edge also says of mick jagger keep riches ronnie wood and the late charlie watts, the collection also feature some of the bands biggest live concerts held around the world. the stones is the 4th music group to have a dedicated series of roll mel stamps. ah, breaking news at this hour. the president of the european parliament, david cecily has died at the age of $65.00. his spokesman said he'd been in hospital since december 26. after a serious complication related to his immune system, cecily had been the president of the parliament since 2019 u. s. and russian diplomats have wrapped up the 1st meetings in a week of diplomacy. aimed at d escalating the tensions on ukraine's border ross, his deputy foreign minister called the discussions complex. moscow once guarantees that nato will not accept any new members from washington. rosalind jordan has more

on american. how american negotiators reacted to the meeting, wendy sherman's assessment was that had the meetings on monday about 8 hours worth of talks with the survey rubicon in his delegation, were useful. they were frank, her language. they were off straight forward again, wendy sherman's language. but she said this wasn't a negotiation, this was really the attempt. she said for the u. s. and for russia to take the measure of each other's concerns. since are the meeting last summer between president slide amir potent and joe biden. nicaragua, as president daniel tiger has been sworn in for full term, will take it was re elected in november in a vote. the u. s. and the you described is a sham. they impose new sanctions on officials in nicaragua, written response to the disputed election moscow's president andre manuel lopez abra though has tested positive for cove 19 for

a 2nd time. he says he only has light symptoms, but it comes as mexico reports a record number of new cases. but abra door claims hospital admissions and deaths. aunt increasing the same rate and the number of coven 19 patients in america has hit an all time high. the u. s has reported 1100000 new coin a virus cases in the past day, a global record, the 7 day average of new daily cases is tripled in the u. s. in the last 2 weeks. and in a 1st of a medic, in 1st medical science doctors in the us have transplanted a pigs heart into a patient to save his life the heart and undergone gina to think to reduce the risk of patients body, reject him, your guns, those deadlines, my name is bonnie but now i have always thought of yoga as part of my indian heritage. i understand it to be about transformation that yoga itself seems to be transforming. wesley mentality is, is a lot about this and in what yoga was originally. yoga should belong to

everyone, but i'm afraid that simple truth is getting lost in the world that so commercialized politicize, uns, yoga on l. g as in i hi, anthony. ok. 2 years into the cove, it pandemic, we are seeing it impact on the world of luck. people have changed jobs handed in, then notice changed careers and also lost that jobs of course, as well, but faster and snow costs has dubbed this phenomenon, equate resignation. here's what he told us area was perhaps most surprising about this great resignation trend is that we're 8 months into it here in the united states. and we're still seeing new records being broken for the number of resignations in a month with the latest record. just a few days ago,

being recorded for november. and so the take away from this, what it tells us is part of what we already knew it. and that turnover is contagious. and a lot of this turnover is being driven by a front line workers by industry such as retail, food service and health care. and so in other takeaways that when turnover starts in those industries, it's important to take steps to stop it as soon as possible because the more resignation that happened, the more stress that creates on remaining workers and the cycle continues and grows bigger and bigger. why is this happening? what is going on? is it global 3 questions, i guess will be asked to answer the dow. he jim ronnie, welcome to the strings. so good to have you sit down, please introduce yourself to ice cream audience. it's so good to be with you. i am on the faculty, the harvard business school. my name is sam dahl and the author of remote work revolution succeeding from anywhere and my work. since at the intersection of work technology and organizations. and i am a student of work and i'm thrilled to be with you today. i cycle to hattie who can

welcome to this train, please introduce yourself to an international audience. tell them what your expertise i think for having me. i'm he john chung, i'm professor in sociology and social policy at the university of kent u. k. i'm also the author of an upcoming book, the flexibility paradox, wide, flexible working, leased itself exploitation. so i'm a labor sociologist, i'd love anything to do at labor markets. and in this book, specifically i look at issues around flexible working work life balance, but and also importantly, gender equality and what flexible, where can, can re quality. all right, get to hello. hello there, ronnie. good to have here on the screen. please introduce yourself to our view is around the world. thank you so much for having me on my name is ronnie. i am a former marketing manager. i've been working in the technology industry for the last 15 years and i recently lost my job last year. and thank you so much for

