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Otsuki 2
Fast-Paced Changing Work Environment
Along with development of technologies and transition to millennial generation at
work place, now is also the time for many businesses and managers to define work
environment and creativity. An existent concept of co-working space tells that a
perception that people make to traditional work environment has been changing by new
generation. This is especially true within technology industries where principle of the
business is to value innovation and creativity. The business principle directly guides us to
the different image between past and present work environment. Technology associated
businesses created a lot of innovations to the world. Co-working is one of the “innovation”
that was created by people in technology industry. Co-working is a great example to see
concept changing between Generation Y from Generation X1 for relationship of labor and
human. Co-working is a work environment where different companies, independent
contractors, small startups, people who travel quit often that he or she tend to work in
relative isolation or non-profit organization share a space, often an office, to conduct their
daily business operations. The concept is especially remarked by those whom like to
network and expect add values in their own business from working with other
organizations. Co-working is invented by Brad Neuberg in 2005. A guy who works at drop
1 Generation X indicates people who were born prior period to generation Y. People who were born early 1960s to the early 1980s
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box 2 as a product and engineer consultant in San Francisco where is called the soul of
tech startup. Co-working place is especially very suitable for Millennials3. As a matter of
fact, Millennials are described to be team workers in the article “Characteristics of
Millennials in the Workplace” that is written by Terri Klass 4, and Judy Lindenberger 5
Millennials are team-oriented, banding together to socialize in groups. In school, this generation was taught lessons using a cooperative learning style. Therefore, they feel comfortable working on teams and want to make friends with the people at work. They believe that a team can accomplish more and create a better end result. They also grew up in a multi-cultural world which enables them to work well on a team with diverse co-workers. (Klass, Lindenberger,2011)
Normally, co-working
attracts professionals who prefer
to work at home atmosphere
environment. The left picture is
taken at Zonaspace 6, where the
largest co-working place in Saint
Petersburg, Russia is, indicates home atmosphere of co-working space. Currently, there
are 20 plus co-working spaces in Seattle. All of which not only provide offices but also
2 Dropbox is a middle sized technology company that started from San Francisco that provides free storage for documents, images and videos for people to save and share them. Today the company has more than 300 million people across every continent use Dropbox 3 Millennials or Generation Y indicates people who were born between 1980 to 2000.Typically it is the first generation that grew up surrounded by lots of technologies. 4 Terri Klass owns her own individual consultancy as a leadership skills training consultant in New York city.5 Judy Lindenberger is also an owner of her own Human resource consultant company at The Lindenberger Group after owning a master degree in human resource management from Drexel University .6 Zonaspace is the largest co-working place in Saint Petersburg, Russia
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often host events or allow member companies to host their own events ranging from
networking events to skill improvement workshops.
Some events are named very un-professionally, like
Fuckup night7 from Parisoma8 in San Francisco, and yet
that shapes the atmosphere of co-working spaces and
people who use it.
Red Frog: an Event Production Company
Work environment is changing innovatively from straight traditional way. One
good example will be an event production company called Red Frog in Chicago. Red frog
has very unique work
environment, in other
world, interior design for
the office. The office has
many playful furniture
including a tree inside. In addition to it, the company mission is strictly designed to value
life experience and people. This is true for its employees too, thus employees are treated
7“ Fuckup Nights is a global movement born in Mexico in 2012 to share publicly business failure stories. Hundreds of people attend each event to hear three to four entrepreneurs share their failures.”8 Parisoma “is an Open Incubator that hosts and supports 60+ early-stage startups through classes, events and partnerships.”
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accordingly and get various benefits including unique perks such as unlimited vacation and
one work from home day per week.
Many co-working spaces also tend to have various perk offerings. As examples,
WeWork9 offers free lunch and beers for member companies. Works progress Seattle
10offers unlimitedly refillable coffee and tea in addition to access to a shared kitchen.
Startup Hall 11has foosball and pool table in their lounge area, also allows member
companies to bring their dogs to the office. Allowing pets at work, in fact, is one of the
very common perks for many innovative companies and offices.
