Training for staff deals with “conflict resolution”. Its the mentality of stupid women – a woman’s perspective . Or one might say you would find such a mentality on the faces of women appointed by Obama. Affirmative action spoiled brats or bullies.

Its not the “lets take care of the problem” ( or problems) – its “Oh my goodness i can emphathasize with you sir or Maam…. You must be upset… let me help you to fill out the form.” “Oh my goodness”. All the while the real issues are never dealt with but rather the issue is that you or the customer should not have a conflict as if the worst thing in the world is a conflict not the issue at hand at to take care of it before the customer leaves the program / service in disgust never to come back – and pay for the wages or costs of the miscreants involved.

“Oh my goodness… you must be upset”. And in the end nothing is ever solved or taken care of – rather than the system being served, all the while the ( usually male customer/ client is throwing out more warning signs trying to alert the alleged customer sales service agent.-

If a person has a sliver in their toe , if they don’t take out the sliver there is a potential that they may lose their leg. Better to have a bit of pain an discomfort for a short time period than take even the slightest chance of losing that limb.

Yet in the case above it would be ” Oh my goodness – you must be concerned about the pain / discomfort of having the sliver taken out. How terrible.

you must be upset … i can understand how you must feel etc etc etc

As an example in a recent incident an ebay customer had with customer service (?) for ebay concerning an unreasonable eBay “Resolution Center” appeal / chargeback – where the customer had called previously and spoken to a male service support staff explaining the situation – he received such a tact.
The case was ruled against him when you would think that there was nothing to discuss , case closed.

eBay rulings are 100 % determined by how on earth can they get off the hook for any responsibility. Its all an automated process as well. On top of that the email that notified the eBay seller of the quick judgement announced clearly that “no appeal is possible ” what so ever. The second customer service agent – after attempting to placate the customer with “Oh my goodness.. sir i can understand why you must feel ( emotions are most important not action) upset” , announced proudly that she could help out the customer by helping him to fill out a ( somehow out the blue ) appeal form.

The idea totally escaped her- as to why her and the customer were filling out this form in the first place when the announcement clearly was that no appeal was possible.

Just look at the faces of Obama senior appointees – like they are actually accomplishing something ( important)
Jerk Managers I Have Known

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“Rule Number One”  You can never trust your employers to be responsible

Along with this is rule number two being “Any discussion of management decisions is to be taken as a direct threat and attack on the manager”

Rule Number Three :Any  continual education of most kinds is to be seen as another direct threat as “Everyone else ( especially those who work under me”  is after my job.  “  Somehow this pathology continues.

The one exception to this rule is where the company has mandated a course.  Talk about Dilbert.  The manager has thus taken (?) the course. It may well have involved a drunken meeting of sorts for upper management.  Well at least some air travel points ( to which they are more than entitled).

In this situation of the post course educated management type the poor victim may have to listen to the words of wisdom spouted by the scholar in his attempts to impress others.  For example it may be a course on buying behavior clusters.  In actuality this may be one half to a full page in any standard marketing textbook.  Yet the intelligent manager may spout at after each encounter with any human being his immediate label.  “That is an early adopter”,  “”That would be a later adopter ” etc etc etc.  The amazing part is that the whole concept may ( and is usually)  is taken out of context of its acutal use or indeed any relevant use or helpful appropriate label.  Its the non-seeing idiot leading the blind so to speak.

This type of person has his ego directly embedded with his position. He or she as been taught ( indeed it is a mantra of their existence)  that without their job / position they have no worth as a human being whatsoever .  This may fall into other fields as well as “Moonie , If you are not making money then you have no worth as a human being ( at least ) in our eyes

The problem with these internalized ” rules “  is that any reaction or “human resources”  to any questions or concerns of an employee is a direct attack on that person regardless if the idea has any merit any well or positive benefits to the organization involved.

What a bunch of morons.

An insightful letter to the editor:

A heated debate on the rescue plan for the “Big Three” automakers (GM, Ford and Chrysler) is raging on both sides of the border. Both governments (U. S. and Canadian) are going through their empty treasury cupboards in near panic haste. Everybody is trying to do the “right thing” but there is a danger that just the opposite will be achieved. How did we get into this deplorable situation?

Ever since the demise of the Trudeau leadership, all subsequent political leaderships did away with this “vision for the nation” thing. It became too difficult, almost impossible, for most of our political leaders on all levels of government to think beyond today. Long-term economic planning for our nation became viewed as a communist ploy and was banished from the vocabulary of our governments.

It was substituted by short-term (quarterly) myopic vision. Companies have to make truckloads of profit by the end of every quarter (i. e. three-month period) in order not to disappoint the anonymous stock market analysts and it will surely result in both the big bonuses for their CEOs and ever-increasing prices of their shares.

During his nearly two-year contract (2001 to 2002) in Chrysler, that was under the German management, this writer noticed how dispirited the employees were by the constant reorganizations and restructuring, how arrogant, unwise and unimaginative the top management appeared to be.

I witnessed the suppliers of Chrysler being squeezed by management into 15% reductions in the prices of parts announced to them via e-mail on Friday afternoon and being effective the next Monday. I have seen many highly skilled and innovative information technology staff being outsourced to Indian companies and many other management blunders.

It kept on getting worse as time went by. It almost felt like management’s business plan was to destroy the company as fast as possible.

All top managers (CEO, CIO, CAO, board members, etc.) should have been “promoted” to a very ugly jail and charged with committing serious criminal economic acts. Instead, they got multimillion dollar bonuses, lucrative stock options and other valuable perks. And everybody else got shafted.

This was standard operating procedure in the entire auto industry. GM — the Dick Cheney of the automotive world, once the most powerful corporation in the world — was the most mismanaged of them all. And now, we should be bailing them out with our money? No, let them go bankrupt!

In order to provide meaningful financial relief to GM, Ford and Chrysler, which would assure their existence, both the federal and the provincial governments would have to fork out billions (not hundreds of millions) of dollars. Anything less would be worthless. Yet, there would be no guarantee that they would survive. What should we do?

In these times of acute financial distress on every level –federal, provincial, municipal, corporate and personal — it would be morally and intellectually wrong to pour our shrinking financial resources into an industry that is a part of the problem rather than a part of the solution.

http://www.northumberlandtoday.com/ArticleDisplay.aspx?e=1305226

Jerk Bosses I Have Known and Endured

O Fortuna

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As an example the conservative mentality at Proctor and Gamble lives on.  New ideas are tested in focus groups for promotion , ad copy or package first in a focus group , then in a city , region and eventually the country.

This procedure was down without question as if there  were no differences what so ever in populations ,regions languages or even ages.  Different people and different types of people in different surroundings may  well think , act and purchase products differently based on different preferences and parameters and yet after the purchase or decision may have different types of post cognitive dissonance.

Fire Your mean and incompetent boss

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