Mix 10 Feed in order of pubDate. / Remove unnecessary elements. / Remove HTML tags in description. http://pipes.yahoo.com/pipes/pipe.info?_id=7001feff1c95c17a8bbf4fda56ac3407 Thu, 01 Oct 2015 23:23:53 +0000 http://pipes.yahoo.com/pipes/ http://lawprofessors.typepad.com/laborprof_blog/2015/10/spitko-on-.html 7001feff1c95c17a8bbf4fda56ac3407_04abcea3a074b0cc0894125099a304dc Thu, 01 Oct 2015 18:51:31 +0000 http://knowledge.wharton.upenn.edu/article/how-short-term-change-can-alter-your-firms-course/ Using a large sample of 1,200 firms at the time they go public, Wharton's Luis Rios examines how companies adapt to their environments in order to survive -- or ultimately fail. 7001feff1c95c17a8bbf4fda56ac3407_ef62d32d3b247baa0c885654cd601978 Thu, 01 Oct 2015 18:45:21 +0000 http://www.askamanager.org/2015/10/should-i-be-worried-by-a-hiring-process-thats-just-a-single-30-minute-interview.html A reader writes: I’m hoping for your insight on a strange job interview experience I recently had. I’m applying for an IT role at a small company with five people on staff. The position is a new one, and this will be their first hire outside of family and personal connections. Here’s how the application […] should I be worried by a hiring process that’s just a single 30-minute interview? was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_f4fee60f6a899bb1c09b9c3dd6be6f78 Thu, 01 Oct 2015 17:59:27 +0000 http://www.askamanager.org/2015/10/how-to-manage-i-t-when-youre-not-a-technical-person.html If you’re a non-technical person overseeing I.T. – one of the most critical parts of most organizations – how can you effectively manage an area so far outside your expertise? Many COOs and VPs have had the unsettling realization that they’re now ultimately accountable for the performance of a team that in some cases might as […] how to manage I.T. when you’re not a technical person was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_056b983a791c6c0dfc2d4ab667b41792 Thu, 01 Oct 2015 16:29:24 +0000 http://www.askamanager.org/2015/10/how-to-deal-with-a-coworker-yelling-at-other-coworkers-when-im-the-team-lead-but-not-the-manager.html A reader writes: I am team leader on an events team in a university in Europe. I am in charge of running the event, which means directing the work of my two permanent team members (“Angela” and “Julia”). However, my boss is the manager of all three of us and carries out performance reviews, approves […] how to deal with a coworker yelling at other coworkers, when I’m the team lead but not the manager was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_e79f4afdb16763591c8709b8beae08eb Thu, 01 Oct 2015 14:59:47 +0000 http://evilhrlady.org/2015/10/why-you-should-be-terrified-of-the-rising-millennial-and-gen-z-work-force.html When a college student needs counseling because he’s scored a B on a report card, or worse, calls the police because there’s a mouse roaming the apartment, we can kind of laugh about it. I mean, how ridiculous! Those would be just good stories, except episodes like this are becoming more and more common. Peter Gray, […] 7001feff1c95c17a8bbf4fda56ac3407_118b7aa6803af8be73819dd7f014fc2f Thu, 01 Oct 2015 13:19:14 +0000 http://lawprofessors.typepad.com/laborprof_blog/2015/10/on-worker-classification-and-worker-flexibility.html 7001feff1c95c17a8bbf4fda56ac3407_ef7079a665497fb88d28648b7b039d8c Thu, 01 Oct 2015 12:16:08 +0000 http://feedproxy.google.com/~r/hrcapitalist/~3/eNDJ18nVHlY/comparing-job-offers-always-pick-the-best-boss.html From our Kinetix Tips series (email subscribers click through for photo): Of course, I was operating with limited characters in that space, so one elaboration. A potential boss's comfort with that question really doesn't include him automatically saying "yes".  The comfortable potential boss reflects on that question and compares the good and bad he/she brings to the table. A quick "yes" to the question, "are you a good/best boss?", probably means they're not great at managing talent. Because it's way to hard to be that cocky about being good.   7001feff1c95c17a8bbf4fda56ac3407_1007b2dcdb054bc5ed2b8b3b4070dcab Thu, 01 Oct 2015 10:55:00 +0000 http://www.askamanager.org/2015/10/dont-want-a-grandson-to-return-to-the-family-business-my-office-banned-sleeveless-tops-and-more.html It’s five answers to five questions. Here we go… 1. We don’t want my grandson to return to the family business When you have a “family business” and have other employees, it creates a mass of interaction emotions. We have a small office. My son runs the business my late husband and I started. I […] we don’t want a grandson back in the family business, banning sleeveless tops, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_d9d738ca7a92150fe2fade57b0b0f3ee Thu, 01 Oct 2015 04:03:14 +0000 http://knowledge.wharton.upenn.edu/article/the-real-reasons-we-work/ In a new book, Swarthmore professor Barry Schwartz challenges our assumptions about which jobs are the most satisfying. 7001feff1c95c17a8bbf4fda56ac3407_c5b9cb7143a16c78e0a478eed480c167 Wed, 30 Sep 2015 19:39:10 +0000 http://www.askamanager.org/2015/09/our-email-signatures-have-to-say-unhappy-with-my-service-email-my-boss.html A reader writes: I work in a (fairly large) group of about 50 people, liaising with clients on a daily basis. Clients have always been able to ask to escalate problems and talk up the chain of command by requesting this. Typically, this is a very infrequent occurrence; as far as I know, all my […] our email signatures have to say “unhappy with my service? email my boss!” was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_603c66335e4e17f65714c4afb09b3bba Wed, 30 Sep 2015 17:59:57 +0000 http://knowledge.wharton.upenn.edu/article/the-immigration-boogeyman-separating-fact-from-fiction/ Despite the strong campaign-trail rhetoric against immigration, actual data might help to ease any worries about the economy and waves of crime, experts say. 7001feff1c95c17a8bbf4fda56ac3407_8f055a66534e93b809142e7a6afad5f1 Wed, 30 Sep 2015 17:30:41 +0000 http://www.askamanager.org/2015/09/when-flexible-schedules-hurt-other-coworkers.html A reader writes: My colleague and I work in a particularly specialized area in our firm. There are the two of us, plus our director, who is not a specialist. My colleague, Mary, recently returned from having her second child and asked to work 10 am til 3 pm, 5 days a week, which she […] when flexible schedules hurt other coworkers was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_c042044348bfd69e4a601c9108d6a780 Wed, 30 Sep 2015 16:30:45 +0000 http://knowledge.wharton.upenn.edu/article/the-download-on-the-u-s-china-cyber-espionage-agreement/ While the U.S. and China have agreed to halt commercial cyber espionage, many obstacles could water down implementation. 7001feff1c95c17a8bbf4fda56ac3407_a9500ccc354d63e18a0c47d421c5f511 Wed, 30 Sep 2015 16:28:45 +0000 http://www.askamanager.org/2015/09/my-boss-is-a-yes-woman.html A reader writes: My boss is a great person. We get on well and I feel I can have an honest discussion with her. This needs to happen, as I’ve noticed a troubling pattern of behavior that has an impact on my work. When she’s dealing with senior staff, my boss is a yes woman […] my boss is a yes-woman was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_91bbb323fea06a228c846d65beba1ff4 Wed, 30 Sep 2015 14:59:45 +0000 http://lawprofessors.typepad.com/laborprof_blog/2015/09/michael-duff-named-.html 7001feff1c95c17a8bbf4fda56ac3407_d30fd0532d55ca486704760640addd51 Wed, 30 Sep 2015 13:11:27 +0000 http://feedproxy.google.com/~r/hrcapitalist/~3/e62Mql0PZh0/would-you-rather-have-high-trustmarginal-talent-or-high-talentmarginal-trust.html That's a loaded/trick question.  You probably reacted to that by thinking, "we have nothing if we don't have trust".  To me, I'm not sure - I think it depends on your definition of trust. Do you think trust is integrity at all times and ethics? How to you measure that? Is trust doing things like you expect them to be done? Do people have to check in with you if they're going to do something that would cause you not to trust them? Have you trained them on what that is? Of course you haven't. And the definition of trust is different for all of us. That's why I think I would pick high talent over high trust if given the choice for an organization. Talent gets things done and if an organization has a high talent level, odds are that organization will outperform it's peer group. An organization full of people you can trust might be a high performing organization - or it might be lame from a performance perspective. Odds are, organizations full of people you can trust will fall along the bell curve.   Of course, the two factors - talent and trust - aren't mutually exclusive.  You can have both. The problem is that for all the issues with measurement of performance, we are still much more capable of measuring performance in an individual than we are of measuring how much we can trust that same person.  And our definitions of trust will differ dramatically person by person, which creates unbelievable variability within a single organization. You don't know you have a problem with trust - until it's gone.  We should always pick talent over intangibles we have trouble measuring. If you can tell me how you accurately measure trust, I'll change that stance. 7001feff1c95c17a8bbf4fda56ac3407_0126d632e9ec7e1108954d51d4185307 Wed, 30 Sep 2015 11:51:00 +0000 http://lawprofessors.typepad.com/laborprof_blog/2015/09/industrial-relations-vol-54-no-4-oct-2015-papers-on-wage-and-hour-regulation.html 7001feff1c95c17a8bbf4fda56ac3407_74a28b83670acacd9414a2848e935ea4 Wed, 30 Sep 2015 05:03:00 +0000 http://www.askamanager.org/2015/09/i-think-my-coworker-has-a-learning-disorder-employee-is-always-too-busy-to-sign-paperwork-and-more.html It’s five answers to five questions. Here we go… 1. Getting an employee to sign paperwork when she’s always too busy I’m in HR and have an employee that gives me a very hard time when it comes to signing any new policies or procedures, evaluation forms, or notes. It is draining to constantly follow […] I think my coworker has a learning disorder, employee is always too busy to sign paperwork, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_b0696e0a6387c119a7e9b6f79440e7b3 Wed, 30 Sep 2015 04:03:39 +0000 http://knowledge.wharton.upenn.edu/article/emerging-multinationals-the-talent-wars-latest-contenders/ Emerging multinationals may reap the same benefits of doing business globally as developed-market firms, but they face distinctive troubles when it comes to finding skilled workers. 