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It’s Lonely At The Top — Why Women CEOs Face More Shareholder Activism

It’s been widely reported that among the FTSE 100, there are more CEOs named David (nine), than CEOs who are women (seven). The problem, of course, is not David (any of them), but Goliath – in this case, not one massive adversary but a number of challenges faced only, or disproportionally, by female CEOs. For example, women CEOs face more shareholder activism than their male counterparts according to an article in the Journal of Applied Psychology. But why?

Shareholder activism is usually a sign of lack of confidence in management, and management’s ultimate leader, the CEO. Assuming shareholders are

X Marks the Spot: Why You Need to Recruit and Retain Gen X

Generation X has always had a PR problem. Hint number one is having no name – the “X” symbolises the marker historically used in lieu of a signature by those who can’t read or write. Given that Generation X is the most educated cohort in America, someone probably should have put up a bit of a fight.

But Xers, also known as the “slacker” generation, were thought to have no real cause, no strong belief system or other unifying identity. And so, like someone who can’t sign their name, their presence has been noted in only the most limited ways.

Recruiting Responsibly: How Tech Companies Are Using CSR to Increase Gender Diversity

Often when we talk about tech companies, we envision cool, fun places — foosball tables, standing desks, and canteens stocked with fair trade coffee. The stereotype of Silicon Valley might be young, irreverent and international . . . but it’s also very male. Maybe that’s because only 19% of computer science graduates in the U.S. are women.

In an effort to increase female employment, some tech companies are using CSR to increase gender diversity. This might not be an obvious solution. What is the relationship between corporate social responsibility and hiring more women?

Get Prepared for Gen Z — By Going Back, to the Future

Get Prepared for Gen Z — By Going Back, to the Future

As we round out the second decade of the 21st century, employers are pretty confident that they are finally comfortable with The Millennial Employee. More or less. Like the Y2K fears that entered corporate corridors just before them, they seemed a uniquely turn-of-the-century phenomenon that we only knew we could not fully prepare for.

It turned out that our systems were much more forward compatible than their humans – when’s the last time you heard about the Y2K bug? – who have struggled for over a decade to fully understand and integrate Millennial employees.

To be fair, accommodating three such distinct generations brought unprecedented challenges. So, let’s try four. Because Gen Z has started entering the workforce — and is coming to an interview near you. Are you prepared for Gen Z employees?

High-Performance Employee Burnout: the Cost and the Cure

Let’s face it – everyone loves a rock star employee. Companies are thrilled to have employees who not only meet, but exceed, deadlines or sales goals or budgets.

As long as there aren’t interpersonal or other management-related issues, employers will usually reward these workers with bonuses or promotions, or at worst, let them run on auto-pilot. But there’s a potential downside with an “ain’t broke, don’t fix it” attitude toward these workers – the risk of high-performance employee burnout.

To prevent a rock star from becoming a one-hit wonder, it’s imperative that employers try to identify and prevent burnout.

Things are Tough All Over: Challenges for Working Women Around the World

In the United States, Canada and most of the EU, 46% of the workforce is women. In Zimbabwe and Tanzania, it’s more than 50%. In fact, in more than 80% of the world, women are at least 40% of the workers. We’re past the days when a woman working “outside the home” is remarkable — almost everywhere. The challenges for working women now are not about access to jobs, but success within them — almost everywhere.

The question of challenges for working women worldwide is simply a matter of degree, not of existence.

A 2015 study by Thomson Reuters of

From Slacker to C-Suite – Are Gen X Employees Ready to Lead?

A recent Google search for the keywords “Baby Boomers” yielded 15.9 million results, while “Millennial” produced 264 million hits.

And a search for “Gen X”? 421 million hits.

It may be the only popularity contest Gen X has ever won. The so-called “slacker generation” has long suffered a reputation as underwhelming, without notable ambition or purpose. Since the proliferation of the Gen Y influence, they also are in between two much bigger, much more influential groups. On the other hand, those Google results might reflect some broader metaphor – the Gen X influence is far disproportionate to their number, and their impact

Can’t Get No Satisfaction: Definition of Job Satisfaction by Generation

Recruiting and retaining the right employees has become far more nuanced in the last ten years. There are multiple generations active in the workplace, each filling different needs. But they also have different professional goals. While all would profess they want to feel a sense of motivation, the definition of job satisfaction by generation is particular to each.

Understanding How Job Satisfaction by Generation Differs and Why

See change.

One challenge for employers is simply trying to meet so many needs at once. Understanding the values that will attract the right talent requires a dynamic recruiting and hiring strategy. It also means managing

Assessing Global Generational Differences: Is X, Y, Z as easy as 1-2-3?

There are countless articles on the differences in priorities and attitudes across generations, especially in the workforce. Gen Y (or Millennials, as they are often called in the U.S.) is predicted to be 75% of the global workforce by 2025. Whether one finds the conclusions varying, contradictory or cliché is a matter of debate. But what is overwhelmingly true is that these articles are based primarily, if not exclusively, on the US population. But are global generational differences the same as in the United States, which naturally has its own specific cultural and political references?

As the world

Teaching A New Dog Old Tricks – Attracting Younger Talent to “Old” Companies

If we told you that one of the hot new trends for socialising was throwing axes — at a bar, no less – you might tell us that is so early 2018. But if we told you axe-throwing has become an increasingly common corporate event? (Come on, you didn’t see that coming, really. And if you work in the insurance sector, you might not for a while yet.) At best, such unusual corporate-sponsored activities seem inextricably linked with Silicon Valley start-ups. But established, more traditional companies are increasingly realising the importance of modernising their employee recruiting and hiring strategies, in