SIOP ANNUAL CONFERENCE '96:
WHAT YOU NEED TO KNOW
SAN DIEGO SHERATON HOTEL & MARINA
APRIL 26-28, 1996
WORKSHOPS: APRIL 25, 1996
Katherine J. Klein
University of Maryland at College Park
It's time to start your planning for the SIOP Annual Conference in San Diego. Here's the information you need. Note that there are lots of registration deadlines -- for the hotel, the Conference itself, the Pre-Conference Workshops, and Job Placement Services -- and each deadline is different!
Hotel Registration
You'll find a hotel reservation form for the San Diego Sheraton in this issue of TIP. The conference rate is in effect until March, 24, 1996. Reservations made after this date will be assigned based upon availability at the hotel's prevailing published rate. I'm told that there will be a city-wide conference going on in San Diego at the same time as SIOP. Reservations anywhere in the city may be hard to come by, so make your reservation at the San Diego Sheraton Hotel and Marina as soon as possible.
Conference Registration
A conference pre-registration form is available in this issue of TIP. Pre-registering saves you money and time. You'll pay less now than you will if you register on-site and it will take less time for you to receive your registration materials once you're in San Diego. Your pre-registering also makes it easier for us to plan the conference. John K. Kennedy must receive your Conference Pre-Registration Form by March 22, 1996.
Pre-Conference Workshops
Please read Sally Hartmann's article in this issue of TIP. Sally and the Workshop Committee have put together a terrific set of workshops to be held on Wednesday, April 25, 1996. The Workshops Registration form is available in this issue. The deadline for pre-registering for the Workshops is March 15, 1996.
Program
As I write this, Lois Tetrick and the Program Committee are finalizing plans for the 1996 SIOP Program. The symposia, poster sessions, panel discussions and the like are sure to be great. As in previous years, the program will begin on Friday morning and extend through mid-afternoon on Sunday.
Job Placement
Look for information about SIOP Job Placement Services in this issue of TIP. Looking for a new position? Have a position to fill? Use the Job Placement Services Pre-Registration form available in this issue of TIP. Job Placement pre-registrations are due on April 12, 1996. With Steve Ashworth at the helm and continuous improvement of SIOP's Job Placement Services, Job Placement Services look very good for the 1996 SIOP Conference.
Airline Transportation
United Airlines, the official airline carrier for the SIOP Conference, is offering a 5% discount off any regular airfare to the conference (including supersavers). To get the discount, call United at (800) 521-4041 (or have your travel agent call for you) and mention SIOP's Meeting Code: 561ZQ.
Transportation from the San Diego Airport to the Hotel
The San Diego Sheraton Hotel and Marina is very close to the airport. In fact, you can see the hotel from the airport. You can't walk there, however, because of the highways between the airport and the hotel. So, take the Sheraton Hotel's free shuttle from the airport to the hotel. You catch the Sheraton shuttles (big blue vans or buses) right outside the airport. They run approximately every 10 minutes. You do not need to make a reservation or call anyone for this service. Note that taxi drivers do not like to drive people to the hotel; the fare is very small for them and they have to enter the long airport line of taxis, at the rear of the line, after their very short drive to the hotel and back.
Questions
Any questions about the hotel or the conference? Call Katherine Klein at (301) 405-5929, or use e-mail: Klein@bss3.umd.edu.
HOTEL RESERVATION FORM: 1996 SIOP CONFERENCE
San Diego, April 26-28, 1996
(Workshops: April 25, 1996)
Arrival Date: __________ Time: _________ Departure Date: ________
Name: ______________________ Sharing with: _________________
Address: ____________________________ Phone: (____)______________
City: ______________________ State: _____________ Zip: _________
Would you like to reserve: ______ Single ($127) ______ Double ($147)
Number of people: ______ (Extra adults in a room are $20 per night)
Do you prefer: ______ 1 King Bed ______ 2 Double Beds
Do you prefer: ______ Smoking ______ Non-smoking
Prices listed above are in effect until March 24, 1996. Reservations made after this date will be assigned based upon availability at the hotel's prevailing published rates. All reservations must be guaranteed for late arrival (after 4 p.m.) with a credit card or one night's deposit plus 10.5% tax. There is no penalty for reservations cancelled 48 hours prior to the date of arrival. Reservations cancelled within 48 hours of arrival will be charged one night's room and tax to the credit card, or that amount of deposit will be forfeited.
_____ American Express _____ Mastercard _____ Discover
_____ Diners Club _____ Visa _____ Enroute _____ JCB
Credit Card # _____________________ Expiration Date: __________
Print name as it appears on the card: ____________________________
Signature: __________________________________________________
Mail form to: SHERATON SAN DIEGO HOTEL & MARINA
Reservations Manager
1380 Harbor Island Drive
San Diego, CA 92101-1092
Or, fax to: (619) 692-2312 Or, call: (619) 692-2265
1996 SIOP CONFERENCE PRE-REGISTRATION FORM
The deadline for advance registration is March 22, 1996. Anything received after this date will be held for on-site processing; on-site fees will apply. Please type or print clearly.
Name as you wish it to appear on your Conference badge:
Mailing Address:
Organizational Affiliation (if long, note preferred abbreviations)
Registration Fee
_____ $ 70 SIOP Member ($95 on-site)
_____ $125 SIOP Non-Member ($150 on-site)
_____ $ 40 Student ($50 on-site)
Make checks payable to SIOP. U.S. Currency only. Mail them (but not your Workshops registration, Job Placement registration, or hotel reservation) to: John K. Kennedy, Jr.
Brecker & Merryman
228 East 45th Street
New York, NY 10017
You will receive a receipt on site. If you need one sooner, enclose a self-addressed, stamped envelope.
