Universities – Rethinking happiness in the hybrid workplace – UoA

Source: University of Auckland

Have you ever misinterpreted a colleague’s tone on a Teams chat? Or wondered what Mike meant by his face-without-a-mouth emoji in response to your carefully worded idea?

A new book by University of Auckland Business School Associate Professor Barbara Plester explores how communication, fun, humour and happiness are evolving in the age of hybrid work.

Hybrid Happiness: Fun and Freedom in Flexible Work investigates the social and emotional effects of flexible work. Based on prior research, Plester shows how hybrid models, when people divide their time between home and office, have altered workplace behaviours and made social aspects more crucial.

Over four full-immersion weeks, she spent time in two businesses, observing, collecting data, and interviewing workers at all levels.

Her first study was within a technology company she calls ‘Gecko’, and the second was conducted in a food manufacturing organisation (code-named Firefly). This research underpins much of the book.

“I took a grounded theory approach to my research; I didn’t start with any specific hypothesis of what I would find, rather I let the findings emerge organically as the study progressed,” she says.

“This is how my research on fun and humour developed into a book about happiness, because participants conflated these ideas and constantly linked them.”

Hybrid Happiness captures both the freedom and the frustrations of hybrid work. One chapter, The Emotional Landscape of Hybrid Work, explores how flexibility can also bring tension and anxiety, and how reading and comprehending message chats, emoticons, and GIFs has become a challenge for workers.

“Reading others’ emotions online is complex and raises questions about emotional regulation and emotional labour,” Plester writes.

“As emotions are increasingly expressed through technological channels, new forms of language such as emojis or pictograms are often used to illustrate feelings and as a substitute for in-person emotional cues. Pictorial language builds liveliness into textual conversations and can indicate fun, play and humour — but it can easily be misconstrued and misread.”

Another chapter, Tech-Powered Freedom, investigates trust, surveillance and the blurring of boundaries between home and office.

Working in a hybrid model implies trust in workers, and Plester says all her research participants reinforced this point.

The benefits of feeling trusted at work usually flow on to positive work behaviours and improved job performance, she writes, pointing to an interview during her time at the food manufacturing organisation, Firefly, where one worker emphasised the importance of trust in hybrid working and her increased productivity when working from home:
“I prefer working from home because I'm more productive there. I do feel stress when I'm around people, as much as I love them… but I prefer to be away from a crowd… it's just about trust …trust. If you don't trust your employee, why employ them?”

Another chapter, Psychological Safety in Hybrid Fun, highlights why feeling safe to participate in workplace events — or to opt out — is essential to genuine workplace enjoyment. Examples detail the experience of employees, some of whom struggled with 'forced fun' in their workplaces.

The notion of forced fun, where workers feel compelled to join fun activities even if they don’t enjoy them, may seem harmless, innocuous, and even positive, but Plester says earlier research shows that contrived ‘fun’ can cause distress, cynicism, loss of dignity and a feeling of being patronised by management.

She ultimately argues that safety, fun, play, and connection are vital elements of productive collaboration in hybrid workplaces.

Her research shows ‘hybrid happiness’ can’t be forced, but can thrive in environments that value and foster trust, empathy, and adaptability.

World Kindness Day and Palestine – NZPF

Source: Palestine Forum of New Zealand (NZPF)

World Kindness Day, observed every year on 13 November, is a global reminder that kindness is a universal language, one that transcends borders, politics, and differences. It calls on individuals and nations to act with compassion, empathy, and humanity. In a world often divided by conflict and injustice, this day carries deep meaning, and nowhere is its message more urgent than in Palestine.

For decades, the Palestinian people have endured occupation, displacement, and suffering. Yet despite unimaginable hardship, their resilience and generosity continue to inspire. Acts of kindness in Palestine are not just gestures of goodwill; they are acts of survival and resistance. From families sharing their last piece of bread with neighbours, to communities rebuilding together after destruction, kindness remains the heartbeat of Palestinian life.

World Kindness Day invites the global community to reflect on what kindness truly means, not merely as individual acts, but as collective moral courage. To stand with Palestine, to speak out against injustice, and to extend solidarity to those who suffer are all forms of profound kindness. It is kindness in action, the kind that restores dignity, hope, and humanity.

This year, as we mark World Kindness Day, let us remember that kindness is not silence in the face of oppression. True kindness demands that we care for all people, especially those whose voices are silenced. Let our compassion for Palestine be more than words; let it be action, empathy, and unwavering support for justice and peace.

