SlideShare a Scribd company logo
Dr Tim Baker
www.winnersatwork.com.au
Changing World of Work …
Longer working life and shorter working hours
 Retirement age will reach 70.
 By 2025 over 20% of people will be 65 and over
.
Career Diversity
 People will change employment more frequently

Growth Industries
 surveillance (self-monitoring & self-repair)
 distraction
 insurance

Government Influence will Decline
 More outsourcing of services
 The rise of the hyper nomads
 Consumer marketplace

Rise of the Independent-thinking Worker
 33% of the workforce are contingent & self-employed
 Yuk/Wow Generation

Role of Management
 Managers will be more involved in influencing and workplace culture
Changing Needs of Employees

    20th Century          21st Century
•    Job security         •   Employability
•    Technical capacity   •   Communication capacity
•    Jobs                 •   Roles
•    Functional work      •   Cross functional work
•    Careers              •   Meaningful work
•    Long-term loyalty    •   Short-term commitment
•    Qualifications       •   Lifelong learning
•    Reliability          •   Enterprise
Changing Needs of Employers
    20th Century            21st Century
•    Stability              •   Manoeuvrability
•    Quality assurance      •   Customer responsiveness
•    Clearly defined jobs   •   Clearly defined performance indicators
•    Hierarchy              •   Malleability
•    Career paths           •   Engagement
•    Loyal workforce        •   Committed workforce
•    Qualified staff        •   Learning organisation
•    Compliance             •   Initiative
Traditional HR strategies & programmes are
unsustainable attempts to change behaviour

    •TQM
    •JIT
    •Kaizened
    •QFDed
    •Activity-based costed
    •Reengineered
    •Flattened
    •Rightsized
    •Downsized
    •Self-directed Work Teams
    •Empowered
    •Engagement
Does the HRD industry have a future?
New Definition of Productivity
Psychological Contract


Individual       Functional    Organisation

                 Relational       The
  I offer                     organisation
                                 expects



                                  The
 I expect                     organisation
                                 offers
The Changing Employment Relationship Values


Old Values                                     New Values
Specialised Employment                          Flexible Deployment

Internal Focus                                  Customer-focus

Focus on Job                                    Performance-focus

Functional-based Work                           Project-based Work

Human Dispirit & Work                           Human Spirit & Work

Loyalty                                         Commitment

                                                 Learning & Development
Training

Closed Information                              Open Information




     “The 8 Values of Highly Productive Companies: Creating Wealth from a New Employment
     Relationship”
                                                                                (Baker, 2009)
New Mindset Matrix
                                             Corresponding Mindsets
      Values
                                 Employee                               Employer

                      Willingness to work in a variety Encourage employees to work in
Flexible Deployment
                       of organisational roles & settings. other organisational roles.
                      Serve the customer before your     Provide information, skills &
  Customer Focus
                       manager.
                                                         incentives to focus externally.
Performance Focus     Focus on what you do, not where Link rewards and benefits with
                       you work.                         performance rather than
                                                         organisational dependency.
Project-Based Work    Accept yourself as a project-   Structure work around projects
                       based worker rather than a        rather than organisational
                       functional-based employee.
Human Spirit & Work
                                                           functions.
                      Valuing work that is meaningful.   Provide work (wherever possible)
                                                            that is meaningful.
   Commitment
                      Commit to assisting the            Commit to assisting employees to
                        organisational achieve its         achieve their personal objectives.
    Learning &          outcomes.
   Development        Commit to lifelong learning.       Enter into a partnership for
 Open Information                                          employee development.
                      Willing to show enterprise and     Providing employees with access
                       initiative.                         to a wide range of information.
MasterClass

     Dr Tim Baker
www.winnersatwork.com.au
Benchmarking
Psychological Contract


Individual       Functional    Organisation

                 Relational       The
  I offer                     organisation
                                 expects



                                  The
 I expect                     organisation
                                 offers
The Changing Employment Relationship Values


Old Values                                     New Values
Specialised Employment                          Flexible Deployment

Internal Focus                                  Customer-focus

Focus on Job                                    Performance-focus

Functional-based Work                           Project-based Work

Human Dispirit & Work                           Human Spirit & Work

Loyalty                                         Commitment

                                                 Learning & Development
Training

Closed Information                              Open Information




     “The 8 Values of Highly Productive Companies: Creating Wealth from a New Employment
     Relationship”
                                                                                (Baker, 2009)
New Mindset Matrix
                                             Corresponding Mindsets
      Values
                                 Employee                               Employer

                      Willingness to work in a variety Encourage employees to work in
Flexible Deployment
                       of organisational roles & settings. other organisational roles.
                      Serve the customer before your     Provide information, skills &
  Customer Focus
                       manager.
                                                         incentives to focus externally.
Performance Focus     Focus on what you do, not where Link rewards and benefits with
                       you work.                         performance rather than
                                                         organisational dependency.
Project-Based Work    Accept yourself as a project-   Structure work around projects
                       based worker rather than a        rather than organisational
                       functional-based employee.
Human Spirit & Work
                                                           functions.
                      Valuing work that is meaningful.   Provide work (wherever possible)
                                                            that is meaningful.
   Commitment
                      Commit to assisting the            Commit to assisting employees to
                        organisational achieve its         achieve their personal objectives.
    Learning &          outcomes.
   Development        Commit to lifelong learning.       Enter into a partnership for
 Open Information                                          employee development.
                      Willing to show enterprise and     Providing employees with access
                       initiative.                         to a wide range of information.
Multi-skilling
Flexible deployment            Job enlargement         Human spirit & work
                               Job enrichment
                               Job rotation             Good working conditions
                                                         Matching interests
Open information                                         Finding meaning in work


