Baby Steps To Meritocracy

Baby Steps To MeritocracyBaby Steps To MeritocracyMeritocracy sounds great on paper. You reward your best people for doing a good job, and those who slack off reap fewer benefits. What could be fairer than that? As with any utopic vision, the devil is in the details. There is some evidence that a paradox of meritocracy exists. A study conducted by researchers from MIT and Indiana University found that meritocratic organizations tend to reward men more than women. So maybe its fairer for companies to opt out of meritocracy altogether and reward based on seniority? Companies that do so will find themselves out of synch with the future. According to George Mason University economist Tyler Cowen, the workplace is evolving into what he calls a hyper-meritocracy in which data increasingly determines employee value. In the book Average is Over Powering America Past the Age of the Great Stagnation, Cowen writes that someday soon employers will be able to measure an employees economic value w ith a sometimes oppressive precision. Imagine Company A, which has top-of-the-line data analytics. Its able to determine which employees are good for the bottom line and which ones add little or no value. As its personnel become more efficient, the firm increases profits and market share. Company B, which has been watching its market share shrink, is forced to compete, so then it also evaluates its employees analytically, promoting and paying stars and flattening wages for other employees. This forces Company C and Company D to follow suit. Cowen and other economists say hyper-meritocracy is coming. Will you work for Company A or Company D? Or Company Z? You can take steps now to get ahead of this trend. The Problem with Seniority The paradox of meritocracy is an issue that apparently needs resolving, but there are problems baked into any reward ordnungsprinzip. Thomas Zwick is a professor University of Wrzburg in Germany who studies human resource management and organization. He is the author of the working paper Why Pay Seniority Wages? The paper says that employers with high seniority wages in Germany pay employees a wage level below their marginal productivity during their first years with the company and gives them a wage higher than their labor productivity after theyve been with the company awhile. Can you spot the problem with this approach? Such a seniority-based system risks losing its most talented workers during their first years if they can leave for better pay, which means the company will be stuck with workers who do not have the marketable skills to leave and find higher-paying work. Another wrinkle at some point the senior workers earnings outpace their productivity, meaning that less-productive workers are the firms most well-compensated. These talented young workers sign an implicit contract with their employer that states that they regularly get higher wage increases than their productivity increase and that the firm has a strong interest i n keeping them for a lifetime career, Zwick said in an email interview. Why should this be attractive for some talented people? First, some people in Germany are happy about a lifetime perspective. We should not forget that firms with steep seniority pay tend to be very attractive employers, such as large industrial firms with lots of high-skilled people and international success. Second, old-age pensions are based on salary during the last years of employment, and these earnings are clearly higher for employees in firms with seniority wages. Zwick says another advantage of incremental, regimented seniority pay, as compared to meritocracy, is that employers can offer long-term incentives without the disadvantage of having to decide who merits a dreingabe, which eliminates creating what he calls losers. In other words, it all boils down to Trust us. We wont lay you off when youre 51. From an employee perspective, its a good deal, but only when the company keeps its word. Who can fore see what the market will look like in 10, 20 or 30 years? The citizens of the Rust Belt in the United States know that large companies cant always keep these promises. Seeing Unicorns How can an organization transition to meritocracy? Companies across the world are experimenting with meritocracy schemes right now. One of them is the Canadian-based ecommerce platform Shopify. At Shopify all bonuses are merit-based. The 414-employee company assigns bonuses with a program called Unicorn. Under Unicorn, employees are nominated every month by their peers for going above and beyond. Using an internal tool, all employees can vote on a scale of 0-3, or they can abstain, and the employees who receive the most votes are awarded a percentage bonus pegged to Shopifys current revenue. Employees can take home anywhere from $20 to $800 in a single month. The company has built in a number of safeguards to keep the system honest. Shopify Head of Human Relations Brittany Forsyth said the system has t he added bonus of increasing information and communication throughout the company as employees learn what fellow coworkers and other teams are doing. Unicorn is so engrained in company culture that employees use the word as a verb. For example Nice work. Im going to unicorn you for that. Images of unicorns can be found throughout Shopifys Ottawa headquarters. On the 0-3 scale, a 3 vote is denoted with a bucking unicorn. Among the many criticisms of workplace meritocracy are Who sets the standards? and Who gets to decide? Shopify ingeniously avoided these dilemmas by crowdsourcing bonus decisions. When we created Unicorn, it went against the stereotypical bonus system of top-down, Forsyth said. We wanted something that was a new way of thinking about it. We wanted people to own their successes.Promotion at Shopify has meritocratic elements, too. The peer-review process is used as a tool when making the decision of whether to promote someone to Team Lead. As for data, Shopify does not use analytics to evaluate employees, but the companys human resources team is interested in evaluating which sources of hiring are most beneficial to the company (referrals versus targeted reach-outs, for example), and Forsyth would like to be able to track which performance metrics or backgrounds correlate with team members who rise to become high-impact team members. Old Dogs and New Tricks Shopify is a very young company, which gives it flexibility in establishing policies. But many organizations- schools, for example- have seniority in their DNA. So how do you change an organizations reward structure without destroying morale? Its a question University of Arkansas education policy professor Gary Ritter is studying. Ritter, the author of A Straightforward Guide to Teacher Merit Pay, believes that merit-based compensation can improve the learning experience for children in American schools. His research, which looked at schools that implemented merit rewards, has taught him lesso ns that could apply to other workplaces.Ritter says he would not alter the pay structure of current employees. He advises starting with merit bonuses. Management, he says, should then sit down with workers and co-define performance to set reasonable and appropriate goals. This part is important. While its relatively easy to evaluate a math teacher (did the students get better at solving math problems?) or a sales position (how much did you sell?), how does a manager evaluate an art teacher or, say, a absatzwirtschaft brand manager? Establishing clear performance parameters collaboratively answers these questions. For an organization to reap the rewards, it needs to commit to meritocracy for the long-run, says Ritter. He believes that a merit-based system cant be measured in one or two years, but rather needs to be in place long enough to attract a new wave of employees- the type who would welcome working in a meritocracy. If college grads saw this, and recognized that performance wa s being rewarded, it would change the composition of your workforce, Ritter said. To receive articles like this by email, sign up for Simply Hireds Monthly Newsletter and Feature Articles. Read more How to Leave a Positive Impression With Rejected CandidatesCharm Candidates With an Irresistible Company CulturePromote From Within or Hire From Without? Six Factors to Consider that Will Shape Your CultureHow to Prevent Your ATS from Working Against YouWhy Some Recruiters Almost Always Hire the Right CandidateThe Changing Workforce

