Previous Article Next Article Related posts:No related photos. Comments are closed. A question of loyaltyOn 26 Mar 2002 in Personnel Today Whatis the ‘correct’ level of staff turnover, and how long should you stay in onejob? When an employee is frustrated in their role, what should a company do toretain their productivity, asks Stephen OverellAll humans love habit and nothing seems more natural than celebrating longservice. By tradition, decades of toil during which an employee became, if notintegral to the operation, then at least part of the furniture, was marked bythe gift of a fob watch or crystal decanter. Nowadays, because we perceive the modern labour market to be running at sucha madcap pace, long service appears increasingly impressive. It seemssplendidly quaint that London Underground has a 40-year long service award andextremely odd that McDonald’s has one for 25 years. The idea that people diligently stick with the same employer well into theautumn of their careers provokes the same warm feelings as the famous story oflottery winner Linda Hill. In December 1996, she scooped £2m, but decided tocontinue with her £80-a-week job as a chambermaid at a Butlin’s holiday camp onthe grounds that she loved her work. “Life just wouldn’t be the samewithout it,” she told the tabloids. Retention headache If only this loyalty was more widespread. Retention represents one of HR’s mostintractable headaches. Some 35 per cent of employers believe labour turnover istoo high1. In sectors such as retail and leisure, annual turnover is more than50 per cent; in many call centres it is closer to 100. Each time an employeeleaves, it costs just under £4,000 to replace them2. For managers andprofessionals, the figure is £6,000, and is rising fast. The nation must befull of homeless decanters. But hang on. Is long service really so desirable and turnover such a curse?Long service is not the same as loyalty, and commitment is not the same asendurance: many organisations are muddled about such distinctions, if a studyby Bain and Company, the management consul-tants, is to be believed3. According to Fred Reichheld, an emeritus fellow at Bain, researchersexpected to find that workers with more than 10 years service felt a greatersense of loyalty to their employer. In fact, the opposite was true. On many measures, people who had stayed withthe same employer for longest tended to be the most dissatisfied. When asked ifthey felt their firm operated through open and honest communication, half ofthe workforce agreed. Yet for workers who had stayed with their employer formore than 10 years, the figure was 39 per cent. Some 38 per cent of allemployees believe their company “puts people above profits”. Butamong those who had been there longest, just 28 per cent agreed. They are also least likely to trust business leaders, tending to think theyare being lied to, and most likely to believe their company does not deservetheir loyalty. In the best companies, 80 per cent of the workforce reckon theiremployer deserves their loyalty. Typically, the figure is less than half. “People who have been at the same company for more than a decade aregrumpier and less happy,” says Reichheld. “If they are allowed tolanguish they can be a highly destructive presence. People needre-potting.” Striking the balance He argues loyalty needs to be understood as a two-way street, a mutuallybeneficial relationship that is open to abuse on all sides. A worker whopursues their short-term interests is disloyal; a manager who rewardsfavourites, equally so. This study was carried out in the US, where the typical professional hasworked for nine different companies by the age of 324. It seems likely that itwould be a similar story here. Certainly, on the narrow point of how loyalBritish workers feel to their employers, there is little ground for a rosyview. Career consultancy Penna Sanders & Sidney found that two-thirds of theworking population would change jobs tomorrow if they could, but are held backby anxieties over money, their age, or just that they think it is too drastic astep5. It would be intriguing to know how many managers would say they want loyaltyin their workforce, but in their heart of hearts believe it merely reflects alack of ambition. A fresh challenge? Maybe loyalty is too difficult a concept for modern organisations. Yet theBain research does suggest some arresting points. There is little commercialreason for celebrating long service per se; in many ways over-familiarpresences are a bad thing. And it also implies grave