Category: Labor Economics

Technology Extends Capabilities of Older Japanese

(p. A1) TOKYO–At an office-building construction site in the center of Japan’s capital, 67-year-old Kenichi Saito effortlessly stacks 44-pound boards with the ease of a man half his age.
His secret: a bendable exoskeleton hugging his waist and thighs, with sensors attached to his skin. The sensors detect when Mr. Saito’s muscles start to move and direct the machine to support his motion, cutting his load’s effective weight by 18 pounds.
“I can carry as much as I did 10 years ago,” says the hard-hatted Mr. Saito.
Mr. Saito is part of an experiment by Obayashi Corp. , the construction giant handling the building project, to confront one of the biggest problems facing the company and the country: a chronic labor shortage resulting from a rapidly aging population. The exoskeleton has allowed Mr. Saito to extend his working life–and Obayashi to keep building.
. . .
(p. A14) The Fujisawa Aikoen nursing home about an hour outside Tokyo started leasing the “hybrid assistive limb,” or HAL, exoskeletons from maker Cyberdyne Inc. in June.
In Hokkaido, 60-year-old potato-pickers use rubber “smart suits” making it easier to bend over. Baggage handlers at Tokyo’s Haneda airport employ similar assistance.
In cases where older people simply can’t do the job or aren’t available, Japanese manufacturers are turning to robots, which help them keep costs down and continue growing.
Bank of Tokyo Mitsubishi UFJ, Japan’s largest bank, employs a small robot speaking 19 languages to greet customers, while a Nagasaki hotel staffed mainly by robots opened in July. Komatsu Ltd. is developing self-driving vehicles for construction sites, while industrial robot maker Fanuc Corp. is designing machines that repair each other.
Toyota Motor Corp. is testing in homes its “human support robot,” a videophone/remote-controlled android that allows family and friends to perform tasks for distant elderly people as if they were in the same home. In one demonstration, a young man uses a tablet to look around a bed-bound older man’s room, then directs the robot to open the curtains and bring the older man a drink.
SoftBank Group Corp. earlier this year drew global attention when it put on sale in Japan an automaton called Pepper, which it called the world’s first robot capable of understanding emotions. One of the earliest uses for the 4-foot-tall white humanoid is as a nursing helper.
In a Kanagawa Prefecture test, Pepper entertained a room of 30 80- to 90-year-olds for 40 minutes. He led them in light exercises and tested their ability to recognize colors and letters. Women patted his head like a grandchild.
Showing a video of Pepper with a dementia patient on another occasion, Shunji Iyama, one of the developers, says the robot may sometimes work better than people. “That man keeps repeating himself over and over again,” Mr. Iyama said. “If Pepper were human, he’d get fed up, but he just repeats the same reaction and doesn’t get tired.”

For the full story, see:
Jacob M. Schlesinger and Alexander Martin. “Graying Japan Tries to Embrace the Golden Years.” The Wall Street Journal (Mon., Nov. 30, 2015): A1 & A14.
(Note: ellipsis added.)
(Note: the online version of the story has the date Nov. 29, 2015, and has the title “Graying Japan Tries to Embrace the Golden Years.”)

