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description=10 posts published by David Yamada during March 2013;

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dow 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 nyc mayoral candidate highlights the line between tough bosses and abusive ones march 26 2013 by david yamada in good bad bosses politics workplace bullying mobbing and abuse tags good bad bosses politics workplace bullying mobbing and abuse 4 comments i sometimes field variations of this question concerning workplace bullying aren t we talking about people who can t deal with a tough boss my typical response is that there s a big difference between a tough boss and an abusive one case study christine quinn and thanks to an article in the new york times we have an example of someone who crosses the line into the abusive category new york city mayoral candidate christine quinn currently speaker of the city council her public persona is described as feisty brash and sometimes charming but descriptions of her private behavior paint a different picture here s a snippet of the profile written by michael grynbaum and david chen but in private friends and colleagues say another ms quinn can emerge controlling temperamental and surprisingly volatile with a habit of hair trigger eruptions of unchecked face to face wrath she has threatened repeatedly to slice off the private parts of those who cross her she is sensitive to slights when a queens councilwoman neglected to credit ms quinn in a news release the speaker retaliated by cutting money for programs in her district ms quinn s staff concerned that angry tirades could be overheard by outsiders added soundproofing to her city hall office wary of her temper they are known to ask one another did she throw up on you today classic bullying behaviors grynbaum and chen don t stop with generalizations they add plenty of specific examples as well as quinn s own characterization of her persona the full piece is worth reading suffice it to say that the article describes a laundry list of classic bullying behaviors while some workplace aggressors tend to be more direct or more indirect quinn apparently has mastered both forms in terms of overt direct behaviors she s a yeller and screamer often employing foul threatening language in terms of covert indirect behaviors she brutally retaliates in response to even minor perceived slights politics is rough business but to be sure politics can be a bloodsport and those who seek to be players must have a thick skin if they want to survive the article fairly points out that quinn has been an effective speaker in some ways and that previous holders of the office to which she aspires including celebrated mayors such as fiorello laguardia and rudy giuliani also had notable tempers in addition there always is the risk that women will be judged more harshly on such measures and it s possible perhaps even likely that some of the people who criticized quinn but would not allow their names to be disclosed are among her political opponents and thus have their own agendas nevertheless this article does not smack of a planted hatchet job on one candidacy rather it describes a pattern of repeated highly volatile abusive behaviors it clearly shows us the difference between hard nosed demanding leadership and workplace bullying 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 does the healthy workplace bill demonize workplace aggressors march 25 2013 by david yamada in workplace bullying mobbing and abuse tags workplace bullying mobbing and abuse 16 comments i ve read and heard opposition to the adoption of laws that address bullying in work or school settings on the ground that such measures demonize those accused of engaging in bullying behaviors i can t speak for all current and proposed anti bullying laws however as the author of the healthy workplace bill which serves as the primary template for workplace anti bullying legislation across the country i certainly can address whether that criticism fairly applies to this particular proposal the healthy workplace bill provides targets of severe workplace bullying a legal claim for damages and creates liability reducing incentives for employers to take preventive and responsive measures toward this form of mistreatment it allows claims to be brought against both employers and offending co employees prevention not demonization prevention is the most important public policy objective for any workplace bullying law the hwb achieves this by significantly reducing liability exposure for employers that pro actively prevent workplace bullying and respond promptly and fairly to claims of workplace bullying the hwb doesn t even mention the terms bullying or bully in its key language rather it uses the term abusive work environment to define the conditions that lead to liability damages the hwb allows for a full range of potential damages to be awarded to individuals who can prove their claims including punitive damages for especially egregious behavior so yes it is possible that an individual aggressor could be found liable under the hwb however it is more likely that employers rather than individual aggressors would pay the bulk of those damages put simply most plaintiffs employment lawyers know that unless liability can be imposed upon the employer the likelihood of recovering damages is slim change of heart in my earliest writings about this topic i suggested that punishment should be among the public policy goals of any workplace bullying law i ve softened on that point since then i fully understand the emotions that cause some targets of workplace bullying to desire retribution and while i do believe that compensation is a just goal for the healthy workplace bill the objectives of revenge and punishment seem less appropriate to fuel legislation designed ultimately to affirm human dignity that said holding someone accountable for engaging in proven targeted health harming interpersonal abuse is not demonization we must be careful not to overuse the term lest we become resistant toward all notions of personal responsibility for severe intentional mistreatment of another 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 a busy friday discussing workers and workplaces march 23 2013 by david yamada in education and learning employment and labor law health care internships massachusetts workplace bullying info workplace bullying mobbing and abuse tags education and learning employment and labor law health care internships massachusetts workplace bullying info workplace bullying mobbing and abuse leave a comment l to r dy rep kay khan rep ellen story yesterday served as a welcomed reminder that healthy dialogue can play an important role toward advancing the interests of workers and workplaces i was fortunate to participate in two excellent events and i d like to share a bit about each marn legislative forum i spent the morning at the massachusetts association of registered nurses 2013 health policy legislative forum held in the great hall of the state house there i joined representatives ellen story