WORK AND A LIFE

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WORK AND A LIFE Dr Peter Saul Director, Strategic Consulting Group Presented to AHRI National Convention, May 1999 Adelaide

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"The result of work is individuals" "The view I came to is that life is an inalienably disillusioning knowledge for most people. A few people can't adapt to that." Premier, Bob Carr, talking after the NSW Drugs Summit 21st May 1999

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WORKING HARDER, LONGER, LESS SECURE "I have colossal workloads, no time off in lieu, no coffee breaks, no sufficient preparing. A little while I don't have sufficient energy to think and have endured nervousness and stress. I really needed to require some investment off and looked for guiding and prescription. Individuals never take a day away from work in lieu." Finance part laborer "I thought, this is not a grown-up toy [regularly working 12 hour days, including weekends], this demonstrates you don't have anything else to go home to. I began to see that I had gulped the corporate myth and that it wasn't especially sound… .There was more to life than simply work". Senior HR administrator Source: "Australia at Work" (p. 6 and p.110) ACIRRT, Sydney 1999

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RUMBLINGS EVEN AT THE TOP "Australia's business world is a lamentable corporate structure loaded with work-fixated male administrators. The inescapable culture is that representatives are possessed. Responsibility is characterized not by profitability or proficiency, but rather by the quantity of hours one puts in. "… [working fathers] persistently express that their kids are the most vital thing in their lives however never invest any energy with them. They decline to change the corporate culture through which they fought their way to the top, frequently at extraordinary cost to their families". Daniel Petre, ex MD of Microsoft Australia and creator of "Father Time"

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Work exertion: higher 58% lower 4% no change 36% Amount of weight on occupation: higher 49% lower 7% no change 42% Pace of the employment: higher 46% lower 4% no change 49% Satisfaction with work/family adjust: higher 14% lower 26% no change 58% Satisfaction with occupation: higher 30% lower 29% no change 40% Source: Derived from AWIRS 95, Employee Survey detailed in Australia at Work 1999, p. 106 IMPACT OF WORKPLACE CHANGES

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THE COST OF WORKPLACE STRESS "Worry at the workplace and in the processing plants is assessed to cost Australia at any rate $150 million a year in laborers' pay guarantees and has now achieved pestilence extents". "Mounting restorative research confirm proposes stress can profoundly affect the safe framework, raising worries that delayed or extraordinary anxiety may build the danger of contaminations and different ailments, potentially growth." "… stress is adding to expanding rates of dejection and other emotional sickness". Sydney Morning Herald, p.1, January second, 1996

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WHO ARE YOU CREATING? "You can arrange everything in your life, and after that the rooftop collapses on you since you haven't done what's needed considering your identity and what you ought to do with whatever remains of your life.... Individuals ask me for what reason despite everything i'm working so hard. I disclose to them that without that, and without my children and grandkids, I'd lose it - I'd have nothing". Lee Iococca - following three years of retirement from Chrysler Fortune, 24 June 1996, p. 47

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SUCCESS TODAY DEPENDS ON WHOLE HUMAN BEINGS THE MORE CREATIVITY, COMMITMENT, PASSION, CARING, TEAMWORK AND DISCRETIONARY EFFORT EMPLOYERS WANT FROM THEIR STAFF, THE MORE OF THE WHOLE HUMAN BEING THEY WILL HAVE TO INVITE INTO THE EMPLOYMENT RELATIONSHIP

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MANAGING CHAOS "In Chaos you can't do, you can't arrange, you can't motivation to an end point. In Chaos, you must be." "The 500-Year Delta" by Jim Taylor and Watts Wacker 1997, p.16

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LOOKING IN THE MIRROR "We don't see things the way they are. We see things the way we are." Talmud

