The Impact of the Current 4Cs Skills Gap in Organizations

The Impact of the Current 4Cs Skills Gap in Organizations

by Behnam Bakhshandeh
Released September 2024
Publisher(s): Productivity Press
ISBN: 9781040105016

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Book description

The shortage of skills in the workforce is one of the major problems facing enterprises today.This book explores the impact of the 21st-century 4Cs skills gap in organizations and how it affects their performance, innovation, and competitiveness.

Table of contents

  1. Cover
  2. Half-Title
  3. Title
  4. Copyright
  5. Dedication
  6. Contents
  7. Foreword
  8. Preface
  9. Acknowledgments
  10. Advance Organizer
  11. About the Author
  12. 1 Overview and Background of Study
    1. Introduction
    2. The Knowledge Base
      1. Absence of 4Cs Training in Schools
      2. Problem Facing the Job Market
    3. Background of the Study
      1. Generation Gaps
      2. Soft Skills and Personal Traits
      3. Soft Skills and Employability
    4. Purpose, Intention, and Guidance
    5. What Is Next?
    6. References
  13. PART I RECOGNIZING THE PROBLEM, AND THE ROLE OF 4CS SKILLS GAP IN THE ECONOMY
    1. 2 Understanding the 21st-Century 4Cs Skills
      1. Introduction
      2. What Are Soft Skills?
      3. The 21st-Century 4Cs Skills in Business Context
        1. Critical Thinking
        2. Communication
        3. Creativity
        4. Collaboration
      4. What Is Next?
      5. References
    2. 3 The External Elements Impacting the Skills Gap
      1. Introduction
      2. External Elements with Impact on Causing 4Cs Skills Gap
        1. Motivational and Behavioral Theories
        2. Relativity of Perspective
        3. Herzberg’s Two Factors Theory
        4. Hackman and Oldham’s Job Characteristics Theory
      3. Educational System and Learning Theories
        1. Constructivism
        2. Contextual Learning
        3. Deficiency of Career and Technical Education Teachers
      4. Political Policies and Theories
        1. Fiscal Status of CTE Funding
        2. School-to-Work Opportunities Act of 1994
        3. No Child Left Behind Act of 2001
      5. Family and Society Theories
        1. Howard Gardner’s Theory of Multiple Intelligence
        2. Sociological Perspectives of Work
        3. Family Influences of Work and Prestige Attainment
      6. Other Relevant Issues
        1. Closing the Skills Gap
        2. The Skills-Employability Paradigm
        3. The Aging Workforce
      7. What Is Next?
      8. References
    3. 4 4Cs Skills Gap: A Present and Persistent Problem for Organizations—A Brief Literature Review
