Open Enrollment    Level V    9/28/99

TOPICS

We had participants from 15 different organizations at this program which allowed us to share common experiences and opportunities for growth.  Talking openly about our different experiences across organizations gave us a unique opportunity to see what others do and don't do.

The following table holds what the participants identified as changes that are occuring, the challenges they represent, and the responses to those chalenges that should be considered.
 

CHANGE CHALLENGE RESPONSE
Technology integration/advancement Balancing the learning with advance technology resources Training
Lack of loyalty Employee retention Goals, open communication, employee participation, career paths, job enrichment 
Wanting/demanding appreciation Giving appropriate/desired recognition Award recognition program, bonus, certificates
Different life styles/values Flexibility/respecting different views Better retirement plans/team environment
Degree employee is long term employee Paying employee their worth Reclassification/match with education, responsibility
Focus on Generation X employees Balance to help all employees Gen. X and other generations; finding the right balance of equity Avoid forced retirement
Outside/other life interest Flexible schedule Find motivators to entice to come to work
Family expectations (child care) Provide facilities Use technology to provide an easier work environment
Demand for state-of-the-art equipment Budgetary restraints, training Strategic planning or tech officer
  Retain good employees Portable retirement, recognition and rewards other than $$, laser-light feedback, create a team (family), individual development plans
  Have fun at work Family-like atmosphere at work Lighten up
  Having people stay after work or during an emergency Provide additional time off  ;  Employment contract  ;  Keep work as interesting as possible
  Motivation Expand routine, cross train
  Errors and responsibility Errors are ok - tell me how you would fix it
  Not intimidated by authority We need to be aware and respond accordingly
  Communication between Gen X and others Need balance – a good mixture of different generations; team building
  Training and development Ask for suggestions and recommendations as they are being trained.

We worked on an activity that helped us think of change sweeping traditional organizations.  We answered the question:  What indicators exist of transformational change into new a new organizational concept?  Here are some factors we identified.

Capital investment decisions directed to information technologies
Organizational structures flattening
Organizations becoming information based
Fewer middle management
Fewer promotions to managers
More use of task forces and project teams
More specialists being promoted without moving into management
Satisfaction from being expert
Greater self discipline
More self employment
More use of information
More communication of vision, mission, and values in organizations
More shared goals, objectives, and performance expectations
More involvement in the collection and design of information
A change from line item budgeting to program and then to performance based budgeting
More challenging careers
More effort to connect rewards and recognition to Organizational mission and values
Resistance to command and control
Information and our response to it being replaced by supervisory control
Less managers and more specialists
 

The last activity we did involved identifying the rights and responsibilities of the worker in the next ten years.  This is the list that was generated in this activity.
 

Rights Responsibilities
Choices Accountability to organizational needs
Security Performance
Time to plan Effectiveness
Free from harm Involvement in safety
Training Performance and commitment to improve
Treated as a professional Be professional
Expression Make clear and studied opinions
Flexibility in hours Responsive to organization needs
A decent wage Performance
Equity and Fairness Two way feedback
Tools Manage and care for tools

 
 

A STRATEGIC PLAN FOR THE HUMAN BODY

VISION: A well balanced, loving, caring, knowledgeable, healthy being capable of self sufficiency and contributing to the office, a profession, and to society.

MISSION:  To increase the overall balance of mind, body and soul. To increase capacity of productivity, earning potential and compassionate behavior.  To continually improve.

GOALS FOR THE YEAR:


OBJECTIVES:


MEASURES:

INPUTS:
Words, Air, Calories, Carbohydrates, Ounces, Milligrams, Books, Tv Programs, Radio Programs, Audio Tapes

OUTPUTS:
Books Read, Carbon Dioxide, Ounces, Sweat, Money, Time Spent On Charity, Love, Mortgage Payments, Bill Payments, And Answers

OUTCOMES:
Credit Card Balances Up Or Down, Being Identified As A Resource And Being Asked For Advice, Number Of People Benefiting From Charity, Bank Accounts Up Or Down, Ability To Stay Awake And Alert During The Day, Ability To Accomplish Many Things Per Day, Number Of New Job Prospects, Normal Blood Tests, Normal Exrays, Feeling Of Health From One To Ten, Feeling Of Happiness From One To Ten, And Number Of Healthy Relationships
 
 

Please submit your CPM outside requirement work on "work process improvement" to the Davis Award
Panel.  You can find a nomination form on the web page: http://www.floridataxwatch.org/

Don't Forget to visit the CPM Web Page for our schedule:  http://www.fsu.edu/~cpm/
Visit Sterling's webpage to see how other organizations improve: http://www.floridasterling.com/

Many in this group are on track for graduation 2000.  Check out this page for information on Graduation 2000.

Please don't forget to start the comp Exam 5-7.  I hope to hear from you again soon.  Send me an E-mail.