In today’s workplace, fatigue is four times more likely to contribute to workplace impairment than drugs or alcohol, Susan Sawatzky of In-Scope Solutions said Monday. Yet this prevalent health and safety risk is still largely under-recognized by the majority of organizations and industries, she said.

Event Begins: Thursday, November 14, 2024 4:00pm
Location:
Organized By: University Career Center

Inclusion at RSM Webcast Series: Bridging the gap: Supporting military veterans, active service members and their families in the workplace For active military members, veterans and their families, transitioning into or balancing civilian careers can present challenges and opportunities. This session invites students, activeservice members, veterans and their families to explore how workplaces can be inclusive and supportive of those who serve. We’ll dive into the unique strengths that military experience brings—such as adaptability, leadership and discipline—and discuss practical strategies for navigatingthe transition, building career pathways, and fostering a workplace culture that recognizes and supports military service.  

Event Begins: Thursday, November 14, 2024 10:00am
Location: Off Campus Location
Organized By: LSA Diversity, Equity, and Inclusion

Neurodiversity is the new hot topic in the realm of disability inclusion and accessibility—and with good reason. A significant percentage of people are now recognized as having neurotypes that are not well supported by societal norms and our collective understanding of how to communicate across and support neurodiversity is still developing. Fortunately researchers, educators, and advocates who identify as neurodivergent are contributing to a growing body of best practices.

Join the LSA Faculty & Staff Disability Navigators for this two-part workshop to learn about neurodiversity and how we can all start creating more neuroinclusive workplaces.

Participants will:
1. Understand what neurodiversity is and how the concept has evolved over time.
2. Reflect on the ways neurodiversity shapes our experiences, behaviors, aptitudes, and understanding of the world.
3. Gain insight into how contemporary work norms can exclude and create barriers for a range of neurotypes.
4. Explore neuroinclusive practices we can proactively integrate into our workplaces.
5. Become familiar with relevant resources for LSA employees.

Audience: This is a beginner-level workshop open to any LSA employee, including our student employees. LSA employees receive priority access, so while external guests are welcome to register they may be waitlisted and allocated spots as space allows.

Important note: Please do your best to register for and attend both parts 1 and 2 as the content builds on itself. This workshop will not be recorded.

Event Begins: Thursday, November 14, 2024 10:00am
Location: Off Campus Location
Organized By: Organizational Learning

Course details and registration are available on the Organizational Learning website.

Of late there is increasing awareness about the need to ensure safety of women in working places as hordes of young women defying old age beliefs have taken in to multitude of jobs in public and private sector. Sexual harrassment at...

At the time of a renewed push for equal pay, as well as the "Me Too" and "Time's Up" movements, WITHOrg, Women in Travel and Hospitality, is hosting their second summit aimed at driving workplace parity and leadership opportunities for working women.

Workplace turnover continues to increase year-over-year, according to a recently published report run by the Compdata consulting practice at Salary.com. According to this year's report, total workplace turnover in the U.S. hit a whopping 19.3% -- rising nearly a full percentage point from 2017 and more than 3.5 percentage points since 2014.

Frontline Source Group, Inc. has been named one of Inc. magazines Best Workplaces for 2019, our fourth annual ranking in the fast-growing private company sector.

Many of us are wondering, for example, how the U.S. economy will impact business. Will hiring finally ease up? How will younger generations change our workforce?

Without a crystal ball, it's tough to answer every question. But, given trends we saw this year, it is possible to make a few educated predictions about what small businesses should prepare for as 2019 approaches. Here are my top four predictions:

2019 is the beginning of the Gen Z takeover.

complete article

Marking their 50th Anniversary in the printing industry and the corporation’s 110th Anniversary in business, SHARP South Africa celebrated their success and unprecedented business growth during a partner event recently held in Johannesburg, South Africa. This event was a follow up from the Sharp summit in 2020 where representatives from SHARP Middle East & Africa [...]

The post SHARP announces Exceptional Performance and Launches its Future Workplace A3 MFPs appeared first on Braves News World.

Logitech has introduced a range of Sync smart office tools designed to improve workplace efficiency and provide enhanced analytics for IT teams. The new suite includes Auto Book and Auto Release, which automate room reservations and cancellations based on user activity. Additionally, Logitech View offers interactive digital office maps to assist with navigation in large office spaces. Henry Levak, VP of Product at Logitech for Business, highlighted the AI capabilities of the tools, stating, “Rally Bars use AI in-camera sensors to automatically detect and respond to natural workplace behaviors with no human intervention needed.” This approach aims to simplify room… [Continue Reading]

Many times we eat outside the home—be it at work, at a friend’s home, or at a restaurant. This podcast will provide strategies on how to eat in a spiritually minded manner in the work environment.

Barry Crisp will be one of the experts at the BBC Radio Northampton Headfest event on 25 October.

