United States Blogs

2017

  1. High Price of Overly Prescriptive HR Policies
    Too many companies’ HR policies are overly restrictive. Such policies are often convoluted and overly paternal, and attempt to control the behavior of regular people through rules designed to rein in the “bad apples.”
    (Human Capital Blog, September 2017)

  2. Inequality Isn’t Just Due to Market Forces — It’s Caused by Decisions the Boss Makes, Too
    In 1980, Jim Baron, now a professor at the Yale School of Management, and William Bielby, now a professor at the University of Illinois, published a seminal article on firms and inequality. In it, the authors, both sociologists, made a compelling argument that, to understand labor market outcomes like inequality, it wasn’t enough to look at the supply and demand for individuals’ skills. We should also look, they argued, at the decisions made by firms.
    (Labor Markets Blog, September 2017)

  3. Countries Most (and Least) Likely to be Affected by Automation
    Around the world, automation is transforming work, business, and the economy. China is already the largest market for robots in the world, based on volume. All economies, from Brazil and Germany to India and Saudi Arabia, stand to gain from the hefty productivity boosts that robotics and artificial intelligence will bring. The pace and extent of adoption will vary from country to country, depending on factors including wage levels. But no geography and no sector will remain untouched.
    (Labor Markets Blog, September 2017)

  4. Lots of Employees Get Misclassified as Contractors. Here’s Why It Matters
    The debate over the misclassification of employees — treating them as independent contractors instead of employees — pervades the modern fissured workplace.
    (Labor Markets Blog, September 2017)

  5. Developing a Strategy for a Life of Meaningful Labor
    On Labor Day, Americans celebrate the value of work, community, and the activists who earned the rights and protections that U.S. employees enjoy today. But as Americans — and people everywhere — look ahead to a world of constant disruption, they will undoubtedly see both opportunity and uncertainty. All of us need a new way of thinking about work and taking personal responsibility for our careers, which last 45 years and beyond.
    (Human Capital Blog, September 2017)

  6. AI May Soon Replace Even the Most Elite Consultants
    While the financial services industry has already begun the shift from active management to passive management, artificial intelligence will move the market even further, to management by smart machines, as in the case of Blackrock, which is rolling computer-driven algorithms and models into more traditional actively-managed funds.
    (Human Capital Blog, September 2017)

  7. When Unequal Pay Is Actually Fair
    When it comes to pay, fair doesn’t necessarily mean equal. And recent research from PayScale shows that companies that use performance-focused compensation practices may see better returns than those who cling to equal pay at every turn.
    (Human Capital Blog, September 2017)

  8. How to Get People to Collaborate When You Don’t Control Their Salary
    People in industries as different as commercial real estate, pharma, biotech startups, hedge funds, and public school districts worried about how to transform a competitive, star-driven culture into a collaborative one when they had no power to juggle financial rewards and no influence over promotion decisions.
    (Human Capital Blog, September 2017)

  9. Benefits of Peer-to-Peer Praise at Work
    However, a meta-analysis of the relationship between pay and job satisfaction shows that there is only a small correlation between the two, and that there is much more to the high performance equation than merely income. We know that recognition and intrinsic motivation are important to our success, but the key is finding ways to effectively operationalize them.
    (Human Capital Blog, September 2017)

  10. Benefits of Virtual Mentors
    Having a mentor has always helped with professional development and career advancement, but in today’s complex workplace, one mentor alone often won’t do. To spark innovation and ideation, employees often require information from a number of areas in real time. That’s why there is a need for us to have multiple mentors with expertise in various domains.
    (Human Capital Blog, September 2017)