7001feff1c95c17a8bbf4fda56ac3407_cd5c697dae7a76f08d50708936647c88 Tue, 29 Sep 2015 19:55:10 +0000 http://www.askamanager.org/2015/09/can-i-ask-for-a-raise-at-my-new-job-since-i-got-a-higher-offer-somewhere-else.html A reader writes: I recently just started working for a new company 2 weeks ago that I really enjoy. The benefits are great, I have flex-time, and my boss has been very enthusiastic during my onboarding (basically running around telling everyone how excited she is to have me join the company). A company that I […] can I ask for a raise at my new job since I got a higher offer somewhere else? was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_523cc3298e0d4c3e396084d72ef866f8 Tue, 29 Sep 2015 17:59:59 +0000 http://www.askamanager.org/2015/09/how-can-remote-managers-address-problems-they-hear-about-secondhand.html One challenge of being a remote manager – or having remote employees – is when you hear about a problem that would ideally be addressed by observing it first-hand. For example, if you hear reports that a staff member is chronically late or unprofessionally dressed or looking disengaged at meetings, normally you’d want to find ways to observe […] how can remote managers address problems they hear about secondhand? was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_1bcc227e8862e6bda27014a46a80c5b5 Tue, 29 Sep 2015 16:30:15 +0000 http://feedproxy.google.com/~r/hrcafe/~3/ReX8t7tkm3w/ Managers sometimes have differences of opinion with employees; it's inevitable. But you don't want these to degenerate into harmful confrontations. Read on to learn about three techniques for handling disagreements. The post 3 techniques for handling disagreements with employees appeared first on Rapid Learning Institute. 7001feff1c95c17a8bbf4fda56ac3407_3d218c4b6f3c369b9c0552e3a100970a Tue, 29 Sep 2015 15:30:11 +0000 http://feedproxy.google.com/~r/allthingsworkplace/~3/kwQIsq-UiQk/do-you-use-verbal-white-space.html Note: I was prompted by the recent political debates to re-publish this popular post from the 2012 archives. Hope you enjoy it! Graphic designers know how to focus your attention.They frequently communicate through the use of white space. Less is more. The message is clear. There's no clutter. Use Verbal Whitespace You can increase your verbal impact  the same way. How many times have you wished that someone would just "say what they mean?" Boss says: "We finished the senior level meeting and it looks as if we have to increase our numbers. We've been working hard on that project for a long time. I told the management team about the obstacles, how much overtime people have been putting in, and what the client has been saying. You know how much I appreciate your...." Boss means: "We have to increase our sales by 10% and decrease our expenses by 5%. It's not really negotiable. I want to decide before the end of the meeting  how we can do that." Father: "You know, son, there are a lot of people out there who could get you into trouble. I know that you are really a good kid and don't want to get into trouble. Man, when I was your age, there were a lot of kids in my class who were doing things that their parents never knew about. One of them even ended up going to jail for awhile. We live in a tough world. When..." Father means: "Son, I love you. I found out for sure that John on your soccer team is taking drugs. I don't want you to do that or even try it. You can die. And I love you." The Power of Noun-Verb-Object We think that piling on extra words somehow makes our communication more palatable and therefore, better. More than likely it will make it confusing and incomprehensible. Which can lead to "Uh, just what am I supposed to do?" Start thinking the way your fourth grade teacher taught you: Noun-verb-object. "Please (you) give me the first draft of your report by 5 o'clock on Thursday." "We will meet on Tuesday at 10 am." "Let's (us) start a new marketing campaign. I want to announce the kick-off in March." Your brevity will be appreciated. Really. Your message will be clear and understandable. Your trust level with others will go up because your verbal packaging will go down. Roesler communication principle #1: Truth comes in sentences. Bull**** comes in paragraphs.   Photo Source: http://www.flickr.com/photos/smartfat/38625613/   7001feff1c95c17a8bbf4fda56ac3407_6a46c02a195937df4241dec622fe516f Tue, 29 Sep 2015 15:30:00 +0000 http://www.askamanager.org/2015/09/my-new-company-wants-me-to-change-my-name.html A reader writes: I am starting a new job next week. Somehow another employee, who is a favorite of the regional manager, objects to my name, so I have been told I cannot use it. My middle name is King and it is a name that has been in our family for years. I have […] my new company wants me to change my name was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_8e07b2db4a57951d537bd8b1f01da7fb Tue, 29 Sep 2015 14:59:25 +0000 http://feedproxy.google.com/~r/hrcapitalist/~3/nwWhtDU6zDA/degrees-measure-polish-in-employment.html Do you have to have a degree to get hired at your company?  Maybe. Do you need a degree to be one of the best in any company? Hell no.  That's probably why Ernst and Young decided to drop the degree requirement recently. Then why do we require degrees? I think for the most part we've progressed past the point where we think a degree means anything related to job performance. For the most part, degrees are used as a requirement by most companies because it's a test. A test of what you ask? Of polish. Of the ability to put up with a process that has good days and bad days, but if you keep plugging away, eventually something good happens. You know, kind of like your career. You don't have to have a degree - but people should never be able to pick you out as someone who doesn't have a degree. And that's the rub, right? Google and Facebook can hire people without degrees who are exceptional and have been exceptional in their field since they were teens - or pre teens. It's clear to everyone they're brilliant.  The rest of us? We tend to still want a degree - unless the candidate has plugged away for a decade with work experience that's directly related to the position we're considering them for.  Then and only then, we'll think about forgoing the need for a degree. Does a 25 year old have the polish necessary to be a marketing coordinator (name the relevant position) at your company? We're really bad at evaluating that. Even when the interview goes great, we still have doubts. A college degree is the ante, the chip that gets you to the table. I'm willing to hire someone without a degree in positions that traditionally require a degree, but they need one of two things: 1. 5-10 years of relevant experience, directly related to the job in question. 2. Proof that they're exceptional in the field in question, which is usually confirmed by unusual accomplishments for their age that show passion and drive. Don't have one of those two things? Then I'm going to rely on the degree to tell me something. Anything. You made it through college - I know you have some ability to stick with the plan. To persevere. To accumulate debt. Want to get hired without the degree at a young age? Have some passion and chase expertise that's directly related to the job.  Unless you have that, you're just another sharp 25 year old. We're not smart enough to tell who's a baller and who's not. The college degree is the default. 7001feff1c95c17a8bbf4fda56ac3407_3a78ba699967a594138393271131e71a Tue, 29 Sep 2015 11:48:00 +0000 http://feedproxy.google.com/~r/JonIngham/~3/aZsdP8IEmD8/hr-jeremy-corbyn-labour.html It’s been a couple of interesting weeks in UK politics since left winger Jeremy Corbyn was elected as leader of the opposition Labour party.However the party as a whole still seems far from certain about what caused its failure in the election and whether moving to the left is the best way forward, for the party or the UK.  From my perspective, as someone who agrees with a lot of Labour values and policies but didn’t vote for them, there are several issues to consider.  The charges that Labour wasn’t true to itself and therefore didn’t seem authentic, or that it simply became some form of Tory-lite imitation strike me as being overly simplistic labelling of a number of complex and integrated causes which together led to the results it did.  However there is undoubtedly some truth in them too.  I certainly didn’t feel compelled enough to vote for what I liked about what Labour were offering versus some of the things other parties were offering which I found more compelling still.My own reaction to Jeremy Corby is that he’s very clear about what he believes in and is selling his ideas, or more accurately, engaging people to think differently about them, very well.  His style and approach, allowing disagreement, promoting discussion, and connecting with the electorate, albeit partly determined by the nature of his election, fit current lifestyles and life views very well.  The mainstream media still doesn’t understand how far these things have changed and so attack Corbyn for poor leadership, encouraging even more people to line up on his side.This isn’t to suggest that everything has been handled well, or that I necessarily expect the new old Labour party to win the next election, whether or not Corbyn even survives until then.  But I do think it has injected a breath of fresh air into the UK and I’d hope that even if Corbyn gets kicked out after his first speech as leader today, that he feels he’s already had a few small successes, in particular challenging the ‘theatrical’ nature of UK politics and helping people see that there are other options to austerity in the way we continue to develop the UK’s economy.And I think HR can learn some lessons from all of this as well.  Firstly, I think we’ve been playing the new Labour game for far too long - accepting existing business paradigms about managing organisations in the manner of the market.  Yes, we need to work within a capitalist economy and help businesses deliver higher returns from their shareholders.  But no business will do this well if that’s their only goal.  Our support for capitalism needs to be complemented by a more social - if not socialist - way of operating.  For example we need to care for and show our care for our people, supporting those on zero hour contracts as well as those we deem to be our talent; we need to design our workplaces, processes and jobs around our people as well as to achieve business goals; and we need to involve all of our people in deciding what we are going to do.  