LUNCHEON ATTENDANCE - The SIOP luncheon is included in your registration fee. It will be held on Saturday, April 27th at 12:30. Guest tickets for individuals who are not attending the conference may be purchased on-site. To help us plan, please let us know whether, at this point, you plan to attend.
_____ I will definitely attend _____ I will probably not attend
_____ I will probably attend _____ I will definitely not attend
_____ I have no idea at this point
PRE-CONFERENCE WORKSHOPS:
WHAT YOU NEED TO KNOW
Description of Workshops
Sally Hartmann and the entire SIOP Workshop Committee have put together a fabulous array of 14 workshops. Detailed descriptions of the workshops follow shortly.
Date and Schedule
The workshops will take place on Thursday, April 25, 1996, the day before the regular program of SIOP Conference begins. More specifically:
Registration: 7:30 a.m. - 8:30 a.m.
Morning Workshops: 8:30 a.m. - 12:00 p.m.
Lunch: 12:00 p.m - 1:30 p.m.
Afternoon Workshops: 1:30 p.m. - 5:00 p.m.
Reception (Social Hour) 5:30 p.m. - 7:30 p.m.
How to Register
To register, complete the Pre-Conference Workshops Registration Form in this issue of TIP. Registration for the Workshops is by mail on a first-come, first-serve basis. Registration by fax or telephone will not be accepted. Each workshop is presented twice -- once in the morning and once in the afternoon. You must register for two workshops (no half days). The Workshops Registration Form asks that you list your top five choices for the workshops. Workshops fill up very quickly, so please list all five choices.
Cost
SIOP Members, Fellows, and Student Affiliates: $270
APA and APS Members, Fellows, and Student Affiliates: $355
Non-Members of SIOP, APA, and APS: $410
Fee includes: All registration materials for two workshops, lunch, and social hour. Additional guest tickets for the social hour may be purchased at the door. The cost will be posted at the door of the social hour room.
Sending in Your Advanced Registration Form: To Whom and By When
Your Workshops Registration Form and registration fee must be received on or before March 15, 1996. Mail your Workshops Registration Form to:
Karen M. Barbera
SIOP Workshop Co-Registrar
Personnel Research Associates, Inc.
657 E. Golf Road, Suite 309
Arlington Heights, IL 60005
Telephone: (708) 640-8820
Note that workshops typically sell-out during the pre-registration period. On-site registration is only available if someone who has pre-registered for a workshops fails to show up.
If Your Organization Is Paying...
Please forward a copy of your Workshops Registration Form directly to the co-registrar, Karen M. Barbera even if your organization is sending the check separately. (Sometimes they don't send the form.) Indicate on the copy of the form that your organization is paying. Make sure your name in on the check. (Sometimes organizations don't indicate who the registration money is for.) Keep in mind that your registration form will not be processed until payment is received.
Cancellation Policy
If you must cancel your Workshops registration, notify Karen Barbera in writing at the address above. Workshop fees (less a $60 administrative charge) will be refunded until March 28, 1996. A 50% refund will be granted between March 29, 1996 and April 11, 1996. No refunds will be granted after April 11, 1996. All refunds will be made based on the date when the written request is received.
Got Questions About Registering For the Workshops?
If you have questions about registering, please contact:
Victoria B. Crawshaw OR Karen M. Barbera
SIOP Workshop Co-Registrar SIOP Workshop Co-Registrar
Sears, Roebuck and Co. Personnel Research Associates, Inc.
Telephone: (708) 286-9031 Telephone: (708) 640-8820
SIOP PRE-CONFERENCE WORKSHOPS REGISTRATION FORM
Workshops take place on April 25, 1996. The deadline for Advanced Registration is March 15, 1996. Please type or print clearly.
Name: First Middle Last
Job Title:
Mailing Address:
Zip + 4
Bus. Phone: ( ) Home Phone: ( )
MEMBERSHIP STATUS AND COST: (check one only)
______ SIOP Member/Fellow/Student Affiliate: $270
______ APA/APS Member/Fellow/Student Affiliate: $355
______ Non-Member of SIOP/APA/APS: $410
WORKSHOP SELECTION: All workshops have been designed as half day workshops. You must register for 2 half day workshops. Based upon your choices, and on availability, you will be assigned to two workshops. Please list 5 choices in order of preference (1st is highest preference, 5th is lowest preference).
Section Number Section Title
1st Choice:
2nd Choice:
3rd Choice:
4th Choice:
5th Choice:
Workshop registration information continues on next page.
Registration for the Workshops is by mail only (not fax or phone), on a first-come, first-serve basis. Mail your form and fee to:
Karen M. Barbera
SIOP Workshops Co-Registrar
Personnel Research Associates, Inc.
657 E. Golf Road, Suite 309
Arlington Heights, IL 60005
Telephone: (708) 640-8820
Remember your Workshops Registration Form and fee must arrive on or before March 15, 1996.
Make check or money order (U.S. currency only) payable to: SIOP Workshops. Credit cards cannot be accepted. Payment must be received for a registration to be processed.
Pre-Conference Workshops
Sally Hartmann
SECTION 1 (Half Day)
FROM ONE TO MANY: PERFORMANCE MANAGEMENT
AND REWARD SYSTEMS FOR TEAMS
Susan G. Cohen and Gerald E. Ledford, Jr.
Center for Effective Organizations
Performance management and reward systems have traditionally been designed for the individual. The increased use of teams requires new designs that motivate team and organizational performance. How does an organization manage performance -- that is, define, develop, review, and reward performance -- at the team and organizational levels, while maintaining individual motivation, performance and satisfaction? This workshop will focus on approaches to performance management and reward system design for teams.
