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Added for You - How to Beat the 'Turf' Mentality
There are many reasons for getting fired from your job.Being fired is obviously a setback to your career but the specific reason for getting fired can make it worse depending on the severity of the situation especially when you are trying to get a new job and are asked why you left your last job.Worse still is if you’re not exactly sure why you were fired!How can you improve yourself (assuming the firing was your fault…more on that in a minute) and ensure it doesn’t happen again?Here are some typical reasons for getting fired. If you’ve been fired and aren’t sure why, check out this list and think about what may have happened. If you haven’t been fired, use this list to avoid this same fate.Sometimes getting fired is avoidable while other times it’s simply out of your hands.Common Reasons For Getting Fired 1. Poor performance and/or attendance. Sometimes people simply get into the wrong job and can’t perform as required and get fired as a result. It does happen. Poor attendance (ie. unexplained or unacceptable frequent absence) can also be a reason for getting fired especially if your job requires excellent attendance and punctuality. Are you a reliable and conscientious employee or are you always last into work and first to leave each day?2. Political reasons.Some companies are political and if you don’t play along it can cost you. An example of politics in action is when a newly-hired manager fires some staff and replaces them with his/her friends or ex-colleagues from another company. I’ve seen this happen before.3. Your job is eliminated. Or so you are told…I’ve seen cases where a person is let go and is told that their job is being eliminated but then a new person is brought in to do the same (or a very similar) job shortly thereafter. In other words, the person was likely being pushed out for one reason or another and job elimination is used as the
So an anxious and bewildered group descend on the office of the former director of human resources.
"As you know, I was thrust into this post of HR director a few months ago," he begins to explain. "We know that our corporation has embarked on a new period of spirited growth. At
"When you find someone you believe in, do not hesitate to stand by him through thick and thin." - Bryce's LawINTRODUCTIONThere is a general consensus today that there is a complete breakdown in corporate loyalty, that employees no longer maintain allegiances to their companies or their bosses. Years ago people joined companies usually for life. Workers figured if they worked hard enough and kept their noses clean, the company would take care of them. This is no longer the case. Due to the corporate changes implemented over the last twenty five years to remain competitive in a world economy, workers now typically live in a state of paranoia and think short-term employment as opposed to long-term, thus affecting their perspective on loyalty.As some very visible examples of this, consider the dismantling of the studio system in Hollywood and the farm system in Major League Baseball. Instead of being groomed and nurtured from within the system, employees have been forced to become free-agents. Obviously, this encourages individualism as opposed to teamwork. I chuckle when I hear an executive become exasperated that there isn't any loyalty in his company anymore. Why should there be if he promotes a corporate culture that doesn't encourage loyalty?Let's understand this from the outset, loyalty represents trust. It means a person is confident that something will behave predictably, positively, and to their benefit. As a result, they will willingly pledge their allegiance to it. If it doesn't behave in this manner, loyalty will be shattered.There are three types of loyalty we commonly come in contact with: Product, Institutional, and Person:PRODUCT LOYALTYI'm sure we all know someone who has allegiances to products. For example, I have a friend whose family has been buying Buick automobiles literally for generations. Even though the body styles have changed over
A number of human resources specialists are gathered in the board room. They chat idly to one another as they await the opening of what they expect to be a routine monthly meeting.
The door swings open and the director of human resources strides in. He smiles warmly, greets everybody heartily and spends a minute or two exchanging pleasantries.
Then he drops the bombshell!
"Effective immediately, this department is closed. I'm sorry, but we're all out of a job."
Audible gasps escape from the lips of the doughty professionals seated round the table. The director pauses just long enough to let them get some breath back, and then carries straight on:
"Top management has decided that there needs to be a change in the approach to managing the human assets of this company. From here on, human resources services are going to be delivered in a new way.
"A company is being formed to do that. It's called HR Incorporated. You are welcome to apply for a job. Personally, I hope you do. I would enjoy continuing to work with you. If you want to apply, there are job descriptions and application forms on the table in back. I will start holding interviews tomorrow.
"Oh, by the way. I'm president of the new company. If you have any questions, I'll be in my office. Good luck."
Too stunned to move
The new head of HR Inc. walks out. The former officials of the now defunct human resources department sit glued to their seats, too stunned to move. But after a few minutes, it dawns on some of them that it isn't just a bad dream, and they gingerly make their way to the back table.
However, their confusion is intensified when they see that the descriptions of positions are not comparable to the ones they occupied until ten minutes ago. All the openings listed are for people in production, sales, service, distribution and the like. As the director of HR had said, it is a company in its own right.
So an anxious and bewildered group descend on the office of the former director of human resources.