Corbyn’s election and growth in the Labour party membership since he was elected give some indication of the energy which can be unleashed by treating people as people and not simply as workers used to do what a business decides it needs.But potentially an even bigger lesson can be learned from the way Corbyn got elected too.  As all readers in the UK at least will know, Corbyn dispensed with new Labour’s attempt to suggest that we can create a more caring approach to people within the existing paradigms about businesses and our economy.  For him, we need to intervene more and not just rely on the market to always lead to optimised results; we need to enable everyone to succeed and not just accept that growing inequality is a fact of life.  And if we enter another recession we need print money not just to save the banks but to protect people and build for the future.It’s a choice faced by any small part of a bigger system where the part has a different belief system to the larger whole - to either accept and adopt the more general paradigm - or - to be clear about how you think differently and why these different beliefs would be better.  And then to commit to promoting these different views.  I think HR’s been unsuccessful in impacting our organisations not because we’ve not been business-like enough, but because we’ve been too like the rest of the business.  (See last year’s post on Venus and Mars for more thinking on this.)Corbyn also made an appeal to the whole organisation, inspiring people at the bottom rather than just influencing those at the top.  HR doesn’t have the advantage of Labour’s bizarre election rules but we can still do more of this ourselves - connecting with the employees in our organisations, and using these relationships to show how much we’re valued and needed - though of course this will only work once we’ve changed our perspectives and behaviours, and start focusing at least as much on enabling our people as we do in supporting managers to make people do what our businesses require.If we start thinking more like this, then I think HR, just like Labour under Jeremy Corbyn, has a chance to be more successful - and by changing the way that organisations run will make our businesses more successful too.It’s certainly not the prevailing paradigm for how HR needs to operate but I think it could work and I suggest that Corbyn’s success should give us more confidence to try it out.Jez HR can!For the sake of full disclosure, I’m not a Labour party member, didn’t vote Labour in the general election or at all in the Labour leadership ones.  However my political beliefs do often align most naturally with the left (see my largely ignored petition / pledge on change.org) and therefore sometimes with Labour’s too.  Having said that, although I didn’t vote for UKIP either I probably will vote for Out in next year’s EU referendum.  However I probably would have voted Liberal Democrat but my wife was standing to be a counsellor for the Conservative party so I supported, and in fact canvassed, for them.  But if there was an election tomorrow, I'd vote for Corbyn and the new old Labour party and would hope they would get in.Oh, and I don't sing God Save the Queen.Consulting   Research  Speaking  Training  WritingStrategy  - Talent - Engagement  - Change and ODContact me to create more value for your businessjon [dot] ingham [at] strategic [dash] hcm [dot] com   7001feff1c95c17a8bbf4fda56ac3407_145c20e303e372493564ea30ac487c80 Tue, 29 Sep 2015 08:50:00 +0000 http://www.askamanager.org/2015/09/interviewer-wants-me-to-bring-350-to-the-interview-administrator-asks-staff-to-do-his-personal-research-work-and-more.html It’s five answers to five questions. Here we go… 1. Interviewer wants me to bring $350 to the interview Today I received a call from an armed security company for an interview. I was excited, but when he mentioned I needed to bring my driver’s license, social security card, AND $350, I started to become […] interviewer wants me to bring $350 to the interview, administrator asks staff to do his personal research work, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_68c5d74adae857efd7539c767c47a829 Tue, 29 Sep 2015 04:03:00 +0000 http://knowledge.wharton.upenn.edu/article/millennials-on-steroids-is-your-brand-ready-for-generation-z/ It's still early days for Gen Z -- its oldest members are still in their teens or early 20s -- but marketers are trying to get a handle on what they want and expect from brands. 7001feff1c95c17a8bbf4fda56ac3407_9d9aa7a6152627df15415b7e66b4befc Mon, 28 Sep 2015 20:19:19 +0000 http://www.askamanager.org/2015/09/will-turning-down-an-offer-hurt-my-chances-with-that-company-in-the-future.html A reader writes: I had an interview where I liked the people and I absolutely loved what they had to offer in terms of salary and rank, but the job itself wasn’t what I thought. I think that while the benefits are great in the short term, in the long term there may not be […] will turning down an offer hurt my chances with that company in the future? was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_a9b53e7021c1231143d19a5e050268e7 Mon, 28 Sep 2015 17:59:32 +0000 http://lawprofessors.typepad.com/laborprof_blog/2015/09/disability-law-student-writing-competition.html 7001feff1c95c17a8bbf4fda56ac3407_5d8fd5fc3f19f0316248f28e6dbcf6bd Mon, 28 Sep 2015 17:31:30 +0000 http://www.askamanager.org/2015/09/how-to-interpret-common-things-job-interviewers-say.html Job seekers tend to overanalyze everything that happens during the hiring process – from how long it takes a company to respond to their application to how friendly the person calling to schedule an interview sounds. But what they analyze more than anything are the specific words they hear from interviewers. My mail is full […] how to interpret common things job interviewers say was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_73e3765f1cff60051491de473348b2fd Mon, 28 Sep 2015 16:30:33 +0000 http://www.askamanager.org/2015/09/as-the-bosss-wife-do-i-really-have-to-attend-his-company-christmas-party.html A reader writes: I know it’s September, but I am already trying to figure out the Christmas party situation. My husband is president of a tech company that has an annual, corporate-type Christmas party – presentations, awards, that sort of thing, and families are invited. I didn’t go last year in my role of president’s […] as the boss’s wife, do I really have to attend his company Christmas party? was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_2c88abd0280e13d953af99a8ff5b07e5 Mon, 28 Sep 2015 14:59:22 +0000 http://www.askamanager.org/2015/09/leesa-if-you-want-to-sleep-in-luxury.html And now a break to talk about a sponsor… I am the queen of bedding. I deeply believe that your bed should be as luxuriously comfortable as possible, and that your bed should suck you into a vortex of comfort and relaxation from which you rarely want to leave. I take beds very, very seriously. […] Leesa: if you want to sleep in luxury was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_a3970738d0938a48f6d3f2416578ae93 Mon, 28 Sep 2015 14:00:41 +0000 http://feedproxy.google.com/~r/hrcapitalist/~3/xd7DmoTIbQU/the-false-negative-of-the-no-ahole-rule.html Everyone knows the No A##hole Rule. A##holes are bad. A##holes are toxic. A##holes can ruin teams, lives and yes - the culture of your company if they are left unchecked. I'm going to just accept all of that and move on. A##holes suck. But something happens to a lot of execs and HR pros who buy into the No A##holes rule. We flip the script and buy into what I'll call the False negative on the no A##hole rule.  That false negative goes like this: "If someone's not an A##hole, that means they're a good teammate and can be effective in our company." That's not only inaccurate, it's dangerous. The dirty little secret about difficult people who are highly assertive is that they get things done.  Assertiveness, as it turns out, is necessary in our companies. We need people to push for results, for accountability and to make others uncomfortable when either of those things are in short supply.  But overreacting to difficult people changes that. Once we have experience with a real jerk in the workplace, we automatically think that a skilled person without assertiveness can be effective in a role that requires assertiveness. Not a jerk but we think they can get it done?  False negative - we scored them as not a jerk but there's a problem in our measurement - they don't have the assertiveness required to be successful in the role we're hiring for. Need an example? Look no further than Donald Trump. Most people can't stand him and can't imagine him being the POTUS. The same people automatically are drawn to other candidates who probably don't have what it takes to stare down Iran and have that "he's just crazy enough to do something stupid" vibe that keep everyone slightly off balance and alert. The next time someone's repping a passive candidate who's great in every way but is being considered for a role that requires hard core assertiveness, take a pause and think. What you need is someone with the ability to be an A##hole - but doesn't cross that threshold every day. 7001feff1c95c17a8bbf4fda56ac3407_45d93d81fd6e8fccf157a84c40c6ed1d Mon, 28 Sep 2015 12:41:00 +0000 http://www.askamanager.org/2015/09/my-interviewer-gave-me-a-scientology-test-employee-is-taking-vacation-at-our-busiest-time-and-more.html It’s five answers to five questions. Here we go… 1. Employee is taking all his vacation days at our busiest time of year I am a first-time manager and have a question on how to discuss vacation time with one of my employees. We have a use it or lose it vacation day policy based […] my interviewer gave me a Scientology test, employee is taking vacation at our busiest time, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_4201076d895e017401c457c9ebb4cb5e Mon, 28 Sep 2015 04:03:44 +0000 http://www.askamanager.org/2015/09/weekend-free-for-all-september-26-27-2015.html This comment section is open for any non-work-related discussion you’d like to have with other readers, by popular demand. (This one is truly no work and no school. If you have a work question, you can email it to me or post it in the work-related open thread on Fridays.) Book Recommendation of the Week:  […] weekend free-for-all – September 26-27, 2015 was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_caff36833b23ed23b78c9b6b0ebb2493 Sat, 26 Sep 2015 18:15:17 +0000 http://www.askamanager.org/2015/09/my-reference-is-an-ex-warning-an-acquaintance-not-to-take-a-job-at-my-awful-company-and-more.html It’s four answers to four questions. Here we go… 1. Should I warn an acquaintance not to take a job at my awful company? I know someone, friend of friends, who may be trying to join my small company. However, it’s a terrible place and several of us are trying to leave ASAP. If this were a […] my reference is an ex, warning an acquaintance not to take a job at my awful company, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_1ee0103a418db04fc47a039f88b1c7bb Sat, 26 Sep 2015 04:03:58 +0000 http://www.askamanager.org/2015/09/updates-employer-scolded-me-for-talking-to-my-predecessor-and-manager-wants-me-to-buy-our-whole-team-expensive-coffee.html Here are two updates from people who had their letters answered here recently. 