“Be kind, for whenever kindness becomes part of something, it beautifies it.” — Prophet Muhammad ﷺ

Palestine Forum of New Zealand

New Zealand needs Privacy Act modernisation

Source: Office of the Privacy Commissioner

The increasing number of privacy complaints, and privacy breach notifications, received by the Office of the Privacy Commissioner shows New Zealanders’ increased concerns about privacy are fast becoming reality, the Privacy Commissioner says.
“Privacy complaints in our 2024/25 Annual Report are up 21% from 2023/24, which was also a record year. The number of serious privacy breaches notified by organisations rose 43% this year.
“New Zealanders are saying they’re more concerned about their individual privacy and personal information and it’s easy to see why. People are right to worry, as more needs to be done to improve New Zealanders' privacy,” Privacy Commissioner Michael Webster says.
Our 2025 Privacy Survey showed that:
  • 66% of those surveyed agreed that protecting personal privacy is a major concern.
  • 67% are concerned about the privacy of children.
  • 62% are concerned about government agencies or businesses using AI to make decisions about them, using their personal information.
  • 82% agree they want more control and choice over the collection and use of their personal information.
“The reputational damage and financial costs associated with privacy breaches, and not protecting or respecting individuals’ personal information, should provide a spur to encouraging organisations to do privacy well, but my Office also understands people need help to understand how to do that.
This year, we’ve written guidance on a range of subjects for different audiences, including on children’s privacy and use of biometric technology, we hosted a series of webinars during Privacy Week which saw over 8,000 New Zealanders take part, and we have continued to advocate for modernisation of New Zealand’s Privacy Act.
“The Privacy Act currently provides insufficient incentives for many organisations to understand or meet even the most basic privacy requirements. For example, a growing number of organisations do not establish policies and practices to effectively manage the privacy impacts of their activities. Other countries have modernised their privacy regimes beyond our own to capture the benefits and avoid the harm of new technologies.
“We continue to recommend amendments to the Act that would modernise it and strengthen privacy outcomes. Our 2025 Survey also showed strong support for strengthening the Privacy Commissioner’s powers under the Act.”
The amendments include:
1. Empowering New Zealanders to better protect themselves with new rights, such as a ‘right to erasure’, that would provide individuals with the right to ask agencies to delete their personal information.
2. Adding strong incentives for agencies to take privacy seriously through establishing a new and significantly stronger penalty regime.
3. Requiring agencies to be able to demonstrate how they meet their privacy requirements, in similar ways to the privacy management programmes recommended by the OECD.
4. Providing New Zealanders with stronger protections for automated decision making.

Banking – The Co-operative Bank is the only bank to pass on full OCR cuts to floating mortgages

Source: The Co-operative Bank

The Co-operative Bank has demonstrated market leading action by passing on the full Official Cash Rate (OCR) reductions to its floating home loan customers during this cycle of rate reductions, reinforcing its commitment to a fair deal.
Since the Reserve Bank began reductions to the Official Cash Rate 15 months ago, it has dropped by 3%, from 5.5% to 2.5%. In response, The Co-operative Bank has reduced its floating home loan rate by 3.1%, making it the only bank in New Zealand to have passed on the full benefit of OCR cuts to floating rate customers.
The Co-operative Bank is encouraging New Zealanders to consider their options to get the best deal now, as well as select a Bank that values fairness and delivers the service that people should expect from a bank.
When compared to all banks in the New Zealand home loan market, The Co-operative Bank’s floating home loan rate of 5.3% is the lowest variable rate available to all customers. Floating rates offer customers flexibility and the potential for lower interest costs if mortgage rates continue to fall.
Mark Wilkshire, Chief Executive of The Co-operative Bank, said “With the bank’s floating volumes almost doubling in the last year, we’re pleased to offer both great value and flexibility through our market leading rate”.
“As a customer-owned bank, The Co-operative Bank puts customers first in pricing decisions. We estimate that New Zealanders could be paying more than $100m per annum extra due to the amount of floating rate cuts held back by the Big Four Australian banks,” he said.
“With another OCR review due at the end of November, it will be interesting to see how other banks respond in what remains a delicately poised economic recovery,” Wilkshire said.
Table: Floating Home Loan interest rate deductions in this rate cycle – since 31 July 2024
About The Co-operative Bank
We are a New Zealand Co-operative 100% owned by our customers. We are the only bank that shares its profits directly with customers in the form of rebates when we make sufficient profit. Since 2013, we’ve shared over $24 million with customers.
Customers have voted us the winners of Consumer People's Choice Award for four years running, making us the recipients for nine out of the last ten years. We are also proud members of the B Corp movement which recognises businesses that meet better standards of social and environmental performance.

