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description= 10 posts published by David Yamada during March 2013;
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i ve recycled this post on other occasions but i think it bears repeating that employers that enable and defend bullying behaviors have an uncanny knack for retaining employment lawyers of the same ilk 5 the american academic response to workplace bullying a grounded orientation june 2011 much of the important research on workplace bullying is not coming from elite institutions operating in rarified settings rather it s largely the product of people associated with state regional and distance learning universities as well as organizations such as the workplace bullying institute share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading working notes upcoming speaking appearances spring 2013 march 8 2013 by david yamada in health care internships labor unions working notes workplace bullying mobbing and abuse tags health care internships labor unions workplace bullying mobbing and abuse 3 comments i ll be heading out of the office on several occasions during the coming months for speaking engagements mostly on workplace bullying and related issues of labor relations for programs accepting registrations i ve provided links massachusetts association of registered nurses state house legislative forum boston ma march 22 2013 i ll be discussing the healthy workplace bill the anti bullying legislation i ve authored filed in the current session of the ma legislature house bill no 1766 with representatives ellen story hwb lead sponsor and kay khan hwb co sponsor marn is among the organizational endorsers of the hwb northeastern university school of law symposium on worker misclassification boston ma march 22 2013 sponsored by the northeastern law journal this is shaping into a very good program on the widespread problem of misclassifying workers as independent contractors and other non employees to avoid paying wages and benefits i ll be speaking on the legal status of unpaid interns city university of new york law school faculty forum queens ny april 10 2013 cuny law is dedicated to educating future public interest lawyers i ll be speaking on law professors as intellectual activists new york state psychological association workshop on bullying violence at work new york ny april 28 2013 this workshop is sponsored by the nyspa s division of organizational consulting and work psychology and will be held at john jay college of criminal justice i ll join dr gary namie of the workplace bullying institute to talk about various aspects of workplace bullying work stress and health conference 2013 los angeles ca may 16 19 2013 co sponsored by the american psychological association national institute for occupational safety health and society for occupational health psychology this multidisciplinary biennial conference is one of my favorites i ll be on panels discussing low cost approaches to helping targets of workplace bullying may 18 and the use of social media to promote healthy workplaces may 18 share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading exploited twentysomethings it s time for a meetup with the labor movement march 7 2013 by david yamada in compensation internships labor market labor unions tags compensation internships labor market labor unions 4 comments if you re a recent college graduate you may be learning some harsh truths about the job market good entry level positions are few and far between more than a few employers are willing to take advantage of that fact by offering jobs at very low pay requiring well in excess of 40 hours of work per week the worst of them create postgraduate internships many of which are unpaid to squeeze out even more while paying less nothing in a recent piece for the new york times about the employment challenges facing many twentysomethings teddy wayne writes the recession has been no friend to entry level positions where hundreds of applicants vie for unpaid internships at which they are expected to be on call with iphone in hand tweeting for and representing their company at all hours we need to hire a 22 22 22 one new media manager was overheard saying recently meaning a 22 year old willing to work 22 hour days for 22 000 a year perhaps the middle figure is an exaggeration but its bookends certainly aren t good jobs at good wages you may have heard the phrase good jobs at good wages it refers to jobs that provide safe working conditions and respectable compensation america used to have a lot more good jobs at good wages but they weren t created by accident and they certainly didn t come about at the behest of benevolent employers rather it took the labor movement to turn not so great jobs into decent ones how do you think provisions such as living wages health care coverage pensions paid vacation days and sick leave entered the picture for rank and file workers it took unions engaging in collective bargaining to do it it s how for example working in the steel mills went from being a tough job at low pay and few benefits to a still tough job at good pay and decent benefits and today it s more than a coincidence that america s wealth and income gaps are sky high at a time when labor union membership has dwindled to one of its lowest levels ever you may have some misgivings about unions fair enough like any other type of organization unions are far from perfect and some do much better by their members than others and yes being in a union means you pay dues and give up the right to negotiate with your employer individually but this doesn t change the fact that unions represent the best way for many workers to join together and advocate for their interests as a unified more powerful voice your college education and upbringing may cause you to think that unions are for blue collar folks who work in plants and factories or perhaps for cops firefighters schoolteachers and other public servants that s what i thought too when i graduated from law school as a newly minted idealistic public interest lawyer working for the legal aid society in new york city but i would quickly learn that the legal aid staff attorneys union played a critically important role in bargaining over salaries benefits and working conditions i eventually became an elected shop steward i e union rep for my office and played an active role in the union s advocacy work intern labor rights this is why i m delighted to see an emerging movement against unpaid internships borrowing tactics from organized labor and adding a few twists of its own in the process these advocates are starting to make their case against this widespread economically exploitative practice intern labor rights for example is using creative advocacy campaigns and social media to spread the word while not a union per se intern labor rights is showing what happens when groups of committed energetic people come together to push for change that benefits the greater good dilbert vs norma rae it boils down to this on the one hand you ve got the cartoon character dilbert who makes his humorous biting observations about cubicle life that are so on target yet doomed to result in more of the same because one person growsing alone is unlikely to change anything that s the case even if you graduated magna cum laude from state u on the other hand there s norma rae the character played by sally field in the award winning movie of the same name norma comes to realize that conditions in the textile plant where she works aren t going to improve until workers unionize and so she enters the fray too many younger folks and yes i m now old enough to use that phrase younger folks don t understand why the labor movement is critical toward improving working conditions for everyone at the risk of sounding condescending i say it s about time for them to get it for their own good they didn t create the terrible job market and exploitative employer practices that confront them but by organizing on their own behalf they can forge a more promising future share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading on leadership genius makers vs vampires march 5 2013 by david yamada in academic workplaces leadership tags academic workplaces leadership leave a comment writing for the chronicle of higher education allison vaillancourt distinguishes between the genius makers and the vampires of academic leadership link here the genius makers are excited about revealing others smarts open to creating a shared vision and engaged in creating organizational energy the vampires are obsessed with proving their own smarts focused on others flaws and committed to sucking the lifeblood out of innocent people she offers these characterizations in connection with a mini review of liz wiseman with greg mckeown multipliers how the best leaders make everyone smarter 2010 while the book has earned very positive reviews vaillancourt s own dichotomy nicely wraps it up in a bow for me and certainly applies well beyond the chronicle s academic readership share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading post navigation older posts email subscription enter your email address to subscribe to this blog and receive notifications of new posts by email email address sign me up join 2 031 other subscribers blog stats 1 564 726 hits pages about this blog and nwi events free articles need 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