Is Employment at Will a Good Thing?

Employment at will sounds like a good thing. Right? It sounds like you have a choice. Well over the last several weeks I have heard cases from both sides of the fence. A group of girlfriends living in LA struggle will the "at will" law everyday. Their hotel chain employers (as they are waitresses and hostess) fire them at the drop of a dime and without reason. Making it difficult to understand what they've done. On the other hand, a group of HR executives I work with still feel that there are several people (specifically older,minorities) that are low performers but even with the"at will" they can't let them go.

So is the Employment at will law helping enough or hurting employees too much already?

You’re loosing buddy!

We are all driven by different motivators (for example, affiliation, power, competition, recognition) but research illustrates that we all work all little harder when we think we are slightly behind. From the NBA to the manufacturing line people and teams that are slightly behind have boasts in their motivation and performance. Jonah Berger from Wharton School of Business suggests that managers should capitalize on this finding by using competitive feedback as an incentive tool. However, there is a caveat. Managers shouldn’t over use competitive feedback. There is a tipping point where employees who constantly hear that they are slightly behind become demotivated and give up trying.

*For more information on this entry see Harvard Business Review, October 2011 issue

Stop Bullying Before it starts with a SMILE

Want to stop help to bullying? A recent study at Vanderbilt University found that children who perceive that their fathers don’t spend enough quality time with them are more likely to bully other children. So, what can you do? Go home after work, smile when you enter the door and spend some time with your kids. Just think what you’ll be doing for so many kids.

Do you believe in the Crate & Barrel method?

Companies like Crate & Barrel and Enterprise Rent-A-Car have passionately believed in hiring from within. Employees are hired directly out of college and work their way up the corporate ladder (if they don’t burn out first). Although infrequent some knowledge gaps are brought in as external hires. Promotions are based on past results and the use of assessment is unheard of or even frowned upon.


Enterprise in 1975



What do you think are the issues with this approach?

What are the advantages?

Does your company use this method?



Early days at Crate & Barrel



Interventions increase EQ and decrease stress

The below article was recently published in the Journal of Applied Psychology. This article sparked two major thoughts. I have historically believed that individuals can change their behaviors but not their attitudes (there are exceptions). This article suggests that these participants were able to increase their emotional intelligence as well as sustain it for over a year. In addition they were able to make an internal chemical changes  (i.e., cortisol levels). This illustrates a deep change that is far beyond just a behavioral change. Secondly, this study illustrates the power of training and that techniques and interventions can be used to help people reduce stress and decrease cortisol levels without the use of medication.

So use you brains, follow your hearts and get off the meds.

Kotsou, I., Nelis, D., Grégoire, J., & Mikolajczak, M. (2011). Emotional plasticity: Conditions and effects of improving emotional competence in adulthood. Journal of Applied psychology, 96(4), 827-839.
This study aimed to investigate (a) whether it is possible to increase emotional competence (EC), as measured by two versions of the TEIQue - self-report and informant report; (b) whether this improvement results in better mental, physical, and social adjustment; (c) whether this improvement can be maintained 1 year later; and (d) whether these benefits are accompanied by a reduction in stress-hormone secretion (i.e., cortisol). One hundred and thirty-two participants were randomly assigned to an EC-enhancing intervention (in group format) or to a control group. Participants in the intervention group underwent a specifically designed 15-hr intervention targeting the 5 core emotional competencies. Results reveal that the level of emotional competencies increased significantly in the intervention group in contrast with the control group. This increase resulted in lower cortisol secretion, enhanced subjective and physical well-being, as well as improved quality of social and marital relationships in the intervention group. No significant change occurred in the control group. Peer reports on EC and quality of relationships confirmed these results. These data suggest that emotional competencies can be improved, with effective benefits on personal and interpersonal functioning lasting for at least 1 year. Moreover, improvements in EC emerged with a strong coherence among self-reported and informant measures.

Ethical Issues at Work…Now What?

Review the Evidence: Avoid jumping to conclusions. Keep notes about the situation including conversations and situations where you suspected unethical work behavior? Keeping track of what you see can help you form a conclusion and provides invaluable documentation if you decide to report the situation.


Seek Help: Get a second opinion from an outside source or someone you can trust. Although be wary of who you confide in, and be wary of politics.

