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4 Things the Creative Writing Process Can Teach Today’s Business Leaders: Lesson 2

Today’s world is powered by the most diverse workforce in history. Businesses, non-profit organizations and institutions of all shapes and sizes are experiencing dramatic change in the composition of their workforce – due to alterations in the economic landscape, technological advances, globalization, and – for the first time - members of five generations working, competing, learning and leading together. The very nature of our work has changed with the continuing rise of the “knowledge worker”. In the 21st century, knowledge now moves at the speed of light, and the challenges to the modern worker are historic.

In addition to...

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SHRM A Team – HR Constituents on District Meetings with Lawmakers

The SHRM Advocacy Team has been developed by SHRM Government Affairs as a way to assist HR Advocates — professionals like you — in making their voices heard on public policy issues impacting the workplace. It’s time that policymakers — both in Washington and in state capitals across the country — understand the role HR plays in today’s workplace. The SHRM Advocacy Team is a crucial component of SHRM’s advocacy efforts, and works with you to advance the interests of the HR profession at both the federal and state levels. As a member of the SHRM Advocacy Team, you...

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The Latest in Corporate Bail Outs – Women

When I left corporate life, the glass in the ceiling suppressing the advancement of women to the C-suite was beginning to show cracks. That was two decades ago. Today, there’s a venerable list of female executives who have shattered that glass and gone on to illustrious careers as successful CEOs. One might think the likes of Melissa Mayer (Yahoo!), Laura Sen (BJ’s Wholesale Club), Ellen Kullman (DuPont), and Indra K. Nooyi (Pepsi) would inspire more and more women to seek greater responsibility in the corporate world. Not necessarily so.

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A Culture of One Bad Apple!

As the Osmond's told us back in the 70s “One Bad Apple Doesn't Spoil the Whole Bunch” - when it comes to love, but what about when it comes to organizational culture? We’re bound to have one or two bad apples in the bunch and sometimes we learn to live with them or give them the boot. But there is something to it when the rotten apple is in a management or leadership role of an organization.

One bad manager can have a huge effect on morale, productivity and ultimately a company’s bottom line especially if that person is over human resources, recruitment or...

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Court holds that anxiety from possibly getting fired is an ADA disability

Let me tell you about a teacher in South Dakota. In 2010, she received a letter communicating concerns about her performance. Subsequent evaluations of the teacher's classes noted several deficiencies. So, the school placed the teacher on a performance improvement plan.

It was right around this time that the teacher met with a physician's assistant, who diagnosed the teacher with "anxiety and depression, likely stemming from her concerns about possibly getting fired."

So, at the teacher's request, the physician's assistant wrote a letter to the school seeking a laundry list of accommodations, including:

  • restructuring her job to include only essential
...
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#Nextchat: Paying Attention to the 90%

“An employee's motivation is a direct result of the sum of interactions with his or her manager.” - Bob Nelson

But what if there are no interactions because – as a manager - you spend 90% of your time dealing with 10% of the employee population?   

Dealing with underperformers and trouble makers in the workplace is hard work.  It usually includes constant interruptions during the work day, legal issues and lots of documentation.  It’s emotionally draining, to boot.  If neglected, bad apples can damage other employee’s morale, engagement and the entire company culture – not to mention relations with your customers...

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4 Things the Creative Writing Process Can Teach Today’s Business Leaders: Lesson 1

Today’s world is powered by the most diverse workforce in history. Businesses, non-profit organizations and institutions of all shapes and sizes are experiencing dramatic change in the composition of their workforce – due to alterations in the economic landscape, technological advances, globalization, and – for the first time - members of five generations working, competing, learning and leading together. The very nature of our work has changed with the continuing rise of the “knowledge worker”. In the 21st century, knowledge now moves at the speed of light, and the challenges to the modern worker are historic.

In addition to...

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Generation Z: Why HR Must Be Prepared for Its Arrival

HR professionals no doubt have spent plenty of time managing differences among their companies’ various generations of employees. Now, one consultant says, there’s a new group of workers who deserve immediate attention: Generation Z.

The youngest cohort of what most observers recognize as Generation Y, or the Millennials, is a growing segment of the workforce, according to Bruce Tulgan, founder of New Haven, Conn.-based consultancy RainmakerThinking. Members of Generation Y typically are defined as those born between 1978 and 2000. But Tulgan and his colleagues, who have...

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Retaliation: Corrective Action Without Admission

In Nasir, the U.S. Supreme Court held that, to prove retaliation under Title VII, a “but for” analysis applies. This is a higher standard than the “motivating factor” burden to prove discrimination under Title VII.

Nasir has been hailed as a big win for employers.  But that’s only at summary judgment or perhaps at trial where the wins can be extremely expensive. 

The real win for employers is that it makes it easier for us to take corrective action in response to retaliation without necessarily making admissions, at least under federal law.  Why?

Sometimes there are multiple reasons for the...

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