Knowledge@Emory -- Human Resources

Seeking Work? Why HR Recruiters Embrace Job Fairs

Wed, 10 Jun 2009 21:01:04 EST

With the U.S. unemployment rate hovering at 9.4% for May, the steady stream of workers seeking jobs might make companies think twice about the need to attend job fairs. But the opposite is true, according to faculty at Emory University's Goizueta Business School and recruiters who attended a recent job fair sponsored by Goizueta's Alumni Career Services. “With so many people out of work, employers have a better candidate pool,” says Tom Smith, assistant professor in the practice of finance at Goizueta. Smith adds that attending a job fair can be less expensive for a company than posting an employment ad, and it offers another venue for companies to advertise themselves to jobseekers.

Why Honesty is Best Policy When Delivering Bad News

Wed, 13 May 2009 16:56:54 EST

Whether it’s the recent announcement of yet more layoffs at Microsoft or word of the machinations to save bankrupt automaker Chrysler, corporate leaders are finding it hard to go a day without delivering bad news to their employees. According to management communication experts Emory University's Goizueta Business School, frankness and honesty about downsizing initiatives or pay cuts remains the best way to move a company forward in difficult times.

The Benefits of Publicizing the Qualifications of Skilled Employees

Fri, 17 Apr 2009 00:26:10 EST

Winning over customers often requires publicizing the credentials of the company’s key people. In a research paper titled “Getting Known by the Company You Keep: Publicizing the Qualifications and Former Associations of Skilled Employees,” Peter Roberts, associate professor of Organization and Management at Emory University's Goizueta Business School, and his co-author discuss this “signaling” approach in the context of the burgeoning Australian wine industry.

Managing Divergent Styles in a Multigenerational Workplace

Thu, 12 Mar 2009 15:49:14 EST

“This is really the first era in American business history in which four different generations of people are sharing the same workplace,” says Hal Logan, a senior executive at Manheim, the car auction giant. In the opening address of the fourth annual Diverse Leadership Conference held recently at Emory University's Goizueta Business School, Logan discussed generation gaps in the 21st century and how they impact organizations. Although the variety of talent represented by workers from multiple generations—those from the WWII era to “Millennials”—provides unique opportunities, Logan cautions that “the generational differences, if not managed correctly, can have a negative impact on employee interaction and productivity.”

The Value of Developing Talent in the Midst of Economic Turmoil

Thu, 15 Jan 2009 17:18:35 EST

With economic indicators pointing to a lingering recession and many businesses in regroup mode, it seems that building and adding to talent would be the last thing on the minds of managers and corporate executives. But, according to professors at Emory University's Goizueta Business School, ignoring the value of human capital, particularly when a company and the economy are in turmoil, can be a big mistake.

Women Executives on Work/Life Balance: Flexibility, Networks, Outside Interests

Thu, 11 Dec 2008 18:36:49 EST

A panel of successful women acknowledged that striking a perfect balance between work and personal life is rarely possible for a first-year associate on Wall Street, but they also agreed that balance is achievable over time if the right priorities are established. Executives from Wachovia Securities, JP Morgan, Goldenridge Capital, Morgan Stanley and UBS offered anecdotes and advice at a recent Wharton Women in Business Conference.

Manga Book Provides Graphic Career Lessons

Thu, 09 Oct 2008 15:33:12 EST

Author Daniel H. Pink talks to Knowledge@Emory about his latest book titled The Adventures of Johnny Bunko: The Last Career Guide You’ll Ever Need, a manga comic offering that details the struggles of a young exec as he works to find job satisfaction and move up the corporate ladder. The author of the bestselling books A Whole Mind: Why Right-Brainers Will Rule the Future and Free Agent Nation: The Future of Working for Yourself says for his latest effort he chose this “incredibly powerful expressive form to reinvent the business book.”

Is This the Year �Equal Pay for Equal Work� is Addressed?

