Podcast appearances and mentions of Cary Cooper

EPISODE 76 - “MEMORABLE OSCAR SPEECHES OF THE GOLDEN ERA OF HOLLYWOOD” - 2/24/2025 Winning an Oscar is a dream for most people who work in Hollywood. But you can't just win the Oscar, you have to have a good speech once your name is called and you head to the podium. There have been some great ones — OLIVIA COLEMAN's funny and cheeky speech hit the right tone and who can forget JACK PALANCE's one-arm push-ups or CUBA GOODING's exuberance? There have also been some bad ones — don't we all still cringe a little at SALLY FIELDS' “You like me” speech? As we prepare to celebrate the 97th annual Academy Award ceremony, Steve and Nan look back on some of their favorite Oscar speeches and why they resonate. So put on your tux, don the gown and jewels, pop the champagne, and join us for a fun talk about … well, people talking.  SHOW NOTES:  Sources: “Five Times The Oscars Made History,” January 20, 2017, www.nyfa.edu; “Hollywood History: How World War II Forced the Academy to Rethink the 1942 Oscars,” April 16, 2021, Entertainment Weekly; “Charlie Chaplin vs. America Explores the Accusations that Sent a Star Into Exile,” October 24, 2023, byTerry Gross, www.npr.com; “The Most Memorable Oscar Speeches in Oscar History,” March 6, 2024, by Shannon Carlin, www.time.com;   Wikipedia.com; TCM.com; IMDBPro.com; www.Oscars.org; Movies Mentioned:  Stella Dallas (1938), starring Barbara Stanwyck, John Boles, Anne Shirley, & Alan Hale; Gone With The Wind (1939), starring Vivian Leigh, Clark Gable, Olivia de Havilland, Leslie Howard, Hattie McDaniel, Butterfly McQueen, Thomas Mitchell, & Barbara O'Neil; How Green Was My Valley (1941), starring Walter Pidgeon, Maureen O'Hara, & Donald Crisp; Sergeant York (1941), starring Gary Cooper, Joan Leslie, & Walter Brennan;  The Devil and Miss Jones (1941), staring Jean Arthur Robert Cummings, & Charle Coburn; Here Comes Mr. Jordan (1941), starring Robert Montgomery, Claude Rains, & Evelyn Keyes; Ball of Fire (1942), starring Barbara Stanwyck & Cary Cooper; Double Indemnity (1944), starring Barbara Stanwyck, Fred MacMurray & Edward G Robinson; Key Largo (1948); starring Humphrey Bogart, Lauren Bacall, Edward G Robinson, Claire Trevor, & Lionel Barrymore; All The King's Men (1948), starring Broderick Crawford, John Ireland, Joanne Dru, & Mercedes McCambridge; Pinky (1949), starring Jeanne Crain, Ethel Waters, Ethel Barrymore, Nina Mae McKinney, & Wiliam Lundigan; Marty (1955); starring Ernest Borgnine. Betsy Blair, Joe Mantell, & Esther Minciotti; The King and I (1956), starring Yul Brenner, Deborah Kerr, Rita Moreno, & Rex Thompson; Elmer Gantry (1960), starring Burt Lancaster, Jean Simmons, Shirley Jones, Arthur Kennedy, Dean Jagger, and Patti Page; West Side Story (1961), Natalie Wood, Richard Beymer, Rita Moreno, George Chikiris, & Russ Tamblyn; Lillies of the Field (1963), starring Sidney Poitier;  In the Heat of the Night (1967)l starring Rod Steiger, Sidney Poitier, & Lee Grant; The Producers (1967), starring Zero Mostel & Gene Wilder; Rosemary's Baby (1968), starring Mia Farrow, John Cassavetes, Ruth Gordon, & Charles Grodin; Faces (1968), starring Gena Rowlands, Lynn Carlin, Seymour Cassel, & John Farley;  The Heart is a Lonely Hunter (1968), staring Alan Arkin, Sondra Locke, Cecily Tyson, Stacey Keach, & Percy Rodrigues; The Last Picture Show (1971), starring Timothy Bottoms, Jeff Bridges, Cybill Shepherd, Ellen Burstyn, Ben Johnson, Cloris Leachman, & Eileen Brennan; Murder on the Orient Express (1974), starring Albert Finney, Lauren Bacall, Ingrid Bergman, Sean Connery, Martin Balsam, & Jacqueline Bisset; --------------------------------- http://www.airwavemedia.com Please contact sales@advertisecast.com if you would like to advertise on our podcast. Learn more about your ad choices. Visit megaphone.fm/adchoices

More than half of the top 500 companies in the United States now see Artificial Intelligence as posing a potential risk. That's a five-fold increase in just two years, according to a new survey. And some believe the technology could become a threat to their businesses. So what's driving these fears? In this episode: Adrian Monck, Senior Adviser, AI and technology.  Elaine Burke, Science and Technology Journalist.  Cary Cooper, Professor, Organizational Psychology and Health, University of Manchester.  Host: James Bays  Connect with us:@AJEPodcasts on Twitter, Instagram, Facebook

What does it look like when an organization doesn't have any middle managers at all? In our last episode, we spoke to Cary Cooper, a professor of organizational psychology and health at the University of Manchester, about the pitfalls of promoting an “accidental manager.” He doubled down on why the best player doesn't always make the best coach, why proper management training is crucial, and how the younger generations are changing management. So to avoid creating an “accidental manager,” what do you do? Creating a whole new way of promoting managers is easier said than done. But this week's guest did just that. Rob Pierre is the ex-CEO of Jellyfish, a global digital marketing company. During his time leading the company, Jellyfish pioneered a new way of thinking about the managerial path and debated if we need managers at all. Throughout this episode, Pierre shares how Jellyfish operated without middle management, whether or not it was hard to implement, and how other organizations can replicate this model.

In the sports world, the best players don't always make the best coaches. Wayne Gretsky is called hockey's “Great One” for a reason. As a player, he won 4 Stanley Cups and 9 MVP awards. But what some people may not know is that he also coached in the NHL. In his four seasons coaching the Phoenix Coyotes, they didn't make the playoffs once. That story often repeats itself. Magic Johnson is considered one of the greatest basketball players of all time. He won 5 NBA championships with the Los Angeles Lakers and an Olympic gold medal as part of the 1992 Dream Team. After his retirement, he also tried his hand at coaching. He resigned after only 16 games. It's the same truth for the business world, too. Just because you are good at a particular skill doesn't mean that you would make a good manager. So, why is that the standard career path for so many in the corporate world? And how can companies avoid creating an “accidental manager”? To answer those questions, we spoke with Cary Cooper. He's a professor of organizational psychology and health at the University of Manchester, the author of "Wellbeing at Work: How to Design, Implement and Evaluate an Effective Strategy," and former president of the Chartered Institute of Personnel and Development.

We speak to Sir Cary Cooper about how OSH professionals can positively influence wellbeing in the post-pandemic workplace.