responsibilities foremployers – not just to manage performance, but to listen when people get stuckand provide clear opportunities for progression. Some staff will always be seeking further challenges in whatever role theyare in. An organisation has the choice of seeing them leave, letting themcongeal in work that bores them, or actively trying to retain theirproductivity through encouraging cross-functional moves, secondments, projectwork, rotation and job swapping. Stuck in a rut Reichheld argues that ultimately the responsibility for getting stuck incertain roles must lie with the individual. Yet, he says, people often needhelp from organisations in recognising the early signs of going stale. “Itmay sound idealistic, but the truth is that people who get stuck in jobs areunderselling themselves,” he says. Retention, in short, must never meansimply getting people to stay. However, it is perhaps also time to celebrate another old-fashioned point:any organisation with no new blood, no turmoil, no new faces, no fresh gossip,is one that is condemned to decline. So what is the right length of time to stay in a job? Labour turnover is oneof those fields where the most reliable data does not seem to support thewidely held perception that job tenure is getting shorter (though other surveysdiffer). According to Labour Force Survey, the average worker currently stays intheir job for five years and six months. It was exactly the same figure in1995, yet in 1985 they stayed for five years and two months6. While certain sectors suffer from massive and harmful turnover, it is worthremembering that they are the exception, rather than the rule. Some 75.3 percent of the working population have been in their jobs for at least six years. Just under a quarter have been with the same employer for more than sevenyears7. Six years is surely about the right balance between stability and flux. Longlive the status quo. Research Viewpoint plusRead related articles on this topic from XpertHR’s extensivedatabase free. Go to www.xperthr.co.uk/researchviewpointReferences1 Pulling Together: 2001 Absence and Labour Turnover Survey, CBI2 Labour Turnover Survey, CIPD, October 2001 3 Loyalty Rules, by Fred Reichheld, Harvard Business SchoolPress, 20014 Innovation in HRM by Alec Reed, CIPD, 20015 Taking the Plunge, Penna Sanders & Sydney, www.e-penna.com6 Labour Force Survey, ONS, 2002, www.statistics.gov.uk7 CIPD, survey (as above)Join the Xperts take a free trialby calling 01483 257775 or e-mail: [email protected] is a new web-basedinformation service bringing together leading information providers: IRS, ButterworthsTolley and Personnel Today. It features a new Butterworths Tolley employmentlaw reference manual, a research database and guidance from 13 specialist IRSjournals, including IRS Employment Review.
We continue our study of the role of curvature in modifying frontal stability. In Part 1, we obtained an instability criterion valid for curved fronts and vortices in gradient wind balance (GWB): Φ′ = L′q′ < 0, where L′ and q′ are the non-dimensional absolute angular momentum and Ertel potential vorticity (PV), respectively. In Part 2, we investigate this criterion in a parameter space representative of low-Richardson number fronts and vortices in GWB. An interesting outcome is that, for Richardson numbers near one, anticyclonic flows increase in q′, while cyclonic flows decrease in q′, tending to stabilize anticyclonic and de-stabilize cyclonic flow. Although stability is marginal or weak for anticyclonic flow (owing to multiplication by L′), the de-stabilization of cyclonic flow is pronounced, and may help to explain an observed asymmetry in the distribution of small-scale, coherent vortices in the ocean interior. We are referring mid-latitude submesoscale and polar mesoscale vortices that are generated by friction and/or buoyancy forcing within boundary layers but that are often documented outside these layers. A comparison is made between several documented vortices and predicted stability maps, providing support for the proposed mechanism. Finally, a simple expression, which is a root of the stability discriminant, Φ′, explains the observed asymmetry in the distribution of vorticity. In conclusion, the generalized criterion is consistent with theory, observations and recent modeling studies, and demonstrates that curvature in low-stratified environments can de-stabilize cyclonic and stabilize anticyclonic fronts and vortices to symmetric instability. The results may have implications for Earth system models.
