Written by Veronica Jacks
December 13, 2010
In my 22 years work experience dealing with so called managers I have found only a couple good people that truly deserve the job title [Manager]. These people work to maintain organizational vitality and is willing to go that extra mile for the sake of his or her employees. However, the majority of managers I worked for and I say for, because that is exactly what it was working for a person who carried the title [Manager]. These people did not understand power and authority do not authorize them rights negatively intervene on an employees work efforts.
What can employees do when the manager's negativity is impacting work efforts. For example, if your manager is constantly putting you down, making you feel worthless, and rejecting your ideas. However, as a person who enjoys receiving a pay check will continue to come to work and try to tolerate this type of behavior, hopelessly, believing that things will get better in time but the situation never improves. Sometimes employees who are faced with these situational types of circumstances want to blame themselves, they walk around feeling ashamed of who they are, their productivity slowly begins to deteriorate, and they begin dread coming to work every day.
The employee begins to believe he or she is stuck in a dead end job just because the manager's negativity is impacting work efforts. Sometimes the employee begin to seek out opportunities to get back at the manager. However, this only adds fuel to the fire allowing the manager to use his or her mighty pen to document behaviors of the employee out of anger or jealously.
The employee begin to perceive this manager as an evil powerful demon from hell that has a strong and mighty pen. This may cause the employee to feel weak and intimidated especially when he or she try to compromise with the managers negative attitude. The employee begins this emotional tirade because there's no way to compromise with the devilish manager. This manager seems to be obsessed with taunting the employee.
Sometimes the employee will build up enough courage to complain to human resources or upper management about the maneuvers or the manager's negative attitude. However, this also seems to backfire and the employee gains a reputation of being a liar and trouble maker. The situation surrounding the circumstances continues to worsen only because the manager's wickedness prevails once again. The employee's heartfelt distress finds other employees to pour out his or her feelings because the situation is causing emotional stress.
Some day's the employee will just sit at his or her desk and cry out of fear of one day losing the job security that he or she has worked hard to gain. However, the employee has done nothing wrong to deserve this type of treatment from the evil manager who has a negative disposition and negative attitude. The other employees are afraid too and refuse to speak out about the fearful situation. If anyone speaks about the situation he or she may become victims ending up ostracized from the group.
The employee spirit is broken, he or she begin to live with this sadness, depressed, and unmotivated to move or do anything. The evil manager circles around taunting the employee making snide remarks like a animal preparing to devour the prey. The evil manager continues to make the employee feel undervalued, worthless, and useless. Wait! Let's stop this inevitable unorthodox circumstance where the manager will win and the employee will lose. This circumstance should not be in favor of the manager.
Let's examine the facts of the situation for a minute to see if this can be worked through in favor of the employee. First of all circumstances such as the one described above takes time to evolve. Therefore, to develop a positive outcome building time frames is an essential element. As long as the employee is not disruptive, work well with others, trustworthy, and respectful. This situation do not occur suddenly. The estimated time frame for this to run a full course is three or more years. Sometimes this situation occurs so slowly it's hardly noticeable. For this reason the manager can proceed with his or her dastardly plan.
The manager may begin the scenario with mild complements and gestures of goodwill. This tactic is designed to make sure the employee is cooperative. The manager will do things to undermine the employee's integrity. The manager may send additional work to the employee from other sources. This tactic is designed to keep the managers hand clean.
To change the course of this situation requires sophisticated effort from the employee to draw attention to the manager. The employee will need everyone to focus attention to how the manager is manipulating the employee. Of course the manager will blame the employee for creating a conflict. Visible signs of a conflict between the manager and employee is the best thing. The employee can formally request to be transferred. The conflict has reached the plateau with no compromise at the peak. The battle between the manager and the employee will distract productivity unless the employee gain some distance from the manager.
This task can be completed from asking the manager some really stupid questions. The dumber the questions the further away the manager will get. The conflict is still there but the course of the conflict will inevitably change direction in favor of the employee. Sometimes conflicts can not be avoided when the manager is manipulating work efforts negatively. The other employees may want to join in with adding more stupid questions to the manager's negativity. Soon the employee will start to feel better about coming to work. The employee can change the inevitable unorthodox circumstance. The manager will have to rethink his or her course of action therefore, the inevitable win/lose circumstance has manipulated into a win/win situation.
