D. Gargi🎖️’s Post

This is an interesting article that I have read about the work so far. The article discusses the changing landscape of work and the need for "good work." It highlights the increasing number of people quitting their jobs due to issues like low pay and lack of promotion. It also questions the definition of good work, focusing on intrinsic qualities of work beyond pay and benefits. And then, it introduces Immanuel Kant's definition of work as skilled labor and distinguishes between art and science in work. The concept of "productive indeterminacy" is emphasized, suggesting that judgment and creativity in work make it more fulfilling. The article also criticizes the modern organization of work for reducing the level of judgment required by workers and argues that management often dictates the work process, leaving workers as rule-followers. It concludes that good work should involve both judgment and fair compensation, challenging the notion that "more jobs" are the solution to work-related issues.

🔍 The Great Job Conundrum: What Makes Work Truly Good? In today's rapidly changing job market, many are feeling the pinch. With more people quitting jobs than in the past 20 years and real wages for non-managers stagnant since the early 1970s, there's a growing sentiment: work isn't working for us anymore. The gig economy, with its promise of flexibility, often means hustling on the side to make ends meet. But what truly defines "good work"? 🤔 The U.S. Department of Labor and the UK's 'Good Work' report emphasize fair practices, benefits, and opportunities. Yet, these definitions often overlook the intrinsic value of the labor itself. Enter Immanuel Kant. In his "Critique of Judgment," he offers a fresh lens. For Kant, art is a form of skilled labor, emphasizing the essence of work beyond its extrinsic rewards. It's about the freedom, creativity, and judgment involved in the act of laboring. But, in our capitalist structures, many workers find themselves executing their bosses' visions, often devoid of personal judgment or creativity. This division between planning and execution makes many feel like cogs in a machine, rather than artists at a canvas. Kant's insights challenge us to rethink our definition of "good work." It's not just about the paycheck or the title. It's about the freedom to exercise judgment, the creativity involved, and the very human essence of labor. So, the next time someone talks about creating "more jobs," let's ask: What kind of jobs? And more importantly, will they be good ones? LinkedIn | LinkedIn for Creators

Promotions Unleashed: A Bold Strategy or a Dicey Gamble? . In the current climate of economic uncertainty and escalating living costs, employees seek strategies to ease financial burdens while maintaining job security. One such strategy that has sparked debate is the concept of dry promotions without an accompanying pay raise. . Career strategist Adrian Choo highlights the potential benefits and risks associated with accepting a dry promotion. While a salary increase is a tangible affirmation of one's professional contributions, a promotion without a pay bump can still offer substantial professional growth opportunities and shape one's career trajectory. . Employers may strategically use dry promotions to retain and motivate top performers, indicating their value within the organization and hinting at future roles. Yet, accepting a dry promotion requires careful deliberation. . If the promoted position involves tasks you know you won't enjoy, or if it's a role others typically avoid, the risk may outweigh the potential benefits. Additionally, it's crucial to consider whether you can handle the increased responsibilities and set boundaries for the new role. . Although immediate salary increases may be off the table, employees can negotiate a timeline for future salary discussions or request additional resources to achieve their goals more efficiently. Even when budget constraints are cited for dry promotions, there could be room to negotiate other benefits, such as increased transport allowances or additional leave days. . This development invites us to rethink our perceptions of career progression and success. It's a complex issue that requires a nuanced understanding of workplace dynamics and personal career goals. . _______________________ 😉 I am Jack ✅ I am a retired accredited tax advisor and a senior leader in Blair Singer Training Academy, authorized to teach Blair’s signature sales, team development, and personal development programs in Asia. Blair is the Former Rich Dad Advisor for Robert Kiyosaki, the author of Rich Dad Poor Dad. . Like this post and Want to see more? 🔔 Ring it on my Profile 👍 Follow #jackhmwong 🔝 Connect with me . #facilitation #publicspeaking #education

How would you professionally express that the job they want you to do is beyond your pay grade? Share tips in the comments about communicating boundaries and setting priorities. Here's our example: "While I understand the importance of this project, my primary role is [insert your role]. I'm concerned about spreading myself too thin." Remember: The key is to be assertive but respectful, focusing on the impact of the workload rather than directly stating dissatisfaction with your compensation. #professionaldevelopment #worklifebalance #careeradvice

Executive Compensation: Justified or Not? 🤔 The debate surrounding executive compensation has sparked intense discussion in recent years. On one hand, high pay packages can attract top talent 💸 and drive performance 📈, as executives are often incentivised to meet ambitious targets. However, on the other hand, excessive compensation can widen the income gap 📊 and create unfairness 🤕, leading to decreased employee morale and public trust. The question remains: is it fair for executives to earn hundreds of times more than average employees? 🤑 Or is it a necessary cost to drive business success? 📊 Research suggests that high executive pay doesn't always translate to better company performance, and alternative incentives like equity or performance-based bonuses could be more effective. Let's spark a conversation! 💬 Share your thoughts on executive compensation, income inequality, and business ethics. Can we find a balance between attracting top talent and promoting fairness? 🤝 #ExecutiveCompensation #IncomeInequality #BusinessEthics #CorporateGovernance #Leadership

