Iowa Workforce and Demographic
Changes: Implications for the
Organizational Culture of Iowa
State Extension and Outreach
Lyn Brodersen, Ph.D.
Annual ISUEO Conference
March 2014

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.

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)

1. 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.
2. Provide the aforementioned informal education and provide leadership for resource and community development in rural areas.

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).

Consider the alternatives Vines posed fifty years ago. How do those alternatives fit the nature of our work with the citizens of Iowa today?

Iowa Poverty Rates by Age 2007-2011
400 000
350 000
300 000
250 000
200 000
Number in Poverty
Percentage in Poverty
150 000
100 000
50 000
0
12,7 12,5 11,8 11,4 11,0 17,1 16,2 15,6 14,2 13,7 15,4 14,2 13,0 12,0 11,7 20,0 20,0 20,1 17,8 17,2
2011 2010 2009 2008 2007 2011 2010 2009 2008 2007 2011 2010 2009 2008 2007 2011 2010 2009 2008 2007
All Ages Under 18 Years 5-17 Years 0-4 Years
State Data Center of Iowa. (2013). Iowa small area poverty rates 2007-2011 [Data file]. Available from http://www.iowadatacenter.org/

Median Earnings of Males 16+ 2008-2012
Iowa
Self-employed in own not incorporated business workers and unpaid family workers
Federal government workers
State government workers
Local government workers
Private not-for-profit wage and salary workers
Self-employed in own incorporated business workers
Employee of private company workers
0 10000 20000 30000
Median Earnings
40000 50000 60000
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/

Median Earnings of Females 16+ 2008-2012
Iowa
Self-employed in own not incorporated business workers and unpaid family workers
Federal government workers
State government workers
Local government workers
Private not-for-profit wage and salary workers
Self-employed in own incorporated business workers
Employee of private company workers
0 10000 20000 30000
Median Earnings
40000 50000 60000
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/

Iowa Educational Attainment by Place of Birth
2007-2011
Graduate or professional degree
Bachelor's degree
Some college or associate's degree
High school graduate (includes equivalency)
Foreign born
Native, born outside the United States
Born in other state in the United States
Born in state of residence
Less than high school graduate
0 100000 200000 300000
Estimate
400000 500000 600000
State Data Center of Iowa. (2013). Iowa educational attainment by place of birth 2007-2011 [Data file]. Available from http://www.iowadatacenter.org/

• 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)

2000-2010
Changes 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%.

• 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.

• 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.

• The 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.pdf

• Iowa 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.pdf

U.S. Census Bureau,
American Community
Survey, 2011
Woods & Poole
Economics, Inc.2013

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.pdf

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.pdf

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.pdf

U.S. Census Bureau,
American Community
Survey, 2011
Woods & Poole
Economics, Inc.2013

• Decreased and aging populations in rural areas, resulting in more pronounced effects on economics and lifestyle
• Economic and demographic patterns may provide increased incentives for outmigration

• 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.

• 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?

C Renando. (2010, November 21). Organisational culture defined, courtesy of Edgar Schein. [Web log comment].
Retrieved from http://www.sidewaysthoughts.com/blog/2010/11/

• 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).

Dimensions of Organizational Culture
Z Liu. (2009, October 6). Organizational culture and environment: The constraintsdimensions of organizational culture. [Web log comment]. Retrieved from http://healthymethod.blogspot.com/2009/12/organizations-culture.html

• 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).

• 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.

• 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:

• 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.

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/2009/05

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/2009/05

A Guberman. Organizational health. [Web log comment].
Retrieved from www.primarygoals.net

• 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/

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%20Estimates.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.html

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/

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.