The Weekly Pulse is my content curation and my highlights from readings, books, podcasts, insights, and everything I discovered during the week.
So, let’s go with some discoveries from the week!
#1 – Global Business Speaks English
#2 – What Happens to Your Body on No Sleep
#3 –Why It’s So Hard to Be Fair
Global Business Speaks English
Source: Harvard Business Review
Author: Tsedal Neeley
English is the global language of business, spoken by 1.75 billion people worldwide, and adoption of an English corporate language strategy is becoming increasingly essential for companies to facilitate communication and performance across geographically diverse functions and business endeavours.
The article discusses the benefits of “Englishnization” and how companies such as Rakuten, Nestlé, and Merloni have successfully implemented English-only policies. However, challenges and negative emotional and organizational consequences can arise, and companies must assess readiness and guidelines for adopting the shift.
Managers can help employees move from frustration to inspiration by offering constant encouragement and language-development opportunities.
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What Happens to Your Body on No Sleep
Source: Outside
Author: Wes Judd
Lack of sleep can have immediate and long-term effects on the body, ranging from impaired cognitive function to increased risk of heart disease and cancer. Acute sleep deprivation can lead to memory loss, slowed reaction times, impaired decision-making abilities, and hallucinations.
Long-term sleep deprivation can lead to hormonal imbalances, decreased immune system function, and chronic health issues. Researchers believe that sleep is necessary to purge toxins and other metabolic products that build up in the brain throughout the day.
Without sleep, the body and mind begin to malfunction, and performance in physical and cognitive tasks suffers.
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Why It’s So Hard to Be Fair
Source: Harvard Business Review
Author: Joel Brockner
The article discusses the importance of process fairness in organizations and how it can lead to better employee satisfaction, reduced legal costs, and increased creativity and innovation.
Process fairness is distinct from outcome fairness and refers to how managers behave when making decisions, such as explaining why a decision was made and treating employees with respect. However, many companies fail to consistently practice process fairness due to several factors, including discomfort with delivering bad news and a belief that tangible resources are more meaningful than treating employees decently.
The article provides advice on how to promote greater process fairness in organizations, including addressing knowledge gaps and making process fairness a top priority starting at the senior management level.
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