In this podcast, Professor Cary Cooper shares his extensive experience of working to create healthier and happier workplaces. Cary shares his belief that in times of rapid social change, organizational workplaces are more important than ever as sites that can provide healthy environments that support our well-being. Cary identifies key turning points that informed his work; firstly in the 1970s  stress was for the first time identified as a big challenge, and the response was to support the individual to cope with their stress better, e.g. stress management and responses such as today's mindfulness. In the 2008 financial crash and the subsequent 'job restructuring' when organizations stripped their workforce to the minimum, Cary observed a change in workplace responses when a manager said to him that the number one challenge he had was staff retention. This began a shift whereby organizations weren't so concerned with managing individual stress but realized they had to provide workplaces that offered healthy environments where employees could flourish, in order to ensure their well-being, get the best performance from them and to retain them. Cary identifies the line manager as perhaps the key ingredient for a healthy and productive workplace. Most line managers are chosen for their technical ability, and yet their role is vital in terms of people management skills. Reflecting on the UK's focus on growth, he points to the lack of a policy that focuses on this key area of people management; improving this he believes would be vital to increase growth. Cary reflects on his personal journey and shares that his life from an Eastern European Jewish working-class background story continues to impact on him,  citing the constant need to 'prove himself' as the driver of his success. This is a wonderful podcast with one of the great figures of our generation, who has contributed to organizational health and well-being.  Enjoy the listen! Bio: Professor Sir Cary Cooper Cary L. Cooper is the 50th Anniversary Professor of Organizational Psychology and Health at the Alliance Manchester Business School, University of Manchester. He is a founding President of the British Academy of Management, Immediate Past President of the Chartered Institute of Personnel and Development (CIPD), former President of RELATE and President of the Institute of Welfare. He was the Founding Editor of the Journal of Organizational Behavior, former Editor of the scholarly journal Stress and Health and is the Editor-in-Chief of the Wiley-Blackwell Encyclopaedia of Management, now in its' 3rd Edition. He has been an advisor to the World Health Organisation, ILO, and EU in the field of occupational health and wellbeing, was Chair of the Global Agenda Council on Chronic Disease of the World Economic Forum (2009-2010), then served for 5 years on the Global Agenda Council for mental health of the WEF, and was Chair of the Academy of Social Sciences 2009-2015. He was Chair of the Sunningdale Institute in the Cabinet Office and National School of Government 2005-2010. Professor Cooper is currently the Chair of the National Forum for Health & Wellbeing at Work (comprising 40 global companies e.g. BP, Microsoft, NHS Executive, UK government (wellbeing lead) , Rolls Royce, John Lewis Partnership, etc.). Professor Cooper is the author/editor of over 250 books in the field of occupational health psychology, workplace wellbeing, women at work and occupational stress. He was awarded the CBE by the Queen for his contributions to occupational health; and in 2014 he was awarded a Knighthood for his contribution to the social sciences.

We continue our exploration of trust theory in this episode with a conversation about what constitutes a violation of trust and how trust might be repaired following such a violation. Our guest scholar is Dr. Edward Tomlinson, Professor of Management in the Chambers College of Business & Economics at West Virginia University. Dr. Tomlinson's research is widespread but includes examinations of... -Building and Repairing Trust in Professional Work Relationships-Negotiation Strategies and Skills-Compensation System Design and Administration-Avoiding Deviant Workplace Behavior His publications have appeared in several of the most prestigious management journals, including Academy of Management Review, Journal of Applied Psychology, and Journal of Management. He co-edited (with Ron Burke and Cary Cooper) a book entitled, Crime and corruption in organizations: Why it happens and what to do about it. He also has a forthcoming book entitled, Developing and managing a total compensation system. Professor Tomlinson's portfolio of work on trust is large and varied, but these publications provide a useful introduction to his scholarship addressing the topic: Tomlinson, E. C., & Mryer, R. C. (2009). The role of causal attribution dimensions in trust repair. Academy of management review, 34(1), 85-104. Tomlinson, E. C., Dineen, B. R., & Lewicki, R. J. (2004). The road to reconciliation: Antecedents of victim willingness to reconcile following a broken promise. Journal of management, 30(2), 165-187. Tomlinson, E. C., & Lewicki, R. J. (2006). Managing distrust in intractable conflicts. Conflict Resolution Quarterly, 24(2), 219-228.Chicago  The Social Science for Public Good Podcast is a project of the Virginia Tech Institute for Policy and Governance and VT Publishing intended to make social science theories accessible and available to individuals and organizations seeking to promote social change. Music: Purple-planet.com

In this episode, UK host Peter Kelly chats with Professor Sir Cary Cooper, Professor of Organizational Psychology & Health at the University of Manchester. Cary describes the evolution of psych health and safety research and practice over his 50 years of work. He shares his thoughts on the emerging field of intervention research, and describes how organisations can conduct their own intervention research.

Cary Cooper is a seasoned heating and air conditioning technician. He has worked in a large variety of settings and facilities, including but not limited to: food production, healthcare and hospital, pharmaceutical and biologic production, industrial and manufacturing, commercial office spaces, multi-unit and single-family homes, governmental offices, educational institutions, pharmaceutical research facilities, military and national security research facilities. Cary has additional professional experience in residential construction, remodeling with a focus on building envelope construction, mechanical engineering, and water intrusion prevention. Cary left the industry in 2018 due to his rapid decline in health that was later attributed to co-infections and mold exposure. He returned to the industry after partial healing, but ultimately left again due to the industry's attitude towards the handling of mold, silica, chemical and toxin exposure, and the resulting impact on employee and occupant health. Cary looks to expose the general disregard and ignorance that plagues the industry and to use his professional experiences to help others.Need help navigating your mold injury without breaking the bank? Join our education group: patreon.com/exposingmoldWe'd like to take a moment to thank our sponsors:HomeCleanse, formerly known as All American Restoration, is a company that specializes in improving indoor air quality through proper mold remediation, offering services nationwide. You can visit them at homecleanse.com to learn more.The Mold Guy performs mold sampling and testing for homeowners, renters, and businesses. Please visit themoldguyinc.com to learn more.Black Diamond Services provides solutions to the unforeseen challenges that can affect homes and families with no out-of-pocket costs. Services include temporary housing relocation and mold test referrals for homeowners. Visit blackdiamondservices.com to learn more.Great Plains Laboratory provides toxic exposure testing to those living in compromised environments. Tests include the MycoTOX panel that tests for mycotoxins in urine samples and the Envirotox panels test for environmental chemicals in the urine and provides an overall metabolic snapshot of a patient's health. Visit www.gp-labs.com to learn more. Thank you again for your sponsorship, it is integral to our ability to serve our community and to improve the quality of life for all.Exposing Mold is a nonprofit! Donate here: https://donate.stripe.com/9AQ5nH97T5rC2kMbIWSupport the showFind us on Linktree, Facebook, Instagram, Twitter, TikTok and Youtube