Office Dog
9We Work shared office and co-working space. They provide the space, community, and services for member companies at the offices.10 Work progress Seattle is another co-working space for independent contractors, small business owners who like to work around other people.11 Startup hall is a co-working space that is provided by University of Washington. Startup hall bond technology community and add entrepreneurial community to Seattle entrepreneur ecosystem.
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In fact, A New
York based technology
startup company called
“Vine”, provides a
social media platform
service where it allows
people to create, share
and watch short
looping videos, has “office dog” position opening on their official website. It says that
“Vine is seeking a dog to join our growing team of humans.” They indeed list
responsibilities and qualifications for the job namely, “welcomes employees as they arrive,
keep employees from working too hard, provides kisses whenever called upon, smell ok,
and train other dogs around the area, cute, relatively quiet, can’t reach my lunch, snuggles
, returns stolen items to owner after playing” and so forth. After pushing the “apply now”
button for the office dog position, it leads applicants to the next page with a picture of
dogs unlike other actual job pages where it leads applicants to type their information.
Although the office dog job is obviously a funny joke, the fact that Vine puts it on their
official website and writes job qualification jokingly and yet, somehow seriously as if it was
an actual job implies how acceptable it is becoming for companies to be little bit more
flexible and playful in terms of professionalism. The article “Characteristics of Millennials”
from business know-how website, and “Mentoring Millennials explains” from Harvard
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business review explain potential reasoning for preference of millennials for such working
attitude.
When it comes to work life balance, Generation Y is not willing to give up their lifestyle for a career. (Klass,Lindenberger,2011)
Millennials view work as a key part of life, not a separate activity that needs to be “balanced” by it. For that reason, they place a strong emphasis on finding work that’s personally fulfilling. They want work to afford them the opportunity to make new friends, learn new skills, and connect to a larger purpose. That sense of purpose is a key factor in their job satisfaction; according to our research, they’re the most socially conscious generation since the 1960s. (Meister, Willyerd, 2010)
While displaying flexible and good life-work balance is one very effective way to
manage millennials at workplace, perks itself cannot build a fully engaging work
environment nor a good company culture that leads to maximize business performance.
Perk isn’t Everything
WeWork South lake union, co-working place in Seattle, pointed that all perks
impact employees when perks compliment employees for deeply understanding
companies’ core philosophies.
Think of it this way: features alone do not make a good product. It’s the core functionality of a good product that provides a solution to a problem and enables you to do something better than before. And when you add features that complement the core functionality, you scale the product’s effectiveness. Likewise, your perks need the core of a shared philosophy that brings your people together and builds your company’s culture. Perks should then compliment your core philosophy and empower your team to scale the company culture. ( Longanecker,2013)
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Finding a core philosophy and scaling a company culture is so important,
perhaps it is the most impactful factor of business management especially for
companies who are still in an early stage. George Sarhanis who meets many startups
to find beneficial business to invest for a company that he belongs to called Digital
Ventures group12 says that company culture is most significant aspects of all
companies at any time. However, what is “company culture” that we are talking
about?
Company Culture
Barry Phegan, the author of company culture. com, explains company culture like
following.
Your Corporation’s Culture is Its Personality. It is the company’s shared beliefs, values and practices — the unique way your organization sees the world and acts. It is what employees do and what their actions mean to them. (Phegan, n.d.)
Wikipedia describes company culture like following
Organizational culture represents the collective values, beliefs and principles of organizational members and is a product of such factors as history, product, market, technology, and strategy, type of employees, management style, and national culture. Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits. Ravasi and Schultz (2006) wrote that organizational culture is a set of shared assumptions that guide what happens in organizations by defining appropriate behavior for various situations. It is also the pattern of such collective behaviors and assumptions that are taught to new
12 BCG Digital Ventures is an Innovation, Product Development, and Commercialization firm. They re-imagine how people experience products and services, to disrupt and make markets, and create new sources of competitive advantage.
