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What Motivates You?
The Annual SHRM Conference in Atlanta this week asked
managers to rank five employee motivators (Hastings 2012).:
1. Recognition
2. Incentives
3. Clear Goals
4. Progress in the work
5. Interpersonal support
Although recognition and clear goals were at the top of the list and progress in the work was
at the bottom, according to Teresa Amabile, Ph.D., professor of business administration and
director of research at Harvard Business School, “making progress on meaningful work is the
number one driver of ‘inner work life’, which she explains is the combination of perceptions,
motivations and emotions employees experience during the workday” (Hastings, 2012). In a
publication written by Dr. Amabile and co-authored by Steven Kramer entitled, ‘The Progress
Principles: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work’ (Harvard Busi-
ness Press, 2011) research found that employees’ “best days” were those days when they
made progress on projects considered meaningful to the organization’s mission. The worst
days were those days when they faced setbacks. Those are the times when managers do not
see the employee’s emotions at work because employees keep the setbacks to themselves
or as Dr. Amabile calls it the “inner work life, which is what drives the bottom line (Hastings,
2012). Dr. Amabile states that employers need to understand the perceptions, motivations
and emotions that make up the “inner work life” which leads to higher levels of creativity,
productivity, commitment and collegiality” (Hastings, 2012). This can be initiated when man-
agers give employees a sense of progress along the way. Making small steps toward accom-
plishments of meaningful work can go a long way.
References:
Retrieved 06/26/2012 from
http://www.shrm.org/Publications/HRNews/Pages/WhatMotivatesEmployees.aspx
Presidents Corner by: Rana Katsha, MS, PHR
Montgomery County SHRMMontgomery County SHRMMontgomery County SHRM
J U L Y 2 0 1 2
V O L U M E 2 3 I S S U E 7
MCSHRM
Calendar of Events
JULY 12TH
4 Chapter Happy Hour
6:30pm to 8:30pm
Gannett/USA Today Building, First
Amendment Dining Room
7950 Jones Branch Drive, McLean, VA
22107
Click here for more details
JULY 18TH
MCSHRM Breakfast Meeting
7am to 9am
Marriott– Gaithersburg
Understanding the Jury Before you Decide
to Terminate
Approved for 1.5 General
HRCI Credits!
Click here for more details
Sponsor a Meeting! Contact Robin Campbell at
campbellrob92@
yahoo.com
Sponsor a
Networking Event!
Contact Thomas Mathew
240-252-5785
P A G E 2
Legislative Affairs by: Darla McClure, Esquire
M O N T G O M E R Y C O U N T Y S H R M
Ruling to Come on the Constitutionality of Patient Protection and Affordable Care Act
On June 28, 2012, the Supreme Court upheld the constitutionality of the Patient Protection
and Affordable Care Act, President Obama's health care law, under Congress' power to levy
taxes. The health care law will continue as planned with parts being phased in over the next
few years. Starting in 2014, almost all Americans will be required to have health insurance or
be faced with a fine. Most employers will likewise face a fine if they do not offer coverage for
their employees. This law will continue to be a subject of debate over time as Congress will
still maintain the power to make changes to this law.
Four Organizations- One Great Happy Hour! by: Chris Tyler, SPHR
SAVE THE DATE: Four Organizations: One Great Happy Hour! July 12, 2012 NOVA SHRM, Dulles SHRM, Montgomery County SHRM and HRA-NCA Network Together on July 12, 2012.
HOSTED BY: NOVA SHRM, Dulles SHRM, Montgomery County SHRM and HRA-NCA WHAT: Happy Hour! Free registration (bartender & food/appetizers available for purchase)
WHEN: July 12, 2012 from 6:30 – 8:30 PM
WHERE: Gannett/USA Today Building, First Amendment Dining Room - 7950 Jones Branch Drive, McLean, VA 22107 - Please park on level P2 (follow signs to Event parking).
WHY: To meet other chapter’s members - expand your network and have fun!
Please RSVP on NOVA SHRM’s Website by clicking here.
P A G E 3 V O L U M E 2 3 I S S U E 7
Programs by: Robin Campbell, SPHR
Few employers contemplate how their actions toward employees
would look to a jury. Yet jurors often decide cases based on fair-
ness, likeability, and the reasonableness of the people involved.
