Business leadership skills and their organizational impact

Business Leadership

What are the significant trends you found in Workforce 2020?

This textbook was written in 1997 based on data the authors had at that time. Now that we are into the year 2003, do you agree or disagree with the various topics being assessed/predicted/presented in the book?

Select two topics from the following list and discuss:

The trends found in the book included the prediction that the United States will deal with very tight labor markets in the years to come. The book also discusses the impact of technology on the job force and concludes that new technologies will create more jobs than they will destroy. The authors describes this theory by explaining that, experience suggests that the development, marketing, and servicing of ever more sophisticated products-- and the use of those products in an ever richer ensemble of personal and professional services -- almost certainly will create more jobs than the underlying technology will destroy." (Judy and D'Amico 1997)

The book, which was created by the Hudson Institute, also discusses trends related to physical and monetary policies that will come into existence over the next two decades. Additionally the authors discuss trends related to the age of American workers and the retirement of many in the baby boom generation. Other significant trends that are discussed include; Immigration and its impact on the workforce, Occupations, skills and compensation, Temporary workers, Labor supply trends in the U.S. And its regions, Diversity trends and the early 21st century workforce, Education reform, and Education, training and workforce development

Skills for Tomorrow's Jobs

Workforce 2020 argues that the workforce of the future will be driven by technology and that workers must have technological skills. The authors of the book believe that the demand for skilled labor will increase dramatically in the future. A review of Workforce 2020 explains that the book, argues that the American voter has come to expect a booming economy and that only a buoyant economy with a strong labor market will prevent protectionism. If companies are unable to find the workers they need in the United States, then they will move offshore, a threat already voiced by Microsoft in arguing for availability of more H1-B visas -- visas issued for highly skilled workers." (Kippen & McDonald 2000)

According to this quote the authors seem to believe that the skill sets that will be required in the 21st century may be occupied by foreigners. Many organizations choose to hire foreigners because they do not have to pay them as much as American Citizens. In other words Workforce 2002 is predicting that American companies will become so desperate for cheap labor that they will begin to employ foreigners instead of Americans that have the same skills.

A definitely agree with the authors assertions about the increase in skills that are required for the 21st century worker. It has been evident in the past year that many technological jobs are being offered to foreigners. Not only are foreigners coming to America and acquiring these jobs but many firms have opened up offices in other countries with the purpose of hiring cheap labor. This trend comes at a time when workers in the United States are being fired and laid off at a record pace because of the current economic condition of the country.

America's older workers: Making them part of the solution

Another trend that the book discusses is the plight of older workers in America. Primarily, the book deals with the relationship between older baby boom workers and Generation X Workforce 2020 explains that this shift in the workforce will cause a significant shortage of skilled workers and may have a devastating effect on the nation's workforce. The authors explain that the exit of older workers will have a profound effect on the American Labor force by the year 2010.

The authors assert that a solution to this problem may be to recruit older workers. They argue that the older workers could help to improve the skills of younger workers before they go into full retirement. In many cases older workers are eager and willing to train younger workers. Older workers desire to pass on the wisdom that they have acquired over the years. The book suggests that companies would benefit greatly if they would take the time to recruit older workers.

A also agree with this trend and it seems that is extremely necessary in today's workforce. Many recent college graduates that are entering the workforce need tutelage and people around them with the experience they are seeking to acquire. It seems that recruiting and hiring older workers is a perfect way to bridge the gap between the generations and to improve the skills of younger workers. Following this trend will also improve upon the company's ability to maintain a well trained workforce.

2. Discuss how your company, organization, institution, or community is preparing for the 21st century.

My company is addressing these issues by implementing programs into the overall business strategy of the firm. The company has implemented programs to recruit college students with high skill levels in technological fields. The company is aiming to ensure that the future workforce will be composed mostly of American workers. The company does do some recruitment in other countries but desires to make the recruitment of American workers a top priority.

The company has also introduced programs that pair highly skilled older workers with younger workers. The older workers serve as mentors for the younger workers and aid them in improving their skills. In doing this the company is able to retain workers that have the skills that are needed to sustain the company.

The company has used the Gap analysis to eliminate the gap between the skills that the company will require in the future and the individuals that have the skill sets that are needed. This Gap is eliminated by recruiting and offering scholarships to students so that they can acquire the technological skills that are needed for the 21st century. The company has also used the analysis to bridge the gap between older workers and younger workers. This gap is closed through the implementation of mentorship programs so that younger workers are tutored by their older co-workers.

The company is using force field analysis to determine whether or not the aforementioned programs will work. The force field analysis is of the utmost importance because it can help managers to determine whether or not other programs would be more effective. The Force Field Analysis is also critical because the outcome can save the company valuable time and money.