Uber Attracts Older Drivers for the Freedom, Flexibility, Adventure and Money

(p. B1) When Carol Sue Johnson, 73, wheels her silver Mazda S.U.V. out of her driveway in suburban Minneapolis, she doesn’t know how much money she will make driving for the ride-hailing service Uber, but she’s sure she will have an adventure.
Her passengers run the gamut, she said, from three visiting Chinese business executives who were surprised to see a female driver, to teenagers needing a ride to hockey practices or games.
When one group of teenagers “started to get too rowdy,” said Ms. Johnson, who goes by Sue, “one of them told the others to stop because ‘Grandma’s in the car.'”
. . .
(p. B4) For most senior drivers, the biggest advantage is the extra income. Many of those who continue working after 65 do so because they would be too poor otherwise, according to a new report from the labor-backed Economic Policy Institute that found the current retirement system inadequate.
But driving for a ride-booking service, some retirees said, also can offer more than money.
“I love the freedom, the flexibility — and the cash coming in every week,” said Maureen Mahon, 59, who first saw an Uber advertisement on the side of a bus in Manhattan. Ms. Mahon, who lives in Brick Township, N.J., said she had been laid off twice in recent years from Wall Street, and has been driving intermittently since mid-2014.
“I meet businessmen, college kids on their way out for the night, folks going to parties, pretty much the whole range,” she said. “You can drive as much or as little as you like. If the weather’s bad or you have a doctor’s appointment, you just don’t turn on the app.”
Another attraction, compared to driving a taxi, is safety, since customers are screened and no cash is exchanged. So, too, is the opportunity for drivers to shape the job on their own terms.
Driving for Uber “is like a game,” said Stephen B. McPhail, 66, a former charter bus driver who lives in Covington, Wash., south of Seattle. “I like to map out how I spend my time to make the most money.”
An early riser, he gets up at 4:30 a.m. to land several airport rides. Typically, he said, “I work five hours to make between $100 and $150 a day, and I can be done as early as 10 a.m.”

For the full story, see:
ELIZABETH OLSON. “Retiring; Retired, and Now Hitting the Road for Uber and Lyft.” The New York Times (Sat., JAN. 23, 2016): B1 & B4.
(Note: ellipsis added.)
(Note: the online version of the story has the date JAN. 22, 2016, and has the title “Retiring; Older Drivers Hit the Road for Uber and Lyft.”)

“Minds Feel More Crimped, Fear More Pervasive, Possibility More Limited”

Maybe to lead happy or satisfying lives, we need more adventure, or more projects (hard and important ones) to commit ourselves to?

(p. 19) Freedom is still out there. We all have our idea of it, the deferred dream. Your psyche builds layers of protection around your most vulnerable traits, which may be closely linked to that precious essence in which freedom resides. Freedom is inseparable from risk.

. . .
I don’t know if the world is freer than a half-century ago. On paper, it is. The totalitarian Soviet Imperium is gone. The generals who bossed Latin America are gone, generally. Asia has unshackled itself and claims this century as its own. Media has opened out, gone social.
Yet minds feel more crimped, fear more pervasive, possibility more limited, adventure more choreographed, politics more stale, economics more skewed, pressure more crushing, escape more elusive.
. . .
Which brings me to Finnegan’s wonderful book, a kind of hymn to freedom and passion. Freedom is inside you. It’s the thing that cannot be denied. For Finnegan, that’s surfing and writing. “How could you know your limits unless you tested them?” he asks — a question as true before the ferocious energy of the wave as before the infinite possibilities of the written form.

For the full commentary, see:
Cohen, Roger. “Ways to Be Free.” The New York Times (Sat., JAN. 23, 2016): A19.
(Note: ellipses added.)
(Note: the online version of the commentary has the date JAN. 21, 2016.)

The Finnegan book praised in the passage quoted above, is:
Finnegan, William. Barbarian Days: A Surfing Life. New York: Penguin Press, 2015.

Textile Production Moving from China Back to United States

(p. A1) INDIAN LAND, S.C. — Twenty-five years ago, Ni Meijuan earned $19 a month working the spinning machines at a vast textile factory in the Chinese city of Hangzhou.
Now at the Keer Group’s cotton mill in South Carolina, which opened in March, Ms. Ni is training American workers to do the job she used to do.
“They’re quick learners,” Ms. Ni said after showing two fresh recruits how to tease errant wisps of cotton from the machines’ grinding gears. “But they have to learn to be quicker.”
Once the epitome of cheap mass manufacturing, textile producers from formerly low-cost nations are starting to set up shop in America. It is part of a blurring of once seemingly clear-cut boundaries between high- and low-cost manufacturing nations that few would have predicted a decade ago.
Textile production in China is becoming increasingly unprofitable after years of rising wages, higher energy bills and mounting logistical costs, as well as new government quotas on the import of cotton.
At the same time, manufacturing costs in the United States are becoming more competitive.
. . .
(p. A3) Ms. Ni, one of 15 Chinese trainers at Keer’s Indian Land plant, complained softly of American workers’ occasional tardiness. In China, she said, managers can dock the pay of workers who show up late. But here, she said, she felt frustrated that she could not discipline tardy staff.