15 of the Best Cities for Finding a Job in 2019

15 of the Best Cities for Finding a Job in 201915 of the Best Cities for Finding a Job in 2019With the unemployment rate at a record 18-year low, theres no time like the present to polish up your resume and cover letter and abflug applying for jobs. But, in some cases, getting hired for a job might largely depend on where youre located, according to the WalletHub story, Best Cities for Jobs. It compared 180 U.S. cities across 30 markers of job market strength, ranging from the amount of jobs available to employment growth to monthly starting salaries.Looking to see which places are the best to find a job? Here they are, ranked from first to fifteenth Arizona appears three times on the list, ranking first, tenth, and fourteenth, respectively. Colorado also appears twice on the list, landing in both the fifth and thirteenth slots. Weve added in convenient links to see the flexible and remote job opportunities each city (or state) hasScottsdale, AZColumbia, MDOrlando, FLSan Francisco, C AColorado Springs, COPortland, MEPlano, TXWashington, DCBoston, MAChandler, AZSouth Burlington, VTMinneapolis, MNDenver, COTempe, AZPittsburgh, PABROWSE OPEN REMTOE JOBS BY LOCATIONMore specifically, the findings break down as followsMost Job OpportunitiesOrlando, FLSalt Lake City, UTCharleston, SCColumbia, SCPortland, MEHighest Employment GrowthColorado Springs, COReno, NVHuntington, WVHialeah, FLGlendale, AZHighest Monthly Average Starting SalarySan Jose, CAWashington, DCBridgeport, CTSan Francisco, CAOakland, CALowest Unemployment RateSouth Burlington, VTFargo, NDHonolulu, HIMadison, WIBismarck, NDShortest Average Work Commute TimeBurlington, VTTallahassee, FLMissoula, MTColumbia, SCHuntington, WVIf you dont live in any of unterstellung cities and are on the hunt for a new job, dont fret There are plenty of remote jobs out there that have no location requirement. Check out these 25 companies currently hiring for work-from-anywhere jobs today

