Lyn Brodersen PhD Annual ISUEO Conference March 2014 Questions for the Future 1963 CA Vines Director Agricultural Extension Service University of Arkansas Little Rock posed alternatives for the future of Extension in a talk at Colorado State University in Fort Collins on June 18 ID: 473509
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Slide1
Iowa Workforce and Demographic Changes: Implications for the Organizational Culture of Iowa State Extension and Outreach
Lyn Brodersen
, Ph.D.
Annual
ISUEO Conference
March 2014Slide2
Questions for the Future: 1963
C.A. Vines, Director , Agricultural Extension Service, University of Arkansas, Little Rock, posed alternatives for the future of Extension in a talk at Colorado State University in Fort Collins on June 18, 1963.Slide3
How will Extension Adapt?
According to Vines, Watts, and Parks (1963):
It is apparent that problems are becoming more complex as changes take place in the economic and social structures of the nation. Many problems facing farm people are outside agriculture. We must involve competencies that go beyond those in the college of agriculture because of the interrelationships in present day society. (p. 241-242)Slide4
Three Alternatives
Provide informal education in forestry, families, agriculture, and related fields in both urban and rural areas without responsibility for development of additional resources or the community.
Provide the aforementioned informal education and provide leadership for resource and community development in rural areas.Slide5
Three Alternatives
3. Broaden Extension’s role to include
all
informal educational efforts, from all colleges housed within the University, in both rural and urban areas (Vines, Watts, & Parks, 1963).Slide6
Where Do We Fit?
Consider the alternatives Vines posed fifty years ago. How do those alternatives fit the nature of our work with the citizens of Iowa today?Slide7
Iowa Poverty Rates by Age 2007-2011
State Data Center of Iowa. (2013).
Iowa small area poverty rates 2007-2011
[Data file]. Available from
http://www.iowadatacenter.org/Slide8
Median Earnings of Males 16+ 2008-2012
State Data Center of Iowa. (2013).
Iowa sex by class of worker
and median income 2008-2012
[Data file]. Available from
http://www.iowadatacenter.org/Slide9
Median Earnings of Females 16+ 2008-2012
State Data Center of Iowa. (2013).
Iowa sex by class of worker and median income 2008-2012
[Data file]. Available from
http://www.iowadatacenter.org/Slide10
Iowa Educational Attainment by Place of Birth 2007-2011
State Data Center of Iowa. (2013).
Iowa educational attainment by place of birth 2007-2011
[Data file]. Available from
http://www.iowadatacenter.org/Slide11
2000-2010
U.S. population grew 9.7%; Iowa’s grew 4.1%
State metropolitan centers accounted for 10.1% population growth, while the rural areas of Iowa accounted for a decline of 5.4% (Swenson, 2013)
Slide12Slide13
2000-2010Changes in young adult population
According to Swenson (2013), nationally, the group of adults aged 35-44 declined by about 9%. This was due to a decline in the birth rate after 1969.
In Iowa, the group of adults aged 35-44 declined by over 18%. In rural areas, the decline was 30.4%.
The number of adults aged 24-34 in Iowa grew by 5.4%. The decline in rural areas was 5.3%.Slide14
Outmigration
The adults who left the State are in age categories that make them among the most productive, skilled, and educated Iowans.
Many of the adults who left the state had children as well. Iowa will feel the echo of this loss in about 20 years.
Slide15
Outmigraton
Workers aged 35-44 who departed would have composed most of the State’s leadership in social, political, and cultural efforts
.Slide16
What is to come?2012-2020
Nationally, the labor force over age 55 will grow by over 11 million.
Workers aged 25-54 will increase by only 1.7 million compared to 2010.
Workers aged 16-24 will contract by 2.6 million (Swenson, 2013).Slide17
Projected Iowa population changes 2010-2020
Swenson (2013) projects that workers age 45 to 64 will suffer a loss of 117,203.
The number of workers age 16-64 will decline by 74,142.
The population of Iowa over age 65 will grow by 106,740.
The State’s population over the age of 16 will grow, collectively, by 32,598.Slide18
Citizens over 60The Iowa Department on Aging indicates that, as of December 2012, Iowa ranks 11
th
of the 50 states in percentage of population over age 60, at 21.2%.
Iowa Department on Aging. (2013).
States ranked by age group as % of the total population: Population estimates July 1, 2012
[Data file]. Retrieved from
https://www.iowaaging.gov/sites/files/aging/documents/States%20Ranked%20by%20Age%20Group%20_2012%20Estimates.pdfSlide19
Citizens over 75Iowa ranks 4
th
of 50 states in the percentage of total population over age 75. In 2012, 7.5% of the State’s population, a total of 229,761, were in this category.
Iowa Department on Aging. (2013).