      1. Introduction
      2. What Is the Problem?
        1. Skills Gap
        2. Skills Shortage
        3. Skills Problems
      3. Is This Problem a Failure of the Education System?
        1. P21 Approach
        2. Math Proficiency
        3. Push for College
        4. Need More Than Career Technical Programs
        5. Lack of Urgency
        6. Essentials for Senior Management
      4. Soft Skills Are as Important as Cognitive Skills
      5. Help from the 21st-Century Teaching and Learning Environment
        1. Implementing Technology
        2. P21 Challenging 21st-Century Education
        3. Recognizing the Value of Soft Skills
      6. Strategies for Integration of Soft Skills and 4Cs Skills
        1. Readiness
        2. Leadership Skills
        3. Variety of Soft Skills
      7. Student-Centered Approach and Developing Soft Skills and 4Cs Skills
        1. Debates and Discussions
        2. Collaborating Groups
      8. What Is Next?
      9. References
    4. 5 Impact of 4Cs Skills Gap on the Economy
      1. Introduction
      2. Distinguishing Skills, Competencies, and Training
        1. Skills
          1. Soft Skills
          2. Hard Skills
        2. Competencies
        3. Training
      3. The 21st Century Economy Link to the 4Cs and Soft Skills Gap
      4. Position of Competencies and Skills in Economy
        1. Competencies in Performance Gap
      5. What Is Next?
      6. References
  14. PART II DIAGNOSING THE 4CS SKILLS GAP AND EVALUATING EMPLOYEES
    1. 6 Role of Needs Assessment in Competencies and Skills Development
      1. Introduction
      2. What Is Needs Assessment?
        1. Methods for Conducting Data Collection for Needs Assessment
          1. Observation
          2. Document Review
          3. Questionnaires/Surveys
          4. One-on-One Interviews
          5. Focus Groups
          6. Existing Data
        2. Advantages and Disadvantages of Data-Collecting Methods
      3. What Is Training Needs Assessment (TNA)
        1. Purpose of TNA
        2. Levels of a TNA
          1. Organization-Level Analysis
          2. Occupation-Level Analysis
          3. Individual-Level Analysis
        3. Primary Steps in Performing a TNA
          1. Internal and External Audit
          2. Data Collecting
          3. Detect Performance and Learning Needs
          4. Analyze the Data
          5. Distinguish Training Resolutions
          6. Give Feedback on Data Analysis
          7. Deliver Training Procedure
      4. Importance of Competencies for Organizations
        1. Competencies for Success in Organization Development
        2. Leadership Competency Model
          1. Essential Competency for Effective Training
          2. Essential Skills for a Trainer
      5. What Is Next?
      6. References
    2. 7 Identifying 4Cs Skills Gap Using Organization Diagnosis Models
      1. Introduction
      2. Organization Diagnosis Levels
      3. Individual and Group Behavior Model
      4. The Great Place to Work Model
      5. SWOT Analysis Model
        1. Strategies Based on SWOT Analysis
      6. What Is Next?
      7. References
    3. 8 Evaluating and Supporting Students and Workforce on Their Progress
      1. Introduction
      2. Models to Use in Evaluating Students and Workforce
        1. SCANS Report—2000
          1. Workplace Know-How
        2. The ACT WorkKeys Assessment
          1. Job Profiling
          2. Assessment
          3. Training
          4. Research
        3. Strada Education Network
          1. CAEL
          2. College Confidential
          3. Dxtera
          4. Education at Work
          5. Emsi
          6. Inside Track
          7. Roadtrip Nation
      3. The Changing Nature of Working and Employment
      4. High Demand of New Skills
      5. 21 st-Century Employment Demands 21st-Century Skilled Workforce
      6. What Is Next?
      7. References
  15. PART III IDENTIFYING WHAT IS REAL AND PRESENT IN ORGANIZATIONS
    1. 9 Values Placed on 4Cs Skills by Organizations
      1. Introduction
      2. Organizations’ Expectations of 4Cs among Their Workforces
        1. Critical Thinking
          1. Problem-Solving Mentality
          2. Constant Novice
          3. Get It Done
        2. Communication
          1. Relatedness
          2. Role Precision
          3. Transparency
        3. Creativity
          1. Thinking Outside the Box
          2. Solutions Oriented
          3. Innovative
        4. Collaboration
          1. Learning from Others
          2. Forming Team Atmosphere
          3. Developing Relationships
        5. Summary of Organization’s 4Cs Skills Expectations for Employees
      3. The Current Skills Gap from Organizations’ Professionals Viewpoints
        1. Critical Thinking
          1. Lack of Forming Decisions
