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 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…)
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.
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.
The Globe and Mail newspaper is currently running a series of articles titled Power Gap: a data-based investigation into gender inequality in Canadian workplaces. I’m really pleased to see attention and resources being directed towards understanding this issue. To date, the articles are doing a very good job of unpicking why there are more men than women in positions of power in Canadian workplaces, and why men are generally better-paid. But the series also shows how difficult it is to address these imbalances in a substantive way, because of data limitations. It’s hard to solve a problem without fully understanding what’s causing the problem.
The complete explanation of the Power Gap project methodology is paywalled, but to summarize it, the analysis relies on data from “sunshine lists” – lists of public sector employees with an annual salary above a certain level, which most Canadian provincial governments release every year. Because these lists are not consistently formatted across provinces – for example, not all provinces release employees’ full names – the data on the lists had to be combined and then adjusted so the data were comparable.
Also, since the purpose of the Power Gap project was to investigate gender inequality, the employees’ gender had to be added to the data set. Gender data were collected through several different methods, including (more…)
At the moment, ridesharing is limited to the Lower Mainland area (which includes Vancouver), and ridesharing drivers are more strictly regulated than they are in other regions. Uber and Lyft drivers in BC are required to have the same type of driver’s license as a taxi driver, and also have to pay a per-vehicle licensing fee in every municipality they do business in. Those costs will make it difficult for Uber and Lyft to get the types of drivers they do in other cities, who (in Uber’s words) are part-timers “fitting their driving around what matters most” and usually aren’t commercially-licensed drivers.
Business is the most popular major at most universities and colleges around the world. In Canada, business-related programs enrol almost 20% of all post-secondary students. But business has always struggled to define itself as an academic discipline. Business schools started in the first part of the 20th century because of the need for managers in an industrial economy. It was assumed that scientific research could identify the qualities of a good manager, and that people could be trained to develop those qualities themselves.
Historians of management education have since pointed out that those assumptions were wrong. For one thing, the ideal manager in the early 20th century used a hierarchical “command and control” managerial style. But that type of management doesn’t work well in every situation or in every organization. Collaborative and supportive forms of management can also be very effective, but most management training still assumes that managers have formal authority over the workers, and that managers should use that authority to control how the workplace operates.
There are some managerial skills that can be taught, such as understanding financial statements. But one of the most important skills of a good manager is being able to understand a situation and to respond appropriately – and that is mostly learned through experience. Even after nearly a century of research into management and organizations, we really can’t identify the “best” way to manage, or how to effectively teach that. And that’s a big problem for a very prominent and powerful academic discipline.
Two newly published essays have bravely spoken out in very blunt terms about the sad state of management education, along with suggesting some ways to start fixing it. Both of these essays (more…)
Although this blog is about work and organizations, regular readers might have noticed by now that I enjoy watching professional wrestling, and I enjoy reading books about it. Professional wrestling includes some very big organizations; World Wrestling Entertainment (WWE), the dominant professional wrestling company, had revenues of nearly $500 million US in the first half of 2019. So understanding the experiences of workers in professional wrestling is as worthwhile as understanding the experiences of workers in any kind of organization.
People who aren’t familiar with professional wrestling often look at the characters that wrestlers play and criticize what they see as stereotypes that promote racism, sexism, and ableism. I agree with a lot of those criticisms, and former WWE performers have also told disturbing stories of the company’s attitudes toward female and minority performers. So I was really interested in reading Life Is Short And So Am I by Dylan Postl, who wrestled in WWE from 2006 to 2016. Postl has a distinctive perspective on stereotypes in professional wrestling because he’s a midget (Postl says he’s fine with that term).
Professional wrestling has a long history of midget wrestlers, going back to (more…)
When I saw the description of David Weitzner’s book Fifteen Paths – “the work of a disillusioned business professor who gave up on old arguments and set out to learn about the power of imagination” – I knew this was a book I wanted to read. As the readers of this blog know, I am a business professor, and while I don’t think I would call myself “disillusioned”, I definitely have a lot of problems with the standard curriculum in business degree programs and with the negative effects of traditional business structures. ECW Press was kind enough to provide me with a review copy of the book, and I also had the opportunity to speak with David about how Fifteen Paths happened.
I probably stopped reading comic books in the middle of my teens (although I love comic strips in newspapers), so my knowledge of the comics industry is pretty outdated. However, I’m always interested in unionizing campaigns for any type of worker, so I was intrigued when I came across the Twitter account Let’s Unionize Comics. Sasha Bassett runs that account; she is a Ph.D student at Portland State University and a self-declared “all-around pop culture junkie”. She has also conducted a survey of workers in the comics industry about their working conditions and their workplace concerns. Sasha graciously agreed to be interviewed via email about the comics industry and her vision of how it could become unionized.
Fiona: For readers who may not be familiar with how the comics industry works, can you describe its structure? For example, is it dominated by major companies, or is there a significant number of independent firms? Do comics artists work on their own and then try to sell their work, or are they usually commissioned to do specific projects?
Sasha: The structure of the comics industry is complex and fairly non-standardized. The market is absolutely dominated by (more…)