This systematic literature study employed bibliometric analysis to identify workplace mindfulness-related methods and practices in literature published from 2000 to 2020 by leading nations, institutions, journals, authors, and keywords. We also assessed the impact of workplace mindfulness research papers. Scopus analysis tools provided a literature report for 638 Scopus articles used in the study. Using VOSviewer, leading nations, institutions, articles, authors, journals, and keyword co-occurrence network maps were constructed. PRISMA was used to identify 56 publications to recognise workplace mindfulness literature's significant achievements. The research's main contribution is a deep review of neurological mindfulness and psychological measuring tools as workplace mindfulness tool categories. The study is the first to use the PRISMA technique to capture the essential contributions of workplace mindfulness papers from 2000 to 2020.

Aim/Purpose: Unified Communications (UC) is touted as a technology that will transform business communication. While positive claims abound, the factors of UC attributable to its success have yet to be identified. By examining how users perceive UC impacts productivity, this study aids organizations in making better decisions regarding investments in and usage of communications technologies. Background: Unified Communications integrates disparate communications and information sharing applications into a single platform. The promise of UC is that it will revolutionize the workplace by providing a more synchronized fit between the way people communicate and the technology they use. Methodology: Through case study research conducted within a large multinational corporation (the Hewlett Packard Company), this study investigated the impact of UC on productivity. Interview narratives were examined using an open coding technique to capture individual perceptions of productivity. Further, to assess the role UC plays in facilitating relationship building and its connection to productivity, participant responses were mapped to the key factors of technology that influence relationships within an organization as identified by Dillon and Montano (2005). Contribution: This research contributes to studies on the impact of UC on productivity in the workplace. Findings UC was found to increase personal productivity, remove communication barriers, and create a more positive work environment. Recommendations for Practitioners : The findings of this study will aid organizations in making investment decisions as they evolve their business communications strategy. Impact on Society: Unified Communications will play an increasingly important role as people adapt to the evolving digital world through which they communicate and collaborate. Future Research: Little research exists that examines the impact of UC within an organization. Additional research investigating the use of UC in a variety of business sectors is needed.

Aim/Purpose: Embitterment comprises a stress-related response to unjust life experiences. Studies have found that it can have a toll on employees’ well-being. However, research on this matter is still in its infancy. Background: Within the scope of the present study, Ι sought to investigate how embitterment relates to burnout – the prolonged consequence of stress. This study further explored whether breaches of psychological contracts can trigger embitterment. Methodology: The study employed a cross-sectional design where two hundred and eight (N = 208) participants from the general population completed an online survey. Contribution: Findings suggest that the toll of embitterment might be much more than what research has suggested so far. Those who experience embitterment can become emotionally exhausted and cynical and these findings can be especially useful when identifying embitterment. Findings: It was found that embitterment related to higher burnout levels and more specifically emotional exhaustion and cynicism. No significant findings were revealed for the relationship between professional inefficacy and embitterment. Also, psychological contract breach was found to be a significant predictor of embitterment, supporting further the notion that perceptions of injustice can trigger feelings of embitterment. Results also showed that embitterment mediated the relationship between psychological contract breach and burnout. Recommendation for Researchers: The study highlights the notion that fairness is a key precursor of embitterment, and this finding is essential when developing interventions to prevent embitterment from arising. Future Research: Future research could use a longitudinal study design to unravel whether burnout represents a precondition or the consequence of embitterment. Future research should also include more objective measures. For example, it would be useful to pair self-report data with more objective measures on embitterment (e.g. clinical interviews).

As evidenced by recent legislation and media attention, eradicating gender inequity in the workforce is of significant importance today. However, this interest in justice stands in bold contrast to the continued wage gap, the steady number of gender discrimination suits filed, and the plethora of cases exposed in the media. Previous data collected in 2006 suggests that university students do not perceive gender discrimination as a threat of major significance to themselves or others. University students tend to minimize or even disregard the likelihood that they will witness or experience gender bias or discrimination in their career. The current study serves as a continuation of and a comparison to the 2006 study, with the goal of determining whether the perspective of university students has shifted, or whether they continue to consider themselves to be immune to the injustice of gender discrimination at work. Our findings suggest that students in this cohort are not only more acutely aware of these issues, but that this awareness has expanded to include increased concern over gender discrimination against men as well. The reluctance of students to believe that they personally will be unaffected by gender discrimination has been and continues to be surprisingly high.

In a series of qualitative and quantitative studies, we developed a model of the functions of positive work relationships, with an explicit focus on the role that these relationships play in employee flourishing. Stories that employees told about positive relationships at work revealed that relationships serve a broad range of functions, including the traditionally-studied functions of task assistance, career advancement, and emotional support, as well as less studied functions of personal growth, friendship, and the opportunity to give to others. Building on this taxonomy, we validated a scale - the Relationship Functions Inventory - and developed theory suggesting differential linkages between the relationship functions and outcomes indicative of employee flourishing. Results revealed unique associations between functions and outcomes, such that task assistance was most strongly associated with job satisfaction, giving to others was most strongly associated with meaningful work, friendship was most strongly associated with positive emotions at work, and personal growth was most strongly associated with life satisfaction. Our results suggest that work relationships play a key role in promoting employee flourishing, and that examining the differential effects of a taxonomy of relationship functions brings precision to our understand of how relationships impact individual flourishing.

