When lifestyle guru and entrepreneur Martha Stewart was convicted in March 2004 of lying to investigators, her namesake company’s share price dropped amidst speculation that her media empire was ending. But Stewart proactively opted to serve her prison sentence while appealing the conviction.
When employees sign noncompete agreements, they are bound from changing jobs within their industry or breaking out to start a company on their own. These agreements have been upheld in most states based on an employee’s freedom to enter into contracts. But what are the consequences for the labor market as a whole when these contracts are enforceable and used en masse? New research finds that the mass use of enforceable noncompetes is associated with negative consequences for the whole labor market, even for those who don’t have to sign them.
Front-line workers resent managers who ignore their input. But research from the University of Maryland’s Robert H. Smith School of Business puts the blame elsewhere when ideas get stifled or punished at the bottom of the corporate hierarchy.
Equal pay for equal work. It’s a simple notion, but one that’s surprisingly hard to implement without buy-in from upper management and quantitative tools for decision support.
How do high-performing organizations learn and adapt their routines and procedures? Do they look to constantly bring new information into their processes? Are they quick to adopt new ways of doing things at the individual and organizational levels?
Researchers at the University of Maryland’s Robert H. Smith School of Business sought to answer those questions, examining not only individuals within the organization, but also how the interplay between organizational and individual characteristics enhances or inhibits assimilation of newly available information.
Why Men Stay on the Sidelines for Gender Parity
As gender inequality in the workplace continues, organizations are launching gender parity programs to combat the pervasive problem. But diversity officers and leaders are facing a roadblock: Men, who often constitute the majority in organizations and hold more positions of power and influence, just aren’t interested in initiatives aimed at creating gender parity.
Turn Off ‘Automatic Pilot’ Mindset to Boost Compliance