business

Sorry

Happy New Year!

It seems a little odd to start a new year of blogging (my 11th year) with an apology. I had planned to start posting again in mid-January and life got in the way, and I’m sorry for the unexplained delay. However, I’m beginning on a positive note by recommending an excellent book that I’ve just finished reading – and it just happens to be about apologies.

Marjorie Ingall and Susan McCarthy have been running the site SorryWatch for more than a decade – I first discovered their work through the very entertaining SorryWatch Twitter account. Over the years, they have used SorryWatch to (more…)

Vocational Awe

Earlier this week, US Education Secretary Miguel Cardona Tweeted a photo of himself visiting an elementary school classroom, with the caption “Teaching isn’t a job you hold. It’s an extension of your life’s purpose”.  Numerous responses to the Tweet pointed out that teaching is indeed a job, and that characterizing it as “your life’s purpose” is questionable.

One of the more liked responses to the Tweet said: “No. It’s a job. When we view it as some sort of holier than thou calling, it makes it easier for those in power to justify paying us crap salaries because “we signed up for it” or expecting martyrdom because “That’s the life of a teacher” or “it’s for the kids””.

Some of the other responders to Cardona’s Tweet mentioned a concept called “vocational awe”. This is a term that was new to me. I looked it up, and I was extremely impressed. “Vocational awe” is relevant to many occupations, and I honestly can’t believe that I never encountered it in several decades of teaching and research about work and workplaces. That says a lot about the limited and biased ways in which work and organizations are understood.

The term “vocational awe” originated in an essay by librarian Fobazi Ettarh. She defines it as:

the set of ideas, values, and assumptions librarians have about themselves and the profession that result in beliefs that libraries as institutions are inherently good and sacred, and therefore beyond critique….I would like to dismantle the idea that librarianship is a sacred calling; thus requiring absolute obedience to a prescribed set of rules and behaviors, regardless of any negative effect on librarians’ own lives.

Ettarh characterizes the negative effects of vocational awe on the worker this way: (more…)

Unionizing Starbucks

Just a few years ago, if someone had said that more than 200 Starbucks outlets in North America would be unionized, the response would have been something like this.  Yet here we are, just after Labour Day, and….more than 200 Starbucks outlets are unionized, including several in Canada. These unionizations are remarkable not just because they’re happening, but also because the successful unionization campaigns look nothing like what unionizing efforts are supposed to look like.

Starbucks is a huge and very wealthy international corporation, so it has lots of resources to oppose unionization in its “stores”. With many of its locations in the US, it benefits from US labour laws that are generally less union-friendly than in Canada – for example, captive audience meetings are banned in Canada but permitted in the US – so US employers tend to be more successful at resisting unionization. And because of how Canadian and US labour laws are structured, unionizing a company like Starbucks, with multiple locations, generally means the union has to run an organizing campaign at each individual location, rather than being able to unionize all of them at once. (In 2021 Starbucks had over 1300 locations in Canada and nearly 9000 locations in the US, in addition to licensed outlets operated in partnership with other retailers.)

Most traditional union organizers would look at this situation and say that it would be just too difficult and too expensive to organize unions at Starbucks, and that any attempt to do so would probably fail. To have any chance at success, a union would have to be very experienced, and have skilled organizers and major resources, to combat the extensive anti-unionization campaign and anti-union tactics that Starbucks would undoubtedly roll out. Also, because the food service sector tends to have high rates of employee turnover, most large unions have avoided organizing workplaces in that sector, because of the very real possibility that workers supporting the union might leave or be fired before the union is formally recognized.

So it’s incredible not only that there are now so many unionized Starbucks locations, but that (more…)

Just Say No

In every workplace there are tasks that aren’t enjoyable to do, or that aren’t part of formal job descriptions but are important for building positive relationships and community. However, research has shown that these kinds of tasks – which some researchers have labeled “office housework” –  tend to be done more often by women and by members of demographic minorities. It’s also been suggested that doing these tasks can have a negative impact on the careers of those who regularly take them on.

The new book The No Club: Putting A Stop To Women’s Dead-End Work, by Linda Babcock, Brenda Peyser, Lise Vesterlund, and Laurie Weingart,  is a very thoughtful analysis of this phenomenon. Coincidentally, I came across the book when I was thinking about how “office housework” functions in academic workplaces. I recently left an academic job, but I still regularly get requests to (more…)

Fact-Checking Card-Checking in British Columbia

In April, the British Columbia government introduced legislation that would change the Labour Relations Code and allow automatic certification in union organizing campaigns. This change would make it much easier for unions to become the legal workplace representative for employees. The usual pro-business pro-management organizations – Chambers of Commerce, the Canadian Federation of Independent Business, the Business Council of BC – are complaining that this change would “weaken the democratic right for workers to exercise choice through a secret ballot”.  The Business Council has also sent a letter to BC Premier John Horgan with a lengthy list of complaints about the legislation’s potential impacts.  And the “non-partisan” Fraser Institute has called the proposed legislation “unfair to workers”.

At best, these statements are misleading. At worse, they reflect an implicit belief that unions can only hurt businesses’ operations and profitability – a belief which is also highly inaccurate.

