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Work Futures Daily - The Stress Gap

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Stress Gap Between Men and Women | Office Friendships | The Space Between | If People Aren’t Speaking
 

Work Futures

November 27 · Issue #1036 · View online
The ecology of work, and the anthropology of the future.

Stress Gap Between Men and Women | Office Friendships | The Space Between | If People Aren’t Speaking Up | Finding The Perfect Babysitter

She's stressed out
She's stressed out
Beacon NY - 2018-11-27 — I am averaging like 35% open rates at Work Futures Daily, which makes me feel that it’s worth it. And I learned today that I have received 41 baguettes through Ko-Fi donations. Thanks, all!
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Links
There’s a Stress Gap Between Men and Women. Here’s Why It’s Important. | Kristin Wong peels the layers away on the higher stress experienced by US women:
Women are twice as likely to suffer from severe stress and anxiety as men, according to a 2016 study published in The Journal of Brain & Behavior. The American Psychological Association reports a gender gap year after year showing that women consistently report higher stress levels. Clearly, a stress gap exists.
More domestic labor, more emotional labor, and more physical and mental impacts. The only good news is that women are more likely than men to do something about their stress.
Why Office Friendships Can Feel So Awkward | A well-researched piece by Melissa Dahl on the complexities of work friendships.
The Space Between | Jane Watson explains how attending a workshop led by Jennifer Kenny blew her mind. Reading this post kind of blew my mind.
there is tremendous, often overlooked, potential in being attentive to the space between things, not just the things themselves. Our corporate language and culture rarely acknowledge or value this focus, in part because it’s less visible and measurable, relying on perception rather than action.
Go read it. Jane is always bringing the good stuff.
If Your Employees Aren’t Speaking Up, Blame Company Culture | Hemant Kakkar and Subra Tangirala found that personality had less to do with speaking up than organizational culture:
[…] we found that strong environmental norms could override the influence of personality on employees’ willingness to speak up at work. Even if someone had a low approach orientation, they spoke up when they thought it was strongly expected of them at work. And if someone had a high approach orientation, they’d be less likely to speak up with concerns when they thought it was discouraged or punished. Our data supported the situational perspective better than the personality perspective.
This finding suggests that if you want employees to speak up, the work environment and the team’s social norms matter. Even people who are most inclined to raise ideas and suggestions may not do so if they fear being put down or penalized. On the flip side, encouraging and rewarding speaking up can help more people do so, even if their personality makes them more risk-averse.
Again, people will go where the culture allows them to go.
[PS Another link from Jane Watson.]
Wanted: The ‘perfect babysitter.’ Must pass AI scan for respect and attitude. | Drew Harwell looks into Predictim, a service to assess baby-sitters’ risk profiles by AI analysis of the candidates’ social media accounts.
Predictim is offering parents the same playbook that dozens of other tech firms are selling to employers around the world: artificial-intelligence systems that analyze a person’s speech, facial expressions and online history with promises of revealing the hidden aspects of their private lives.
The technology is reshaping how some companies approach recruiting, hiring and reviewing workers, offering employers an unrivaled look at job candidates through a new wave of invasive psychological assessment and surveillance.
[…]
Americans still harbor a lingering distrust over algorithms whose decisions could affect their daily life. In a Pew Research Center survey released this month, 57 percent of respondents said they thought automated résumé screening of job applicants was “unacceptable.”
This issue is quite controversial, since the algorithm involved is proprietary, and it is unclear that it is unbiased… or better said: its biases are unknown. Kind of like people, right?
From the Archives
Felt Instead Of Walls | I actually like this strange piece of ‘acoustic micro architecture’ from Vivero, called Tomago.
Quote of the Day
Nothing is so good that somebody somewhere won’t hate it.
| Frederik Pohl, Pohl’s Law
crossposted from workfutures.org.
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