Workshop participants will gain an increased knowledge of how performance management and reward systems can motivate team performance. Relevant issues in transitioning from an individual to a team based system will be identified, and specific strategies for addressing these issues will be discussed. Examples of different types of teams (self managing, parallel, project management) will be used to demonstrate how effective pay systems may differ depending on team type, and to illustrate the trade-offs involved in the design of team based systems. A systemic approach to understanding performance management and goal alignment at the organizational, team, and individual levels will be presented.
The workshop will be most useful for academics and practitioners who are interested in designing performance management and reward systems for teams.
Susan G. Cohen (Ph.D. in Organizational Behavior, Yale University) is a Research Scientist at the Center for Effective Organizations, Graduate School of Business, University of Southern California. Dr. Cohen has done research and consulted on a variety of approaches to improving organizational effectiveness, including group empowerment and effectiveness, employee involvement, organization development and change, participative management and performance management. She has done extensive research on self-managing teams and team effectiveness, particularly in knowledge work settings. She is the author of numerous articles and book chapters abut teams and teamwork, employee involvement and empowerment and human resource strategies. She is a co-author of Designing Team-Based Organizations: New Forms for Knowledge Work (Jossey-Bass, 1995) and Teams and Technology: Fulfilling the Promise of the New Organization (Harvard Business School Press, 1996). She is an active member of several professional societies, including the Academy of Management, the Western Academy of Management and the American Psychological Society.
Gerald E. Ledford, Jr. (Ph.D. in psychology, University of Michigan) is a Senior Research Scientist at the Center for Effective Organizations, School of Business Administration, University of Southern California. Dr. Ledford has conducted research on a variety of topics, including employee involvement, quality practices, job design, organization change processes, and innovative reward systems. He has published over 50 articles and book chapters and is co-author of five books. He has consulted extensively on the strategic design of compensation systems and on the design of specific pay innovations such as skill-based pay and gainsharing. His research on compensation includes co-direction of a study of 97 skill based pay plans for the American Compensation Association.
Coordinator: Caroline Pike, Knowledge Systems and Research, Inc.
SECTION 2 (Half Day)
EEO: LEGAL AND REGULATORY DEVELOPMENTS
David A. Copus David P. Jones and James C. Sharf
Jones, Day, Reavis, & Pogue HRStrategies
This half-day workshop will cover both legal and regulatory developments as well as the legislative bidding on both sides of the Presidential campaign. Legal issues will be framed by proposing alternative uses of assessment procedures based on actual validity evidence and/or on fact situations presented at trial. Specific topics to be covered include:
Judicial Trends in Title VII Case Law, such as requirements for a formal validation study, statistical prima facie definitions of discrimination, precedent of transporting and generalizing validity evidence, banding, testing only targeted applicants, and jury trials involving disparate treatment.
Age Discrimination in Employment Act, including the applicability of the "adverse impact" definition of discrimination, the applicability of the "Uniform Guidelines," and defending reduction-in-force procedures.
Americans with Disabilities Act, specifically the courts' interpretation of :reasonable accomodation."
Legislation, including issues related to the "Equal Opportunity Act of 1995," the California Civil Rights Initiative, and the status of federal preferential treatment and set-aside programs.
Alternative Dispute Resolution and its relationship to Title VII if the resolution is not voluntary.
Privacy issues with regard to state versus federal statutes.
David A. Copus is a partner in the Washington office of Jones, Day, Reavis & Pogue. Following a distinguished career at the EEOC, he entered private practice in 1977. He is a nationally recognized employment discrimination expert, having been named by the National Law Journal as "among the nation's best litigators in employment law." A graduate of Harvard Law School and widely published, David is a member of the Advisory Board of the National Employment Law Institute, the American Bar Association's Section on Litigation and Labor & Employment Law, and the editorial board of Corporate Counsel's Guide to the ADA.
David P. Jones is President and founder of HRStrategies, an international human resources consulting firm employing one of the largest groups of industrial psychologists in the world. HRStrategies specializes in the design, implementation and outsourcing of employee selection and assessment procedures. From his days as a Ph.D. student of Bob Guion's at Bowling Green University, Dave now employs a staff of over 500 that became affiliated with the benefits consulting company Godwins Booke & Dickenson, a member of the Aon family of companies. Dave has served as an expert witness in Title VII litigation and is a frequent speaker at business forums and legal seminars.
James C. Sharf served as EEOC's Staff Psychologist in the mid-1970s, where he negotiated the Uniform Guidelines on Employee Selection Procedures. With a Ph.D. from the University of Tennessee, his research has focused on developing biodata instruments and his writing on fair employment issues. Before joining HRStrategies and opening their Washington Office, Jim served as Special Assistant to the EEOC's Chairman whom he advised on "race norming" issues during the drafting of the Civil Rights Act of 1991. A Professorial Lecturer in two departments at the George Washington University, this will beJim's fifth SIOP "legal issues" workshop.
Coordinator: Kerrie Quinn Baker, Federal Bureau of Investigation.
SECTION 3 (Half Day)
MANAGING CONTEXTUAL PERFORMANCE
Stephan J. Motowidlo Walter C. Borman
University of Florida University of South Florida and
Personnel Decisions Research Institutes, Inc.
Job performance can be divided into two broad categories: task performance and contextual performance. Task performance includes activities that transform raw materials into goods and services produced by the organization. Contextual performance includes activities that go beyond technical aspects of the job, activities such as volunteering, persisting with extra effort, helping and cooperating with others, and endorsing organizational procedures and objectives. Related to behavioral patterns such as organizational citizenship behavior, prosocial behavior, and organizational spontaneity, contextual performance is arguably a critically important ingredient for organizational survival and effectiveness.
