Dying for a Paycheck Book Summary By Jeffrey Pfeffer

*This post contains affiliate links, and we may earn an affiliate commission without it ever affecting the price you pay.

Dying for a Paycheck (2018) is a powerful book that looks at the dangers of being a working American.

Drawing on hard facts and the author's expertise, it reveals some shocking facts: that work is the fifth leading cause of death in America, as dangerous as second-hand smoke.

This book also presents timely solutions to this pressing issue, highlighting companies who are leading the way with innovative approaches to workplace wellbeing.

It offers practical advice on how we can all improve our jobs and workplaces by managing stress, improving trust, transforming culture, and encouraging physical and emotional wellbeing.

Dying for a Paycheck is an essential read for anyone looking to make their job healthier and safer.

Dying for a Paycheck Book

Book Name: Dying for a Paycheck (How Modern Management Harms Employee Health and Company Performance—and What We Can Do About It)

Author(s): Jeffrey Pfeffer

Rating: 3.9/5

Reading Time: 20 Minutes

Categories: Corporate Culture

Author Bio

The author behind the book "Dying for a Paycheck" is Jeffrey Pfeffer - an American business theorist, professor of organizational behavior at Stanford University, and world-renowned author.

He is the recipient of Richard D.

Irwin Award for his contributions to management theory and has written multiple books including The Human Equation: Building Profits by Putting People First (1998), and Managing with Power: Politics and Influence in Organizations (1992).

With such an impressive track record, it's no wonder that "Dying for a Paycheck" was selected for the short list of Amazon Best Books of 2020.

Creating A Happier, Healthier Workplace: Understanding The Effects Of Stress In The Workplace

Healthier Workplace

It may come as a surprise to many that approximately 120,000 Americans die from work-related diseases or complications each year.

That’s a startling statistic, but it reveals the facts about the mental and physical demands of our modern workplaces.

By understanding what causes these illnesses, employers can make the necessary adjustments in their workplaces to ensure a healthier and safer environment for all of their employees.

For instance, stress related to overwork, unemployment or lack of job control is known to have been a leading cause of health issues across many industries.

From an increased risk of heart attacks to greater rates of depression, our current workplace culture puts too much strain on millions of employees every day in America.

Thankfully, implementing changes at the workplace doesn’t have to be daunting; they actually end up being beneficial both for employees’ well-being and corporate profits.

Take San Francisco’s former mayor as an example – he implemented various strategies during his time in office which drastically reduced emergency room admissions throughout the city population.

This goes to show that adminsiting positive change in the workplace will guarantee better outcomes for everybody involved!

We should also pay attention to how other countries are tackling these same issues; some nations have already adopted comprehensive healthcare systems and policies which clearly show substantial improvements with regards employee wellbeing – something that could be easily replicated here if given prior consideration.

Ultimately, it’s important for employers everywhere to educate themselves on why it’s essential that workers should be given adequate rest and resources in order avoid further cases of workplace-related fatalities each year – because when all is said and done we all want one thing: healthy and successful workplaces in America.

The Cost Of Workplace Stress: How Unhealthy Working Conditions Take A Toll On Employees’ Health And Well-Being

Most of us are familiar with workplace stress – statistics show that 80 percent of Americans experience regular stress at work.

This can have serious health implications, particularly in the gig economy where precarious contracts, often low wages and little to no paid leave can lead to workers’ health being seriously impacted by their employment.

However, companies like Aetna are trying to provide an inspiring example of what it looks like to prioritize employee well-being.

CEO Mark Bertolini created a $16 minimum wage for employees and improved healthcare insurance, resulting in less reported stress and improved quality of sleep from the higher earners – all while decreasing healthcare costs for the company.

It’s clear that stressful workplaces can adversely affect our health, but it doesn’t have to be this way.

If more employers followed Aetna’s lead then we could see real changes in worker safety, overall health and economic benefits for both sides of the paycheck.

Workplace Stress As Deadly As Secondhand Smoke: How Us Policy Can Save Lives And Money

In the United States, workplace-induced stress has emerged as the fifth highest cause of death.

With an estimated 120,000 preventable deaths taking place every year due to workplace stress and only about 85,000 related to a lack of health insurance.

These statistics are truly disheartening.

Moreover, it is shocking that 28,000 people die from causes that could be mitigated with improved workplace conditions such as longer breaks or better job control.

It’s important to note that these figures don’t just impact people directly; they have a monetary cost too.

A research conducted by the author of his book showed that excessive mental healthcare costs amount to $190 billion annually or 8%of total US healthcare expenditure.

This figure could be reduced drastically if only American employers would implement regulations similar to their European counterparts.

Studies show that workplace deaths in Europe are half as common compared to America due to their advanced healthcare systems, now isn’t this proof enough?

It’s time for lawmakers in the states to realize the true extent of harm caused by poor work practices and make appropriate amendments before it’s too late!

The Tragic Side Effects Of Layoffs And Why Companies Should Consider Alternative Strategies

Alternative Strategies

It has been long-established that layoffs can have a very negative effect on the well-being of employees, both mentally and physically.

Studies conducted in developed countries all show a similar correlation between job loss and an increase in mortality rates among workers.

Evidence suggesting layoff victims are more likely to suffer health issues, such as heart attacks or depression, or even resort to substance abuse is hard to ignore.

