January 19, 2011

Edited and Written by Ira S. Wolfe

Published by Success Performance Solutions.

What's Inside this issue of The Total View:

1. Diversity:  Wake Up Everybody

2. Workforce Trends

3. What Motivates Employees

4. Annual Performance Reviews Simplified!

5. Leadership Guide and Workbooks for Managing Geeks, Geezers & Googlization!

Diversity:  Wake Up Everybody

This past Monday marked the celebration of Martin Luther King Jr. Day. We recognize the ever-changing demographics in our country, schools and work areas. These changes have influenced the way we relate to one another and how we do business. Based on the recent tragedy in Tucson and divisive political rhetoric, King's dream of "one day [living] in a nation where [everyone] will not be judged by the color of their skin, but by the content of their character" has not been realized. Managing diversity remains a business imperative.

An organization's success in managing and promoting diversity rests heavily on how well it harnesses the array of skills and experiences of its employees while they remain a part of its workforce. How good is it at fostering teamwork? Does it bring together people of diverse backgrounds and styles in order to enhance creativity, solve problems more effectively, and discover new approaches to old issues? The organizations must do all these things if it wants to achieve its goals and hold on to its best and brightest workers.

Many researchers and industry experts believe that the organizations that excel at managing diversity have six characteristics in common - six competencies form the foundation of a successful team of people who take pride in together achieving greater levels of success.

These six competencies are:

1. Awareness.

Organizations and their employees develop and awareness of the benefits that can flow from cultural diversity, and establish and maintain a climate of mutual trust.

2. Inclusion.

Minority groups feel a part of and are included in the major decision-making processes of the organization. Their views and ideas are genuinely valued and seen to be important.

3. Tolerance and Understanding.

Different beliefs, stated views, actions, and reactions are fully understood and are naturally tolerated and accepted as part of the rich overall "tapestry" of human behavior.

4. Empathy.

Warmth, sincerity, and goodwill are extended to every individual and group without applying stereotypes, so that each person feels high levels of mutual empathy.

5. Adaptation and Change.

Groups and the organization as a whole permanently adapt and change when bias or prejudice toward people who are different from the majority begin to hold back the organization or the work of individual employees.

6. Persistence and Commitment.

Individuals and the organization as a whole persist in their efforts in their efforts to recognize diversity and cultural awareness shortfalls; commit to increasing overall knowledge; and seek to reap the long-term benefits from people's differences, rather than insist on similarity.

Source: Diversity and Cultural Awareness Profile  

Workforce Trends

Hiring Updates

• Goldman Sachs projects that employers will add 2.2 million jobs this year, or about 180,000 a month, double last year's amount.
• Moody's Analytics puts the figure at about 250,000 per month.
   

For more  workforce and hiring trends, visit Perfect Labor Storm website and Perfect Labor Storm blog.

What Motivates Employees

Business values and motivators determine the "why" of human behavior.  
 

For managers, Business Values and Motivators answers the nagging question - How can I motivate my employees?  
 

For employees and individuals looking to re-energize their careers, the Business Values and Motivators report helps them understand what they value most.  As people, we tend to value certain viewpoints positively and judge others negatively.   How we value or judge determines our motivations and provide us with our sources of energy or conflicts and stress in our personal and professional lives.
 

What are Business Motivators? Read more.

Annual Performance Reviews Simplified!

Save time, increase productivity, and eliminate hassles when administering employee performance reviews with HReviewer.

Ask any manager what he or she hates most about the job and you'll often hear "performance reviews."   That's why we've created HReviewer.

We recognized a huge gap in the performance evaluation market between paper forms and online performance management. 

HReviewer is a user-friendly, centralized online solution to streamline and improve the annual, semi-annual or periodic review for small to medium sized organizations. It's convenient and very affordable too.  Our goal was simple: to help take the hassle out of getting managers to complete performance appraisal forms and giving employees more frequent feedback. 

The system comes with a library of competencies, an easy to use form creator, at-a-glance dashboards and reports, and a built-in reminder system to help HR track down managers when reviews are due....or past due!

More about HReviewer or Email us to schedule a FREE demo. 

Just Released!  Leader Guide and Workbooks for Managing Geeks, Geezers, and Googlization

Start the New Year out right. The leading edge of Baby Boomers start turning 65 in just a few weeks. Make 2011 the year of managing successfully the wired, the tired, and technology!

For the first time in history, four generations are co-mingling in the workplace. Capitalizing on each generation's strengths is a must. Minimizing generational clash points is a necessity. Keeping each generation engaged and motivated is critical.

Learn more....

Consultants and Trainers?  Contact us about our reseller and certification program.