The workshop presenters will summarize the theoretical and empirical background for the development of ideas related to contextual performance. Presenters and participants will then focus on four managerial strategies for dealing with it -- selection, training, motivation, and organizational climate.
Selection issues include matters such as the relative predictive potential of personality and ability variables and selecting according to maximum or optimum scores. Training issues include questions about how specific forms of contextual performance can be identified and taught and how situational constraints might modify the particular form of contextual behaviors likely to be organizationally desirable. Motivation issues have to do with providing rewards for contextual behaviors that go beyond the job description and withholding rewards or correcting employees when they do not do "more than required." Organizational climate issues include effects of job satisfaction, organizational justice, and considerate supervision on the expression of contextual performance.
Stephen J. Motowidlo is Professor of Management and Director of the Human Resource Research Center at the University of Florida. He has consulted and published widely in areas related to employee selection, work motivation, morale, and occupational stress. He is a Fellow of SIOP and a member of the editorial boards of the Journal of Applied Psychology, Human Performance, and Journal of Management.
Walter C. Borman is Professor of Psychology at the University of South Florida and President of Personnel Decisions Research Institutes, Inc. He is past president of SIOP and has completed many projects in the areas of job analysis, performance appraisal, and personnel selection. He is on the editorial boards of the Journal of Applied Psychology, Personnel Psychology, and Group and Organization Management.
Coordinator: Linda Sawin, AL/HRMI.
SECTION 4 (Half Day)
LINKING EMPLOYEE SURVEY RESULTS TO KEY ORGANIZATIONAL OUTCOMES
Ann Marie Ryan Jack Wiley
Bowling Green State University Gantz Wiley Research
Those responsible for managing employee survey efforts seek to insure that survey programs align with organizational strategy and link to key organizational objectives. This workshop will focus on how to link employee survey results to important outcomes, particularly customer satisfaction and business performance. Based on a review of research published-to-date, the workshop will present a Linkage Research Model which connects leadership practices to employee and customer results, as well as to business performance. In addition, the case studies will be used to illustrate the more technical issues in linkage research data analysis and interpretation (for example, the usefulness of various outcome measures, appropriate units of analysis, aggregation of data and moderator variables). Also included will be a discussion of different techniques for how to present and use linkage research findings.
The workshop is aimed at those who are considering linking employee survey results to other organizational measures. Provided will be information on the kind of issues that need to be considered in such an undertaking, how to interpret linkage research results, and how to use such findings to improve survey efforts and more strategically affect organizational change.
Ann Marie Ryan is Director of the Institute for Psychological Research and Application and an Associate Professor at Bowling Green State University. As a firm believer in conducting research to address practical problems, she has published on a variety of topics, including individual assessment, personality testing, and applicant reactions to selection procedures. Through her university research and private consulting firm, AMR, Inc., she has been involved in research on connecting employee attitudes to organizational outcomes.
Jack Wiley is President, Gantz Wiley Research, a consulting firm specializing in conducting employee opinion and customer satisfaction surveys for corporate clients both domestically and internationally. Previously he was Director of Organization Research at Control Data Business Advisors. He also held personnel research positions at National Bank of Detroit and Ford Motor Company. He received his Ph.D. in Organizational Psychology from the University of Tennessee in 1978. He is a Licensed Consulting Psychologist, a Senior Professional in Human Resources (Human Resources Certification Institute), and has several years of graduate/business school teaching experience as an adjunct professor.
Coordinator: Michael York, School of Psychology, Georgia Tech.
SECTION 5 (Half Day)
SUCCEEDING AT MAJOR ORGANIZATIONAL CHANGE
Linda L. Hoopes
ODR, Inc.
Many organizational changes are undertaken with high hopes, but in too many cases the expected benefits are not fully achieved. Many of the barriers to successful organizational change reflect inadequate sponsorship from organizational leaders. This can take many forms, including: initiating more changes than the organization can handle, providing inadequate support for important initiatives, and allowing a project to become sidetracked before completion in order to pursue the next bright idea.
The workshop will focus on defining and clarifying the sponsor's role, on techniques and tools for identifying potential sponsorship problems, and on tactics for securing and maintaining strong sponsorship for major organizational change. It is primarily designed for internal or external agents of change who would like to improve the success rate of changes they undertake by developing more effective and powerful relationships and key sponsors. It will also be beneficial for individuals who are involved in helping executives develop their skills as effective leaders of major change. The session will integrate presentation, discussion, and exercises focusing on real-life situations. The objective of the session is for participants to take away both a stronger conceptual understanding of sponsorship and a set of skills that will be useful in their daily work.
Linda L. Hoopes is the Director of Research and Diagnostic Development at ODR, Inc. in Atlanta, Georgia, and an adjunct assistant professor of psychology at the Georgia Institute of Technology. She holds a Ph.D. in Industrial Organizational Psychology from the University of Tennessee. Her research interests focus on various aspects of organizational change as well as the resilience of individuals, teams, and organizations. She has developed a number of tools which are used to assist client organizations in the implementation of major change. She is an active member of SIOP and of the Atlanta Society for Applied Psychology.
Coordinator: Linda Carr, Allstate Research and Planning Center, Timothy Clifton, Andersen Consulting.
SECTION 6 (Half Day)
DESIGNING EXECUTIVE EDUCATION WITH THE
WHOLE PERSON AND THE WHOLE ORGANIZATION IN MIND
Nancy L. Badore Gary E. Jusela
Formerly of The Ford Motor Company The Boeing Company
Organizations everywhere are seeking to navigate a world of continuous change. The demands for adaptive leadership are as great as ever, and a challenge for organizations is to facilitate the continuous learning of senior executives. Executive education designed well is a tool for accelerating the agenda of organizational learning and cultural change.