Monday, December 13, 2010
Thursday, December 9, 2010
Indifferent treatment
Written by Veronica Jacks
December 9, 2010
Indifferent treatment on the job could become more than just the simple overwhelming feeling that a target has been placed on your back. Racial discrimination comes in many different forms in the workforce. Sometimes it is unnoticeable only because peoples have a tendency to ignore the symptoms of racial discrimination. Sometimes people will rather just walk away from it because it is much easier to get away from it than to deal with it. However, sometimes racial discrimination seems to slap a person so hard that it cannot be ignored, it won't go away, it will eat at a person from the inside out.
Especially when a person know that he or she have been turned down for a job opportunity or given some task that's too complicated or too difficult to accomplished simply because he or she is black or the ethnical background is African American. Regardless of your capabilities, your educational background, and your experience the manager or company you work for just continue to pass over you.
Many people do not know what to do when they sense he or she is being discriminated against because of race. Sure it sounds simple go to the human resource department and file a complaint but if you do not have the facts to back up your claims or proof a person can be labeled as a trouble marker or worst a liar.
Therefore, many people do not say anything because of the repercussions of making an official complaint to the company. In some situations the best tactic to protect themselves to to make a formal complaint. Many companies encourage employees to follow protocol and actually open an investigation about the compliant. However, the investigation is designed to protect the company and the managers of organization. In case the employee decide to pursue the matter further with the EEOC.
The company will more than likely close the investigation with reasons or justification of why this employee was not promoted or why the most difficult task were assigned to the employee, or why the employee responsibilities were changed without prior notification. The company will claim the manager was in his or her right to treat the employee differently. The human resources representative will end the investigation with statements on the behalf of the company claiming personality issues caused conflicts, or because behavior issues. The employee refusal to work with others or the employee is not a fit to the group were reasons for indifferent treatment.
In any case racial discrimination in the workforce should be dealt with the organizational structures of management. Some companies enjoy promoting intelligent African American females into the upper ranks of management. This is making a statement to the world, 'we have evolved, we have overcome issues of diversity, we recognize the black people in our organization'.
However, on the other hand some companies prefer to hire black people to fill the status quo. The company do not expect the black people to work hard or gain any type of recognition with the workforce. The manager will not acknowledge the black person in meetings, or assign them to work on his or her own in daily task. If the black person begins to excel in his or her job the manager may begin to give poor performance reviews. The manager may begin to tell the black employee that he or she need to work on his or her behavior patterns. The manager may even accuse the black employee of not doing what he or she was told to do (not following instructions) The manager may tell the employee he or she is not doing a good job. The manager may tell the employee if you cannot do your job I will find someone else to do it.
Many African American employees will become confused or discombobulated Why? Because he or she is working efficiently, respectful to others, and never come to work late. Therefore, it appears the manager is beginning to make false accusations. This gives the manager leverage to further discriminate against the black employee. This is easy with there is only one African American in the group. The likelihood of the employee going to human resource to file a complaint is second to none. The black employee do not have any proof, not enough facts, and his or her allegations is not enough to open an investigation.
The manager has been nice to all other employees, giving the other employee good performance reviews, and adequate raises, therefore, the manager is confident that either of the other employees will speak against him or her in an investigation.
In a nutshell, the African American employee is being racially discriminated against on the job. The manager has poor performance reviews and notes to prove without a doubt the employee is a under performer in the group. The manager can proclaim he or she is fair and reasonable person whom has given the black employee chances to improve his or her performance. The African American employee is expected to become emotional, angry, and detached from the group. This places the black employee in a hopeless working environment full of discontentment, dissatisfaction, and disappointment. The disease of the 3D's, but wait it's not over, this situation is not a total lost, there is still hope for the future.