 Goal alignment                                  Customer focus
 Commuication of
  boundaries                   8 Values                         Role clarity
                                                                Career paths
 Active accountability
                                                                CRM
 Information sharing
                                                                Internal service
Performance focus
 Team
 Innovation
                                                      Project-based work
 Career
Commitment            Learning and development

                                                          Spanning
Wants                     Production-cenred             Buffering
Cost                      Person-centred                Bringing up boundaries
Obligation                Problem-centred
Corporate Culture Change Cycle
ruence Between the Three Organisational Perspectives
Congruence Between the Three Organisational Perspectives
Statistical Representation
Corporate Culture Change
      Cycle Report
www.winnersatwork.com.au

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The 8 Values of Highly Productive Companies

  • 2.
  • 3.
  • 4. Changing World of Work … Longer working life and shorter working hours  Retirement age will reach 70.  By 2025 over 20% of people will be 65 and over . Career Diversity  People will change employment more frequently Growth Industries  surveillance (self-monitoring & self-repair)  distraction  insurance Government Influence will Decline  More outsourcing of services  The rise of the hyper nomads  Consumer marketplace Rise of the Independent-thinking Worker  33% of the workforce are contingent & self-employed  Yuk/Wow Generation Role of Management  Managers will be more involved in influencing and workplace culture
  • 5. Changing Needs of Employees 20th Century 21st Century • Job security • Employability • Technical capacity • Communication capacity • Jobs • Roles • Functional work • Cross functional work • Careers • Meaningful work • Long-term loyalty • Short-term commitment • Qualifications • Lifelong learning • Reliability • Enterprise
  • 6. Changing Needs of Employers 20th Century 21st Century • Stability • Manoeuvrability • Quality assurance • Customer responsiveness • Clearly defined jobs • Clearly defined performance indicators • Hierarchy • Malleability • Career paths • Engagement • Loyal workforce • Committed workforce • Qualified staff • Learning organisation • Compliance • Initiative
  • 7. Traditional HR strategies & programmes are unsustainable attempts to change behaviour •TQM •JIT •Kaizened •QFDed •Activity-based costed •Reengineered •Flattened •Rightsized •Downsized •Self-directed Work Teams •Empowered •Engagement
  • 8. Does the HRD industry have a future?
  • 9. New Definition of Productivity
  • 10. Psychological Contract Individual Functional Organisation Relational The I offer organisation expects The I expect organisation offers
  • 11. The Changing Employment Relationship Values Old Values New Values Specialised Employment Flexible Deployment Internal Focus Customer-focus Focus on Job Performance-focus Functional-based Work Project-based Work Human Dispirit & Work Human Spirit & Work Loyalty Commitment Learning & Development Training Closed Information Open Information “The 8 Values of Highly Productive Companies: Creating Wealth from a New Employment Relationship” (Baker, 2009)
  • 12.
  • 13. New Mindset Matrix Corresponding Mindsets Values Employee Employer Willingness to work in a variety Encourage employees to work in Flexible Deployment of organisational roles & settings. other organisational roles. Serve the customer before your Provide information, skills & Customer Focus manager. incentives to focus externally. Performance Focus Focus on what you do, not where Link rewards and benefits with you work. performance rather than organisational dependency. Project-Based Work Accept yourself as a project- Structure work around projects based worker rather than a rather than organisational functional-based employee. Human Spirit & Work functions. Valuing work that is meaningful. Provide work (wherever possible) that is meaningful. Commitment Commit to assisting the Commit to assisting employees to organisational achieve its achieve their personal objectives. Learning & outcomes. Development Commit to lifelong learning. Enter into a partnership for Open Information employee development. Willing to show enterprise and Providing employees with access initiative. to a wide range of information.
  • 14.
  • 15. MasterClass Dr Tim Baker www.winnersatwork.com.au
  • 17. Psychological Contract Individual Functional Organisation Relational The I offer organisation expects The I expect organisation offers
  • 18. The Changing Employment Relationship Values Old Values New Values Specialised Employment Flexible Deployment Internal Focus Customer-focus Focus on Job Performance-focus Functional-based Work Project-based Work Human Dispirit & Work Human Spirit & Work Loyalty Commitment Learning & Development Training Closed Information Open Information “The 8 Values of Highly Productive Companies: Creating Wealth from a New Employment Relationship” (Baker, 2009)
  • 19. New Mindset Matrix Corresponding Mindsets Values Employee Employer Willingness to work in a variety Encourage employees to work in Flexible Deployment of organisational roles & settings. other organisational roles. Serve the customer before your Provide information, skills & Customer Focus manager. incentives to focus externally. Performance Focus Focus on what you do, not where Link rewards and benefits with you work. performance rather than organisational dependency. Project-Based Work Accept yourself as a project- Structure work around projects based worker rather than a rather than organisational functional-based employee. Human Spirit & Work functions. Valuing work that is meaningful. Provide work (wherever possible) that is meaningful. Commitment Commit to assisting the Commit to assisting employees to organisational achieve its achieve their personal objectives. Learning & outcomes. Development Commit to lifelong learning. Enter into a partnership for Open Information employee development. Willing to show enterprise and Providing employees with access initiative. to a wide range of information.
  • 20.
  • 21. Multi-skilling Flexible deployment Job enlargement Human spirit & work Job enrichment Job rotation Good working conditions Matching interests Open information Finding meaning in work Goal alignment Customer focus Commuication of boundaries 8 Values Role clarity Career paths Active accountability CRM Information sharing Internal service Performance focus Team Innovation Project-based work Career Commitment Learning and development Spanning Wants Production-cenred Buffering Cost Person-centred Bringing up boundaries Obligation Problem-centred
  • 23. ruence Between the Three Organisational Perspectives
  • 24. Congruence Between the Three Organisational Perspectives
  • 26. Corporate Culture Change Cycle Report