        2. Deficiency of Training and Development
          1. Absence of Commitment
        3. Communication
          1. The Missing Base
          2. Vague Communication
          3. Inadequate Quality
        4. Creativity
          1. Absence of Imagination
          2. Ought to Be Creative
        5. Think Partnership
        6. Collaboration
          1. Working in Silos
      4. Defiance to Collaborate
        1. Employ 4Cs to Collaborate
        2. Summary of Observation on Current 4Cs Skills Gap by Organizations’ Management
      5. Contrast among Organizations’ Expectations of 4Cs and the Current Skills Gap
      6. Degree of Values Put on Any of the 4Cs Skills by Organizations
      7. What Is Next?
    2. 10 Impact of 4Cs Skills Gap on Team Performance
      1. Introduction
      2. Rating the 4Cs Skills’ Positive Effects on Team Performance
      3. Effects of Utilizing or Lacking 4Cs Skills on Team Performance
        1. Positive Effects of Utilizing 4Cs Skills on Team Performance
          1. Functioning During Emergency
          2. Enjoying Teamwork
          3. Focusing on Dedication to Workability
          4. Initiating Newfound Ideas
          5. Working on the Problem, Not the Emotions
          6. Pressing the Limits
          7. Helping Career Development
        2. Negative Effects of Lacking 4Cs Skills on Team Performance
          1. Acting First, Thinking Second
          2. Reacting to Heated Emotions
          3. Lacking Autonomy and Creativity
          4. Lacking Cross-Functioning Plan
          5. Lacking Self-Awareness
          6. Possessing Ineffective Communication
          7. Lacking Foresight
        3. Summary of 4Cs’ Positive and Negative Effects on Team Performance
      4. What Is Next?
    3. 11 Effective 4Cs Skills Training and Development
      1. What Do You Consider to Be an Effective 4Cs Skills T&D for Your Workforce?
        1. Practical Training
          1. Roles Specificity
          2. Role Play Practice
          3. Problem-Solving
          4. Soft Skills
          5. Team Building
          6. Case Studies Review
        2. Competitive Advantage
          1. Relationship Forming
          2. Market Expansion
          3. Consistency in Production
          4. Precision in Communication
          5. Customer-Centered Actions
          6. Change Confronting
        3. Attitude and Behavior
          1. Team Spirit
          2. Empathy and Understanding
          3. Higher Acceptance
          4. Motivation Improvement
          5. Interest in Growth
          6. Sense of Triumph
        4. Leadership Proficiencies
          1. Efficient Decisions
          2. Opportunity to Develop
          3. Exemplify Leadership
          4. Succession Planning
          5. Talent Retention
          6. Performance Improvement
      2. Summary of Elements of Effective 4Cs Skills Training and Development
      3. What Is Next?
    4. 12 Essence of Cohesiveness and Workability
      1. Introduction
      2. Additional Themes Raised Out of Interviews
        1. Empowerment
          1. Gratitude
          2. Inspiration
          3. Welcoming Opinion
        2. Connections
          1. Trust
          2. Devotion
          3. Endurance
        3. Vision and Values
          1. Integrity
          2. Sense of Duty
          3. Culpability
        4. 4Cs and Pandemic
          1. New Atmosphere
          2. Management Tactics
          3. Make It Happen
      3. Summary of Additional Themes Raised Out of Interviews
      4. Merged and Final Themes
      5. What Is Next?
  16. PART IV USE EMOTIONAL INTELLIGENCE TO CREATE COMPETENCY-BASED TRAINING
    1. 13 Emotional Intelligence: The Key to Personal and Professional Success
      1. Introduction
      2. What Is Emotional Intelligence (EI)?
        1. EI Clusters and Definitions
          1. Emotional Intelligence
          2. Self-Awareness
          3. Self-Regulation
          4. Social Awareness
          5. Relationship Management
        2. Difference between IQ and EQ
          1. Definition of IQ
          2. Definition of EQ
      3. Fundamental Distinctions and Comparisons between IQ and EQ
      4. Importance of Emotional Intelligence and Its Effects
        1. School and Work Performance
        2. Professional Triumphs
        3. Physical Well-Being
        4. Mental Well-Being
        5. Personal Relationships
        6. Social Connections
          1. Communication Quality
          2. Conflict Resolution
      5. Role of EI and Its Competencies in Organizations
      6. Competencies Generated from Emotional Intelligence
        1. Self-Awareness Cluster
          1. Emotional Awareness
          2. Self-Confidence
          3. Self-Assessment
          4. Self-Control
          5. Self-Deprecating Humor
          6. Intrapersonal Skills
          7. Self-Motivation