The manager thinks he or she has painted the black employee into a corner, this is a big mistake, and an opportunity for the black employee to overcome this dire circumstance of unprovoked racial discrimination. The black employee can either choose to become a victim or a victor. If he or she chooses to become a victor, one thing to remember, stay calm, do not let your emotions take control, do not let them see you sweat. Try not to react violently or angrily, as that will only make things worst. I know this is easier said than done, you won't be able to avoid a conflict, regain your composure. You have been put off and things are off balance try to approach this situation with a different attitude.
Go to human resources tell the representative you want to improve your work performance. Let him or her know you have been getting poor performance reviews, ask for guidance, ask for assistance to improve your working relationship with your manager. Let the representative know that you feel uneasy about your working atmosphere, you are the only black person in your group and your manager makes you feel uncomfortable. Hopefully the human resource representative is willing to assist. However, you may find a representative who is somewhat of a prejudice idiot, has a high paying job, will shrug you off, and will go running to your manager to tell them to get rid of you as soon as possible.
Make a self-assessment of your job, your responsibilities, and your performance to be evaluated by the representative. This different attitude will increase your self-esteem, build self-confidence, and gain self-respect. Some companies require employees to notify the manager of a need to seek assistance from human resource. Make sure to tell the manager this is a personal matter. However, try to do this during break time or lunch hour the open door policy should be perfect. Understanding this is a unsettling, uncomfortable, and unprovoked situation to remain a loyal employee. You need to take control of the situation.
However, if you are just feed up with the situation and don't give a damn if you remain an employee or not. Go to your manager tell him or her you are being discriminated against because your a black employee (it will help to say it loudly) let them know you will not tolerate it. Go directly to human resource tell someone you have been discriminated against because you are a black employee. Go file a complaint with the EEOC and start looking for a good lawyer. If you are terminated for accusing the company of discrimination make sure you check the little box [RETALIATION]. My advice if you have tangible evidence to support your claim talk to a legal advocate or the labor board as soon as possible even if you suspect you a being discriminated against because you a black.
December 9, 2010
Indifferent treatment on the job could become more than just the simple overwhelming feeling that a target has been placed on your back. Racial discrimination comes in many different forms in the workforce. Sometimes it is unnoticeable only because peoples have a tendency to ignore the symptoms of racial discrimination. Sometimes people will rather just walk away from it because it is much easier to get away from it than to deal with it. However, sometimes racial discrimination seems to slap a person so hard that it cannot be ignored, it won't go away, it will eat at a person from the inside out.
Especially when a person know that he or she have been turned down for a job opportunity or given some task that's too complicated or too difficult to accomplished simply because he or she is black or the ethnical background is African American. Regardless of your capabilities, your educational background, and your experience the manager or company you work for just continue to pass over you.
Many people do not know what to do when they sense he or she is being discriminated against because of race. Sure it sounds simple go to the human resource department and file a complaint but if you do not have the facts to back up your claims or proof a person can be labeled as a trouble marker or worst a liar.
Therefore, many people do not say anything because of the repercussions of making an official complaint to the company. In some situations the best tactic to protect themselves to to make a formal complaint. Many companies encourage employees to follow protocol and actually open an investigation about the compliant. However, the investigation is designed to protect the company and the managers of organization. In case the employee decide to pursue the matter further with the EEOC.
The company will more than likely close the investigation with reasons or justification of why this employee was not promoted or why the most difficult task were assigned to the employee, or why the employee responsibilities were changed without prior notification. The company will claim the manager was in his or her right to treat the employee differently. The human resources representative will end the investigation with statements on the behalf of the company claiming personality issues caused conflicts, or because behavior issues. The employee refusal to work with others or the employee is not a fit to the group were reasons for indifferent treatment.
In any case racial discrimination in the workforce should be dealt with the organizational structures of management. Some companies enjoy promoting intelligent African American females into the upper ranks of management. This is making a statement to the world, 'we have evolved, we have overcome issues of diversity, we recognize the black people in our organization'.
However, on the other hand some companies prefer to hire black people to fill the status quo. The company do not expect the black people to work hard or gain any type of recognition with the workforce. The manager will not acknowledge the black person in meetings, or assign them to work on his or her own in daily task. If the black person begins to excel in his or her job the manager may begin to give poor performance reviews. The manager may begin to tell the black employee that he or she need to work on his or her behavior patterns. The manager may even accuse the black employee of not doing what he or she was told to do (not following instructions) The manager may tell the employee he or she is not doing a good job. The manager may tell the employee if you cannot do your job I will find someone else to do it.
