New Challenges for Managers, Mobilizing Employees

Question 1

*What are the 3 big changes in the work environment?

Answer 1

1- Organizational change
automatization (layoffs, jobs change and evolve), service and knowledge-based society (crocodile), globalization of economy (competition all around the world), performance increases (pressure), complex organization structure (decisions made in other countries)
2- Nature of work environment changes
employees will see major modifications to their jobs (skills required), work-life will be increasingly organized around projects and initiatives (short/long-term work with different people), fewer supervisory levels, reduced administration (administrative tasks don't add value)
3- Workforce changes
aging population (more people leaving than entering), low birthrate and increase in life expectancy (retirement = 65), visible and ethnic minorities (challenges: diversity and inclusion), feminization (women in positions of power), education level

Question 2

*What are the 4 levers of mobilization (organization)?

Answer 2

1- HR practices
2- Vision, mission, values, objectives
3- Work organization
4- Leadership provided by managers

Question 3

*What are the 5 psychological conditions of mobilization?

Answer 3

1- Trust
(colleagues, supervisor, organization, clients)
Personal attributes: psychosocial, personality, ability to trust linked to the intention of doing so, belief that people can be trusted
Past and present behaviors: socially defined by what people have previously demonstrated and by past experiences with others, competency and reputation (credibility, integrity of actions, respect for rules, honesty, sincere intentions)
2- Support
(colleagues, supervisor, organization, clients)
types of policies, human aspect of management, synergy trust-support (mutually dependent)
3- Justice
(supervisor, organization, clients)
legitimacy of decisions, policies to ensure justice
Distributive justice (fairness of resource distribution)
Procedural justice (fairness of application of rules)
Interpersonal justice (fairness of personal treatment)
4- Recognition
(supervisor, organization)
free! 4 practices of recognition at work:
Existential (basic): recognition to be a person in the group
Work practice: encourage the way they work, reinforce behavior (Pavlov)
Work investment: efforts invested
Results: outcome/product
5- Empowerment
Structure (work organization): tasks, participation, accountability, development opportunities
Psychological: perception, competency, self-determination

Question 4

*What are the 4 roles of HR professionals?

Answer 4

1- Strategic business partners (participate in strategic business decision-making process and align HR with business goals)
2- Agents of change (possess and abundance of problem-solving, critical thinking, negotiation, interpersonal skills and have extensive experience using them)
3- HR consultants (familiar with state-of-art tools)
4- HR champions (trustworthy, ethical, socially responsible leaders who promote physical and mental well-being of employees to increase their productivity and foster commitment)