Confront the Problem: In some cases you may want to talk directly to the person. Don’t make accusations. One drawback of confronting the person involved is that they may get you more involved in the ethical issue. In some cases, the evidence will lead you to take it directly to authorities.

Extricate yourself: If you believe the unethical behavior is continuing “get out”. Careers will recover with a switch but they won’t recover from unethical practice if you before a part of it. Leaving isn’t a decision to be made lightly. It may be difficult to find another job. While jumping ship may require an awkward conversation or revised career plan, sometimes you have no choice but to leave.

Blow the Whistle: After you’ve decided to leave you have to decide if you’ll report the issue. Whistle blowing can be hurtful to the messenger in many cases. A serious analysis of the pros and cons must be conducted before reporting an ethical issue if you think if could hurt you or possibly a client. As difficult as turning in a former boss or coworker may be, it is occasionally necessary. If something really horrible is going on and you simple walk away, you’re compromising your own sense of professional responsibility.

Decreasing your EQ with Botox

It is no surprise that emotional intelligence is an important factor in day-to-day life. Executives and stay at home mom’s alike are starting to understand how EQ may be as important as IQ in their own success, as well as the success of their direct reports and children. Most people wouldn’t go out and purposely try to decrease their EQ, right?


A recent study from the University of Southern California and Duke found that women and men who received muscle-deading agents like Botox were unable to recognize the emotions of others. When we see a face we unintentionally mimic others facial expressions. Individuals with Botox were unable to mimic others facial expressions; unable to cognitively recognize their emotions.

Wisdom comes with age. So, don’t try to backtrack your face cause you may be losing more than just a few wrinkles.

Following the Heard

You’ve most likely heard about people following the lead of other. Experimenters who walk into a park and look up only to see how many people will quickly start looking up to find what they are looking at. But recent research from Northwestern University recently illustrated that humans tend to remember information better if they think their peers will also see the same information. Think about the last time you watched a movie or a sports program and conscientiously thought I need to pay attention because tomorrow at work people are going to be talking about this. We’ll as a woman I have done this a lot with sports. I always think “I better know this to be able to talk to the guys”.  Social norms and expectations influence far beyond just remembering. Cialdini demonstrated throughout hotel chains that social norms can be used to influence behaviors. By changing the language on bathroom cards hotel guests were 50% more likely to reuse their towels if they were told “most Americans”, 70% more likely to reuse if they were told “most guests  in this hotel”, and 98% more likely if they were told ‘ 8 of 9 guests in this room reuse their towel”.  So jump on the bandwagon for a good cause but be aware of why and who you are following.

What’s Stressing You Out:

Comprehensive Stress Management

Surprisingly or NOT American’s are more stressed out in 2010 than in 2009. Between work- family conflicts, a downed economy and illnesses (H1N1) Americans are unhappy. Money consistently remains the #1 cause of stress closely followed by work and the economy. These stressors are revealing themselves in everything from irritability to indigestions and teeth grinding. Unfortunately, the American Psychological Association reports that stress doesn’t just affect the stressed individual but their family members too. Children of stressed parents reported increased depression, headaches, stomach aches and trouble falling or staying asleep. The APA further recommends that stress should not be looked over but should be confronted and prevented. Americans should work to recognize their personal distress style (whether that includes a flexible work schedule to weekly yoga sessions), discover what your organizations work/family policies are and don’t be afraid to make the ‘business case’ for a policy that you think should be created. Also be smart and take care of yourself. You’ll be less effect at work if your exhausted, unhealthy, and unhappy. Eat smart, get sleep and recognize that a happy worker is an effective worker.  What techniques, policies or coping mechanisms to you use to stay sane in 2011?

Defense

Ok I am totally excited and freaking out because tomorrow at 9am I will be defending my disseration and finally be a PhD...well cross your fingers.

Thank you to all of my friends and family that have been incredibly supportive over these last several years... thank goodness it is over.

Changing our Expectations

People often inaccurately predict how an event will make them feel. For example, researchers found that when people are questioned about their predictions afterward, they tend to revise their recollections to better reflect their actual mood. In essence humans don’t like to be wrong so we unconsciously self-correct. Humans also want to be happy and generally remember events as positive.  Problem vacations end up being repeated as learning experiences or adventures instead of the problem of negative experience they were. Isn’t great what the mind can make up do and believe.