          8. Self-Discipline
        2. Self-Regulation Cluster
          1. Emotional Balance
          2. Adaptability
          3. Integrity
          4. Calm Manners
          5. Responsibility
          6. Accountability
          7. Positivity
          8. Authenticity
        3. Social Awareness Cluster
          1. Organizational Awareness
          2. Empathy
          3. Compassion
          4. Inspiration
          5. Diversity Awareness
          6. Multiple Perspectives
          7. Active Listening
          8. Leadership
        4. Relationship Management Cluster
          1. Conflict Management
          2. Positive Influence
          3. Problem-Solving
          4. Flexibility
          5. Trust and Team Building
          6. Interpersonal Skills
          7. Communication
          8. Coaching and Mentoring
        5. Summary of Emotional Intelligence Cluster and Competencies
      7. What Is Next?
      8. References
    2. 14 Application of Emotional Intelligence Coaching
      1. Introduction
      2. Differences between Feelings and Emotions
        1. The Six Basic Emotions
        2. Distinct Levels of Emotional Intelligence
          1. Low EI
          2. High EI
      3. What Is Coaching?
        1. Coaching Differentiation with Other Approaches
          1. Mentoring
          2. Consulting
          3. Training
        2. Contrast between Performance Consulting and Performance Coaching
          1. Performance Consulting
          2. Performance Coaching
        3. Coaching Culture
        4. Definition of Coaching Culture
        5. Key Factors for Creating a Coaching Culture
        6. Potential Efficiency of Establishing a Coaching Culture
        7. Possible Obstacles to Establishing a Coaching Culture
        8. Coaching Providing Methods
          1. Directive Coaching
          2. Non-Directive Coaching
      4. What Is Emotional Intelligence Coaching?
        1. Basic Operational Process of EI Coaching
        2. Significant Advantages of EI Coaching
          1. Increasing Level of Self-Awareness
          2. Enhancing Personal and Professional Relationships
          3. Developing Skills for Career Improvement
          4. Enriched Experience of Contentment and Satisfaction
        3. Some Reported General Benefits of EI Coaching
        4. Various Approaches to Utilize on EI Coaching
          1. Nature of Personality
          2. Learned Competencies
          3. Source of Motivation
        5. The Power of Emotional Intelligence Coaching Questions
      5. Role of Mindset, Attitude, and Behavior in the EI Coaching
        1. Effect of EI Coaching on Productivity and Individuals’ Attitudes
          1. Career Commitment
          2. Organization Commitment
          3. Job Performance
          4. Increasing Sales
        2. Link between Mindset, Attitude, Behavior, and Performance
          1. Mindset
          2. Attitude
          3. Behavior
          4. Performance
      6. What Is Next?
      7. References
    3. 15 4Cs Skills Competency-Based Training and Development via EI
      1. Introduction
      2. Competencies and Emotional Intelligence
      3. What Is Competency-Based Training?
        1. Competency-Based Training Is Not Comprehensive Training
        2. Include Elements of EI and Emotions in the Training
          1. Recognizing and Labeling Emotions
          2. New Generation; New Workforce; New Work Environment
        3. Ten Steps Competency-Based Training Process
          1. Step 1: Performance Analysis
          2. Step 2: Determine Competencies Standards
          3. Step 3: Identify Role’s Needed Skills
          4. Step 4: Recognize Skills Gaps
          5. Step 5: Design the Training Plan
          6. Step 6: Get Management Approval
          7. Step 7: Implement the Plan
          8. Step 8: Measure and Evaluate
          9. Step 9: Monitor and Adjust
          10. Step 10: Learn and Repeat
        4. Methods for Measuring Performance
          1. Job Performance Standards (JPS)
          2. Key Performance Indicator (KPI)
          3. Best Industry Practices
          4. Criteria
      4. Use of Emotional Intelligence (EI) for Training and Development in 4Cs
        1. Emotional Intelligence
        2. Critical Thinking
        3. Communication
        4. Creativity
        5. Collaboration
        6. Various Forms of Incorporating EI into 4Cs Skills Training
      5. Diving Deep into Advantages of EI Coaching
        1. Increasing Level of Self-Awareness
          1. Identified
          2. Blind Spot
          3. Concealed
          4. Unidentified
        2. Enhancing Personal and Professional Relationships
          1. Establish Rapport and Connect with Others
          2. Recognize, Respect, and Celebrate Diversity
          3. Acquire and Practice Communication Skills