Quack Like a Duck and Other Secrets of Successful Career Change

Quack Like a Duck and Other Secrets of Successful Career Change Quack Like a Duck and Other Secrets of Successful Career Change Nicholas Lore, founder of the Rockport Institute, is a career development pioneer.He single-handedly transformed the career coaching field, hes been commended for excellence by 2 US Presidents, and his book The Pathfinder is one of the best selling career books in US history. Over the last 29 years hes helped over 14,000 people to make a change.I was fortunate to spend an hour on the phone with Nick recently, and I picked his brain about the career change process. Here are the key things I learnedTake a holistic approach to the decisionWhen Nick departureed out, career counselors all followed the same model using very basic interest and personality tests to identify and suggest jobs that might suit you.It was a flawed model and even now, Nick believes many career change experts are misguided, focusing solely on one aspect such as following your passion or i dentifying your life purpose. Instead, he says, career change decision-making must be a holistic process. He points out that a passion for animals wont necessarily translate into happiness if you take a job in an animal protection agency. You may find you dont like your tasks, or the people, or the salary, or the hours. And what started out as a passion can quickly feel like a millstone around your neck.Thats why Nick guides his clients through a holistic decision-making process. He likens it to detective work identifying and interpreting clues in order to guide each person towards the right decision.Go beyond the dreamYou may think you know exactly what you want do, but Nick encourages his clients to expand whats possible. He believes we tend to base our dreams about the future on what we have known in the past, and he encourages his clients to think beyond what they know and consider completely new possibilities. In the process, many find joy and self-expression in work they had bedrngnis previously considered.Be realisticAccording to Nick, there are two different tracks to consider when working through a career change decision.The first is reality We all have constraints on what changes we can make. Perhaps you have to pay for two kids in college. Perhaps you need to stay in a certain regional location. Your talents and skills are another reality constraint if you cant draw, you cant become a video game artist.The second is what Nick calls the invented world. By this he means the world you decide that you want to create for yourself (within the limitations of reality of course). To help people create their invented world, Nick and his staff coach them through a series of exercises designed to help them explore, research, and understand all of the many possibilities.He also encourages people making a career change to research the reality of the positions they are considering. Its easy to imagine only the good things about your desired role without consider ing the down sides. Its also common for people to succumb to yeah-but thoughts that keep them from making a change.Dont focus on random optionsNick says one of the biggest mistakes career changers make is that they start by thinking through random options. (Maybe I could be a psychologist Perhaps I could learn to style hair I wonder if I should become an accountant.)While this approach might result in success, its more likely to lead to a dead end. Instead Nick recommends developing definite clear, written statement of your specifications for happiness before you start to consider options.This list should include both your reality constraints and your ideal invented world.And as you make your choice, ask yourself what will it take to get there? to be sure youre willing (and able) to do what is necessary.For example, one 40 year-old client of Nicks decided she wanted to be a doctor, gave up her job, and went to medical school in order to make the change. That kind of commitment is only possible when you have fully thought through your decision from all possible angles.A resume isnt going to do the trickA good resume is important but it cant get you where you need to be without a creative approach.In general, employers are looking for someone with experience in the specified field or industry. They are not looking to take a chance on someone new and untested.This means that you cant just apply to advertised positions and wait for the phone to ring. Instead, you need a more creative approach. Nick puts it this way if you want to be a duck, you need to walk, talk and fly like a duck.He gives the example of one client, a successful economist who realized she had an amazing gift for product design. But as a middle-aged professional, she wasnt enthusiastic about returning to school to learn an entirely new skill set. Seeking other ways to break into her chosen field, she devised a creative solution she set up, planned, organized and moderated a symposium on breakt hrough design, held at the Smithsonian. In this way, she placed herself right into the middle of the product design field with the key players. Or as Nick put it she beamed her way up rather than battling her way up.This strategy has become easier than ever with the advent of social media. Sites like LinkedIn allow you to reach out and connect with people from any industry. Services Like Twitter allow you to initiate conversation with anyone you choose. For no cost at all, you can set up a blog about your target profession and very quickly build a strong reputation.Remember, if you want to be a duck, you have to act like one.My conversation with Nick was inspiring. He told me that what keeps him going after 29 years is his commitment to helping people love their lives. What a great mission

