There are 120,000 excess deaths per year attributed to ten workplace conditions and they cause approximately $190 billion in incremental health care costs. That makes the workplace the fifth leading cause of death in the U.S. — higher than Alzheimer’s, higher than kidney disease.
- Being unemployed sometimes as a result of a layoff.
- Not having health insurance.
- Working shifts and also working longer periods, e.g., ten or twelve-hours shifts.
- Working long hours in a week (e.g., more than 40 hours per week).
- Job insecurity (resulting from colleagues being laid off or fired).
- Facing family-to-work and work-to-family spillover or conflict.
- Having relatively low control over one’s job e.g., workload.
- Facing high work demands such as pressure to increase productivity and to work quickly.
- Being in a work environment that offers low levels of social support (e.g., not having close relationships with co-workers.
- Working in a setting in which job- and employment-related decisions seem unfair.
Both articles report the findings published by Jeffrey Pfeffer in Dying for a Paycheck: How Modern Management Harms Employee Health and Company Performance—and What We Can Do About It.
I have not read the book yet, but I definitely will.
A meta-analysis of the existing research on flexibility identified the fundamental components:
- Where we work,
- When we work, and
- How predetermined our schedule is.
These component parts lead to six distinct types of flexibility:
- Remote: “Work from anywhere” – Remote employees keep standard office hours but are location independent. Their office is wherever they are.
- DeskPlus: “Partially office-based” – DeskPlus employees keep standard office hours and are partially location independent.
- TravelLite: “Minimal travel requirements” – TravelLite employees have minimal to no travel, with a maximum limit of 10% travel annually.
- TimeShift: “Standardly unconventional hours” – TimeShift employees reorder their working hours to create a set but unconventional schedule (outside of 9-5 conventions) that optimizes their productivity and performance.
- MicroAgility: “Freedom to adapt” – MicroAgility employees have the autonomy to step away from their work 1-3 hours at a time to accommodate the unexpected.
- PartTime: “Reduced workload” – PartTime employees serve in senior-level roles; they have the experience and skills to meet the company objectives on a reduced hours schedule.
or why commutes tend to average 20-30 minutes.
It’s not just limited to the United States, either. In the Netherlands, the average commute time in the early 2000s was about 28 minutes. Many European nations average about 35 minutes. What makes a half-hour so universal in terms of commuting?
Excellent discussion of the research at Per Square Mile.
“Unfortunately your position is one that has been eliminated.”
So read an email sent to 400 RadioShack employees.
Q: Is the medium appropriate to the message and to the audience?