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September 27, 2008
Optimism is valuable in times of stress
Who isn't nervous these days? There's a lot to be concerned about, from the country's (and the world's) economy to housing markets, from climate change to job change. Staying positive isn't easy. But new research from Canada confirms that optimism is a valuable resource in times of stress.
The report, Taking a Positive Approach to Organizational Downsizing, is based on surveys of nearly 240 managers experiencing a major downsizing. The study was conducted by two University of Windsor professors at the Odette School of Business, Marjorie Armstrong-Stassen and Francine Schlosser.
"When you say downsizing, you don't immediately think that there could be anything positive about it," says Armstrong-Stassen. "But (we found that) in a downsizing situation, people with optimism, positive thinking and coping strategies had positive benefits." When they say optimism, they don't mean "don't worry, be happy." Instead, it's the belief that good things will happen even in the face of adversity.
The managers taking part in the study worked in two federal government departments slated for a 20% reduction in staff. None had experienced downsizing before. Their attitudes and beliefs were examined before, during and after the downsizing process in an effort to decide who fared better and what factors were responsible.
Optimism, it turned out, was a key factor. Those who began the downsizing process with a positive mindset found it easier to cope with uncertainty, and in general, anticipating a positive outcome helped reduce stress and maintain performance and job satisfaction levels. Some people looked at what was going on, said one researcher, and said, "I can get through this, other people have dealt with this and I can do it." They saw opportunities in the situation and saw it as a challenge.
Their purpose in conducting the study was really to focus on survivors. "It's assumed that they should be happy to have a job," said Armstrong-Stassen. "Organizations need to be aware that they have to do something for the remaining employees, the people who are going to determine whether or not the organization survives."
While this was a survey of white-collar managers in a well established organization, and may not apply to blue-collar workers, these researchers conclude that optimistic employees can be a valuable resource and can positively influence an organization's "psychological capital."
They're not suggesting everyone in the organization can be turned into an optimist. They agree that if you've always been a "glass is half empty" person it's hard to change your outlook. But this study suggests that pairing you up with someone who is a glass is half full person may be helpful.
As someone who is definitely the latter, to a point I suspect is annoying, married to someone who is the former, I can tell you from personal experience that they're definitely right.
September 19, 2008
The largest-ever study of children is underway
You may think only of long winters when you think about Minnesota, but we here in the Twin Cities are extremely lucky for many reasons (I happen to think the weather is one of them!) For those of us in the work-life field, a definite reason is what we call the Think Tank – a network of a variety of people, most representing employers, all there because of their interest in work-life.
It was put together originally by Career Life Alliance's Kathy Kacher, and it is she who perseveres, making sure we get together at least a few times a year. At the Think Tank meeting yesterday, among other things, we heard more about the continuing study of results-only work by Phyllis Moen, Erin Kelly and their University of Minnesota team (see our October Newsbrief). When this exciting work is done we'll have a recipe for workplace transformation.
One of a few unique things about the meeting was the fact that in addition to the 25 or so in Minneapolis, about 40 people from Boston were in attendance by telephone, courtesy of the Boston College Center on Work & Family Roundtable, able to ask questions about the study and make comments. It was a perfect example of partnership and technology in action.
Another wonderful thing about this group is that we get to hear what people are up to. We got to announce that we'll be bringing When Work Works, the Families and Work Institute/Twiga Foundation/Sloan Foundation awards project, to Minneapolis, St. Paul, St. Cloud and Southwestern Minnesota. Nearly everyone in attendance volunteered to join the committee that will guide the effort.
And one more wonderful thing. We heard yesterday from Pat McGovern about a new project called The National Children' Study that's just getting underway. It will be the largest and most comprehensive study of children's health ever conducted in the United States, collecting data from preconception to the age of 21 from a representative sample of 100,000 children. A collaborative effort between the DHHS, the CDC and the EPA, it will take a close look at a huge variety of factors in 25 locations across the U.S., with Ramsey County (St. Paul's county) being one of them, to better understand the prevention and treatment of childhood conditions such as asthma, birth defects, diabetes, obesity, autism, etc. What a contribution that will be!
September 11, 2008
It might make them more money - for a while
(This blog post is written by Anne Nolan.)
We saw this grim story on one of our e-mail lists yesterday - a Wall Street Journal piece on retailers automating workers' scheduling based on how much they sell per hour.
"AnnTaylor began ranking its salespeople according to their average sales-per-hour, among other things," says this article. When one salesclerk's sales-per-hour ranking dropped, she got less-desirable shifts at slow times when there were fewer customers in the store, which "in turn, made it harder to boost her ranking." The system also shortened shifts - some as short as three hours.
Current and former employees interviewed for the article said that within months of the system's installation, the culture "shifted from collegial to highly competitive. 'You could see people stealing sales from other people,'" said one former cashier. "Salespeople were 'trying to get each other out of the way to get to the client.'"
