In this podcast episode, Dr. Jonathan H. Westover talks with Laura Maffucci about G-P's 2025 World at Work Report and the outlook for 2026. Laura Maffucci is G-P’s Head of HR, overseeing the global workforce, talent, and employee experience with a people-first mindset. She values diversity of thought as essential for a healthy workspace. In her 20+ year career in HR, Maffucci has spoken on global and national platforms about compensation, employee well-being and mental health. She’s a staunch advocate for the employee experience and creating a culture of inclusivity. Maffucci is passionate about the future of work, normalizing the value of work everywhere, and enabling employees globally to be their best selves and add value wherever they go and whatever they do. Check out all of the podcasts in the HCI Podcast Network (https://www.podbean.com/podcast-network/HCI) !

In this HCI Webinar, Dr. Jonathan H. Westover talks with performance management, workplace dynamics, and employer liabilities. Mark F. Kluger practices exclusively in the area of labor and employment law on behalf of employers. For ten years, before founding Kluger Healey, LLC, he was Chairman of the Labor and Employment Department of one of New Jersey’s oldest law firms. Mark is a frequent speaker and writer on sexual harassment and discrimination avoidance, workplace diversity, performance management, union avoidance, and a myriad of other employment-related subjects and regularly conducts training sessions for employers on these critical topics. In addition, Mark has extensive experience in counseling employers on issues involving discipline and discharge, reductions in force, mergers and acquisitions, compliance with wage and hour, disability, COBRA, and family and medical leave laws. He regularly drafts all forms of employment policies and handbooks, severance agreements, employment contracts, non-competition and confidentiality agreements, and affirmative action plans. Mark also represents employers in collective bargaining, grievance arbitration, NLRB proceedings, and picket line issues. Mark graduated from Vassar College in 1984 and Cornell University Law School in 1987. He was an Adjunct Professor at Seton Hall Law School from 1991-1996 and served as a member and President of the Board of Education in North Caldwell, New Jersey from 2002-2008.

A growing movement called career minimalism is reshaping how young professionals approach work and success. Rejecting the traditional model of relentless ambition and constant availability, career minimalists prioritize sustainability, balance, and well-being over sheer volume of achievement. This philosophy emphasizes doing the right work with focused dedication within defined boundaries, deliberately separating professional responsibilities from personal life to prevent burnout. Far from laziness or lack of ambition, career minimalism is about working smarter, not harder, redirecting ambition toward a fulfilling, balanced life that includes mental health, family, hobbies, and community. Highlights 🌱 Career minimalism is a deliberate shift toward sustainable, balanced work rather than relentless ambition. ⏰ Career minimalists set clear boundaries to separate work from personal life, preventing burnout. 🔥 The movement is driven by burnout, job instability, technology intrusion, and changing values. 🛡️ Prioritizing job security over status is a key principle of career minimalism. 🚫 Saying no to non-essential tasks protects personal time and improves focus. 🎯 Strategic focus on high-impact work maximizes effectiveness and energy use. 🤝 Employers benefit from loyal, healthy, and productive employees when respecting boundaries. Key Insights 🌟 Redefining Ambition as Sustainable Success: Career minimalism challenges the conventional definition of ambition by shifting the focus from climbing ladders and accumulating titles to achieving a sustainable, balanced lifestyle. This redefinition acknowledges that success is multifaceted and includes mental health and personal well-being, not just professional accolades. It reflects a cultural evolution in how younger generations value their time and energy. 🔥 Burnout as a Catalyst for Change: The prevalence of burnout—manifesting as chronic stress, exhaustion, and a sense of emptiness—has become a critical trigger for career minimalism. This insight highlights how unsustainable work cultures damage not only individual health but also overall productivity and happiness. Career minimalism serves as a proactive response designed to prevent burnout rather than treat its consequences. 🌍 Instability in the Modern Job Market: The traditional linear career path is increasingly obsolete due to rapid technological changes and economic uncertainty. Career minimalists respond by valuing stable, dependable jobs that provide security, recognizing that career longevity depends on resilience and adaptability rather than rapid advancement or prestige. This approach mitigates risk in an unpredictable work environment. 📵 Technology’s Role in Blurring Boundaries: Constant connectivity, such as after-hours emails and messages, erodes personal time and contributes to stress. Career minimalists actively push back against these intrusions by setting firm boundaries, enforcing “no work” zones outside designated hours. This protects mental space, allowing for recuperation and better performance during work periods. 🧠 Intentionality in Task Selection: Instead of spreading themselves thin trying to do everything, career minimalists strategically focus on tasks that deliver the greatest value and impact. This selective approach optimizes energy expenditure and prevents wasted effort on low-priority tasks, supporting both individual effectiveness and employer goals. 🛠️ Skill Diversification as Risk Management: By cultivating a portfolio of skills—through online learning, side projects, or trades—career minimalists build professional resilience. This diversification reduces dependence on any single job or employer and prepares individuals for unexpected career shifts, enhancing long-term employability and personal growth. 🤝 Mutual Benefits for Employees and Employers: When companies respect boundaries and support career minimalism principles, they cultivate loyal, engaged employees who are less prone to burnout. This results in higher retention rates, lower hiring and training costs, and consistent, high-quality output. Sustainable work practices thus create a win-win scenario, proving that caring for workers’ well-being aligns with business success. If this helped, please like and share the video. #CareerMinimalism #WorkLifeBalance #GenZ #Millennials #Burnout #HRStrategies OUTLINE: 00:00:00 - Redefining Career Success 00:00:45 - Boundaries And Myths 00:01:43 - Why Less Is Becoming More 00:02:45 - Principles And Practices 00:03:37 - Focus And Payoffs