3. Discuss how you are preparing for the 21st century.

On a personal level I am doing all that I possibly can to ensure that I have the skills that are needed to compete in the 21st century. These skills are directed towards the field of technology and business. I believe that it is important to attain knowledge in both areas so that I can be of maximum benefit to the company that I work for. Not only will be able to understand various aspects of management but I will also be able to provide the company with the technological skills that they will need to implement the managerial strategy.

I am also being mentored by an older worker that has developed her skills in the areas of management and information technology.

I can use the Gap analysis to close the gap between the skills that I already possess and the ones that I desire to have. It is important that I maintain the drive to continue taking the classes that I need to meet my goal. The Gap analysis will allow me to measure my progress.

The Force Field analysis can be used to determine whether or not I am acquiring the correct skills for the job that I am attempting to get. The analysis will ensure that I am headed in the right direction and that the skills that acquire will be beneficial to the company. The Field force analysis will also be beneficial to me because it will allow me to save money on classes that I may not need to complete.

1. Do you agree with Ryan that it is to benefit all concerned for him to create an umbrella of protection" over his employees?

I do agree with Ryan's conclusion that he should put an umbrella of protection around his employees. Ryan is correct in his assessment that the people that work for him should only have to deal with change in small doses. As a manger Ryan should do all that he can to protect his workers; that's a sign of a good manager. Good managers understand that their workers are valuable and need to be treated with respect.

By protecting his workers he is ensuring that they will be productive and respect him when all is said and done.

Ryan is willing to take on the burden of the uncertainty upon his self because he would rather suffer than to have his nine employees suffer or loose their jobs. This is an admirable quality and his workers will appreciate him in the long run. This stance also gives the employees greater job security because they know that their manager will fight to maintain their jobs even at his own expense.

If Ryan were to choose to place the burden on his workers they may be too worried about loosing their jobs to be productive. Productivity is important in any industry because it aids the company in making a profit; Firm's want to ensure that their employees are as productive as possible and usually go to great lengths to make certain that employees are as productive as possible. When there is a high demand for a product the productivity of the firm is critically important.

2. How would his decision affect various guidelines for communicating changes that we have discussed?

Communication is the lifeblood of any organization. Ryan may have to come to some compromise on the amount of information that he provides his workers with. He doesn't want to alarm them but at the same time he might not want to leave them totally uninformed either. He has to find a balance between how much they need to know and the amount of information that will impede upon their ability to be productive. Finding this balance is important so that the workers can be prepared if the financial health of the company does not improve.

It is important that Ryan communicate some of the problems that the company is facing so that his employees are not shut out of the planning process. His workers could aid Ryan in coming up with solutions that will ease the pressure of the company's downsizing. At the same time Ryan should avoid overburdening the workers with the details of downsizing.

3. If you were Ryan, how would you handle/communicate the change to your employees?

If I were Ryan I would definitely attempt to shelter my employees from being burdened by the downsizing. I would not want to jeopardize their peace of mind or the productivity of the firm. I would also take most of the burden up myself. I would want to protect my workers for as long as possible. As a manager I would hope that the financial health of the company would improve.

In addition, I would also give them some information pertaining to the nature of the downsize. I would attempt to only expose them to the aspects of the downsize that they need to be aware of. I would want them to be prepared in case the financial condition of the company did not improve. As manager I would also try to assure my workers that I am doing everything in my power to ensure that they do not loose their jobs. I would seek to comfort them while still communicating the financial condition of the company.

1. Identify the major diversity issues and problem impact on the business.

The major diversity issues that Ann is dealing with in Germany involve the cultural differences between Germans and American. While living in America Ann was use to working in an environment that encouraged interpersonal contact. When she became an employee in Germany she had to learn that those questions were inappropriate. Additionally, she had to deal with the misconceptions that Germans had about Americans.

When Ann moved back to the states her American coworkers felt that she would betray them and aid the German office. They had many misconceptions about Germans and the competitiveness between the two offices contributed greatly to her dilemma. Ann was caught between the two sides.

2. As an HRD practitioner, how might you begin to define the organizational impact of diversity at GutenBusiness.

As an HRD practitioner how would begin to define the organizational impact of diversity by examining the experiences of employees that have worked abroad and employees that are working away from their native country. Examining these experiences would allow me to ascertain the impact of diversity on the organization. I would examine the ways in which conflicts with diversity have an affect upon employee morale and productivity. I would then examine the ways in which decreases in morale and productivity negatively impact the company's profits. Additionally, I would monitor the interactions between employees that have gone abroad to works and those that have not.