We know that men and women must be paid equally for jobs of equal value so we can assume that pay discrimination is not the explanation for the recently reported gender pay gaps in most organisations. Our analysis suggests that the cause is something much, much deeper. Deep in society. And no amount of castigating employers will fix it. As a society, universally, women are paid less than men. And we have to fix the attitudes that cause this - in the family, schools and society as a whole.
A series of blogs for 2021, designed to be consumed as podcasts, but using a single overview slide. Each is on a single management topic or everyday event. Each takes less than three minutes to consume. Just click to view the list and get the latest.
Many firms want to contract with foreign workers working in foreign countries. There is much debate about whether it is right for the UK employer to issue a UK employment contract to those foreign workers. We would generally say not and here’s the rationale. We argue that the choice of law in employment contracts should always be local law (unless work is done in many countries).
• Defining leadership and the practical effects of manager intervention on staff motivation.
• Understanding that managers lead and that leadership is a management role.
• Setting out the difference between leadership approaches and leadership styles.
• Introducing some practical leadership interventions for managers.
• Introducing leadership approaches and how to select the right approach.
• Discussing how to do leadership day to day.
Managers can find it extremely attractive to ‘employ’ foreign staff resident abroad. Engaging workers in foreign countries is complex. In many cases it is better to trade at arms length through business to business agreements, paying against invoice. But that won't suit many firms, particularly where they have constraining upstream contracts. They must employ workers locally. Here are all the issues for firms wanting to gain worker services in both EU and non-EU countries.
Home working is where the firm extends its business activities from its premises to an employee’s home. A small part of the employee’s home is taken over by the firm for its benefit and the employer must acknowledge this. That simple paragraph needs careful consideration, case by case, home worker by home worker, to ensure that the scenario is lawful, controlled and beneficial to both parties.