This workshop will draw on our respective and combined experiences in designing and implementing executive education within Ford Motor Company and the Boeing Company. Our objective for this session will be to engage the audience in a process of collective inquiry and dialogue, addressing such subjects as:
Establishing the credibility and political support for launchingand sustaining executive development;
Creating and managing effective teams for curriculum design;
Following a reliable method for program development, starting with customer data and establishing a purpose that matters;
Finding the flow by managing the polarities of control versus
chaos, head versus heart, and task versus process;
Assessing program outcomes; and
Refining and expanding program offerings
We will employ a design for this session that mirrors the processes we have used in our respective curricula, balancing theoretical and practical presentations with active engagement and dialogue among seminar participants.
Nancy Badore was an Executive Director with The Ford Motor Company. She founded and ran Ford's Executive Development Center, a strategic and educational forum serving the top 2000 executives world-wide. Prior to that, she was responsible for directing large-scale organizational change efforts for Ford. Her work has been documented in such books as Richard Pascale's Managing On the Edge, Donald Petersen's A Better Idea, and Sally Helgeson's The Female Advantage. Now a consultant, she specializes in assisting senior management teams achieve strategic organizational change. Nancy received her B.S. and M.A. in Experimental Psychology from California State University, San Diego, and her Ph.D. in Social-Community Psychology from Boston College.
Gary Jusela is the Corporate Director of Executive Education and Development for The Boeing Company, where he is responsible for managing the company's Senior Executive Program and advising company management and employees on large-scale systems change, teamwork, and empowerment. Prior to joining Boeing, he served as an internal consultant with The Ford Motor Company, addressing cultural change with a wide range of Ford's domestic and global operations. Gary received his M.A. and Ph.D. in Organizational Behavior from Yale University and his B.S. in Psychology from the University of Michigan.
Coordinator: Rogers Taylor, State Farm Insurance Companies.
SECTION 7 (HALF DAY)
CORPORATE LEADERSHIP SUCCESSION: IDENTIFYING, DEVELOPING AND
UTILIZING LEADERSTO ACCOMPLISH CORPORATE STRATEGIES
Robert F. Silzer, Ph.D. Mirian M. Graddick, Ph.D.
HR Assessment and Development Inc. AT&T
The workshop is intended to provide a broad framework for leadership succession in an organization beyond traditional succession or replacement planning.
This half-day workshop will discuss approaches to:
specifying future corporate leadership needs,
identifying existing and potential leadership talent,
providing developmental experiences and opportunities,
utilizing talent in human resource decisions
The workshop will draw upon the corporate and consulting experiences of the workshop leaders and participants. Both leadership succession concepts and tools will be reviewed. The workshop is designed to help participants: understand the various frameworks used to identify leadership success, learn practical concrete techniques for developing a succession system, understand how to approach succession planning in a dynamic, changing environment, identify the critical success factors required to effectively implement a succession system, identify ways to link succession planning with ongoing development, and identify key roles and responsibilities in succession planning.
The workshop is for professionals who are either experienced in leadership succession and want to learn some new approaches or new to the topic and want a basic understanding of how to think about and develop succession planning systems.
Robert F. Silzer is currently President of HR Assessment and Development Inc., a New York based consulting firm. He has 20 years experience as an internal corporate manager and an external consultant working with many major corporations in executive and management issues. He also is an adjunct professor at New York University in the Graduate Psychology Program. He received his Ph.D. in industrial and organizational psychology and counseling psychology from the University of Minnesota.
Mirian M. Graddick is currently Vice President - Executive Human Resources, Multimedia Products Group. She is responsible for executive succession planning, staffing, compensation, benefits, leadership development, HR professionalism and EO/AA/Diversity. She also supports the Group Level HR needs within the Multimedia Products Business Units and Division. Dr. Graddick received her M.S. and Ph.D. from Penn State in Industrial/Organizational Psychology.
Coordinator: William Grossnickle, Psychology Department, East Carolina University.
SECTION 8 (Half-Day)
PERSONALITY AND INTEGRITY TESTING FOR PERSONNEL SELECTION:
ISSUES AND CONTROVERSIES
Paul R. Sackett Leaetta M. Hough
University of Minnesota Personnel Decisions Research Institutes, Inc.
The workshop will focus on providing attendees with a basis for sound decisions about the incorporation of personality or integrity testing into selection systems. Issues that have proven controversial about these kinds of tests will be reviewed from the perspectives of both the critic and the supporter of personality and integrity testing. Topics examined include job analytic techniques, the use of the "Big 5" vs. other conceptual frameworks, legal issues in light of the ADA and the Civil Rights Act of 1991, response distortion, concerns about the social costs of misclassification, and the research base supporting personality and integrity tests.
Paul R. Sackett has been an active researcher in the area of integrity testing for many years and has written four comprehensive reviews of developments in this area (1979, 1984, 1989, and 1995). He holds the Carlson Professorship in Industrial Relations at the University of Minnesota, and received his Ph.D. in Industrial and Organizational Psychology at the Ohio State University. He served as the editor of Personnel Psychology from 1984 to 1990, and co-authored the text Perspectives on Employee Staffing and Selection. He served as president of SIOP in 1993-1994.
Leaetta M. Hough is a leading researcher in the use of personality measures for making personnel decisions. She published a JAP monograph (1990) on the validity of personality constructs and the effect of intentional distortion on validity, and recently co-authored a chapter on personality for the forthcoming Frontiers volume Individual Differences and Behavior in Organizations. She received her Ph.D. from the University of Minnesota in 1981, and has authored over 150 articles, chapters, technical reports, and conference papers. She is a co-editor of the four-volume Handbook of Industrial and Organizational Psychology, and is a fellow of SIOP, APA, and APS. She is a founder and executive vice president of Personnel Decisions Research Institutes, Inc.