States ranked by age group as % of the total population: Population estimates July 1, 2012
[Data file]. Retrieved from
https://www.iowaaging.gov/sites/files/aging/documents/States%20Ranked%20by%20Age%20Group%20_2012%20Estimates.pdfSlide20
U.S. Census Bureau,
American Community
Survey, 2011
Woods & Poole
Economics, Inc.2013
Iowa Population over 65Slide21
The Aging of Iowa
44.6%
The
percent of total population
in Wahpeton
who
were age
65
and over
in 2010. Other Iowa cities
with high percentages
in this age
group were Beaconsfield (
40.0
%),Ledyard
(36.9%), Clio
(
36.3%)
and Diagonal (
36.1%).
17.8%
The
percent of the total
population age
65 and
over
in
2010
who
lived
in
Des Moines, Cedar
Rapids,
Davenport
,
Sioux
City,
Waterloo, and Dubuque.
State Data Center of Iowa. (2013).
Older Iowans: 2013
[Data file]. Retrieved from
http://www.iowadatacenter.org/Publications/older2013.pdfSlide22
The Aging of Iowa
43
The
number of Iowa counties with
a decrease
in
the
population age
65 and
over between 2010
and
2011
.
83
The
number of Iowa counties in
2040 in
which at
least
20% of the
residents will
be age 65 and
over, according to Woods & Pool Economics, Inc. In
2000,
that number was 30
.
22,318
The
number of people age 65
and over
in Des
Moines
, making
it the largest
population of this
age group in any Iowa city in 2010.
State Data
Center of Iowa
. (2013).
Older Iowans: 2013
[Data file]. Retrieved from
http://www.iowadatacenter.org/Publications/older2013.pdfSlide23
The Aging of Iowa
47,984
The
number of people age 65
and over
in Polk
County
, making it
the largest
population of this
age group in any
county in 2011.
23.8%
The
percent of total population
in Calhoun
county
who
are age 65
and over
in 2011. Other Iowa
counties with
a high percentage in this
age group are
Monona (23.6%);
Ringgold (23.6
%), Audubon
(
23.4%),
Dickinson (22.4
%),
and
Sac (22.3%).
37.0%
Over
a quarter of Iowans age 65
and over
in 2011
lived
in Polk, Linn,
Scott, Black
Hawk, Dubuque,
Pottawattamie, Woodbury
, and Johnson counties.
State Data Center of
Ioaa
. (2013).
Older Iowans: 2013
[Data file]. Retrieved from
http://www.iowadatacenter.org/Publications/older2013.pdfSlide24
Iowa Population Over 65
U.S. Census Bureau,
American Community
Survey, 2011
Woods & Poole
Economics, Inc.2013Slide25
Implications for our work
Economic stagnation
Workforce shortages
Population shifts to Iowa’s urban
centers
Stress on families
Poverty-related issuesSlide26
Implications for our workDecreased and aging populations in rural areas, resulting in more pronounced effects on economics and lifestyle
Economic and demographic patterns may provide increased incentives for outmigrationSlide27
How do these implications affect Extension and Outreach?
The shift in population to urban centers will change who we serve and the ways in which we work.
Rural economics and lifestyle will undergo rapid and significant changes.
Outmigration will change the nature of research, content, and delivery methods.Slide28
How do Vines’ alternatives look today?
Consider Vines’ suggestion that we serve both rural and urban areas, and offer programs from all colleges housed in the University.
Given our discussion of workforce and demographics, how might we shape the culture of our organization to meet the challenges of educational leadership, as well as economic and community development?Slide29
What is Organizational Culture?
Artifacts
Underlying Assumptions
Espoused Values (Schein, 1992)
Slide30
C
Renando
. (2010, November 21).
Organisational
culture defined, courtesy of Edgar Schein. [Web log comment]. Retrieved from http://www.sidewaysthoughts.com/blog/2010/11/Slide31
Organizational Culture Defined
Berrio
(2003) defines
contemporary
organizational
culture (OC)
as “inclusive of that which is valued
, the dominant leadership style, the language and symbols, the procedures and routines, and the definitions of
success”
that
distinguish one organization from another.
OC represents the
underlying assumptions, values,
expectations, collective
histories,
and
definitions
present in an
organization (Schein, 1992; Cameron & Quinn, 1999).Slide32
Dimensions of Organizational Culture
Z Liu.
(2009, October 6). Organizational culture and environment: The constraints-dimensions of organizational culture. [Web log comment]. Retrieved from http://healthymethod.blogspot.com/2009/12/organizations-culture.htmlSlide33
Competing Values Framework
According to
Berrio
(2003), Cameron
and Quinn (1999)
developed
an organizational culture framework built upon a theoretical model called the "Competing Values Framework."
This Framework
refers to whether an organization has a predominant internal or external focus and whether it strives for flexibility and individuality or stability and control. The
Framework
is
based
on six organizational culture dimensions and four dominant culture types (i.e., clan, adhocracy, market, and hierarchy). Slide34
Competing Values Framework
Cameron and Quinn (1999) created an Organizational
Culture Assessment Instrument (OCAI
) that
is used to
profile distinct
organizational
cultures.