Women and Work

I personally have difficulty with this topic. I am not currently a mom but hope to be one someday. However, I love my job, I love going to work and I care about work as a measure of my personal worth and success. Balancing children and work seems almost impossible without help and even at that (as a psychologist) I want to be the one adding in the development of my children not someone else. So, recent research from the University of North Carolina concerned me even more. Researchers conducted a meta-analysis of 69 studies and found that going back to work within a child’s first year can lead to behavioral problems and lower academic performance later in life. However, mom’s that went back to full time work after three years had children with academic excellence and decreased performance problems (income level does effect this too). Unfortunately, I don’t live in Spain where maternity leave can last as long as you need…so how do woman do this.

Anticipated work-family conflict: effects of gender, self-efficacy, and family background.: An article from: Career Development Quarterly

Understanding Leadership Barriers for Women

According to the White House Project Report 2009 women earn 60% of all degrees and make up 57% of the nation’s college students but only represent 26% of executive level positions. The Leadership Institute for Women in Psychology is working to change this statistic by promoting positive changes in institutional and organization life. One important way to make this change is to find or act as a role model and/or mentor to other women. Building experiences is another great way for young women to break through the glass ceiling. These experiences will build on leadership skills.


Trotman Reid, PhD presented several key activities for women to work on:

• Set you own goals and remember to dream

• Develop your skills and your network

• Adapt a few mentors and cultivate advisers

• Volunteer and self-nominate

• Act like a leader, because perception often becomes reality

• Know the rules and learn the history

• Lean how to share the work and the credit

• Seek balance and live by your priorities

• Make a life, not just a career

The Dad Effect

Can you take control of the board room, keep your cool in stressful situations and successfully manage your peers and direct reports in the office? If so, you may have your Dad to thank, according to recent research that suggests that strong father-son bond forged during childhood may help men deal with everyday stress and relationships later in life. Mallers, PhD examined men about the quality of their father/child relationships, as well as stressful events over several weeks. Mallers found that men who reported a good relationship with their fathers during childhood were less affected by stressful events than those who had poor father-child relationships.

RICH DAD, POOR DAD by Robert T. Kiyosaki and Sharon L. Lechter discusses the importance of mentoring your children into successful careers and relationships. Although I agree that this is extremely important, Mallers research indicates that you can start today by simply wrestling with your kids. Maller suggests that rough and tumble play stimulates and challenges children and can even improve problem solving skills.

So put down those flash cards and build a future leader with some rough play.

Does your email really say what you mean?

A new download from Microsoft called ToneCheck will scan outgoing email messages and flags wording that could be interpreted as harsh, angry of offensive. It will flag obvious swear words but will also detect aggressive statements or starting too many sentences with “you”.

TWO TEN Hosts Leadership Panel



LuAnn Via

 Two Ten offers Financial Assistance, Counseling, Community Resources and Scholarships to those working in the footwear industry. They are committed to strengthening the footwear community with financial, social and educational support and services while nurturing community building and volunteerism. On October 14, 2010 Two Ten hosted a Leadership Town Hall in NYC for emerging leaders in the footwear industry. This remarkable panel included 5 footwear presidents (LuAnn Via of Payless Shoe Source; Scott Savitz of Shoebuy.com; Mike Shirley of Nina footwear; Jim Salzano of Clarks Companies; Jay Piccola of Puma) and leadership expert Dr. Ann Beatty.




Jay Piccola

 The 90 minute town hall was a smooth flowing conversation between the audience of emerging leaders like the young leadership director, Alison Muskat of Deer Stags and the comfortably seating panel. The panelists were questioned about key leadership traits, techniques used during the economic crisis, ethical leadership, and recommendations for future leader. The panelist all agreed that one of the keys to success in any leadership position is communication. Each panelist discussed different approaches within their organizations including town hall meetings, newsletters and informal walk throughs. However, the most surprising element of the panel for me came at the end of the discussion when the panelists were asked to give future leaders recommendations. Almost all of the panelists recommended in some way that future leaders live a more balanced life than the panelists currently were. They almost all said they wish they would spend more time with friends and family and feel this would ultimately increase they work performance. In response to questions regarding the economic crisis and up holding integrity within their organizations and the industry LuAnn Via said it best…”you need to model and live what you are telling people. Honesty and integrity are one thing on paper but another in action.”