How federal resume differs from standard resumes for civilian positions

How federal resume differs from standard resumes for civilian positionsHow federal resume differs from standard resumes for civilian positionsHow federal resume differs from standard resumes for civilian positionsSometimes a job seeker needs to write a different resume when seeking a new position. The need for a new resume is not necessarily because the applicant acquired some additional qualifications. Many people do not like going to school that often. A new resume is dictated by the type of job the applicant is applying for.courtesy of P. Stanley unsplash.comFederal ResumeA federal resume is a resume that is used for purposes of seeking civilian jobs in the federal government. Many a job seeker have missed the opportunity to work for the federal government because they use standard resumes which simply wont do for positions in the federal government.When applying for work in the federal government, the federal resume is the main and usually the most important document in determini ng whether the qualified applicant will be shortlisted for an bewerbungsinterview or not. Different jobs in the federal government demand that the job seeker provides certain information that is specific to the job. This means that to be successful, the resume has to be tailored specifically for the job as per instructions.Among the first thing that evaluators look for in the resumes is whether these resumes provide all the required information. If the resumes do not provide such information, no further evaluation is done on the suitability of the candidate, their application simply gets trashed.Evaluation of federal resumes is done in a predetermined manner for all resumes. Owing to the sheer number of applications that federal jobs tend to apply, it is necessary for there to be a uniform method of evaluation. The system used demands that all information be presented in a certain way by all the applicants. If an applicant presents complete information but in a different format from the one prescribed, there is a very high possibility that they do not get past the preliminary stages of evaluation.Required InformationInformation on the position applied for Unlike in the private sector, the federal government usually announces many vacancies at the saatkorn time. Usually the vacancies fall in the same departments. For this reason, it is imperative for the resume to specify the title of the job being sought by name and by a code usually provided. When the tittle of the job and the code are not indicated properly the application may be misplacedPersonal Information In this section the applicant provides information that is similar to information on the standard resume. Usually, name, date of birth, identification, citizenship and so on. The difference between the federal and standard resume in this section is that the federal resume requires the applicant to indicate the highest federal position they have ever held.Education In a federal resume, education is in dicated from secondary level onwards. Qualifications acquired are listed starting from the latest to the earliest. This is usually the case even with many standard resumes. Sometimes with standard resumes, an applicant may skip their secondary qualifications and still be eligible for evaluation. Failure to indicate secondary qualifications leads to disqualification for federal jobs.Work experience These qualifications are usually listed from the most recent going back. In this section the applicant should indicate the tittle of the position held, duties pertaining to that job. Employer details including their addresses and contacts are also expected to be a part of this section.Other qualifications In this section, other qualifications that an applicant may have acquired are listed. They include everything from certifications to licenses to experience and other things of that nature.ConclusionMany job seekers do not know the seriousness with which resumes are taken in federal job applications. Lack of this crucial piece of information condemns qualified people to have seeking federal jobs as a fulltime occupation. It is for the purposes of paying attention to these details that the services of a professional resume writer are needed.