Many African American employees will become confused or discombobulated Why? Because he or she is working efficiently, respectful to others, and never come to work late. Therefore, it appears the manager is beginning to make false accusations. This gives the manager leverage to further discriminate against the black employee. This is easy with there is only one African American in the group. The likelihood of the employee going to human resource to file a complaint is second to none. The black employee do not have any proof, not enough facts, and his or her allegations is not enough to open an investigation.
The manager has been nice to all other employees, giving the other employee good performance reviews, and adequate raises, therefore, the manager is confident that either of the other employees will speak against him or her in an investigation.
In a nutshell, the African American employee is being racially discriminated against on the job. The manager has poor performance reviews and notes to prove without a doubt the employee is a under performer in the group. The manager can proclaim he or she is fair and reasonable person whom has given the black employee chances to improve his or her performance. The African American employee is expected to become emotional, angry, and detached from the group. This places the black employee in a hopeless working environment full of discontentment, dissatisfaction, and disappointment. The disease of the 3D's, but wait it's not over, this situation is not a total lost, there is still hope for the future.
The manager thinks he or she has painted the black employee into a corner, this is a big mistake, and an opportunity for the black employee to overcome this dire circumstance of unprovoked racial discrimination. The black employee can either choose to become a victim or a victor. If he or she chooses to become a victor, one thing to remember, stay calm, do not let your emotions take control, do not let them see you sweat. Try not to react violently or angrily, as that will only make things worst. I know this is easier said than done, you won't be able to avoid a conflict, regain your composure. You have been put off and things are off balance try to approach this situation with a different attitude.
Go to human resources tell the representative you want to improve your work performance. Let him or her know you have been getting poor performance reviews, ask for guidance, ask for assistance to improve your working relationship with your manager. Let the representative know that you feel uneasy about your working atmosphere, you are the only black person in your group and your manager makes you feel uncomfortable. Hopefully the human resource representative is willing to assist. However, you may find a representative who is somewhat of a prejudice idiot, has a high paying job, will shrug you off, and will go running to your manager to tell them to get rid of you as soon as possible.
Make a self-assessment of your job, your responsibilities, and your performance to be evaluated by the representative. This different attitude will increase your self-esteem, build self-confidence, and gain self-respect. Some companies require employees to notify the manager of a need to seek assistance from human resource. Make sure to tell the manager this is a personal matter. However, try to do this during break time or lunch hour the open door policy should be perfect. Understanding this is a unsettling, uncomfortable, and unprovoked situation to remain a loyal employee. You need to take control of the situation.
However, if you are just feed up with the situation and don't give a damn if you remain an employee or not. Go to your manager tell him or her you are being discriminated against because your a black employee (it will help to say it loudly) let them know you will not tolerate it. Go directly to human resource tell someone you have been discriminated against because you are a black employee. Go file a complaint with the EEOC and start looking for a good lawyer. If you are terminated for accusing the company of discrimination make sure you check the little box [RETALIATION]. My advice if you have tangible evidence to support your claim talk to a legal advocate or the labor board as soon as possible even if you suspect you a being discriminated against because you a black.
Saturday, November 13, 2010
Valuing an organization
Valuing an organization takes strenghts to overcome issues of everday work life. The structure of the organization should be organized with the purpose of incorporating the best people to do the best work. Management objectives should be to enhance performance in levels of technology, system management, and process improvements. Streamlining an organizations efforts to capture what is necessary to produce goods and services, lower cost, control inventory, make sound financial investments, and most importantly comply with rules and government regulations. Specifically some employees come to work with chips of desparity on their sholuders, some have personal issues that maybe interfering with how well he or she may perform, sometimes integration of work ethics has no value.
Making an organization more valuable through acquisition is a strategic process. Sometime this process is to gain a competitive advantage. However, employees must be on board to develop the appropriate design, employees need to adapt to changes of incorporating new delivery strategies. Customer needs must be of high importance to sustain business ventures. Sometimes companies acquire businesses and jump right in making changes to do business the way it has always been done. Overlooking the most imprtant value that requires sustaining the business and increasing comsumer value to make the venture mort profitable.