1. My new employer scolded me for talking to my predecessor (I will just note that my answer to this originally was: Run.) I should have run. Fast. I inherited a mess! I can’t go into too many details other than financial irregularities […] updates: employer scolded me for talking to my predecessor, and manager wants me to buy our whole team expensive coffee was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_6e22081caca21b8c92726ff6e9df0657 Fri, 25 Sep 2015 16:00:45 +0000 http://www.askamanager.org/2015/09/open-thread-september-25-2015.html It’s the Friday open thread! The comment section on this post is open for discussion with other readers on anything work-related that you want to talk about. If you want an answer from me, emailing me is still your best bet*, but this is a chance to talk to other readers. * If you submitted […] open thread – September 25, 2015 was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_07be1c6eebc89bd147e35c26bdec7ec5 Fri, 25 Sep 2015 15:00:15 +0000 http://knowledge.wharton.upenn.edu/article/the-pope-as-ceo-can-he-shift-direction-and-revive-the-brand/ How can a new pope attract new groups -- and generations -- without alienating historically important demographics? 7001feff1c95c17a8bbf4fda56ac3407_83eaafbb5fd453b22a180f273234d6d9 Fri, 25 Sep 2015 14:00:17 +0000 http://feedproxy.google.com/~r/hrcapitalist/~3/6lGyd_iujYI/heres-your-new-motivational-script-to-use-when-firing-someone-or-to-those-who-dare-fire-you.html I can't believe I missed this a few years ago.  First, watch the video for the spoken script (email subscribers click through for the video): "That's you.  Drops of water.and you're on top of the mountain - a success.but one day, you start sliding down the mountain,  you think, "wait a minute - I'm a mountain top waterdrop,I dont' belong in this valley, this river, this dark ocean, with all these drops of water.Then one day it gets hot, and you slowly evaporate in the air, way up,higher than any mountain top, all the way to the heavens.Then you understand it was at your lowest you were closest to god.Life's a journey that goes round and round, and the end is closet to the beginning.So if it's change you need, relish the journey." That clip and quote are from the Joaquin Phoenix mockumentary "I'm still here". It seems hokey, but I swear I could have used that script more than a few times in my career when talking to a fallen star who had simply worn our his/her welcome at the current company but had clear talent.  And no, none of those folks wanted to be rappers.  7001feff1c95c17a8bbf4fda56ac3407_f504dd926b860f6746e64856c8ad7b01 Fri, 25 Sep 2015 12:57:00 +0000 http://evilhrlady.org/2015/09/ernst-young-stopped-requiring-degrees-should-you.html The UK offices of Ernst & Young have announced that they will stop requiring degrees, but instead will offer online testing and search out talented individuals regardless of background. Why? They say there is no correlation between success at the university and success in careers. The Huffington Post quotes Maggie Stilwell, EY’s managing partner for […] 7001feff1c95c17a8bbf4fda56ac3407_0827886b4672eac2c0853def7173ffc7 Fri, 25 Sep 2015 12:00:04 +0000 http://employerslawyer.blogspot.com/2015/09/lessons-from-just-one-days-daily-labor.html One of the venerable sources of information for labor and employment lawyer's has been BNA's Daily Labor Report. I can't remember when I first started reading it regularly, but it has been a long time. Now it comes neatly to my in box, but back in the old days the paper version was circulated and so for the first few years it was certainly not new news by the time it made it to my desk.But I was just struck by three stories in yesterday's publication that are just so telling for employment law practitioners.The first was a story on an FMLA lawsuit:Firing After FMLA Request Raises Triable IssuesA tool and die designer for a Wisconsin manufacturer who was fired one work day after he asked for intermittent Family and Medical Leave Act leave to tend to his son's mental health problems raised triable claims that the company retaliated...How many times do we see these cases, where suspicious timing is the key. A few years back, I can remember trying a case in New Orleans where an employee had been terminated on his first day back after returning from FMLA leave for a heart condition.The employer was acting on things that it had uncovered while the manager had been out on leave. That of course didn't keep opposing counsel from harping on the fact that the timing alone was enough to show it was FMLA retaliation. I expected that from opposing counsel, a little more unnerving was the comment by the Judge that he didn't understand why big companies, with all their resources, do what they do when they knew that it would get them sued.Fortunately, the jury understood the employer's dilemma. If, when we had discovered the issues that ultimately led to the termination while he was out on leave, the company had called him in then, the suit would have been about interfering with his actual leave. And woe to the company if that had exacerbated his heart condition!Still, timing is always a real danger in these cases.The second story is just yet another example of the proof of the old adage in our business that no good deed goes unpunished.Recommendation Letter Saves Fired Professor's Bias SuitA black University of California professor who alleged that a department director was motivated by racial bias to refuse to reappoint him under a pretext of budget cuts and poor performance can proceed with his race discrimination claim, the... A professor bringing a race claim escapes summary judgment because the department head wrote him a positive letter of reference after telling him he would not be re-appointed because of a budget deficit. The deficit was avoided, others who had also been told they would be let go were not, and Exhibit A is the gracious reference letter.Finally, a note showing how aggressive governmental agencies have become in at least considering pushing the limits of employer responsibility.Commission Seeks Comment on Workplace Murder Case The Occupational Safety and Health Review Commission is requesting briefs from interested parties on a pending case that involves the murder of a health-care worker by a potential client, the commission announced in a statement issued Sept....Obviously a tragic event where a health care worker is murdered by a psychiatric patient that she had visited at his home on several occasions. The ALJ found the employer was responsible for a general duty violation. The Commission is now seeking briefing from interested parties:The commission seeks comments on the extent to which a health-care provider should be able to protect its employees from the potential violent acts of third parties, and whether an employer's failure to do so should be considered a violation of the general duty clause (29 U.S.C. § 654(a)(1)).Amazing at how just one day's post can hit so many of the things I have learned over the past 40 years.It remains to be seen how much longer I will be learning these lessons from The Daily Labor Report, but it certainly has been a major source of information for a long time. 7001feff1c95c17a8bbf4fda56ac3407_a570e1cd0e1d12d5271f156091170f42 Fri, 25 Sep 2015 10:57:00 +0000 http://feedproxy.google.com/~r/JonIngham/~3/LQx8YXCiGaA/learning-development-talks-brussels.html I've added one more event where I'll be talking about talent management to my agenda.This is Stimulearning's annual L&D Talks in Brussels on 8th October where I've stepped in for LukDewulf to present alongside Jos Arets, Vivian Heijnen and Jane Hart.These are my sessions:Masterclass - How do we really develop talent?Talent is becoming ever more important for individuals and organisations but our success rate in developing it is not making that much progress.  Therefore business leaders in many organisations are becoming increasingly frustrated about L&D’s ability to influence potential, progress individuals up the hierarchy or to other positions where they are most needed, and to increase the organisation’s stock of human capital.  We urgently need to address this growing disconnect between the importance of talent and our ability to create more of it.  The good news is that as a result in progress in neuroscience, behavioural economics and other areas we have access to an increasing amount of rich insight about how talent can be developed, and no longer need to rely on old but often flawed ideas such as learning styles.  We can therefore start to get to the heart of what does make a difference to talent and therefore organisational performance.In this interactive session Jon will present an overview of some of the key insights we can and need to use to inform our plans and practices to develop talent, and will then open up the debate to all participants to share ideas and experiences and try to come to some conclusions about what we can do differently.Jon will close the session by pulling these ideas together and suggesting some ways to introduce these ideas into talent development programmes within the participants’ organisations, and also to ensure that L&D practitioners are able to leverage and optimise their own talent themselves.Keynote - Beyond just development - what else do we need to do to make talent development work?Making talent development effective and placing it at the heart of a strategic approach to talent management requires more than just being able to develop talent well, difficult enough though that is.We have a number of other demanding and in fact increasingly difficult challenges to confront.  