Reject and Resubmit: A Formal Analysis of Gender Differences in Reapplication and Their Contribution to Women’s Presence in Talent Pipelines

Authors: Isabel Fernandez-Mateo, Brian Rubineau and Venkat Kuppuswamy

Authentic feedback is necessary to organizational growth, but leaders themselves must set the tone

We want everyone to thrive and succeed in the workplace, says Prof. Patricia Faison Hewlin, but organizations need feedback from their employees for relationships to develop and to learn from mistakes, to improve, to innovate. But asking people to speak up is its own challenge.

Delve: How Organizations Can Increase Gender Diversity by Rethinking Job Recruitment, with Brian Rubineau

In the past few years of the Covid pandemic, many people have left or lost their jobs and sought out new ones. Who has succeeded and who hasn’t depends not only on merit and ability, but on who you know—word-of-mouth is one of the most common ways that people learn about and are encouraged to apply for jobs. And who you know typically reflects your gender, race, and other influential differences that in policy terms are markers of diversity.

AI is advancing, but people management still requires a human touch

Data could tell you a lot about your employees’ performance, capabilities, and even mental health. But there are risks associated with using algorithms to process this type of data. Artificial intelligence isn’t yet sophisticated enough to deal with the nuances involved.

Employees duties may differ from those in job postings

The job that you think you are applying for can be pretty different from the work that you actually do. It’s crucial to know why this happens, says Associate Professor Lisa Cohen.  Sometimes hiring managers do not know precisely what their organization will need in the months and years to come. In other cases, the organization’s needs are evolving, and it needs to adapt to changing circumstances.

Delve: Why the Job You Apply For May Not Be the Job You Get

When most people apply for jobs, they expect the job description to match the job that will be filled. But between the interview and the actual hiring, job duties sometimes evolve. At a time when many people are making career changes and employers are facing uncertainties and struggling to find employees, understanding why jobs change is crucial.

Delve: Remix or Reinvent? How Deviance Can Drive Careers in the Creative Community of EDM, with Amandine Ody-Brasier

When does deviance from the norm propel a career or stop it in its tracks? Call it law-breaking or call it creative license, in creative industries and occupations, intellectual property concerns can make or break reputations, careers, and companies. Ask the creators themselves whether something is deviant, illegal, or illegitimate and the answers aren’t simply yes or no, they’re varying shades of grey.

In the Midst of Hiring: Pathways of Anticipated and Accidental Job Evolution During Hiring

Authors: Lisa E. Cohen and Sara Mahabadi

Publication: Organization Science Volume 33, Issue 5, September-October 2022, Pages 1938-1963

Abstract:

Inaccurate job descriptions can have unanticipated effects

A job description can be pretty different from the job itself. Sometimes this can be because the hiring organization’s needs are evolving, and they are responding to these changes, write Professor Lisa Cohen and PhD candidate Sara Mahabadi in The Conversation.

Employee monitoring software could alienate remote workers

Remote work promised office workers more freedom and flexibility, but digital surveillance tools are already eroding that. Some employers use digital surveillance tools that monitor employees’ computer activity by logging the keystrokes on their keyboard, and even taking web cam photos to ensure that they are dutifully staring at their screens.

Inauthenticity in the workplace can harm diversity and inclusion

Leaders are often faced with being their authentic self or doing what it takes to succeed. Decisions taken by senior management in the face of this authenticity dilemma can set a negative example for their juniors. This can be particularly insidious for people from underrepresented groups who may feel the need to suppress their identity to progress in their career.

Delve: Where Artificial Intelligence Meets Management Insights and Solutions

How can Artificial Intelligence augment and even improve management of and within organizations? In the interdisciplinary arena of management, AI is being applied to big-picture issues of organizational strategy and supply chain operations, as well as the ethical details of human resources and the many moving parts of the retail industry.

The four-day work week can reduce turnover, reduce recruiting requirements

About a year ago, Poche et Fils conducted a trial of the four-day work week that has since become permanent. Employees at the Montreal-based clothing companies receive the same pay as when they were working five days a week, and the company has sought to maintain the same productivity too. The first step was identifying tasks that were time-consuming and useless -- and eliminating them. But there are other ways that a shorter work week can save time too.

After unionization, corporate foot-dragging is a challenge to contract negotiation

Unionization is having a moment. Employees at Amazon, Starbucks and Apple have all held successful union drives. But forming a union and negotiating a contract are not the same thing. In a 2008 study, Desautels Prof. John-Paul Ferguson found that union election victories resulted in first contracts only 56.3 per cent of the time. “It’s even harder now,” says Ferguson.

Prof. Ody-Brasier's paper named 2022 Carolyn B. Dexter Award Finalist

Congratulations to Amandine Ody-Brasier, Associate Professor in Organizational Behaviour, whose paper "Deviance as a Means to Build a Legitimate Career: Evidence from the EDM Industry” has been named 2022 Carolyn B. Dexter Award Finalist at the Annual Meeting Program Awards of the Academy of Management (AOM).