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A chief executive officer (CEO) is the highest officer charged with the management of an organization – especially a company or nonprofit institution.
United Way is an international network of over 1,800 local nonprofit fundraising affiliates. Prior to 2015, United Way was the largest nonprofit organization in the United States by donations from the public. Individual United Ways mobilize a single fundraising campaign to raise money for various nonprofits, with most donations coming through payroll deductions.
Mentorship is the patronage, influence, guidance, or direction given by a mentor. A mentor is someone who teaches or gives help and advice to a less experienced and often younger person. In an organizational setting, a mentor influences the personal and professional growth of a mentee. Most traditional mentorships involve having senior employees mentor more junior employees, but mentors do not necessarily have to be more senior than the people they mentor. What matters is that mentors have experience that others can learn from.
Work-to-rule is a job action in which employees do no more than the minimum required by the rules of their contract or job, and strictly follow time-consuming rules normally not enforced. This may cause a slowdown or decrease in productivity if the employer does not hire enough employees or pay the appropriate salary and consequently does not have the requirements needed to run normally. It is a form of protest against low pay and poor working conditions, and is considered less disruptive than a strike; obeying the rules is not susceptible to disciplinary action or loss of pay. It can also highlight rules that are technically in place but impractical and thus hamper the organization, if they were to be followed as written.
The Conference Board, Inc. is a 501(c)(3) non-profit business membership and research group organization. It counts over 1,000 public and private corporations and other organizations as members, encompassing 60 countries.
Workforce productivity is the amount of goods and services that a group of workers produce in a given amount of time. It is one of several types of productivity that economists measure. Workforce productivity, often referred to as labor productivity, is a measure for an organisation or company, a process, an industry, or a country.
Workplace wellness, also known as corporate wellbeing outside the United States, is a broad term used to describe activities, programs, and/or organizational policies designed to support healthy behavior in the workplace. This often involves health education, medical screenings, weight management programs, and onsite fitness programs or facilities. It can also include flex-time for exercise, providing onsite kitchen and eating areas, offering healthy food options in vending machines, holding "walk and talk" meetings, and offering financial and other incentives for participation.
Gallup, Inc. is an American multinational analytics and advisory company based in Washington, D.C. Founded by George Gallup in 1935, the company became known for its public opinion polls conducted worldwide. Gallup provides analytics and management consulting to organizations globally. In addition the company offers educational consulting, the CliftonStrengths assessment and associated products, and business and management books published by its Gallup Press unit.
In human resources, turnover refers to employees who leave an organization. The turnover rate is the percentage of the total workforce who leave over a certain period. Organizations and wider industries may measure their turnover rate during a fiscal or calendar year.
Positive psychology is defined as a method of building on what is good and what is already working instead of attempting to stimulate improvement by focusing on the weak links in an individual, a group, or in this case, a company. Implementing positive psychology in the workplace means creating an environment that is more enjoyable, productive, and values individual employees. This also means creating a work schedule that does not lead to emotional and physical distress.
Alexandra Levit is an American writer, consultant, speaker, workplace expert, and futurist. She has written ten business and workplace books and is currently a nationally syndicated columnist for the Wall Street Journal. In 2019, she was named to "The Thinkers 50 Radar" List. In 2021, she received a certification in strategic foresight from the University of Houston.
Narcissism in the workplace involves the impact of narcissistic employees and managers in workplace settings.
The Great Resignation, also known as the Big Quit and the Great Reshuffle, was a mainly American economic trend in which employees voluntarily resigned from their jobs en masse, beginning in early 2021 during the COVID-19 pandemic. Among the most cited reasons for resigning included wage stagnation amid rising cost of living, limited opportunities for career advancement, hostile work environments, lack of benefits, inflexible remote-work policies, and long-lasting job dissatisfaction. Most likely to quit were workers in hospitality, healthcare, and education. In addition, many of the resigning workers were retiring Baby Boomers, who are one of the largest demographic cohorts in the United States.
Tang ping is a Chinese slang neologism that describes a personal rejection of societal pressures to overwork and over-achieve, such as in the 996 working hour system, which is often regarded as a rat race with ever diminishing returns. Tang ping means choosing to "lie down flat and get over the beatings" via a low-desire, more indifferent attitude towards life.
