational Design, Diagnosis, and Development - PowerPoint PPT Presentation

Loading...

PPT – Organizational Design, Diagnosis, and Development PowerPoint presentation | free to view - id: 470215-OGE5M



Loading


The Adobe Flash plugin is needed to view this content

Get the plugin now

View by Category
About This Presentation
Title:

Organizational Design, Diagnosis, and Development

Description:

Organizational Design, Diagnosis, and Development Session 23 Human Resource Interventions, II Developing & Assisting Members Objectives To understand what is involved ... – PowerPoint PPT presentation

Number of Views:30
Avg rating:3.0/5.0
Slides: 28
Provided by: NaomiR6
Category:

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: 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
About PowerShow.com