FacebookTwitterLinkedInEmailPUEBLO, Colo. (AP) — The owner of a Utah minor league baseball team has backed out of a deal to move the team to Pueblo, Colorado.The Pueblo Chieftain reports Orem Owlz owner Jeff Katofsky announced his plans to relocate the team last month. Pueblo County had planned to build a $25 million multi-purpose stadium for the team.Pueblo Urban Renewal Authority Director Jerry Pacheco confirmed the change of plans in an email to officials involved in the project, saying Katofsky declined to proceed with a plan to move the team and develop three hotels. Pacheco says Katofsky cited his frustration about the way the project was progressing.Katofsky did not immediately return phone calls from the newspaper.Pueblo County Commissioner Sal Pace, a proponent of the project, declined to comment on Katofsky’s decision. Written by July 18, 2018 /Sports News – Local Owner backs out of plan to move baseball team to Colorado Tags: Orem Owlz Associated Press
The Anita Zucker Center for Excellence in Early Childhood Studiesis a campus-wide interdisciplinary center located at the Universityof Florida, administratively housed in the College of Education.Major UF collaborators include the College of Education, College ofMedicine and the Health Sciences Center, the College of PublicHealth and Health Professions, the College of Liberal Arts andSciences, and the Office of Human Resource Services. The Center isseeking applications from those interested in a postdoctoralassociate position.This position is a full-time, non-tenure track, grant-fundedposition. This position is a time limited position and continuationof this appointment is contingent upon the availability of funding,Center needs, and satisfactory performance in the position.Responsibilities:Coordinate and collaborate with Center personnel on existing Centerprojects focused on the use of large integrated administrative datato answer research questions relevant to state and local policymakers; supervise graduate research assistants, and other staffassociated with Center projects; engage in ongoing research andscholarship activities and build an independent line of researchthat aligns with the mission of the Anita Zucker Center; engage indissemination activities, including scholarly reports andpublications; and perform other relevant Center and professionalservice activities.Required Qualifications:All applicants must hold a minimum of a doctoral degree ineducational psychology, research and evaluation methods, or arelated field.Desired Qualifications:Preferred applicants will have direct experience managing largeresearch data sets, knowledge of a range of research methodologies(parametric, non-parametric, group experimental, correlational,single-subject experimental, qualitative), advanced data analysisskills, and competencies with advanced statistical software such asR, SAS, and ESRI ArcMap. Preferred applicants will demonstrate theability to produce verbal and written communication appropriate fora range of audiences, including scholarly reports and publications.Candidates should have demonstrated interpersonal skills thatfoster teamwork and collaboration, the ability to work effectivelyindividually and as part of a team; and the ability to coordinatemultiple projects and staff.Candidates must be supportive of the mission and goals of the AnitaZucker Center for Excellence in Early Childhood Studies. Candidatesmust have the desire and ability to foster and engage ininterdisciplinary, collaborative research, training, or technicalassistance.Applicants for the position should attach: (1) a letter ofapplication addressing required and desired qualifications, (2)curriculum vita, and (3) contact information for at least threereferences. Applicants should reference requisition 67618.Candidates should submit application materials electronically athttps://jobs.ufl.edu . Inquiriesabout the position can be addressed to Dr. Herman Knopf [email protected] or Dr. Patricia Snyder at [email protected] candidate will be required to provide official transcript tothe hiring department upon hire. A transcript will not beconsidered “official” if a designation of “Issued to Student” isvisible. Degrees earned from an education institution outside ofthe United States are required to be evaluated by a professionalcredentialing service provider approved by National Association ofCredential Evaluation Services (NACES), which can be found athttp://www.naces.org/ .The University of Florida is An Equal Employment OpportunityInstitution. If an accommodation due to a disability is needed toapply for this position, please call 352/392-2477 or the FloridaRelay System at 800/955-8771 (TDD). Hiring is contingent uponeligibility to work in the US. Searches are conducted in accordancewith Florida’s Sunshine Law.The selection process will be conducted in accordance withFlorida’s “Government-in-the-Sunshine” and Public Records laws.Search committee meetings and interviews are open to the public,and applications, CVs, and other documents related to the searchmay be available for public inspection.The University of Florida is strongly committed to the diversity ofits workplace. The College of Education shares this commitment andeagerly invites applicants from diverse backgrounds to apply forthe position.#Category=80The University of Florida is committed to non-discrimination withrespect to race, creed, color, religion, age, disability, sex,sexual orientation, gender identity and expression, marital status,national origin, political opinions or affiliations, geneticinformation and veteran status in all aspects of employmentincluding recruitment, hiring, promotions, transfers, discipline,terminations, wage and salary administration, benefits, andtraining.