Thu, 11 Sep 2008 16:05:35 EST

In Barack Obama’s acceptance speech at the Democratic National Convention on August 28, he made a point to note that pay for women would be an issue he will address if elected President of the United States. With the Republican party nominating Alaska Gov. Sarah Palin as a vice presidential hopeful, regardless of who wins, could the issue of women and pay in America finally get a fair hearing? Faculty at Emory University’s Goizueta Business School, including Professor Maura Belliveau, a researcher who specializes in gender and careers, discuss the topic of pay equity. As Professor Belliveau notes “Even a 5% pay disadvantage for women that cannot be attributed to rank, tenure, education, or other meritocratic bases for a pay difference is large, but when you look at that over a lifetime, it’s quite a staggering difference.”

Cultivate Relationships to Make Your Network �Click�

Thu, 14 Aug 2008 13:00:01 EST

In the book Click: Ten Truths for Building Extraordinary Relationships, author George C. Fraser says that to build successful business relationships and truly connect or “click” with professional associates, executives need to communicate with passion, build on personal and volunteer ties, and align with individuals whom they admire. Recently, Fraser spoke with Knowledge@Emory about connecting with others, the trials of prejudging, and what to do with all those business cards everyone collects.

Bringing Clarity, Accountability, and Integrity Back to the Workplace

Thu, 10 Jul 2008 14:49:28 EST

In their new book, Who Will Do What By When? How to Improve Performance, Accountability and Trust with Integrity, professional coaches Tom Hanson, Ph.D., and Birgit Zacher Hanson, M.S., weave a tale of a fictional business manager, Jake, who thinks he’s great, but is not. Blindsided by his team’s poor performance, Jake looks to blame everyone but himself for this eventuality. This, the authors contend, is Jake’s biggest mistake because his lack of reliability, self-examination and communication skills have wreaked havoc with his relationships—at work and at home. Using an educational fictional format, the Hansons provide simple guidance to steer readers away from behaviors that hurt individual and team performance, while leading them onto the path of integrity, enhanced performance, and job satisfaction.

Caught in the Middle: Why Developing and Retaining Middle Managers Can Be So Challenging

Thu, 12 Jun 2008 16:24:54 EST

Middle managers are often referred to as the "glue" that holds companies together, bridging the gap between the top management team and lower level workers. They implement strategy and organizational changes, keeping workers engaged during both good times and bad. Yet according to a recent survey of middle managers around the world, 20% report dissatisfaction with their current organization and that same percentage report that they are looking for another job. How do middle managers fare in an uncertain economy, and what should companies be doing to keep them happy?

What�s Behind the Radical Cultural Shift of Chinese Workers?

Wed, 14 May 2008 19:19:17 EST

In "Personal Values of Hotel Workers in Shanghai, China," Kathryn King-Metters, an adjunct assistant professor of organization and management at Emory University's Goizueta Business School, examines the impact China's aggressively built service sector economy and one-child rule have had on the values of its workers. King-Metters' research shows that the values of Chinese workers have shifted radically since studies were taken only ten years ago. Among the findings: "There is no family unit left anymore because of the one-child rule. They're all living in these urban-area high rises," King-Metters explains. "Consequently, companies can become much more of a family unit now for the Chinese workers than they ever could before. Chinese employees are missing that collectivism and grouping of family units that they used to have."

When Supporting Employees Enhances a Company�s Competitive Advantage

Wed, 09 Apr 2008 15:53:48 EST

Rally the troops is a battle cry made by management at many organizations. But does providing organizational support uplift employees so they can build resilience and create a competitive advantage? It’s a question tackled by panelists during the fourth annual Atlanta Competitive Advantage Conference (ACAC) held at Emory University's Goizueta Business School. The panel on “Sources of Advantage through Human Relations,” examined how organizational support and resiliency can create advantages.

Is There Room for Emotions in the Workplace?