having me on the opportunity to share my story with everyone. all right, so locals. guess i liked the way the professor clots in 3 words, describe the phenomenon that is happening right now. the great resignation sat down, do you like that phrase? would you change it? i'm gonna ask all 3 of you this. what's going? i love. i love that phrase because it describes the phenomenon that we're seeing of the world over. and it also describes that the greek resignation is happening because of the great recognition. people want a better jobs, better arrangements, better wages and better managers. and because we've been in the middle of this global cataclysmic pandemic, the tolerance for inadequate work scenarios has gone down. so the great resignation is very, very apt. he don't want to change the phrase, would you adapt take, tweak it a little bit?

now i was to love those phase because i think we are really at a turning point in terms of what work means, what work, life balance should look like, what work culture should look like. and as the dal said is like the great resonation what it really pin points to it's not is not just like a little fluke or you're not going to be seeing an end of this in the next couple of months, or maybe not even on the independent mach whenever that may be, but it is something that is really, hopefully, fundamentally going to change the way we see things where we work and where we live our lives pacifically. but i think more importantly, we have to think about this as an opportunity that needs to be worked at for it to work. ronnie, do you feel you're in a trend? do you feel that when you quit you a part of a trend of, of the people quitting to my 1st whole story was a little bit different. so i didn't quite i, i left my job in a little bit before the big trend of the great resignation happened. so it was

a little bit different for me at that time. and so i would say that the great resume, she is an apt term for it beyond the great resignation. though i also believe that a lot of workers today are also going through a reassessment on as well. so in addition to the great resignation, i would also categorize this as a reassessment, great reassessment, as well as a great repudiation as well. so i think with the candidate we've all had the opportunity and time to really interest back on what it is that we want out of our lives and careers. if you will, running, i have a twitter for that is, is, is pins at the top of your tour to account. so many people have asked me, where are you going or what's next? nothing is next. that's the whole point of quitting a job when you are p t s d from burn out, runny i want you to do this last line. yeah. say it. i am doing absolutely nothing

. i loving to one more time on cameras i. we can do it. see again, what time i absolutely do. we nothing all. 7 right, what happened, ron, and what happened? yeah, so you, before the peak of the pan, i already was experiencing the, the burnout from my job. i was over work over it guy did under resourced on, you know, i also felt a length or, or kind of length of job satisfaction if you will. and so when the pandemic hit, i felt an added pressure in terms of one that be being in new york city, being isolated during shelter in place and having an extra level of i would say, you know, pressures of living through and working through this, this time period and then in addition to that,

i also found myself working in overdrive or hyper productivity if you well, where a lot of times i because i no longer commuting to work. i'm getting called in meetings at 8 am and now we're open to having called with global team members. so i also managed product projects. i had a global band in asia and europe. and so what started happening was i started getting called before normal work hours and after work hours and in the beginning it was okay and manageable. but over time, it compounding, of course and, and it's spiral if you will, can i ask you to know that i've been dying to know? how do you manage income wise to do absolutely nothing. i've been dying question. that's a great question. so i've been working in the tech industry for 15 years now,

and i think that we're all we all recognize the income levels that the tech industry offers and the type of lifestyles that we're able to afford. so on that stands, i do recognize my privilege and how lucky i was to be able to do that. while also understanding that your vast majority of people that were not able to do what i have been able to do. so i'm always going to type to live within my means also. so i was able to save a lot of money to be able to kind of chart out and plan out of pay for the next 6 to 12 months. when i downsize my lifestyle, i will be able to take the time that i need to prioritize my health and my life who can what, what we've been. yeah, i just want to really pick up a few things up on you just said like which really resonates with what we found in the data. so even before depend on what happens is, you know, people have this idea that if you work from home in quotation marks that you're not really working, you're not really being productive. but actually,