a lead sponsor of the hwb house bill no 1766 and kay khan a hwb co sponsor and psychiatric nurse for presentations and q a about workplace bullying in healthcare and the importance of supporting anti bullying legislation marn is one of the organizational endorsers of the hwb the discussion was both practical and policy oriented we talked about the challenges of dealing with bullying behaviors in the healthcare workplace as well as the role that associations like marn can play in advancing the healthy workplace bill it s an honor to present with two elected officials who truly get it when it comes to how public policy can promote human dignity in the workplace the three of us were pleased to be there as the photo above grabbed shamelessly from rep story s facebook page indicates northeastern university conference employed or just working for the afternoon i hopped on the subway to a conference sponsored by the northeastern university law journal employed or just working rethinking employment relationships in the global economy which focused on the changing definitions of employee status and their impact on workers and organizations i gave a talk on the intern economy and detailed the emerging legal and social movement against the widespread practice of unpaid interns explaining how this practice excludes individuals who cannot afford to work for free and likely violates minimum wage laws i will be submitting an article on this topic to the journal later this year updating my 2002 connecticut law review article on the legal rights of interns you may download the 2002 piece without charge here several panels focused on the common practice of employers misclassifying workers as independent contractors that in turn allow them to avoid paying wages overtime and benefits some of these practices are egregious as lawyers who litigate these claims explained to us we also heard from attorneys representing employers and they provided an important perspective on the challenges of engaging in good faith compliance efforts with laws that define employee in significantly different ways a compelling panel featured advocates and scholars who are examining the difficulties confronting domestic workers such as home health care attendants who are trying to obtain decent wages and benefits these issues aren t going away as our population ages and the demand for affordable in home care increases thanks and kudos thank you to both marn and northeastern for these opportunities to share information and ideas and to engage in discussions with people who care about the quality of our work lives and congratulations for putting on very successful events involving multiple speakers i hope that others who attended and participated benefited as much as i did 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 recycling working in the non profit sector march 18 2013 by david yamada in non profit sector recycling tags non profit sector leave a comment i ve spent most of my career associated with various non profit organizations and those experiences have taught me a lot about work life in this sector here s a collection of posts especially relevant to working for non profits 1 non profits if you need a committee to obsess over your mission statement you may not have a real mission july 2012 any decent non profit organization should know its mission without convening a committee to define it 2 one way feedback in house employee surveys and the illusion of open decision making july 2012 here s the giveaway you fill out the survey they keep the raw results to themselves 3 when survival is at stake we need grounded leaders july 2012 this is especially the case when non profits are facing limited resources and tight budgets 4 burnout in the non profit sector february 2012 a frequent occupational hazard 5 should i stay or should i go career insights from seth godin and the clash september 2011 a dilemma for those devoted to their work but suffering in their organizations 6 when the bullying comes from a board member august 2011 this is a neglected topic that cries out for more research 7 strategic planning all too often a time sucking bridge to nowhere july 2011 how many gazillions of hours have non profits thrown away on strategic plans that are either hopelessly vague or after the fact validations of decisions already made 8 how s this for an epitaph she lived a balanced life june 2011 some work life balance thoughts a frequent issue for those dedicated to their causes 9 workplace bullying in the non profit sector january 2011 if you ve been around non profits long enough you know that bullying behaviors aren t limited to the big bad corporations 10 is your workplace psychologically and ethically healthy july 2010 surprisingly perhaps these questions sometimes are overlooked in non profit work settings 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 america s economic meltdown continues for millions articles worth reading march 14 2013 by david yamada in economics education and learning labor market lifespan issues personal finances plutocracy politics poverty public health retirement tags economics education and learning labor market lifespan issues personal finances plutocracy politics poverty public health retirement 2 comments the human costs of our ongoing economic crisis continue to mount if your primary impressions of the economy are shaped by the rise in the dow jones average you might be wondering what i m talking about but for countless millions of others who are more concerned with the challenges of paying their bills feeding their kids saving for the future and finding work crisis remains an apt way to describe this economy i ve collected a number of articles and blog posts that help us to connect the disturbing dots bob s cousin bob rosner blogging for workplace fairness weekly writes about broken hearts unemployment s devastating impact last week my cousin died of a heart attack after working continuously for the first two thirds of his career recently he d bounced from short term jobs to stretches of unemployment this cycle is tough enough on someone just starting out a career but for someone in their early 60 s it can literally be a heartbreaker read what he has to say about maintaining hope through the 4 ps perspective pride pals and possibilities profits over people by a longshot but hold on it s not as if our economy remains in complete meltdown mode nope that just applies to the vast millions who are struggling to make ends meet and to secure decent work derek thompson business writer for the atlantic sums up the situation in meaty blog post here are two things that are true about the economy today 1 the dow jones industrial average is poised to set a new record as corporate profits stretch to all time highs 2 there are still fewer working americans today than there were before the start of the great recession he goes on to explain when the economy crashes we all crash together corporate profits employment and growth but when the economy recovers we don t recover together corporations rack up historic profits thanks to strong global demand chea...