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organizational members as a way of perceiving and, even, thinking and feeling. Thus, organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. In addition, organizational culture may affect how much employees identify with an organization. (Wikipedia,n.d.)
A Good Company Culture
Good company
culture means good for
both business and
people. The pyramid
indicates Maslow's
hierarchy of needs
13.This psychological
theory applies to people of psychological needs at work place. When a company meets all
the criteria for the needs, it can also demonstrate atmosphere of engagement, high moral,
high productivity, and most importantly high financial performance.
Cash Benefit of Good Corporative Culture
Having a good company culture indeed brings financial advantages. According to
Company culture. com, Cash value of well-structured culture company is different from
non-well-structured culture company.
13 Maslow's hierarchy of needs is a psychological theory that is adapted by Abraham Maslow in 1943.
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A culture that deeply engages people is understandably much more productive. A 10% increase in productivity is minimal. Unit productivity often doubles in 2 years. (Phegan, n.d.)
One well regarded study indicate that companies with well-developed cultures typically increase revenues 3x, have stock prices 9x higher, and generate net incomes over 700% higher than average companies. (Phegan,n.d.)
This graph “employees experience and financial performance”(2012) which is
made from survey data that were collected at Scripps Health 14 shows that the higher the
positive experience of employees were the higher the financial performance it got over
the 8 years from 2002-2010 .
That being said, establishing positive work experience for employees actually helps
companies to succeed.
14 Scripps Health is a not-for-profit, community-based healthcare system with five acute-care hospitals on four campuses and 22 clinic locations in San Diego, California. At Scripps there are over 13,000 employees and more than 2,600 affiliated physicians.
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Industrial-organizational (I-O) psychologists are capable to contribute building a culture by
conducting high quality human resource management jobs that take roles of making a right
organizational mindset for a company including recruiting and training and keeping well-being of
employees. An I-O psychologist researches and identifies how behaviors and attitudes can be
improved through hiring practices, training programs, and feedback systems.
I-O Psychologist
Officially, the term Industrial psychology is explained,
Industrial-organizational (I-O) psychology is the scientific study of the workplace. Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance.”- (SIOP, n.d.)
Generally, I-O psychologist job responsibilities include 1) recruitment, selection and
placement, 2)training and development,3) performance measurement: Evaluating
economic situation and constantly rethinking company’s effectivness.4)Motivation and
Reward Systems 5) Organizational Development 6)Quality of Work Life: reducing work
stress and making sure of employees having well life-work balance.7)Consumer Behavior:
recognizing consumer behavior and customer satisfaction to develop marketing strategy.
This information is written by Society for industrial organizational psychology in American
Psychological Association and an organizational affiliate of the Association for
Psychological Science. The role and job titles of I-O psychologists can be very varied. I-O
psychologists can be consultants at private companies or government agencies in human
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resource management matter as well as researchers at private, government or
educational institutions.
Digital Trends in HRM
In today’s technology world, some of the I-O psychologist jobs are able to take
many advantages of technologies. In fact, there are also startup products that provide
services that gear specifically toward solving problems in the area of human resource
management. As an example, Office vibe is a startup company that provides survey tool
for employers to supervise satisfaction of employees at work.
The picture left is from
Office vibe website. The
company’s mission is to
provide tools for
companies to establish
amazing work environment. This company helps human resource department by letting
them to have resource to figure out how to create work environment that is appreciating
and rewarding for employees. Having a work place like that keeps employees productive
and helps attracting the best talented candidates. This kind of startup digital products
encourages data driven human resource managing.
As another digital trend, there are also technological tools such as skype and
online discussion board. Technological advantages create virtual workplaces. These online
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communication tools actually change the job shape of I-O psychologists by allowing
people to work with other people without physical attendance. I-O psychologists have to
observe things like how virtual workspace change social relationship, effect in level of
communication when using virtual tools to communicate each other and impact of
commonly using virtual work tools in performance in company culture and
communication. I-O psychologists are in charge of multiple responsibilities including
observing communication effectiveness of an organization.