during the pandemic, people have been working longer. people who have been working harder and as jerone said, like, you were being asked to do work on some weird godly hours because you no longer you do, you need to commute so you could actually be available at any time. and what i think really the greatness nation is showing and you know, this has been, you know, stud by other scholars as well as that, it hasn't just kind of happened during the pandemic. there has been almost like a little bit of a boiling point of people have been unsatisfied. people have been kind of pushed to the edge and just barely managing with just before breaking point and what the pandemic has done, and especially for work and parents. but for also people who don't have children or care responsibility, it just really pushed them over the edge. and also with so many people having experienced grievances in terms of having had lots of you know, loved ones die but also get ill have long cove. it really gave us

a moment to kind of reflect on what is important in life. and one of the things i think was really unsure, interesting is this great movement for short are working because we realize that work should not be the center of our lives. and it should not take up all the time and energy it has. i feel that you're right. attacking maybe done. i'm leaving you to do the show. i'm going to spend some quality time elsewhere. i'm let me just bring in simpson, you chief comments. i audience are watching. you get on youtube and i have some feedback for you and some thoughts. he said i let me put this one to you. and this is that the reasons for why this moment is happening now in, in the world of work. and a's at came says big reasons, child care coverage covered 19 concerns. and she also said i was just tired of employers trying to fill their open positions with my position. i feel like it be magnifying bad bosses and bad companies when we seeing that. and i think people to

saying enough that agatha complete absolutely completely agree with you. because this is not an era for mediocre or poor managers. people not only don't have the tolerance for it, but also in many instances where remote work has been a mode of market working for many people, not everyone, but from many knowledge workers around the world. they migrated to a remote work format and remote work requires excellent managers who don't micro manage would trust their people who empower their people. so those who have the mentality of butts and seeks and treating employers a poorly a, losing people in one of the fiercest labor markets that we have seen in our lifetimes. the jobs that are available for great people is extraordinary. and with

remote work, it's now more border, less people can get hired in another state and in other countries with the competition is fierce. so the observation about poor managers is very, very true in addition to the need to ensure that work, life integration is working for people. when we just put this to you, i'm just going to do this as a speed round cuz we've got lots of comments in from you chip. he don't are going to put this one to you through the stuff. he says i work in healthcare. healthcare still requires people to work on like action, but i'm concerned that the great resignation will compel employers to hire those with less experience is not possible. what does that mean that they can pick and choose higher qualified people? i don't know. what do you think? well, i think this is more about what is an option of what managers think is the best way forward. if you're going to go down to root of constantly trying to find low paid low, you know, lower skilled workers to fulfill your labor force needs. you are going to go into

a diode downward spiral, which isn't going to provide that necessarily benefit your client, your patience, in this case, your workforce and yourself, the company as a whole. what is better is trying to figure out why are people leaving? why are people especially into health care industry leaving and drones, they are suffering from burn out? they are suffering from, you know, not enough recognition, not enough good work, quality caught working conditions which can all be solved which can also, you know, help, you know, maintain workers, you know, recruit better workers. and a, you know, what survey shows us this, that worker is actually want better work life balance policies, possibly more than income. and this is what employers really need to wake up to. ronnie, one for you, and this is from emanuel. he quit his job last week. he's a financial analyst and he's going to thailand to act that instead. how did you handle your resignation? was it drama?

it wasn't drama at all. and i know at, at, at my workplace, we have a really great team, and i did have a very empathetic manager leader. and so it was a conversation that was a little bit emotional. if you will sense. she was a very understanding manager from that perspective. and understanding that i was going through re prioritizing my life and my work around my health priorities, if you will. and so it wasn't an emotion, it wasn't difficult in that sense. and so i had a face to face conversation, typically with a resignation. i would like to have an in real life conversation about it, but i did provide a one month notice if you will, and then also help to transition my projects and my team with me eventually leaving. but there was an emotional experience at the same time, it was also