Coordinator: Terri Scandura, School of Business Administration, Department of Management, University of Miami.
SECTION 9 (Half-Day)
SUCCESSFUL INTERNAL CONSULTING: A LOT OF THINGS THAT WORKED
AND SOME THAT DIDN'T
Oliver H. London
London & Associates
Credibility, trust, value-added and partnership are keys to success as an internal consultant. The most common obstacles are gaining credibility within the organization and ensuring that your services' value-added are obvious, especially against the bottom line. This workshop will provide insight on the unique role of the internal consultant through the experience of someone who has been there in multiple industries. This session is intended for professionals currently functioning as internal consultants or considering becoming one.
Some of the specific issues that will be discussed include:
how to start up an internal consulting function
building the staff and choosing the right services to offer
how to market your services based on an impact-driven strategy
how to gain and maintain credibility within the organization
how to say no
how to create alignment with the mission, vision, values
measuring the impact of your contributions
a comparison of internal consulting across several industries -similarities and differences
Oliver London currently owns a consulting firm, London & Associates, which concentrates on employee development, skills assessments, and organization change. Prior to establishing his consulting firm, he was vice-president of Organization Development and Education for Harris Methodist Health System -- an integrated health care system with 230,000 covered lives, seven owned hospitals and affiliations with 51 other hospitals and 2,000 physicians. In this position he worked in culture change, core competency development, learning to learn, training, performance measurement, computerized task analysis and development, executive team building, succession planning and the development of Harris University. Dr. London was an internal consultant with a number of different companies before working with Harris, including Brown-Forman Corporation, Burger King, the National Broadcasting Company (NBC), and PPG Industries. He taught graduate and undergraduate classes in Industrial/Organizational Psychology at the University of Pittsburgh for six years. He holds a Ph.D. in Industrial/Organizational Psychology from Colorado State University, a Master's degree from the University of Texas at Austin, and a bachelor's degree from Susquehanna University.
Coordinator: Lisa Collings, Harris Methodist Health Services.
SECTION 10 (Half-Day)
LESSONS LEARNED ABOUT LEARNING ORGANIZATIONS
Peggy K. Steele Kristin P. Wright
International Learning Systems, Inc. International LearningSystems, Inc.
In environments involving high levels of competition, rapid change, and increasingly sophisticated customers, successful organizations will be those characterized as "learning organizations." One of the hallmark characteristics of a learning organization is permeability and the capacity to readily share material, human, and information-based resources within the organization, and between the organization and its external environment. In learning organizations, individual members of the organization, teams, units, and divisions understand how they influence the operations of the organization. Similarly, the individuals, teams, units, and divisions recognize how they, in turn, are influenced by the organization and its environment. It goes without saying that such concepts represent a relatively dramatic shift in the thinking of organizations and their members.
The purpose of this workshop is to share fundamental principles underlying learning organizations and perhaps more importantly, to discuss how such principles can be applied in our efforts to guide clients toward organizational effectiveness. We will share lessons from our own company's development as a learning lab as well as our experiences advising clients as they establish themselves as learning organizations. The workshop will be highly interactive and will involve cases that challenge participants to consider critical issues associated with the development and maintenance of learning organizations -- from the consultant and the participant perspective.
This workshop is intended for persons who engage in or have interest in consulting related to organizational effectiveness. Participants should have a basic understanding of open-systems theory.
Peggy Steele is founder and president of International Learning Systems, Inc., a personnel systems consulting firm in Golden, Colorado. Steele brings a unique combination of skills to ILS -- with training in theater, education, and business. Steele has a master's degree in education from Northwestern University in Evanston, IL, with advanced certification through the Kellogg School of Management and a bachelor's degree from Northern Illinois University. She has won numerous awards and is recognized for the quality of her work with organizations in the areas of research, leadership, and sales and service training. Steele founded and has led ILS with explicit desire to balance the company's development as a legitimate consulting business and its emergence as a learning organization.
Kristin Wright is an assessment and evaluation specialist for International Learning Systems, Inc. She is currently completing her doctorate in industrial/organizational psychology at Colorado State University with an emphasis on social dynamics associated with the employment of persons with disabilities. Wright holds a bachelor of science degree in psychology and a master of science degree in industrial/organizational psychology. At ILS, Wright has been involved in the development of certification programs, training evaluation, diversity-related organizational assessments, and a variety of other applied business research projects. Wright is also a part-time faculty member of the University of Colorado at Denver.
Coordinator: Angela McDermott, Dell Computer Co.
SECTION 11 (Half-Day)
BUILDING BUSINESS MEASUREMENT SYSTEMS TO DRIVE PERFORMANCE
Don Schilling Albert Valera,
Weyerhaeuser Company Texaco, Inc.
In today's intensely competitive environment, the rate of improvement is one of the most decisive factors influencing an organization's ability to gain and sustain a competitive advantage. Before we can embark on a never-ending journey of improvement, however, we must first be able to measure performance. With measures we can set goals, monitor progress toward those goals and involve everyone in removing barriers to performance improvement.
This workshop presents a proven framework for identifying and developing the vital few measures that drive performance at all levels of the organization. Approaches to performance feedback are reviewed. How desired performance results can be achieved by linking performance measures to team problem-solving activities and reward and recognition systems will also be discussed.
