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Master Collaboration: Global I Meets Global O – Research and Practice on Selection and Work-Life


Saturday, April 25, 2015
Franklin Hall 6 (new room)

Gary W. Giumetti, Quinnipiac University

Irina Cozma, Development Dimensions International (DDI)
T. Ryan Dullaghan, JetBlue Airways
Winny Shen, University of Waterloo
Jay Steffensmeier, Amazon

Rick Jacobs, the Pennsylvania State University
Doug Reynolds, Development Dimensions International (DDI)
Laurent Lapierre, the University of Ottawa
Angela Pratt, The Kellogg Company

Ann Marie Ryan, Michigan State University

Session Description:
The Master Collaboration session brings together a range of leading practitioners and academics focused on global issues in selection and work-life to share the state of the science and practice, to identify gaps and outline opportunities for collaboration in the future. This session will appeal to practitioners and academics looking to bridge the gap between good science and practice in the frontiers of global selection and work-life program implementation.

Continuing Education:
Participants who attend the Master Collaboration session are eligible for 1.5 continuing education credits. This session is intended for a general audience with a graduate-level foundation in psychology; prior coursework or experience in selection and work-life would be helpful but no specific prior knowledge is required. There is no additional cost to attend beyond the cost of basic conference registration. SIOP is approved by the American Psychological Association to sponsor continuing education for psychologists. SIOP maintains responsibility for this program and its content. Additionally, SIOP is an HR Certification Institute Approved Provider.

I-O psychologists and HR professionals are increasingly helping global organizations to select employees and meet their work-life needs. In this session, “I” meets “O”, as leading practitioners and academics focused on global selection and work-life issues discuss the state of science and practice, identify areas of convergence, and outline opportunities for future collaboration.

Learning Objectives:

  1. Identify gaps between research and practice in implementing global selection and work-life programs.
  2. Recognize areas of convergence between employee selection and work-life issues.
  3. Describe practical issues related to implementation and strategic business planning for global assessment and work-life programs.
  4. Discuss a future agenda for research avenues related to global selection and work-life programs.

Presenter Biographies & Presentation Information:

Dr. Rick Jacobs is professor of psychology at Penn State University and is CEO of EB Jacobs, a consulting firm specializing in selection and assessment. As professor, he is responsible for graduate and undergraduate education in the area of industrial psychology. As head of EB Jacobs, he sets strategic vision for the company, consults with private and public sector organizations on the design of selection and appraisal systems, and works with them on matters of fair employment. He has extensive experience in individual assessment and has developed numerous executive assessment programs. Dr. Jacobs holds a bachelor's degree from UCLA, a master's degree from San Diego State University, and a Ph.D. from UC Berkeley. He has received several national awards for his work including the Ghiselli award for research excellence from the Society of Industrial and Organizational Psychology (1982), the Yoder-Heneman award for research from the Society for Human Resource Management (1992), the William Owens award for research from the Society of Industrial and Organizational Psychology (2000), and the Robert McDonald advancement of organizational research methodology award from the Academy of Management (2010). He has been awarded major research grants from the U.S. Departments of Labor and Transportation, the Nuclear Regulatory Commission and PNC Bank. He has testified on equal employment issues in various courts ranging from local to U.S. District. He is the author of over 50 research articles and book chapters and a fellow in the Society of Industrial and Organizational Psychology, the American Psychological Association and the American Psychological Society. Dr. Jacobs recently served three years as an associate editor of the journal Human Performance.

In his presentation titled, Selecting for Cultural Agility, Rick Jacobs (in collaboration with Paula Caligiuri) will describe the results of a recent survey by PWC, which found that roughly one-third of CEOs reported that they had to cancel strategic global initiatives due to lack of talent and the problem is worsened because they just don’t have enough culturally agile talent for those initiatives to be effective. The need for culturally agile talent, who can comfortably and effectively work in different cultures and with people from different cultures, is now a strategic imperative. To address this issue, Rick Jacobs will describe the research and practice on how to select culturally agile professionals to staff key strategic initiatives. He will focus on two key issues:

  1. Ways to assess the three broad cultural orientations needed, depending on the demands of the situation: cultural minimization (maintaining a standard regardless of the culture), cultural adaptation (change behaviors to fit the cultural context), or cultural integration (synergizing an approach across multiple cultures without over representing any one culture). Roughly sixty percent of all professionals favor one of these cultural orientations; however, research has found that culturally agile professionals are able to successfully toggle among cultural adaptation, cultural minimization, or cultural integration depending on the strategic or professional demands of the situation.
  2. The research and practice associated with selecting for the four key cross-cultural competencies of culturally agile professionals: tolerance of ambiguity, perspective-taking, humility, and resilience. Culturally agile professionals (and those with the propensity to gain cultural agility) possess these competencies.

