Knowledge Age: Transformation of the Workplace Mike Marsolek ORL4820 – Professor Jones
Transformation of the Work Place <ul><li>Technology has altered the business landscape </li></ul><ul><li>Leadership must n...
Culture <ul><li>New work behavior addresses expectations </li></ul><ul><ul><li>Sociology of organization </li></ul></ul><u...
Innovation <ul><li>Making knowledge work a pleasure </li></ul><ul><ul><li>Teaming and grouping – symbiosis </li></ul></ul>...
Creativity <ul><li>Reduce Top-Down decision making </li></ul><ul><li>Allow workers to make decisions about how the work is...
Rewards <ul><li>Change subconscious behavior </li></ul><ul><ul><li>From manipulative to commitment- </li></ul></ul><ul><ul...
Trust <ul><li>The Speed of Trust: The One Thing That Changes  Everything (Stephen M.R. Covey, 2006) </li></ul><ul><li>This...
Marketing – Internal/External <ul><li>Internal </li></ul><ul><li>More emphasis on internal marketing </li></ul><ul><li>Ali...
Change Organizational Structure <ul><li>Change hierarchy structure </li></ul><ul><ul><li>Flat versus Tiered </li></ul></ul...
Wrapping it All Up <ul><li>Transition From: </li></ul><ul><li>Industrial age </li></ul><ul><ul><li>Labor skill set </li></...
Success <ul><li>Companies that have transformed provide proof: (GE and 3M are just two of many) </li></ul><ul><ul><li>Grea...
References <ul><li>Amar, A.D. 2002. Managing knowledge workers: Unleashing innovation and productivity. Quorum Books: West...
Upcoming SlideShare
Loading in …5
×