EPD Chief Recommends 3 Officers Be Terminated, 1 Demoted – 44News | Evansville, IN44news.wevv.comThe fate of four Evansville Police Officers will lie in the hands of the Police Merit Commission. Earlier this week Chief Billy Bolin placed four officers on paid administrative leave following an accusation of excessive force. The incident occurred during a Saturday morning arrest. Bolin says the officers filed official documents claiming the man they … CLICK ON LINK TO WATCH VIDEO: FacebookTwitterCopy LinkEmail
Inter LINK Foods is to close the recently-acquired Hoppers Farmhouse Bakery in a bid to consolidate operations. The 16,000sq ft factory in Herne Bay, Kent, will shut its doors early next year, with the loss of 130 jobs, when production will transfer to Inter Link’s highly automated 70,000sq ft Blackburn bakery.Chief executive Paul Griffiths told British Baker that the factory was too small and would have needed modernising and further investment to make it more efficient. He insisted that it was a very good business which made 120 million mince pies last year – one of its specialities. However, this meant it had always been seasonally-biased and brought in the bulk of its profits in the run-up to Christmas. Said Griffiths: “We laid people off in January, but that happens every year because of the nature of the business.”Inter Link bought the family company in 2004 for £5 million, saying it was confident that it would grow rapidly with the greater resources of the Inter Link Group behind it. Two years on, it was working to see if it could mitigate the closure. “Some employees may choose to move up to the northern factory but it won’t suit everyone, which means there will be redundancies. We are working with the union and local representatives to come up with a plan of action for them.”The cake giant suffered its first major setback earlier this year, blaming unsuccessful promotional activity for a surprise profit warning. Like-for-like sales were up by 8% at £130m – £10m less than forecast. “This is all about consolidating our manufacturing operations, which is as important to us as acquisitions,” said Griffiths, “although if the right deal came along, we would look at it.”
Irwin’s bakery has reported a turnover of £29.m, but also a loss of £128,574 for the year ending 29 March 2015. Northern Ireland’s biggest independent bakery had a turnover of £29.6m – down slightly on turnover in 2014 of £32.8m – but still finished the year in the red, according to figures published this week on Companies House.The company had a “disappointing year, largely as a result of very competitive trading conditions”, according to the report. While it generated a loss of £128,574 for the year ending 29 March 2015, this compared favourably to the loss of £534,096 reported a year earlier.Irwin’s reported net current liabilities of just over £4m, compared to £4.2m for the year ending 30 March 2014.Its turnover was double that of its closest rival, McErlain’s in Magherafelt, (which trades as Genesis Crafty), but McErlain’s recorded a pre-tax profit of £500,000 in its most recent financial year.The futureLooking forward, the report said: “The directors have every expectation that the action plan in place will deliver improved financial performance and lead to sales and profit growth over the coming year.”Irwin’s ranges in Morrisons, Waitrose, Tesco and Sainsbury’s include Paul Rankin breads and bun brand Howell’s.
Popular audio and headphones brand, Bose, revealed their plans to step into the fashion realm on Tuesday, as the Massachusetts-based consumer electronics company are giving music fans their first look at the new audio-enabled premium sunglasses known as “Frames.” The battery-powered sunglasses will function as wireless headphones, in addition to being fully AR compatible.According to Bose’s announcement, the black sunglasses look very similar to a standard set of Ray-Ban Wayfarers, except Frames actually carry the functionality and performance of wireless headphones. A promotion-only version of the glasses were initially showcased down at Austin, Texas’ SXSW earlier this year, as seen in the video below.The updated version(s) were revealed on Tuesday, which come in two styles, square and angled, or round and slightly smaller–because outfits should obviously come with options. The scratch and shatter-resistant shades have the capability of blocking up to 99% of UV rays, while featuring tinted lenses and gold-plated steel hinges with charging pins.Bose ‘Frames’ Audio-Enabled Sunglasses[Video: Engadget]From a technical perspective, anyone who has ever purchased a pair of Bose headphones (if you haven’t, you 100% should add them to your holiday wish list immediately) should be pleasantly surprised at the audio capabilities of these sunglasses. In addition to streaming music, making calls, and accessing virtual assistants, the shades will