"As you know, I was thrust into this post of HR director a few months ago," he begins to explain. "We know that our corporation has embarked on a new period of spirited growth. At
Irrespective of their size and nature most businesses face financial crunch sometime or the other in its lifecycle. These crisis situations become all the more important for small businesses because the banks and financial organizations are often ready to lend money to big business houses but not to the smaller ones. Besides, small businesses with their limited capabilities often find it overburdening to repay a bank loan.Small business owners have been trying various options and various types of loans to see which suits their needs better, however, a point that is often missed out by them is that they can probably manage these situations often without any outside help. Sounds surprising? But its true, and here are some of the ways you can do it.Try to Base Your Business at Home: This is not possible for all but if you can have a home-based business you can actually save a fortune. You save on expensive commercial rent, which is a recurring expense. As you are based out of your home, you don’t need to commute, so you save on transportation. In addition, your business use of home expenses would qualify for income tax deduction. So just one-step and you have three fold savings.Credit Cards: If you are a business that doesn’t accept credit cards, you are actually saying NO to a big segment of your prospective customers. People hate to see cash going out of their pocket and that is why they love credit cards. Accept credit cards, your sale is bound to increase. Not just that, you might be offering credit to your customers and if so, you must have faced the hardship of collecting your receivables and bad debts are just a part of this game. With credit cards your customers can pay easily and you don’t have to think about bad debts. What more, if you have a steady flow of credit card sales, you can qualify for a business cash advance against your future credit card sales receipts. These business cash advances do
Then he drops the bombshell!
"Effective immediately, this department is closed. I'm sorry, but we're all out of a job."
Audible gasps escape from the lips of the doughty professionals seated round the table. The director pauses just long enough to let them get some breath back, and then carries straight on:
"Top management has decided that there needs to be a change in the approach to managing the human assets of this company. From here on, human resources services are going to be delivered in a new way.
"A company is being formed to do that. It's called HR Incorporated. You are welcome to apply for a job. Personally, I hope you do. I would enjoy continuing to work with you. If you want to apply, there are job descriptions and application forms on the table in back. I will start holding interviews tomorrow.
"Oh, by the way. I'm president of the new company. If you have any questions, I'll be in my office. Good luck."
Too stunned to move
The new head of HR Inc. walks out. The former officials of the now defunct human resources department sit glued to their seats, too stunned to move. But after a few minutes, it dawns on some of them that it isn't just a bad dream, and they gingerly make their way to the back table.
However, their confusion is intensified when they see that the descriptions of positions are not comparable to the ones they occupied until ten minutes ago. All the openings listed are for people in production, sales, service, distribution and the like. As the director of HR had said, it is a company in its own right.
So an anxious and bewildered group descend on the office of the former director of human resources.
"As you know, I was thrust into this post of HR director a few months ago," he begins to explain. "We know that our corporation has embarked on a new period of spirited growth. At
No matter how well you have prepared for your interview, chances are you would be confronted with questions you don't know how to answer. In this case, don't get nervous. You have to accept that you are not invincible. And sometimes it might just be a trick your interviewers use to test how you respond to difficult and tough questions on the spot. They want to observe your behaviour under embarrassing and difficult situations.Use the Seek-And-Reply technique. It allows you to Understand more clearly the interviewers' question. Gain rapport with your interviewers and engage them in your presentation Take control of your answer presentation to achieve your desired performance How to use the Seek-And-Reply technique?Whenever you encounter a question that you don't know how to answer, follow the procedures:Think of the best PRELIMINARY answer to the questionBreak down your PRELIMINARY answer into 2 to 3 points.Begin your answer by using diplomatic language like a politician. For example, "I DO NOT HAVE THE COMPLETE PICTURE BUT I DO THINK.....", "AS FAR AS I CAN FIGURE IT OUT", "TO THE BEST OF MY KNOWLEDGE", "IF I DO NOT UNDERSTAND YOU FULLY, I HOPE I CAN ANSWER IT IN THIS WAY......"Here is a demonstration:I do not have the "COMPLETE PICTURE", so "to the best of my UNDERSTANDING AND COMPREHENSION", I would like to express my opinion herein as..........................................Then you can go on to explain the first point of your PRELIMINARY answer. Make a short pause after point one and ask the interviewers:"CAN YOU FOLLOW WHAT I AM SAYING?" "AM I IN THE RIGHT DIRECTION?" "DO YOU HAVE ANY COMMENTS SO FAR?"You are now passing the "turn" to the interviewers. They are "guided" by you to provide further information and the "answers" in their mind.Your strategy is to dig out what is in their mind when they are asking the difficult
"A company is being formed to do that. It's called HR Incorporated. You are welcome to apply for a job. Personally, I hope you do. I would enjoy continuing to work with you. If you want to apply, there are job descriptions and application forms on the table in back. I will start holding interviews tomorrow.
"Oh, by the way. I'm president of the new company. If you have any questions, I'll be in my office. Good luck."
Too stunned to move
The new head of HR Inc. walks out. The former officials of the now defunct human resources department sit glued to their seats, too stunned to move. But after a few minutes, it dawns on some of them that it isn't just a bad dream, and they gingerly make their way to the back table.
However, their confusion is intensified when they see that the descriptions of positions are not comparable to the ones they occupied until ten minutes ago. All the openings listed are for people in production, sales, service, distribution and the like. As the director of HR had said, it is a company in its own right.
So an anxious and bewildered group descend on the office of the former director of human resources.