For the full story, see:
HIROKO TABUCHI. “Chinese Textile Mills Are Now Hiring in Places Where Cotton Was King.” The New York Times (Mon., AUG. 3, 2015): A1 & A3.
(Note: ellipsis added.)
(Note: the online version of the story has the date AUG. 2, 2015, and has the title “Chinese Textile Mills Are Now Hiring in Places Where Cotton Was King.”)

Ten Quit, or Were Fired, “to Honor the Other 290”

(p. 1) A hellbent quest for authenticity produced some indelible on-set moments for Alejandro G. Iñárritu as he directed “The Revenant,” his two-and-a-half-hour opus of death, love and improvised surgery in the American West of the 1820s.
. . .
(p. 20) There were enough grumblings from the crew about delays, safety and overall misery that The Hollywood Reporter published an article in July in which one source described the experience as “a living hell.” Ten people either quit or were fired during filming, Mr. Iñárritu said, and he will not apologize for that.
“I have nothing to hide,” he said. “Of the 300 we started with, I had to ask some to step away, to honor the other 290. If one piece in the group is not perfect, it can screw the whole thing up.”
. . .
“Standing in a freezing river and eating a fish, or climbing a mountain with a wet bear fur on my back — those were some of the most difficult sequences for me,” said Mr. DiCaprio, who is considered a strong contender for an Oscar nomination for his performance. “This entire movie was something on an entirely different level. But I don’t want this to sound like a complaint. We all knew what we were signing up for. It was going to be in the elements, and it was going to be a rough ride.”
. . .
In person, . . . , Mr. Iñárritu has the chilled-out affect of a man who meditates every day and loves long walks. The only hint of intensity, and just a tinge of anger, comes when he discusses other movies. Too many of them today are like the products of fast-food chains, he said, ordered up by corporations that prize predictability and sameness over all else.
“What about going to a restaurant to be surprised?” he all but shouted. “That’s the risk that everybody avoids! In the context of cinema now, this movie is a bet.”
Raised in Mexico City, Mr. Iñárritu, 52, is the son of a banker who would eventually file for bankruptcy and end up selling fruit and vegetables to hotels and restaurants. The younger Iñárritu started off as a radio host, playing music and writing provocative, comical sketches with a political bent. He studied theater and learned to direct by shooting brand-identity commercials for a television station. By the time he landed his first feature, “Amores Perros,” released in 2000, he had spent hundreds of hours behind a camera. Then came “21 Grams” (2003), “Babel” (2006) and “Biutiful” (2010).

For the full story, see:
DAVID SEGAL. “That Bear and Other Threats.” The New York Times, Arts&Leisure Section (Sun., DEC. 27, 2015): 1 & 20.
(Note: ellipses added.)
(Note: the online version of the story has the date DEC. 22, 2015, and has the title “About That Bear: Alejandro G. Iñárritu Discusses Making ‘The Revenant’.”)

Communist Chinese One Child Laws Violated Basic Human Rights

On Sat., Jan. 17, 2016 I caught the re-broadcast of an interview with Mei Fong that C-SPAN’s web site suggests was first broadcast on Jan. 11, 2016. The interview focused on Fong’s book on the history, causes and effects of China’s one child laws. Fong is understated in her style, but it is clear that the Chinese communist government violated the rights of many Chinese citizens by forcing them to have unwanted abortions, and to undergo unwanted sterilizations. In many cases, when their “one child” died in a disaster, or of natural causes, parents desperately rushed to try to have the forced sterilization reversed.