When plaintiff’s counsel evaluates whether to accept a case and what amount of resources to devote to it, jury appeal is
a crucial factor.
We are excited to have John Remy, Managing Partner at Jackson Lewis, LLP talk with us about Understanding the Jury
Before You Decide to Terminate. This program has been approved for 1.5 HRCI-General recertification credits!
Date: July 18, 2012, 7:00 a.m. – 9:00 a.m.
Location: Gaithersburg Marriott (at the Rio), 9751 Washingtonian Blvd., Gaithersburg, MD 20878
Cost: $20.00 MCSHRM Members, $30.00 Nonmembers, $45.00 Walk-Ins
This program will explain how juries view employment decisions and, more importantly, how HR professionals can avoid
making their companies attractive targets to plaintiff’s counsel. Participants will learn how they can limit exposure if
their company ends up in front of the jury, and find out the truth about some common trial strategy “myths.”
For program details and to register for this event, please click here or visit http://mcshrm.shrm.org and click on Meetings
and Events.
See you on July 18th!
The June 20, 2012 chapter meeting began with networking, a BBQ feast and updates from the Board of Directors. Thank you to the event sponsor Jim Sweet of Smokey Glen Farm Barbecuer’s Inc. We then welcomed our speaker for the evening, Kelly Dingee of Staffing Advisors. The presenta-tion titled, Can Recruiting Lasso the Cloud, provided insight on how HR professionals can utilize social media and search engines to seek top talent by tapping into public profiles. Cloud re-cruiting also provides an organization the opportunity to save both time and money, while provid-ing the flexibly of working at anytime and anywhere. Highlights of the presentation include:
www.bullhornreach.com is a website that allows one to post positions on multiple sites & social media with the click of one button.
Researcher Dan Zarella has taken a scientific look at social media and its users. Check out his studies on how to maximize your reach by posting, tweeting, etc.. at just the right time.
Google+ is a fabulous may to not only run efficient and effect searches, but also organize con-tacts and data
We hope to see everyone again at our July 18, 2012 meeting.
June Chapter Meeting Summary by: Robin Marquart, PHR
P A G E 4 V O L U M E 2 3 I S S U E 7
2011 Had Its Share of Wacky Work Stories by: Kathy Gurchiek SHRM Online
10 Tips for Successful Business Networking by Stephanie Speisman
(Retrieved on June 25, 2012 from http://www.businessknowhow.com/tips/networking.htm)
Effective business networking is the linking together of individuals who, through trust and relation-
ship building, become walking, talking advertisements for one another.
Ask yourself what your goals are in participating in networking meetings so that you will pick
groups that will help you get what you are looking for. Some meetings are based more on learning, making contacts, and/or volunteer-
ing rather than on strictly making business connections.
Visit as many groups as possible that spark your interest. Notice the tone and attitude of the group. Do the people sound supportive of
one another? Does the leadership appear competent? Many groups will allow you to visit two times before joining.
Hold volunteer positions in organizations. This is a great way to stay visible and give back to groups that have helped you.
Ask open-ended questions in networking conversations. This means questions that ask who, what, where, when, and how as opposed to
those that can be answered with a simple yes or no. This form of questioning opens up the discussion and shows listeners that you are
interested in them.
Become known as a powerful resource for others. When you are known as a strong resource, people remember to turn to you for sugges-
tions, ideas, names of other people, etc. This keeps you visible to them.
Have a clear understanding of what you do and why, for whom, and what makes your doing it special or different from others doing the
same thing. In order to get referrals, you must first have a clear understanding of what you do that you can easily articulate to others.
Be able to articulate what you are looking for and how others may help you. Too often people in conversations ask, "How may I help
you?" and no immediate answer comes to mind.
Follow through quickly and efficiently on referrals you are given. When people give you referrals, your actions are a reflection on them.
Respect and honor that and your referrals will grow.
Call those you meet who may benefit from what you do and vice versa. Express that you enjoyed meeting them, and ask if you could get
together and share ideas.
Membership Update by: Dawn Atwood, PHR
Welcome New Members!
We are happy to welcome the following new member.
Please introduce yourself to them at our next chapter meeting!
