It is an amazing fact of life ….rah …. rah .. rah that perks and power trips come first and foremost

If people are “no longer with the company”  it is often is not usually in the form of a power trip.  The concepts of what productivity and results these personalities brought to firm are seldom discussed or noted .   Never mind as well the investment in time , energies and “Management Time ” ( and expense was involved)

Its a case of the rules are golden – we are here to discuss and be open minded t0 what we want…….  I am the boss

Here is one example of the mindset :

General Guidelines for Contributions:

Although the company’s contribution  program  will be administered in a flexible manner in response to changing community needs, the general guidelines below will apply:

1) The company prefers to focus its giving though significant  contributions ( in excess of x $ dollars) to key organizations rather than to numerous smaller contributions to many organizations

2)Contributions  are limited to nonprofit organizations  exempt from taxation under the Internal Revenue Code and Codes

3) All recipients will operate their programs  according to equal opportunity objectives

4) Commitments should generally not exceed three years to assure the company’s flexibility  to changing needs

5) Requests / proposals for funding  should be submitted during the second quarter of the year preceding funding

6) All solicitation made by phone  verbally should be verified in writiting

The amazing part that with all of these rules and guidelines how many times management will simply sabotage efforts on the “front lines” when it comes to short sighted – almost knee jerk reactions , poorly thought out or through, when it comes to funding to important customers that is arbitrarily changed and reneged upon . Lol lots of laughs.

Fire Your mean and incompetent boss

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Have a reserve set of capital.  Its your tax so to say.  Veteran broadcaster Bill Oreilly was taught by his father to put away 15 % of each and every paycheck automatically without question.
“It is your TAX”  the father taught.   This way you have a reserve fund that if the times or place is not your liking you can “shove off”  or at least have options in your mind rather than shaking like a neurotic poodle

If not then begin saving money and capital today to help see you through the next phase of “your career”.  If nothing else the job at “the new/ next place”  may be entry level than your current position.    Its no secret that many bosses you get in life may increase pay just to make it hard for employees to leave – or at the least highly inconvenient

People it seems in 2010 seem to live to their means – if not 10 to 25 % more.   You can thank credit cards for that

Pay and a lifestyle are highly seductive it seems

Once you move on – your reduction in pay will be only temporary.  Being happier ( and healthier mentally) in your new place you should rocket up the productivity and pay scales no doubt.

Keep and develop a resource source of funds and capital .  Its fairly basic and standard.

Fire Your Boss

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In a similar manner these “managers”  tend to regard any hard working employee , whom they did not hire,  as a direct threat.  A clean broom sweeps all is the catchphrase. Out with the old ( especially older , even elderly employees who may do the work of five “boys” or “girls”).  You would think that every attempt would be made to keep these most valuable employees.  Yet the exact opposite is more than true.  Its almost a vendetta to get rid of these most valuable , seasoned employees and to  ” place their people”  in those positions and indeed positions of trust and power. Its stacking the deck , or the game so to speak.

The fallacy of problem with this whole equation is that the hiring manager only hires carbon cut out clones that are to his “liking”  ,”way of thinking”  or even way of life.  Its as if the hiring manager is looking in the mirror.  This is what he most feels safe with and even trusts.

Its like one big dysfunctional family , trusting what they know, always being able to count on the system or ways of doing things.  After all is this not the “proper way”  to do things.  In such a situation , as in an alcoholic household – the people involved may never know or come to realize that what they take for granted is not “normal ” , “functional”  or least of all very effective or efficient.

What a bunch of morons

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Leadership IQ who is a strong provider of leadership skills and training conducted an interesting study of approximately 7,200 executives, managers and employees. Their findings may actually shock some business executives on how low they actually rank with their employees.

Trust of Management is an Issue:

Trust of Executives: 20% of the people surveyed trusted their executive management, 36% only mildly trusted them and another 44% didn’t trust them at all. That means that nearly half of all employees did not trust the motives of their executives, their skills and their ability to treat people fairly. The country lacks great leaders and this phenomenon plays out in our corporate world.

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One of the major reasons why employees trust their direct boss more than they trust the executive management is because they have the ability to work with them on a regular basis and see their human side. Thus proximity helps people to trust other people’s motives. Yet even with this close proximity many managers and executives have not earned the people’s trust.

When employees don’t trust their bosses they aren’t loyal. 32% of all employees say that they will make a decision to keep working for the organization or leave the organization based on whether or not they trust their bosses. Thus resentment can either lead to high turnover or it can lead to accomplishing great things.

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