We argue that employees who perceive that they are provided with a safe climate at work within which to voice their concerns and suggestions about work-related issues or problems will not only be more engaged employees but will also be likely to be more engaged and involved members of their communities. By focusing on the importance of employee voice opportunities, in work organizations, we seek to build our understanding of how to create "positive" organizations that contribute to the building of human potential, both inside the organizational setting and outside in our communities and societies. We also consider how employee voice opportunities in for-profit organizations may be influenced by the law and prevailing attitudes about corporate governance.

The number of constructs developed to assess workplace aggression has flourished in recent years, leading to confusion over what meaningful differences exist (if any) between the constructs. We argue that one way to frame the field of workplace aggression is via approach/avoidance principles, with various workplace aggression constructs (e.g., abusive supervision, supervisor undermining, and workplace ostracism) differentially predicting specific approach or avoidance emotions and behaviors. Using two multi-wave field sample of employees, we demonstrate the utility of approach/avoidance principles in conceptualizing workplace aggression constructs, as well as the processes and boundary conditions through which they uniquely influence outcomes. Implications for the workplace aggression literature are discussed.

In this Journal for Quality and Participation article (open access), learn how creating an environment that fosters the development of spiritual intelligence can be a key leadership strategy for encouraging individuals to not choose to become zombies.

A day after a mass shooting in San Bernardino, California, authorities are trying to figure out why a couple would embark on a deadly killing spree.

Ware Malcomb announced Oct. 1 that Nick Watkins has joined the firm as director of workplace strategy. In this role, Watkins will lead Ware Malcomb’s strategy and change management services for clients in multiple practice areas across the firm.

Associated Builders and Contractors participated on Sept. 18 in a White House-sponsored roundtable discussion, “Recovery in the Workplace: Investing to Build the Workforce of Tomorrow,” which convened more than a dozen leading corporations, business groups and government leaders at the White House in Washington, D.C., to highlight the importance of recovery-ready and recovery-friendly workplaces and share best practices.

Food allergies, whether mild or serious, are medical conditions that affect up to 15 million people in the United States, according to Food Allergy Research & Education, a nonprofit organization.

With the holiday season underway, people are feeling festive – including at work. But whether you’re decorating your cubicle or taking part in the office potluck, safety should always remain a top priority.

Is your office prepared to deal with workplace violence? If you’re unsure or think it’s unlikely to occur, consider this: “Some 2 million American workers are victims of workplace violence each year,” states OSHA, which adds that “workplace violence can strike anywhere, and no one is immune.”

Does your workplace lack a safety and health program? If you’re looking to create one, OSHA offers 10 tips to get you going.

New York — Fewer than 3 out of 10 employees who are working remotely amid the COVID-19 pandemic expect to return to their physical workplace by the end of the year, and some groups feel more pressure than others to do so, results of a recent survey suggest.

Washington – Texas and Wyoming earned the lowest possible scores from the American Lung Association when it comes to smoke-free workplaces, the association states in its annual “State of Tobacco Control” report for 2017.

Sacramento, CA — Legislation signed into law by California Gov. Gavin Newsom (D) on Sept. 5 authorizes the creation of a council charged with establishing minimum standards on working conditions, hours and wages for fast-food workers statewide.

How can the spread of bacteria and viruses in the workplace be controlled?

Washington – A coalition of industry groups has called for OSHA to withdraw a recent letter of interpretation stating that workers at a non-union workplace may designate someone affiliated with a union as their representative during OSHA “walkaround” inspections.

Can you provide me with information about isocyanate exposure?

I own a cannabis business. What chemical hazards are my employees exposed to, and how can I assess and prevent health and safety risks?

To maintain a safe and healthy workplace, housekeeping must be a priority.

Our employees don’t pay attention to the safety signs we have posted. How can we change this?

I know that OSHA references the latest ANSI standards in its regulations about safety signs, but many of the signs I see online and in catalogs don’t use these formats. Why are signs that use the latest ANSI standards better for my workplace?

Volatile organic compounds are common chemical contaminants found in offices and workplaces and are a source of odors, some of which can be a health hazard for workers.

Washington – April is National Workplace Violence Prevention Month, and OSHA hopes to raise awareness by releasing updated guidance for health care and social service workers.

Dallas — A new video from OSHA provides tips on keeping workers safe before, during and after extreme weather events.

Download this e-book to learn how to use the different types of safety data available to you to improve your safety program.

What should be the first steps in an incident investigation?

Washington — To help keep safe the workers who play a role in getting “gifts from the warehouse to your home” for the holidays, OSHA has published a series for seasonal workplace safety tips and a video – including COVID-19-related guidance.