The use of big data at work could promote well-being – but only in very specific conditions.
Research shows gender bias even invades in the content of recommendations.
Even back in the 90s, researchers were trying to alert hiring managers to the ineffectiveness of this as a tool, noting some major problems.
Giving workers a ‘voice’ is easy, and has already been proven effective as a management technique.
Employees whose bosses give them some discretion over their work tasks are significantly more likely to engage in political behaviours outside work.
While talks like those from Sheryl Sandberg may be empowering, this rhetoric of choice is problematic for a number of reasons.
Interventions designed to fix women also leave the status quo untouched. They ask women to adjust to workplaces that are primarily designed by, and for, men.
Mistletoe and wine are a dangerous combination at the office Christmas party.
Federal workers based in and near Washington, D.C. raised a total of US$46,639,949.36 in 2015 through the Combined Federal Campaign of National Capital Area.
USDA Photo by Shakeitha Stone
By some measures, Americans are giving less to charity through their jobs than they used to. But many companies say that increasing this kind of charity is a priority for them.
It’s not always obvious and it often goes unreported.
In the wake of the #MeToo campaign we need to build cultures that do not tolerate any level of harassment at work.
It's something that affects all women – but few companies have menopause-specific health and well-being policies.
In the seventeenth century lawyers, civil servants and other new professionals began to work from offices in Amsterdam, London and Paris.
The history of the office illustrates not only how our work has changed but also how work's physical spaces respond to cultural, technological and social forces.
The fact is that romance will kindle at work, but there are things employers and employees can and should do to manage these situations.
Faced with the reality that romance will kindle at work, here are some things employers and employees can do to manage these situations.
Businesses are considering making the change from a formal review to regular feedback.
Finding the feedback balance is hard. Millennials are seeking more feedback while baby boomers tend to want to get on with the job.
It takes more than cocktails and table football to make a happy workforce. Respect and job security are vital.
With the intensity of competition across many industries, financial institutions such as ANZ need to be agile and respond to changes quickly to maintain business.
The agile working style was originally designed by tech companies for efficiency in software development but now one of Australia's big four banks wants to implement this.
Employees in the study were willing to put their own interests before their employers for money.
Employees in this study would forgo A$1 million for their employer, to gain as little as A$500 personally.
What do we need to learn today to work with the robots of tomorrow?
Cultural differences between Eastern and Western employees in the workplace are a factor in the loss of company performance.
East Asian employees make up a sizeable portion of the workforce but they are often misunderstood as lacking in communication skills.
A shift to open-plan offices means interpersonal and influencing skills are more important than ever.
So-called 'soft skills' – including interpersonal skills, critical thinking and relationship-building – are rated as being important across all jobs and industries.
There are reasons to believe the promise of people analytics may not live up to the hype.
Despite its promises, people analytics has serious ethical implications and can adversely affect organisations and how people are treated at work.
Hot-desking tends to affect different employees differently – it tends to produce winners and losers.
Having a job plays an important role in our overall happiness – yet research also shows most of us are unhappy while we're at work.