To understand why these statements are so troubling, it’s useful to know what automatic certification is. When a union (more…)

Medals Medals Medals*

2022 is an Olympic year, and as the Beijing Olympics unfold, the focus of a lot of the media coverage is on the medals. It’s great for any athlete to win, especially at such a high-profile event – but a lot gets lost when the Olympics, or any major sporting event, are framed mostly in terms of who wins.

Leadership theory tells us that a leader can’t be a leader without followers. Similarly, a winner is only a winner if they have competitors to beat. Everyone competing at the Olympics has worked incredibly hard, spent a lot of money (or a lot of their parents’, sponsors’, or sports federation’s money), and sacrificed opportunities to do other things. Viewership for Olympic TV and streaming broadcasts has been declining and maybe, just maybe, the nationalist focus on only the athletes who win medals is starting to wear a little thin.

Prior to the Games, the Globe and Mail newspaper ran an extremely interesting article on how Norway increased the number of medals won by its Winter Olympic athletes. Many countries have programs like Canada’s Own the Podium, which use medals as the measure of success in sport, and direct funding to the sports and athletes perceived as most likely to win medals. That strategy usually requires identifying potential medalists as early as possible, and then supporting those athletes in intensive training in a single sport. Norway took a completely different approach. (more…)

I See You: The Effects of Representation

Many organizations think that being inclusive is simply an issue of hiring members of underrepresented groups. But people hired on that basis are not going to stick around if they feel isolated or that they stand out, or that they’ve been hired just because they’re “diverse”. One very important element in inclusivity is representation; people want to see others like them, and also want to see those other people being respected and valued.

Part of a new study by a group of US researchers looks at the effects of representation in a place that isn’t often examined: the readings that students are assigned in university courses. There has been plenty of discussion over the past few decades about “the canon” in various academic fields and what determines whether a work is a “classic”  that all students should be familiar with. The researchers investigated whether the gender balance of assigned readings in a political-science course – the number of readings written by men and the number of readings written by women – affected female and male students’ self-efficacy: their confidence in their own ability to succeed. The study looked at (more…)

The Right to Disconnect

The boundaries between home and work became blurred when the COVID-19 pandemic caused many jobs to be shifted online. Workers who were not permitted to come into their workplaces were working on computers in their living rooms, dining areas, spare rooms (if they had one), and even closets and bedroom. But even before that, boundaries were already being blurred by communications technology such as cellphones, text messaging, and email, allowing employers to contact employees at any hour of the day or night – which for many workers made them feel as if they are never really off work.

Ontario’s labour minister has proposed a legal “right to disconnect” is a step toward solving the problem of employers expecting workers to always be “on”. This is an important initiative, and the problem needs to be addressed. But this on its own is not going to fix the more fundamental and widespread workplace issues that the pandemic has highlighted, and which should be more of a priority.

The legal “right to disconnect” was first implemented in France in 2017, allowing employees to not answer work-related emails or calls during their time off. Canada’s federal government struck a task force in 2020 to explore the possibility of similar legislation for federally regulated occupations.  Ontario’s proposed legislation would require organizations with 25 or more employees to develop policies around work-related communications, such as establishing expectations for response times to emails.

It might seem that policies like this could cause even more stress for workers and employers, by compressing working time while maintaining expectations of continued productivity. However, (more…)

“The Power of a Collective”: The Experience of Unionizing at a Chapters/Indigo Store

As an author and as a reader, I love bookstores. I want to support bookstores that treat their employees fairly and respectfully, because knowledgeable and enthusiastic staff are the difference between a good bookstore and a great bookstore. So I was delighted when the staff at my local Chapters/Indigo store became members of the United Food and Commercial Workers union, and recently reached their first collective agreement.

Traditionally, retail outlets staffed by younger or part-time workers have been perceived as challenging to unionize. I was curious about the process that led to the formation of the Indigo 771 union, so I got in touch with Ariel Popil and Alex Johnson, the two union stewards at the store. They graciously agreed to be interviewed via email about the experience of organizing the union.

[Note: since this discussion took place, workers at another Chapters/Indigo location, at Kennedy Commons in Scarborough, Ontario, have started a certification campaign.]

How many full-time and part-time staff work at Indigo/Chapters Pinetree? How many of those staff are in the union?

There are about 30 part-time staff members at any given time, and we have one full-time staff member. All part-time and full-time staff are part of the union.

When did the organizing campaign start, and why did it start? What was happening at the store that made the workers want to be represented by a union? (more…)

Change

As of May 31, I’ll be retiring from my position as Professor in the School of Business at the University of the Fraser Valley. I’m moving to a part-time position at the BC Council on Admissions & Transfer, which administers BC’s post-secondary transfer system.

But this blog will continue. This is a very interesting time for work and for organizations, with the changes that the COVID-19 pandemic has brought about. A lot of fundamental assumptions about how and why we work are being questioned, and there is lots to think and write about.

I’ve been posting irregularly of late, but I hope to post more regularly once things have settled down. Thanks to All About Work‘s readers, followers, and commenters for your continued support.

Cleaning out my office (credit: own photo)