Sustainable Improvement in Management and Organizational EffectivenessSustainable ImprovementSlide 3Envisioned Values & PrinciplesSlide 5Slide 6Slide 7Slide 8Slide 9Slide 10Group and Individual Performance ExpectationsPowerPoint PresentationSustainable ImprovementSlide 14Workplace Effectiveness MeasuresWorkplace Effectiveness Measures...Effectiveness Measures (7 measures)  = .90Slide 18Workplace Cooperation Measures…Workplace Cooperation Measures...Workplace Cooperation MeasuresWorkplace Cooperation Measures (9 measures)  = .89Slide 23Slide 24Slide 25Workplace Respect Measures…Workplace Respect MeasuresSlide 28Slide 29Management Behaviors TestedSlide 31Slide 32Slide 33Slide 34Slide 35Slide 36Slide 37Effective Management Behaviors Grouped into 6 Management QualitiesSlide 39Slide 40Slide 41Slide 42Slide 43Slide 44Slide 45Leadership Qualities and BehaviorsManagement DetractorsSlide 48Slide 49Slide 50Slide 51Slide 52Slide 53Slide 54FAQsThank YouVice Chancellor Wendell C. BraseUniversity of California, IrvineSustainable Improvementin Management and Organizational Effectiveness2Sustainable Improvement •Based on values and principles•Goals that can be expressed as performance expectations•Based on an empirically-verifiable behavioral model•Measurable results that support learning and performance improvement3Sustainable Improvement •Based on values and principles•Goals that can be expressed as performance expectations•Based on an empirically-verifiable behavioral model•Measurable results that support performance improvement4 Teamwork requires individuals to enter into interdependencies involving risk, which requires a foundation of trust.Envisioned Values & Principles5Envisioned Values & Principles People can create interdependencies involving trust and vulnerability when they feel that facts and neutral data are valued.6Envisioned Values & Principles No one is rewarded for looking good at the expense of another. Team players are committed to each others’ success.7Envisioned Values & Principles Innovation requires open debate about many “wrong” ideas. Process redesign starts with creative chaos and early mistakes in order to avoid late-stage errors.8 Interpersonal problems are resolved effectively -- limiting the degree to which they undermine teamwork by distorting perceptions of others’ motives, which can occur when stakeholders struggle with change.Envisioned Values & Principles9 Innovation, continuous improvement, and a willingness to question the status quo are valued by supervisors and co-workers.Envisioned Values & Principles10Sustainable Improvement •Based on an empirically-verifiable behavioral model•Measurable results that support performance improvement•Goals that can be expressed as performance expectations•Based on values and principles11Group and Individual Performance Expectations2. People experience mutual respect in the workplace.3. Groups value member suggestions, including ones that are initially “wrong.”4. Co-workers produce ideas to help solve problems when they surface.5. Problems with the way the group does its work are addressed.6. Members can criticize the way the work group functions without penalty.1. People who seek better methods are respected and rewarded.127. People can discuss problems without fear of looking stupid to co-workers.Group and Individual Performance Expectations8. Interpersonal conflicts are addressed in the work group.9. Differences of opinion about how to get the job done are discussed openly.10. Differences of opinion about how to get the job done are resolved using facts.11. Everyone shares responsibility for the results of group tasks.13Sustainable Improvement•Measurable results that support performance improvement•Based on an empirically-verifiable behavioral model•Based on values and principles•Goals that can be expressed as performance expectations14Management behaviors?Better or worse organizational effectivenessDoes Management Matter ?15Workplace Effectiveness Measures•Work groups share a common set of goals (Q10)•Work groups embrace the same standards of effectiveness (Q11)•Work groups share common values of service, quality, and excellence (Q12)•Work groups are committed to meet the needs of customers (Q19)16Workplace Effectiveness Measures...•Work groups continually improve practices, productivity, and effectiveness (Q18)•Work groups rate themselves “efficient and productive” (Q20)•Work groups do not wait for complaints before tackling new problems (Q15)17Effectiveness Measures(7 measures)  = .90Effectiveness Measures(7 measures)  = .90Effectiveness Construct18Management behaviorsIntermediary Variables?Effectiveness Measures??An Emerging Model?19Workplace Cooperation Measures…•Differences of opinion about how to get the job done are discussed (Q23)•Everyone shares responsibility for the results of group tasks (Q3)•A suggestion about work methods is valued even if it’s initially “wrong” (Q5)20Workplace Cooperation Measures...•When problems surface co-workers produce information and ideas that help solve the problem (Q6)•When faced with a setback or challenging problem the work group experiences fewer interpersonal problems (Q7)•Group members share expertise when facing a challenging task (Q13)21Workplace Cooperation Measures•Leadership responsibilities are shared and frequently handed off (Q14)•Little concern about whether tasks are divided “fairly” (Q17)•Problems with the way the work group functions are faced and attended to (Q21)22Workplace Cooperation Measures(9 measures)  = .89Workplace Cooperation Measures(9 measures)  = .89Effectiveness Measures(7 measures)  = .90Effectiveness Measures(7 measures)  = .90r² = .74Partial Model24Intermediary Variables?Workplace Cooperation MeasuresWorkplace Effectiveness MeasuresManagement behaviors??r² = .74Partial Model25Workplace Respect Measures(6 measures)  = .87Workplace Cooperation Measures(9 measures)  = .89Effectiveness Measures(7 measures)  = .90r² = .74Partial Model26Workplace Respect Measures…•People who seek better methods arerespected and rewarded (Q1)•Interpersonal conflicts are addressed and resolved (Q22)•People can criticize the way the work group functions without penalty (Q8)27Workplace Respect Measures•People recognize and accept each other’s strengths and weaknesses (Q16)•People can share (work) problems