Thu, 14 Feb 2008 01:57:01 EST

On Feb. 4, the eve of the U.S. Super Tuesday primaries, Sen. Hillary Clinton had an emotional moment. The fact that her “teary moment” made headlines and caused a media outcry highlighted a common double standard professional women face: how the display of emotion can be perceived as an indicator of the incapacity for leadership; or don’t show emotion and be rejected as unfeminine. Communication and organization experts at Emory University and its Goizueta Business School explore the role of women and emotion in the workplace and note that for future generations, many of the stereotypes may no longer be a factor.

The 'Eldercare Generation' Cares About Continuing to Work: Are Companies Interested in Keeping Them?

Thu, 15 Nov 2007 10:45:07 EST

When the AARP recently announced its seventh annual "Best Employers for Workers over 50" awards, the winners didn't get there by offering the traditional fringe benefit trio of health, life and disability insurance. Instead, the AARP recognized companies for providing workers over 50 with "forward-looking" benefits packages that include, for example, alternative work schedules and lifelong learning and career training opportunities. But are companies interested in offering jobs, or job security, to older workers? And why aren't these workers following the retirement path their parents did?

Is Your Image Hindering Your Career Growth?

Wed, 10 Oct 2007 16:45:34 EST

Wondering what’s holding you back from getting a senior position in your company? Take a look in a full-length mirror: The problem may be the image reflecting back at you. From lack of communication skills to a bad haircut, style and other nuances in the workplace matter when it comes to promotion and the executive suite, contend faculty at Emory University’s Goizueta Business School. Business communicators at Goizueta along with industry insiders explore grooming, social cues, and the importance of emotional intelligence when getting ahead matters.

Chief Receptionist Officer? Title Inflation Hits the C-Suite

Wed, 12 Sep 2007 17:36:29 EST

We're all familiar with titles like chief executive officer, chief financial officer and chief operating officer. We have even grown used to chief technology officer, chief marketing officer and chief diversity officer. But what about chief talent officer, chief cultural officer, chief innovation officer, chief privacy officer, chief apology officer and chief geek, to name just some of the more contemporary titles in today's companies? On the surface, this looks like title inflation -- an overabundance of C-level jobs that cheapen the prestige that used to go along with promotions. Yet according to several Wharton faculty members, there is more to this story than inflated egos.

How to Make Peace with Your Work

Wed, 11 Jul 2007 21:28:32 EST

Is there a way to find harmony in the midst of a challenging work environment? Yes, says Delorese Ambrose, a consultant and author of Making Peace with Your Work: An Invitation to Find Meaning in The Madness. Speaking to a group of businesswomen during the International Alliance of Women�s Global Partnership Forum, Ambrose stressed that making peace with your work is possible if you �look at your work situation with new eyes and see what�s good, redeemable, and salvageable. Leverage what you do best, rather than focusing on your weaknesses, to deepen the joy in your work.�

Does American Culture Frown on Vacations?

Thu, 06 Mar 2008 15:22:12 EST

In many countries, summer offers a rich time to put aside work and take time off. But not in the U.S. Why? According to a recent survey of 2000 professionals by Hudson, the staffing firm, half of all workers failed to take all the time that they were allotted, and 30% took less than half. Professors at Emory University and its Goizueta Business School are not surprised by these findings and say the role of culture—from workplace expectations like ‘face-time’ to the social status of ‘busy-ness’—play a part in how Americans view time off.

Managing Emotions in the Workplace: Do Positive and Negative Attitudes Drive Performance?

Wed, 13 Jun 2007 21:55:46 EST

You know the type: coworkers who never have anything positive to say, whether at the weekly staff meeting or in the cafeteria line. They can suck the energy from a brainstorming session with a few choice comments. Their negativity can contaminate even good news. "We engage in emotional contagion," says Wharton management professor Sigal Barsade. "Emotions travel from person to person like a virus." Barsade is the co-author of a new paper that looks at the impact of employees' moods, emotions, and overall dispositions on job performance.