By Kelly Anne Griffin In the spring of 1919, tensions boiled over in Winnipeg. Social classes were divided by both wealth and status. Labourers gathered in a common front, and ideas about workers’ rights spread. Canada’s largest strike and its greatest class confrontation began on May 15. Even though changes were slow to come in the […]
Jobs in “human resource management” – the part of organizations that manages employee-related functions such as hiring, training, and pay – are becoming more professionalized. Professional designations such as Certified Human Resource Professional, which require human resource (HR) practitioners to demonstrate specific HR-related knowledge and skills, are becoming more common among HR staffers. But at the same time, working conditions for many employees are becoming worse.
This doesn’t make sense, because most human resource management (HRM) professional associations have codes of practice that explicitly state HR professionals should promote ethical and fair treatment for workers. For example, the guidelines of the US Society for Human Resource Management’s code of professional responsibility include “strive to achieve the highest levels of service, performance, and social responsibility” and “advocate for the appropriate use and appreciation of human beings as employees”.
Also, the concept of “socially responsible HR” has emerged as part of discussions of corporate social responsibility (CSR) – the idea being that organizations have responsibilities to society as well as to their stakeholders, and that HR practices within the organization should align with an overall CSR strategy by encouraging fair treatment of employees. So if organizations have publicly committed to making positive contributions to society, but at the same time are allowing their own employees to be disrespected and mistreated, why aren’t HR practitioners doing something about it?
Two research studies – one from 2013, one just published – have explored that very intriguing question. The two studies (more…)
Questlove’s book Creative Quest is a fascinating read. It’s a book about creativity, but it’s not a “successful creative person tells you how to be like him” type of book. It’s written in a very conversational style, almost like Questlove is talking through his creative process as a way of trying to understand it himself. And unlike a lot of books about being creative, Creative Quest is presented in plain black and white – no photos, no coloured fonts, no decorations, and, apart from one small box of text at the end of each chapter, no sidebars jammed full of handy tips and tricks. I really appreciated this approach because it didn’t pull your attention in ten different directions at once. It made you focus on what was being discussed.
I don’t know Questlove’s work all that well – I’ll explain how I came to the book in a minute – but I was impressed at his wide range of interests. That he’s into so many different things may not be a surprise to someone who follows his career more closely than I do, but he knows and values a lot of different kinds of artistry. One of the creative ideas that works for him and that he suggests in the book is to push your boundaries: to seek out work that you usually avoid. If you like punk music, go (more…)
The genesis of Gemma Hartley’s new book Fed Up: Emotional Labor, Women, and the Way Forward was an essay she wrote for Harper’s Bazaar, titled “Women Aren’t Nags – We’re Just Fed Up”. The essay described her own experience of inequality in how she and her husband did, or didn’t do, housework – and the reaction to the essay showed that it wasn’t just her who was tired of doing everything. The essay went viral, and that led to the book.
Well, I’m fed up too, but not from doing emotional labour. I’m fed up with writers who grab a catchy-sounding term from social science research and misuse it for their own purposes. Hartley certainly isn’t the only author who’s done this, but what she calls “emotional labour” is clearly not what a substantial body of research says is “emotional labour”. That’s not only misleading to readers, but also insulting to the many researchers whose work has produced fascinating insights into this aspect of the workplace.
It’s telling that when Hartley mentions the first in-depth research investigation of emotional labour – Arlie Hochschild’s 1983 book The Managed Heart – she omits the book’s subtitle. The full title of the book is (more…)
Photographer Gitte Morten has started a blog titled One Kiss In Apple Blossom. It features women who are Kate Bush fans describing their favourite Kate song, and Gitte’s photographic response to them and the song.
Being a major Kate Bush fan, as soon as I heard this idea, I was all over it. However, Gitte lives in Somerset, England, and I am in British Columbia, Canada. Being about 4500 miles away made a photo session a bit of a challenge. But thanks to FaceTime and Gitte’s willingness to experiment with photographing a computer screen, she made it happen – and it was a great deal of fun. Here are the results, and my thoughts on Kate’s song “Lily”.
March 18 marks seven years since I started All About Work. It doesn’t seem that long ago, but I guess time really does fly when you’re having fun.
On every anniversary, I compile a list of the five blog posts that have received the most hits ever on All About Work. The list hasn’t changed significantly over time, but it’s nice to see that people are still finding and enjoying these posts.
Thanks to everyone who reads, posts, and comments! I appreciate the support.
