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The Collaborative Mindset:Managing Relationships between Employee and Organization

OS608November 15, 2006

Fisher

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Agenda

Feedback summary What does it mean for employees

to be loyal to their employers? Where is the value to employers? How can employers build loyalty?

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Feedback summary

Additional methods of discussion More in-class writing Small group discussions

Want to hear from different people in the class

Where is all of this heading? What should I be learning?

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Opening questions

What do employees owe their employers?

What do companies owe their employees?

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Relationship between employee and organization

Relationship has been shifting over the past 20 years or so

Non-standard employment becoming more common (BLS, 2005)

2-4% of workers are contingent 10.3 million independent contractors (7.4%) 1.2 million temps

“Protean career” Relationships between organizations

also becoming more important

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Psychological Contracts Do you feel you have a psychological

contract with Clarkson? Type? Content?

How do psych contracts change over time? Perceptions of fairness Related outcomes

Does this concept affect your approach to the job interview process? How?

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Loyalty

Forms of organizational commitment Affective Normative Continuance

Commitment to multiple entities Organizational citizenship

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Fortune 100 Best Companies to Work For: Criteria Fortune’s evaluation of each company’s

demographic makeup, pay and benefits programs, etc.

Credibility (communication to employees), Respect (opportunities and benefits), Fairness (compensation, diversity), and Pride/camaraderie (philanthropy, celebrations).

Employee responses to a 57-question survey from the Great Place to Work Institute.

Minimum of 350 randomly selected employees from each company

Attitudes toward management, job satisfaction, and camaraderie.

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2005 Winner: Wegman’s 2004 sales of $3.4 billion; 67 stores in NY,

Pennsylvania, New Jersey, and Virginia Operating margins about 7.5%, double

what the big four grocers earn and higher even than Whole Foods.

Labor costs run between 15% and 17% of sales, compared with 12% for most supermarkets.

Annual turnover rate for full-time employees is just 6% vs. 19% for other grocery chains

Source: Boyle, M. (Jan 24, 2005). The Wegman’s Way. Fortune.

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2006 Winner: Genentech Small biotech firm based near San

Francisco Slogan: In Business for Life – passion for

lifesaving technology is what attracts people

2005 revenues of $6.6 billion; 50% of revenues go back into research

Annual turnover rate for full-time employees is 5%

For 1,364 new jobs in 2005, they had 246,000 applicants

Source: Morris, B. (Jan 20, 2006). Genentech: The best place to work now. Fortune.

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How to develop loyalty in employees? Interesting work Innovative benefits that would be hard

to give up Potential for advancement Make it fun! Positive work environment Fair treatment Upholding commitments to employees

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Lab #3 Tuesday, November 28 Role play of performance feedback meeting You will be assigned

Role (supervisor or subordinate) Role play partner Role play time (1/2 hour between 2:30 and 5:30)

Paper evaluating the experience due on Monday, Dec. 4

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For Monday Read Latham, Almost, Mann &

Moore and Jackman & Strober (2003) articles How do performance management

and relationship management affect one another?

Start thinking about how you will use these concepts in the role play.