While the story says test stores saw an increase in comparable-store sales figures, we predict it's a blip. Once "I'm just browsing today" customers get the message that they're really not welcome, they may leave and not come back.
September 6, 2008
One more thing on the subject of Sarah Palin
. . .
I loved this quote from Dr. Diane Halpern, director of the Berger Institute
for Work, Family and Children at Claremont McKenna College.
"Working mothers often feel like Dr. Doolittle's mythical animal the Push-Me Pull-Me, and when people are pulled in two directions, career progress can come to a standstill. Research has shown that close personal relationships and meaningful work are the two major dimensions of identity and fulfillment. Why should women have to choose between them? No one ever asks if men can balance work and family. The gender wage gap is mostly a mommy wage gap -- as if working mothers needed the double whammy of more work and less pay."
September 5, 2008
Sarah Palin
Amazing how easy it is to judge others' responses to family and work-life issues. Among the many reactions to Sarah Palin and her life, this one (from a woman in the UK, yet) set my teeth on edge:
"If Sarah Palin is a “true feminist role model” (Chrystia Freeland, September 3), then I, an early-30s, married, working woman (with no intention of working if I have children – for the children’s sake, not my own, believe me), want nothing to do with feminism. Moreover, I couldn’t name a female of my acquaintance who would regard Ms Palin as a role model. Quite the opposite. Most of those I know regard the Republican newcomer with horror. This has nothing to do with her gun-toting creationism but everything to do with her work/family “balance”, the least of which is her bizarre decision to return to work three days after giving birth to her fifth child. Why have the child? No wonder 17-year-old Bristol is pregnant. I don't believe this woman is an example to anyone, feminists or otherwise."
I have my own opinions about Ms. Palin's qualifications for vice president of the United States, but the fact that she has five children simply illustrates to me what individualism (as opposed to feminism) is all about. How great it is that in this country, each of us has the right to do what works for us, whether it's being a stay-at-home mom, taking the helm of a Fortune 500 company or running for office and agreeing with spouse or older child or grandparent that they'll take on the role of caregiver. I guarantee that the writer of the above letter wouldn't have batted an eyelash if Todd Palin had been the one McCain asked to serve. "Why have the child?" Maybe the writer believes the only reason to have children is to stay home and enjoy their childhood.
August 30, 2008
For Labor Day, a lot of stressed workers
A lot of us are a little stressed as summer comes to an end. It's kind of a seasonal thing - that feeling that now it's September and you really have to get your act together. It's usually temporary and we get over it once we get into action. But for 78% of workers nationwide who were recently polled by CareerBuilder and Harris Interactive, that feeling is not just temporary. That's how many told researchers they were feeling burned out at work. The survey of more than 7,600 workers found 46% saying their workload has increased over the last six months and about the same number saying their current workload was heavy or too heavy. Close to one-fourth said they're dissatisfied with their current work/life balance.
"Unmanageable stress levels in the workplace can seriously impact an employee’s productivity and home-life," said Rosemary Haefner, CareerBuilder VP. She advises workers to ask for flexibility, and if they can't get it, to try these tips:
- Learn to say no. Reduce your commitments both
at work and home. Manage timeline expectations for customer or colleagues when
multiple projects come up simultaneously.
- Get organized. Create a checklist of things
that need to be addressed for that day and focus on those tasks only.
- Reevaluate your goals with your boss or
supervisor to identify priorities and where your energy should be focused.
- Get plenty of rest, eat a healthy diet and
remember to exercise. Working out can significantly reduce stress levels.
- Finally, give yourself a break. This means taking your vacation days, no matter how important you job is, and taking little breaks every day to re-group, re-energize and unwind. Stepping away from your desk and taking a 15-minute walk during the workday can do wonders.
We'd like to add one thing to the list. Remember work redesign? Way back in the '90s it was invented by a wonderful group of workplace researchers led by Lotte Bailyn. The idea is to get your team together and have each member list all the tasks with which they are charged. Then you compare tasks, looking for duplicative or low-value work, tasks you can get rid of. Even if you don't find any, the worst that will happen is you'll find out what everyone else is doing and maybe create a little team camaraderie. Happy Labor Day!
_______
A little left-over news
We only have so much room in the Newsbrief each month, and there's so much news to digest that it's always a tough choice. Our litmus test is always "could this news make a difference for anyone?" We're about ready to go to press with the September issue, and this month in particular there was a ton of news left over. We could make the Newsbrief more than 12 pages, but then it would hardly be brief. So instead, here are some of the news items we couldn't squeeze in:
Asked to name the one benefit program that would enable them to be more productive at work, 63% of the 1,500 or so employees who responded to a LifeCare poll said a flexible work schedule. The rest of the options – enhanced wellness and health program, childcare or eldercare assistance, stress management or time management programs – got 10% or fewer votes.