Doug Reynolds, Ph.D., is Senior Vice President of Assessment Technology and Chief Technology Officer at Development Dimensions International (DDI), Inc. Doug Reynolds combines his extensive expertise in the development and application of assessment in organizations with his experience in technology to lead DDI’s product development and technology groups.  These departments are accountable for the design and implementation of new behavioral and psychological assessments used for workforce selection, career development, and executive succession management. As CTO, Doug manages all aspects of DDI technology, including the development and support of DDI’s technology-based products as well as a global delivery infrastructure.  In his prior consulting roles, Doug designed and implemented large-scale assessments and tests with Fortune 500 companies and federal agencies.  Most recently, he worked on the creation and deployment of Internet–based behavioral simulations used for executive and leadership evaluation. Prior to joining DDI, he was a senior scientist at the Human Resources Research Organization, where he directed personnel research and development projects for the U.S. government and military as well as for private sector organizations. Doug is active in the leadership of the Society for Industrial and Organizational Psychology (SIOP), serving as President (2012-13) and in other roles on the Executive Board (2009-2014).  Doug has contributed to the Journal of Applied Psychology, Personnel Psychology, International Journal of Selection and Assessment, HR Executive, and Military Psychology and currently serves on the editorial board for the Journal of Management. Doug earned his M.S. and Ph.D. in Industrial/Organizational Psychology from Colorado State University and B.A. and High Honors in Psychology from Hobart College. Doug is a Fellow of the American Psychological Association and the Society for Industrial and Organizational Psychology.

In his presentation titled, Global Deployment of Assessment and Selection Programs, Doug Reynolds will talk about his experiences with global organizations that seek consistency in their implementation of selection systems and the various factors that facilitate or impede this goal.  Dominant factors include centralization vs. decentralization of operations, cultural and operational similarity across regions, and the number of regions being considered. Additionally, Doug will discuss how technology is a critical facilitator.  Technology systems provide the backbone for supporting global consistency, but the limitations of technology deployment across regions also place limits on what is possible.  Often work-arounds are required to meet basic levels of consistency. Additionally, Doug will uncover assumptions about how assessment and selection procedures vary by culture and how global programs need to take account of these variations to be successful. 

Dr. Laurent Lapierre’s educational background is in industrial-organizational psychology and business administration. His research focuses mainly on two topics: work-family conflict and leadership. Work-family conflict refers to the incompatibility between one's work and family obligations, which is related to a host of problems, such as poor employee health, dissatisfaction at work and at home, poor job performance, as well as increased absenteeism and turnover. His work has revealed that the organization, the immediate manager, coworkers, the employee, and the employee's family can each play a significant role in reducing work-family conflict. He has identified specific actions that each party can take to achieve this goal. In his work on leadership, Dr. Lapierre has been giving particular attention to the influence that followership can have on leadership. Leadership is fundamental to organizational success. Yet, one cannot be a true leader without having at least one follower, implying that followership is also critical for organizational success. As research further clarifies what it takes and what it means to be an effective follower, knowledge will be gained to ensure employees contribute as much as possible to their organization’s success by supporting its leadership.

Dr. Lapierre's research has been published in various journals, such as the Journal of Management, Personnel Psychology, the Journal of Occupational Health Psychology, the Journal of Vocational Behavior, The Leadership Quarterly, and the Journal of Occupational and Organizational Psychology. He currently serves as Associate Editor of the Journal of Occupational and Organizational Psychology and on the editorial boards of the Journal of Vocational Behavior, the Journal of Occupational Health Psychology, the Journal of Business and Psychology, and Group & Organization Management.

Dr. Lapierre is also a passionate and committed teacher. The University of Ottawa awarded him an Excellence in Education Prize for demonstrating outstanding teaching while maintaining a solid program of research.

