Creating a new employment deal. Total rewards and the new workforce

Organizational Dynamics

Volumn 40, Issue 4, 2011, Pages 302-309

  Lawler, Edward E ^a  

^a FWI ^*  (United States)

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EID: 80054838852     PISSN: 00902616     EISSN: None     Source Type: Journal    
DOI: 10.1016/j.orgdyn.2011.07.007     Document Type: Article

References (11)

1. A good reference on generational differences is Jennifer Deal, Retiring the Generation Gap: How Employees Young and Old can Find Common Ground (San Francisco: Jossey- Bass, 2006).
2. It avoids overstating the case for them and provides some interesting research data. There is an enormous literature on work design that analyzes individual differences in how people respond to work. My favorite is the classic book by J. R. Hackman and G. Oldham, Work Redesign (Boston: Addison-Wesley, 1980).
3. An excellent book by Denise Rousseau, I-deals: Idiosyncratic Deals Employees Bargain for Themselves (Armonk, NY: M. E. Sharpe, 2005)
4. develops the concept of psychological contracts. It discusses the often hidden, but widespread phenomenon of idiosyncratic deals that individuals develop in order to customize their employment situation. A recent book by S. Cantrell and D. Smith, Workforce of One: Revolutionizing Talent Management Through Customization (Boston: Harvard Business Press, 2010)
5. provides numerous examples of how companies are individualizing their employment deals. It provides details of what Best Buy has done as well as a good description of the practices of Deloitte and Accenture. For more information on flexible hours
6. see M. Conlin, ''Smashing the Clock,'' Business Week, 11 December 2006, 60-68. My first two articles on individualizing work were published in 1974, ''The Individualized Organization: Problems and Promise,'' California Management Review, 17(2), 31-39
7. ''For a More Effective Organization - Match the Job to the Man'', Organizational Dynamics, 3(1), 19-29.
8. (Please excuse ''man'', times have changed!). I have been intrigued by the topic ever since. In a 2000 Organizational Dynamics article I revisited the issue of individualizing the employment deal.
9. See E. E. Lawler and D. Finegold, ''Individualizing the Organization: Past, Present and Future,'' Organizational Dynamics, 2000, 29(1), 1-15.
10. My recent book on talent management focuses on how it can fit the overall management approach an organization takes.
11. See E. E. Lawler, Talent: Making People your Competitive Advantage (San Francisco: Jossey-Bass, 2008).