"As you know, I was thrust into this post of HR director a few months ago," he begins to explain. "We know that our corporation has embarked on a new period of spirited growth. At
Safety tags are the tags which help to prevent the accidental use of faulty items. The safety tags used must be in accordance with OSHA i.e. Occupational Safety and Health Administration, a federal agency whose responsibility is to enforce safety and health legislation. Thus it enables maintenance or safety department to control and alert others against potential unsafe situations.Need and Benefits of Safety TagsIn an organization, the quality of assets and their maintenance history is of critical importance. If a faulty asset is accidentally used by a worker then the problem can become a fatal one. To prevent such risky situations, safety tags are used. Safety tags thus help to prevent accidental use of faulty items. By using proper warning signs, you can avoid any mishap.By having proper safety tags in place, you can make the workplace 100% safe. Safety tags indicate the status of the equipment clearly and are a worthy investment that leads to efficiency and significant return on investment by ensuring there are no losses due to accidents.Things to be Considered While Using Safety Tags When a safety tags is attached to a device/equipment, ensure that it is not removed by any unauthorized person. Only authorized person should have the right to attach or detach the tags. Safety tags must be legible and understood by all the employees. By ensuring this thing, you can communicate the security warnings properly. Safety tags should be made up of material that can uphold environmental conditions encountered in the workplace. Tags should be properly attached to the devices so that they cannot be accidentally removed during use. At times safety sign or text on the safety sign may communicate false or incorrect information. So a right kind of tag must be selected and its meaning should be communicated to all workers to regulate a good safet
Too stunned to move
The new head of HR Inc. walks out. The former officials of the now defunct human resources department sit glued to their seats, too stunned to move. But after a few minutes, it dawns on some of them that it isn't just a bad dream, and they gingerly make their way to the back table.
However, their confusion is intensified when they see that the descriptions of positions are not comparable to the ones they occupied until ten minutes ago. All the openings listed are for people in production, sales, service, distribution and the like. As the director of HR had said, it is a company in its own right.
So an anxious and bewildered group descend on the office of the former director of human resources.
"As you know, I was thrust into this post of HR director a few months ago," he begins to explain. "We know that our corporation has embarked on a new period of spirited growth. At
Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.There are distinct processes that enhance problem identification and idea generation and, similarly, distinct processes that enhance idea selection, development and commercialisation. Whilst there is no sure fire route to commercial success, these processes improve the probability that good ideas will be generated and selected and that investment in developing and commercialising those ideas will not be wasted.One common method in the problem identification and idea generation phase is the use of brainstorming. In fact, it is not unfair to say that whenever managers have a problem to solve, they are likely to herd people into a room with a flip chart and conduct (usually an ineffective) brainstorming session.There are a number of reasons why people hate brainstorming sessions. Further, there are a number of reasons why proper brainstorming management yields superior results.a) Brainstorming dilutes ideas. Many individuals who think that they may be onto the something find that their ideas become diluted as a result of compromise.b) The sum of ideas produced by individuals acting alone is greater than the sum of ideas produced by those individuals acting in groups. Thus proper brainstorming management includes asking participants to address the problem and generate ideas before the actual brainstorming session.c) Large groups produce negatives such as groupthink, evaluation apprehension and status deference which causes people to shut down.d) Idea generation is a cognitive process and relies on the team leader having the skills to elicit that cognitive activity from individuals. Often team leaders are assigned that role for other reasons.e) Large groups are often dominated by higher status and more forceful personalities, thus lesseni
So an anxious and bewildered group descend on the office of the former director of human resources.
"As you know, I was thrust into this post of HR director a few months ago," he begins to explain. "We know that our corporation has embarked on a new period of spirited growth. At the same time, our existing HR department has been rapidly losing its effectiveness."
"I tried my best to bring about changes from within. But all I got for my trouble was stiff resistance from you guys.
" I know how it is - some of you have been in the same job for years. Obviously, it's hard for you to change your habits. People call on you for services, for help in solving problems, and you respond in the same way as you always have...
"OK, I understand..but we couldn't go on that way..."
Facing corporate execution, most of the HR personnel finally get the message. Just a couple of diehards - entrenched veterans who don't easily relinquish their turf or forgive blows to their pride - make a beeline for the CEO's office. They demand the impudent young director's head.
The CEO rebuffs them politely but firmly. One person tries the silent treatment, but when her colleagues come to empty out her desk for here, she applies for a new position quickly enough.
During the months that follow, a hitherto decrepit HR outfit becomes infused with an invigorating new lease on life.
No long is it composed of disparate practitioners pulling in different directions - each wanting to defend that piece of turf over which they had disputed rights for years. Harmonious teamwork is now the order of the day.
Innovation...and risk
Jac Fiftz-enz, an authority on human asset management, recounts this episode in his thought-provoking work, The 8 Practices of Exceptional Companies. As a consultant, the author was present at this extraordinary departmental meeting, and uses this episode to introduce his chapter on Innovation and Risk.
As he puts it, "if necessity is the mother of invention, then risk is the father of innovation." The will to innovate and take risks is one of the eight qualities shared by the best co
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