In this podcast, HSE Chair Sarah Newton and Professor Cary Cooper, one the world's foremost experts on wellbeing, discuss the importance of working in partnership to prevent work-related stress and to promote good mental health. Amongst other things, the podcast covers HSE's Working Minds campaign, which aims to ensure psychological risks are treated the same as physical ones, that employers recognise their legal duty to prevent work related stress to support good mental health in the workplace, and that they have the tools they need to do achieve this.  For more information on the campaign visit ‘Working Minds'  PODCAST TRANSCRIPT Mick Ord (Host): A warm welcome to you whenever and wherever you are listening to this Health and Safety Executive podcast from me, Mick Ord, and our soon-to-be-announced guests. This podcast is the second in a series designed to help you to make your life a little easier, both in work and maybe even spilling over into your personal life, you never know. The Health and Safety Executive is committed to improving the health and safety of workers in Great Britain. And today we'll be focusing on an issue that affects all industry sectors, work-related stress, and its potential impact on mental health. In 2020/21, more than 800,000 people suffered from work-related stress, depression, or anxiety. The impact on workers and businesses is considerable. A recent report by Deloitte estimates that the total annual cost of poor mental health to employers has increased by 25% since 2019, costing UK employers up to 56 billion pounds a year. 56 billion! Last year, on the 16th of November, HSE launched its Working Minds campaign to encourage, promote, and support good mental health in the workplace and prevent work-related stress. And today we'll talk about the successes of the campaign, what still needs to be done and why this topic is still so important. Joining us today is Sarah Newton, Chair of the Health and Safety Executive. In addition, Sarah is currently a non-executive director of the Royal Cornwall Hospitals NHS Trust. Prior to taking over the chair in 2020, Sarah's experience includes serving as a director for American Express Europe, Age Concern, and the independent academic think tank, the International Longevity Centre. Sarah was also an MP for ten years, and served as a minister in the Department of Work and Pensions, responsible for HSE and Health and Work Unit. And we're delighted to also have with us Professor Cary Cooper, one of the world's foremost experts on wellbeing, and a 50th anniversary professor of Organisational Psychology and Health at the Manchester Business School. He's the author or editor of over 170 books, has written more than 450 scholarly articles for academic journals, and is a frequent contributor to national newspapers, TV and radio. A big welcome, both. Sarah. First of all, thanks for joining us for the podcast. Now, your Working Minds campaign has just celebrated its first anniversary, so tell us about why you launched a campaign in the first place and what it's achieved.. Sarah Newton: First of all, thank you so much for inviting me on to your podcast this morning, Mick. You know, let's be honest about this. Any one of us can experience stress. It can affect people in different ways and different times, so it's a very prevalent issue. So why did HSE get involved with dealing with this? Well, it's clearly our mission to prevent work-related ill health, and as you said from those startling statistics in your introduction, many people are experiencing stress in the workplace, and we know it's the number one reason why people will have an absence from work is. So we were looking at a new strategy last year. We've developed a new strategy, which is protecting people in places and five strategic objectives. One of them clearly to reduce work-related ill health, with a particular focus on stress because it affects so many people. And we chose to launch this campaign because HSE, while we have a huge amount of expertise, we don't have all the answers. And we really wanted to work in partnership with a wide range of organisations who together, we could bring the big difference that we want to see. It's all about working in partnership, collaborating with others, making sure that employers have the knowledge, the tools that they need to really support their workers to prevent work-related stress and ill health. Mick Ord (Host): As we've heard the figures on people taking absence from work because of work-related stress have really increased over the past couple of years. What are your thoughts about that, Sarah? Sarah Newton: Well, I think a part of it, or probably a very large part of it, is to do with the fact as a society, we've been far more prepared to talk about mental ill health. There's been a huge amount of really positive work to de stigmatise mental ill health, which of course includes stress and anxiety and depression. And so I think as a result of that, people are more prepared to acknowledge that they're suffering from mental ill health. Mick Ord (Host): Professor Cooper, I guess that you'd echo everything that Sarah said there about the Working Minds campaign? Prof. Cary Cooper: Oh yeah, absolutely. I mean, HSE has always been at the forefront looking at stress at work. It was the only country actually, 20 years ago, set up the management standards for stress at work. I was involved in that 20 years ago. And it's gotten worse, a lot of the problems. That was really ahead of its time, but times have changed. We've had a financial crisis since then. We've had a pandemic. We have a cost of living crisis. We're about to enter a recession. This has really become even more significant and more important than ever before. And the HSE, by revising the management standards, by getting involved in this Working Minds campaign is really quite important. And by the way, it's not just the UK. Every developed country has between 50% and 60% of its long-term absence due to stress, anxiety, and depression. It's not just the UK. This is a kind of global problem, particularly in the developed world. Mick Ord (Host): Sarah, what are the next steps for Working Minds then? Sarah Newton: So Working Minds is a collaboration. It's a partnership of a number of organisations. We've already doubled the number of organisations we work with. We're so grateful to our partners. So some of our founding partners such as Acas, Ceca, Mind, Mates in Mind. Now we're working with different industry sectors, so working a lot with their representative bodies across a huge range of industries. And a huge benefit to us of that is to draw on their expertise, but also to reach out to their members. You know, big companies will often have HR departments, they'll have investments into all types of health and wellbeing type programs, but small and medium sized companies don't always have those resources available for their staff. So it's very important that we really reach out to every business right across the UK and provide them with some tools that really will make the difference. Most employers will understand that it's their responsibility to think about the physical risks, the physical health concerns that people can have at work, But what they don't often realise is they have an equal responsibility to the psychological wellbeing of their staff. So part of our campaign is to remind employers of those legal responsibilities. They do have a duty to do risk assessments of their employees for both physical and psychological risks to ill health, and then to provide them with the toolkits to enable them to assess the risk and then manage and mitigate the risk. And by working with so many different employers, really drawing on their experience what works in their workplaces. So an element of this is going to be peer-to-peer support. So businesses say in the agricultural sector, they come, share good experiences together on what works for them. That's a very different sector than say the NHS or working in an advanced manufacturing location. So while the principles are the same, the applications and probably the examples of good practice will be different. And so we'll be wanting to build on the huge success of the first year, have more people become partners, more people become champions, access the materials that are there so that they can take some really practical actions in their workplaces to improve the health and wellbeing of their staff. Mick Ord (Host): And as you've already said, it's not just big companies with HR departments, is it? It's the small, maybe a company with 20 employees or something like that. Sarah Newton: You know how right you are. But a vast majority of people in the UK are employed in small and medium size organisations. And actually recent data will show a lot of people are employed in, you know, what might loosely be called the gig economy, or platform workers. And platform workers, may be just part of their employment. Perhaps they've got a job with an employer, but then they actually supplement that income as a platform worker, and those companies are not in day-to-day contact with their employees, with the people that they are working with to actually deliver the services through these platforms. Now they really need to think hard about how they are going to reach out to those employers and make sure that they are undertaking their risk assessments, so to prevent people having physical or mental ill health at work. Mick Ord (Host): Cary, you wanted to come in there? Prof. Cary Cooper: Yeah, Sarah's really hit a really important issue. A lot of the bigger companies since the financial crisis of 2008-2015, have really treated stress at work and wellbeing much more seriously, much more strategically. There are now directors of health and wellbeing in many of the big companies and public sector bodies. Indeed, the NHS have. Every hospital in the NHS has a non-executive director on its board who's responsible for employee health and wellbeing. The real issue, and I think