This identification is
based on the core values, assumptions, interpretations, and approaches that
characterize a specific organization.Slide35
Dominant Culture Types
Berrio
(2003) asserts that the Competing Values Framework
can be used in constructing an organizational culture profile.
Through
the use of the OCAI, an
organization’s cultural profile
can be
extrapolated by identifying the
organization's dominant culture type characteristics.
The wider cultural
profile of an organization can be identified as:Slide36
Dominant Culture Types
Clan:
an organization
focused on
internal maintenance with
emphases on flexibility, people
, and
heightened sensitivity toward those the organization serves.
Hierarchy:
an organization
rooted in
internal
maintenance,
with
control and stability as priorities.
Adhocracy:
an organization
driven by external
positioning
and forces. An adhocracy is characterized by high degrees
of
individuality and flexibility.
Market:
an organization that
emphasizes external maintenance, with control and stability as priorities.Slide37
D
Ronfeldt
. (2009, May 13). Organizational forms compared: My evolving TIMN table vs. other analysts’ tables.
[Web log
comment].
Retrieved from http://twotheories.blogspot.com/2009/05Slide38
D
Ronfeldt
. (2009,
May 13).
Organizational forms compared: My evolving TIMN table vs. other analysts’ tables. [Web log comment]. Retrieved from http://twotheories.blogspot.com/2009/05Slide39
A
Guberman
. Organizational health. [
Web log comment].
Retrieved
from
www.primarygoals.netSlide40
CREATE Cultural Change
CLARIFY
organizational values;
create connections between leader values and organizational values
REINFORCE
the vision;
ensure that everyone in the organization is clear about vision and values
EMPOWER
behaviors aligned to values and vision;
remove obstacles
ALIGN
conversations
up and down the organization
TARGET
effort
on high impact areas
EMPHASIZE
success;
reward change
M Lanier. (2012, April 11). 6 steps to change your organizational culture. [Web log comment]. Retrieved from http://hroutsider.com/2012/04/11/6-steps-to-change-your-organizational-culture/Slide41
References
Berrio
, A. A. (2003). An organizational culture assessment using the competing values framework: A profile of Ohio State University Extension.
Journal of Extension, 41
(2). Retrieved from
http
://
www.joe.org/joe/2003april/a3.php
Cameron, K. S., & Quinn, R. E. (1999).
Diagnosing and changing organizational culture
. Reading, MA: Addison-Wesley.
Guberman
,
A. Organizational
health. [Web log comment]. Retrieved
from
www.primarygoals.net
Iowa
Department on Aging. (2013).
States ranked by age group as % of the total
population
:
Population
estimates July
1
, 2012
[Data file].
Retrieved from
https
://
www.iowaaging.gov/sites/files/aging/documents/States%20Ranked%20by%20Age%20Group%202 12%20
Estimates.pdf
Lanier, M. (2012,
April 11). 6
steps to change your organizational culture. [Web log comment]. Retrieved from
http://hroutsider.com/2012/04/11/6-steps-to-change-your-organizational culture
/
Liu, Z. (2009, October 6). Organizational culture and environment: The constraints-dimensions of organizational culture. [Web log comment]. Retrieved from
http
://healthymethod.blogspot.com/2009/12/organizations-culture.htmlSlide42
References
Renando
, C.
(2010, November 21).
Organisational
culture defined, courtesy of Edgar Schein. [Web log comment].
Retrieved
from
http
://www.sidewaysthoughts.com/blog/2010/11/
Ronfeldt
, D. (2009, May 13). Organizational forms compared: My evolving TIMN table vs. other analysts’
tables
. [Web
log comment]. Retrieved from
http://twotheories.blogspot.com/2009/05
Schein, E. H. (1992).
Organizational culture and leadership
(2nd ed.). San Francisco, CA:
Jossey
-Bass.
State
Data Center of Iowa. (2013).
Iowa educational attainment by place of birth 2007-2011
[Data file].
Available
from
http
://www.iowadatacenter.org/
State Data Center of Iowa (2013).
Iowa metropolitan areas (2003 definition)
[Data file]. Available from
http://www.iowadatacenter.org/
State Data Center of Iowa. (2013).
Iowa sex by class of worker and median income 2008-2012
[Data file].
Available from
http://www.iowadatacenter.org/Slide43
References
State Data Center of Iowa. (2013).
Iowa small area poverty rates 2007-2011
[Data file]. Available from
http://www.iowadatacenter.org/
State
Data Center of Iowa. (2013).
Older Iowans: 2013
[Data file]. Retrieved from
http://www.iowadatacenter.org/Publications/older2013.pdf
Swenson, D.A. (2013). Factors constraining Iowa labor force growth through 2020. Department of Economics Staff Report, Iowa State University.
U.S. Census Bureau. (2013).
American Community Survey, 2011, Woods & Poole Economics, Inc., 2013
[Data file].
Available from
http://www.iowadatacenter.org
/
Vines, C.A., Watts, L.H., & Parks, W.R. (1963). Extension’s future.
Journal of Cooperative Extension, 1
(4), 239-246.