Exercise NZ – Game-Changer: New Meta-Analysis Shows Intense Exercise Far More Beneficial Than Previously Thought

Source: Exercise New Zealand

Exercise New Zealand says new international research is a game-changer that could reshape global exercise advice, revealing that intense exercise delivers up to nine times the health benefits of moderate activity, and in some cases up to 156 times better than low intensity.

“This new research shows that intense exercise isn't just twice as good, it's at least four times better overall, and up to nine times better for heart health. That's a game-changer”

“If you're short on time, this means just 30 minutes of intense exercise spread across the week can deliver the same health protection as two and a half hours of moderate activity”

“If the new evidence holds, it suggests the ratio should be revised dramatically,”

“Instead of a 2-to-1 benefit, the data points to something closer to 4-to-1, maybe even higher. That could mean as little as 30 minutes of vigorous exercise per week delivers the same benefits as the recommended 2½ hours of moderate activity. That's a huge shift in what we understand about exercise efficiency.”

“Clearly we need to reconsider how we talk about the benefits of intensity in our guidelines,”

“If you're short on time, this means just 30 minutes of intense exercise spread across the week can deliver the same health protection as two and a half hours of moderate activity..  It's proof you can work out smarter, not longer.”

“This means the global guidelines should be reviewed.”

A major meta-analysis, combining data from multiple long-term studies involving over a hundred thousand individuals, found that vigorous exercise reduces the risk of dying from any cause (all-cause mortality) by a factor of at least four compared to low to moderate activity. Even more striking, for heart disease, the effect jumps to up to nine times greater.

ExerciseNZ CEO Richard Beddie states that “this new research shows that intense exercise isn't just twice as good, it's at least four times better overall, and up to nine times better for heart health. That's a game-changer.”

The current WHO guidelines are built on the assumption that vigorous activity provides double the benefit of moderate activity, that is, you can swap 150 minutes of brisk walking or cycling for 75 minutes of running or high-intensity work.  These numbers were based on research that primarily was self-reporting of activity levels, so the new research that uses data from wearables is much more accurate and therefore more likely to be more accurate.

“If the new evidence holds, it suggests the activity ratio should be revised dramatically,” says Beddie. “Instead of a 2-to-1 benefit, the data points to something closer to 4-to-1, maybe even higher. That could mean as little as 30 minutes of vigorous exercise per week delivers the same benefits as the recommended 2½ hours of moderate activity. That's a huge shift in what we understand about exercise efficiency.”

Perhaps most striking, when comparing high intensity to low intensity activities, for all-cause mortality, high intensity was 53 times more effective. For cardiovascular disease (CVD) it was 73 times, and 156 times for cancer.  This would indicate that one minute of intensive activity provides the same protective effects as almost one hour (53 minutes), and even more so for CVD and cancer.  “Clearly we need to reconsider how we talk about the benefits of intensity in our physical activity guidelines,” says Beddie.

For time-poor New Zealanders, the findings are especially powerful.

“If you're short on time, this means just 30 minutes of intense exercise spread across the week can deliver the same health protection as two and a half hours of moderate activity..  It's proof you can work out smarter, not longer.” says Beddie.

ExerciseNZ stresses that any exercise is better than none. Even light activity improves health, mood and longevity. The key takeaway is that moving your body in any way is beneficial. However, if you choose to go harder, you can hit your weekly targets quicker, leaving more time for the other things you love.

Exercise New Zealand Calls it a “Game-Changer”

ExerciseNZ considers these findings to be a game-changing moment for the exercise industry, with Beddie confidently suggesting that “this means the global guidelines should be reviewed.”

The implications from this research are clear and urgent:

Time to review global guidelines: The WHO recommendations are based on outdated ratios, and this new evidence should trigger a rethink worldwide.
Update how we talk about exercise: Trainers, gyms and health providers should highlight the value of intensity, safely and accessibly.
Empower people with choice: Whether it's a brisk walk, a sprint, or a short, sharp HIIT session every move counts, and now we know just how powerful those harder efforts can be.