The All-Time Top Five Posts on “All About Work” (more…)
Recently, the New York Times Magazine had a special theme issue on “The Future of Work: What Makes a ‘Good Job’ Good?”. As it happened, the issue came out while I was reading the new book Bullshit Jobs: A Theory by anthropologist David Graeber. This was a lovely bit of symmetry, because both the book and the articles in the magazine address similar questions: with more automation in the workplace, why are we not working fewer hours? If we know as much as we do about organizations and work, why are so many workers so unhappy? Shouldn’t work be getting better, instead of getting worse?
These are very big questions with complex answers. I won’t try to cover everything that’s discussed in the book and the magazine articles, and have a wide-ranging but superficial discussion; I recommend that you read the book and the articles for yourself. But I’m going to pull out a couple of themes that I found particularly fascinating.
Both the book and the articles look at the worsening relationships between workers and employers and show that this trend isn’t just anecdotal. Surveys of job satisfaction over time show (more…)
This is a post that I really didn’t want to write, but now I feel I have to.
It’s a very difficult time in my sport of figure skating. In mid-December, an allegation of misconduct by a skater was filed with the US Centre for SafeSport. SafeSport is an independent regulatory organization, funded by sport federations; its mandate includes training, education, and outreach, but it is also responsible for investigating complaints of sexual misconduct against athletes in Olympic and Paralympic sports. SafeSport can’t charge someone with a crime – although it does require any reports of criminal acts to also be reported to police – but if it believes, after an investigation, that the allegations are accurate, there are several types of penalties it can impose, including banning the abuser from the sport.
The allegation filed with SafeSport involved John Coughlin, a coach, broadcast commentator, and two-time US champion in pairs skating. As a result of the allegation, SafeSport temporarily restricted Coughlin’s “ability to participate in the sport”. In early January, according to USA Today reporter Christine Brennan, two more allegations against Coughlin were filed with SafeSport, and on January 17, SafeSport imposed an interim suspension on Coughlin. An interim suspension, according to SafeSport’s definitions, means that the “covered individual” (the subject of the allegations) cannot “participate in any activity or competition” authorized by or sanctioned by the US Olympic Committee or the sport’s governing body, “pending final resolution of the matter”. On January 18, Coughlin took his own life.
This very sad series of events has led to a lot of discussion about norms and cultures within the sport of skating, the rights of the accuser and the accused during investigations of alleged abuse, and the effectiveness (or lack thereof) of the processes that are supposed to protect athletes. After Coughlin passed away, the US Figure Skating Association asked SafeSport to continue with its investigation of the three allegations. SafeSport subsequently announced that while it does not comment on individual cases, it “cannot advance an investigation when no potential threat exists”, and ended its investigation. While I can understand why SafeSport made that choice – I’ll explain why in a while – abandoning the investigation may only (more…)
Several years ago, I wrote about Scabby the Rat, the giant inflatable rat that is regularly used at union rallies and picket lines to draw attention to greedy employer behaviour. Recently, Scabby has popped up (ha-ha) in the news, in a good way and in a bad way.
At the time of my previous post, Scabby had mostly made appearances in the US. But this past summer Scabby showed up in my own country, rising above the fence at Ontario Place in Toronto during a lockout of stagehands at the Canadian National Exhibition. And now it seems that Scabby has gone international, as he was part of a recent case in New Zealand involving alleged defamation during contract negotiations.
In 2016, members of First Union were negotiating a collective agreement with the owner of a Pak’n Save supermarket. When negotiations stalled, the union members held a protest outside the supermarket, with Scabby and signs reading “Pak’n Slave”. The employer took the union to New Zealand’s employment court (similar to the provincial and federal Labour Relations Boards in Canada), claiming that Scabby and the signs were defamatory and that they breached the legal requirement to bargain in good faith.
In December 2018, an employment court judge ruled that the duty of good faith “does not require bargaining to be undertaken in a courteous way” and dismissed the employer’s complaints. Scabby’s presence at the protest was deemed (more…)
In recent years, there have been dire warnings about work becoming more automated. There’s also been much attention paid to telecommuting, remote work, and other technologically-assisted ways for workers to be able to work anywhere. But the reality is that many jobs still require humans to do them, and many jobs also require those humans to actually be at the workplace. Robots haven’t replaced everybody yet, and telecommuting isn’t something that’s feasible in every kind of job.
The city of Seattle is facing a particularly challenging situation right now in “the Seattle Squeeze” – a three-week closure of the major north-south highway that runs through the city, including its downtown. Although there will be some improvements to public transit during the shutdown, it’s anticipated that a lot of workers are going to experience unusually long commutes getting to and from their workplaces. So what can workers do if they have to be at their workplace and it’s going to take a really long time to get there? (more…)