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description=9 posts published by David Yamada during December 2018;

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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 bbc reports do nothing self promoters still get ahead at work december 21 2018 by david yamada in academic workplaces experience of work management practices workplace bullying mobbing and abuse tags academic workplaces experience of work management practices workplace bullying 3 comments a study by researchers at the hult international business school in the u k has identified a certain type of self promoter at work who doesn t do much but manages to get ahead while dragging down the morale of others the bbc s sean coughlan reports you might have seen their strategically self regarding emails or watched their self inflating egos in work meetings but business school researchers have identified a type of employee who manages to look busy and successful without actually doing anything useful the productivity study examined 28 uk workplaces and found staff who appeared to be highly engaged but on closer inspection they were found to be self promoters whose lack of effort pushed down overall output the research from the ashridge at hult international business school examined the engagement levels of teams of workers across seven different employment sectors such as health government transport and not for profits it found some very motivated workers and some who were plainly disgruntled and disaffected i m shocked simply shocked no just kidding i ve seen these folks in many professional workplaces they are masters of their craft that is if we define craft as relentless self touting bloviating credit grabbing and exaggerating and not doing a lot of work to go with it self promoters in academe this brand of self promoter is especially prevalent in academic circles said individuals manage to devote the lion s share of their energies to networking in and out of the building in meetings they bray posture and pontificate ceaselessly or so it seems to those of us who must listen to them if scholarly output is part of their expected workload then they do the minimal amount while presenting themselves as learned intellectuals they often manage to talk and kiss their way up to promotions with accompanying raises and they re very good at aggrandizing power within the institution some will bully those who are critical of them and the more telling the criticism the more virulent the bullying they manage to be evaluated by a different seemingly tailor made set of rules rather than being held accountable for the work they should be doing in the meantime others are watching and resentful toward what s going on management values and culture in that sense it once again comes down to management practices institutional values and organizational culture this brand of self promoter is enabled by the organization itself by contrast in workplaces that expect quality work and reward those who do it there is no room for such an individual to flourish 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 a tale of two npr stories bringing our best or worst selves to work december 19 2018 by david yamada in business ethics career planning dignity at work and in society social responsibility strategies for change workplace health and safety tags business ethics career planning dignity at work and in society social responsibility strategies for change workplace health and safety leave a comment on tuesday morning two segments on wbur fm boston s npr news station reminded me of how we can bring our best or worst selves to work i m going to start with the bad story so we can save the good one for last federal regulators could ve saved coal miners the first story reports on an investigation of how federal mine safety regulators failed to take action on toxic levels of mine dust exposure facing coal miners in appalachia consequently thousands of them are suffering from advanced black lung disease many will die from it and some at relatively young ages from the npr piece a federal monitoring program reported just 99 cases of advanced black lung disease nationwide from 2011 2016 but npr identified more than 2 000 coal miners suffering from the disease in the same time frame and in just five appalachian states and now an npr frontline analysis of federal regulatory data decades of information recorded by dust collection monitors placed where coal miners work has revealed a tragic failure to recognize and respond to clear signs of danger for decades government regulators had evidence of excessive and toxic mine dust exposures the kind that can cause black lung disease as they were happening they knew that miners were likely to become sick and die they were urged to take specific and direct action to stop it but they didn t one expert described black lung disease as suffocating while alive this advanced stage of black lung leaves lungs crusty and useless says dr robert cohen a pulmonologist at the university of illinois chicago who has spent decades studying black lung and pmf disease you have a much harder time breathing so that you can t exercise cohen noted then you can t do some simple activities then you can barely breathe just sitting still and then you require oxygen and then even the oxygen isn t enough and so they re essentially suffocating while alive the npr report shares individual stories of miners suffering from the disease and goes into detail about the federal bureaucratic failures to act upon mounting evidence of the deadly risks posed helping the poor repair their cars the second story is about cathy heying of minnesota who has devoted herself to helping poor and homeless individuals in her work she noticed that the people she helped often couldn t afford the necessary upkeep and repairs on cars that helped them to survive often the story was i have this car it desperately needs brakes i have a job but my job is 30 minutes away and i work second shift and there s no bus when i get off at night says cathy this car was the linchpin holding everything together and you pull that pin and everything falls apart ms heying decided to open her own auto shop to help these people the only problem was that she didn t know much about repairing cars so she went to auto mechanic school at age 38 she was the oldest person in her class and one of three women in a group of 40 in 2013 heying opened the lift garage a non profit auto repair shop for people who cannot afford to pay commercial rates to fix their cars it has one car lift one repair bay and a small volunteer staff cathy s clients who all live at or below the federal poverty level pay for parts at cost and about 15 per hour in labor costs the average price for a mechanic in the twin cities area is around 100 per hour heying laments that demand for their services far exceeds the available resources resulting in a three month waiting list still she knows that they are making a difference to their customers dignity work a study in contrast last month i posed the term dignity work and suggested two meanings for it first we can look at dignity work through a lens of whether the core qualities of our