why this campaign is a really important one is for the SME sector, small and medium sized enterprises, because they don't have big HR departments, chief medical officers, and so on. Five years ago, I founded the National Forum for Health and Wellbeing at Work, made up of 40 global employers from Rolls Royce and BT and Microsoft, it goes on and on, BBC and so on, including the NHS Executive. Those people are treating this as a strategic issue. They have directors of health and wellbeing. They're increasingly getting somebody on the board who's responsible for health and wellbeing at work because we have to hold organisations accountable for ensuring that employee health and wellbeing, that stress and mental health is treated properly. That they are actually looking at the data on it, the metrics, which tells them that things aren't going so well, or that they do metrics to make sure that they understand what good looks like in terms of an employer in terms of mental wellbeing of their staff. But it's the SME sector that really needs quite a lot of help. The gig economy that Sarah talked about, I think is really important. And the more we get this out and the more we get the big employers, by the way, to help their supply chain, I think that's the way we're going to get the SME sector, Sarah. I think we've got to get them down to the supply chain or where they're actually physically located, so they have a plant in a particular area and there are other SMEs in that area. You know, we have to help because the big boys have the infrastructure. They have the HR departments, occupational health, and they know and they understand what the HSE is providing and what other people are providing in this space. And that's going to be, I think, our big challenge because our productivity, aside from anything else, our productivity per capita is pretty damn poor. We're set bottom of the G 7 on productivity per capita, tied with Italy. And we're 17th in the G 20 on productivity per capita. So it's health of employees, but it's about our nation. It's about the productivity of our country. And if we create the right kind of cultures where there's wellbeing and people feel valued and trusted and can work flexibly and have good line managers, we're going to make a real difference. Sarah Newton: Yeah. I think what I'd really, really like to pick up on that last point, Cary, it's not only the right thing to do. That companies have a legal obligation. But it's actually in their interests. The data that you get from large organisations will very clearly say for every pound they spend, they get it back 4, 5, 6 times in terms of the productivity of their staff. So there's been a lot of work done by Deloitte and others, which show the return on investment to companies that really invest, or organisations that really invest in the health and wellbeing of their staff. So I think that is a key message that we want to enable to get out. And it's often, I think, more easily received if it's company to company. People in your sector actually making that case rather than a regulator. But we want to enable that message to get across by creating the opportunities for employers to share this type of economic information as well as all the practical things that they're doing in their workplaces to really improve the health and wellbeing of their staff. And one of the things you touched on which I couldn't agree with more is about training line managers. They are absolutely critical. I agree with you. We certainly see at HSE and our duty holders, especially as a result of the pandemic, a lot of focus in the boardroom on health and safety and wellbeing of their staff. and a genuine commitment to do the right thing. But enabling that to happen in the organisation really requires line managers to be trained and well supported. Because without that support, it can be quite a scary conversation. You know, if somebody comes to you and wants to talk to you about things that are really distressing them and causing them stress and anxiety in the work – and that could be partly related to what's happening at home, things outside the workplace., As you were talking about though, the huge financial pressures that many people are under at the moment. It's not always an easy conversation to hear if you haven't been trained on how to hear that conversation and how to respond and understand that your organisation will support you in enabling you to do your job. To either signpost that person to some more professional support, or to give you the ability to support them in the way that you and the employer want to. So it requires, you know, quite a lot of effort and support for organisations into their line managers so that they can have those conversations. Prof. Cary Cooper: It's interesting, Mick, what happened when we formed the National Forum for Health and Wellbeing five years ago. it's made up of HR directors, chief medical officers, directors of health and wellbeing of all these major companies, public sector bodies. On our first meeting, they said the big issue for us – this is five years ago, this is pre pandemic – our big issue is people tend to get promoted to managerial roles or recruited to those roles based on their technical skills, not their people skills. Our big issue is that we don't have the cadre of managers all the way up the system and every sector where there's parity between their technical skills and their social skills. And so the EQ – the emotional intelligence of our line managers is really fundamental in creating a culture. Because listen, all of us in the workplace have a boss in our careers. That boss values you, listens to you, enables you to work flexibly if that's what you want. Understands what's going on in your personal life as well, because that impacts your work and treats you like a human being. Then that's going to create an atmosphere and create a culture where wellbeing will thrive and stress will not thrive. And so I think our challenge here, and by the way, the big companies and big public sector bodies know this. We've got to get the message across to the SME sector, to the gig economy, to the third sector, and that's why Working Minds means a lot to me because those are the organisations that we really have to get, you know, get on board on this and for them to totally understand. Because to be honest with you, they employ more people than the private sector. The SMEs employ more people than the big boys do. Mick Ord (Host): Have you got some examples of the kind of impact work-related stress has on workers and the actual impact it's had on their lives? Just give us a real life example if you could. Prof. Cary Cooper: Oh, there's so many examples. I'll tell you what is a big example. I hate to make this kind of contemporary, but I'm going to do it anyway – bullying at work has always been a big issue. Where we have toxic managers who bully people – command and control types. That's very damaging. I did a big study many years ago with the CBI, the TUC, there was 80 organisations in all. We looked at nearly a million workers, and in depth five and a half thousand. Almost every sector was involved in this, because we were trying to identify what the impact of bullying was, what the extent of it was, and we found that really at any moment in time, 10% of people are being bullied at work. By bullying at work, it means persistent devaluing of people. It's not physical bullying, it's psychological bullying. And the impact is that, the mental health impact is profound. And we are looking at all– by the way, they're in every sector from the NHS ,to universities, to IT companies, you name it. It's not just in what you think is the really fast moving high octane businesses, It's everywhere. And therefore that goes back again to an issue that we really have to tackle. By the way, companies now do have policies on bullying at work. Which they didn't have, and that followed the kind of studies we do, but people are affected by the workplace a lot. We can do things about that, and that's the important thing. When we're recruiting people for jobs now, particularly managerial roles, we have to ensure there's parity between their people skills and their technical skills. That will help not just bullying, but just bad management, frankly. And that will help create a culture because bosses do create cultures. Mick Ord (Host): And in terms of the way in which workplace culture has changed over the years, Sarah, are we in a better place now than we may have been 20 years ago? Or do you think there's still a huge amount of work to be done, particularly in relation to what Cary was talking about there? Sarah Newton: Oh goodness. What a question That is Mick, that's quite a long perspective, 20 years, isn't it? And all workplaces. I would say since my time at HSE over the last couple of years and really reflecting on the COVID pandemic experience, listening to people at HSE who have been inspectors and with the organisation for say, 20, 30 years. What they told me was it was a really positive response of all the different businesses that we've been in touch with and supported over the pandemic. They really did want to do the right thing for their employers. You know, big, small, all the different sizes of business. We were supporting all sorts of business at which we don't normally regulate to enable them to carry on providing the essential goods and services that we all needed during the pandemic to enable their staff to go to work as safely as they possibly could. And what they told me was, They really felt that employers were trying to do the right thing. There was a high degree of engagement, and we really found when we were doing spot checks, you know, high degrees of compliance with the advice that was put out for employers. And I think as Cary and others have reflected the. Because of the pandemic. There's just a heightened sense amongst the leaders of small companies, medium companies in the boardrooms of the big companies about the