Don Schilling is a Human Resource and Organization Development Manager for Weyerhaeuser Paper Company. He is currently implementing a high performance work system in a major Northwest paper mill. Previously, Don has held positions as Director of Quality for Char-Broil, a market leader in outdoor cooking appliances, and Senior Consultant for Tarkenton Productivity Group, a consulting firm promoting innovative management practices. His 15 years of experience span a wide range of high involvement and quality improvement initiatives. Don holds an M.S. in Behavior Analysis from Southern Illinois University and a B.A. from the University of Cincinnati.
Albert Valera is an organizational effectiveness consultant for Texaco, Inc. In this role he works with Texaco managers world-wide to improve organizational performance. Prior to joining Texaco, Albert worked for Weyerhaeuser Paper Company as a Human Resource Manager and for Martin Marietta Aerospace as an organizational development specialist. Throughout his career Albert has been involved in TQM practices. Albert holds an M.B.A. from Millsaps College (1986) and a B.B.A. from Loyola University (1983).
Coordinator: Alison Eyring, Texaco, Inc.
SECTION 12 (Half-Day)
STRATEGIC MANAGEMENT
Albert A. Cannella, Jr.
Texas A&M University
Strategic management and industrial organizational psychology have tended to go their separate ways in that few individuals have received training in both areas. The emphasis in strategic management has always been the development and maintenance of competitive advantages. These provide the firm with ways to defend itself against competitive attack, thus helping to insure long-term survival and profitability. Until recently, the views which dominated strategic management tended to view human actors as relatively uniform across firms, and therefore of little value with respect to competitive advantage. Recent developments in strategic management, however, highlight the value of firm-specific resources for the development of competitive advantage. Indeed, in the resource-based view of the firm, human resources comprise perhaps the most critical source of firm-specific resources and thus competitive advantages.
This workshop will provide an overview of strategic management, including traditional views and the more recent resource-based view. The discussion will center on developing an understanding of what strategic management is, how strategic analyses are done, and the linkage between strategic management and industrial organizational psychology.
Albert A. (Bert) Cannella is Associate Professor of Strategic Management at Texas A&M University. He received is Ph.D. in strategic management from Columbia University in 1991. His research interests center around executives and their roles in strategy and strategic management. His published work has appeared in a number of academic and practitioner journals. He won the 1994 Former Students Association Outstanding Teacher Award for the College of Business Administration and Graduate School of Business at Texas A&M and currently serves on the Editorial Boards for both Academy of Management Journal and Journal of Management.
Coordinator: Patrick Wright, Texas A&M University.
SECTION 13 (HALF-DAY)
GOING GLOBAL: ISSUES IN APPLYING I/O APPROACHES ACROSS CULTURES
Ellen Van Velsor Charles J. de Wolff
Center for Creative Leadership Catholic University of Nijmegen
John R. Fulkerson
PepsiCo Foods & Beverages International
U.S. employers are making significant changes in response to the global economy. Whether in response to NAFTA, the new political realities of Eastern Europe or the economic development of Southeast Asia, U. S. organizations are expanding their presence around the globe. However, employers are facing a key challenge in doing this: they must manage people in different cultural contexts. Organizations are facing the issue of whether they can apply their U.S. developed human resource programs across diverse cultures.
This workshop will address issues in applying human resource programs in the international context. Addressing I/O topics that impact the cross-cultural management of human resources, the workshop leaders will cover issues affecting selection, management development and performance management in the international context. Workshop presenters will address such issues as: global management characteristics, cross-cultural values and their impact on HR issues, the impact of socio-economic infrastructure on applying concepts of I/O psychology and selection issues in Europe vs. the U.S.
Ellen Van Velsor is a Research Scientist and Director of the Product Development Research group at the Center for Creative Leadership (CCL). She holds a Ph.D. in Sociology from the University of Florida and was a Postdoctoral Fellow in adult development at Duke University. In her 12 years at CCL she has conducted extensive research on issues in leadership. An author of numerous publications, she has co-authored Breaking the Glass Ceiling: Can Women Reach the Top of America's Largest Corporations? (1991, Addison-Wesley), and "Why Executives Derail: A Cross-Cultural Perspective" (1995, Academy of Management Executive).
Charles J. De Wolff is an emeritus professor at the Catholic University of Nijmegen, Holland. He studied I/O psychology at the Free University in Amsterdam and has extensive experience in both organizational and academic settings. He worked for 8 years as a research psychologist for the Royal Dutch Navy and for 16 years as head of the psychology department of Hoogovens (a Dutch steel company). He has been a professor of I/O psychology at Leyden University and at Nijmegen for 19 years. He has consulted extensively in Europe on I/O issues and has served as a board member of several organizations. He has been active on the boards of several professional organizations and has served as Secretary General of the International Association of Applied Psychology. He has published extensively on the topics of personnel selection, organizational stress and professional issues and is co-editor (with Drenth and Thierry) of the Handbook of Work and Organizational Psychology (Wiley) and the New Handbook (in press, Earlbaum).
John R. Fulkerson is Vice President of Organization and Management Development at PepsiCo Foods & Beverages International. He is responsible for the development and implementation of human resource programs in company owned plants, franchise operations, joint ventures and distributorships in the 160+ countries in which they operate. He received his Ph.D. from Baylor University and has worked for the federal government, LWFW, Southwest Bancshares and for the past 13 years PepsiCo. He has led numerous human resource programs in the international context, including initiatives in: human resource planning, performance management/appraisal, leadership, management success/derailment characteristics, personnel practices and selection/on-boarding programs. He has co-authored articles on international human resources, including: "Managing Worldwide Diversity at Pepsi-Cola International" (in S.E. Jackson and Associates (Eds.), 1992, Diversity in the Workplace, Guilford Press) and "Strategic Performance Measurement and Management in Multinational Corporations" (1991, Human Resource Management).
