But despite the numerous mentions of “innovation” in the budget document, it’s difficult to find a clear explanation of how the federal government defines that term. The government is right that workplaces are changing, and that workers and employers need to adapt to changes that affect their industries. But from looking at what the government is actually funding, it appears that the government is defining “innovation” mostly in relation to developing new technology, particularly around inventions that can be patented or commercialized. And much of the funding around “innovation” is devoted to creating conditions in which technology-based development can happen: for example, supporting “superclusters” of researchers and entrepreneurs to encourage business development in technology-related industries, or funding programs that teach kids how to code.
But let’s step back and look at this for a minute. (more…)
All About Work turned five years old on March 18. Usually I do a photo with my minikin to mark the blogiversary, but this year has been exceptionally busy – so in the meantime, I hope you enjoy this beautiful Roman numeral five from an Italian illuminated manuscript.
To date, the blog has had more than 148,000 views. The most-read posts of all time are: (more…)
If you are involved in hiring, or if you do research about hiring, one of the terms that you consistently encounter is “person-organization fit”. That term describes the idea that in a successful hiring, the values of the employee match the values of the organization. However, in turbulent labour markets, job seekers may be less concerned with finding a “fit” and more concerned with just finding a job. On the other side of the equation, employers may be less worried about “fit” and more worried about finding someone who’s capable of adequately performing the job. Those priorities can result in more and more workplace “misfits” – employees who don’t feel like they belong in the organization, or who don’t want to be there, but who don’t feel they have the option to leave.
A research article published late last year takes a very interesting perspective on the “misfit” experience. It seems reasonable to assume that because misfits are unhappy at work, their job performance would be poor, and they would tend to be disengaged from the organization. However, this study proposes that, (more…)