importance of the health and wellbeing of their employees. It's just the right thing to do. It makes good business sense, and what I want to do is use that as a springboard to really make further progress. Because while that may be the case that there is a greater awareness. Certainly looking at the data, the amount of people who are reporting that they are being ill at work, stress at work is causing them to be ill and they're having to take a day off work, those numbers are all going in the wrong direction. And you know, it's a very significant problem. So I do believe that it's the culture of an organisation that is the most important thing to change. It is about leadership. Whether, you know, you are the boss of 10 people, 20 people, or 20,000 people. You as the boss set the tone, you set the priorities for your organisation. And I know that part of our campaign is very much about that culture change and enabling leaders at all levels of organisations to have the tools, to have the information, to be able to develop that culture change. And just so I get a quick plug in here, Mick, I mean, there's a newsletter, there is a campaign microsite, people can join up, become champions, sign up to the newsletters. They will be given free information about what they can do. And as the campaign grows, as really it's going to be a movement that develops, there'll be sharing of good examples, sharing of good practice. So it's going to be an ongoing set of information and tools that people could use to help them to, you know, create better workplaces across the country. Mick Ord (Host): It really is an active contribution towards that, isn't it? Sarah Newton: Yeah. Mick Ord (Host): Cary, what specifically are the signs and symptoms that employees should be looking for in their workforce? Prof. Cary Cooper: Okay, well, there's a word called pressure, and there's a word called stress. So pressure by the way, for most of us, is stimulating and motivating, but when pressure exceeds our ability to cope, then that's stress. And the dividing line, normally, when you know you're getting close to going from the pressure zone into the stress zone, is usually behaviour change. So if you're a line manager and you observe your employee who normally has a good sense of humour, is really active, participates in team meetings actively. And all of a sudden they're more withdrawn, more angry, more negative and that's not the way they normally were, that's the first sign. So behaviour change is the first sign that you've gone from the pressure zone into the stress zone. Then you start getting the symptoms, the physical symptoms of it: lack of sleep, constant headaches, health changes as well. You start drinking more, smoking more. A whole range of issues. And those signs are really important to observe. But if you can get it early, it's like anything in the health arena, isn't it? The earlier you can identify the behavioural change in a human being. So if I'm walking down at Manchester Business School and somebody says to me "Cary, you haven't been yourself the last several months, is something wrong?" that should be an indication to me that something is wrong. That my behaviour's being perceived by other people as having changed quite dramatically. And that's because I'm now under stress, not under just the normal everyday positivities of pressure. Because pressure is kind of stimulating. You know, we all like a bit of that in our job. And you really have to then identify what the issue is that's driving that. And again, if you have a good boss who listens to you or a good work colleague who listens to you, or you don't necessarily need an EAP – an employee assistance program, counseling services. Many, almost all businesses have them, I think they're great. They do work. I did an evaluation for the HSE incidentally many, many years ago. Of all the EAPs in the UK, HSE has been part of my life, it looks like! My career life for so many years! But I did, I was commissioned to do a study of all the EAPs many years ago to look at them. How effective are they? And they are very effective. But the important thing is they help the individual, but they don't change the organisation culture. And that's why this kind of a campaign the HSE are doing and have always been involved in from 20 years ago with our management standards, is let's change the culture. Let's do prevention. EAP helps the individual cope with the problem they already have. And that's fine. And we need that. That's a part of the arsenal, the mental health arsenal that we need to have. But it would be really nice if we can start preventing some of this in the first place so we didn't have to do remedial work and treatment like EAPs and other things. Sarah Newton: Well I couldn't agree more. And the campaign is all about prevention by raising awareness amongst employers. And we do have, as part of the toolkit, a stress assessment tool that organisations can use because I absolutely agree with Cary. It's about identifying in your organisation, whatever the size of it, what is causing the stress in the workplace? You know, as Cary says, you can be really quite exciting to be in an environment where you feel that pressure to get things done, and lots of people like challenging environments. but when it tips over into causing stress in the workplace, the toolkit is there to help organisations identify where it's happening and what is driving it so they can look more systemically at what they can do differently. I mean, there are some really simple recent examples which have got quite a lot of media attention around saying to staff We don't want you to be looking at your emails, for example, beyond a certain time. I mean, not everyone can do this, but there's quite a lot of blurring of the lines between work and home going on in the workplace today. And so that in itself can cause stress because people aren't certain what their bosses are expecting of them to their working hours. And so some simple measures like that, being very clear that we really value you, we really appreciate you. We want you to have a separation between your work life and your home life and so we don't want you to be switching on your computer, your laptop, or looking at your emails beyond this time.. And then manager's not responding in saying, Look, I noticed you've sent this at a certain hour. That's not my expectation. I'm really happy to respond to this tomorrow. Let's talk about this tomorrow. So simple things like that can make a big difference, but you'll only know if this is an issue or not in your organisation if you undertake the toolkit. If you use the toolkit, you assess whether that's stressful or not, and then reach out. Have those conversations, put things in place, check in. Are they working? Are they having the desired effect? I think Sarah's raised a really interesting point. When my national forum was formed five years ago, the first issue was the line manager. Guess what the second issue was, Sarah? It was email usage. And now we have the Right to Disconnect law in France, Portugal, New Zealand. We have a number of countries doing that. Incidentally, a company was fined 60,000 euros for breaking it. So they actually use it. That means no manager can send an email out of office hours to their subordinates. That means at night, at weekends, or while they're on holiday. I do have a problem with that law in a way, because if we're to work flexibly, how the hell do we work? If you're picking your kids up at 3:30 and want to be with them, read with them, spend time with them, but then at night start to work, and like Volkswagen, you close down the server at 5:30 to try to stop people doing it or you say you can't do your emails at night, we have a problem. But we do need guidelines on the use of emails because it is interfering with people's lives. It's a whole field by the way, and tons of research on it now, called Technostress. You know, things like don't CC in everybody, don't send an email to anybody at on a Friday afternoon. Even if you say as a line manager, I've heard managers say to me, "I send an email, but I tell them not to respond until Monday morning. Well, why send it in the first place? Because they're going to worry about it all weekend. So we really do need simple things like Sarah said. So my national forum came up with a four page document. This is good practice. This is what you don't do to protect people's private lives. Yes. If the company's burning down, there's something going on that's really significant, yes out of office hours, fine. But try not to interfere with people's private life. They need time, They need respite away from the pressures of life because we have a lot of 'em honest. So that's a part of the puzzle. that's a part of the wellbeing puzzle. The line manager. Emails. The culture. Flexible working. All of that creates a strategic response to try to prevent people getting ill and being overloaded. Mick Ord (Host): So finally, Sarah, for people listening, whatever the size of their company, what do you think that they should be doing now to address the issues that we've been talking about today? Sarah Newton: First of all, I would really encourage them to become a champion. So we've got a really good website, which is workright.campaign.gov.uk/workingminds . They'll find loads of free information there. They can sign up to be a champion, and then on an ongoing basis, will get free really useful information. And then start today. Just think about how you can use those five R's in your workplace to reach out to a colleague. to recognise, to listen to their concerns. To respond. Then to reflect on how's that worked, what difference is it making? And then just make it routine. Check in with your colleagues to see how things are going for them. So those simple five R's are things that any one of us can do each day in our workplace. Mick Ord (Host): So Sarah Newton, Chair of the Health and Safety Executive and professor Cary Cooper, thanks a lot for joining us today.

