any organizations that implemented post-COVID-19 work models (remote, hybrid or in office) should be evaluating their choice regularly, to ensure that they retain their competitive advantage and continue to attract the right human resources. It is my recommendation that a review be conducted after the first six months to ensure that the model continues to support the strategic direction of the organization. 61% of Canadian organizations have moved to a hybrid work environment because this was the preferred model by many employees.
Are you feeling tired or frustrated chasing elusive happiness? A full life does come with setbacks. This is a reality we all face. The better able you are at handling these setbacks, the more stable your level of happiness will be. This is why learning how to move through life’s many adversities is important. You can experience consistent happiness while overcoming your life’s challenges by leading your life with resilience. Below are the six holistic essentials from the Circle of LITE personal leadership framework to help you do so.
There is strong evidence of the effectiveness of Cognitive Behavioural Therapy (CBT) to treat a host of symptoms and behaviours commonly associated with depression and anxiety disorders. In this article, I will discuss the application of CBT techniques to both return to work and performance improvement plans, for individuals whose work life has been impacted by these issues.
The world of work is changing, and the most successful organizations and practitioners are those that understand how these changes impact the way they do business. To help them do so, and to foster further dialogue, Queen’s IRC hosted the Workplace in Motion Summit. This report elaborates on the most important questions, issues, and themes identified by Summit participants going forward.
Can you recall a time when you experienced a major change in your organization? Perhaps like others around you, you experienced a roller coaster of emotions: excitement that at long last something was going to happen to change the status quo, confusion about the specifics of the intended changes, and anxiety about what it could mean for you, your team, and even your family. Change can be disruptive, both professionally and personally.
Twenty years ago we used to call him or her a “workaholic.” This is someone who compulsively works long and hard hours, not being able to leave the work at work, but instead fixates over uncompleted tasks throughout the evening. Today it would be difficult to find a professional that does not fit into this category. Some might blame technology for this world pandemic of workaholism. Our work is simply a click away – waiting for us – tempting us to answer that one last email, or complete that one last task.
Dealing with resistance is tough work, but avoiding this work only makes change more difficult. When facing major change, management tends to view the new direction as an opportunity, while employees face the change with feelings of uncertainty, fear and disruption. Furthermore, most change leaders underestimate the amount of resistance they will face. However, as this case shows, external conditions, trust in the organization, and skillful handling of resistance can all contribute to lessening resistance and increasing support for a change initiative.
With an impressive line-up of guest speakers and facilitators, the Queen’s IRC 2015 Workplace in Motion Summit brought together over 100 leaders in HR, OD and LR from across the country to engage in conversations about the workplace of the future, and the trends that are driving new models for organizational planning. The Summit, held on April 16 in Toronto, featured a number of themes, including: Talent: How do we engage, retain and motivate a new generation of workers? Transformation: How can organizations transform without trauma?
In modern society, safety and privacy interests frequently seem to conflict, particularly in the workplace. Random drug and alcohol testing is one instance when these interests may conflict. Employers are obligated under occupational safety legislation to provide a safe workplace for employees. The risk of workplace accidents increases if employees are working under the influence of drugs or alcohol.
Since the 1980s, a great deal of research has looked at the possible causes and impact of work stress on health. While the links between specific diseases and stress are complex and often unclear, it has long been accepted in the health literature that negative health outcomes and stress are related. Nursing is a particularly …
The Don Wood Lecture in Industrial Relations was established by friends of W. Donald Wood to honour his outstanding contribution to Canadian industrial relations. Dr Wood was Director of the Industrial Relations Centre from 1960 to 1985, and the first Director of the School of Industrial Relations, established in 1983. The lecture brings to Queen’s …
Work-life conflict causes stress and burnout for increasing numbers of Canadians. From a detailed study of a leading biotech company, the author identifies key components of effective work/family programs.
Although telecommuting – defined here as working at home using electronic communications technology linked to the employer's central office – has been under way in Canadian organizations to varying degrees for some time, it is only in the last few years that it has been formally implemented in some Canadian companies. There is every indication that telecommuting will become much more prevalent in North America during the next ten years.
With the increase in two earner and single parent families, the availability of good child care services has become a political, economic and social issue. Several elements are important when examining the provisions of child care: the provision of spaces, financing, quality, and responsibility for day-to-day operation. This article explores the four models of child care: the government model, the employer model, the mixed model, and the parent model.
During the past two decades, there has been a significant transformation in the Canadian economy, labour force and in the social and familial context in which labour force participation decisions are made. An increase in the labour force participation of women, particularly married women and those with children, together with a rising number of both single-parent as well as dual-earner families in the labour force are focusing greater attention on work and family issues.
Sweden and Canada provide two significantly different maternity and parental leave programs. Sweden's Parental Leave program is comprehensive and "progressive", covering all eligible individuals and enjoying an extremely high utilization rate. Canada's Maternity Leave program, in contrast, does not share the Swedish success; only about half the women who bear children each year collect maternity benefits.
This paper was presented at the 1963 Spring Conference Programme of the Industrial Relations Centre, Queen's University, at Kingston, Ontario. This paper discusses the origins of the idea of leisure, the need and desire for leisure, while also suggesting that we rethink the whole notion of leisure. It also makes some suggestions about how we might think positively and usefully about the concept of leisure.