Queen’s IRC Facilitator Lucinda Bray is a management development consultant based in Dublin, Ireland. In the following piece, she muses on the brilliant cultural chaos of the European Commission workforce. The Head of the Department is Italian, who also speaks fluent French and passable English. Her deputy is from Finland, and has excellent English and …
Too often, the determination of just cause and application of discipline is not straightforward. This discussion paper explores why managers have such difficulty dealing with these kinds of situations, and provides a decision-making tool that can significantly reduce the need for discipline, while increasing the opportunity for positive, development-focused approaches for corrective action. It also …
During Queen’s IRC’s popular Change Management program last June, real estate and environmental consultant Harold Kenny shared his unique, sometimes unorthodox thoughts about how stakeholder communications can help make your change happen – in his case, years ahead of schedule and millions under budget. Here’s what Harold has to say about engaging stakeholders so that …
Since the 1980s, a great deal of research has looked at the possible causes and impact of work stress on health. While the links between specific diseases and stress are complex and often unclear, it has long been accepted in the health literature that negative health outcomes and stress are related. Nursing is a particularly …
Visible minorities still face barriers that impede their success in the workforce. The most powerful force preventing them from entering the labour market and climbing the corporate ladder is systemic discrimination. This paper seeks to shed some light on the damaging effects of systemic discrimination through the eyes of visible minorities. It contends that the …
This discussion paper reports on research that looked at whether the relationship between employee intention to quit and human resource management (HRM) changed based on union membership. The investigation first considered whether HRM reduced or increased an employee’s intention to quit. Next, the moderating effect of union membership on the relationship between HRM and quit …
What do top leaders want from HR professionals? The following information, drawn from the author’s ongoing research, provides valuable insight into what CEOs think HR managers are doing well and what competencies need developing. In general, the CEOs agreed that their HR departments did a good job in the transactional aspects of their work but …