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…)
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…)
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.
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.
Last week, Canada’s Parliament started the process of passing a law to end the rotating strikes at Canada Post. The Canadian Union of Postal Workers (CUPW) has been negotiating with Canada Post for more than a year for a new collective agreement, and the union is showing it’s serious about its bargaining demands by strategically timing its strike actions for when people and small businesses are relying on Canada Post’s services for holiday deliveries. However, complaints about backlogs of undelivered mail and the lack of progress in negotiations apparently made the federal government decide it was time to intervene in the bargaining process.
There seems to be a lot of confusion about the types of interventions that can be used to resolve bargaining disputes – particularly mediation-arbitration, which is not used very often, but which is what this law proposes to settle the contract. An explanation of each type of intervention will help in understanding the potential outcomes of (more…)
Right after the day started today, the Canadian Union of Postal Workers began a rotating strike against Canada Post. Workers went on strike in four Canadian cities – Halifax, Edmonton, Windsor, and Calgary – in support of their union in its negotiations for a new collective agreement. In addition to reviewing the terms of the existing collecting agreement, the union and the employer are bargaining over a number of contentious issues, such as the pay gap between rural and urban mail carriers. And these negotiations are happening in the context of a changing market, with lots of alternatives to sending letters through the mail – like emails and private delivery services. That shifting landscape is undoubtedly going to affect what the employer feels it can offer and what the union wants for its members.
A rotating strike (also sometimes called a partial strike) is not always used in bargaining disputes, so here’s an explanation of how it works.
Any kind of strike during negotiations for collective agreements needs (more…)
Harry Leslie Smith is just about to turn 95, which is an accomplishment in and of itself. But he has also given a tremendous gift to the world: his new book Don’t Let My Past Be Your Future.
His publishers were kind enough to provide me with a copy of the book. Ironically, the print copy they sent by post appears to have been lost by the Royal Mail – a organization that was publicly owned for almost 500 years before it was privatized, in the belief that the private sector is inherently more efficient than the public sector. That’s exactly the kind of flawed economic reasoning that Smith condemns – the “free market” logic that says competitive markets will result in superior products and services, and that says better government is less government.
The spread of that ideology has led to decreases in the amount and availability of state-supported services, such as publicly-funded health care and social assistance. By recounting his own history, Smith shows the very real improvements that those services can bring to individual lives and to the overall well-being of society. He also strongly makes the point that governments should work for the betterment of all, not just to help the rich become richer.
The #MeToo movement has generated a lot of discussion, not only around the numerous revelations of sexual misconduct, but also around what organizations can or should do to prevent those incidents from happening in the first place.
I have been in politics for more than 30 years…Over those years, I saw plenty of men behaving badly. It made me promise myself that I would do things differently should I ever get the chance to lead…Our Speaker was a woman, our government caucus chair was a woman and our Lieutenant-Governor was a woman. The two first female attorneys-general in BC history were appointed, Our 125,000+ civil service, finance ministry and largest Crown corporation were run by women, and more than a third of our government board appointees were women.
Appointing women to high-profile positions has a lot of symbolic value, and having women in those positions is certainly better than not having any women in power at all. But here’s the thing: (more…)
How can two studies researching the same question come up with two different answers? That was the dilemma that several media outlets recently had to confront, with the release of the results of two studies looking at the impact of the city of Seattle’s minimum wage ordinance, which raised the minimum wage rate for workers in that city. Even though the studies were looking at the same issue, they came up with results that contradicted each other.
The results of the first study indicated that the wage increase didn’t reduce overall job numbers or hours of work. Media: “Yay! Minimum wage increases are a good thing.” But then the results of the second study indicated that the wage increase caused declines in both numbers of jobs and amounts of work. Media: “Um…okay, maybe minimum wage increases aren’t that great.”
The fact that these studies had different results doesn’t mean that one study is right and the other is wrong, or that both studies are wrong and nobody really knows what happened. The studies are admittedly not easy reading – both use complex forms of economic analysis that, frankly, I wouldn’t try to explain because I would probably get them wrong. But we can still look at how the studies were designed and carried out to see if there are reasons why their results might differ.
The mighty Amazon has announced that it is looking for a city in which to locate a second North American headquarters (“HQ2” in Amazon-speak), to supplement its operations in its home base of Seattle. It’s also released a set of specifications describing what it’s looking for in a new location. The reaction to this announcement has resembled the 1960s TV game show The Dating Game, in which a single man or woman would ask questions to three blushing men or women on the other side of a wall. Based on the answers, the questioner would choose which of the three they wanted to go on a date with, and then the lucky couple would finally get to see each other and go on a fabulous night out.