work

Human Resource Management and Mistreated Workers

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…)

‘Fed Up’ and Emotional Labour

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…)

Good Jobs and Bullshit Jobs

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…)

Helping Workers Get To Work

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…)

The (Mis)Use of Teaching Evaluations

Student evaluations of teaching (SETs) are standard practice in almost every Canadian university and college. These are in-class or online questionnaires that students fill out anonymously to rate and comment on the instructor and the course, with the results passed along to the instructor and, usually, to their supervisor.

But although SETs are standard practice, they’re also controversial. SETs can provide instructors with valuable feedback that they can then use to improve the course or their teaching – the so-called “formative” purpose of such  evaluations. But SETs are also often used by universities and colleges as a measure of the quality of the instructor’s teaching – the so-called “summative” purpose. Using SETs for summative purposes can be a problem because there are lots of factors beyond the instructor’s control – such as the difficulty of the course material, the class schedule, the timing and content of the evaluation itself, and even the instructor’s gender or race – that can unduly influence students’ ratings. That is why we’ve seen pushbacks from faculty members and unions at several Canadian post-secondary institutions on SETs being part of (more…)

Mediation, Arbitration, Mediation-Arbitration, and Back-To-Work Legislation

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…)

What’s a Rotating Strike?

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…)

Draw the F***ing Flower

All About Work is up and running again! My summer project is nearly finished, and I will be posting details about it soon.

In addition to working on that project, I’m spending part of my time this year working at a new location, and I get there by taking public transit. To pass the time on those trips, I’m exploring the world of podcasts. A podcast series that I’m really enjoying is Sodajerker, hosted by UK songwriters Simon Barber and Brian O’Connor. Simon and Brian interview other songwriters, and because they are songwriters themselves, the focus of the interviews is on (more…)

The “Skills Gap”

A lot of recent discussion about the labour force in Canada and elsewhere has focused on the “skills gap” – the alleged mismatch between workers’ skills and the abilities that employers need. One reason for the alleged gap is “digital disruption” – the automation or digitization of job tasks – which is changing how some jobs are done and thus changing the skills needed to successfully perform those jobs. These changes are so rapid that workers’ skills may quickly become outdated. Along similar lines, the Royal Bank of Canada recently released a report calling for post-secondary institutions to improve their graduates’ “human skills”, so as to better equip them for the parts of their future jobs that will involve working with people rather than with computers.

The narrative around the “skills gap” has mostly been controlled by employers and by the business community, and the business media have, generally, uncritically bought into the narrative. But the narrative is misleading in how it portrays the problem. It ignores (more…)

Hiding in the Bathroom

Thanks to my local public library, I recently had the opportunity to read Morra Aarons-Mele’s new book Hiding in the Bathroom: An Introvert’s Roadmap to Getting Out There (When You’d Rather Stay Home). As I’ve discussed on this blog previously, I’m not a fan of most popular-press career and business books, but the title of this one drew me in. It suggested vulnerability and something less than overwhelming self-confidence, and that’s far more representative of many people’s workplace reality than (more…)