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Working Well
เข้าร่วมเมื่อ 19 ต.ค. 2021
Hi we are Matt and Aletheia and this channel is Working Well. We run events, host interviews and generally provide a space for people to share their passion for workplace wellbeing. By bringing people together we want to change the world and the state of wellbeing at work, one piece of content at a time.
S3 E4 Asbjørn Overgaard
In this episode Matt Smeed interviews Asbjørn Overgaard, who leads Copenhagen Capacity, an organisation focused on attracting international talent to Copenhagen.
They discuss the innovative 'Quality of Life Insurance' campaign aimed at enticing skilled professionals to relocate to the city by offering them a safety net if their experience does not meet expectations.
The conversation explores the importance of quality of life, cultural perceptions, and the challenges of promoting Copenhagen as a viable career destination. Asbjørn shares insights on the demographic challenges Denmark faces and the need for creative approaches to attract talent, emphasising the significance of community safety and work-life balance in making Copenhagen an appealing place to live and work.
In this conversation, Asbjørn Overgaard discusses the dynamics of the life science industry in Denmark, the cultural aspects contributing to workplace happiness, and the importance of trust in Danish society. He highlights the challenges faced by small and medium-sized enterprises in attracting international talent and the need for cultural training.
The discussion also touches on the integration of foreigners into Danish society and the social dynamics that can make it difficult for newcomers to form local friendships.
00:00 Introduction to Copenhagen and Quality of Life Insurance
03:07 The Concept of Quality of Life Insurance
06:02 Attracting Skilled Talent to Copenhagen
08:53 Cultural Misunderstandings and Quality of Life
12:01 The Role of Safety and Community in Quality of Life
15:03 Innovative Approaches to Talent Attraction
18:02 Collaboration with Employers and Future Prospects
24:23 Navigating the Life Science Industry in Denmark
28:03 Cultural Dynamics and Workplace Happiness
32:11 Expectations and Happiness in Danish Society
34:43 Trust as a Cornerstone of Danish Society
40:00 Challenges of Integration in a Tribal Society
They discuss the innovative 'Quality of Life Insurance' campaign aimed at enticing skilled professionals to relocate to the city by offering them a safety net if their experience does not meet expectations.
The conversation explores the importance of quality of life, cultural perceptions, and the challenges of promoting Copenhagen as a viable career destination. Asbjørn shares insights on the demographic challenges Denmark faces and the need for creative approaches to attract talent, emphasising the significance of community safety and work-life balance in making Copenhagen an appealing place to live and work.
In this conversation, Asbjørn Overgaard discusses the dynamics of the life science industry in Denmark, the cultural aspects contributing to workplace happiness, and the importance of trust in Danish society. He highlights the challenges faced by small and medium-sized enterprises in attracting international talent and the need for cultural training.
The discussion also touches on the integration of foreigners into Danish society and the social dynamics that can make it difficult for newcomers to form local friendships.
00:00 Introduction to Copenhagen and Quality of Life Insurance
03:07 The Concept of Quality of Life Insurance
06:02 Attracting Skilled Talent to Copenhagen
08:53 Cultural Misunderstandings and Quality of Life
12:01 The Role of Safety and Community in Quality of Life
15:03 Innovative Approaches to Talent Attraction
18:02 Collaboration with Employers and Future Prospects
24:23 Navigating the Life Science Industry in Denmark
28:03 Cultural Dynamics and Workplace Happiness
32:11 Expectations and Happiness in Danish Society
34:43 Trust as a Cornerstone of Danish Society
40:00 Challenges of Integration in a Tribal Society
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If you want to keep the people, then employers need ro revisit rhe psychological contract, not just the legal one.
Great video, Matt. I remember an academic paper from years ago, "Changing the deal but keeping the people." Similar premise. Just because there's not a legal contract doesn't mean there aren't promises to be kept and regularly revisited.
There is a role, there is amount of work that must be done and how you call yourself or your role does not really matter. You can call yourself Santa Claus, as long as you would like, but toilet cleaning must be done. If you don't like it, fine, you always can change your role together with your job. Only Private Entrepreneur can "Craft" its role, job etc. and that is because it is fully in charge of all upcoming risks.
How is providing the bare minimum going to get you ahead? While working hard may not get you ahead, doing the bare minimum is a guaranteed way of staying where you are. IMO, this quiet quitting is just a repackaged 'keeping your head down'. Folks that just can't let their job or coworkers go on by without helping them, they are the ones that I will notice and promote. You sitting there in a disgruntled state? If you are lucky, I will say that you were such a shame otherwise you are just grunt troops for the success of the mission....cannon fodder that doesn't understand what self-fulfilling prophecy means
I'm quite unfamiliar with this "quiet quitting" phenomenon, but it may be worth looking into. What you said probably aligns with how us older folks think. Giving 110% of your job so you get a raise and/or a promotion and recognition. All that stuff. Doing the bare minimum means you stay where you are, that's correct. On the flip side, does doing above and beyond guarantee a raise or promotion? Of course not. And if you do get promoted, obviously you get more money but is that money worth it? How much closer does their promotion lead to owning a house compared to not getting promoted? Was their extra effort worth the value? If this "quiet quitting" phenomenon is indeed true, then perhaps those who subscribe to this mindset think that getting promoted (value) isn't worth their extra effort. They're going to be nowhere near capable of buying a house, or a car, or establish a family and gain generational wealth. So why bother? They may have taken a nihilistic stance in life so they just do the minimum to get by in whatever stable life they have at the moment. If you want to solve productivity issues, then perhaps try to address the root cause of their hopelessness. Giving them an earful on how useless they are isn't going to boost their work more. Given the name "Quiet quitting", I'd say they have no qualms getting fired since they quit (in their minds) a long time ago.
@@randomanonymousperson3603 You're exactly right. The point of earning a living is to earn a living, but for the average American these days, that's really difficult to do. Rent has gone up, the price of groceries has gone up, and wages have not increased to adjust for the cost of living. It's very common to see college graduates living with their parents even in their late 20's because they just can't afford to move out. And if my work isn't worth a living wage to you, then you clearly don't value my work. So why should I?
Yeah. Change your company into a co-op providing your workers ownership stake and a vote on policy. Or go fuck yourself. One of the two.
If employers pay exactly the amount they agreed in writing to pay their employees, we don't call that "the bare minimum" or "quiet firing". So why do we use such negative terminology to describe an employee doing exactly what they were hired to do?
If you want the trend to continue for employees to just be a gloried contractor, by all means keep this point of view. Having worked in various small and large businesses, there is something to be said about being part of the collective that is striving for a goal. I will say that being more invested in a company meant that I could get away with so much more than some one that just did what's on their job description. I had trust from the boss and that meant I was given a lot more leeway than some fresh faced kid thinking that 3 months is enough time for that trust to be built. To each their own, but don't be surprised if you can't land a stable job when you are 35-40 and you are thinking of settling down. Job hopping is something I look at and if you only have 2 years stability for over a decade and want a manager position, your resume goes in the trash.
@@erjoh305 Oh, I absolutely understand that having a positive mindset at work, cultivating good relationships with other people at the workplace, and being willing to help others are all very good things and I've always strived to do them. But if we're talking about a manager expecting their employees to take on more responsibilities or work longer hours without compensation, then that's an unreasonable expectation and the employee not meeting it is not "quiet quitting". If you want me to work outside the scope of my job description, it's your responsibility to pay me what that work is worth. (It's also your responsibility to make your expectations known as part of the job description, rather than unpaid add-ons, in the first place.)
Google how much the ceos earn..