The Unusual Mystery Into Clinical Research Coordinator Resume Discovered

The Unusual Mystery Into Clinical Research Coordinator Resume Discovered The Meaning of Clinical Research Coordinator Resume The tremendous increase in medical technology and data in the past decade has caused an explosion of future new medications, devices and biologics that have to be tested before being released for use by the general public. Currently, there isnt any automated means of managing and flagging patients enrolled in trials. Alongside the aforementioned deficiency of a pathogen versus disease function in the bioethics-violence problem is the matter of prevention. The whole clinical trial procedure is carried out by trained doctors and clinicians who have adequate expertise within the field of trials. Moreover, it wasnt uncommon for the CRC to cope with the Hospital Pharmacy. Jobs are opening daily, all you want to do is tischset your administrative coordinator resume together and start your search Express that youre honored to accept the opportunity, and the w ay you aspire to add to the success of the business. If youre seriously interested in turning into a well-rounded clinical research professional, you should have a broadened understanding and knowledge of several topics. There are two things you might already understand after you commence to find work. Doing a specific task since it has ever been done that way doesnt always work in research. You see, we are living in communities full of people from all around the world. You may not have much work experience to include, so concentrate on personal and professional skills and your educational background. Coordinators which take suggestions and correction with kindness rather than offensiveness is crucial to the learning curve. Zen teachers often speak about sensations. As a specialist in the health care field called clinical research, youve very excellent prospect in the work industry. Large contract organisations are somewhat more likely to recruit an inexperienced graduate into a monitoring role and offer the training to progress to the amount of a CRA. Now, as you are a study coordinator, you dont need to employ anyone else and have another salary as an additional expense. Again, provided that it isnt a corporate and company recruiter working for your organization, you truly wont will need to be worried about your boss learning. Employers may want to seek the services of somebody who has great communication and client service abilities. There are lots of jobs offered in the industry business, so begin putting your administrative coordinator resume together once possible Among their many unique tasks, administrative coordinators make certain their businesses are operating smoothly. If you are looking for job, dont rely on just 1 method to track down careers. There are many techniques you may utilize to find Yahoo resumes of people in a particular site. All because the websites lab inventory was not adequate Have a look at the following links to get started hunting for exciting job positions in your region. The Benefits of Clinical Research Coordinator Resume Also explain you will be pleased to supply any extra documents they may need. Furthermore, data coordinators will need to understand database languages like SQL. Expert in liaising with various departments. It may also help current clinicians advance in their existing jobs. Since many different kinds of companies hire administrative coordinator, the work environment can fluctuate greatly. A high number of business will search big databases like Monster or perhaps Indeed to locate qualified prospects. There is a variety of of research jobs in Singapore and they all are crucial to an organizations success.

Daffodil Day How employers can support workers with cancer

Daffodil Day How employers can support workers with cancer Daffodil Day How employers can support workers with cancerPosted August 23, 2012, by Vivien Luu Did you buy a yellow daffodil today on your way to work? Theyre bright, cheerful flowers that make you smile, and mora importantly, by purchasing one youre helping the fight against cancer. With Daffodil Day upon us, thoughts are firmly fixed on raising enough money to find a cure for cancer. But employers can do much more than that. The NSW Cancer Council is urging Australian employers to create supportive work environments for those battling against cancer, as more of the working bevlkerung is expected to be diagnosed over the next decade. As the population ages, incidence of cancer is expected to continue to rise, Gillian Batt, Director of Cancer Information and Support Services, says. According to the latest statistics released by the NSW Cancer Council, more than 40 per cent of cancer cases occur in people of working age (18-6 5). And over the next 10 years, approximately 7.7 million sick days will be lost to prostate and breast cancer in NSW alone. Ms Batt says many cancer patients want to, and are capable of, working during and after treatment, while others may find it more challenging as treatment affects their working capacity. This does not mean cancer patients cant do a good job, Ms Batt says. She says employers simply need to provide flexible working schedules to help make jobs more manageable for cancer patients and their carers, with the dual benefit being that business productivity remains at an optimal level. Small and practical steps can go a long way and can also boost morale, enhance your organisations reputation and save hiring and training costs, Ms Batt says. The NSW Cancer Council recently consulted employers across a range of industries to produce a resources toolkit to provide employers and managers with information on how to create supportive and flexible workplaces for those dealing with cancer. Tips for employers and managers Here are a few practical things you can provide as an employer to make things a little easier for employees affected by cancer Flexible working arrangements Temporary adjustments to workload Additional leave Access to parking Access to counselling Return-to-work plan Peer support system Promote understanding of cancer among colleagues Ergonomic assessment For more information, visit www.cancercouncil.com.au. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?menschengerecht Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice Administrator CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire Online Vivien LuuViv is a writer who enjoys resea rching and writing about creativity, how the human mind works, and neuro processes. She values creativity above all else and admires people who pursue their career dreams, no matter the sacrifice. In her spare time, she binges on HBO shows and epic fantasy novels.Related ArticlesBrowse moreCoachingCommunity ServicesMaking lives betterAre you a compassionate and nurturing person with a passion for helping people overcome difficult situations? You may find the perfect fit in the helping professions.AccountingWhat is an actuary?An actuary is one of those jobs that youve heard of but youre not quite aya of exactly what it is. Want to know more?StressWork/life balance10 Tips For Managing Your Stress At WorkThe server has crashed, youre filling in for colleagues that are sick with the flu, your boss doesnt seem to have time for your problems and an important deadline is looming. When workplace stress is making you a ticking time bomb, heres what to do.