Orl4820 marsolek m_week8_innovation plan

470 views

Published on

Published in: Education
  • Be the first to comment

  • Be the first to like this

Orl4820 marsolek m_week8_innovation plan

  1. 1. Knowledge Age: Transformation of the Workplace Mike Marsolek ORL4820 – Professor Jones
  2. 2. Transformation of the Work Place <ul><li>Technology has altered the business landscape </li></ul><ul><li>Leadership must now alter its behavior </li></ul><ul><li>The following presentation will address key areas and steps of change </li></ul><ul><ul><ul><li>Culture </li></ul></ul></ul><ul><ul><ul><li>Innovation </li></ul></ul></ul><ul><ul><ul><li>Creativity </li></ul></ul></ul><ul><ul><ul><li>Rewards </li></ul></ul></ul><ul><ul><ul><li>Trust </li></ul></ul></ul><ul><ul><ul><li>Marketing </li></ul></ul></ul><ul><ul><ul><li>Change Organizational Structure </li></ul></ul></ul>
  3. 3. Culture <ul><li>New work behavior addresses expectations </li></ul><ul><ul><li>Sociology of organization </li></ul></ul><ul><ul><li>Address different needs </li></ul></ul><ul><ul><ul><li>Rationalist-driven by objectivity </li></ul></ul></ul><ul><ul><ul><li>Rebel-only accepts things their way </li></ul></ul></ul><ul><ul><ul><li>Sensualist-pleasure is biggest motivator </li></ul></ul></ul><ul><li>Flexibility </li></ul><ul><ul><li>Work with diversity </li></ul></ul><ul><ul><li>Generational differences-especially X and Y </li></ul></ul>
  4. 4. Innovation <ul><li>Making knowledge work a pleasure </li></ul><ul><ul><li>Teaming and grouping – symbiosis </li></ul></ul><ul><ul><ul><li>One Organization-One Culture </li></ul></ul></ul><ul><ul><ul><li>Promote strong norms that promote innovation </li></ul></ul></ul><ul><ul><li>Knowledge work design-redesign </li></ul></ul><ul><ul><ul><li>Reduce tedious aspects </li></ul></ul></ul><ul><ul><ul><li>Worker controls activity </li></ul></ul></ul><ul><ul><ul><li>Design work elements into a game format </li></ul></ul></ul><ul><ul><ul><ul><li>What needs to be done </li></ul></ul></ul></ul><ul><ul><ul><ul><li>What are the performance characteristics </li></ul></ul></ul></ul>
  5. 5. Creativity <ul><li>Reduce Top-Down decision making </li></ul><ul><li>Allow workers to make decisions about how the work is to be done – Objectively </li></ul><ul><li>Rewards for </li></ul><ul><ul><li>new methods </li></ul></ul><ul><ul><li>New processes </li></ul></ul><ul><ul><li>New technology </li></ul></ul><ul><ul><li>Rewards for trying (even if it fails) </li></ul></ul>
  6. 6. Rewards <ul><li>Change subconscious behavior </li></ul><ul><ul><li>From manipulative to commitment- </li></ul></ul><ul><ul><ul><li>especially important to New Generations </li></ul></ul></ul><ul><ul><li>Create intrinsic reward method – given by ones self </li></ul></ul><ul><ul><ul><li>Extrinsic awards are secondary but still valid </li></ul></ul></ul><ul><li>Reward behavior </li></ul><ul><ul><li>Reward behavior in anticipation of outcome </li></ul></ul><ul><ul><li>Announce awards ahead of time; </li></ul></ul><ul><ul><ul><li>Based on a given outcome </li></ul></ul></ul><ul><ul><li>Reward innovation </li></ul></ul>
  7. 7. Trust <ul><li>The Speed of Trust: The One Thing That Changes Everything (Stephen M.R. Covey, 2006) </li></ul><ul><li>This goes beyond social value – </li></ul><ul><li>Self Trust-Relationship Trust-Stakeholder Trust </li></ul><ul><ul><li>4 Cores of Credibility </li></ul></ul><ul><ul><ul><li>integrity, intent, capabilities and results </li></ul></ul></ul><ul><ul><li>13 principles of behavior (My top 9) </li></ul></ul><ul><ul><ul><li>Straight talk, respect, transparency,…listen first, keep commitments, extend trust, and Create an Action Plan </li></ul></ul></ul><ul><li>Inspiring Trust – Extend “Smart Trust” </li></ul>
  8. 8. Marketing – Internal/External <ul><li>Internal </li></ul><ul><li>More emphasis on internal marketing </li></ul><ul><li>Aligning goals and vision </li></ul><ul><li>Direct involvement with customer base </li></ul><ul><ul><li>Surveys- </li></ul></ul><ul><ul><ul><li>Satisfaction </li></ul></ul></ul><ul><ul><ul><li>Performance </li></ul></ul></ul><ul><li>External </li></ul><ul><li>Environmental landscaping </li></ul><ul><li>Competitive strategy </li></ul>
  9. 9. Change Organizational Structure <ul><li>Change hierarchy structure </li></ul><ul><ul><li>Flat versus Tiered </li></ul></ul><ul><ul><li>Success requisites </li></ul></ul><ul><ul><ul><li>Empowerment </li></ul></ul></ul><ul><ul><ul><li>Entrepreneurial model </li></ul></ul></ul><ul><ul><ul><li>Knowledge processes not bosses </li></ul></ul></ul><ul><li>Outcomes approach </li></ul><ul><ul><li>Reduce monotony and predictability </li></ul></ul><ul><ul><li>Rotate outcomes through changes in: </li></ul></ul><ul><ul><ul><li>Incentives </li></ul></ul></ul><ul><ul><ul><li>Bonuses </li></ul></ul></ul><ul><ul><ul><ul><li>Random recognition of innovation </li></ul></ul></ul></ul>
  10. 10. Wrapping it All Up <ul><li>Transition From: </li></ul><ul><li>Industrial age </li></ul><ul><ul><li>Labor skill set </li></ul></ul><ul><ul><ul><li>Outputs are operational and functional </li></ul></ul></ul><ul><li>To: </li></ul><ul><li>Knowledge Organization </li></ul><ul><ul><li>Workers control methods of outputs </li></ul></ul><ul><ul><li>Choose types of tools through knowledge base </li></ul></ul><ul><ul><ul><li>Rewards are both intrinsic and extrinsic </li></ul></ul></ul><ul><ul><ul><ul><li>Independence provides a form of reward </li></ul></ul></ul></ul>
  11. 11. Success <ul><li>Companies that have transformed provide proof: (GE and 3M are just two of many) </li></ul><ul><ul><li>Greater objectivity </li></ul></ul><ul><ul><li>Improved outputs </li></ul></ul><ul><ul><li>Worker satisfaction </li></ul></ul><ul><ul><li>Improved profits </li></ul></ul><ul><ul><ul><li>More innovative </li></ul></ul></ul><ul><ul><ul><li>More creative </li></ul></ul></ul><ul><ul><ul><li>More sustainable </li></ul></ul></ul><ul><ul><li>(Amar 2002) </li></ul></ul>
  12. 12. References <ul><li>Amar, A.D. 2002. Managing knowledge workers: Unleashing innovation and productivity. Quorum Books: Westport </li></ul><ul><li>Covey, Stephen. 2006. The Speed of Trust: One thing that changes everything. Free Press: New York </li></ul>

×