Fong’s book, that she discussed on C-SPAN, is:
Fong, Mei. One Child: The Story of China’s Most Radical Experiment. Boston, MA: Houghton Mifflin Harcourt, 2016.

French Union Activists Rip Shirts Off Backs of Executives and Force Them to Escape Over Fence

(p. B3) PARIS — Angry workers stormed Air France headquarters on Monday [October 5, 2016] as top managers were meeting to discuss plans to shed more than 2,900 jobs, forcing two executives to flee over a fence and in the process ripping the shirts from their backs.
The violence at the Air France offices near Charles de Gaulle Airport broke out shortly after 9:30 a.m. Officials, including the chief executive officer, Frédéric Gagey, had informed the company’s workers council that 900 flight attendants, 1,700 ground crew members and 300 pilots could be laid off as the airline strives to return to profitability.
The talks at the company, which is facing headwinds from an economic downturn and competition from low-cost carriers, had been tense for more than a year. While violence had not marred previous negotiations, the protests Monday were the latest in a series of incidents in France in which workers have held company bosses hostage or damaged property to make their point.
As the Air France executives detailed the latest restructuring plan, union activists swarmed into the room, waving flags and chanting protests, prompting Mr. Gagey to make a hasty exit.

For the full story, see:
LIZ ALDERMAN. “Workers Storm Air France Offices as Job Cuts Are Discussed.” The New York Times (Tues., OCT. 6, 2015): B3.
(Note: bracketed date added.)
(Note: the online version of the story has the date OCT. 5, 2015, and has the title “Angry Workers Storm Air France Meeting on Job Cuts.”)

Hiring Based on What People Can Do, Instead of Their Credentials

(p. B4) Compose Inc. asks a lot of job applicants. Anyone who wants to be hired at the San Mateo, Calif., cloud-storage firm must write a short story about data, spend a day working on a mock project and complete an assignment.
There is one thing the company doesn’t ask for: a résumé.
Compose is among a handful of companies trying to judge potential hires by their abilities, not their résumés. So-called “blind hiring” redacts information like a person’s name or alma mater, so that hiring managers form opinions based only on that person’s work. In other cases, companies invite job candidates to perform a challenge–writing a software program, say–and bring the top performers in for interviews or, eventually, job offers.
Bosses say blind hiring reveals true talents and results in more diverse hires. And the notion that career success could stem from what you know, and not who you know, is a tantalizing one.
. . .
“We were hiring people who were more fun for us to talk to,” says Mr. Mackey. Trouble was, they were often a poor fit for the job, according to the CEO.
So the company, which was acquired by International Business Machines Corp. last year, added an anonymous sample project to the hiring process. Prospective hires spend about four to six hours performing a task similar to what they would do at Compose–writing a marketing blog post for a technical product, for example.
. . .
The sample projects have unearthed hires who have turned out to be top performers, says Mr. Mackey.

For the full story, see:
RACHEL FEINTZEIG. “Why Bosses Are Turning to ‘Blind Hiring’.” The Wall Street Journal (Weds., Jan. 6, 2016): B4.
(Note: ellipses added.)
(Note: the online version of the article has the date Jan. 5, 2016, and has the title “The Boss Doesn’t Want Your Résumé.”)

