Todd's Thoughts: Breaking the Cycle

I don't think I'm the only one who had a hard time taking the UAW strikes seriously. Not only were they short lived, but they seemed hollow from the very start. Usually, when a group of under-paid and unappreciated workers strike for fairness in the workplace, their picket signs are adorned with powerful slogans and goals. All I remember seeing this time were plain white signs that said "UAW on Strike." Seems the UAW is aware they're not evoking much sympathy anymore. Unions once served an invaluable purpose, but the UAW is one in particular that has not caught up with the times.

The whole short-lived incident seemed like a dog and pony show to appease membership than anything else. Unfortunately, the one thing the UAW does not seem interested in is reinvesting in its current members, and this latest agreement is just further contributing to the slow
decline of the auto industry and its workers.

Smart businessmen realize the days of over-paying jobs for under-educated, as in, no college degree or certified skill set, workers are quickly becoming a thing of the past.  The future economy of Michigan will balance out with appropriately-waged jobs for appropriately educated/skilled people.

The UAW could reinvest in itself, and provide a tremendous member benefit,  by furthering member education, rather than holding onto outdated benefits like the jobs bank.

Changes likes these are inevitable, and for Michigan, necessary.

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Creativity Counts

Companies, especially smaller ones, often depend on big ideas and a creative team of employees to develop innovative products and services. But a new survey shows that many U.S. workers suffer from a lack of creative stimulation at their jobs.

In a study of 674 full- and part-time workers, 88 percent said they consider themselves creative, but only 63 percent said they are putting their creative abilities to use on the job, according to an Ipsos Public Affairs survey commissioned by the Fairfax County Economic Development Authority.

When asked about their company's creative potential, 39 percent of respondents said they do not think of their company as a creative entity. Nevertheless, the survey found that 75 percent of workers believe their employers value their creativity. Economic experts have termed this phenomenon the "creativity gap," or the disconnect between the creative resources available and those being employed.

In fact, the survey illuminates just how eager some employees are to work for a company that they view as creative. One in five respondents said they would leave their job for a workplace where they could be more creative, even if it meant earning less money. Another 29 percent of respondents said they would move their place of residence to be part of a more creative community. That number was higher -- at 37 percent -- for younger workers, ages 18-34.

Source: Tamara Schweitzer, Inc.com

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Retaining Young Talent Won't Be Easy

Employers can expect a struggle trying to retain young talent for the long haul, as 61 percent of survey participants say they will stay at their first job for less than three years.

About 250 college students and recent grads from across the country participated in the June study by Manpower subsidiary Right Management.

The new mantra may cause problems for employers, given the soaring cost of employee turnover. On average, companies spend 2.5 times an individual's salary to find a replacement, which includes recruiting, training, lost productivity and severance payments.

According to survey respondents, there are three incentives employers can offer to make staying at a company worthwhile—the ability to grow from within, a workplace that offers flexibility and an environment where there is camaraderie. Having sufficient career development opportunities is important for any company that wants to hold on to Gen Y'ers. Gen Y'ers also are drawn to an employer that offers a positive work/life balance, the survey reveals.

Survey respondents also value a workforce environment where they enjoy good rapport with bosses and co-workers.

Source: Gina Ruiz / WorkForce.com

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