Future of Work Briefs

This blog serves as a follow-up on my recent post: Retirement Planning And Long-Term Care— The Impact on Your Employees and Workplace. This article deals with the challenges to the long-term care system and ideas for the future.

Rumblings of discontent about executive wages, the 1%, and wealth gaps know no borders. And neither does fierce debate about income inequality in general. But until now, it’s been relatively unclear how much people think CEOs should really make compared to other workers on a global scale.

Financial interdependence is important as a self-regulator … leaders should disproportionately and jointly share in fines, settlements, and other consequences out of their compensation plan or their stock. Meaningful restrictions on leaders’ ability to sell or hedge shares should be imposed.

Boards have unwittingly increased the pressure on themselves to come up with outsized rewards for chief executives. They’re told that CEOs have to be “incentivized” (beyond a base salary) to do the job they’re hired for. It’s quite bizarre.

On the eve of the 6th Annual Global Drucker Forum in Vienna, where Professor Christensen will provide a keynote address, I asked for a preview of the territory he will cover. The following is a lightly edited transcript of our conversation.

Every year, HBR interviews 10 people who’ve had fascinating careers. Here, a few highlights from 2014.

How much does it cost you when your employees are chatting with recruiters from other organizations? The dust-up between two popular app-based car services, Uber and Lyft, has produced some very heated competing calculations of the economic damage of aggressive recruitment.

No one has the ability to capture and analyze data from the future. However, there is a way to predict the future using data from the past. It’s called predictive analytics, and organizations do it every day.

The sad news came over the weekend that Warren Bennis has died. For us at HBR it is the loss of a long-time author and friend. Many, many more will miss him, too, as a teacher and adviser.

Ram Charan’s recent column “It’s Time to Split HR” has created quite a stir. He argues that it’s the rare CHRO who can serve as a strategic leader for the CEO and also manage the internal concerns of the organization. I believe CHROs have much to offer CEOs.