steve had brought my grandchildren to see the history. this change is amazing. i hope they ran away the entire city. 40 years ago when i lived here, the roads and homes were falling apart. this is a great beginning. libya has seen wrote of com since a nation wide ceasefire was signed last october. people here hold the hard one piece won't be short lived sold will work, can continue to maintain, loses historical side. oh, trina, 00 true boy. ah, hello. are you watching out here? these are the top stories. this our, what health organization is warning, the army kron variant is expected to infect, more than half of europe's population. within the next 6 to 8 weeks. governments being urged to prioritize vaccinations, including booster shots. at this rate, the institute for health metrics and evaluation for posts that more than 50 percent

of the population in the region will be infected with on the chrome in the next $6.00 to $8.00 weeks because of the unprecedented scale of transmission. we are now seeing, raising covered i didn't hospitalizations it is changing health systems and service delivery in many countries where on the grown has spread at speed and threatens to overwhelm in many more more americans than ever before. are in hospital with corona virus. 1.3000000 cases were registered on monday. a worldwide daily rec, on the volume of infections is overwhelming. hospitals. while china's government has ordered the lockdown of a 3rd city to stand the spread of coven 19 there in and young in hen and province, more than 80 cases of armor crime were detected over the weekend. 20000000 people nationwide are confined to their homes. britton's prime minister is facing or need

coals for his resignation. after new revelations about a garden party held during lockdown cars, johnson has repeatedly denied breaking the rules. but elect email is reported to sure that he's private secretary invited around $100.00 government stuff to the policy because it's done, president says russian troops will begin pulling out within 48 hours with a full withdrawal expected in 10 days. at least 160 people were killed and 10000 detained during anti government protests in the former soviet phase. and the u. n. is launching its largest every humanitarian appeal for a single country. it needs more than 15. oh, $5000000000.00 rather an aid for afghanistan over half the population face acute hunger. those are the headlines i'm emily. ang women, use continues here on al jazeera after this, during intelligence and playful also are in high demand, is pets in japan. but concerns going over the illegal smuggling and irresponsible

breeding of these wild animals. 11 east investigate on all to 0. 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 that notice change careers and also just that jobs of course, as well, but faster and snow costs has dealt with phenomenon, the great 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 front line workers by industry such as retail, food service and health care. 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 with the answer to dow, he joe, ronnie, welcome to the string. say good to have you down, please introduce yourself to ice cream audience. it's so good to be with you. i am on the faculty of the harvard business school. my name is saddam and the author of remote work revolution succeeding from anywhere. and my work sits 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 handle who can

welcome to the spring. please introduce yourself to an international audience. tell them what your expertise i thanks for having me. i'm he john chung, i'm a 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 it. labor markets, and in this book specifically i look at issues around flexible working work, life balance, months and also importantly, gender equality and what flexible, where can can quality. all right, get to hello. hello there, ronnie. good to have with you on the street. 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 logos, 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 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 heater. would you change the phrase? would you adapt take, tweak it a little bit? now i also to love those phase because i think we're 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 doll said, is like the great resonation what it really pin points to as 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 mich, 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 sole 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 as well. so in addition to the great resignation, i would also categorize this as a reassessment, a 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 thread. that is, is, is pins at the top of your to, 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 have p t s d from burn out running. i want to do this last line. yeah. say it. i can do we absolutely. i loving to one more time

on cameras. i. we can do it. see again, what time i can absolutely do we nothing. all right. what happened ronnie? what happened? yeah. so you, before the peak of the pen, 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 a 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 and 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 because i no longer commuting to work. i'm getting called in meetings at 8 am. i'm now more 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 compounding, of course and, and it's spiral if you will, can i ask you i've been dying to know, how do you manage income wise to do absolutely nothing. i've been dying ration question. that's a great question. so i've been working in the tech industry or 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 in that sense, 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 had 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 in my life. who can what we yeah, 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 when he

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 in 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 experience grievances in terms of having had lots of you know, loved ones die but also get ill have long cove. it, 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 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 at 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 in some thoughts. he said, i let me put this one to you. and this is that the reason for why this moment is happening now in, in the world of work. and a sad came says, big reasons, child k 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's been magnifying bad bosses and bad companies when we seeing that. and i think people just saying enough that algorithm 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 employees a poorly a losing people in one of the fiercest labor market 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 or 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 say this is 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 study says, i work in health care, healthcare still requires people to work on like and sion. 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 social into health care industry leaving and drones, they are suffering from burn out, they're suffering from, you know, not enough recognition, not enough good work, quality caught the working conditions which can all be solved, which can also, you know, help, you know, maintain workers you know, recruit buyer workers and you know, what survey shows us is 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 who 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 and leader. and so it was a conversation that was a little bit emotional if you will, since she was a very understanding manager from that perspective. and understanding that i was going through re prioritizing my life in 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 in 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 he's they've made a decision to me. my job was easy while a lot of my own life people i work with for a long time. i've been wanting to start my own business with young people and i my passion, really life. i just thought the fact that was probably the best time with the maintenance and young people needed to fill that skills. and also a risk perspective. i thought it was a really good time because i was working and i tell people for business, i knew it was be a candidate mark. and i thought if i try it for my face or whatever, i don't like it, i can, we are going to work with skills like mine are in high demand. and so i decided to let things combine, may be the best time to take the lead, co way be entering a golden age for employees to dow. 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 to do. he 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 productivity. it has nothing to do with providing better quality work. it actually has to do to do with a lot of management. things about our managers don't feel not to be able to without micromanaging workers to manage workers that work across the globe. who have reality though he yet 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 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 the de rationale behind why this is happening 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 work in 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 as 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 done collectively,

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 may be 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 everyone wants full remote work hybrid is what are the most important thing for

people today? let me just bring in, he joe survey is not just he didn't survey at 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 spend 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 is spend time on 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? do you want to be in an office? what you 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? we're fully remote work, but i want the flexibility, why? i'm not listed where i am prioritizing my hall, and i am prioritizing my mental health as well. so what i really need from employer 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 that 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 so right now i'm 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, what i really need and prioritize, employer aspect beyond, you know, how am i going to work in an office environment or a hybrid environment or 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. just because i think the key. yes, sorry i'm, i'm gonna, i'm gonna wrap up the show because we could talk about workload all day long. i'm going to show you something here on my laptop, which is the premise vote for way. we started taking us back to where we started. will the great resignation change the way we what in a sentence said, tao he, john rhyming? what do you think the value stop rate, right? yes, absolutely. because work has changed and workers have changed who don't? yes, and i think the most important thing is that workers need to be given more control in autonomy because they know how to work balance. ronnie? yes, absolutely. 100 percent. it will change the way mean work, because now workers are able to use us trying to interest bang and prioritize what matters most class. thank you so much, lucas. thank you so much for talking about the world of work and the impact of the

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is and questions they use and abuse of power around the come on out is there. ah, this is al jazeera ah hello, a form. doha, i am alamo. here dean, with the al jazeera news are coming up for you in the next 60 minutes. sounding the alarm, the w h. o says half of europe's population could get the alma chrome, variance of coverage. in the next 2 months, china expands its cove at 19 locked down to a 3rd city.