It is now recognized that workplace aspects (scheduling, shift work, physically demanding work, chemical exposure) not only increase the risk of injury and illness, but also impact health behaviors ...(smoking, physical activity) and health outcomes (sleep disorders and fatigue, obesity, musculoskeletal disorders). In turn, ill health and chronic conditions can affect performance at work, increasing risk for injury, absenteeism, and reduced productivity. In the past few decades, programs that expand the traditional focus of occupational safety and health to consider nontraditional work-related sources of health and well-being have been shown to be more effective than programs that separately address these issues. This Total Worker Health approach has been recognized by the National Institute for Occupational Safety and Health (NIOSH) as a method for protecting the safety and health of workers, while also advancing the overall well-being of these workers by addressing work conditions. This compendium presents work from an international collection of scholars exploring the relationship between workplace factors and worker safety, health, and well-being. It provides guidance for improving the organization and design of work environments, innovative strategies for promoting worker well-being, and novel methods for exposing underlying occupational causes of chronic disease.
Develop Your Teamwork SkillsTeamwork allows us to engage in important work, and teams hold immense power. Those on teams share perspectives, brainstorm ideas, and produce results beyond what’s ...possible alone. With organizations relying increasingly on teams to deliver impact, teamwork skills are needed more than ever.Part of the ATD Soft Skills Series, Teamwork in Talent Development is for talent development professionals who serve as team leaders or team members and wish to improve their collaboration abilities, build successful teams, and maximize their team performance for solving business problems, meeting learning needs, promoting culture change, and more.In this book, you will learn what teamwork means, why teams and teamwork skills matter, and how to overcome common challenges related to teaming. Organization development expert Thane Bellomo introduces a model for how you can form teams and develop your teamwork skills. It starts with framing the work around clear and important goals. This positions you and the team to encourage curiosity and build trust while you embrace conflict and engage in (healthy) conflict. Included are detailed takeaways and advice for applying the concepts.Other books in the series:Emotional Intelligence in Talent DevelopmentAdaptability in Talent DevelopmentCreativity in Talent DevelopmentInfluence in Talent Development
Social work field education in Canada is in crisis. New understanding and approaches are urgently needed. Innovative and sustainable models need to be explored and adopted. As professionals, social ...workers are expected to use research to inform their practice and to contribute to the production of research. Yet many social workers are reluctant to integrate research into their practice and into field education. Transforming Social Work Field Education encourages the adoption of research and scholarship into the practice of social work, especially field education. It offers current theoretical concepts and perspectives that shape social work field education and provides case studies of practice research grounded in the experiences of diverse communities and countries. Highlighting cutting-edge research and scholarship, each chapter addresses critical issues in social work practice and their implications for field education. Bringing together scholars at various stages of their careers, this book fosters a meaningful dialogue on the dynamic, complex, and multi-faceted nature of social work practice, research, and innovation in the critical area of field education. A vivid and original work, it stimulates interest and discussion on the integration of research and scholarship in social work field education in Canada and around the world. With contributions by: Wasif Ali, Helen Asrate Awoke, Kelemua Zenebe Ayele, Afework Eyasu Aynalem, Nicole Balbuena, Morgan Jean Banister, Natalie Beck Aguilera, Sheila Bell, Heather M. Boynton, Janice Chaplin Mailing, Emmanuel Chinlanga, Jill Ciesielski, Alise de Bie, Emma De Vynck, Cyerra Gage, Anita R. Gooding, Zipporah Greenslade, Annelise Hutchinson, Christine Anne Jenkins, Vibha Kausik, Ermias Kebede, Edward King, Kaltrina Kusari, William Lamar Medley, Karen Lok Yi Wong, Alexandra Katherine Mack, The Ottawa Adult Autism Initiative, Endalkachew Taye Shiferaw, Richardio Diego Suárez Rojas, Margaret Janse van Rensburg, Jennie Vengris, and Courtney Larissa Weaver
The Ultimate Sales Framework for Achieving Business SuccessSales enablement is no longer the new kid on the block. Having grown rapidly in recent years, it’s now considered a best practice at many ...sales organizations. But there’s little alignment across the sales profession on what sales enablement is or how to achieve it, nor is there a formalized strategy on what a sales enablement practice is or requires.In his new book The Building Blocks of Sales Enablement, sales enablement expert Mike Kunkle addresses these issues and presents a proven approach that both supports sales talent and achieves true business results. Kunkle lays out an easy-to-follow structure through the concept of building blocks, interconnected by systems thinking and supported by a consistent cadence of training, coaching, and content. Comprehensive and versatile, this book is for senior sales leaders and sales enablement leaders who are starting or evolving a sales enablement function as well as for struggling sales practitioners to use as a diagnostic tool and road map. Chapters detail how to use each building block, with reflective questions and guidance for creating your own analysis and tools. The book also includes a chapter on sales onboarding, separate chapters on how to integrate communication and support services, and recommended resources. Impactful sales enablement projects are basically change management initiatives in disguise. Use the building blocks framework to navigate challenges, measure successes, and determine a path forward to improving business outcomes.
Workplace flexibility initiatives as a potential remedy for work–life conflicts are the focus of a considerable number of investigations. Despite their contributions, research findings reveal ...tensions and contradictions in the ways that employees, managers and organizations develop, enact and respond to these flexibility initiatives. This critical review identifies three primary tensions (variable vs fixed arrangements, supportive vs unsupportive work climates and equitable vs inequitable implementation of policies) that reveal inconsistent and sometimes contradictory findings. We tie these tensions, and the management of them, to an overarching dilemma in implementing workplace flexibility, the autonomy–control paradox. To develop alternatives for handling these tensions, we recommend reframing them through changing organizational cultures, adopting a philosophy of adaptability, customizing work and making workplace flexibility an employee right. We conclude by urging organizations and society to reframe the tensions between work and life, to treat them as enriching rather than competing with each other and to transcend these opposite poles through exploring third spaces.