Doing business the way it alsways been done may not be the right approach to enforce new changes. Products and services under new management should be something to look forward to as far as the consumers are concerned. The consumer need to understand the value of this venture otherwise the company making the acquisition could damage its reputation. Everything needs to improve from customer service to financial strategies. Besides, the purpose of the acquisition should be to increase profits, improve business functions, and add strength to become more competitive. Competitiveness have advantages.
Managers in an organization really need to understand that he or she is not miniature gods of the organization. The managers need to add balance and value to internal processes. Managers are not superiors over the employees while adding value, training, and thinking. Managers need to interact with employees on a mature level giving respect to new ideas. This is easier said than done. Especially if the managers culture of the organization is built on beliefs that his or her voice is the only voice that needs to be heard. If the manager believes his or her employees voices are only noises and static.
Companies operating internal processes under these types of circumstances are losing the best employees, losing capital gains, and losing value to consumers, and stakeholders interest. The best practices for managers who want to add value will work with employees to create capital gains. When managers take away the employees initiatives he or she is failing to develop growth, advancement, and ruining potentials to increase value. The managers participation in internal processes is essential to the organizations future environment. People who want to increase value will recognize employees as valuable assessts.
Organizations that has a disconnect between employees work responsibilities and the managements visison, mission, values, and philosophies are thereby domed for failure to make the changes necessary. Employees do not understand the importance of the day to day responsiblities. Some employees will have difficulties seeing beyond the desk, caught up on personal issues, personal conflicts, and unable to become creative. Creativity is so important to go beyond just sustaining the business. Managers are blocking and stunting growth with expanding the business and the organization becomes stagnated. New ventures will lose value and employees will come to work just to get a pay check.
Understanding the values in an organization will define the purpose, objectives, and future goals. Employees need to value the management pholosophies, understand corporate responsiblities, and work toward the mission statement, and practice good leadership skills. If the organizations leadership fail to communicate these items throughout the working culture they are developing a stale stressful working environment adding little or no value, and profit gains are slowly deteriorating. Sustaining the business become more difficult to manage.
Making an organization more valuable through acquisition is a strategic process. Sometime this process is to gain a competitive advantage. However, employees must be on board to develop the appropriate design, employees need to adapt to changes of incorporating new delivery strategies. Customer needs must be of high importance to sustain business ventures. Sometimes companies acquire businesses and jump right in making changes to do business the way it has always been done. Overlooking the most imprtant value that requires sustaining the business and increasing comsumer value to make the venture mort profitable.
Doing business the way it alsways been done may not be the right approach to enforce new changes. Products and services under new management should be something to look forward to as far as the consumers are concerned. The consumer need to understand the value of this venture otherwise the company making the acquisition could damage its reputation. Everything needs to improve from customer service to financial strategies. Besides, the purpose of the acquisition should be to increase profits, improve business functions, and add strength to become more competitive. Competitiveness have advantages.
Managers in an organization really need to understand that he or she is not miniature gods of the organization. The managers need to add balance and value to internal processes. Managers are not superiors over the employees while adding value, training, and thinking. Managers need to interact with employees on a mature level giving respect to new ideas. This is easier said than done. Especially if the managers culture of the organization is built on beliefs that his or her voice is the only voice that needs to be heard. If the manager believes his or her employees voices are only noises and static.
Companies operating internal processes under these types of circumstances are losing the best employees, losing capital gains, and losing value to consumers, and stakeholders interest. The best practices for managers who want to add value will work with employees to create capital gains. When managers take away the employees initiatives he or she is failing to develop growth, advancement, and ruining potentials to increase value. The managers participation in internal processes is essential to the organizations future environment. People who want to increase value will recognize employees as valuable assessts.