A lazy girl job is an easy, usually white-collar, job with good pay where an employee can quiet quit. The term was coined in 2023 by Gabrielle Judge, also known by screen name "antiworkgirlboss" on Instagram, in response to hustle culture, the Great Resignation, and worker exploitation. Although the trend is centered around women, she says men can have lazy girl jobs too. Judge explained the term was a marketing gimmick in order to raise awareness about "toxic workplace expectations" and is not about celebrating laziness.
In human resources, resenteeism refers to a form of professional dissatisfaction wherein individuals choose to remain in unfulfilling jobs breeding resentment and a sense of entrapment. This is because they either unable to find a more applicable position, or are concerned about the perceived risks associated with changing employment. Individuals experiencing resenteeism will have poor employee engagement and may appear disillusioned, embittered, miserable, and unhappy. Resenteeism arose following the COVID-19 pandemic and the Great resignation where people reevaluated their work-life balance in the face of cost-of-living increases and is an extension of quiet quitting. Resenteeism is a form of occupational burnout.
Loud quitting refers to a type of employee disengagement in which individuals openly share their discontent, desire for change, and intention to leave. These individuals may refuse to do tasks that they deem unnecessary and by sharing their contempt with colleagues, may spread their disenchantment and disengagement. Loud quitting may arise from perceived workplace inequities, subpar compensation, and an unresponsive employer.
Sanna Malinen is a Finnish–New Zealand psychology academic, and is a full professor at the University of Canterbury, specialising in social and organisational psychology.
In human resources, quiet hiring refers to the practice of having an employee take on a new responsibilities or a role within their company due to need. The role may be temporary or permanent, and the reassignment may not align with employee interests. Quiet hiring often occurs during economic slowdowns as a cost-saving measure.
In human resources, rage applying refers to the application to a large number of jobs, typically online, when an employee is fed up with their current role. An individual may be prompted to begin rage applying after they've been denied a promotion or raise, feeling unrecognized, or under appreciated. Rage applying is a response to quiet quitting and may be felt as a form of empowerment or revenge against an employer. Rage applying can also allow an individual to understand their current market value.
References
- ↑ Whitton, Emily (Feb 9, 2023). "Quiet thriving: What is it (and how do you do it)?". Happiful. Retrieved 24 June 2024.
- ↑ "What is 'Quiet Thriving'?". Natural HR. 6 March 2023. Retrieved 24 June 2024.
- ↑ Ward, Fiona (6 February 2023). "Is 'Quiet Thriving' the New Workplace Trend We Should All Be Channeling?". Glamour. Retrieved 24 June 2024.
- ↑ Bhaimiya, Sawdah (Jul 9, 2023). "Stop quiet quitting and start 'quiet thriving' to build resilience and help find joy in your job, experts say". Business Insider. Retrieved 24 June 2024.
- ↑ Stillman, Jessica (Jul 20, 2023). "7 Small Changes to Go From Quiet Quitting to Quiet ThrivingNearly 60 percent of us are disengaged at work. Experts say small shifts can help you thrive". Inc. Retrieved 24 June 2024.
- ↑ Rezvani, Selena (15 August 2023). "Forget 'quiet quitting' – 'quiet thriving' may be the next big workplace trend". MSNBC.com. Retrieved 24 June 2024.
- ↑ Jean Chatzky (2023). "Is "Quiet Thriving" the new "Quiet Quitting?" With Erica Keswin". HerMoney Podcast. Retrieved 24 June 2024.
- ↑ Ellera, Laura; Jamali, Dma Rachid; Caldwell, Cam (June 2023). "'Quiet Quitting' and 'Quiet Thriving'--Flourishing in the Modern Organization". The Journal of Values-Based Leadership. 16 (2). doi:10.22543/1948-0733.1477. Gale A756883599 . Retrieved 24 June 2024.
- ↑ Gooch, Kelly (3 October 2023). "'Quiet thriving' a positive spin on 'quiet quitting'". www.beckershospitalreview.com. Retrieved 24 June 2024.
- ↑ Alderman, Lesley (17 July 2023). "Advice | You've heard of 'quiet quitting.' Now try 'quiet thriving.'". Washington Post. Retrieved 24 June 2024.
- ↑ Zaki, Adam (March 10, 2023). "5 'Quiet' Workplace Trends CFOs Need to Know". CFO. Retrieved 24 June 2024.
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