Workplace Well-being relates to all aspects of working life, from the quality and safety of the physical environment, to how workers feel about their work, their working environment, the climate at work, and the work organization. In today's episode of The Brand Called You, Sir Cary Cooper talks about well-being and mental well-being. He also touches upon his experience working with the UK government. He explains the different aspects of workplace well-being and gives pointers as to how to manage them. --- Support this podcast: https://anchor.fm/tbcy/support

In the first of a new series from the Academy Of Social Sciences, psychologist Sir Cary Cooper talks to Will Hutton about the need for a new approach to work, and workplace culture.

After a short break, Ed and Liam are joined this week by Prof. Sir Cary Cooper CBE and Partner and Head of Employment & HR Malcolm Gregory, to discuss how small and medium sized businesses can and should approach wellbeing in the workplace. Find out more about the Workforce: Changing Dimensions report here: https://www.roydswithyking.com/changing-dimensions/

Cary L. Cooper is the 50th Anniversary Professor of Organizational Psychology and Health at Manchester Business School, University of Manchester. He is also a founding President of the British Academy of Management, President of the Chartered Institute of Personnel and Development (CIPD), has been an advisor to the World Health Organization, ILO, and EU in the field of occupational health and well-being.Professor Cooper is an author/editor of over 250 books in the field of occupational health psychology, workplace well-being, women at work and occupational stress. He is also currently the Chair of the National Forum for Health & Wellbeing at Work and was awarded Knighthood from the Queen of the United Kingdom for his contribution to the Social Sciences. Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

Cary L. Cooper is the 50th Anniversary Professor of Organizational Psychology and Health at Manchester Business School, University of Manchester. He is also a founding President of the British Academy of Management, President of the Chartered Institute of Personnel and Development (CIPD), has been an advisor to the World Health Organization, ILO, and EU in the field of occupational health and well-being, and the author/editor of over 250 books in the field of occupational health psychology, workplace well-being, women at work and occupational stress. Professor Cooper is currently the Chair of the National Forum for Health & Wellbeing at Work and was awarded Knighthood from the Queen of the United Kingdom for his contribution to the Social Sciences. Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

Welcome to episode 12 of “Professional Balance” a bonus content series of the Saturday Morning Hustle. On this December 27th, 2021 episode, we will discuss balancing Defending Yourself vs. Being Defensive. This discussion can be utilized to protect your personal reputation, self-brand or business interest. In the age of "cancel culture" you really need to understand how to balance telling your side of a story without validating, extending or weaponizing what other people might say about you in person, online or via the media. What is the balance of passive or aggressive when addressing issues IF you even address them at all? "The Apology Impulse: How the Business World Ruined Sorry and Why We Can't Stop Saying It" by Cary Cooper and Sean O'Meara https://www.goodreads.com/en/book/show/43289623-the-apology-impulse The Golding Group #NeoMarketing Podcast episode The Apology Impulse https://podcasts.apple.com/us/podcast/the-apology-impulse/id1275659816?i=1000459959116 LinkedIn Article: The Two (and a half) Reasons People Complain. https://www.linkedin.com/pulse/two-half-reasons-people-complain-kyle-golding/ This long-form audio-only podcast is posted once a month as an opportunity to dive deep into the issues that challenge all entrepreneurs, business owners, career builders and decision-makers. "How to balance what seems to be contradictory viewpoints” in business and personal life. More than just work/life balance, we examine a variety of “this or that” scenarios. I will be back on the last Monday of next month with a new topic in addition to a new #SaturdayMorningHustle podcast every weekend with #Hustle, #Motivation and #EntrepreneurAF advice while the competition is still sleeping. Please subscribe, leave a review and make a comment on social media about what Professional Balance issues you would like to hear me discuss on this series. https://twitter.com/KyleGolding @KyleGolding https://www.instagram.com/thekylegolding @TheKyleGolding https://www.facebook.com/SaturdayMorningHustle (NEW!) https://saturdaymorninghustle.com --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/satmorninghustle/message

Professor Cary Cooper, CBE, Professor of organisational health and psychology at Alliance Manchester Business School at the University of Manchester, President of the CIPD, President of the Institute of Welfare and Chair of the National Forum for Health and Wellbeing talks to us about the future of the workplace, the role of line managers in its success, and the key skills required by line managers in a hybrid setting.

Travel - where you can go, and what you need to do beforehand and on return? Sandra Corkin, spokesperson for NI ABTA, discusses this, and the effect on travel businesses here. Linda hears from one single mother who was stunned to discover her son had run up an X Box bill of £1100 on her credit card. Martyn James of Resolver, a free independent issue resolution service offers advice on what to do in this situation. Going back to work - will the office be the same as when you left it? Cary Cooper, Professor of Organizational Psychology and Health at Manchester Business School, tells why the pandemic could be a change for the good for the workplace. Tina McKenzie of the Federation of Small Businesses and Mark McAllister of the Labour Relations Agency, discuss workers' rights when it comes to returning to office, the right to work at home and the effect on businesses here. Plus the NI Public Service Ombudsman on complaint handling, and why she wants to hear from you. Email: OnYourBehalf@bbc.co.uk

In this episode of Better Thinking, Nesh Nikolic speaks with Dr Michael Leiter about improving work engagement and combatting burnout. Dr. Michael P. Leiter is Professor of Organisational Psychology at Deakin University in Melbourne Australia. He previously held the Canada Research Chair in Occupational Health at Acadia University. He has published widely on job burnout, work engagement, and workplace civility. His recent initiatives have focused on improving the quality of worklife through enhancing the level of civility and respect among colleagues. His intervention work on improving respect and civility at work has demonstrated a close link of improved collegiality with greater engagement with work. His most recent book with Cary Cooper is the The Routledge Companion to Wellbeing at Work. Episode link at https://neshnikolic.com/podcast/michael-leiter See omnystudio.com/listener for privacy information.

Newstalk's Future of Work is back, the podcast that looks at how the past year has pushed the Irish workforce to change how business is done. On the first episode of the second series, Jess Kelly and Gavin McLoughlin examine wellbeing in the workplace and in particular when that office is in your own home. They are joined by Dr David Morris Vhi Healthcare's Head of Wellness and Cary Cooper professor of organisational psychology at the Alliance Manchester Business School. In partnership with Vhi Healthcare. Listen and subscribe to Future of Work on Apple Podcasts, Google Podcasts, and Spotify.        Download, listen and subscribe on the Newstalk App.     You can also listen to Newstalk live on newstalk.com or on Alexa, by adding the Newstalk skill and asking: 'Alexa, play Newstalk'.

Dr Sarah Norgate and Sir Cary Cooper have just published an extremely timely new book exploring the links between wellbeing and flexible working. They discuss why firms have been slow to adopt the practice and what they and their employees can do now.

In this episode, Richard interviews Sir Cary Cooper CBE about the 'micro-frustrations' those of us working at home can face. Pilar is back, calling in from Spain, and she and Richard discuss the importance of a healthy home-working set-up and the diversity of home-working experiences. Technology, communication, physical work set-up and distractions. It's all here.  Resources mentioned in this episode: Prof Sir Cary Cooper CBE: https://www.research.manchester.ac.uk/portal/cary.cooper.html WorkLifeWebinars: https://www.worklifepsych.com/webinars/ https://www.theguardian.com/society/2020/aug/18/depression-in-british-adults-doubles-during-coronavirus-crisis https://www.irishtimes.com/news/ireland/irish-news/i-d-go-to-bed-and-suddenly-i-was-thinking-i-m-in-my-office-the-bedroom-as-workplace-1.4332354 https://hbr.org/2020/07/microsoft-analyzed-data-on-its-newly-remote-workforce

What are best-practices for alleviating stress in the workplace? Today I talked to Cary Cooper about his new book The Apology Impulse: How the Business World Ruined Sorry and Why We Can't Stop Saying It (Kogan Page, 2020). Cooper explains why managers should say “Sorry, I Wasn't Feeling." Cooper is the author/editor of over 250 books, and the president of the British Academy of Management. An advisor to the World Health Organization and the EU, he's received both a knighthood and the CBE award from the Queen of England for “extraordinary contributions” to society. Topics covered in this episode include: The difference between operational and cultural failures, and why CEOs find it easier to apologize for the latter by pretending the problem has to do with the former. The percentage of workers who feel bullied by a boss at work on a constant basis, and Cooper's estimation of the percentage of bosses who won't be able to benefit from EQ-training and, therefore, should be given roles that don't involve managing people. What the implications and solutions for huge CEO pay amid what could now prove to be the single most significant economic downturn in our lives (due to Covid-19). Dan Hill, PhD, is the author of eight books and leads Sensory Logic, Inc. (https://www.sensorylogic.com). To check out his “Faces of the Week” blog, visit https://emotionswizard.com.   Learn more about your ad choices. Visit megaphone.fm/adchoices

