What Really Motivates Workers in Their 20s
Jeffrey Arnett, Harvard Business Review: “Our recent 2015 Clark University Poll of Emerging Adults, asked a national sample of 1,000 21- to 29-year-olds a wide range of questions related to education and the entry to work. We focused on ages 21 to 29 because the goal was to examine the transition to work during the twenties. The results were illuminating, and provide important information for anyone who works with or employs emerging adults. Here are some of the highlights.”

In defense of Millennials
Justin Bariso, Inc.: “The truth is, there is major anger and disconnect between the generations in today’s workplace. I’ve seen it firsthand consulting for various companies, from the Fortune 500 to small businesses. Read any article attempting to characterize Millennials, and you’ll see a firestorm of comments at the end: Millennials eager to defend their generation against negative propaganda, and those from other generations who support the attack. The emotions and feelings expressed are real, and they are indicative of a major communication gap.”

Robots at work
In The Wall Street Journal, Elizabeth Dwoskin’s article Before a Robot Takes Your Job, You’ll Be Working Side By Side looks at a report by Forrester Research, which estimates that, “… automation would erase 22.7 million US jobs by 2025 — 16% of today’s total. However, that decline would be offset somewhat by new jobs created, making for a net loss of 7%, or 9.1 million jobs.” The report also discusses how robots will transform the nature of work. Insurance Journal also talks about the issue of robots in the workplace, with Olivia Solon discussing Cobots that will make human-robot work interacti0ns safer. While robots may be very efficient at some work tasks, they are largely mindless and can cause severe injuries or death when they intersect with humans. Enter “cobotics” or “collaborative robotics”: “Unlike older generations of robots, “cobots” have sensors and safety features that let them detect and react to nearby humans. This allows for the perfect pairing: the machines’ strength and precision with employees’ ability to see, feel, think and adapt.”
At Workers Comp Insider, Tom Lynch also looks at The AI Robotic Tsunami: Coming To A Workplace Near You. And in another take on robots in the workplace, Robert Wilson or workerscompensation.com offers his amusing take on things:
If My Robotic Vacuum is Any Indication, Mankind is Safe for Now

More on the on air-shooting: HR employment law attorneys weigh in
Robin Shea at Employment and Labor Insider: The on-air shootings at WDBJ-TV: When bad things happen to good employees
Eric Meyer at The Employer Handbook: The #WDBJ-TV tragedy and how companies can prevent workplace violence
Related: Erik Eckholm and Richard A. Oppel Jr., New York Times: Virginia Shooting Spotlights Riddle of Workplace Safety

Requiring an Employee to Return from FMLA Leave “Without Restrictions” or “Fully Healed” Is Playing with Fire
Jeff Bowak, FMLA Insights says: “Do you know what happens when you maintain a policy or practice that requires an employee to return to work without restrictions or “100% healed”? You pay. A lot.” He cites a recent EEOC case and talks about the problems with a “fully released” approach.

Plans Don’t Respond to School Emergencies, People Do
Brian Armes & Guy Bliesner of Campus Safety make the case fro the importance of training and drills as a part of emergency planning: “During a stressful emergency, cognitive function drops and manual dexterity lowers considerably, so people usually default to their training.”

The American workplace bolsters the confidence of men, and destroys the ambition of women
Cassie Werber, Quartz: “While companies may differ in many ways, there is broad acknowledgment of a deeply ingrained ideal worker model,” the researchers wrote. That ideal was someone who worked long and late, took on extra projects, was adept at self-promotion, and was always connected via phone and email. Here women judge themselves and are judged harshly: both women and men think it’s more difficult for women to conform to the ideal stereotype because of other commitments, like having families.”

Leading with Happiness
Alexander Kjerulf, Chief Happiness Officer says that he sees a new type of leadership emerging, ” one that is motivated primarily by doing good. Or, in other words, by increasing happiness.” He expands on this leadership and cites a number of examples.

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