A Question for 51% of American Workers

A report on flu by the U.S. Chamber of Commerce issued in late October 2009 has some sobering facts on flu in America. Seasonal flu reportedly kills about 36,000 Americans, hospitalizes more than 200,000 individuals, and costs the U.S. economy more than $10 billion in lost productivity and direct medical expenses annually. A recent online survey focuses on the workplace. It found: - 69 percent of workers had not received workplace communications about flu policies through September 2009, - 84 percent of workers said the recession creates more pressure to show up for work even if ill, - 80 percent of workers reported they feel knowledgeable about precautions to take if flu were to hit their workplace, - 47 percent of workers said they would still engage in public activities (e.g., bus riding, shopping, etc.) if hit by the flu, and - 49 percent of workers plan to get vaccinated if a vaccine is available. What is so startling about these statistics is that ostensibly 51 percent of American workers do not plan to get vaccinated if a vaccine is available. The Centers for Disease Control and Prevention (CDC) reported in late October 2009 that the H1N1 flu has resulted in more than 4,000 deaths nationwide so far this year. (Information and analysis is available from www.factcheck.org.) So our question is, “What do 51 percent of the American workforce know about the vaccine that the rest of us don’t know?” Even though the availability of the vaccine will be greater for those of us who do want it, we are acutely interested in what those who will not take it if available know that we all should know. Please help us to understand this phenomenon. Have you taken the flu vaccine? Why or why not?

When the Workplace Is a Gridiron

The National Football League (NFL) has a dementia assistance program for retired players, and there is mounting evidence that it is sorely needed. The data show there is a link between football and later-in-life cognitive impairment. While there are some League officials who dispute the fact that playing in the NFL substantially increases the risk for dementia, the records indicate that pro football retirees are “experiencing moderate to advanced early-onset dementia at rates several times higher than the general population.” When a League-commissioned University of Michigan survey reported NFL retirees aged 50 and above showed diagnoses of cognitive disease at five times the rate of the national population, the League commented that such surveys were unreliable. To try to determine the reality of the contrasting claims, the U.S. House Judiciary Committee held a hearing on the issue of brain injuries in football. Representatives heard stories of former football players who had struggled with homelessness, depression, and an inability to perform basic tasks after suffering hundreds of blows to the head during their careers. But some present emphasized that the NFL had made safety improvements in recent years. Several other factors related to this issue are: - the condition is not generally the result of single horrendous hit, which may be described as a concussion, but the accumulation of smaller hits over time. - there have been, of course, improvements to safety equipment, especially helmets, but those improvements have not been adequate and have not resolved the problem. - NFL players, in addition to their pro tenures, have played football in college, high school, and even before that, raising the further issue of the safety of football for children who will never play at the professional level. While Disability Management programs of more ordinary workplaces may not be adequate for NFL players without being significantly customized to the uniqueness of this workplace, there will certainly have to be acknowledgements of the problem. The League would be wise to consider the implementation of Disability Management procedures for every team. -Do you believe that NFL teams would be wise to consider the implementation of Disability Management programs? -If your child is involved in football, does this article cause concern?

Contagion in the Workplace

Is there contagion in your workplace? If not, your workplace may not be up to date. In fact, it may be deprived of some critically positive information.

One of the most active buzzwords currently in the U.S. is “contagion.” Contagion is so pervasive that it has been labeled (by sociologists and psychologists) prestigiously as “Contagion Theory.” The most concise definition of contagion theory is “collective behavior.” That is, crowds cause people to act in unison in a certain way, or crowds converge on a single idea. (On the darker side, it is sometimes referred to as “mob mentality.”)

Contagion is also the buzzword of the moment in new and promising concepts for workplace development. A word that was once primarily used to describe the spread of disease has now taken on expanded dimensions.