What are best-practices for alleviating stress in the workplace? Today I talked to Cary Cooper about his new book The Apology Impulse: How the Business World Ruined Sorry and Why We Can’t Stop Saying It (Kogan Page, 2020). Cooper explains why managers should say “Sorry, I Wasn’t Feeling." Cooper is the author/editor of over 250 books, and the president of the British Academy of Management. An advisor to the World Health Organization and the EU, he’s received both a knighthood and the CBE award from the Queen of England for “extraordinary contributions” to society. Topics covered in this episode include: The difference between operational and cultural failures, and why CEOs find it easier to apologize for the latter by pretending the problem has to do with the former. The percentage of workers who feel bullied by a boss at work on a constant basis, and Cooper’s estimation of the percentage of bosses who won’t be able to benefit from EQ-training and, therefore, should be given roles that don’t involve managing people. What the implications and solutions for huge CEO pay amid what could now prove to be the single most significant economic downturn in our lives (due to Covid-19). Dan Hill, PhD, is the author of eight books and leads Sensory Logic, Inc. (https://www.sensorylogic.com). To check out his “Faces of the Week” blog, visit https://emotionswizard.com.   Learn more about your ad choices. Visit megaphone.fm/adchoices

What are best-practices for alleviating stress in the workplace? Today I talked to Cary Cooper about his new book The Apology Impulse: How the Business World Ruined Sorry and Why We Can’t Stop Saying It (Kogan Page, 2020). Cooper explains why managers should say “Sorry, I Wasn’t Feeling." Cooper is the author/editor of over 250 books, and the president of the British Academy of Management. An advisor to the World Health Organization and the EU, he’s received both a knighthood and the CBE award from the Queen of England for “extraordinary contributions” to society. Topics covered in this episode include: The difference between operational and cultural failures, and why CEOs find it easier to apologize for the latter by pretending the problem has to do with the former. The percentage of workers who feel bullied by a boss at work on a constant basis, and Cooper’s estimation of the percentage of bosses who won’t be able to benefit from EQ-training and, therefore, should be given roles that don’t involve managing people. What the implications and solutions for huge CEO pay amid what could now prove to be the single most significant economic downturn in our lives (due to Covid-19). Dan Hill, PhD, is the author of eight books and leads Sensory Logic, Inc. (https://www.sensorylogic.com). To check out his “Faces of the Week” blog, visit https://emotionswizard.com.  

What are best-practices for alleviating stress in the workplace? Today I talked to Cary Cooper about his new book The Apology Impulse: How the Business World Ruined Sorry and Why We Can’t Stop Saying It (Kogan Page, 2020). Cooper explains why managers should say “Sorry, I Wasn’t Feeling." Cooper is the author/editor of over 250 books, and the president of the British Academy of Management. An advisor to the World Health Organization and the EU, he’s received both a knighthood and the CBE award from the Queen of England for “extraordinary contributions” to society. Topics covered in this episode include: The difference between operational and cultural failures, and why CEOs find it easier to apologize for the latter by pretending the problem has to do with the former. The percentage of workers who feel bullied by a boss at work on a constant basis, and Cooper’s estimation of the percentage of bosses who won’t be able to benefit from EQ-training and, therefore, should be given roles that don’t involve managing people. What the implications and solutions for huge CEO pay amid what could now prove to be the single most significant economic downturn in our lives (due to Covid-19). Dan Hill, PhD, is the author of eight books and leads Sensory Logic, Inc. (https://www.sensorylogic.com). To check out his “Faces of the Week” blog, visit https://emotionswizard.com.   Learn more about your ad choices. Visit megaphone.fm/adchoices

What are best-practices for alleviating stress in the workplace? Today I talked to Cary Cooper about his new book The Apology Impulse: How the Business World Ruined Sorry and Why We Can't Stop Saying It (Kogan Page, 2020). Cooper explains why managers should say “Sorry, I Wasn't Feeling." Cooper is the author/editor of over 250 books, and the president of the British Academy of Management. An advisor to the World Health Organization and the EU, he's received both a knighthood and the CBE award from the Queen of England for “extraordinary contributions” to society. Topics covered in this episode include: The difference between operational and cultural failures, and why CEOs find it easier to apologize for the latter by pretending the problem has to do with the former. The percentage of workers who feel bullied by a boss at work on a constant basis, and Cooper's estimation of the percentage of bosses who won't be able to benefit from EQ-training and, therefore, should be given roles that don't involve managing people. What the implications and solutions for huge CEO pay amid what could now prove to be the single most significant economic downturn in our lives (due to Covid-19). Dan Hill, PhD, is the author of eight books and leads Sensory Logic, Inc. (https://www.sensorylogic.com). To check out his “Faces of the Week” blog, visit https://emotionswizard.com.   Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/psychology

Working from home could outlast the pandemic. But workers' experiences with homeworking in lockdown are not all positive. Manuela Saragosa speaks to some office workers who've struggled to adapt to home life, and to Dr Zofia Bajorek, research fellow at the Institute for Employment Studies in the UK, who's been surveying workers on the pressures they've faced in lockdown. Cary Cooper, professor of organisational psychology and health at Manchester Business School, explains why face-to-face contact is so important for innovation in the workplace, and why flexible working with a mix of office and home will ultimately make us all happier. (Photo: A woman works from home, Credit: Getty Images)

Ahhoz, hogy jó vezetővé váljunk, le kell számolnunk egy sor az irányításhoz, a vezetői pozícióhoz kötődő hamis mítosszal. A menedzsment mítoszai című könyvében Stefan Stern és Cary Cooper négy tucat ilyen téves elképzelést vesz végig, megmutatva, melyik miért hibás, és hogy ezekkel szemben mi lenne a helyes, követendő gyakorlat. A kötetben inspiráló beszélgetéseket olvashatunk olyan nagy nevű menedzsment gondolkodóktól, mint például Henry Mintzberg, aki a McGill Egyetem professzora és akit korunk legtöbbet hivatkozott üzleti gondolkodójaként és a stratégiai menedzsment egyik legnagyobb, globális véleményformálójaként jegyeznek.

Sir Cary Cooper, CBE, is the 50th Anniversary Professor of Organizational Psychology and Health at the ALLIANCE Manchester Business School. He holds the office of president of the CIPD, the British Academy of Management, RELATE and Institute of Welfare. Sir Cary has been voted the Most Influential HR Thinker by HR Magazine and is a Fellow of the American Academy of Management. He was made a CBE in 2001 for his contribution to occupational health and awarded a Knighthood in 2014 for his contribution to the social sciences. Sir Cary is a leading commentator on workplace issues and wellbeing for national newspapers, TV and radio.In this exceptional episode of Thought and Leaders, Sir Cary chats with Jonathan Gabay about wellbeing at work post-COVID, the difference between happiness and contentment, managing stress, how managers can adapt to the New Norm and much more - including trust in governments.Get ready to settle down for a 40-minute programme with a real genius, guaranteed to make you think, smile and feel inspired.(Listening time - 40 minutes).

What are the top tips on working from home and how do you successfully manage remote teams? In this podcast Cary Cooper and Kelly Metcalf will discuss how leading organisations are tackling this challenge and give practical tips on how to best support your employees' well-being while they are working from home. Hosted by Jim Pendrill, AMBS' Research Communications Lead.

Cary Cooper is an award-winning, captivating performer whose songs are simple, quirky in nature, and draw you in with their pop melodies and deceptively deep lyrics. Cary appeared on the TV docu/drama series Troubadour TX and is a dynamic songwriting educator!In our conversation, Cary shares:Her BIG wake-up callWays of songwriting when you don't feel like itHow you aren't necessarily meant to be the BEST at anything, you are simply meant to write/sing the song only you can write/sing!