For example, who, or what is talent? - do we really understand the attributes we need to create and which roles or individuals demonstrate them?  Are we able to identify talent effectively - what are the mechanisms we need to use to assess talent and identify which individuals fit this description?  And how do we ensure that the whole team and organisation is learning effectively?Jon will provide some suggested answers to these and other questions and provide other strategic but simple and practical suggestions for how L&D practitioners can power up their talent development and broader talent management approaches. If you're in Brussels, it'd be great to see you there!Consulting   Research  Speaking  Training  WritingStrategy  - Talent - Engagement  - Change and ODContact me to create more value for your businessjon [dot] ingham [at] strategic [dash] hcm [dot] com  7001feff1c95c17a8bbf4fda56ac3407_5b0dea522171c3a29e25ebe1b7fb3494 Fri, 25 Sep 2015 06:12:00 +0000 http://www.askamanager.org/2015/09/i-used-an-alias-to-reapply-for-a-job-i-cant-drive-on-a-business-trip-and-more.html It’s five answers to five questions. Here we go… 1. I used an alias to reapply for a job with a company that just rejected me I applied to a job and went to the third round and then never heard back. Later I learned that the position has been filled. I was not getting […] I used an alias to reapply for a job, I can’t drive on a business trip, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_ca903e8c5deeec78cdad3c8c2c74d0de Fri, 25 Sep 2015 04:03:38 +0000 http://feedproxy.google.com/~r/JonIngham/~3/h8lyUdxBU-0/ram-charan-2-percent-people-98-impact.html One of the things I talked about in the People Management webinar was the increasing focus on small numbers of talent (eg Halogen's survey showed a clear focus on senior managers and leaders) and whether this is always valid.I think workforce segmentation is a very appropriate activity, most of the time, and that most organisations do have 'special ones' but I worry that we overemphasise the variances in their contributions.This relates to suggestions that, eg, the best people deliver 500 x the value of an average employee and to actual responses to it, eg, the ratio of CEO salaries to average employees (183 x for the FTSE according to the High Pay Centre).That's despite the increasing role of distributed leadership where everyone has a role of leader (so what's so special about those at the top of an organisation?), the growing importance of collaboration (meaning that we need to look at talented teams not just talented individuals) and research suggesting that the performance factors behind those identified as talent is often more about the broader support provided to these people than it is anything about the individuals identified as talent themselves.)That impact of our focus on talent is ever more marked as we also differentiate disproportionately against those at the bottom or the weakest performance in our organisations (the 'smelly ones' perhaps?).  I worry that the variance in the deal between those identified as talent and those on zero hour or similar contracts is increasingly tearing the social fabric of our organisations.None of this detracts from the importance of talent or talent management but it emphasises the importance of identifying talent and investing in them very carefully, and that we position these people within the rest of the organisation even more carefully too.We need to be especially on our guard when respected commentators who should know better say bizarre and inaccurate things such as that '2% of the people in a business drive 98% of the impact' - as suggested by Ram Charan in his recent HBR article and repeated at the AHRI conference in Melbourne where were both speaking.How does a comment like that get into the Harvard Business Review???  It's easily and visibly not the case in any organisation I've ever worked in, and in any case, if it ever was, the issue wouldn't be talent management but organisation design!Ie if 98% of your employee population deliver that little value, the issue isn't focusing on the 2% it's about reorganising and restructuring around the 2%, becoming a much smaller but much more effective organisation, with the small amount of additional value provided from outside of the organisation.Consulting   Research  Speaking  Training  WritingStrategy  - Talent - Engagement  - Change and ODContact me to create more value for your businessjon [dot] ingham [at] strategic [dash] hcm [dot] com  7001feff1c95c17a8bbf4fda56ac3407_d34f2b6fd53b634f404952d086375f0f Thu, 24 Sep 2015 21:55:00 +0000 http://www.askamanager.org/2015/09/how-to-teach-students-that-employer-care-about-outcomes-not-how-much-time-they-put-in.html A reader writes: I am a professor of practice in a graduate-level professional program. Though a fair few of our learners are career-changers, stay-at-home parents preparing for a return to the workplace, or others with significant work-world experience, many come to us straight from their undergraduate experience. This latter group sometimes brings work-inappropriate beliefs and […] how to teach students that employers care about outcomes, not how much time they put in was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_eb8305a557eb260ed3284299564b7718 Thu, 24 Sep 2015 17:59:28 +0000 http://knowledge.wharton.upenn.edu/article/why-investment-friendly-patents-spell-trouble-for-trolls/ Patent monetization is dominated by the much-maligned patent trolls, but that is starting to change as banks join the valuation fray, write Eran Zur and John A. Squires in this opinion piece. 7001feff1c95c17a8bbf4fda56ac3407_259ab7d93797aeb387529bfadf4694e0 Thu, 24 Sep 2015 17:56:07 +0000 http://knowledge.wharton.upenn.edu/article/the-real-reason-your-multinational-team-has-trouble-communicating/ When you work for a multinational business, you often have to share information with co-workers around the world. But that frequently doesn't work as well as it could. 7001feff1c95c17a8bbf4fda56ac3407_9152f02e81d75c8b284f4269bd6bc282 Thu, 24 Sep 2015 17:12:35 +0000 http://www.askamanager.org/2015/09/how-to-solve-a-conflict-on-your-team.html When people on your team aren’t getting along, it can create distractions, lower productivity, and make it hard for people to get things done. Managers sometimes aren’t sure what their role, if any, should be in solving conflicts other people are having, especially if the conflict feels more personal than work-related. But if it’s impacting […] how to solve a conflict on your team was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_f92c27026d984e6f9e412e4257113c3a Thu, 24 Sep 2015 16:30:50 +0000 http://www.askamanager.org/2015/09/tell-us-your-straw-that-broke-the-camels-back-moment-with-your-job.html On last week’s post about the manager who told an employee to write a sentence 500 times as “punishment” for a mistake, a bunch of people asked about “straw that broke the camel’s back” moments — the time something so bad happened in your job that you knew you had to get out. Of course, in […] tell us your “straw that broke the camel’s back” moment with your job was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_7eaa09288133b6831d35223eed4f649d Thu, 24 Sep 2015 14:59:32 +0000 http://feedproxy.google.com/~r/hrcapitalist/~3/jl3tnbc71Qw/more-on-why-you-cant-get-your-head-around-glassdoor-in-one-number-32.html I'm traveling to San Francisco today getting ready to host the live stream of the Glassdoor Summit on Friday - you can sign up for free access to the live stream here.  That live stream will feature me and Tim Sackett wearing green jackets like we're at the Masters and providing color commentary of the proceedings and doing interviews with speakers, attendees and hangers on alike. I did a webinar last week on how Smart HR pros are realizing that they have to be "in the game" regarding company reputation sites like Glassdoor.  The main premise, which I still think is correct, is that HR pros are conditioned to hate sites like Glassdoor - because they associate them with the ranting, recently fired employee that's just taking brutal pot shots at their company. But Glassdoor has grown up, and your employees are now used to rating everything in their lives as consumers - Amazon, Yelp, TripAdvisor, Hotwire - just to name a few. That means that even if you do nothing as an HR pro, the volume of reviews going up on your company is increasing, and they are without question more balanced and fair. HR Pros still have a mental block, and I'll tell you what it is: 3.2 Wait, what?   3.2 That number represents what I'll call and average rating for a company on Glassdoor.  3.2 out of 5, and that's where the problem is for most HR pros. We've grown up thinking we can manage the impression that candidates have of our company, and tell everyone we're a 4.2 out of 5 - pretty damn good. Nope - as it turns out, most of us are a 3.2. #ugh The fact that rating is the reality actually means HR pros and recruiters need to engage on Glassdoor more.  It used to be obvious that the people commenting on Glassdoor were the disgruntled.  We could still say we were great, and most people would believe it. 3.2 The game on Glassdoor now, I think, revolves around getting people in your most important positions - the ones you recruit the most - to give fair, balanced, but good reviews.  Then you've got to put on your marketing hat and figure out creative ways to aggregate those reviews and market them to targeted candidates. Use the 3.2 as a starting point, then lead them to the "4" ratings and convince candidates that the "4's" are from people like them. Or you could just let people see the 3.2 and think that you're average. 7001feff1c95c17a8bbf4fda56ac3407_b2d95baaf9cd4535bc0677249be6e8a5 Thu, 24 Sep 2015 12:09:00 +0000 http://evilhrlady.org/2015/09/6-tips-for-working-with-people-you-dislike.html It would be totally awesome if you always worked with people you liked. People who you not only respect in the workplace but were happy to socialize with outside of work, too. Wouldn’t that be a dream come true? Well, maybe, and maybe not. Some people like to have a complete separation between work and […] 7001feff1c95c17a8bbf4fda56ac3407_9390b2c9d9d2e11f71d9acda49cd6abd Thu, 24 Sep 2015 11:51:56 +0000 http://feedproxy.google.com/~r/JonIngham/~3/vFmsvTQmeMk/talent-management-webinar.html I delivered this webinar with the CIPD's People Management magazine and Halogen Software earlier this week.  