This probably won't be news to you, but the wage gap is widening, says BusinessWeek (7-14/21-08). In 2006 the average person in the top 1% bracket made $2.1 million, 77 times as much as the average person in the bottom 90%. It took that top earner just three days and three hours to make what the other person earned all year. In 1979 it would have taken 12 days.
U.S. payrolls are shrinking, says the July employment report. And a substantial number of those who lose their jobs won't get unemployment benefits. Only 37% of the country's unemployed got benefits in 2007, down from 44% in 2001 (and 55% in 1958). The Wall Street Journal, 7-29-08.
A global study, The State of Employee Engagement 2008, by BlessingWhite, looked at workplace attitudes among three generations and found that at least one-fourth of Gen Y employees are disengaged in all geographic regions except India. Southeast Asia had the greatest portion of disengaged Gen Y workers, with 35%.
Fewer than half of us recycle at the office, says a Harris Interactive and Randstad USA poll. (BusinessWeek, 8-11-08)
And finally, whether you're the recipient or the provider, you probably don't need reminding that some minimum wage workers got a raise this summer, from $5.85 to $6.55 per hour.
In case you haven't seen the Newsbrief lately, here's a sample.
August 11, 2008
Are they making this up or what?
Are you ready to think a thought and have your computer get it? The August 11 issue of Business Week has a column by Cliff Edwards, their tech blogger, about a new startup company called Emotiv Systems that has spent the last five years researching the possibility of a mind-reading headset. The result is the Epoc, which will sell for $299 and will be ready, they say, to ship late this year. Anne, our younger and more cynical colleague, suspects it of being a late April Fools Day joke.
Called the Emotiv, it's a headset with sensors that attach to your scalp (the photo shows it on a bald guy, but maybe it works for people with hair as well). It uses the same technology used by the electroencephalogram used to read the brain's signals. Supposedly it eavesdrops on your thoughts and translates the appropriate ones into computer instructions, enabling you to play a game or arrange photos without using your hands or speaking words.
it comes with a fantasy game that includes practice exercises that tune it to your unique thought processes. Says Edwards, "When I tried it out, the headset performed perfectly. In one of the training sequences, I had to imagine a cube and then will it to disappear. After a little practice, I was able to cause a cube on the computer screen to wink in and out of existence just by thinking of it."
I'm someone who looks up with amazement every time a plane flies by. I still have no clue how my computer can copy and print a 10-page study in seconds. This is a little too much.
August 8, 2008
If we think we've got it bad . . .
An article by Financial Times columnist Clive Crook is headed, Only luck can save America's economy, and we've heard a few people compare today's recessionary economic times to the Great Depression.
Just in case that thought has crossed your mind, an article in American History magazine entitled "15 Minutes that Saved America" is about how Franklin Delano Roosevelt saved the nation when he became its president. It includes this description of the situation when FDR took over.
"The stock market crash of 1929 had presaged the implosion of the American economy. Industrial production had fallen by half; industrial construction by nine-tenths. The steel industry, long a mainstay of America's might, was staggering along at barely 10% of capacity. Unemployment topped 12 million, and even this figure understated the problem, for it ignored those too discouraged to continue seeking work. Commodity prices had collapsed, forcing farmers to struggle ever harder to make ends meet, until the prices fell so far that the farmers couldn't afford to harvest their wheat and corn, and let it rot in the fields."
"Hundreds of thousands of families lost their homes; as many as 2 million men, women and children wandered the highways of America seeking shelter. Homeless communities, called Hoovervilles in derision of the Republican president, sprang up in cities all across the country. . . Hunger stalked the land. . . Five thousand banks had folded by the time Roosevelt took office, and perhaps 10 million Americans had lost their savings."
Reading the whole article (October, 2008, pg. 34) should take care of any comparisons. (Sorry - we couldn't find it online, but you can subscribe here.)
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New study: more flexibility linked to better health
Feb. 19th: A new evidence review suggests that giving employees more
flexibility in their work schedules is likely to boost their health through
reduced blood pressure and stress. But interventions that are motivated or
dictated by the needs of the employer, such as cutting hours, either have no
effect on employee health or make it worse. "Control at work is good for
health,” said review co-author Clare Bambra, a researcher at Durham
University in England. “Given the absence of ill health effects associated
with employee-controlled flexibility, and the evidence of some positive
improvements in some health outcomes,” Bambra said, more flexibility in work
schedules “has the potential to promote healthier workplaces and improve work
practices.” In addition to physical risks, the workplace can pose a threat to
health due to factors like high workloads, time pressures, lack of control and
limited social interaction with others, said review lead author Kerry Joyce,
also a researcher at Durham University. Stress, in turn, can contribute to
conditions like heart disease, depression and anxiety.
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