News, views and reviews from the world of business. Heather Noble & Tracy Jones present The Business Community on Calon FM, Episode 105. Find out more about this show, the presenters, Calon FM and previous episodes at www.thebusiness.community.

In our latest episode, we’re joined by Cary Cooper, Professor of Organisational Psychology and Health at the Alliance Manchester Business School, the University of Manchester, and Capita’s Chief Growth Officer Ismail Amla as they discuss what good organisational wellbeing looks like, and what are some of the benefits it can bring. 16 minsmore information

News, views and reviews from the world of business. Heather Noble & Tracy Jones present The Business Community on Calon FM, Episode 95. Find out more about this show, the presenters, Calon FM and previous episodes at www.thebusiness.community.

This week we talk with award-winning producer, songwriter and performer Michael Crittenden –founder and frontman for folk-rock’s Troll for Trout – who has deep roots in Grand Rapids, Michigan, and a biding passion for music that’s earned him widespread praise as an in-demand producer, player, studio owner and collaborator. A graduate of the Berklee College of Music in Boston, Mass., Michael has performed most of his life, sharing stages with the likes of John McVey, Todd Rundgren, Shawn Mullins, Jonatha Brooke, Hootie & the Blowfish, The Doobie Brothers, Peter Frampton and Kenny Wayne Shepard, among others.  Michael's songs have been heard on radio stations across the country as well as on MTV, ABC and PAXnet television. He was honored as Producer of the Year at WYCE’s Jammie Awards in 2013, after previously winning Jammies for Album of the Year (2002 and 2009) and Song of the Year (2009). He’s also a past recipient of an ASCAP Songwriters Award, two Billboard songwriting awards and an InterActivist Award from Los Angeles Based META Association. Michael also has served on the instructional staff at the prestigious Lamb’s Retreat for Songwriters and Mackinac Island Songwriter's Workshop. Beyond writing and performing, Michael, aka, “The Colonel,” is owner of The Mackinaw Harvest Music Group Inc., a Grand Rapids recording studio and publishing company. He has produced recordings and collaborated with many artists, including Pop Evil, The Accidentals, Ralston Bowles, Drew Nelson, Cary Cooper, Larry McCray, Brian VanderArk, Hello Dave, Kimber Cleveland, Spencer Mulder, Ed Dupas and a long list of others. And his fierce love for the Michigan outdoors and fishing not only provides a meditative respite from the hubbub of modern life, but inspiration for his music and his philosophy of life.   “Sometimes, I just like to be out in nature and open up my senses to what’s going on around me. That’s a very spiritual time for me,” Michael once told The Grand Rapids Press. “In life, you’re trying to stay in tune with what’s going on around you, with what’s happening right in front of your eyes every day. A lot of it is pretty awesome, and a lot of it we let go by because we’re not paying attention.”

Sir Cary Cooper is a psychologist - 50th Anniversary Professor of Organisational Psychology and Health at the Manchester Business School, University of Manchester. He founded Robertson Cooper - a business which is collection of psychologists and wellbeing experts intent on helping people have a good day at work. Everyone I've met there is just brilliantly inspiring too - which I guess shows good people hire good peoplehe's a brilliant follow on Twitter too @ProfCaryCooper See acast.com/privacy for privacy and opt-out information.

How much does your physical attractiveness affect your career prospects? And can the attention it draws be something of a mixed blessing?Vishala Sri-Pathma hears from British barrister Dr Charlotte Proudman about her personal experiences in what is a very male dominated profession. But while good looks may help you land a job, does it make it harder to get on with your colleagues? Vishala speaks to Cary Cooper, professor of organisational psychology at Manchester University, body language expert Judi James, and headhunter John Purcell.(Picture: Attractive businesswoman looks at camera with colleagues in background; Credit: Jacob Wackerhausen/Getty Images)

For our organisations to create healthy cultures, we urgently need a new breed of managers: emotionally intelligent, able to give candid feedback, open, transparent and effective in leading organisational change.  According to our guest, Professor Cary Cooper, we still don’t have enough managers with strong people skills. In spite of progress made in the domain of HR in the past decades, people keep getting promoted to managerial roles for their technical expertise, not their leadership qualities.  It comes as no surprise that leaders lacking social skills create dysfunctional cultures characterised by utter lack of interpersonal understanding, transparency, recognition and personal and professional development.  As a result, the teams and organisation that they lead are often driven by fear and blame rather than by purpose and meaning.  Professor Cooper says that in order to creating wellbeing cultures where people thrive, change needs to start at the top. We need more senior leaders who walk the talk and can be seen as role models.  Sometime this may even require something that is greatly dreaded in the macho culture which is still so prevalent in today’s business world - vulnerability.  A good example of walking the talk and being is Antonio Horta-Osorio, the CEO of Loyds Bank in the UK, who admitted that his job nearly “broke” him as the bank’s finances drove him into a zombified state. Instead of trying to bury the news of his 2-month leave of absence caused by stress, he’d given details of the episode to raise awareness of mental health problems at work.  Other key qualities that the new breed of managers requires, according to Professor Cooper, are: Emotional Intelligence Keeping the right balance between recognition for a job well done and the useful constructive feedback  Proficiency in supporting their teams to navigate change and solve problems Resources and links: CultureLab Facebook page ⥤ https://www.facebook.com/CultureLabPodcast/ The Experimenters Club Facebook page ⥤ https://goo.gl/G7ubo7 More on Building a Coaching Culture Programme ⥤ https://goo.gl/Wyayqy Subscribe to the CultureLab Insider to get more free resources on culture and leadership ⥤ https://goo.gl/AUUbJz    

In this episode, we have the honour to be hosting Prof. Sir Cary Cooper, 50th Anniversary Professor of Organizational Psychology and Health at Manchester Business School, University of Manchester. We speak about working time, what kinds of skills line-managers need and how important wellbeing at work is.

Jon Keighren on Jim Gannon's return to Edgeley Park. Professor Cary Cooper on why we should all be working shorter hours. And a group of teenagers in Edgeley secure a new skate park. File download (22:59 mins | 21 MB)

Kelly discusses writing & prayer with Anne Lamott, and then picks apart the election and GOP with Rep. Jack Kimble of the faux 54th District of California. Some comedy by Ted Alexandro and music by Cary Cooper and Chris Trapper.

Kelly welcomes Suzanne Whang, Dylan Brody, Rick Overton and Chris Bonno to the table to discuss Insanity from every angle. She also read her newest essay, "Does Matter Mind?". "My Mom Is A Dog" by John Elliott and The Hereafter. "Midnight Cabaret" by Chris Trapper. "Anything Is Possible" by Cary Cooper.

Kelly reads her essay Jack Shit and then has a fascinating conversation with Amy Friedman about her memoir Desperado's Wife which is about her falling love with and then marrying a man in prison convicted for murder. Music by Cary Cooper and Eric Schwartz.

Kelly read her newest essay, "The Hat." Rick Overton, Dave Rubin and Amy Englehardt joined Kelly for a conversation about the idea of Acceptance. Ultimately, they had to accept that no matter where they started, they ended up having to accept that the world is fucked up. Logan played Adil Omar, Cary Cooper and Katie Goodman.

Sue Costello, comedienne, actress and creator of the solo show, "I Didn't Mean to Be Funny," joins Kelly as they discuss creating solo shows, how to get over one's shit and rape jokes. Music by Logan Heftel and Cary Cooper.

  Special guest: Cary Cooper We discuss well-being in the workplace and its link to employee engagement. Host: Jo Dodds Back channel: https://plus.google.com/communities/118419210283831602780/events