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WE ARE PART OF THE PROBLEM We need financial, social and natural riches in addition to mental "riches" of "keeping up" Constant weights to try to more, unique We work (harder) to fulfill present and future needs Economically one-sided societies and extreme "individuals" approaches Less time for non-work life, including citizenship Dependence on outsiders; and interest for "latent" $ Pressure on pioneers for $ execution Emphasis on $ returns and not falling behind companions Third gatherings driven by their qualities, standards, recognitions

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WHY DO WE FEEL SO UNEASY? Developing QUANTUM AND DIVERSITY OF WANTS Persistent holes amongst real and craved lives THE OLD "Arrangements" ARE BEING Dishonored : Security for steadfastness A period of simplicity for a period of diligent work Share of flourishing for trust in government, pioneers Meaningful life for not addressing current worldview THE OLD BASES FOR DECISIONS ARE FAILING US: Reason Precedent Rules Formal expert WE KEEP POLISHING AN OUTDATED PARADIGM Newtonian, straight levelheadedness and control Avoidance of tension

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A TEST What are the 5 most critical skills or qualities you endeavor to create on the grounds that you trust they are basic to being a fruitful HR proficient? What are the 5 most critical capabilities or attributes you endeavor to create in light of the fact that you trust they are fundamental to being a fruitful person? What are the outcomes of endeavoring to create and show the last abilities and qualities in your present association?

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A PERSONAL SEARCH FOR BALANCE MORE REALISTIC EXPECTATIONS AND CLEAR PRIORITIES SHARING CONCERNS, RESOURCES ASK FOR WHAT YOU NEED COURAGE TO DISAPPOINT SOMEONE IMPORTANT TO YOU CREATIVE SYNERGY STAYING REASONABLY FIT AND HEALTHY BEING ABLE TO QUICKLY "CHANGE THE STORY"

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IT'S SOCIETY STUPID - A DAWNING Realization "Everybody from the far Left to the far Right, from business and from welfare, is utilizing a similar dialect, focusing on the requirement for a coordination of social and financial approach; for the advancement of social consideration; for the modifying of our supplies of social capital". Michelle Gunn revealing in the Weekend Australian on "Australia Unlimited" meeting held in Melbourne on 4-5 May 1999

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AN AUSTRALIAN SCENARIO CREATE CITIES AND REGIONAL COMMUNITIES WHERE GLOBAL KNOWLEDGE WORKERS CHOOSE TO LIVE AND RAISE THEIR FAMILIES Leading edge work in energizing corporate bunches World class, open, learning offices Reliable, shoddy broadcast communications Efficient, modest nearby/universal transport Attractive town arranging, condition administration Neighborhood "asset centers" Social administrations to help make sheltered, steady, clean groups ACTIVELY FOSTER Organizations AND SUPPORT INDIVIDUAL CAREER CHOICES THAT REINFORCE THE NATIONAL "MAGNET" STRATEGY Differential duty rates for "suppliers" and "takers"

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HR AGENDA - MOVING FROM MASS TO MICRO LEADERS WHO ARE SUCCESSFUL IN ATTRACTING THE BEST (SCARCE) TALENT WILL HAVE PEOPLE MANAGEMENT POLICIES AND PRACTICES THAT SUPPORT THEM IN : Involving all patrons in a mindful, important group Supporting donors' way of life decisions Fostering associations with benefactors in accomplishing imparted or reciprocal objectives Aligning to givers' close to home and expert qualities and yearnings Accommodating changes in the relationship because of changes throughout givers' life conditions Maintaining elevated amounts of supporter self-sufficiency, self-regard and essentialness Telling mission, qualities and "execution" stories that incorporate the above - and reliably typifying their stories

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LETTING OUR SOULS FIND US AGAIN One morning, in the wake of voyaging quick through the wildernesses of Africa, Andre Gide (the French creator) encouraged his local advisers for go ahead. They took a gander at him and with solidness stated: "Don't hustle us - we are sitting tight for our souls to make up for lost time with us". Adjusted from "Hierarchical Mindfulness" by Tom Heuerman with Diane Olson

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