In this podcast episode, Dr. Jonathan H. Westover talks with performance management, workplace dynamics, and employer liabilities. Mark F. Kluger practices exclusively in the area of labor and employment law on behalf of employers. For ten years, before founding Kluger Healey, LLC, he was Chairman of the Labor and Employment Department of one of New Jersey’s oldest law firms. Mark is a frequent speaker and writer on sexual harassment and discrimination avoidance, workplace diversity, performance management, union avoidance, and a myriad of other employment-related subjects and regularly conducts training sessions for employers on these critical topics. In addition, Mark has extensive experience in counseling employers on issues involving discipline and discharge, reductions in force, mergers and acquisitions, compliance with wage and hour, disability, COBRA, and family and medical leave laws. He regularly drafts all forms of employment policies and handbooks, severance agreements, employment contracts, non-competition and confidentiality agreements, and affirmative action plans. Mark also represents employers in collective bargaining, grievance arbitration, NLRB proceedings, and picket line issues. Mark graduated from Vassar College in 1984 and Cornell University Law School in 1987. He was an Adjunct Professor at Seton Hall Law School from 1991-1996 and served as a member and President of the Board of Education in North Caldwell, New Jersey from 2002-2008. Check out all of the podcasts in the HCI Podcast Network (https://www.podbean.com/podcast-network/HCI) !

Abstract: See minimalism represents a fundamental shift in how professionals—particularly Generation Z and millennials—conceptualize work's role in their lives. Rather than pursuing traditional upward mobility at all costs, career minimalists prioritize stability, boundaries, and fulfillment through secure employment, clear work-life separation, and diversified skill development. This article examines the emergence of career minimalism as a response to chronic workplace burnout, economic volatility, and evolving generational values. Drawing on organizational psychology, human resource management, and labor economics literature, we analyze the individual and organizational consequences of this philosophy and identify evidence-based practices for supporting sustainable career approaches. We argue that career minimalism is not withdrawal from work but strategic energy allocation—a recalibration of the psychological contract between employees and employers that prioritizes long-term resilience over short-term advancement. Organizations that understand and accommodate this shift stand to benefit from improved retention, reduced burnout, and access to diverse talent seeking meaningful but bounded employment relationships.