Toni Crosby
Roman Davydov
Zamiul Haque
Jill Hoyt
Heather Johnson
Kevin Matthews
Alyssa Mezebish
Matt Owens
P A G E 5
Fiscal Responsibility
M O N T G O M E R Y C O U N T Y S H R M
Why Generation Y Doesn’t Want Your House
Despite record low interest rates, young adults are not buying homes like many people think they should. Many people think members of Generation Y are crazy to not purchase now. What these people fail to realize is how the values of young Americans have changed and many of them do not want to be home owners anytime soon. Young adults no longer want to keep up with the Joneses because the Joneses lost their jobs, lost their houses and may never retire. Most young adults are waiting longer to get married, waiting long-er to move to the suburbs and waiting longer to have kids. There are no Joneses their age to keep up with.
The whole process of buying a house has not changed much over the past few decades. It is a buying process many young people find a nuisance. It is filled with disclosures, uncertainty and, worst of all...banks. Let’s be honest, it is a pain and maybe more than any other generation in history, young adults now have options to avoid many of life’s painful processes. Look how Amazon and Apple have changed how we shop as a society. Now think about the process of buying a home and closing on a loan. Is it any surprise young Americans want to avoid it.
Most young people value ex-periences much more than they value property. They would rather travel regularly or buy the newest iPh-one and iPad every year over paying a mortgage. To them a mortgage means they are tied down and less free to make decisions. Gen Y’ers love their freedom and do not want to be strapped down by a mortgage. Many of their contemporaries may tell them they could buy a house for what they are paying in rent. By renting, however, they can leave their job and move to another city on a whim. They can decide to save up and work hard so they can take a few months off to travel. They can quit their job to start their own com-pany. All of these are more possible by not owning a home and having the commitment of a mortgage. We are talking about a generation who has shown they value freedom of work hours and time off more than their salary.
I think it’s funny how many members of the older gen-eration think the younger generations are impatient. Sure, in some things it may be true. But in life they are showing great patience. They are waiting until they are older to get married. Waiting longer than ever to start a family. They are saying no to expensive cars and yes to jobs with more flexibility. The American Dream does not always include buying a house, nice car and high salary. It means being free to do what makes you happy. Older generations need to recog-nize younger generations may have a better idea of what happiness means than they ever did. Most im-portantly, young Americans are not going to let the Federal Reserve or anyone else tell them when they should buy a house.
Matthew B. Brock, CFP®
Senior Partner, Owner301.466.4833 | [email protected]
Securities and Investment Advisory Services Offered through H. Beck, Inc., Member FINRA, SIPC. H. Beck Inc. and Divergent Planning are not affiliated.
P A G E 6
M O N T G O M E R Y C O U N T Y S H R M
Wellness Corner by: Emily Noll & Kelly Collins, MA , Lifework Strategies Inc.
The internal revenue service (IRS) has released the 2013 cost-of-living adjustments affecting Health Savings Accounts
(HSA) and high Deductive Health Plans (HDHP). Each of the inflation-adjusted amounts (the HAS contribution limits, the
HDHP minimum required deductibles, and the HDHP out-of-pocket maximums) will increase for 2013. Below is a sum-
mary.
HSA Contribution Limits. The 2013 annual HAS contribution limit for individuals with self-only HDHP coverage is
$3,250 (a $150 increase from 2012), and the limit for individuals with family HDHP coverage is $6,450 (a $200
increase from 2012).
HDHP Minimum Required Deductibles. The 2013 minimum annual deductible for self-only HDHP coverage is $1,250
(a $50 increase from 2012), and the minimum annual deductible for family HDHP coverage is $2,500 (a $100 in-
crease from 2012).
HDHP Out-of_Pocket Maximum. The 2013 maximum on out of pocket expenses (including items such as deductibles,
co-payments, and co-insurance, but not premiums) for self-only HDHP coverage is $6,250 (a $200 increase from
2012), and the maximum for family HDHP coverage is $12,500 (a $400 increase from 2012).
Alan Schulman/ President
Insurance Benefits and Advisors
7361 Calhoun Place - Suite 550 - Rockville, MD. 20855
301-762-5372
[email protected] | www.insbenefits.com
ATLANTA—Online social media games can engage employees and motivate them to improve their health much more effectively than traditional health and wellness programs, according to Adam Bos-worth, founder of Keas, a company that develops online social games. Bosworth spoke in the concur-rent session Make It Fun: Why Social Games Are So Effective at Improving Employee Wellness and Engagement, at the Society for Human Resource Management (SHRM) 2012 Annual Conference held here June 24-27.