Open Offices Are “an Absurd Attack on Concentration”

(p. A11) Mr. Newport acknowledges the good intentions behind open offices: They are meant to encourage serendipity and teamwork. But he argues that burdening workers with perpetual distractions constitutes “an absurd attack on concentration” that creates “an environment that thwarts attempts to think seriously.” Sure, there’s collaboration–not least the unspoken camaraderie among coworkers who have shared in the cringe-inducing experience of hearing a colleague castigate her spouse over the phone.
Mr. Newport, a computer science professor at Georgetown, is the unusual academic who will sully himself with matters as practical as: How can a talented employee rack up the rarefied and acute skills–writing, coding, scouring the latest mergers and acquisitions–that make someone indispensable? His answer? Expanding your capacity for “deep work,” ruthlessly weeding out distractions and regularly carving out stretches of time to sharpen abilities. Mr. Newport explains why honing an ability to concentrate can yield enormous professional payouts. Then he lays out rules for becoming one such rare bird.
Most corporate workers, Mr. Newport argues, don’t have clear feedback about how to spend their time. As a result, employees use “busyness as a proxy for productivity,” which Mr. Newport describes aptly as “doing lots of stuff in a visible manner”–blasting out emails, for instance, or holding meetings on superficial progress on some project.
. . .
The book’s best example is the Pulitzer Prize winning Lyndon Johnson biographer Robert A. Caro, known for working on a meticulous schedule in his Manhattan office dressed in a coat and tie “so that he never forgets when he sits down with his research that he is going to work,” as one profile of Mr. Caro put it.

For the full review, see:
KATE BACHELDER. “BOOKSHELF; Will You Please Be Quiet, Please?; Yes, open offices cultivate camaraderie–among coworkers who all cringe as a colleague shouts at her soon-to-be ex-husband over the phone.” The Wall Street Journal (Weds., Jan. 20, 2016): A11.
(Note: ellipsis added, italics in original.)
(Note: the online version of the review has the date Jan. 19, 2016.)

The book under review, is:
Newport, Cal. Deep Work: Rules for Focused Success in a Distracted World. New York: Grand Central Publishing, 2016.

A More Dynamic Labor Market May Be the Answer to Italy’s “Quo Vado?”

(p. A19) ROME — A balding government clerk in his late 30s has one true love: “il posto fisso,” a job for life. He doesn’t want to compete in the labor market; he has no urge to move on. He doesn’t even want to earn more. Give him a desk, a chair and a 9-to-5 job in the “pubblica amministrazione,” and he’s happy. Clocking in late, chatting with colleagues, accepting small bribes from taxpayers (most favored: quail), a regular salary — that’s life!
And, of course, there are rubber stamps. The clerk loves them. Slam! Slam! Slam! When his boss, who wants to get rid of him, asks angrily: “What have you contributed to this department?” he shows her his stamping prowess, and almost demolishes her glass table.
This is, more or less, the story of “Quo Vado?” a new comedy that has smashed Italian box office records. It had its premiere on Jan. 1, and in its first week made $39 million; “Star Wars: The Force Awakens,” in three weeks, reached just $23 million. According to The Hollywood Reporter, “Quo Vado?” — or “Where Am I Going?” a modern spin on the Latin question “Quo vadis?” (“Where are you going?”) — is on course to beat the box-office record for an Italian film in the country, currently at $56 million, set by 2013’s “Sole a catinelle.”
. . .
Italians aren’t afraid of a more dynamic labor market. There is still the dream of making it in the private sector, even if it is less secure than the public-sector jobs that have long been the backbone of the Italian work force. Two out of three workers, according to a recent survey in the Turin newspaper La Stampa, wouldn’t mind taking a risk, as long as it meant the prospect of career advancement.
To foster this more proactive mood, Prime Minister Matteo Renzi — who has seen “Quo Vado?” with his family — last year introduced labor-market legislation known as the Jobs Act (in English, mysteriously). It makes hiring and firing easier, but only in the private sector. For state jobs, like Checco’s, things stay the same. Once you’re in, you’re in.

For the full commentary, see:
Severgnini, Beppe. “More Popular than ‘Star Wars’.” The New York Times (Sat., JAN. 16, 2016): A19.
(Note: ellipsis added.)
(Note: the online version of the commentary has the date JAN. 14, 2016, and has the title “The Secret Behind Italy’s Favorite New Film.” Where there are minor differences between the print and online versions, the version above follows the online version.)