Although EU country employment and labor regulations are not a focus of HRM 5001, I recall that on Sunday I mentioned the long established German public policy mandated “Co-Determination” system. As evidence of the timeliness of our course, by coincidence there was an op-ed article in the January 7 New York Times regarding such, at least in part. More specifically, this deals with employee representation on corporate boards. (In Germany all public traded companies are required to have employee representation.) Is this course timely or what? Here is the link– Please check it out.
Thank you for your participation in our sessions this weekend. Just as an example of the many timely course-related public policy issues and debate, I am attaching a link to an article from this weekend (NY Times) which concerns “Paid Family Leave- California.” Please check it out
On May 21 the US Supreme Court ruled in a 5-4 decision that allows companies to force (non-union) workers to forfeit their right to sue collectively, as a condition of employment. Specifically, companies can use arbitration clauses in employment contracts tp prevent workers from banding together for legal action over employment issues. Here are three articles from May 22 which review the issues, including two op-ed articles. let’s discuss this.
The Supreme Court vs Your Paycheck.
The SC Deals a Blow to Workers
SC Upholds Workplace Arbitration Contracts Barring Class Actions.
In my Executive MBA class on June 16 we discussed at length the importance of SBUX’s emphasis on creating a 3rd place community context or coffee shop atmosphere. We also discussed the oddity of this strategy, given the focus on fast and “to go” service. Below is an article on just this aspect of the SBUX model.
In one of my courses there was a group discussion board assignment which focused on the issue of the role and needed impact of HR leaders and the issue of org culture. In the context of the group discussion one of the students (Kimika) posted the results of a Gallup poll on “why leaders are vital to culture change”. I am re-posting it here to ensure all of my students to have access to this information.
Please note that one of my current OMBA/MSHR students (Marah Minetola) posted an article on outsourcing in the context of a discussion board assignment. The questions of “when” or “if” to rely on outsourcing or the “pros” and “cons” of greater use of outsourcing (and the contingencies determining feasibility) are key issues in our courses on strategic HR. Given this article is a good one with respect a critical perspective on outsourcing, I am attaching the link below.
https://www.forbes.com/sites/panosmourdoukoutas/2011/12/09/the-unintended-consequences-of-outsourcing/#43fab8c87e36 (Links to an external site.)
Below is a link to a local article on sexual harassment, one that features the experts views of one of my colleagues in the HRM Department– Dr. Debbie Casey.
One set of topics we will discuss in my EMBA class in December 8-10 concerns both (1) pay secrecy and its impact, and (2) honest and frank info sharing and feedback and its effects on organizational culture. Be reminded that org culture and its role on building a high performance organization is a course theme. Please take a few minutes to listen to these two Ted Talks on “Org Transparency”: one on pay transparency and one on feedback to leadership; both of which were included in a recent Ted Radio Hour”. (One is 9 minutes and the other is about 12 minutes.) We may use these in our discussion board assignment for the post HUB sessions. These are also relevant to my other classes. Please check it our– Great Stuff!
The post war German employment system, sometimes referred to as German Co-Determination, represents a contrasting set of public policies regarding the workforce, union-management relations, employee representation (Works Councils), and employee representation in corporate governance. We will discuss this in class as a contrasting model with the USA labor polices, one that contrasts in the context of two successful free market industrialized market economy models. The following Freakonomics podcast includes a good overview of the German co-determination system, its impact, and how it contrast with the USA.
In both of my current classes we recently discussed “managing sexual harassment prevention”. And in one of my classes we are doing a case on Uber. Well, are these courses timely or what? I hope you noted the news about sexual harassment at Uber. It goes without saying this is course relevant. This is especially the case for the class which is dealing this week with the HBR case on Uber.
While there are MANY articles out today on this news item, I am attaching the one from the New York Times. Why this one? Because it deals explicitly with the issue of “organizational culture” and the role of such in causing/preventing sexual harassment. It also offers a good description of a firm’s use of an outside law firm to conduct the internal investigation and, by doing so, ensuring objectivity. In short, this brief article capture the fundamental learning take-aways of both courses, especially the “role of org culture as key to building a high performance organization”.