Awards – Fusion5 a finalist in 2025 Microsoft Global Partner of the Year awards

Source: FUSION5

Auckland, New Zealand – 13 November 2025: Australasian systems integrator Fusion5 today announced it has been named a finalist for the 2025 Microsoft Dynamics 365 Service Partner of the Year Award. The company has been honoured among a global field of top Microsoft partners for demonstrating excellence in innovation and implementation of customer solutions based on Microsoft technology.
Kristy Brown, Fusion5 CEO – New Zealand, says “Fusion5 has demonstrated the ability to deliver advanced technology solutions efficiently, repeatedly implementing Microsoft’s AI-driven Digital Contact Centre within three months. Recognition as one of the top four global Dynamics 365 partners for Service affirms our expertise and provides assurance to customers seeking excellence in customer service transformation. We are delighted to receive this recognition.”
The Microsoft Partner of the Year Awards recognise Microsoft partners that have developed and delivered outstanding Microsoft Cloud applications, services, devices, and AI innovation during the past year. Awards are classified in various categories, with honourees chosen from more than 4,600 nominations across more the globe. Fusion5 has been recognised for its outstanding solutions and services in the customer service category.
The Microsoft Dynamics 365 Service award highlights Microsoft partners’ use of Dynamics 365 Service as the core of their solution, along with Microsoft Copilot and AI capabilities, and seamless integration with Microsoft platforms such as M365, Power Apps and Copilot Studio to deliver exceptional customer value, satisfaction and outcomes.
“Congratulations to all the winners and finalists of the 2025 Microsoft Partner of the Year Awards,” said Nicole Dezen, Chief Partner Officer and Corporate Vice President at Microsoft. “This year, our partners harnessed the transformative power of Microsoft’s Cloud and AI platforms to deliver transformative solutions that redefine the boundaries of innovation. The energy and ingenuity across our ecosystem continue to inspire us. The 2025 honourees exemplify what’s possible when technology and vision unite to empower customers around the world.”
As well as being the current Microsoft ANZ Business Applications Partner of the Year, Fusion5 was recently named to the Microsoft Business Solutions Inner Circle Partner for the 9th year in a row. The business was named the Microsoft New Zealand Partner of the Year in 2021.
The 2025 Microsoft Partner of the Year Awards are announced ahead of Microsoft Ignite, which will be held in San Francisco from November 18-21. For a full list of categories, finalists and winners, visit: https://aka.ms/2025POTYAWinnersFinalists
About Fusion5
Fusion5 helps organisations improve performance by connecting people, processes, and technology. With expertise spanning business applications, cloud, infrastructure, security, and AI, Fusion5 brings together the platforms and partnerships that power better decisions, stronger operations, and lasting growth.
With a team of more than 950 innovators, Fusion5 works alongside its clients to turn strategy into measurable results – driving productivity, performance, and competitive advantage in a constantly evolving digital world.

