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Want to improve your office? Stop being so bossy.
A variety of structures exist to both treat employees with more respect and increase productivity.
- People love freedom but spend most of their day in a place where they are devoid of power, at work.
- There are a variety of ways to organize an enterprise that give workers influence over the workplace.
- Studies have found time and again that giving workers dignity, influence, and decent conditions pays off.
People spend about half of their waking hours at work. Many people define themselves by what they do or are at least sure to include their occupation in the first few sentences when introducing themselves. While few of us would say we like work, none of us can deny the importance it has in our lives and the meaning that it gives many people.
Yet, somehow, the same work that can and should give us meaning can be dehumanizing. Philosopher and Big Think Expert Noam Chomsky makes a stark comparison between the modern workplace and the most oppressive totalitarian regimes. He dubs them:
". . . more brutal and destructive than a totalitarian state. If you live in a totalitarian state, they don't tell you you're not allowed to the bathroom, okay? Or you can't talk to this person, or you have to wear this kind of clothes and so on. That's where people spend their working lives, living under totalitarian rule in which you may admire what they do, but you despise what they are."
Combine this with broadly defined insubordination clauses and random drug tests, and you may notice that many workplaces also have control over what you say at work and what you do in your own time.
Somehow, it has become common to suppose that for a small amount of money we are to be expected to leave our humanity by the door when we go into the office. That we should do precisely as we are told no questions asked, no matter how goofy the manger's orders are, or find ourselves on the street.
This is anathematic to the idea of the individual as dignified being, worthy of respect and autonomy.It doesn't have to be this way. A variety of systems for giving workers more control over their workplace and a stronger feeling of ownership and autonomy exist, which make the workplace both more humane and more effective. Today, we'll look at three such models.
The Scanlon Plan
The first plan that we'll look at is one created in the United States to make enterprises run better. It does this by reminding higher-ups that workers know what they're doing and are likely to have great ideas if you just ask.
Invented by Joseph N. Scanlon during the Great Depression to save a failing steel mill, the Scanlon Plan worked so well that it spread to organizations all over the country and was widely used during WWII. Its popularity has since faded, but it can still be found in many places.
In short, the plan is a gainsharing system where employees are encouraged to make suggestions that will improve their workplace to an elected committee who review them for applicability. The good ideas are then passed on to higher management. The approved ideas are implemented company-wide. Any resultant gains in sales or productivity from these suggestions are translated to increased wages or salaries according to a pre-determined scale.
This system directly rewards employees for working to improve their productivity, encourages participation, and provides a real and workable method for suggestions to implemented in, giving a stronger sense of employee ownership. Most importantly, the system recognizes that while people want a bigger piece of the pie, they are also motivated by things such as the change to be in control of their work environment and pride.
Studies have shown the Scanlon plan to be very effective at what it sets out to do. While the program is often associated with mills and factories, it also works very well in retail environments; one recent study showed considerable increases in sales after the implementation of Scanlon systems.
The plan has also received praise from executives. The former CEO of Herman Miller Richard Ruch praised it by saying:
"It is a method to allow all the people in the company, the employees in particular, to join together in achieving the company's objectives, through cooperation with each other, and through the opportunity to share a productivity bonus, and to really become accountable and responsible for their work."
Developed to its greatest extent in Germany, co-determination is the practice of giving workers a vote on the executive boards of corporations through elected representatives. Unlike the Scanlon plan, which provides workers with a voice and increased investment but little actual power, this system gives at least some measure of control of a business to the workers. This has caused the system to get a great deal of attention lately.
Despite fears that co-determination would lead to the collapse of the German economy, it has instead helped it to flourish. A myriad of studies suggests that it increases productivity, lowers turnover, and improves information flow.
Importantly, it also provides workers with a real voice and power in the operation of their workplace. This is associated with increased motivation, which likely leads to the benefits mentioned above.
Another system that takes these ideas even further is workplace democracy in the form of cooperatives. When done by the workers these are known as worker-cooperatives. In such an enterprise, the workers are both owners and employees. Business operations are carried out democratically, and profits shared according to what the workers think is just. Before you start thinking that only small operations could run like this, consider that the Mondragon Corporation in Spain is a cooperative with 75,000 members that brings in €10 billion a year.
A variety of other experiments and studies agree and show that treating people like, well, people is good for business.
One recent attempt at a four-day week by Microsoft Japan lead to significant productivity gains and less time wasted in meetings. Another from a couple of years ago in a Swedish nursing home showed similar productivity improvements and improved customer service with a six-hour day. Last year, a New Zealand firm introduced a four day week without a cut in pay as an experiment and saw such tremendous gains form it that it made the change permanent.
In all of these cases, the well-rested employees were much happier and reported improved work-life balances. These also aren't the only companies to have toyed with the idea either.
As it turns out, people do well when treated like people. While not all work can be made fun, and some drudgery must be expected, there is no fundamental reason why we have to leave our humanity on the door when we step into the office. Even if we cannot radically change the nature of work by the end of the week, these studies demonstrate that a more humane way of running a workplace is possible.