Thanks for everyone who attended and particularly all the questions.If you didn't attend, then take a look -http://www.pmindustryinsight.com/Webinars/how-can-your-organisation-develop-future-talent-2If you've got any additional questions, you can always ask them here.Consulting   Research  Speaking  Training  WritingStrategy  - Talent - Engagement  - Change and ODContact me to create more value for your businessjon [dot] ingham [at] strategic [dash] hcm [dot] com  7001feff1c95c17a8bbf4fda56ac3407_ca39f29a7c3f1e3332c9b2874908ecb8 Thu, 24 Sep 2015 06:36:00 +0000 http://www.askamanager.org/2015/09/coworker-is-constantly-coughing-and-blowing-her-nose-legal-names-and-job-applications-and-more.html It’s five answers to five questions. Here we go… 1. My coworker is constantly coughing and blowing her nose My coworker who I share an office with has been sick for the past month and a half. She hates going to the doctor or taking medicine, but finally went a week ago and got some […] coworker is constantly coughing and blowing her nose, legal names and job applications, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_b190fb2afeac7d121bc3924e52531efd Thu, 24 Sep 2015 04:03:54 +0000 http://lawprofessors.typepad.com/laborprof_blog/2015/09/bidding-mike-farewell.html 7001feff1c95c17a8bbf4fda56ac3407_3d51c6681e46a629b5dbbfb827be6644 Wed, 23 Sep 2015 20:54:25 +0000 http://www.askamanager.org/2015/09/my-coworker-tries-to-compliment-me-into-doing-more-work.html A reader writes: My coworker, who is senior to me but not my boss, pushes significantly more work down to me than other coworkers in his position. With other coworkers at his level, I do somewhere between 40% to 60% of the work on a project; when I work with him, I end up doing […] my coworker tries to compliment me into doing more work was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_129c6ffa7f047325529561ec887351eb Wed, 23 Sep 2015 17:59:36 +0000 http://www.askamanager.org/2015/09/i-dont-want-to-pick-up-my-bosss-lunch-for-him.html A reader writes: I am a 27-year-old woman working for a well-known national company. My store manager frequently (several times a week) asks one of us to go get lunch for him. He never offers to buy us lunch. All of my other coworkers dutifully do it for him without complaint, because we are all […] I don’t want to pick up my boss’s lunch for him was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_ebee865a0be3611af4cf389ba5fefac4 Wed, 23 Sep 2015 16:30:48 +0000 http://knowledge.wharton.upenn.edu/article/why-theres-no-quick-fix-for-volkswagens-emissions-crisis/ The crisis underway at Volkswagen over EPA allegations that the firm cheated on emissions tests for their popular TDI diesel engine line has caused a significant drop in the firm’s stock price and led to the departure of its CEO. What else will it mean for the company and the industry? 7001feff1c95c17a8bbf4fda56ac3407_b9130794e654e8b0df1092862d5e27e2 Wed, 23 Sep 2015 16:26:32 +0000 http://knowledge.wharton.upenn.edu/article/does-your-strategy-need-a-strategy-part-i/ Business environments have become so diverse that companies today need different approaches to strategy in different circumstances, says Martin Reeves, director of BCG’s Bruce Henderson Institute. 7001feff1c95c17a8bbf4fda56ac3407_75ef422f5427500c68982cf75c182179 Wed, 23 Sep 2015 15:15:05 +0000 http://www.askamanager.org/2015/09/employee-keeps-asking-coworkers-for-food-and-money.html A reader writes: I have been managing a small department of four for two years. Everyone who I supervise is at the same level and paygrade. I was promoted after seven years in the position that they are in. We’ve gone through a lot of change as a department. In the last year, we’ve moved […] employee keeps asking coworkers for food and money was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_15d6b683ce08de0dd10a2a0723ec73e5 Wed, 23 Sep 2015 14:59:27 +0000 http://feedproxy.google.com/~r/JonIngham/~3/xUKbziGX3nQ/smart-workplace-design-2016.html I posted on a couple of case studies of workplace design in Australia last month whilst attending separate conferences in Sydney and Melbourne:http://strategic-hcm.blogspot.co.uk/2015/08/flexible-working-woolworths-sydney.html  http://strategic-hcm.blogspot.co.uk/2015/08/ahrinc-office-design-for-organisation.html Whilst the link between HR and Property seems much stronger in Australia than it does in the UK, the rest of Europe or just about anywhere else I've been, there's clearly more we can do.Part of the issue is that HR needs to develop it's understanding of workplace design so that we can work with our Property / Facilities colleagues more easily.And part of it is to be able to link what's possible in these areas to what we're doing in HR.  I think this is more than the suggestion in Melbourne that HR's job isn't to choose the colour of the chairs but to integrate this into the rest of the culture.  As owners of the culture, we do also need some capability to direct and lead what happens in the workplace as part of our broader organisation design.I got into some of this agenda in Fleming's Smart Workspace Design conference earlier this year.I'm also back at the same conference in Amsterdam next year, doing two things:Firstly to present an input on Connecting HR, Property and Digital to Organisation Design and Development:Human Resources, Corporate Real Estate and Information Technology functions all have similar remits and attributes - the most important of these being that we all need to focus less on what we do than on what we create.  The input to this session will argue that once we have established what we want to develop (for example innovation, collaboration, fun etc), all three functions need to be harnessed and integrated together if meaningful change is going to take place.  It sounds simple but in last year’s conference we found true integration is very rare indeed.  So how can we connect HR, CRE and IT to the outcomes we need to create?Recommendations for inserting the workplace into broader organisation design and development Examples of organisations aligning their overall designs behind a required culture or capabilities.And secondly to lead a panel discussion:How can we ensure that a workspace reflects the company’s culture and communicates its strategic requirements for example supporting employer branding? How do we integrate workspace, IT and HR policies to create an omni-employment experience?  What are some practical examples of strategies for enhancing collaboration across HR, Facilities and IT, engaging members of other disciplines in the broader picture and your own part of the agenda? The journey is many organisations is to become more human (leave aside those for a moment which just want to reduce their costs).  How can HR, CRE and IT work individually and together to enable people to be people, for example by responding to different national cultures, generational differences and individual personalities etc?It should be a really good session, and a great conference, so do have a think about whether you're going to be able to join us.  I'm hoping we'll have more HR people than Property people there this year.Details here: http://human-resources.flemingeurope.com/workspace-design-summit Consulting   Research  Speaking  Training  WritingStrategy  - Talent - Engagement  - Change and ODContact me to create more value for your businessjon [dot] ingham [at] strategic [dash] hcm [dot] com  7001feff1c95c17a8bbf4fda56ac3407_2e79427c08e6010e5b1bda087c8af4dc Wed, 23 Sep 2015 12:20:00 +0000 http://feedproxy.google.com/~r/hrcapitalist/~3/yz-c1G9zUUk/what-can-we-learn-from-this-marines-say-inclusive-combat-units-are-lower-performing.html My friend Tim Sackett had a post last week I thought was compelling - "Marines Say Inclusive Combat Units Are Lower Performing", which a details a major study released by the Marines last week that shows all male combat units perform better than mixed male and female combat units.  Here's a couple of snippets that Tim shared from Time, which printed a review of the study: "The results of study speak to the dangers of the Golem effect. Research has shown that when less is expected of a specific group, less is exactly what they will achieve. For decades, women in the Marine Corps have been subject to lower performance standards, starting at recruit training. The passive acceptance of second-rate results for women flies in the face of the mythical characterization of the Marine Corps as the most elite of all of the services. Although female recruits have historically underperformed in every quantifiable category at boot camp, the Marine Corps has never acknowledged this to be a fundamental obstacle to the success and credibility of female Marines. Ultimately, the impact of lowered expectations for female performance at boot camp were reflected across the spectrum of the study’s results. A Marine Corps mantra is “Every Marine a rifleman.” However, until last year, female recruits achieved an initial qualification rate on the rifle range between 68% and 72%, compared to male averages between 85% and 93%. It became normal for up to a third of every cohort of female recruits to require remediation on the rifle range or be recycled in training." And one more: “The gender normed physical fitness test allows women to settle for mediocrity while their male peers are held to more stringent standards including dead-hang pull ups and a faster three-mile run requirement. Considering these disparities, it should not be a surprise that men would outperform the women in the study, nor should the female lower extremity injury rate be considered startling. The Marine Corps force integration plan summary touts the fact that the recruiting force has seen a 4.5% increase in female enlistments since 2008. But does an increase of women in the Marine Corps really equate to talent management if the women are simply expected to do less? No matter how many women there are in the Marine Corps, if low expectations for performance are maintained, women will never measure up to their male counterparts in any capacity, much less the field of infantry." Tim make a lot of great points in his post, namely that no one in the HR/Talent industry will touch this, because let's face it, you can't win.  But like Tim, I'm a glutton for punishment, so I'll give you my top observations on what the Marines study means for diversity and inclusion for all of us.  My thoughts: 1. You really can't go into inclusion thinking that whatever group you're bringing in will be held to lessor standards. That type of inclusion gives the team a big, fat excuse. Even in the case of physical strength, keep your job requirements the same and play on. Your inclusion percentage may not hit your goals, but the example of the inclusion you did accomplish will be more impactful to the organization. 