a sense of relief on my part. i guess i'm going to bring a new voice into our conversation. and this is lola who gives us a sense that the employees are turning the tables on the employ. yes, yes, yes. so you made a decision to leave my job and that's easy, like a lot of my own and i need a long time. i've been wanting to stop my age on the business with young people a my passion really life. i just the fact that is probably the best time to be skills that amendment yankees. i needed to fill that out and we'll say a risk perspective. i thought it was sort of the time because i was lacking. i had people who business, i knew it was be a confidential mock. and i thought if i tired of my face away and i didn't like it, i didn't realize it was quite easy because skills like mine are in high demand. and so i decided to let things combine men. they will be the best time to take the lead

co way be entering a golden age for employees to doubt. we are, the employees have the power to day to help frame the type of workforce that they desire. and the reason for this is because even after world war one and world war 2, there was a movement to disrupt work to prove work, to have better pay better quality of life. and we're seeing it all over again. but to the degree that we've never seen in our life time. so it is the period where employees have a lot of power. it won't last forever, but they have a lot of power today. you can go ahead, i'm gonna, as young as widely disagree with you here. so i think it really varies. obviously, i'm even just looking at the professionals and we've seen this happen, especially early on in the probably not last year already. like you see the seo

apple, you know, goldman sachs, you know, all sorts of other tech companies, even tech companies where, you know, you, you realize like, you know, this could be completely done at home. this could be then completely flexible, asking people to come back, asking people to come back because of why and it, if you listen to, to reasoning behind why some employers are asking workers to come back into the office that has nothing to do it productivity. it has nothing to do it, providing better quality work. it actually has to do to do with a lot of management. things about our managers don't feel apt to be able to without micromanaging workers to manage workers that work across the globe. who has reality though he get young? if i may, is that even though they ask people to come back, they've all walked back and changed their minds. in fact, apple has said that they don't want, they haven't even set a returned to office. they recently gave every employee

a $1000.00 in order to enhance their home offices and have said that their return to office dates are postponed indefinitely. so all that, oh, it's an aberration. all that bravado has not come to pass. why does this? oh yes. have the power. yeah, but if you look at what's happening, for example, in london, so london was completely empty and now with the government enforce work from home policies, workers are working from home because it's, it's illegal to who not to go into the office, especially or white color work but even despite that, doesn't personal experience here. my husband's currently looking for a software developer job which need not be in the office at all. but majority of the companies that he's interviewing. do you want people to come in 2 to 3 days a week because and at least a 2 to 3 days? if not more. and this actually in many major companies. and this is something that we hear from a whole range of people and potentially from companies where again,

you question, do the de rationale behind why this isn't very and companies cannot adapt, they are slow to adapt to something that happened very fast. that wasn't planned for and even 2 years later, does that mean that businesses and companies and organization that just not adaptable? they're not adopting fast enough is what i think. i think a lot of companies don't fully understand that this isn't just about remote working, giving people remote working opportunity a day or 2 week. this is about really radically transforming the way we work where it needs to be done and what it is even. but a lot of managers are what they're trying to do is postpone them. just go back to the where it was, make minor small changes of okay, we'll let you work one day a week or last 2 days a week and the sad enough and hoping that will be enough for workers. now this is why workers collectively need to push back, because these kind of negotiations cannot be done individually because now visual

workers rarely have enough power when only dying a collection of the and i'm not even talking within the company, possibly across different occupations and sectors. really pushed back to stay. no, we are not going back because it is not beneficial for you nor me to do so. i will say if i, i will say though, if you look at the data and i'm talking about data for the last 1819 months and you survey employees across industries across sectors. whether it's the harvard business school online survey or the microsoft survey of 30000 people, employees want hybrid work, which is a mix of in person and remote work. they don't want to necessarily all remote work, maybe about 20 to 30 percent, want all remote work, but the vast majority want hybrid war. and you have about 15 percent of the population oftentimes, who want to be just in person only including very young people who are building their careers. but the reality is not every one wants full remote work hybrid is

