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volume V issue V May 2017 |
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Achieving Mindful Leadership Mindfulness is defined as “the intentional, accepting, and non-judgmental focus of one’s attention on the emotions, thoughts, and sensations occurring in the present moment.” When we practice mindfulness, our thoughts tune into what we’re sensing in the immediate moment rather than rehashing the past or imagining the future. Being mindful simply means being fully connected to the reality of what is, and accepting this reality even if we don’t like it. When we’re mindful, we’re fully connected to ourselves and to other people, and this connection allows us to lead ourselves and others to shared certainty rather than individual confusion. Focus on Job Fit to Increase Employee Engagement Common sense tells us that engaged employees are the lifeblood of an organization, whereas disengaged workers can poison a business when they negatively impact the workplace. A recent Gallup survey shows that 32% of U.S. employees are engaged in their work while 68% are not—and 17.2% of those disengaged workers are "actively disengaged." What can actively disengaged employees do to your organization? Name virtually any performance metric, and they can decrease it. Such employees aren’t just unhappy at work–they are often undermining the efforts of engaged workers. Read on.Ramifications to Consider as a Result of a Reduction in Force Question: As a result of a Reduction in Force (RIF), we have had to reassign certain tasks to other remaining employees. What are some ramifications I need to be aware of as a result of doing so? (i.e. review job descriptions, exempt/non-exempt status, etc.) Answer: A Reduction in Force is not pleasant, but is sometimes necessary to keep the business running in a positive way. The RIF not only affects the person being released from their job, but also the remaining employees who may have an impact on their job duties as well. Read on.It's Internship Time! It's that time of the year when college students will come knocking looking for a job or an internship. Depending on the nature of an organization's business, an unpaid intern might be a great idea. But before organizations start engaging summer intern help, they need to make sure that they are complying with the Department of Labor (DOL) requirements, which include the following six factor test: Read more. Hiring Under-18 Workers This Summer? If you plan to employ anyone under 18 years old for the summer, you should be thoroughly familiar with the child-labor limitations prescribed under the federal Fair Labor Standards Act. The U.S. Department of Labor enforces these labyrinthine rules strictly and aggressively. Don't count on good intentions to save the day if you get it wrong. |
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>FEATURE ARTICLE Achieving Mindful Leadership > TIP OF THE MONTH Focus on Fit to Increase Engagement > Q & A RIF Considerations > LEGAL UPDATES It's Internship Time! Hiring Under-18 Workers This Summer? Area Temps, Inc. 4511 Rockside Road Independence, OH 44131 Toll Free: 1.866.995.JOBS www.areatemps.com |
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