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The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is ...intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emergent changes in work practices (e.g., working from home, virtual teamwork) and (b) emergent changes for workers (e.g., social distancing, stress, and unemployment). In addition, potential moderating factors (demographic characteristics, individual differences, and organizational norms) are examined given the likelihood that COVID-19 will generate disparate effects. This broad-scope overview provides an integrative approach for considering the implications of COVID-19 for work, workers, and organizations while also identifying issues for future research and insights to inform solutions.
Public Significance Statement
COVID-19 has disrupted work and organizations across the globe. This overview integrates and applies prior research in work and organizational psychology as well as related fields in its examination of emergent changes for work practices as well as workers. This article also acknowledges and considers the disproportionate impacts that COVID-19 may have on workers depending on demographic characteristics, individual differences, and relevant organizational norms. In addition to helping make sense of the implications of COVID-19 for employees, teams, and work organizations, this review features roadmaps for future research and action.
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The widespread adoption of remote and hybrid work due to COVID-19 calls for studies that explore the ramifications of these scenarios for office workers from an occupational health and wellbeing ...perspective. This paper aims to identify the needs and challenges in remote and hybrid work and the potential for a sustainable future work environment. Data collection involved two qualitative studies with a total of 53 participants, who represented employees, staff managers, and service/facility providers at three Swedish public service organisations (primarily healthcare and infrastructure administration). The results describe opportunities and challenges with the adoption of remote and hybrid work from individual, group, and leadership perspectives. The main benefits of remote work were increased flexibility, autonomy, work-life balance and individual performance, while major challenges were social aspects such as lost comradery and isolation. Hybrid work was perceived to provide the best of both worlds of remote and office work, given that employees and managers develop new skills and competencies to adjust to new ways of working. To achieve the expected individual and organisational benefits of hybrid work, employers are expected to provide support and flexibility and re-design the physical and digital workplaces to fit the new and diverse needs of employees.
Work-nonwork boundary management profiles Kossek, Ellen Ernst; Ruderman, Marian N; Braddy, Phillip W ...
Journal of vocational behavior,
08/2012, Volume:
81, Issue:
1
Journal Article
Peer reviewed
The goal of this paper is to advance the measurement and theory of work–nonwork boundary management styles. Boundary management styles are defined as the approaches individuals use to demarcate ...boundaries and attend to work and family and other nonwork roles, given identity centralities and perceived boundary control. We argue that research should be augmented with a person-centered approach, which examines how psychological measures are integrated into configurations. Integrating role and boundary theories, we identify three main characteristics of work-nonwork boundary management: (1) cross-role interruption behaviors (work to nonwork, and nonwork to work interruptions); (2) identity centrality of work and family roles, and (3) perceived control of boundaries. Using a variable-centered approach, we refined and validated these measures to create an assessment (Work–Life Indicator) that captured boundary management profiles. The profiles reflect how interruption behaviors, identity centralities, and boundary control interrelate to cluster into profiles, a set of psychological characteristics organized into a pattern of work–nonwork boundary functioning. We identify boundary management profiles and examine their relationships to key work-family outcomes. Regardless of the level and direction of interruption behaviors and centrality of work–family identities, we found that low control boundary management profiles (reactors, job warriors) tended to experience more negative work and family outcomes than did high control profiles (fusion lovers, dividers, family guardians, eclectics).
► We argue that boundary management studies should incorporate person-centered approaches. ► We validate boundary management measures: interruption behaviors, control, and identities. ► Low control boundary profiles have more negative outcomes than high control profiles. ► We identify six profiles: Fusion Lovers, Dividers, Family Guardians, Nonwork-eclectics, Reactors, Job Warriors. ► Boundary management profiles differ on work-family outcomes.
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Why our workplaces are authoritarian private governments—and why we can't see it
One in four American workers says their workplace is a dictatorship. Yet that number probably would be even higher if ...we recognized most employers for what they are—private governments with sweeping authoritarian power over our lives, on duty and off. We normally think of government as something only the state does, yet many of us are governed far more—and far more obtrusively—by the private government of the workplace. In this provocative and compelling book, Elizabeth Anderson argues that the failure to see this stems from long-standing confusions. These confusions explain why, despite all evidence to the contrary, we still talk as if free markets make workers free—and why so many employers advocate less government even while they act as dictators in their businesses.
In many workplaces, employers minutely regulate workers' speech, clothing, and manners, leaving them with little privacy and few other rights. And employers often extend their authority to workers' off-duty lives. Workers can be fired for their political speech, recreational activities, diet, and almost anything else employers care to govern. Yet we continue to talk as if early advocates of market society—from John Locke and Adam Smith to Thomas Paine and Abraham Lincoln—were right when they argued that it would free workers from oppressive authorities. That dream was shattered by the Industrial Revolution, but the myth endures.
Private Government offers a better way to talk about the workplace, opening up space for discovering how workers can enjoy real freedom.
Based on the prestigious Tanner Lectures delivered at Princeton University's Center for Human Values, Private Government is edited and introduced by Stephen Macedo and includes commentary by cultural critic David Bromwich, economist Tyler Cowen, historian Ann Hughes, and philosopher Niko Kolodny.
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