Organizations that has a disconnect between employees work responsibilities and the managements visison, mission, values, and philosophies are thereby domed for failure to make the changes necessary. Employees do not understand the importance of the day to day responsiblities. Some employees will have difficulties seeing beyond the desk, caught up on personal issues, personal conflicts, and unable to become creative. Creativity is so important to go beyond just sustaining the business. Managers are blocking and stunting growth with expanding the business and the organization becomes stagnated. New ventures will lose value and employees will come to work just to get a pay check.
Understanding the values in an organization will define the purpose, objectives, and future goals. Employees need to value the management pholosophies, understand corporate responsiblities, and work toward the mission statement, and practice good leadership skills. If the organizations leadership fail to communicate these items throughout the working culture they are developing a stale stressful working environment adding little or no value, and profit gains are slowly deteriorating. Sustaining the business become more difficult to manage.
Sunday, July 18, 2010
Confidential Information Posting
Applicants! Technological racial discrimination is in existance. Do you believe than when appling for a job on the internet and the confidential information posting about race or ethnic background and sex is damperning the chances of the possibility that someone from the hiring company is going to see your application. Private corporations and public companies are racial profiling applicants through the internet programs.
Intentional technology usage is the name of the game in this new era of information technology. Companies can now make decisions about qualified applicants according to the ethnic background or sex of individuals. It's so easy to racial profile for example, if a company want to hire white males job seekers all they need to do is set the search engine for white males with limited abilities.
If the company only seeking to hire Asian males or females they can set their criteria to search for Asian males or females. They can also set their programs to automatically kick out all applicants who are Black or African American, on another note those who click on other will get a bounce back message requesting a person to idintify themselves. At the bottom of the confidential inquires the equal opportunity message is posted.
If you do not believe this check it out for yourself. Simply apply online for a job, you know your qualified for and click Asian, change your name for the same job same qualificantions and click Mexican or Balack or African American. You will need to use the same email address. You will receive two types of messages. One stating your qualifications are currently being reviewed and the other will state your are not qualified or your skills do not match. Check out your responses.
If you contact the company about technological racial profiling they will deny your accusations. They may tell you your imagining this, they may tell you they are not allowed to racial profile becasue it's wrong. Maybe they will state something like the govenment is requesting companies to racial profile applicants, or maybe the government wants to know how many whites, blacks, and asians or other nationalities are applying for jobs. (applying) Well the status quo applicants of whites, blacks and other nationalities actually works for the companies benifit not the government. Now it's understandable that the company reports employees nationalities to the government however, it's unbelieveable that they report applicants nationalities.
Do you think the government gets a report from these companies of applicants applying for jobs online and sort through these applicantions to find out how many Blacks, Whites, Asians and other nationalities want to work for companies. Applicants! you are being racially profiled.
Intentional technology usage is the name of the game in this new era of information technology. Companies can now make decisions about qualified applicants according to the ethnic background or sex of individuals. It's so easy to racial profile for example, if a company want to hire white males job seekers all they need to do is set the search engine for white males with limited abilities.
If the company only seeking to hire Asian males or females they can set their criteria to search for Asian males or females. They can also set their programs to automatically kick out all applicants who are Black or African American, on another note those who click on other will get a bounce back message requesting a person to idintify themselves. At the bottom of the confidential inquires the equal opportunity message is posted.
If you do not believe this check it out for yourself. Simply apply online for a job, you know your qualified for and click Asian, change your name for the same job same qualificantions and click Mexican or Balack or African American. You will need to use the same email address. You will receive two types of messages. One stating your qualifications are currently being reviewed and the other will state your are not qualified or your skills do not match. Check out your responses.
If you contact the company about technological racial profiling they will deny your accusations. They may tell you your imagining this, they may tell you they are not allowed to racial profile becasue it's wrong. Maybe they will state something like the govenment is requesting companies to racial profile applicants, or maybe the government wants to know how many whites, blacks, and asians or other nationalities are applying for jobs. (applying) Well the status quo applicants of whites, blacks and other nationalities actually works for the companies benifit not the government. Now it's understandable that the company reports employees nationalities to the government however, it's unbelieveable that they report applicants nationalities.
Do you think the government gets a report from these companies of applicants applying for jobs online and sort through these applicantions to find out how many Blacks, Whites, Asians and other nationalities want to work for companies. Applicants! you are being racially profiled.
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