what are the most important thing for people today? let me just bring in, he general survey is not just he, gen savvy, as the university of kent. looking at reasons why people want to work from home off the lot down. i'm not even sure when that is going to be, but you know, in a post world who knows when will be, what year that will be. i'm at right at the top, commuting time like why would you spent so much time commuting when we did the stream at home? i literally walk down the stairs and now i was, i was up at the office and spend more time with the family. employer likely to encourage me to stay at stay, what from home be more productive? that's really interesting. that's right there in the middle fear of catching virus . i'm surprised that wasn't higher for the environment. good points, mental health reasons. ronnie, i know you can speak to that for sure,

spend more time on other things other. i think that it's been what i want other things, physical health reasons. ronnie, when you look for that next job, when you decide what that's going to be, do you want to be remote to want to be in an office? what i want to do? yeah, i think something that hasn't been widely discussed is, is it's not so much unit do i want hybrid work or do i want fully remote work? but i want the flexibility, i want and i'm not the food where i am prioritizing my hall and i am prioritizing my mental health as well. so what i really need from employers is policy fair policies and consistent policies that also show me that when i do go back to work, that i will have systems and process these in place that will ensure both my physical safety. so if i am going back into an office environment, but i will be physically safe, not just in the office,

but also on the way to the office. i know that's a little bit harder to control, of course. and then the 2nd i'm expecting, like a logical safety as well from a mental health aspect. what kind of benefits are going to enable me to ensure that i will have access to health care and ongoing health care that will allow me to one prioritize the things that i'm personally, you know, kind of prioritizing and now a 37 year old woman and now i have to kind of think about am i one day going to how children and those are the real types of things that a lot of women at my age group are thinking towards as well. and so, you know, when i look at what is it, but i really need, i'm prioritizing employer aspect beyond, you know, how am i going to work in an office environment or a hybrid environment. we're fully remote environment, but it's more so about what is going to insure my physical and mental psychological

safety. i can, i mean that's absolutely correct. shows the, sorry. yeah. to, because i think the key. yes, sorry. i'm, i'm gonna, i'm gonna wrap up the show because we could talk about work or all day long. i'm going to show you something here on my laptop, which is the premise vote for where we started taking us back to where we started. will the great resignation change the way we what in a sentence said, tao, he jung ronnie. what do you think the value stop rate right? yes, absolutely. because work has changed and workers have changed. he don't yes. and i think the most important thing is that workers need to be given more control and autonomy because they know how to work balance. ronnie? yes, absolutely. 100 percent. it will change the way lean work because now workers are able to use this trying to interest, bang,

and prioritize what matters most law. thank you so much. youtube. as thank you so much for talking about the world of work and the impact of the great resignation, i thought the next time frank assessments this crisis is continued to weaken luca shenker, even though perhaps he believed in the beginning that he was frank for her. informed opinions, i think politicians will now be under incredible pressure from their young people. that is one of the most hopeful things to come out of this critical debate. do you think a should be facilitated? not choke, it's a gray. it's a really simple question. let's give samuel chops once the inside story on al jazeera. the silence has been listed beneath this eden, ah, is one of scandinavia largest iron or deposits. and it's driving

a wedge between those seeking wealth and those defending their way of life. gallop, a witness documentary on a jazeera the health of humanity is at stake. a global pandemic requires a global response. w h o is the guardian of global health. delivering life saving tools, supplies, and training to help the world's most vulnerable people, uniting across borders to speed up the development of tests, treatments, and of vaccine keeping you up to date with what's happening on the ground in the world and in the lab. now more than ever, the world needs w h l, making a healthier world for you. for everyone. blue

. ah, the u. s. says there's been no breakthrough in high stakes talks with russia on the crisis in the ukraine. ah, i remember on calling this are alive from day also coming up, the russian president claims victory and not the theatre of tension with the west. vladimir putin says moscow's intervention averted a revolt, a healthcare systems on the strain, a surgeon all week long cases in the u. s. pushes hospital admissions.