keep any information such as playlists or conversations completely private. The audio will come from a “wafer-thin acoustic package” which can be found inside each of the sunglasses arms, rather than sticking some small bud, easily-losable inside your ears. The shades offer both touch and voice control through a small microphone located near the right temple. The multi-function button for power and pairing systems including Siri and Google Assistant can also be found near the microphone.Frames are also AR compatible, making them the first commercial product released to market with an embedded Bose audio augmented reality platform. Bose AR won’t change what you see, but knows where you are and what direction you’re facing thanks to a 9-axis head motion sensor and the GPS from any connected iOS or Android device, while adding a layer of audio. The glasses’ lithium battery also lasts up to 3.5 hours.“Bose Frames are both revolutionary and practical,” Mehul Trivedi, director of Bose Frames added in a statement to go with Tuesday’s announcement. “They look and act like classic sunglasses — until you turn them on. And then you’re connected to your phone, contacts, the web, and all its audible content, just like headphones. There’s nothing else like them.”Frames will become available for public purchase starting January 2019, and come at a pretty reasonable price of just $199. Bose AR apps are also set to arrive sometime in the coming year. Take that Facebook and Amazon. [Photos: Bose][H/T TechCrunch]
Load remaining images After marching North on the nation’s capital and the biggest city in the country, Widespread Panic returns to the southern side of the Mason-Dixie for a three-night stay in Durham, North Carolina. The town is home to the Duke Blue Devils who are currently battling through the gauntlet that is the NCAA tournament. The Blue Devils game against Virginia Tech coincided with the starting time of the show; the fanatic energy cross-pollinated adding to the chaos of a Widespread Panic show. The band chose the Durham Performing Arts Center – DPAC for an intimate show for 2,700 lucky fans in a newly-built, and acoustically pristine venue.Getting it going in Durham, Widespread introduced the first night in the same way they opened disc two of Light Fuse, Get Away–with a swampy take on the Talking Heads’ “Papa Legba” with Jimmy Herring playing the part of the voodoo deity. Herring kept sizzling throughout a nasty rendition of “Junior” with Dave Schools echoing JB’s raunchiness. “Junior” was written by mixing several of Junior Kimbrough’s songs, who shared a record label with JoJo Hermann at Fat Possum Records. Nonstop action continued as JoJo took the control of this unstoppable force with a classic performance of “One Armed Steve” reliving his first show with the band. A funky transition highlighted Schools’ telekinetic abilities as his powerful fingers crushed out the melodies. Another original was added to the sequence with a saucy “Old Neighborhood” before coming to a resounding stop.Fellow Georgia rockers, Bloodkin, lent the next piece of the setlist with a sweet “Can’t Get High” that JB absolutely annihilated. Jerry Joseph co-wrote the next tune “Time Zones” which JB remained possessed until JoJo came out of left field with a dazzling piano solo. Taking “Old Joe” off the shelf, Widespread mellowed the vibe as JB brushed off the cobwebs with his slightly creepy awesomeness. The original from Don’t Tell the Band hasn’t been played since 2017’s Red Rocks run, over sixty shows ago.To end the solid first set, Widespread Panic combined two original crowd favorites that have been staples to their repertoire since the 80’s. Dave Schools led the way down a scenic “Stop-Go” with JB strutting and crowing along the way. The intensity carried into a phenomenal “Rock” which ended with a sizzling JB and Schools call-and-response as Duane Trucks punctuated the beat. With a nod and a wave, the band disentangled themselves from their instruments and went backstage to watch the end of the UNC v. Auburn game.Right on cue, as Auburn pulled off a surprising upset over UNC, the Panic men reemerged from the shadows to resume the destruction of this beautiful theater. Continuing the trend of instrumental openers, Widespread Panic performed a lengthy “Happy” which built in speed and intensity until Herring engaged the thrusters and took the metaphorical spaceship into light speed. To follow, the Panics played an unusual cover of The Meters’ “Ain’t No Use” before transitioning into an inverted introduction of Vic Chesnutt’s “Blight.” The big devil, Schools, opted for fiendish laughs instead of political jabs after the second verse and maintained a commanding grasp over the song.As a nod to Opening Day and the new season of baseball, Widespread played a bouncing “Rebirtha” sporting lyrics of “Since the big leagues left us dry” and “I know a town where real life’s a game / and baseball’s all that’s real / At night all the faces light up / as the players take the field.” Like bacon sizzling on the skillet, WSP kept the tasty jams coming with a suave segue into “Tall Boy” featuring a tandem vocal attack from JB and JoJo. They continued to tag-team the vocal duties for a sexy “Visiting Day” with JoJo admitting “I’ll sing a sad song / if you get me high!”