- What socialism is — according to Michael Harrington - Big Think ›
- The Crisis of Meaning in the Millenial Workforce - Big Think ›
- Codetermination: a way to rebalance the economy? - Big Think ›
- 7 items to make working from home easier and more efficient - Big Think ›
- Democracy at Work in Century 21 - dom - Medium ›
- What is Workplace Democracy? | HRZone ›
- Considerations of Workplace Democracy as a New Business Model ... ›
- Fearing the Worst? Threat, Participation and Workplace Productivity ... ›
- (PDF) Worker Democracy and Worker Productivity ›
- Worker Democracy and Worker Productivity ›
Join multiple Tony and Emmy Award-winning actress Judith Light live on Big Think at 2 pm ET on Monday.
Construction of the $500 billion dollar tech city-state of the future is moving ahead.
- The futuristic megacity Neom is being built in Saudi Arabia.
- The city will be fully automated, leading in health, education and quality of life.
- It will feature an artificial moon, cloud seeding, robotic gladiators and flying taxis.
The Red Sea area where Neom will be built:
Saudi Arabia Plans Futuristic City, "Neom" (Full Promotional Video)<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="c646d528d230c1bf66c75422bc4ccf6f"><iframe type="lazy-iframe" data-runner-src="https://www.youtube.com/embed/N53DzL3_BHA?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span>
Frequent shopping for single items adds to our carbon footprint.
- A new study shows e-commerce sites like Amazon leave larger greenhouse gas footprints than retail stores.
- Ordering online from retail stores has an even smaller footprint than going to the store yourself.
- Greening efforts by major e-commerce sites won't curb wasteful consumer habits. Consolidating online orders can make a difference.
A pile of recycled cardboard sits on the ground at Recology's Recycle Central on January 4, 2018 in San Francisco, California.
Photo by Justin Sullivan/Getty Images<p>A large part of the reason is speed. In a competitive market, pure players use the equation, <em>speed + convenience</em>, to drive adoption. This is especially relevant to the "last mile" GHG footprint: the distance between the distribution center and the consumer.</p><p>Interestingly, the smallest GHG footprint occurs when you order directly from a physical store—even smaller than going there yourself. Pure players, such as Amazon, are the greatest offenders. Variables like geographic location matter; the team looked at shopping in the UK, the US, China, and the Netherlands. </p><p>Sadegh Shahmohammadi, a PhD student at the Netherlands' Radboud University and corresponding author of the paper, <a href="https://www.cnn.com/2020/02/26/tech/greenhouse-gas-emissions-retail/index.html" target="_blank">says</a> the above "pattern holds true in countries where people mostly drive. It really depends on the country and consumer behavior there."</p><p>The researchers write that this year-and-a-half long study pushes back on previous research that claims online shopping to be better in terms of GHG footprints.</p><p style="margin-left: 20px;">"They have, however, compared the GHG emissions per shopping event and did not consider the link between the retail channels and the basket size, which leads to a different conclusion than that of the current study."</p><p>Online retail is where convenience trumps environment: people tend to order one item at a time when shopping on pure player sites, whereas they stock up on multiple items when visiting a store. Consumers will sometimes order a number of separate items over the course of a week rather than making one trip to purchase everything they need. </p><p>While greening efforts by online retailers are important, until a shift in consumer attitude changes, the current carbon footprint will be a hard obstacle to overcome. Amazon is trying to have it both ways—carbon-free and convenience addicted—and the math isn't adding up. If you need to order things, do it online, but try to consolidate your purchases as much as possible.</p><p>--</p><p><em>Stay in touch with Derek on <a href="http://www.twitter.com/derekberes" target="_blank">Twitter</a>, <a href="https://www.facebook.com/DerekBeresdotcom" target="_blank">Facebook</a> and <a href="https://derekberes.substack.com/" target="_blank">Substack</a>. His next book is</em> "<em>Hero's Dose: The Case For Psychedelics in Ritual and Therapy."</em></p>
Building a personal connection with students can counteract some negative side effects of remote learning.
- Not being able to engage with students in-person due to the pandemic has presented several new challenges for educators, both technical and social. Digital tools have changed the way we all think about learning, but George Couros argues that more needs to be done to make up for what has been lost during "emergency remote teaching."
- One interesting way he has seen to bridge that gap and strengthen teacher-student and student-student relationships is through an event called Identity Day. Giving students the opportunity to share something they are passionate about makes them feel more connected and gets them involved in their education.
- "My hope is that we take these skills and these abilities we're developing through this process and we actually become so much better for our kids when we get back to our face-to-face setting," Couros says. He adds that while no one can predict the future, we can all do our part to adapt to it.
Chronic irregular sleep in children was associated with psychotic experiences in adolescence, according to a recent study out of the University of Birmingham's School of Psychology.