Publications, Forms and Information Resources

Workplace Success Stories - Best Practices 2002
Recognition Strategies for a Diverse Workforce

 

Practice Name: Organizational Development Committee Department: Library Contact Person: Susan Wong, Director, Library HR Phone: (510) 642-3778 Email: swong@library.berkeley.edu Web: Dept/Unit Head: Lee Leighton, Actg. Dir. of Lib. HR Control Unit: EVCP

Workplace Issues Addressed: Organizational Culture Category: Organizational Improvement/Effectiveness

 

Description of the practice
The Organizational Development Committee has on-going work to continue the renewal process and implement the Library values & visions reflecting the needs and desires of the staff. Any staff member may volunteer for this committee and can submit input about current issues.

Benefits of adopting the practice
The job satisfaction/stress surveys help keep a pulse on how staff feel about their working conditions. This committee implements Library values and visions reflecting the needs and desires of the staff. This practice meets the needs of a diverse workforce in the following ways: It is broadly inclusive. Any employee may volunteer for this committee. Any employee can submit input about current issues.

How this practice works
With the help of Dr. Christina Maslach, the Library conducted a job stress/satisfaction survey before the organizational development process began. An organizational development specialist and consultant to the group provided information on team decision-making, how to run effective meetings, and ways to elicit the "best thinking" from large groups of people gathered together to discuss difficult yet important subjects. These tools became very important in their work with 400+ staff and a committee of twelve who had very different learning styles, work styles, and skill sets. A Library-wide process emphasized including input from as many Library staff as possible. All staff have been encouraged to attend forums, review drafts, and provide input to the Library's Statement of Purpose and Statement of Values. The 12-member committee is diverse and inclusive. Any staff member may volunteer for the committee, and can submit input to the committee about current issues. Surveys and on-going feedback help keep a pulse on what is going on.

What you need in place to replicate this practice
Top level management support is needed. Assemble a diverse task force or committee to solicit staff feedback about working conditions and to lead a process that will allow the entire department to articulate the values and behaviors they want reflected in their work environment.

Tangible improvements to the department as a result of adopting this practice
This ongoing process provides a voice and platform for implementing change. Employees feel heard and acknowledged.

Why this practice was so successful and is worth replicating
Library management was extremely concerned about working conditions and stress levels after the difficult 1990s, which is why they solicited staff feedback in the 1999 job satisfaction/job stress survey. Once they saw the results, they were committed to continuous improvement to help make conditions better. They continue to support existing good practices and develop new ones.