This is just an idea of the interesting conversation that took place in NYC on Oct. 14th. Two Ten continues to bring footwear leaders – join in the fun at http://www.twoten.org/.

Cleaning the Web- Air

The economy is slowly coming around and you are out there applying for jobs. The key to getting a job may be in your past or what’s not there. Almost 80% of recruiters surveyed in a recent Microsoft study checkout out applicants online, and 70% of those eliminated candidates based on what they found. Before you apply to that new position google yourself. If you find junk in orbit look into one of these companies working to clean the air. These companies can tell you what’s out there (for your entire family), push positive info to the top of searches and even delete information you don’t want floating around.


Reputation Defender, Naymz, Schakra, Brand-yourself

You're Great!

How many times do we look at a child and say, Oh he's so smart? Can we not ever be more detailed or possibly more realistic?
Now I don't mean to come off inconsiderate. Actually, just the opposite. Giving our children or anyone for that matter detailed realistic feedback helps them grow and develop in multiple ways. Saving "over the top" praise for occasional moments makes the praise more valuable and credible. Being specific helps them know what part they did well because sometimes they don't know what they did that was impressive and therefore have difficulty repeating it.
The reason it is just wrong to tell our kids (or direct reports) how amazing (e.g., smart) they are is because smart is not something we are or are not. Our brain is like a muscle that improves with exercise. The more we practice and use our brain, the better it performs. If we can teach that, than they understand that they can play a major role in how intelligent they become.
The catch 22 to our intended compliment is that individuals who are often told how smart, wonderful, high potential they are do not attempt to try anything that they will not be instantly good at. They are afraid to prove your statement wrong. On the contrary, those who are encouraged to work on activities even when they are not mastering them are not afraid to take on new challenges. If you encourage hard work, they will feel like they can most certainly accomplish what you are expecting of them. It is fear of disappointing others that stops people from leaving their comfort zone.

**Refer to Nurture Shock for more information.

Nurture Shock

A parenting book like NurtureShock: New Thinking about Children by Po Bronson and Ashley Merryman may seem irrelevant to the modern businessman but surprisingly enough the concepts clearified in this book for infants can be clearly translated into health business relationship building.

This book proposes that good sibling relationship building starts before the second child is even born. Parents can groom the eldest children to be a good big brother and sister before they even have a sibling. Having your child experience friendships, playgroups, daycare or the like is where they get practice in equal relationships. Supervisors think of your subordinates (in the most respectful way) as children by providing them with opportunities to participate in healthy team environments, mirror good management behaviors and focus on good behaviors rather than punishing bad behavior. Just as children learn that certain behaviors gain them friendships and certain behaviors lose them employees quickly learn what will get them ahead and what will get them isolated from the team.



The book further describes that share fantasy play truly shows how a child can get along with others. In order to make believe children "must emotionally commit to one another, and pay attention to what the other is doing. They have to articulate what's in their mind's eye and negotiate some scenario that allows both their visions to come alive." Clear communication as described in this example is the key to working together. Work groups should focus on building communication skills to improve efficiency and productivity.

ALL I REALLY NEED TO KNOW I LEARNED IN KINDERGARTEN…well they weren’t lying. Practice healthy relationship, model good behaviors and communicate clearly and often to play nice with others.

Co-authored by Dawn Gilbertson and IO Psych Girl

Bullying

A recent study conducted at Michigan State University and presented at the APA 2010 Convention in San Diego examined the effects of bullying on life satisfaction and psychological distress. Furthermore, researchers looked at the effects of race, gender and self-esteem as moderators. Results indicated that Caucasians reported more general workplace bullying while African Americans reported significantly more racial bullying at work. Females in both race groups reported significantly more bullying and experiences greater psychological distress and less life satisfaction than men. However, self-esteem significantly moderated all of the previous effects.

For example, individuals with higher self-esteem whom report bullying did not experience psychological distress nor decreased life satisfaction. The researchers discussed how this could be a double edged sword. In the African American community young boys are taught to have a strong self-esteem but sometimes this can be portrayed as intimidating especially to the white community. This often causes a backlash increasing racial bullying in the workplace.



How can we stop this trend?