          4. Practice Elements of Active Listening
          5. Develop and Practice Empathy and Compassion
          6. Be Approachable and Available to Others
          7. Assist and Collaborate with Others
          8. Be Open to Receiving and Giving Feedback
        3. Developing Skills for Career Improvement
          1. Critical Thinking
          2. Self-Reflection
          3. Data Collection and Analysis
          4. Creativity and Innovative Thinking
          5. Open Channels of Communication
          6. Managing Change with Ease
          7. Flexibility and Agility
          8. Professional Resilience
          9. Collaboration Skills
          10. Problem-Solving Skills
          11. Conflict Resolution Ability
          12. Enhanced Presentation Skills
          13. Digital Communication Technology
          14. Self-Confidence
          15. Empathy
          16. Respect and Practice DEI
        4. Enriched Experience of Contentment and Satisfaction
          1. Happiness Versus Contentment
          2. Be True to Yourself
          3. Create a Vision for Your Life
          4. Suspend Contact
          5. Exhibit Appreciation for Others
          6. Show More Gratitude
          7. Journal Your Feelings
          8. Express Your Creativity
          9. Keep in Touch with Your Loved Ones
          10. Find Joy in Simple Things
          11. Live in Now
          12. Drop the Past
          13. Set Goals for Yourself
          14. Stop the Clutter
          15. Maintain Your Health and Vitality
        5. Revisit the Summary of Emotional Intelligence Cluster and Competencies
      6. What Is Next?
      7. References
    4. 16 Implementation and Management of Training and Development
      1. Introduction
      2. Organization Leadership Buy-In for EI Training
        1. Role of Organization Leaders in Coaching and Training
          1. Be a Behavior Model
          2. Determine Expectations
          3. Assign and Distribute Resources
          4. Connect the Outcome to the Organization’s Goals
          5. Create a Coaching and Training Program
          6. Integrate Coaching with Performance Management
      3. Process of Emotional Intelligence Coaching and Training
        1. Establish Rapport
        2. Identify Concerns
        3. Identify the Needs
        4. Express Promises
        5. Identify the Strengths
        6. Demonstrate Prospects
        7. Acknowledge Changes
        8. Assemble Values
        9. Categorize Perceptions
        10. Identify New Conducts
        11. Acknowledge the Costs
        12. Setup Follow-Up
      4. Role of Transformational Coaching in Emotional Intelligence Coaching
        1. Explaining Transformational Coaching
        2. Transformation Coaching for Emotional Intelligence Change
        3. Contrasting Transactional Coaching with Transformational Coaching
        4. The Fundamental Principles of Transformational Coaching
        5. Fundamental Requirements for Personal Transformation
      5. The Way of Being
        1. Being and Doing
        2. Our Way of Being Determines Our Way of Doing
      6. Integrating Coaching Methods to Complement Transformational Coaching
        1. Ontological Coaching
          1. Ontological Approach
          2. Advantages of Ontological Coaching
        2. Positive Psychology Coaching
          1. Positive Thinking Is Not Equal to Positive Psychology
          2. Advantages of Positive Psychology Coaching
      7. Tips for Successful Coaching
        1. Remember That Coaching Is a Relationship
        2. Do Not Seize Control
        3. Choose the Optimal Coaching Model
        4. Coaching Is a Form of Inquiry
      8. Understanding and Practicing EI Clusters and Competencies Self-Evaluation
        1. Self-Rating Process
      9. Team Leader as the Change Agent
        1. Team Leader Competencies
        2. Build Rapport and Trust
        3. Be Patient and Compassionate
        4. Practice Active Listening
        5. Utilize Time Management
        6. Exhibit Empowerment and Encouragement
        7. Share the Triumph
      10. Training and Development Evaluation
        1. Level One—Reaction
        2. Level Two—Learning
        3. Level Three—Behavior
        4. Level Four—Results
      11. What Is Next?
      12. References
    5. 17 Emotional Intelligence Coach
      1. Introduction
      2. The EI Coach and the Coaching Relationship
        1. The Relationship between EI Coaches and Participants
        2. Establishing Rapport and Relationship for Effective EI Coaching Relationships
          1. Rapport
          2. Relatedness
          3. Relationship
        3. The Three Main Gears of Coaching Relationship Effectiveness
          1. Respect
          2. Trust
          3. Framework of Relationship
        4. Requirements for Delivering a Successful EI Coaching