2. Quotas don't work. They piss off the group being targeted for inclusion and the inclusion group alike. Let's face it, regardless of the group you're ID'ing for inclusion, there's good people everywhere. Go find them in the inclusion group, keep your standards high and if you need to pay them more to land them, that's a better way to go then going into it expecting most will perform at a lessor rate. 3. Most teams don't operate like the Marines. Teams are generally made up of players that have different strengths and weaknesses, and when you mix them together, it creates high performance - if you get the mix right. So when you're trying to positively impact inclusion in your company, make sure the inclusion candidates you submit have something they're strong at that adds to the total team performance. 4. Feeder groups matter. It's hard to go outside to hire for diversity purposes.  However, if you have feeder groups into a certain job, it makes sense to spend more on development in those groups to have candidates who can plug and play - and understand your business (which automatically gives any candidate more credibility).   Forced diversity and inclusion doesn't work - but if you don't try and force the issue, at times nothing will happen.  The Marines study offers some perspective about what works and what doesn't.   What's your reaction?   7001feff1c95c17a8bbf4fda56ac3407_d044b5af9fa5f81f5396fa677f828717 Wed, 23 Sep 2015 12:19:00 +0000 http://evilhrlady.org/2015/09/applicant-beware-the-10-biggest-lies-headhunters-tell-you.html When you’re looking for a new job, you spend a lot of time working with headhunters and recruiters. Sometimes these words are used interchangeably, but there is a difference. A recruiter works for the company for which she’s hiring while a headhunter works independently. A business hires a headhunter to fill specific positions, and they […] 7001feff1c95c17a8bbf4fda56ac3407_490a84089c44c53beeaac8fae26c3c23 Wed, 23 Sep 2015 12:13:37 +0000 http://www.askamanager.org/2015/09/using-facebook-for-work-without-looking-like-im-goofing-off-forwarding-business-calls-to-a-personal-phone-and-more.html It’s five answers to five questions. Here we go… 1. Using Facebook for work without looking like I’m goofing off I work in a large nonprofit, on a team of two that manages one program. I recently created a Facebook page and LinkedIn group for our program. Additionally, I created and curate an internal newsletter in […] using Facebook for work without looking like I’m goofing off, forwarding business calls to a personal phone, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_fb1cd1d06880ca0ada05bb7a9e02ad28 Wed, 23 Sep 2015 04:03:32 +0000 http://knowledge.wharton.upenn.edu/article/failing-in-order-to-succeed-in-the-digital-world/ It is counter-intuitive to celebrate failures as well as successes. But that is precisely what needs to happen if companies wish to spark a culture of innovation. 7001feff1c95c17a8bbf4fda56ac3407_466da422a399bfe3426e1b108751a31e Tue, 22 Sep 2015 20:41:31 +0000 http://knowledge.wharton.upenn.edu/article/can-tsipras-get-greeces-economy-back-on-track/ Alexis Tsipras has Greece’s mandate for economic reforms. Now, he must ensure political stability and prioritize economic growth to ease the pain of austerity measures, say experts. 7001feff1c95c17a8bbf4fda56ac3407_22b747fb520f1455ef078dae5df6652d Tue, 22 Sep 2015 18:03:06 +0000 http://www.askamanager.org/2015/09/whats-a-good-applicationinterview-rate.html A reader writes: I am a recent graduate putting out dozens of resumes and applications with tailored cover letters. I was wondering what seems to be the ratio of applications sent out to interview ratio for applicants. I want to get a better idea of how many call backs I should be expecting and when […] what’s a good application/interview rate? was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_eb06110ec0678d83ac2503e162d0aaab Tue, 22 Sep 2015 17:59:04 +0000 http://www.askamanager.org/2015/09/how-to-become-a-thought-leader-in-your-field.html Becoming a thought leader in your field – someone whose ideas influence others – comes with huge professional benefits, both in and outside your company: It will increase your visibility and standing with the people with the most influence in your company and your field, increase your authority and credibility, and probably position you and […] how to become a thought leader in your field was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_a89def2428ac3ae1de2e6a340aaa2258 Tue, 22 Sep 2015 16:30:26 +0000 http://feedproxy.google.com/~r/hrcafe/~3/lYMo8aVDW-E/ We've been told that multitasking can cause mistakes and diminish productivity, not augment it. But did you know multitasking may actually harm the structure of your brain? Read on to learn more. The post Ouch! Multitasking is hurting my brain! appeared first on Rapid Learning Institute. 7001feff1c95c17a8bbf4fda56ac3407_24da3630ed4babb5ccaac1ff1c9e74e9 Tue, 22 Sep 2015 15:30:10 +0000 http://www.askamanager.org/2015/09/my-low-travel-job-wants-me-to-travel-more-but-boarding-my-dogs-would-be-expensive.html A reader writes: Here are the background facts before I ask my question: * I am a professional in a large company. * My position doesn’t require travel on a regular basis (though I expect any professional position to require travel occasionally – perhaps a few days a year – whether it’s attending conferences or […] my low-travel job wants me to travel more — but boarding my dogs would be expensive was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_8e82b91fed6433c981a616521edfb8a5 Tue, 22 Sep 2015 14:59:05 +0000 http://feedproxy.google.com/~r/hrcapitalist/~3/XYmiSZXbdSg/franchisees-of-mcdonalds-feel-a-lot-like-your-field-ops-team-does-about-corporate.html HR people are supposed to get Finance, right?  Below is the best breakdown of something we all have experienced - a single location of McDonalds.  Dig in my friends, because if you thought the owner of the McDonalds you drive by on the way to work is printing money, you'd be wrong. Oh, they're doing OK.  But printing money?  No - especially when you factor in what it cost to buy a franchise and the risk they're taking.  While you're at it, head over to this story in BusinessWeek about franchisee revolt at McDonalds and take a read.  You'l find that a lot of what the franchisees say about McDonalds is classic field vs. corporate stuff, just with Happy Meals and McLattes instead of TPS reports and allocations. Here's the P&L:   7001feff1c95c17a8bbf4fda56ac3407_a62f5e7658bee9da0520f2e7763a7808 Tue, 22 Sep 2015 13:34:00 +0000 http://evilhrlady.org/2015/09/are-these-bad-habits-preventing-your-career-success.html Have you ever wondered why other people seem to climb the ladder to the corner office, but you’re stuck sitting on the bottom rung? Why a coworker you can’t stand keeps getting promoted and you keep getting passed over? Well, there are probably some things you’re doing that stop you from reaching the level you’re capable […] 7001feff1c95c17a8bbf4fda56ac3407_61d2ced5bc86a4f07723ded3add1ea69 Tue, 22 Sep 2015 11:55:16 +0000 http://www.askamanager.org/2015/09/my-company-is-sticking-us-with-part-of-the-hotel-cost-on-business-trips-workload-while-boss-is-on-maternity-leave-and-more.html It’s five answers to five questions. Here we go… 1. My company is sticking us with part of the hotel cost on business trips My company wants to put a cap on how much employees can spend on hotel rooms during business-related travel. For example, if an employee books a hotel room for $250, they […] my company is sticking us with part of the hotel cost on business trips, workload while boss is on maternity leave, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_2e8ee6956bfbeff7f2dc15d04a354ed8 Tue, 22 Sep 2015 04:03:57 +0000 http://knowledge.wharton.upenn.edu/article/whats-behind-the-feds-interest-rate-decision/ As the U.S. Federal Reserve gleans interest rate signals from inflation, job growth and global markets, it needs to show more clarity and consistency in its actions, say Wharton experts. 7001feff1c95c17a8bbf4fda56ac3407_7f2f0055d4604dd34464242f6de8655b Mon, 21 Sep 2015 20:05:19 +0000 http://www.askamanager.org/2015/09/im-a-graphic-designer-with-a-non-designer-coworker-who-keeps-trying-to-do-my-job.html A reader writes: I am an in-house graphic designer for a relatively small (30+ employees) nonprofit, and I care a lot about what I do. I realize sometimes I need to rein it in, but…. THE ISSUE The issue I have is a non-designer coworker who has Adobe Creative Suite trying to do graphic design. […] I’m a graphic designer with a non-designer coworker who keeps trying to do my job was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_15c005f236a23e17914c68bfca69188b Mon, 21 Sep 2015 17:59:05 +0000 http://www.askamanager.org/2015/09/whats-your-boss-allowed-to-ask-when-you-call-in-sick.html When you call in sick, is your boss allowed to ask exactly what’s wrong with you and make you feel like you need to prove you’re sick enough to justify the day off? Most people are unclear on what their employer has the right to ask when they call out sick. And many employers aren’t sure […] what’s your boss allowed to ask when you call in sick? was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_2329e0b085bac2b1fa02d967e6528f3f Mon, 21 Sep 2015 16:30:33 +0000 http://www.askamanager.org/2015/09/ive-encouraged-a-coworker-to-vent-about-her-boss-my-friend.html A reader writes: I’m hoping you can help me shut down some complaints that I’m realizing I’ve unintentionally encouraged for way too long. A few months ago, I was added to a project that would require several months of close work with another person in my department (let’s call her Bonnie). I hadn’t worked with […] I’ve encouraged a coworker to vent about her boss — my friend was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_963fd29e7e75f167e7fc80d20b96e311 Mon, 21 Sep 2015 14:59:16 +0000 http://evilhrlady.org/2015/09/how-to-implement-yearly-reviews-2.html I work for a small, established company, and we don’t have policies in place for employee reviews. Actually, we don’t really do reviews at all. I find this odd. Is there a reason a company wouldn’t ask for or provide formal feedback? If I wanted to put a procedure in place for the people I […] 7001feff1c95c17a8bbf4fda56ac3407_69628b7e68029a2af5aa3824d369b097 Mon, 21 Sep 2015 12:26:43 +0000 http://feedproxy.google.com/~r/hrcapitalist/~3/8QZSVrEjErg/great-quotes-in-management-history-im-not-right-clicking-on-s.html So - that quote actually came from me.  