Emotional contagion, as defined by Wikipedia, is the tendency to feel emotions that are similar to and influenced by those of others. It represents a tendency to automatically mimic and synchronize facial expressions, vocalizations, postures, and movements with those of another person and, consequently, to converge emotionally. A study referenced in the Washington Post has shown that emotion can ripple through clusters of people who may not even know each other. In particular, happiness was found to be particularly “contagious,” and one person’s happiness has the potential to affect another’s for as much as a year.

According to a recent article from Dennis Whittle, CEO of Global Giving, prosperity can also be contagious. He has observed the restaurant scene in Portland, Maine, evolve in a dynamic way after “one or two really great chefs moved to town, and others followed.” Indeed, this concept holds great promise when one considers the impact it could have on a struggling economy.

So, what are the contagions nurturing/festering in your workplace? If there are contagions abound in workplaces across America (for good or evil), we all need to know about them.

Stress, Work, and How to Relax

In today’s downsized economy, people are facing mounting tension on the job in addition to the stressors of daily living. According to a recent article from MainStreet.com, options that bring quick relaxation, such as alcohol, massage, or spa treatment, are no substitute for strategies that bring long-term relief. Erin Olivo, assistant clinical professor of medical psychology at Columbia University in New York, reports that pressure, if it mounts unchecked, can overwhelm the mind and compromise one’s health. While some try to integrate activities such as yoga or meditation into their lives, adding obligations to an already full schedule may only add to the aggravation. Olivo offers a simpler solution: “Everybody has their own way of calming themselves down….The key is to actually do them.” Dr. Joel Levey states that people should learn to be “mindful,” or constantly aware of their surroundings and challenges as well as their effects. Dr. Levey recommends that workers pause frequently throughout the day to check on their stress levels. When they notice signs of tension, they should take a moment to breathe deeply and focus on calming phrases. Olivo adds that it would be helpful for workers to challenge their triggers and question whether the problems they’re facing warrant their reactions. She states, “An individual can approach a stressful situation with a mindful response rather than automatically reacting in a way that may actually only increase his or her distress.” -What kinds of stress do you experience? -What strategies do you use to relax and cope with stress?

Are You Managing Your Boss?

Is your boss a pain in the ass? If so, perhaps you are not managing him or her appropriately. “Managing Your Boss” is a strategy developed by the Harvard MBA program. A brief definition is if I, as an individual employee, do everything I can to help my boss succeed, I will succeed correspondingly. The concept is widely used in well-managed companies. Frequently, nowadays, it is called “Managing Up.” For anyone interested in getting updated on the application, there are many references and definitions available online. In the meantime, we’re interested in your thoughts on the topic: - What have your experiences been with the “Managing Your Boss” concept? - What are the positives and negatives of this business technique? - Do you think that if your boss succeeds, you will too?

Is A College Degree Worth The Price?

Jack Hough, an associate editor with SmartMoney Magazine, recently authored an article for msn.com. He opines that someone who invests the money they would have spent on college will make larger returns when it comes time to retire, despite earning less each year. “College degrees bring higher income, but at today’s cost they can’t make up the savings they consume and the debt they add early in the life of a typical student.” Gary Becker, University Professor of Economics and Sociology at the University of Chicago, offers a different perspective: “It’s wrong to say you shouldn’t have debt after college. It’s like saying you shouldn’t borrow money to buy a house.” Kim Clark of U.S. News & World Report writes, “Lots of research shows that those who study math, sciences, or career-related courses generally end up earning more than those who focus on the humanities, for example. And generally, graduates of better-ranked and more-selective colleges do far better financially than others, even better than similarly qualified students who turn those colleges down to attend lower-ranked colleges.” Clark references a study from Harvard University that found that students who don’t have a shot at first- or second-tier colleges might be better off if they chose their cheapest options. There are also other benefits to having a college degree. An article from the University of Chicago Booth School of Business reads, “College-educated people are healthier, their children achieve more, they respond better to crises, and they manage financial assets better.” - Do you think that your college degree was worth the cost? - How would you counter these arguments?