In his presentation titled "Global Work-Life Research: An Example and Suggestions for the Future," Laurent Lapierre will provide an overview of the Collaborative International Study of Managerial Stress (CISMS), which involved scholars and participants from 39 countries spanning the "Anglo" world (e.g., USA, UK, Canada), East Asia (e.g., China, South Korea, Taiwan), Eastern Europe (e.g., Bulgaria, Estonia, Romania), and Latin America (e.g., Argentina, Bolivia, Brazil). This overview will present a few findings from both phases of the project, a description of the approach used to carry it out, and how the approach could be improved upon to better address practitioner needs. Finally, a few examples will be provided of work-life issues that practitioners may find worthy of investigation on a global scale.

Angela Pratt joined the European business in April 2013 as the HR Director for Europe Cereal BU and European Functions. In her current role, she is the HR lead on the Europe Cereal Leadership team, Europe Finance Leadership Team, Marketing, and RNT. Prior to this role, she was the Director of Global Recruiting and Organizational Capability for Kellogg, leading the global recruiting capability project, global opinion survey design and insights, assessments, and leadership development.  Prior to joining Kellogg in 2010, Angela was a Senior Human Resources Manager at Procter & Gamble (P&G), where she spent over six years leading various areas of Human Resources.  At P&G, Angela was an HR business partner for Global Blades & Razors Process & Engineering and Beauty & Grooming Supply Network Operations at the South Boston Manufacturing Center in Massachusetts. She also held the position of Manager in the global Employee and Organization Research and Sensing practice, where she led the effort to research, develop, and deploy new global assessments for selecting all levels of talent into P&G.
Angela has also worked as an external Industrial-Organisational Psychology consultant for several large companies, and as a psychometric technician and researcher at the University of Michigan Neuropsychology clinic and Johns Hopkins Kennedy-Krieger Institute. Outside Kellogg, Angela serves as an adjunct faculty member, teaching undergraduate and graduate level courses in Human Resources and Psychology. She is a member of the Society for Industrial-Organizational Psychology, where she actively contributes to the field of Organisational Psychology through paper presentations, journal articles, book chapters, and speaking engagements. Angela received her BA from Kalamazoo College with a psychology major and pre-medicine concentration and her MA and Ph.D. in Industrial-Organizational Psychology and Quantitative Methods from Wayne State University. 

In her talk titled, Work Enabling Life at Kellogg, Angela Pratt will speak about the creation and implementation of the Kellogg Company’s Global Work Enabling Life strategy, work life policies, and measures of success. In her former role, Angela led the company’s engagement strategy and work life intervention, and now in her current role, she is in charge of implementing the global program in Europe. Angela will describe how the Kellogg Company, the world’s leading cereal producer and one of the largest food companies in the world, has a reputation for growing great people and great careers. A critical component of the reputation is employee satisfaction and engagement. Kellogg’s internal research and sensing has uncovered that work-life satisfaction has become an increasing driver of retention and engagement. Therefore, Angela will describe how Kellogg has renewed its work-life strategy, including four major components: (1) the manager, (2) technology/ environment, (3) health and wellness, and (4) leadership. These four components are improving employee’s lives at Kellogg’s – ensuring the needs of employees are met while balancing the needs of the business.  Angela will also provide an overview of Kellogg’s work life portal, which is housed on the Intranet and contains links to global and local policy, as well as global and local trainings for easy access and best practice sharing across regions.

Ann Marie Ryan is a professor of organizational psychology at Michigan State University. Her major research interests involve improving the quality and fairness of employee selection methods, and topics related to diversity and justice in the workplace. In addition to publishing extensively in these areas, she regularly consults with organizations on improving assessment processes. She is a past president of the Society of Industrial and Organizational Psychology, past editor of the journal Personnel Psychology, and current associate editor of American Psychologist. Ann Marie has a long record of professional service on professional association and federal committees. In 2011 she received the Distinguished University Professor Award from MSU.  She received her BS with a double major in psychology and management from Xavier University, Ohio, and her MA and Ph.D. in psychology from the University of Illinois at Chicago.

As discussant, Ann Marie Ryan will provide an integration of the presentations, with a particular focus on the challenges associated with the intersection of work-life issues, cross-cultural psychology and employee selection.   While there is a body of research on selection in global contexts, a body of literature on work-life issues in international assignments, and a research stream on work-life differences across cultural, a consideration of work-life needs in selecting employees poses a set of unique challenges and considerations.  These challenges will be the focus of discussion.

The use of the HRCI seal is not an endorsement by the HR Certification Institute of the quality of the program.  It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

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