MANAGING A MULTIGENERATIONAL WORKFORCE - 0.6 CEU
WORKSHOP OVERVIEW:
For the first time in the American workplace, workers range from those who served in or lived through World War II to those who do not remember the Berlin Wall: four generations. (Eisner, 2005) An Arab proverb says, “People resemble their times more than they resemble their parents.” This workshop explores tools that can enhance the productivity in a multi-generational workplace. Participants will look at the characteristics of the four generations to become a better observer, listener, co-worker, and boss.
WHO SHOULD ATTEND:
Managers, supervisors and senior level professional/technical personnel.
OBJECTIVES:
Participants will:
- Describe the four generations: Traditionalists, Baby Boomers, Generation X, and Nexters.
- Identify influencers in each generation.
- Determine clash points in the workplace.
- Identify antidotes for the clash points.
- Plan how they can use the generational diversity productively in their workplace.
OUTLINE:
- Considering Concepts and Demographics
- Identifying Generational Influences
- Generation Characteristics and Differences
- Workplace Clashes
- Recommendations, Application and Insights
LEF COMPETENCIES:
Communication, Leadership, Conflict
HRD027 CPM REQUIRED
MANAGING CONFLICT - 0.6 CEU
WORKSHOP OVERVIEW:
Controversy, conflict, and crisis are an inevitable part of organizational life. This workshop will examine constructive strategic methods for positively dealing with conflict.
WHO SHOULD ATTEND:
Managers, supervisors and senior level personnel.
OBJECTIVES:
Participants will:
- Assess their own most likely conflict resolution behavior.
- Identify methods for dealing with behaviors of others in conflict situations.
- Practice the interpersonal skills necessary for dealing with conflict.
- Discuss the four common methods for dealing with conflict and assess the appropriateness of each.
- Apply the "win-win" method to a state agency situation.
OUTLINE:
A. Defining Conflict
B. Assessing One's Own Likely Behavior in a Conflict
C. Coping With Other's Behaviors in Conflict Situations
D. Communication Skills Practice
E. Reaching a "Win-Win" Solution to Conflict
LEF COMPETENCIES:
Cultural Awareness, Managing Conflict, Influencing/Negotiating
HRD028 CPM REQUIRED
MANAGING THE TROUBLED EMPLOYEE THROUGH THE EMPLOYEE ASSISTANCE PROGRAM PROCESS - 0.6 CEU
WORKSHOP OVERVIEW:
Employee assistance programs are designed to salvage previously effective workers who have become ineffective on the job due to any or all of several problems such as alcoholism, drug use, family problems, financial problems, emotional disorders and so forth. Participants in this course will learn how to establish and utilize an effective agency employee assistance program. If an agency program is not feasible, participants will learn how to get external help for troubled workers.
WHO SHOULD ATTEND:
Managers, supervisors and professional staff involved in managing personnel.
OBJECTIVES:
Participants will:
- Identify the role of managers in dealing with troubled workers.
- Describe the steps that should be taken by managers when attempting to get a worker to participate in an employee assistance program.
- Compare and contrast employee assistance programs and traditional corrective discipline procedures.
OUTLINE:
A. Employee Assistance Programs: What They Are and What They Are Designed to Do
B. The Need for Employee Assistance Programs in State Agencies
C. How to Implement an Agency Employee Assistance Program and What to Do if Your Agency is Too Small for a Program
D. When to Use Corrective Discipline Rather Than the Employee Assistance Program
LEF COMPETENCIES:
Managing Conflict, Human Resource Management, External Awareness
HRD030
MANAGING WITHIN THE PUBLIC SECTOR (PHASES I & II) - 2.4 CEU
WHO SHOULD ATTEND:
Certified Public Manager® candidates and alumni, plus selected key staff.
OBJECTIVES:
Participants will:
1. Create a basic structure for an agency utilizing principles from former Planning Skills, Organizational Structures and
Systems, Accounting and Budgeting courses.
2. Conduct simulated operations for one year and analyze the results.
3. Make recommendations for agency structure and systems changes for operations for year two.
OUTLINE:
This four-day course is taken in two phases of two days each, one week apart.
Phase I (first two days):
Concepts for four former HRDS courses are covered - Planning Skills, Organizational Systems and Structures, Accounting
for Managers, and Public Sector Budgeting, Preparation information for Phase 2.
Phase 2 (second two days, taken a week later):
Participants use a simulation method to develop and operate a fictional state agency for a two year period.
Application of concepts and techniques learned to work situations.
LEF COMPETENCIES:
Problem Solving, Planning and Evaluating, Management Controls/Integrity, Vision, Leadership
HRD058 CPM REQUIRED
MOTIVATING FOR PERFORMANCE - 0.6 CEU
WORKSHOP OVERVIEW:
No single question is asked more frequently in management than the question of how do you motivate employees to do a good job. This workshop explores the causes of low morale and demotivation and describes how to create a motivational environment.
WHO SHOULD ATTEND:
Managers, supervisors, or anyone with responsibility for the performance of others.
OBJECTIVES:
Participants will:
- Identify a minimum of four demotivating factors at work.
- Describe the role of motivation in impacting performance and compare to other performance factors such as skills, clear expectations, and adequate resources.
- Identify the role of money, benefits and fear as motivators in the work environment.
- Using their own work experiences, identify specific situations that lead to demotivation and motivation and move to identify the underlying factor.
- Describe at least three strategies which are within the control and authority of state managers
OUTLINE:
A. The Fine Art of Demotivation
B. Motivation as an Element of Performance
C. Motivation Models
D. Money, Benefits, Fear as Motivators
E. Identifying and Applying Motivating Factors
LEF COMPETENCIES:
Team Building, Creative Thinking, Flexibility
HRD031 CPM REQUIRED
