Organizational Health 2013

Building a Healthy Workplace

The Engaged Workforce

• 77% of currently employed workers would leave for another job if they could (AFLAC, 2012).

• 71% of currently employed workers are either not engaged or fully disengaged from their jobs (Gallup, 2011).

Admitting Change is Needed

“Diagnosis is a collaborative process between organizational members and the OD consultant or leadership to collect pertinent information, analyze it, and draw conclusions for action planning and intervention.”

Cummings & Worley (2008)

Gallup: The 12 Rules

1. I know what is expected of me at work.2. I have the materials and equipment I need to

do my work right.3. At work, I have the opportunity to do what I

do best every day.4. In the last seven days, I have received

recognition or praise for doing good work.5. My supervisor, or someone at work, seems

to care about me as a person.6. There is someone at work who encourages

me development.

Wagner, R & Harter, J.K. (2006). 12: The elements of great managing. New York, NY. Gallup Press

Gallup: The 12 Rules

7. At work, my opinions seem to count.

8. The mission or purpose of my company makes me feel my job is important.

9. My associates or fellow employees are committed to doing quality work.

10. I have a best friend at work.

11. In the last six months, someone at work has talked to me about my progress.

12. This last year, I have had opportunities at work to learn and grow.

Wagner, R & Harter, J.K. (2006). 12: The elements of great managing. New York, NY. Gallup Press

Trust is Everything

“Members of a truly cohesive team must trust one another to

the point of vulnerability,

completely comfortable being

transparent.”

Results

Accountability

Commitment

Conflict

TrustLencioni, P. (2012). The advantage: Why organizational health trumps everything. Jossey Bass. San Francisco

The Advantage

“Organizational health will one day surpass all other disciplines in business as the greatest opportunity for improvement and competitive advantage.”

Lencioni, P. (2012). The advantage: Why organizational health trumps everything. Jossey Bass. San Francisco

Changing Minds

• Reason• Research• Resonance• Redescriptions:• Resources and

Rewards• Real World Events• Resistances

American Psychological Association

• Employee Engagement

• Balancing Work & Life

• Employee Development & Growth

• Safety & Health• Recognition

Organizational Culture

AntecedentsOrg

Culture

Structure &

Practices

Social Processes

Collective Attitudes

and Behavior

Outcomes

What Matters Now

• Values• Innovation• Adaptability• Passion• Ideology

Towards Organizational Health

“We must abandon outmoded views of human nature by recognizing that people simply are not the rational maximizers of economic gain assumed by classical economic theory. Instead, employees and customers must be seen as people first and employees and customers second. That means they are subject to all the inherent contradictions, flaws, and emotions that come with being human.”

People & NumbersCompanies today aren’t managing their employee’s

careers; knowledge workers must, effectively, be their own CEO’s. It’s up to you to carve out your

place, to know when to change course, and to keep yourself engaged and productive during a work life

that may span 50 years. To do these things well, you’ll need to cultivate a deep understanding of

yourself—not only how you learn, [but] how you work with others, what your values are, and where

you can make the greatest contribution. Because only when you operate from strengths can you

achieve true excellence.

Peter Drucker (2005)

How Does Any of This Apply?

• What Will You Remember?• What Will You Share?• What Will You Do?

ReferencesAFLAC (March, 2012). Workforces Report. Retrieved from: http://

www.aflac.com/aflac _workforces_report/default.aspx

AFLAC (June, 2012). Why do workers leave? Retrieved from: http://www.aflac.com/us/en/docs/workforce/viewpoint_whyworkersleave.pdf

Biswas, S., & Bhatnagar, J. (2013). Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction. Vikalpa: The Journal For Decision Makers, 38(1), 27-40.

Blacksmith, N., & Harter, J. K., (2011). Majority of American workers not engaged in their jobs. Washington, D.C., Gallup. Retrieved from http://www.gallup.com/poll/150383/Majority%E2%80%90American%E2%80%90Workers%E2%80%90Not%E2%80%90Engaged%E2%80%90Jobs.aspx

Bolman, L.G., & Deal, T.E. (2003). Reframing organizations: Artistry, choice and leadership. San Francisco. Jossey-Bass.

Cummings, T. G., & Worley, C. G. (2008). Organization development & change. (9th ed.). Mason, OH: South-Western Publishing.

Drucker, P. F. (2005). Managing Oneself. Harvard Business Review, 83(1), 100-109.

ReferencesFleming, J. H. & Harter, J.K. (February 13, 2013). The next discipline: Applying

behavioral economics to drive growth and profitability. Washington, D.C. Gallup.

Gardner, Howard (2006). Changing Minds: The Art and Science of Changing Our Own and Other People’s Minds. Boston, MA. Harvard Business Publishing

Grote, D. (September, 2008). Passing judgment: Why we still can’t performance appraisals right. The Conference Board Review. New York.

Hamel, G. (2012). What matters now: How to win in a world of relentless change. San Francisco. Jossey-Bass.

Lencioni, P. (2012). The advantage: Why organizational health trumps everything. San Francisco. Jossey Bass

Lewicki, R. J., McAllister, D. J., & Bies, R. J. (1998). Trust and distrust: New relationships and realities. Academy of Management Review, 23, 438–458.

Mayer, R. C., Davis, J. H., & Schoorman, D. F. (1995). An integration model of organizational trust. Academy of Management Review, 20, 709–735.

Patterson, K., Grenny, J., McMillan, R. & Switzler, A. (2002). New York. McGraw Hill.

ReferencesSenge, P., Kleiner, A., Roberts, C., Ross, R. Roth, G, & Smith, B. (1999). The

dance of change: The challenges to sustaining momentum in learning organizations. New York. Doubleday.

Wagner, R & Harter, J.K. (2006). 12: The elements of great managing. New York. Gallup Press

Zhang, A., Tsui, A. S., Song, L., Li, C., & Jia, L. (2008). How do I trust thee? The employee-organization relationship, supervisory support, and middle manager trust in the organization. Human Resource Management, 47(1), 111-132.