Court reviews case expanding NLRB's enforcement system | A great company culture begins during hiring time | The future of work is now: 5 things leaders must do to prepare
The 5th Circuit Court of Appeals held a hearing this week in a case centered around a National Labor Relations Board ruling expanding the agency's capacity to force employers to pay for economic harm related to infringements of labor law. During the case, judges focused on the facts of the underlying dispute, which involved a company that laid off six workers. Full Story: Bloomberg Law (2/6)
S&T's online I-O Psych program named to top 10 For two years in a row, Forbes Advisor has ranked S&T's online psychology master's program in the Top 10 of the country. S&T graduate students receive a core foundation in statistics and research methods so they can quickly begin solving for tomorrow's workplace psychological needs. Learn more.
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Recruiting & Retention
A great company culture begins during hiring time Creating a great workplace culture requires a collaborative effort all around, and that starts with hiring the "most talented individuals out there and not be intimidated by their strengths and brilliance," says Cindy Scharringhausen, senior vice president of human resources at Camden Property Trust. "Hiring the best and the brightest, actively listening to them, and offering them growth opportunities helps cultivate an environment where they feel empowered to do their best," Scharringhausen says. Full Story: Great Place to Work (2/5)
Why pay equity requires a structured approach Employers can fix pay-equity problems by conducting a structured analysis that considers all factors, including experience, qualifications and job roles, according to researchers, who recommend reviewing pay gaps in each department and identifying the differences. "When organizations use the structured approach to address pay inequity, they can understand the core issues of pay gaps -- the locus of inequity in their salary structure and any associated systematic biases -- and remediate the issue more precisely, beyond looking at just those employees who appear to be most underpaid," write the researchers, who advise against simply increasing the pay of employees who earn less than their co-workers. Full Story: Harvard Business Review (tiered subscription model) (2/2)
Technology
How the AI train will pull along the hiring process The hiring process is ripe for an AI overhaul because "like the first web browsers, people won't ignore a tool that can help them get their work done faster and easier," predicts CEO Hari Kolam of Findem, a talent search company. Companies that lag on adopting AI "risk getting left behind," Kolam writes. Full Story: Forbes (tiered subscription model) (2/6)
The HR Leader
Report: AI creates workforce challenges for HR Generative AI will pose challenges for HR leaders over the next 10 years, including potential short-term workforce layoffs and the need to retrain employees as the technology forces changes in people's job responsibilities, according to a new report, which points out the information systems, professional services and finance industries likely will face major disruptions. Hiring freezes and attrition can be used instead of layoffs to right-size the workforce, says the report from the Society for Human Resource Management and The Burning Glass Institute. Full Story: HR Dive (2/6),Society for Human Resource Management (tiered subscription model) (2/1)
SmartBreak: Question of the Day
Eve Babitz, whose short stories and writing depicted the seamy side of Hollywood in the '60s and '70s, is the godchild of which famous composer?
Cathy is, hands down, one of the best editors I’ve ever worked with. Bright, dependable and creative with an eagle eye for typos, errors and more. Every time I worked with Cathy, projects went smoothly and stories were beautiful. I once mentioned to my boss that I thought Cathy would make an excellent leader for some of our new projects. “She’s competent, talented, clean copy, no ego, a great listener, always meets deadlines,” I said. “We have to use her more!” My boss agreed about Cathy’s strengths, but mentioned concern about her personality. Cathy has a quiet, reserved personality. She is friendly and kind -- she always shows up to work functions and interacts with everyone -- but lacks that outgoing persona that we have come to expect in leaders. When it comes to choosing leaders, we should not overlook introverts like Cathy, writes Te Wu, associate professor at Montclair State University, in today’s Leadership & Development story from Psychology Today. “The bias in favor of extroverts is unfortunate because in our current post-pandemic world in which hybrid-work models, advanced communication technologies, artificial intelligence, global crisis, and society disorders, the world needs more thoughtful leaders with introverted characteristics who are quick to listen and learn, slower to speak and more measured and thoughtful in their responses….The ability to lead through thoughtful actions and not just charisma or pumped-up emotions is paramount,” Wu says. We love leaders who have charisma and personality; the ones who can whip us up into a screaming frenzy with their energy. We trust them and enjoy following them. And many times they are effective. But it’s time to make room at the helm for the Cathys of the world. They are good at listening, thinking, and making smart decisions. They are not jerked around by emotion; they are deliberate and measured in their conduct and processes. They have a quiet strength that others -- including the charismatic extroverts -- trust and rely on. What say you? How do you help your Cathys find their place in leadership? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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