In today's competitive landscape, securing a role that combines competitive compensation with a supportive work environment presents a significant challenge akin to locating a needle in a haystack. Regrettably, attaining a commendable salary often introduces a trade-off, as managerial pressures may escalate, burdening individuals with excessive workloads beyond manageable limits. Conversely, prioritizing a conducive work environment may inadvertently compromise compensation prospects, underscoring the intricate balance between financial remuneration and workplace satisfaction. Even in instances where both competitive pay and a nurturing work atmosphere are seemingly achieved, unforeseen challenges or imbalances may emerge, exacerbating the complexity of the employment dynamic. Navigating these multifaceted considerations demands astute discernment and strategic decision-making to optimize professional fulfillment and career advancement. Do you agree? #JobSearch #CareerDevelopment #SMM #WorkLifeBalance #ProfessionalGrowth

🔥 The Power of Motivation: Salary vs. Culture 🔥 As I've started to reflect on the leadership material I've been force-fed over the course of my career, I stumbled across this picture. This simple yet profound statement invites us to ponder the age-old question – what holds more weight in our professional lives, salary or work culture? 💡 Is this a modern idea or an outdated philosophy? Would you rather have 8 hours of "hell" with a high salary or 8 hours of "joy" with a low salary? 💰 The Salary Side: It's undeniable that a competitive salary is crucial for financial stability and recognition. Studies reveal that 45% of employees consider salary the most important aspect of job satisfaction while 88% consider it a "top factor" (SHRM). 🏢 The Culture Factor: On the other hand, a positive work culture breeds passion, engagement, and loyalty. Research shows that companies with strong cultures experience 20% higher productivity rates and 65% lower turnover (Gallup). Research by Deloitte found that 94% of executives and 88% of employees believe a distinct workplace culture is crucial for business success. 🤔 Now, let's ponder: What holds more weight, salary or culture? Is it about the paycheck or the environment that fuels your drive every day? The answer isn't black and white; it's a spectrum where individual priorities and organizational values intersect. 🚀 Finding Balance: The most successful organizations strike a balance between competitive compensation and a vibrant work culture. They understand that motivated employees are not just driven by money but also by purpose, growth opportunities, and a sense of belonging. 💬 Let's Hear Your Voice: Where do you stand on this debate? Share your thoughts and experiences in the comments below. Let's dive into this fascinating discussion together! #WorkCulture #SalaryVsCulture #Debate #CareerTalks

A company hires employees at rates significantly below the market average and then offers them frequent promotions and small raises in an attempt to appear people- and growth-focused. I believe this model is ultimately unsustainable for the following reasons: It's the era of awareness and even I can easily search the average industry wages offered by other companies. This leads to high employee dissatisfaction and low morale as employees are well aware of their undercompensation. Low salaries mean low quality work b/c for top-quality output, competitive pay is necessary. Underpaying tends to lead to poorer work quality as top talent gravitates towards employers who value and reward their skills appropriately. In a world where information is at everyone’s fingertips, companies cannot hope to thrive by underpaying. The bottom line is simple - fair pay practices aren’t just good ethics, they're good business. #EmployeeSatisfaction #FairPay #WorkplaceCulture #HRManagement #Leadership #CareerGrowth #EmployeeEngagement

Well the first few months of the year have officially whizzed by and before we know it, EOFY will be upon us! We have started to lock in dates with our clients to make sure that we plan well for this busy time and that we are not making rushed or reactive decisions when it comes to promotions and salary adjustments. Where are you at? To avoid the scramble, some of the things we do to prepare for this time with our clients include: ⭐ Talent mapping - getting the leadership team in a room and classifying their team members according to performance AND potential. This allows for a clear visual of their overall talent and helps identify those they need to prioritise investing in (i.e. the STARs!). ⭐ Salary benchmarking - we look at market rates for comparable roles and where the team sits in relation to market or the award. This helps to identify those who need adjustments as a priority. ⭐ Remuneration messaging - many companies struggle with this. We help formulate clear, transparent messages about how remuneration increases are determined - and highlight that it is more than just performance in the role (a common misconception). This lessens the confusion, perceived secrecy and ambiguity that can often surround these processes, clouding the true intention. The pay secrecy laws, gender pay gap and continued cost of living pressures put an exclamation mark on getting these processes and the associated messaging right. Feeling overwhelmed by it already?! Reach out for a chat. #performancemanagement #performanceimprovement #highperformance #outsourcedhr #performanceoptimisation #hrconsulting #remunerationreviews #salarytransparency