Making a Difference: Disney Studios Makes a Major Contribution

We all have our favorite children’s and family movies that Walt Disney Studios has created over the years. Now Disney is pointing in a new direction with a focus they call “Disneynature.” The purpose of the new production unit is to produce films that spotlight the realities of nature. The first of the films in this direction is the incredibly moving documentary called “Earth.” Originally released internationally in 2007, the American version of “Earth” premiered on April 22, a day also known in the U.S. as Earth Day.

“Earth,” narrated by James Earl Jones, follows the lives of three non-human families, polar bears, elephants, and humpback whales, for a one-year cycle in their very precarious and difficult lives.

In addition to distributing this film that documents the fragility of all life, Disney has pledged to plant one tree in the endangered Brazilian rainforest for every person who saw the movie during its first week. The trees are being planted by the Nature Conservancy, whose slogan is “Protecting Nature. Preserving Life.”

Disney has announced that the box-office receipts for the first week totaled $16.1 million, which translates to their funding 2.7 million trees for the Conservancy to plant.

So the challenge here is to respond to the meaning of this new direction by Disney:

Did you see the film? If yes, what did you think?

If you haven’t seen it, are you interested in doing so?

Do you have any thoughts to share on the issue of the fragility of all life on Earth?

Or on the issue of planting trees in the Brazilian rainforest as opposed to here in the U.S.?

We look forward to hearing what you think!

Military Veterans: Disability & Homelessness

One estimate from the Veterans Administration is that since 2003, more than 60,000 U.S. military personnel in Iraq have been wounded or struggle with psychological disorders. The percentage of veterans who are amputees is said to be the highest since the Civil War, and at least one-third of military personnel who have served in Iraq struggle with Post-Traumatic Stress Disorder (PTSD).

Returning service personnel with a disability are required to submit an application for a Disability Compensation claim. While the time required to transition from submission of an application to being declared eligible for treatment or compensation varies by region, it is presently stated as approximately six months.

In terms of homelessness, as of November 8, 2007, the National Coalition for Homeless Veterans indicated there were 195,827 homeless veterans in the U.S., and 2,784 of those were in Pennsylvania.

Individuals interested in how our returned military personnel are faring might research any of the following:

· U.S. Department of Veterans Affairs

· National Coalition for Homeless Veterans

· Iraq War Veterans

For those interested in learning more about how to assist returned military, the National Coalition for Homeless Veterans provides a “Locate a Community-based Organization” link (under “Homeless Veteran Service Providers”). A search for “Philadelphia” lists six agencies in the area that provide assistance and services especially for homeless veterans.

· What ideas do you have in respect to how our returned Iraq veterans are treated?

· Do you have any ideas to share on what we can do to assist?

· Do you know of any employment opportunities for returned veterans?

· Is your workplace cognizant of returned veterans issues? If so, do you have any ideas to share in respect to your workplace?

A 10-Point Survival: How to Keep Your Job!

A 10-Point Survival Guide: How to Keep Your Job & an Interesting Note on Women in the Job Market Anne Fisher is a Senior Writer on workplace and management topics for Fortune magazine. She also writes a weekly career-advice column called “Ask Annie” for CNN.com. In the January 7, 2009, Ask Annie column, she wrote “Keep your job: a 10-point survival guide.” 1. Create successes for yourself 2. Set 30-day and 60-day goals 3. Watch your attitude 4. Keep your network active 5. Update your skills 6. Make sure your work serves the larger goals of the organization 7. For now, forget about work-life balance 8. Take a hard look at your finances 9. Never badmouth anyone 10. Remember, in the knowledge economy, you are the product You can find the column on the web at http://www.askannie.com/ or click here for the entire article.

Also on the state of the economy, a new article by Barbara Hagenbaugh of USA Today states, “Women are holding onto their jobs more than their male counterparts in the recession as the types of jobs women hold generally offer more stability, albeit at less pay.” How can the “Survival Guide” help you keep your job? How are you surviving the economic changes effecting employment? What would you add or change on the list? How secure do you feel about your job in the current market in light of the information about women workers?