Novak is the author of New York Times and Wall Street Journal best-selling book, TAKING PEOPLE WITH YOU: the Only Way to Make BIG Things Happen. He offered his thoughts on leadership at the SHRM Annual Conference and Exposition, held recently in Orlando.
"Speaking about his unique recognition programs, Yum! Brands Chairman and CEO David Novak says, “Soft stuff gets hard results.” He ought to know, as he’s in charge of recognizing 1.4 million associates in over 40,000 KFC, Pizza Hut, and Taco Bell restaurants in 125 countries."
"In yesterday’s Advisor, we presented the first five of Attorney Aaron Zandy’s 10 lawsuit magnets—the most costly management mistakes. Today, the rest of the 10, including failure to pay correctly."
[Go here for failures 1 to 5.]
6. Failure to Pay Correctly
Yes, it’s the pay thing. Zandy’s danger zones are:
"Attorney Aaron Zandy, SPHR, uses essentially this opening statement at the beginning of every trial. But, he says, “sometimes it’s easier than others.” Here’s the statement:"
“It’s a case of perception vs. reality. The plaintiff perceives he (she) was disciplined, retaliated against, and harassed. The reality is different. He (she) was terminated for a legitimate, non-discriminatory, non-retaliatory reason by a professional, well-trained manager with supportive documentation.”
"With the recent tragic death of comedian and actor Robin Williams, my family and I decided to watch one of his many great films over the weekend, Dead Poets Society. The movie is about a group of boys at a private prep school. It’s there that they meet Professor Keating, their new English teacher, who is played by Williams."
Keating encourages the boys to embrace their individualism, think independently, and pursue their passions. This leads them on a path of self-discovery that clashes with the rigid culture of the conservative institution they attend. Keating’s methods ultimately cost him his job, but they win him the respect and affection of his students.
"In yesterday’s Advisor, we covered Consultant Jennifer Barton, SPHR’s tips for maximizing your total rewards program. Today, we discuss what you can do to make it more effective."
"A colleague shared with me an article published recently in The New York Times Sunday Review. In addition to the fact that the article had been recommended, its title, “The Secret of Effective Motivation,” was certainly enough to get me to read it. Who in management doesn’t want to know the “secret” of effective motivation?"
The article’s authors—Amy Wrzesniewski, a professor of organizational behavior, and Barry Schwartz, a professor of psychology—had conducted a study about motivation. According to them, there are two types of motivation: internal and instrumental. Internal motivation, as you would guess, comes from within. People are motivated to do something based on the feeling of satisfaction they derive simply from doing it. They’re the employees who come to work every day because they simply love what they do.
"In yesterday’s Advisor, we covered several tricky aspects of pregnancy discrimination as clarified in recent guidance issued by the Equal Employment Opportunity Commission (EEOC); today, more about pregnancy policies."
[Go here for the first part of the discussion on pregnancy discrimination]
May an employer require a pregnant employee who is able to perform her job to take leave at any point in her pregnancy or after childbirth?
"“Pregnant women shouldn’t be stressed.” “Pregnant employees should take leave their last month.” “Pregnant employees shouldn’t travel.” Pregnancy discrimination is often motivated by concern (or chauvinism). In fact, though, those attitudes are discriminatory. And the plot thickens if a disability or FMLA leave is involved. EEOC’s recent guidance helps employers figure out where they stand."
On July 14 the Equal Employment Opportunity Commission (EEOC) issued enforcement guidance on pregnancy discrimination accompanied by an extensive and practical Q&A. The new guidance, the first to address pregnancy discrimination since 1983, focuses on how the 2008 amendments to the Americans with Disabilities Act (ADA) may apply to employees with pregnancy-related disabilities.
"In yesterday’s Advisor, we began our coverage of BLR’s 2014–2015 Pay Budget Survey results. Today, the rest of the results, including 2015 compensation planning."
[Go here for 2014 data and the rest of the survey results]
2015 Merit Increases
A mere 13.8% (down from 14.1% in 2013) of survey participants have decided and/or approved their pay budgets for 2015, leaving 86.3% undecided as of the end of June.