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from the more-or-less-getting-more-done-with-less-people dept.
Having underemployed workers can lead to two outcomes that benefit an organization—creativity and commitment to the organization—according to a new study by management experts at Rice University, Chinese University of Hong Kong at Shenzhen and Chinese University of Hong Kong.
Statistics have shown that a significant proportion of workers worldwide are underemployed or working at jobs that are below their capacity. Researchers have estimated that underemployment ranges from 17 percent to two-thirds of the workforce in Asia, Europe and North America, according to the study.
"Our results have important implications for managers," said study co-author Jing Zhou, the Houston Endowment Professor of Management at Rice's Jones Graduate School of Business. "Managers should not assume that employees will always respond negatively to their perception of being underemployed. Our results suggest that managers need to be vigilant in detecting perceptions of underemployment among employees.
"When managers notice that their employees feel underemployed, they should support employees' efforts to proactively change the boundaries or formal descriptions of their work tasks, such as changing the sequencing of the tasks, increasing the number of tasks that they do or enlarging the scope of the tasks," she said. "Because the perception of underemployment may be experienced by many employees, managers should provide support to sustain positive outcomes in these situations."
Not getting enough hours to qualify for benefits is a good thing?
(Score: 2) by JoeMerchant on Thursday September 22 2016, @02:25PM
I worked for a kleptocrat for a couple of years, he was manic-depressive... "missed seeing his son's first steps" because he was doing interviews with CNBC in New York, but still had time to play Paul Newman and personally drive most of a professional auto racing season. We don't know what he did in depressive mode, but he would disappear for weeks or even months at a time. He seemed to work hardest at giving the company directional whiplash - hired me, a patent attorney and a bunch of other people with a stated direction "to beef up the company's IP portfolio" - then proceeded to be distracted by other things for almost 2 years. One day, he got a memo that our competitors had 68 patents issued in the last couple of years while we had 6 - his great insight to his leadership team? "Do you know what that means?" repeated, shouting across the table directly at 3 different people in-turn, then louder to the whole group: "That means we're 62 behind!!! Let's go get some patents." After the first 6 invention disclosures I submitted to the company process went ignored, I focused on other things. Suddenly, we were all in meetings discussing them, writing new ones, getting $1000 bonuses left and right for patent filings.
He "retired" after his great directional strategy didn't pan out, got 10% growth instead of 10x growth. Claimed it was the "options pricing scandal" - took a "reduced" exit package of only $5M, could have been a lot more if things had been different.
$5M as an exit package for 8 years of jerking a company around (while drawing huge salary, options and bonuses the whole time), not bad.
Україна досі не є частиною Росії Слава Україні🌻 https://news.stanford.edu/2023/02/17/will-russia-ukraine-war-end