      3. Emotional Intelligence Coach Key Competencies
        1. Professionalism
        2. Compassion
        3. Empathy
        4. Patience
        5. Collaboration
        6. Effective Communication
        7. Keen Listening
        8. Personal Responsibility
        9. Reality Versus Interpretations
        10. Ethical Performance
      4. Ethics, Core Values, and Standards in Coaching
        1. Ethics in the Context of Coaching
        2. Core Values of Professional Coaching
          1. Professionalism
          2. Collaboration
          3. Humanity
          4. Equity
        3. Role of Coaching Industry Standards and Ethics in Coaching at Workplaces
          1. Standards and Code of Ethics
      5. Using Self-Reflection and Self-Evaluation to Enhance Coaching Skills
        1. Self-Reflection
        2. Self-Evaluation
        3. The Principal Intention of Self-Evaluation
        4. Prerequisites for Conducting Self-Evaluation
        5. Some Examples of Self-Evaluation for EI Coaches
          1. Presence of Coaching Culture in Organizations
          2. Emotional Intelligence
          3. Leadership Attributes
          4. Coaching Disciplines
          5. Common Skills and Competencies
      6. What Is Next?
      7. References
  17. PART V FORESIGHT, SUMMARY, AND FINAL THOUGHTS
    1. 18 Upskilling, Reskilling, and Cross-Skilling Your Workforce
      1. Introduction
        1. What Is Upskilling?
        2. What Is Reskilling?
        3. What Is Cross-Skilling?
        4. Distinctions among Upskilling, Reskilling, and Cross-Skilling
        5. How Career Pathing Can Help
          1. Advantages of Career Pathing
        6. Urgency for Upskilling, Reskilling, and Cross-Skilling
        7. New Hiring or Upskilling, Reskilling, and Cross-Skilling?
      2. Establishing Business Success by Upskilling, Reskilling, and Cross-Skilling
        1. Key Advantages of Upskilling, Reskilling, and Cross-Skilling Workforce
          1. Keeping Up with Fast-Paced Technology
          2. Constantly Engaging Employees
          3. Developing and Retaining Talent
          4. Remaining Competitive in Your Market
          5. Promoting Innovation and Constant Learning
          6. Increasing Productivity
      3. Strategies for Upskilling, Reskilling, and Cross-Skilling Your Workforce
      4. Leveraging Emotional Intelligence in Upskilling, Reskilling, and Cross-Skilling for Professional Growth
        1. The Intersection of Emotional Intelligence and Skill Development
        2. Applying Emotional Intelligence in Upskilling
        3. Applying Emotional Intelligence in Reskilling
        4. Applying Emotional Intelligence in Cross-Skilling
      5. What Is Next?
      6. References
    2. 19 Implications, Suggestions, and Restrictions
      1. Introduction
      2. Implications of Findings
        1. Organizations
          1. Affective Commitment
          2. Continuance Commitment
          3. Normative Commitment
        2. Present Workforce
        3. Educational System
        4. Workforce Education Professionals
        5. Developmental Programs
        6. Local, State, and Federal Governments
      3. Recommendations for Future Exploration
        1. Training Educators and Trainers
        2. Cognitive Education and Emotional Intelligence Capabilities
        3. Developmental Programs
        4. Manager-as-Coach
      4. Limitations and Restrictions
        1. Geographic Area
        2. Participating Organizations
        3. Participating Contributors
        4. No Floor Employees
      5. What Is Next?
      6. References
    3. 20 Summary and Final Thoughts
      1. Introduction
      2. Summary of the Research
      3. The Prevalence of the 21st-Century 4Cs Skills Gap
        1. Impact on Organizational Performance
        2. The Competitive Landscape
        3. Bridging the 21st-Century 4Cs Skills Gap
        4. Different Ways to Include EI into 4Cs Skills Training
      4. Final Thoughts
      5. What Is Next?
      6. References
    4. 21 Elements and Demographics of Study
      1. Organizations and Contributors
      2. Creating Codes and Recognizing Themes Based on Collected Data
        1. Methods of Coding
        2. Process of Coding Process and Establishing Themes
        3. Categorization
        4. Themes
      3. Study’s Theoretical and Conceptual Framework
        1. Theoretical Framework
        2. Conceptual Framework
      4. What Is Next?
      5. References
  18. Appendix A: Supportive Resources
    1. Books
    2. Articles
    3. Videos/YouTube
    4. Blogs
    5. Websites
  19. Index

Product information

  • Title: The Impact of the Current 4Cs Skills Gap in Organizations
  • Author(s): Behnam Bakhshandeh
  • Release date: September 2024
  • Publisher(s): Productivity Press
  • ISBN: 9781040105016