Employees who have a mutually loyal relationship with their employers and a balance of positive and negative emotions at work are less likely to quit.
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There’s a widening global crisis in the legitimacy and credibility of leadership. It can be attributed to five sources: unable; unintelligent; immature; immoral and/or destructive leadership.
The practice of looking up a future employees’ social media account is widespread but the use of such profiling is blurring the lines between private and public life.
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Employers are increasingly using potential employees’ social media accounts to determine their suitability for jobs. A new study finds employees are uncomfortable with this but accept the practice.
Open-plan offices may seem like a good idea but research shows they have a negative effect on employees.
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7-Eleven’s decision to take charge of the compensation process for underpaid workers highlights the problems with voluntary commitments and underlines the need for increased legal accountability.
The rise of subcontracting and franchises has allowed employers to enjoy the profits without the responsibility.
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While there has been a rise in contracting out and ‘disruptors’ such as Uber, employment is an will remain the dominant method of business operation in a capitalist setting.
The association representing AFL players is a good example of using a union model to give workers a voice.
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In an increasingly individualised workplace, unions can no longer rely on organising tactics to survive. Instead, they need to undertake a major “rebranding”.
Regardless of the channels through which it is done, most employees want to have a say in how their workplaces are run.
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Even though union membership has dropped to just 15%, unions still have an important role to play in ensuring that workers have meaningful input into how their workplaces are run.
Employees need to have more say at work, which means tackling all forms of corruption and law-breaking.
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Employees who admitted to being emotionally manipulative in a survey may also be perceived as being emotionally intelligent in their workplaces, a study has found.
Australian discrimination laws offer some protection for employees wanting to disclose their mental illness, but it doesn’t make the decision any easier.
There are definite costs of mental illness in the workplace but the return on investment in a mentally healthy workplace can be a big boost to the bottom line.
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New data shows Australians are spending more on mental health services and with costs to business in the millions, it’s time employers realised good mental health is good for the bottom line too.
The future of work is an issue on many people’s minds.
Reuters