it's not just about the salary: creating and sustaining a positive work culture
TRANSCRIPT
It's Not Just About the Salary: Creating and Sustaining a Positive Work CultureJeff BrunnerMelissa McLimansStef Morrill
What is organizational culture?
UW-madison Archives UW.uwar01581.bib
How does it develop?
Why should I care?
Improved individual
AND
organizational performance
PLUS, improved morale, retention, and increased resilience
UW-OshkoshUW.osh0709.bib
UW-Madison ArchivesImage ID 23/13/3
What makes positive organizational culture: The research & examples
The
peop
le
Paula Ganyard, Director, Cofrin Library, UW-Green Bay
Kathy Klager, Director, Pauline Haass Public Library, Sussex, WI
Carrie Kruse, Director, College Library UW-Madison
Vince Mussehl, Library Services Specialist, Chippewa Valley Technical College, Eau Claire, WI
Matt Rosendahl, Director, Kathryn A. Martin Library, UM-Duluth
Tasha Saecker, Assistant Director, Appleton Public Library
Assessing culture: competing values model
http://www.thercfgroup.com/files/resources/an_introduction_to_the_competing_values_framework.pdf
Focusing on the positive
Appreciative inquiry v. error detection
Witnessing good deeds can be powerful
Open communication
Image via Ontario Public Library
Recognizing the value of people
Image via Kenosha County Historical Society, Inc. Industrial Photographic Print Collection, no. 789
Maintaining and living values & culture
Empowering staff
“Everyone had something to say and it was way better than anything I could have come up with.”
“There’s power you can give away”
Recognizing the challenges to change
Questions?
Works CitedAdkins, Amy. “Majority of U.S. Employees Not Engaged Despite Gains in 2014.” Gallup, 28 Jan. 2015. http://www.gallup.com/poll/181289/majority-employees-not-engaged-despite-gains-2014.aspx Last accessed 14 Oct. 2016.
Azanza, G., Moriano, J., and Molero, F. “Authentic leadership and organizational culture as drivers of employees’ job satisfaction.” Journal of Work and Organizational Psychology, vol. 29, 2013, pp. 45-50.
Barney, Jay B.”Organizational Culture: Can It Be a Source of Sustained Competitive Advantage?” The Academy of Management Review, Vol. 11, No. 3 (Jul., 1986), pp. 656-665. http://www.jstor.org/stable/258317. Accessed 21 July 2016.
Bersin, Josh. “Culture: Why It’s the Hottest Topic in Business Today.” Forbes. 13 March 2015. http://www.forbes.com/sites/joshbersin/2015/03/13/culture-why-its-the-hottest-topic-in-business-today/#38394d2cb6e2. Accessed 27 Sep. 2016.
Boyatzis, R. E., Passarelli, A. M., Koenig, K., Lowe, M., Mathew, B., Stoller, J. K., & Phillips, M. (2012). “Examination of the neural substrates activated in memories of experiences with resonant and dissonant leaders.” The Leadership Quarterly, 23(2), 259-272.
Cameron, Kim. An Introduction to the Competing Values Framework. http://www.thercfgroup.com/files/resources/an_introduction_to_the_competing_values_framework.pdf Accessed 14 October 2016.
Works CitedChandler, G. and Lyon, D. “Unraveling the Determinants and Consequences of anInnovation-Supportive Organizational Culture.” Entrepreneurship Theory and Practice, Fall 2000, pp. 59-76.
Christensen, Karen (Interview with Douglas Stone). “Difficult Conversations: How to Address What Matters Most.” Rotman Magazine, Spring 2011, pp. 22-27.
Cooperrider, David L. and Sererka, Leslie E. “Toward a Theory of Positive Organizational Change” in Cameron, Kim S., Dutton, Jane E. and Quinn, Robert E. (Eds.) Positive Organizational Scholarship (p. 225-240). San Francisco, CA: Berrett-Kohler Publishers, Inc.
Denison, Daniel R. and Mishra, Aneil K. “Toward a Theory of Organizational Culture and Effectiveness.” Organizational Science, vol. 6. No. 2, March-April 2005, pp. 204-221.
Employee Engagement Survey: Improve Employee Engagement with Help from SurveyMonkey. https://www.surveymonkey.com/mp/employee-engagement-survey/ Last accessed 23 October 2016.
Feldman, Martha S. and Khademian, Anne M. “Empowerment and Cascading Vitality.” in Cameron, Kim S., Dutton, Jane E. and Quinn, Robert E. (Eds.) Positive Organizational Scholarship (p.343-358). San Francisco, CA: Berrett-Kohler Publishers, Inc.
Works CitedHeaphy, E. D., & Dutton, J. E. (2008). “Positive Social Interactions and the Human Body at Work: Linking Organizations and Physiology.” Academy of Management Review, 33(1), 137-162.
Lee, F., Edmondson, A. C., Thomke, S., & Worline, M. (2004). “The Mixed Effects of Inconsistency on Experimentation in Organizations.” Organization Science, 15(3), 310-326.
OCAI online. http://www.ocai-online.com/ Last accessed 14 October 2016.
Ozaki, K., Motohashi, Y., Kaneko, Y., & Fujita, K. (2012). Association between psychological distress and a sense of contribution to society in the workplace. BMC Public Health, 12(1).
Peters, Thomas J. and Waterman, Robert H. Jr. In Search of Excellence: Lessons from America’s Best-Run Companies. New York: Harper & Row. 1982.
Quinn, R. and Rohrbaugh, J. “A Spatial Model of Effectiveness Criteria: Towards a Competing Values Approach to Organizational Analyis.” Management Science, vol. 29, No. 3, March 1983, pp. 363-377.
Ravasi, Davide and Schultz, Majken. “Responding to Organizational Identity Threats: Exploring the Role of Organizational Culture.” Academy of Management Journal, vol. 49, No. 3. 2006, pp. 433-458.