This video explores the pervasive use of AI tools by students, revealing that 89% of students rely on AI for schoolwork, yet most lack the skills to discern AI’s accuracy. This dilemma cannot be resolved by banning AI, as these tools have become integral to education. Instead, educators must teach students how to use AI responsibly and critically, much like teaching someone to drive a car safely. The presenter introduces Geert Hofstede’s Six Dimensions of Culture as a practical framework to help students understand cultural differences in a structured way. The educational approach involves students using AI to compare two countries on one cultural dimension, then refining their AI queries through prompt engineering to improve the quality of responses. Highlights 🤖 89% of students use AI tools for schoolwork but often can’t verify AI’s accuracy. 🚫 Banning AI tools in education is futile; instead, responsible use and critical thinking must be taught. 📚 Hofstede’s Six Dimensions of Culture provide a structured lens for understanding cultural differences. 💡 Students learn prompt engineering to improve AI query quality and results. 🔍 Verification is key: students compare AI outputs with authoritative sources to detect errors. 🤝 Group discussions encourage collaborative critique and exploration of AI’s biases and errors. ⚖️ Ethical implications of blind AI trust are discussed, highlighting real-world risks and responsibilities. Key Insights 🤖 AI as a Double-Edged Sword in Education: The widespread use of AI tools by students offers unprecedented access to information and assistance but also introduces risks of misinformation and overreliance. Teaching students to critically evaluate AI responses transforms AI from a potential liability into an educational asset, fostering digital literacy and critical thinking skills essential for the modern age. 🛠️ Frameworks Anchor Abstract Concepts: Culture is an inherently complex and abstract concept. Using Hofstede’s Six Dimensions gives students concrete criteria to analyze and compare cultures systematically. This structured approach prevents superficial judgments and promotes nuanced understanding, showing how theoretical frameworks can enhance critical engagement with AI-generated content. 🎯 Prompt Engineering Enhances AI Utility: The process of refining AI prompts to elicit more precise and relevant answers demonstrates the importance of question design. Students learn that vague queries produce generic, often unsatisfactory results, whereas specific, well-crafted questions lead to richer, more accurate AI responses. This skill is transferable beyond education, applicable to all AI interactions. 🔎 Verification Builds Critical Thinking: By systematically comparing AI outputs with trusted sources, students actively engage in fact-checking, recognizing AI’s limitations and errors. This hands-on verification cultivates skepticism and analytical skills, essential in a digital landscape where misinformation can spread easily and AI outputs are not inherently reliable. 🤝 Collaborative Learning Enhances Understanding: Small group discussions create a supportive environment for students to share doubts and discoveries, normalizing AI errors and reducing stigma around being “wrong.” This peer interaction reinforces learning, encourages diverse perspectives on AI’s strengths and weaknesses, and promotes collective problem-solving. ⚙️ Understanding AI’s Mechanisms Demystifies Errors: Encouraging students to consider why AI makes specific mistakes—such as bias from limited training data or the probabilistic nature of language models—deepens their comprehension of AI technology. This meta-cognitive approach helps students see AI not as an infallible oracle but as a tool shaped by human input and limitations. ⚖️ Ethical Awareness is Crucial for Responsible AI Use: Discussing the consequences of blindly trusting AI, particularly in high-stakes situations like international negotiations, raises students’ awareness of the ethical dimensions of AI reliance. It underscores the importance of responsible use, accountability, and the potential real-world impact of misinformation, preparing students to be conscientious users and creators in an AI-driven world. Like and share if this helps your course planning — comments welcome. #AIinEducation #CrossCulturalManagement #Hofstede #CriticalAILiteracy #ExperientialLearning OUTLINE: 00:00:00 - The AI Paradox in the Classroom 00:01:09 - Using Hofstede's Dimensions 00:02:29 - Prompting and Verifying 00:03:44 - Making Sense of It All 00:04:39 - Building Smarter Students, Not Just Smarter Tools

As artificial intelligence tools become ubiquitous in higher education, management educators face the challenge of integrating these technologies while maintaining pedagogical rigor and teaching critical evaluation skills. This article examines an experiential exercise that uses AI as both a learning tool and object of study in teaching cross-cultural management, specifically Hofstede's Cultural Dimensions framework. Drawing on experiential learning theory, constructivist pedagogy, and emerging research on AI literacy in business education, we analyze how structured AI interactions can simultaneously develop cultural competence and critical AI literacy. The article presents evidence-based design principles, documented implementation experiences from business schools, and forward-looking recommendations for educators seeking to balance technological innovation with foundational learning objectives. This pedagogical approach addresses the dual imperative of preparing students for AI-augmented workplaces while cultivating the analytical skepticism necessary to evaluate AI-generated information.

In this HCI Webinar Dr. Jonathan H. Westover talks with Laura Maffucci about G-P's 2025 World at Work Report and the outlook for 2026. Laura Maffucci is G-P’s Head of HR, overseeing the global workforce, talent, and employee experience with a people-first mindset. She values diversity of thought as essential for a healthy workspace. In her 20+ year career in HR, Maffucci has spoken on global and national platforms about compensation, employee well-being and mental health. She’s a staunch advocate for the employee experience and creating a culture of inclusivity. Maffucci is passionate about the future of work, normalizing the value of work everywhere, and enabling employees globally to be their best selves and add value wherever they go and whatever they do.