But it wasn't born out of belligerence or laziness, but out of a call to treat every prospect or customer/candidate interaction as a marketing opportunity. Background - I set up a call to talk about something really mundane - the titles of the files that we share with our candidates and prospects.  My thought was that we were all over the place related to how we titled things we shared.  As a result of the inconsistency, I thought candidates/prospects would forget where they put the file, who they got it from, etc - meaning the impact of what we shared was less in total than it could have been. One of the folks on my team had an idea. The end user (for purposes of my direct report in this circumstance was me) could simply retitle the file to whatever they thought was useful.  I thought that missed the mark. So I tried to explain again why I wanted to do it for them and clean up our rules on what we named files. My direct report, who is great and a high performer, keep coming up with other ways, including the thought that I could right click the file and save it as whatever I wanted as the best idea. So I did what any manager would do when there was a disconnect and it was obvious my explanations weren't working. I kept it simple and went caveman, saying the following: "I'm Not Right Clicking On S###"  It honestly didn't feel bad when it came out and it doesn't feel bad now.  The reason for that? The direct report didn't get what I was saying and I didn't get how to better describe it. I was in a position where I was asking them to do something, they thought the better of it and I tried to do the professional thing and explain why.  I failed. Sometimes you just have to say "I'm Not Right Clicking On S###". It's probably easier on everyone. Let your directness flow this week. 7001feff1c95c17a8bbf4fda56ac3407_2dbf92150df6bbb5d1480b6264e45b69 Mon, 21 Sep 2015 10:48:00 +0000 http://www.askamanager.org/2015/09/job-candidates-who-are-willing-to-do-any-job-new-desk-is-right-next-to-my-manager-and-more.html It’s five answers to five questions. Here we go… 1. My new desk is right next to my manager My office is currently undergoing a rearrangement of the seating plan. I work in a team of 10, and my new assigned desk is right next to my manager. My current desk is a couple away. […] job candidates who are willing to do any job, new desk is right next to my manager, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_bf34720a06301b53ee7f84aa7fd3fd54 Mon, 21 Sep 2015 04:03:39 +0000 http://www.askamanager.org/2015/09/weekend-free-for-all-september-19-20-2015.html This comment section is open for any non-work-related discussion you’d like to have with other readers, by popular demand. (This one is truly no work and no school. If you have a work question, you can email it to me or post it in the work-related open thread on Fridays.) Book Recommendation of the Week: Apothecary […] weekend free-for-all – September 19-20, 2015 was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_d5da693c997b7315e4bd675d6f5a2dbc Sat, 19 Sep 2015 17:51:13 +0000 http://www.askamanager.org/2015/09/should-recruiters-disclose-salary-range-when-they-reach-out-to-you-seeking-new-opportunities-on-linkedin-and-more.html It’s four answers to four questions. Here we go… 1. Should recruiters disclose salary range when they reach out to you? How common is it for recruiters to disclose salary range for positions when they reach out to you? I’ve heard colleagues who have professions that are highly technical and in demand talk about how recruiters have […] should recruiters disclose salary range when they reach out to you, “seeking new opportunities” on LinkedIn, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_7a13cf156f4314bc211ff73fb5c507d1 Sat, 19 Sep 2015 04:03:33 +0000 http://knowledge.wharton.upenn.edu/article/from-bean-to-bar-expatriates-in-vietnam-taste-sweet-success/ The co-founders of Marou Faiseurs de Chocolat recount how they set up a business making and marketing fine chocolates in Vietnam, a country not known for its production or consumption of the product. 7001feff1c95c17a8bbf4fda56ac3407_086740cb4f69200114b39f848a0c7e9c Fri, 18 Sep 2015 19:39:09 +0000 http://www.askamanager.org/2015/09/update-my-boss-is-stealing-my-lunch.html Remember the letter-writer whose boss was stealing her lunch, even after she’d asked him to stop? The original letter was printed in October 2011, but I reprinted it this summer over at Inc. (where I’m revisiting old posts from here), which prompted this update. Wow, the responses here are overwhelming! I’m sorry I’m late to the […] update: my boss is stealing my lunch was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_6baa80990698ff7b59e320bd7faf1b16 Fri, 18 Sep 2015 16:00:20 +0000 http://knowledge.wharton.upenn.edu/article/the-china-syndrome-how-volatility-is-affecting-asean/ China's slowing growth and financial volatility is rippling through the global economy and is causing devaluations and an economic slowdown across Asia. Wharton finance professor Franklin Allen outlines the risks. 7001feff1c95c17a8bbf4fda56ac3407_7dfb1434a2434d9a32ed9867d66eaed8 Fri, 18 Sep 2015 15:40:37 +0000 http://www.askamanager.org/2015/09/open-thread-september-18-2015.html It’s the Friday open thread! The comment section on this post is open for discussion with other readers on anything work-related that you want to talk about. If you want an answer from me, emailing me is still your best bet*, but this is a chance to talk to other readers. * If you submitted […] open thread – September 18, 2015 was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_33b3ba8124bbddc521c951eee48a802b Fri, 18 Sep 2015 15:00:53 +0000 http://lawprofessors.typepad.com/laborprof_blog/2015/09/does-the-uber-case-show-that-employment-law-is-outdated-an-invitation.html 7001feff1c95c17a8bbf4fda56ac3407_f8f36774fd2197d7ccdcc55d11bdeba4 Fri, 18 Sep 2015 15:00:12 +0000 http://evilhrlady.org/2015/09/how-to-manage-the-office-football-pool.html Football season has begun, and along with it football pools, fantasy football leagues and heated discussions about last night’s game. It can seem like a huge drain on performance and might all that betting be illegal? Maybe you should put a stop to the whole thing right away. Or maybe not. Now, to be clear, […] 7001feff1c95c17a8bbf4fda56ac3407_51e474cbd78b9a1726f578f0678810b6 Fri, 18 Sep 2015 12:22:37 +0000 http://www.askamanager.org/2015/09/my-new-job-worries-ill-steal-being-told-an-exceptionally-qualified-candidate-beat-me-out-and-more.html It’s five answers to five questions. Here we go… 1. My new job wants me to sign a paper agreeing they can dismiss me without investigation if they suspect theft I recently took a position that I’m very excited about and am about a week into the two-week training process. When the company ran my background […] my new job worries I’ll steal, being told an “exceptionally qualified” candidate beat me out, and more was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_f611c950b0bf064ce67f0883e593a6e6 Fri, 18 Sep 2015 04:03:28 +0000 http://lawprofessors.typepad.com/laborprof_blog/2015/09/microsoft-sued-for-stack-ranking-system.html 7001feff1c95c17a8bbf4fda56ac3407_f8748d818b203efc32c2b9098f65a5b7 Thu, 17 Sep 2015 21:57:44 +0000 http://knowledge.wharton.upenn.edu/article/why-sub-prime-lenders-didnt-cause-the-housing-crash/ After the housing bubble burst, people were quick to lay blame on sub-prime lenders and borrowers. New research casts doubt on that premise. 7001feff1c95c17a8bbf4fda56ac3407_ddc9acd494185b8ea4540969c0528359 Thu, 17 Sep 2015 21:44:05 +0000 http://lawprofessors.typepad.com/laborprof_blog/2015/09/teaching-sex-stereotyping.html 7001feff1c95c17a8bbf4fda56ac3407_9c0d39adae8d915be08e690f8eda88ca Thu, 17 Sep 2015 21:20:58 +0000 http://www.askamanager.org/2015/09/how-to-explain-why-you-want-a-part-time-job.html A reader writes: When applying for part-time positions, is it common to be asked why you are applying for a part-time job rather than looking for full-time work? Last year, I left my full-time admin job after suffering from stress and depression. I took a few months off to work on my health, and now […] how to explain why you want a part-time job was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_28bb1cf7f9334738949484c20d4f019f Thu, 17 Sep 2015 17:59:54 +0000 http://knowledge.wharton.upenn.edu/article/feeding-the-developing-world-six-major-challenges/ Globally, beating the scourge of hunger means addressing climate change, food waste, global conflicts, resource-heavy meat production and population growth. 7001feff1c95c17a8bbf4fda56ac3407_2e3b5ee7b1f66c974343e55144f0673f Thu, 17 Sep 2015 17:22:03 +0000 http://knowledge.wharton.upenn.edu/article/feeding-the-developing-world-the-search-for-solutions/ Global food production is not keeping up with population growth. Will there be a second Green Revolution to close the productivity gap? 7001feff1c95c17a8bbf4fda56ac3407_9ae5fe469368f7342e0bfcca803028e5 Thu, 17 Sep 2015 17:21:32 +0000 http://knowledge.wharton.upenn.edu/article/the-struggle-to-feed-america/ Some 49 million people in the U.S. lack access to healthy food. The problem of course is not scarcity, but poverty, and food banks are increasingly working to supply healthier choices. 7001feff1c95c17a8bbf4fda56ac3407_d55f2725b7d1429d7c654332f671231c Thu, 17 Sep 2015 17:20:47 +0000 http://www.askamanager.org/2015/09/how-to-manage-during-a-crisis.html If your team is going through a reorg, losing key staff, having its budget or a popular program slashed, or battling negative PR, it can be tough to rally your team to stay productive. At Intuit QuickBase’s Fast Track blog today, I talk about how to manage your (probably distracted and anxious) team when it’s […] how to manage during a crisis was originally published by Alison Green on Ask a Manager. 7001feff1c95c17a8bbf4fda56ac3407_d5acd616e99fb26a30d902e34696b8f2 Thu, 17 Sep 2015 16:30:59 +0000 http://evilhrlady.org/2015/09/the-top-10-signs-your-hr-manager-is-actually-a-dalek.html 1. There are an awful lot of plungers in the back of the HR office. 2. She doesn’t conduct investigations by talking, but by extracting brainwaves. 3. Her bumper sticker reads “I killed a bunch of Time-Lords and all I got was a lousy bumper sticker”. 4. She fights your FMLA and ADA claims by […] 7001feff1c95c17a8bbf4fda56ac3407_011dda9263e6f29167a0d7229e6e0b48 Thu, 17 Sep 2015 13:52:29 +0000