“These days employees are running scared,” Bosworth said. They’re stressed, eating poorly, under-rested and increasingly obese. “Basically what has happened is a tidal wave of unfitness,” Bosworth said.
But HR professionals often find that employees just don’t participate in wellness programs. “Getting people started, getting people to change things—that’s the hard part,” he said.
Bosworth thinks online social games can pull people in and keep them engaged in healthy activities. “When you roll out a game for employees you’ve just given them a socially sanctioned way to have fun,” he said. “This isn’t fun once,” he added. “This is something they get to do every day.”
To continue reading the rest of the SHRM Online article, please click here.
Play Games, Get Fit by: John Scorza, SHRM Online
Internal Revenue Service Announces 2013 Plan Limits
Are you or anyone you may know interested in joining the MCSHRM Board of Directors? If so, we have a Treasurer position and a Programs Director position available! You would have to commit to two meetings a month- the first Wednesday of the month for board meetings (6pm), and the 3rd Wednesday of the month for Chapter Meetings (breakfast or dinner). If you are interested, please review the board job descriptions on our website, http://mcshrm.shrm.org/ and click on the "About Us" tab and then the "Board Job Descriptions" link. All interested candidates should be an MCSHRM Member, and the treasurer candidate must have some bookkeeping experience. If interested please email your resume to [email protected] and tell us what position you are interested in and why you think you’d be the right professional for the job!
MCSHRM Seeks New Board Members!
MONTGOMERY COUNTY CHAPTER
SOCIETY FOR HUMAN RESOURCE MAN-AGEMENT
BOARD OF MANAGEMENT
2012 Officers and Directors:
Rana Katsha, MS, PHR
President
301-728-2351
Chris Tyler, SPHR
2011 President
703-613-8339
Robin Marquart, PHR
Secretary
301-212-8233
Lisa Boan, SPHR
Professional Development
301-628-2035
Robin Campbell, SPHR
Programs
(240)328-0644
Kimberly Diebling, SPHR
Communications
301-634-5224
Dawn Atwood, PHR
Membership
301-987-4620
Theresa Elliott, PHR
Community Affairs/President Elect
OPEN POSITTION
Treasurer
Darla McClure, Esquire
Legislative Affairs
301-838-3284
Thomas Mathew
At Large Marketing & PR 240-252-5785
Montgomery County SHRM Exchange, the general
newsletter of the chapter is published monthly except
July and August. Topic articles and items of interest to
the general membership are welcome. Items may be
sent to the attention of Kim Diebling , Editor,
©Montgomery County Society for Human
Resource Management 2008
MC SHRM * P.O. Box 633 * Germantown, MD 20875 *
[email protected] * [email protected] * [email protected] * mcshrm.shrm.org
MCSHRM Career Center Reach HR Professionals in Montgomery County
The MCSHRM web site and Newsletter is a very targeted and cost-effective way
to reach Human Resource Managers and Decision-makers in Montgomery Coun-
ty, Maryland.
To post a job on the MCSHRM web site, please send the information listed below
to Robin Marquart, PHR, Job Bank Coordinator at: [email protected]. If
you would like the job posting advertised in the newsletter please send a copy of the posting to Kim Diebling,
SPHR Communication Chair at: [email protected]
There is no fee for current members of MC SHRM. There is a $25 fee per posting for non members. This fee
provides a Job posting on the web site for one month, and you can place your ad in the next edition of
the Chapter newsletter at no additional charge (see below for newsletter contact information).
If interested, please provide the following information:
Please be sure to indicate if you are a current member of Montgomery County SHRM. If you are not a mem-
ber, please also send your check or money order (credit card payments are not currently accepted) of $25
made out to Montgomery County SHRM and sent to:
Montgomery County SHRM Attention Treasure (Web Job Posting Payment)
P.O. Box 633 Germantown, MD 20874
Job Title Job Qualifications Job Contact Phone
Salary Range Job Contact Name Job Contact Fax
Job Description Job Contact Email Job Contact Address