At the same time, employers often face many costs associated with carrying out layoffs – including severance pay, potential lawsuits and decreased morale among workers who remain employed.

Layoffs don’t even necessarily guarantee that the underlying issue plaguing a business (i.e., lack of revenue) will be solved either.

In fact, stock prices usually dip after layoff announcements since investors know layoffs usually mean companies may not be doing well financially.

This becomes a lose/lose situation for both employers and employees as each party suffers in some way when layoffs are carried out.

For example, when U.S airspace was closed shortly after 9/11 practically all major airlines began laying off staff – most notably 80,000 people were laid off from their jobs altogether – but Southwest took an alternate approach; instead of letting people go they provided refunds to customers and kept their promise to pay out $179 million into a worker’s profit sharing plan by 2002 which ended up leading them to easily become the most profitable commercial airline by 2003 compared to the rest of the industry combined!

The moral of this story? Layoffs result in a lose-lose situation for both employers and employees alike – so other methods such as those taken by Southwest should be considered first whenever possible!

Companies Can Help Stem The Negative Effects Of Unaffordable Healthcare By Providing On-Site Doctors

In the United States, having access to healthcare is not guaranteed as a right like it is in other highly-developed nations.

This means that there are millions of people who are left uninsured every year, with devastating consequences.

Statistics show that many people who do not have health insurance struggle with their illnesses; for instance, women suffering from breast cancer who are uninsured have a 49% higher risk of not surviving the disease.

And according to a long-term study involving 9,000 Americans over twelve years, anyone without health insurance has a 40% higher chance of dying early.

Casino workers in Atlantic City provide another example; since 2011, half of the jobs have seen reduced or cancelled health-care benefits due to cost concerns expressed by their employers.

A survey revealed that 72% had trouble making payments and 50% developed depressive symptoms due to unaffordable health-care costs.

This trend could be seen all across the US – an increasing number of employers have stopped providing medical coverage (from 30% in 2000 to 40% in 2011), and employee contributions rose threefold during the same period (from $355 to $921 per year).

The American healthcare system’s reliance on competitive markets and lack of universalized coverage has created devastating human costs – it’s resulting in increased mortality rates among those left uninsured and reduced economic prospects for small businesses unable to afford expensive health insurance policies.

How Companies Can Foster Employee Control And Health Through Policies, Practices And Support

Having control over one’s work life, coupled with social support, is a key factor in allowing employees to thrive and prosper.

This was seen in the 1970s when British researchers discovered that higher-ranked civil servants were 50% less likely to report chest pain.

The correlation here showed that those with more control over their work had greater health outcomes than those without control.

Meanwhile, an Indiana University study found that those working stressful, demanding jobs with low levels of control had a 15.5 percent increased risk of death.

These findings prove the importance of providing employees with control over their work life so that they can manage their stress levels accordingly.

One example of a company investing in giving workers control over their work is outdoors fashion giant Patagonia.

The company adopts flat organizational structures which prevent micromanagement and allow workers to take time out when they need it.

Companies should consider investing in such practices in order to boost employee morale, while encouraging a sense of community within the workplace.

This will ultimately create a healthier working environment where productivity and wellness are both possible and prosperous outcomes!

Companies Need To Treat Their Employees Like Family: Self-Reporting, Public Shaming, And The Revenue Taxation Of Healthcare Costs

Healthcare Costs

People should not die for a paycheck.

Unfortunately, that is the reality for many today.

The pressure within companies to prioritize profits over employees’ health and wellbeing is contributing to an unacceptable death toll.

But we can do something about this alarming situation.

Firstly, we need to measure employee happiness in order to understand accurately how their health is being affected by their work environments.

This data can be gathered from employee self-reporting, which has shown to be a reliable indicator of future visits to the doctor.

Secondly, those companies that fail to prioritize the health and wellbeing of their employees must be publicly called out – just as polluters are – so that they are incentivized to make changes in order to stay competitive.

Finally, businesses must also start paying out a proportion of healthcare costs linked with their employees’ well-being as this will allow them access to preventative care instead of relying on public healthcare at the last minute.

San Francisco’s successful 2007 legislation mandating healthcare contributions shows just how effective such a solution can be at reducing emergency room costs and ultimately saving lives.

Ensuring that people do not die for a paycheck requires concerted efforts from employers and policymakers alike; it is not enough simply to talk the talk but actions must follow suit if dignity and life itself are truly valued in human society.

Wrap Up

The bottom line of Dying for a Paycheck is that Americans are losing their lives as a result of job stress.

This is due to an unfair burden of health costs placed onto employees, causing them to be uninsured, pay huge medical bills or worse, die.

It’s not just job stress that causes deaths, but also layoffs.

To combat this issue and reduce the number of fatalities due to work related illnesses, the idea is to give employees access to better mental health support and more control over their work environment.

Employers should also take on a larger portion of medical costs rather than placing it all onto the employees.

Ultimately, if employers accept that their profitability and employee well-being go hand in hand, fewer people will suffer or meet untimely ends because of their jobs.

Arturo Miller

Hi, I am Arturo Miller, the Chief Editor of this blog. I'm a passionate reader, learner and blogger. Motivated by the desire to help others reach their fullest potential, I draw from my own experiences and insights to curate blogs.

Leave a Comment

This site uses Akismet to reduce spam. Learn how your comment data is processed.