Ready-mixed concrete: September 2025 quarter – update to user survey


Ready-mixed concrete: September 2025 quarter – Stats NZ information release


FENZ proposes restructure to build modern and effective emergency service

Source: Fire and Emergency New Zealand

Fire and Emergency New Zealand is proposing to restructure its organisation to ensure it can sustainably, effectively and efficiently meet New Zealanders’ needs both now and in the future. 
Subject to consultation, the proposals in the restructure will touch around 700 roles across the organisation, resulting in the net loss of around 140 positions.
No frontline firefighter positions are impacted, although some supporting functions may change.
“This proposal is about ensuring we are best positioned to deliver a modern and responsive emergency service,” Chief Executive Kerry Gregory says.
“The primary focus is to provide a trusted service that keeps New Zealanders safe. Our dedicated team does an amazing job looking after our communities and this proposal is about ensuring we are best positioned to continue doing that. 
“I acknowledge this is difficult for the teams and individuals impacted. We are committed to constructively working through their feedback to ensure we get the best outcome.
“Our intention is to communicate the outcome of consultations before the end of the year, allowing as many  people as possible to go into the holiday period with certainty. No structural changes will take effect until the new year, likely to be March/April, to give people and teams time to prepare and transition.
” The changes have been proposed to give effect to Fire and Emergency’s strategic direction, which shapes how the organisation operates and what it focuses its efforts and resources on.”
It is the culmination of a period of evolution that began with the merger of around 40 organisations in 2017 to create a national service. The key drivers behind the proposed changes include:
  • Removing silos and increasing collaboration and oversight across functions
  • Refocusing on Fire and Emergency’s core business
  • Improving role clarity and accountability
  • Enhancing decision-making by empowering leaders
  • Creating 'Centres of Expertise' and improving access to, and quality of, information
“Changing workloads and expectations on our people, along with the need to prepare for future challenges and resource constraints, highlighted the need to make changes to become a more effective and sustainable emergency service,” Kerry Gregory says. 
 “Our operating environment is evolving rapidly. Communities’ needs are changing, and technology, both the tools we use and those that can create new risks, is advancing at pace. To meet these changes, we must adapt and become more adaptable. 
I’m proud of the mahi our teams do every day to keep our communities safe. By making smart decisions now with their input, we can build a more modern, and more trusted emergency service – one that’s equipped to meet the needs of New Zealanders for years to come,” Kerry Gregory says.
Note to Editor
  • Fire and Emergency New Zealand has approximately 14,900 personnel
  • We have around 1300 fire trucks and over 600 station sites
  • In the 2024/2025 financial year, our crews responded to 88,805 incidents
  • Fire and Emergency’s 2024/2025 levy revenue was $796,717,000 and other revenue $41,300,000.

Govt. must step in and stop the deep cuts proposed by FENZ – PSA

Source: PSA

 Net loss of 169 roles including 46 directly supporting firefighters
 13% of FENZ of non-firefighting staff proposed to go
 FENZ cutting spending by $70m/year – 10% of annual budget
Fire and Emergency NZ’s proposal to cut 13% of non-firefighting staff across the country and shave 10% off its annual budget, is reckless at a time of escalating climate-driven emergencies.
Staff at Fire and Emergency NZ (FENZ) were today given a 260-page consultation document and told to provide feedback within two weeks before the new structure is confirmed just days before Christmas.
“The Government must step in and stop these short-sighted cuts – FENZ is telling its workers to do more with less, which will impact FENZ’s ability to deal with emergencies and prevent future emergencies,” said Fleur Fitzsimons, National Secretary for the Public Service Association Te Pūkenga Here Tikanga Mahi.
“It’s alarming that the proposed cuts include the net loss of 46 roles in the Operational Response branch that sits at the heart of FENZ’s ‘frontline delivery’, supporting fire stations and firefighters and communication centres.
“These workers do critical work like ensuring the urgent coordination of resources for fires and other emergencies.”
FENZ is also proposing to cut 45 roles in the Prevention branch which according to FENZ aims to ‘reduce risk and harm before emergencies occur and currently has the accountability for ensuring our people are well trained should they occur’.
“This includes cutting the roles of four wildfire specialists – how does that make sense when the Tongariro National Park fire shows how important it is to be prepared for such emergencies?
“The wildfire, which required mobilisation of resources from across the country, coupled with concerns about the state of the ageing fire engine fleet should have been a wake-up call that FENZ needs more investment, not deep cuts.
“At a time of rising climate risks from more frequent extreme storm events and wildfires, and the increasing population in major urban centres, these proposed cuts are completely the wrong approach.”
The restructure follows the Government in December refusing to agree to the insurance levy increases FENZ wanted – 95% of its revenue funded through the levy, forcing FENZ to shave spending by $50m a year over the next three years. On top of that the Government has ordered FENZ to cut $60m from its budget by 2029, all up about 10% of its current expenditure is to be cut.
“The Government is deliberately allowing the underfunding of FENZ, and ignoring the risks to New Zealanders’ lives and property.
“Yet again, we are seeing the Government pushing through shortsighted decisions regardless of the consequences for public safety.
“Workers who are impacted are in a state of shock. And this comes at a time of great uncertainty with bargaining for a new collective agreement currently ongoing.
“Imposing such a fundamental restructure on staff with an extremely short consultation period, just before Christmas is insulting and unfair.
“Many workers and their families now face a bleak Christmas period knowing their jobs are on the line. This tells you how much the Government cares about workers who do such a courageous job keeping New Zealanders safe.
“The PSA will be strongly opposing these changes and will be setting out the risks in a comprehensive submission. It should never have come to this.”
The Public Service Association Te Pūkenga Here Tikanga Mahi is Aotearoa New Zealand's largest trade union, representing and supporting more than 95,000 workers across central government, state-owned enterprises, local councils, health boards and community groups.