David Rock’s SCARF model of influencing others reveals 5 domains of human social experience. They include: status, certainty, autonomy, relatedness and fairness. To find out more, go to
Who isn’t? Given we spend so much time at work and expend enormous amounts of energy doing what we do in our workplace, it should be the source of happiness and fulfilment. Yet often times, it isn’t. Dr Srikumar Rao’s presentation on this topic is timely, hugely interesting and educational. Take an hour out of your day to hear his lecture and tips:
Rudman (1999:52) in Human Resources Management in New Zealand says the top 10 factors in job satisfaction include: respect of the people you work with; learning something new; seeing your suggestions acted upon; being asked for advice; being well trained; personal freedom; a challenge; helping other people; respect of other people in your field; and being liked by the people you work with.
How many of these factors can you tick? What factors aren’t on Rudman’s list that you’d like to see there?
It’s interesting to see that financial rewards aren’t on the list at all…
Teresa Amabile, in a TedTalks session at http://www.youtube.com/watch?v=XD6N8bsjOEE discusses the Progress Principle and the catalysts and inhibitors to employee engagement. She notes the importance of small wins and how to make progress in the workplace while caring about the people who work within it. It’s well worth watching.
Great news in The Press, 09/09/2013 – the Ministry of Business, Innovation and Employment will soon issue new guidelines that define bullying and alert bosses to what they need to do to counteract any bullying in their workplaces. The statistics are staggering: bullying costs companies millions of dollars in lost productivity; and in the rehiring and retraining costs to replace staff who leave unsafe workplaces. In my experience, few workplaces have documented policies and processes to deal with bullying behaviour so the behaviours are enabled and good staff eventually leave for safer workplaces.
The process for shutting down digital assets for accounts such as Twitter, Facebook, LinkedIn, YouTube, PayPal and email accounts, is not simple. For example, amongst other things, Facebook requires a copy of a deceased person’s death certificate; LinkedIn requires verification of death, such as a death notice; Twitter requires the names and contact information of people closing the account, plus a link to a public obituary and YouTube requires a death certificate, a power of attorney document and details of the person closing the account. So, when you next have some free time, list your digital assets and their passwords and user names and nominate someone you trust to close your accounts, in the event of your premature demise.
Researchers from Stanford University and the Miles Group have found a number of surprising findings in their recent research concerning what CEO’s really want from coaching. You may be surprised…see