I-O Psychology Job
As an example of content and responsibility of I-O psychologist job, Amazon is
currently looking for a talent assessment intern who has background in I-O psychology.
Responsibilities for the job include interacting with senior-level project partners as well as
multiple business teams, and contributing additional research for the project. Conducting
many surveys for multiple purposes and analyzing them. Developing assessment for
content of organizational subjects and complex datasets and reporting the result to
stakeholders with well communication. In addition to it, Amazon also requires applicants
to conduct tasks in product managing area. Overall job content, however, focuses data
assessment and research. For this particular intern position, basic qualification is to be
enrolled in a doctoral graduate degree program or having completed Master’s degree
program in l-O psychology or related field. I-O psychology job normally offer high pay jobs
as the jobs usually require at least master degree for entry level jobs and internships.
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Salary
According to the website called salary.com, national annual salary rate for a
position for I-O psychologist in the states is starting from somewhere around $81,015
(only 10 percent fell into this category) to more than $ 166957.8 (top 10 percent). The
median total pay for I-O psychologist national wide is $117.255 in which also appeared to
be the most common typical salary for I-O psychologist position. Organizational
psychologist job in the state of Washington has median salary of $125,334. Salaries are
explained relatively high. Becoming an I-O psychologist also requires big educational
investment.
How to Become I-O Psychologist
People typically have to have either a Phd or PsyD degree in industrial psychology
in order to be recognized as an I-O psychologist. There are two path options that people
can choose from. One way is to complete a bachelor's degree program with a major and
continuing a Master of Arts (M.A.) or Master of Science (M.S.) program in I-O psychology.
Often time working in a private sector requires applicants to have at least a Master
degree. After Master Degree, going to PhD or PsyD degree adds more value in knowledge.
Other common way is to go directly to PhD or PsyD degree after a bachelor degree.
Finally, having license is also required for people to name themselves as psycholog-“ist”.
Graduating from a doctoral program, experiencing a supervised internship as well as
passing the Examination for Professional Practice in psychology as known as EPPP is
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required to be licensed. Having license may help to get higher salary, however, it is not
necessary for all jobs. People have to think about how father they want to go depending
on their desired careers.
Similar Jobs
Similar jobs with I-O psychologist will be Counseling Psychologist, Organizational
Development Consultant, Organizational Development Director, Organizational
Development Manager, Organizational Development Specialist, Organizational
Development Specialist, Sr., Compliance Director (Banking), EEO Trainer and top
Organizational Development Executive. The one that makes money the most is top
Organizational Development Executives who are reported to make typically $181,082 as
median and $260,698 as for top 10 percent annually. Top Organizational Development
Executives usually responsible for constantly gaining a company’s human capital by
contribute to the company’s organizational development function, also increasing
employees’ engagement. This position usually requires candidate holding a B.A degree as
well as more than 15 years of experience in the same or similar field.
Conclusion; Why I-O Psychologist
I became interested in I-O psychology when I thought about definition of success in
the life. I recognized that somehow I associated negative images with labor such as tiring
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and stressful although I would have to spend significant amount of time working. I found
that I-O psychology study is helpful to contribute solving the problem for myself as well as
for other people with the same struggle as me. This need became great motivation for me
to study I-O psychology matter subjects and learn about things like work-life balance and
Co-working space. Co-working space allows people to experience home casual work
environment and simulates place that enables employees to feel managing work-life
balance better than traditional work environment by giving employees little bit more
freedom. This not only keep people happy and healthy, but also improves employees’
sense of living life with purpose. Part of I-O psychology job role is to gain understanding
psychology of different types of work environment and measure aspects of each
environments and observe successful trait of each. Experiencing work in environment like
co-working place actually bumps up engaging level to personal level and it, in fact, almost
can make people to feel working on project of life. That I found is the beauty of 21st
century, work environment of millennials, is that work is no longer should be thought as
thing to do for living, but thing to live a life.
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