THROWBACK THURSDAY: History of the Boardroom

In the 16th century the ‘board’ (that hunk of wood) was the name of the table at which a council met and it also came to signify the meeting of such a council around tboardroom 2his table. By the early 17th century the ‘board’ identified the group of people who meet at a council-table – the recognized word for a body of persons officially constituted for the transaction or superintendence of some particular business.

This is an example of what is known as “metonymy,” a figure of speech in which something associated with a concept stands in for the concept itself – a kind of linked term. The Oval Office, for example, is used to refer to the activity within it and may be used as a substitute for the office of President. The “board” (table) is a metonym for the body of persons in charge of some organization.

The full phrase “board of directors,” which further describes the type of the board, first appeared in 1712, but “board” still could and often did, and still does stand on its own. Today we have more boards then one could shake a stick at including title, boards of Control, boards of commissioners, local (government) boards, school Boards, The Big Board (N.Y. Stock Exchange), etc.boardroom 1

Interestingly, other furniture-related expressions are “chair,” used both as a verb and a noun: “to chair a meeting” and “to take the chair” and “table a motion.”

WEDNESDAY WORKFACT: Sexual Harassment at Work

{from the HR Daily Advisor at BLR}

Sexual harassment has been making front page headlines recently, taking place from the New York City board room to the Hollywood movie set. What should you know about sexual harassment to protect you and your employees at your place of business?

According to the EEOC, sexual harassment is a form of sex discrimination the violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including federal, state, and local governments. It also applies to employment agencies and labor organizations.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature all constitute sexual harassment when this conduct explicitly or implicitly effects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates am intimidating, hostile, or offensive work environment.

Sexual Harassment Facts:

83% of sexual harassment charges in 2016 were filed by females.

12,860 charges alleging sexual harassment were filed with the EEOC in 2016, up 2% from 2015.

The #metoo campaign hashtag has been used more than 200,000 times across social media to identify victime of sexual harassment.

The victim does not have to be of the opposite sex.

The harasser can be the victim’s supervisor, an agent of the employer, a co-worker, or a non-employee (i.e., a vendor or customer of the employer).

The victim does not have to be the person harassed but could be anyone affected by the abusive conduct.

Unlawful sexual harassment may occur without economic injury or to discharge of the victim.

TIP TUESDAY: Investing in Employee Development

Paula Harvey, SHRM-SCP and Vice President of Human Resources and Safety for Schulte Building Systems near Houston, explains the benefits of investing in employee development in this 3-1/2 minute video: http://tinyurl.com/yaxk4pgs

Throwback Thursday: Brian Epstein Discovers The Beatles

{Excerpted from the Brian Epstein bio at The Beatles Bio online}

On this day in 1961, Brian Epstein, who managed The Beatles until his death in 1967, discovered the group at London’s Cavern Club while working at a record store.

The magazine Mersey Beat was where Epstein first took note of the name “The Beatles” when they were featured on the cover of issue two. His curiosity is said to have been was piqued when a customer, Raymond Jones, came into the store and asked Epstein for a copy of “My Bonnie,” a single recorded by the band in Hamburg.

Jones asked Epstein, “There’s a record I want. It’s ‘My Bonnie’ and it was made in Germany. Have you got it?’

Epstein shook his head. ‘Who is the record by?’ he asked. ‘You won’t have heard of them,’ said Jones. ‘It’s by a group called The Beatles….’

The record store was a short walk from the Cavern Club on Mathew Street, so on November 9 Epstein watched The Beatles play a lunchtime concert, after which he went to the group’s dressing room and met “the boys.”

Despite his lack of experience, Epstein became their manager in January 1962, and quickly asserted his influence over their dress and onstage performance.

After hawking the band around a number of London labels, Epstein eventually secured an audition at EMI’s Abbey Road studios, where George Martin decided to sign them.

Brian Epstein with NEMS artists

Brian Epstein, standing, with several of the groups he managed. On the far left are Beatles John Lennon, Ringo Starr, George Harrison and Paul McCartney

Epstein was key to the success of The Beatles – Paul McCartney later said: “If anyone was the fifth Beatle, it was Brian”. He also managed a number of other Liverpool acts, including Gerry and the Pacemakers, Cilla Black and Billy J Kramer and The Dakotas.

As The Beatles retired from live performance in 1966, Epstein found his influence on the group waning. He had used amphetamines from the earliest days with the band, but his use of pills became an increasing problem as he became more involved in the London drug scene of the 1960s.

During the recording of Sgt Pepper, Epstein spent time trying to kick his drug habit, including spells in the Priory in Putney, London, but died of an accidental drug overdose on August 27, 1967.

Wednesday Workfact: 9 Top Reasons Why Employees Love Their Jobs

By Sonia Son, TinyPulse News

Oftentimes, we believe that money is the only reason employees love their jobs. Turns out that’s not the case.

We asked employees to list out the various things they love about their job, and the results told their own story. No longer are we in an era where bosses make or break our work experience — nowadays it’s all about the peers. One out of every two people pointed to their peers and colleagues as motivators that drive employee engagement.


When you think about it, you sit next to your colleagues for almost eight hours a day. Because of that, having an intolerable coworker will indefinitely deplete your motivation and morale at work. So it really is no wonder that colleagues and peers came out on top.

Here’s what the employees say for themselves:

I absolutely love working with my coworkers. I feel like I’m constantly growing and learning in this job, and my coworkers are a big part of the knowledge share.

I love being a part of a group with a crazy amount of passion for this company; it’s all encompassing and contagious, and I’m very glad to be a part of it.

How can organizations make sure their employees aren’t going to constantly be clashing heads?

Here’s a tip: if you’re just hiring people to fill empty seats, it’s time to stop.Tweet: If you're just hiring people to fill empty seats, it's time to stop http://bit.ly/1H5csY7 via @TINYpulse

Hiring dull, uninterested people is going to bring your employees down. Finding colleagues that push each other and keep them going is one of the best things you can do to drive motivation and engagement.