Coordinator: Ronald C. Page, Saville & Holdsworth Ltd.
SECTION 14 (HALF-DAY)
LINKING PEOPLE MANAGEMENT TO CUSTOMER OUTCOMES
Berth Jonsson Jeffrey J. McHenry
SMG Management Group Microsoft Corporation
In the new service economy, the key to business success is creating customer value added (CVA), such as increased customer satisfaction and loyalty. A major challenge for our profession is helping managers understand how management practices build human capital in a way that creates CVA.
This workshop will:
describe a People Value Added (PVA) model that incorporates empowerment, competencies, learning, teamwork, and leadership,
discuss how PVA can be measured and communicated to management,
summarize survey based research at Microsoft and other companies that links PVA and people management practices to CVA, and
demonstrate how research linking people management practices (PVA) to customer satisfaction and loyalty (CVA) can be used to help initiate and energize organizational change.
Berth Jonsson is a Sociologist by training. He spent four years conducting business environment analysis for the Skandia Insurance Company and seventeen years working in the automobile industry for Volvo. He was the driving force behind Volvo's efforts to develop new manufacturing and job design systems which started in the world famous Kalmar Plant in Sweden. He later became Vice President of Human Resources for the Volvo Group. Since 1988, he has been a Senior Partner and Consultant with SMG, where he heads the Managing Value Potential (MVP) business area. He divides his time between projects in the U.S. and Europe.
Jeff McHenry is a manager in Microsoft's Executive and Management Development group where he is responsible for management and organizational development for worldwide sales and support. At Microsoft and in his previous job at Allstate Insurance he managed the company's employee survey. He has been involved in several research studies linking people management practices to business outcomes, such as customer satisfaction, productivity, and employee turnover. Jeff has a Ph.D. in Industrial/Organizational Psychology from the University of Minnesota.
Coordinator: Pat Pedigo, IBM Consulting Group.
SIOP JOB PLACEMENT SERVICES:
WHAT YOU NEED TO KNOW
The SIOP Conference will again offer job placement services at the 1996 Annual Conference. Since placement activity continues to grow substantially, job-seekers and employers who plan to use the services are highly encouraged to register in advance for the Job Placement Service.
Cost
The cost for job-seekers is $15.00 and for employers $25.00. (Employers may list multiple position openings for a total fee of $25.00.) On-site registration will be available for both job-seekers and employers for a fee of $35.00.
Who May Register for Job Placement Services
SIOP Job Placement Services is open to all members, including student affiliates. Any interested organization or employer may submit position openings in I/O Psychology, as well as other positions for which I/O training and experience is relevant. Position listings may be for full or part-time positions and/or internships.
How to Register
To register, complete the Job Placement Services Registration Form and mail with the registration fee payable to SIOP along with ten (10) copies of double-sided single page resume (for job seekers) or a double-sided single page position opening description (for employers). The copies should be highly legible and MUST conform to the one double-sided page requirement. These forms will be the actual documents made available during the conference. Be sure to use standard 8 1/2" by 11" paper so all materials will fit properly into the notebooks. Letterheads are acceptable, but please be aware that materials provided to participants after the conference, or by mail, will be photocopied.
Job Placement Services Pre-Registration Deadline
Job Placement Services pre-registrations must be received on or before April 12, 1996. Facsimile copies of materials will not be accepted.
Mailing in your Job Placement Services Pre-Registration Form
Please mail your form to: Steven D. Ashworth
SIOP Job Placement Services
Allstate Research & Planning Center
321 Middlefield Road
Menlo Park, CA 94025
Job-Seeker and Employer Information During and After the Conference
Notebooks containing resumes and job descriptions will be available for review throughout the SIOP Conference by job placement registrants only. Each registrant will be assigned a private mailbox, and will be permitted to leave messages in the mailboxes of other registrants. Copies of Job-Seeker and Employer Notebooks will be available one-week after the Conference at a cost of $25.00 each.
Recommended Format and Content: For the Job-Seeker (one single, double-sided page only)
! Name, address, and telephone number (You may want to include information on how and when to contact you, including availability at the Conference)
! Position desired, including preferences for work setting, geographic location, etc.
! Educational level
! Work experience
! Publications and presentations (summarize if necessary)
! Other relevant information
Recommended Format and Content: For the Employer (one single, double-sided page only)
! Position description: responsibilities and job duties
! Organizational information: type of business, number of employees, etc.
! Geographic location
! Travel and other requirements
! Minimum qualifications
! Salary/benefit information
! Other relevant information which may include description of organization culture, work setting, type of work, etc.
JOB PLACEMENT SERVICES PRE-REGISTRATION FORM
All registration materials must be received by April 12, 1996. After this date, only on-site registrations will be permitted.
Name:
Address:
Phone: ( )
Are you (check one):
____ Job-Seeker (regular, full, or part-time)
____ Job-Seeker (internship)
OR
____ Employer (regular, full or part-time)
____ Employer (internship)
Do you wish for your registration to be anonymous?
____ No (NOTE: Anonymous registrants will be assigned a mailbox ____Yesand permitted access to the placement area, but job listings or resumes will not appear in notebooks.)
JOB PLACEMENT REGISTRATION CHECKLIST
! Registration form?
! Check, payable to SIOP ($15 for job-seekers, $25.00 for employees). U.S. currency only. (Remember, on-site registration fee will be $35.00.)
! Ten (10) copies of a double-sided single page resume or job-description on standard paper?
Mail all materials to:
Steven D. Ashworth
SIOP Job Placement Services
Allstate Research & Planning Center
321 Middlefield Road
Menlo Park, CA 94025
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