UT Arlington PSYC 3301 - Lecture PowerPoint Chapter 2 (8 pages)

Previewing pages 1, 2, 3 of 8 page document View the full content.
View Full Document

Lecture PowerPoint Chapter 2



Previewing pages 1, 2, 3 of actual document.

View the full content.
View Full Document
View Full Document

Lecture PowerPoint Chapter 2

78 views


Pages:
8
School:
University of Texas at Arlington
Course:
Psyc 3301 - Psychology of Humans
Psychology of Humans Documents
Unformatted text preview:

9 15 2014 CHAPTER 2 Coping with the Future The Challenge of Change Changes in the workplace The Darwinian global economy The virtual office and telecommuting Flexible work schedules Emphasis on results versus putting in time Multiple jobs careers Diversification and globalization of the workplace 1 9 15 2014 Why change in the workplace is often resisted Psychological barriers to change Economic insecurity Fear of the unknown Threats to social relationships Habit Failure to recognize the need for change Organizational social and structural barriers to change Structural inertia Work group inertia Threats to the existing balance of power Previously unsuccessful change efforts 2 9 15 2014 Why change in the workplace is often resisted Psychological barriers to change Economic insecurity Fear of the unknown Threats to social relationships Habit Failure to recognize the need for change Organizational social and structural barriers to change Structural inertia Work group inertia Threats to the existing balance of power Previously unsuccessful change efforts Overcoming resistance to change Participation Providing clarity Rewarding people for changing Obtaining political support 3 9 15 2014 Techniques of organizational development survey feedback Survey feedback change through information Some or all employees respond to a carefully developed questionnaire The information obtained is reported back to employees Specific plans are developed for dealing with the problems identified by the survey Advantages of the survey feedback technique Yields a large amount of useful information quickly Is flexible and works in many different settings Is often helpful in developing concrete plans for change Techniques of organizational development sensitivity training Sensitivity training encounter groups laboratory groups T groups The only task of such groups is sensitivity training developing insight The group leader is a facilitator The learning experience can be intense and even painful Spillover effects can occur raising the issues of trust and vulnerability 4 9 15 2014 Techniques of organizational development team building Team building to create more effective work groups Step 1 Identify problems have a diagnostic session and then collect data Step 2 List desired changes Step 3 Develop appropriate action plan s Step 4 Evaluate progress feedback Step 5 Re start the process Techniques of organizational development quality of work life Quality of work life approach Create a climate of mutual respect Work restructuring to make jobs more interesting and varied Create a safer and more comfortable workplace Narrow the status gap Participative style of decision making Quality circles small groups of about 10 Concern with the quality of work performed Concern with the work environment 5 9 15 2014 Techniques of organizational development quality of work life Benefits of the quality of work life approach increased job satisfaction in the short term yes in the long term not so much increased organizational commitment increased productivity typically yes increased organizational effectiveness mixed Two potential pitfalls Lack of cooperation between management and workers Failure to implement the agreed upon program Opportunities for development Dual career ladders Managerial ladder Professional ladder The temping of the workforce contingent work Advantages to the workers More time for other activities Opportunities to acquire new skills and experience Opportunities to network and to compare different work settings 6 9 15 2014 Opportunities for development The temping of the workforce contingent work Disadvantages to the workers No pensions No job security No benefit packages Potential morale problems and conflict Perceived second class status Opportunities for development Making the best of being a contingent worker Develop an entrepreneurial spirit Develop definable skills Market yourself Realize that no one s position is absolutely secure Enjoy the flexibility of contingent employment 7 9 15 2014 Opportunities for development Transferable job skills Learn to learn Keep up with technology Develop person social skills Emotional expressivity expressivity Emotional sensitivity empathy Emotional control controlling one s emotions Social expressivity poise Social sensitivity tact discretion appropriateness Social control impression management role playing 8


View Full Document

Access the best Study Guides, Lecture Notes and Practice Exams

Loading Unlocking...
Login

Join to view Lecture PowerPoint Chapter 2 and access 3M+ class-specific study document.

or
We will never post anything without your permission.
Don't have an account?
Sign Up

Join to view Lecture PowerPoint Chapter 2 and access 3M+ class-specific study document.

or

By creating an account you agree to our Privacy Policy and Terms Of Use

Already a member?