. Another baseball reference–we all know how much JoJo loves his baseball (for more information: see Mets hat that graces his head 90% of the time since 1990) was touched upon with the lyrics of “Eatin’ chicken / on a hill / with Will” which refers to Willie Stargell of the 1979 Pittsburgh Pirates notoriety.From Wikipedia:Bob Prince, the colorful longtime Pirate radio announcer, would greet a Stargell home run with the phrase “Chicken on the Hill”. This referred to Stargell’s ownership of a chicken restaurant in Pittsburgh’s Hill District. For a time, whenever he homered, Stargell’s restaurant would give away free chicken to all patrons present in the restaurant at the time of the home run, in a promotion dubbed “Chicken on the Hill with Will”. Prince himself once promised free chicken to listeners if Stargell hit a home run; Stargell did homer and Prince picked up a $400 bill at the restaurant.A gravity-defying “Surprise Valley” was half-way released before a wild ride of a jam that had several teases–including “Vacation”. Remaining in the realms of insanity, Widespread played a “Greta” that transformed the audience into a “pack of rabid dogs” led by the howling dire-wolf, Dave Schools. Duane Trucks and Sonny Ortiz beat their percussion kits in an amalgamated rhythm building momentum until the second half of “Surprise Valley” was ready to retake flight. To close the second set, Dave Schools led a romp through their harrowing interpretation of Franz Kafka’s Metamorphosis with a bass-heavy “Imitation Leather Shoes”.Though many expected a “Me and the Devil Blues” to honor Duke’s basketball team, Widespread Panic returned to stage to play a length “Diner” encore for the first time in this setlist position since 1993. JB rapped a smooth “kicked out of my bed early this morning” rap that riled up the audience which had the same energy and passion as the Cameron Crazies. Icing the night, JoJo Hermann transitioned into an uplifting cover of Billy Joe Shaver’s “Chunk of Coal” with the promise that “I’m gonna be a diamond someday.”Small note that both of these encores had the word “blue” in them with “even time she gets covered in blues” and “I’m gonna glow and grow / ‘Til I’m so blue, pure perfect”. Whether this was in honor of the Blue Devils or not, it has yet to be determined. As the band left the stage, the crowd shuffled off to catch the closing minutes of Duke v. Virginia Tech as Duke survived for the second week in a row with their opponent missing the buzzer beater lay-up tip-in. Duke plays Michigan State tomorrow in the Elite Eight; a wise man can bet his bottom dollar that “Me and The Devil Blues” will appear sometime before the end of the run.“Tall Boy”[Video: Bob Law]The six-piece powerhouse of rock and roll returns tonight for the second night at DPAC. Music started at 8 ET last night, and you can expect the same for tonight. As with every show from the past two weekends, Saturday will bring the heat, and Sunday will leave you in pieces. Round 2 tonight, have fun, be safe.Setlist: Widespread Panic | Durham Performing Arts Center | Durham, North Carolina | 3/29/19Set 1: Papa Legba, Junior, One Arm Steve > Jam > Old Neighborhood, Can’t Get High, Time Zones, Old Joe, Stop Go > Rock (63 mins)Set 2: Happy, It Ain’t No Use > Blight, Rebirtha > Jam, Tall Boy, Visiting Day, Surprise Valley > Jam > Greta > Lil’ Drums > Surprise Valley, Imitation Leather Shoes (95 mins)Encore: Diner > Chunk of Coal (19 mins)Notes [‘Old Joe’ LTP 6/23/17 Red Rocks (65 shows); LTP ‘Diner’ in encore 10/11/93 Columbus, GA]Widespread Panic | Durham Performing Arts Center | Durham, North Carolina | 3/29/19 | Photos: Chris Burgess Photo: Chris Burgess
Dean James Ryan has announced the appointment of 11 new faculty members to the Harvard Graduate School of Education.“I am thrilled that these 11 new faculty will be joining our community. Following a number of retirements and departures, and with the addition of new programs like Harvard Teacher Fellows and the Ph.D. in education, we are excited to be welcoming so many talented scholars and leaders across several priority areas for the School,” Ryan said. “I am grateful to the search committees who have devoted a great deal of effort to ensuring our success in growing our faculty ranks, and I welcome the variety of methods, diverse areas of focus, and commitment to collaborative work — both within HGSE and across the University — that these new faculty collectively demonstrate.” Read Full Story