labors paid unpaid and volunteer alike affirm support or advance human dignity second we can look at dignity work through a lens of whether we as individuals conduct ourselves in ways that affirm support or advance human dignity the mine safety regulators and cathy heying were in positions to embody both definitions the regulators failed on both counts while heying embodied the concept of dignity work in that november post i observed that opportunities to engage dignity work are all around us we have choices amen 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 forgiveness in the aftermath of workplace bullying and mobbing december 14 2018 by david yamada in strategies for change workplace bullying mobbing and abuse tags strategies for change workplace bullying 2 comments people who have been subjected to workplace bullying or mobbing may be urged by well meaning family or friends to forgive forget and move on but given what work abuse can do to lives and livelihoods the idea of forgiveness at least in its conventional meaning may seem downright impossible and even wrong to those who have experienced it among all of the human responses to abuse and mistreatment forgiveness may be the most challenging and perhaps misunderstood i d like to take a closer look at a more nuanced conceptualization of forgiveness and its application to bullying and mobbing at work the story of lyndon harris at the recent annual workshop of the human dignity and humiliation studies network i had the privilege of spending some time with lyndon harris a forgiveness coach and workshop leader who by his own admission came kicking and screaming to the work of forgiveness here s a bit of his story from his website his journey to forgiveness began at ground zero on the morning of 9 11 01 serving as the priest in charge of st paul s chapel he initiated a volunteer force that rose to over 15 000 serving meals offering supplies and giving encouragement to the rescue workers 24 7 until the site was closed eight and a half months later his work has been covered in the new york times the washington post time magazine the wall street journal and featured in the award winning documentary the power of forgiveness after 9 11 01 harris partnered with forgiveness researcher dr frederic luskin stanford and several other activists and forgiveness luminaries to founded the educational non profit gardens of forgiveness lyndon s story is not one of a linear hearts and flowers path to enlightenment rather his journey from ground zero to today was painful and hard with over 240 days exposure at the site harris was diagnosed with severe ptsd depression and compromised lung function becoming bitter and increasingly isolated the combination of adverse circumstances and mistakes he made would cost him his marriage his home and his career he would spend years in darkness lyndon would go on to work with leading forgiveness researcher dr fred luskin stanford u author of forgive for good 2002 to develop approaches for education and coaching about forgiveness he is currently the co director of tigg s pond retreat center in zirconia north carolina understanding forgiveness immediately upon listening to lyndon s workshop remarks i saw with much greater clarity the potential application of forgiveness for targets of work abuse lyndon emphasizes that forgiveness is not about excusing wrongful behavior compelling reconciliation with an offender denying or minimizing one s pain or foregoing attempts to obtain justice rather forgiveness is about taking back one s power healing recovering mental and physical health letting go of unresolved grievances and becoming a hero instead of a victim lyndon s website goes into more detail drawing upon dr luskin s research to share the nine steps to forgiveness and what forgiveness is and is not applying forgiveness to workplace bullying and mobbing situations okay i understand the reluctance to go here i know what it s like to carry anger and grudges due to injustices at work and my awareness of so many instances of horrific workplace bullying and mobbing has sometimes fueled those emotions i won t claim to be completely free from all that but i ve also learned that to carry it with me all the time is personally toxic and debilitating ironically perhaps it makes me less effective at advocating for positive change in our workplaces and society in general and it feels a heckuva lot lighter not to be carrying around grievances and resentments a decade or so ago i would not have been so receptive to these insights about forgiveness but now i do get it it s not about excusing abuse or letting an offender avoid accountability it s about healing self empowerment and our own well being in that sense the idea of forgiveness as articulated by lyndon harris and fred luskin is a response to many challenges that i ve discussed here before such as workplace bullying and mobbing rumination obsession and the challenge of getting unstuck 2018 post traumatic embitterment disorder as a consequence of workplace bullying 2015 i understand that this is not easy stuff for those who have been through terrible experiences of injustice and mistreatment but ultimately it is about reclaiming one s life from abuse and abusers to borrow from lyndon s summary of luskin s work remember that a life well lived is your best revenge instead of focusing on your wounded feelings and thereby giving the person who caused you pain power over you learn to look for the love beauty and kindness around you forgiveness is about personal power 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 universal declaration of human rights at 70 affirming dignity at work and elsewhere december 10 2018 by david yamada in dignity at work and in society global work issues power abuse in society tags dignity at work and in society global work issues power abuse in society 1 comment the united nations has designated december 10 as human rights day and this year it commemorates the 70th anniversary of the adoption of the universal declaration of human rights from the 70th anniversary webpage the universal declaration of human rights is a milestone document in the history of human rights drafted by representatives with different legal and cultural backgrounds from all regions of the world the declaration was proclaimed by the united nations general assembly in paris on 10 december 1948 as a common standard of achievement for all peoples and all nations article 23 of the udhr specifically addresses work and there s a lot more that applies to workplace conditions in more general terms as well you can access the full udhr here if you d like a more interactive way of learning about the udhr take a look at this neat card set designed and published by dr diane perlman a clinical and political psychologist and dispute resolution specialist i met dr perlman at the just completed annual workshop organized by the human dignity and humiliation studies network and i was delighted to pick up a set i cited the udhr in my 2009 law review article human dignity and american employment law university of richmond law review in which i posited that human dignity should be our framing concept for designing and implementing labor and employme...