The Workplace Attitudes Test is designed to identify enduring jerks or turkeys, not people having a bad day or those people with lesser people skills. It is sort of like the difference between “mean stupid” and “benign stupid.”
Mean stupid is where, upon hearing that a kid was hit by a car in the street, someone says “Well if he didn’t want to be hit, he shouldn’t have been playing in the street.” Benign stupid is where, upon learning that Lou Gehrig died of Lou Gehrig’s disease, someone says “Wow, what are the chances of that?”
This is similar to the distinction between “states” and “traits” drawn by Dr. Robert Sutton in his book, “The Asshole Rule.” He notes that psychologists indicate that “states” are fleeting feelings, thoughts, and actions whereas “traits” are enduring personality characteristics. States are often related to circumstances, and traits are related to beliefs and attitudes.
Beliefs and attitudes are the lenses through which a person sees and interprets their world. The Workplace Attitudes Test is based upon research linking identifiable beliefs and attitudes with the consistent behavior of jerks and turkeys in the workplace.
In short, jerks and turkeys act the way that they do because they have certain beliefs and attitudes that determine their behavior. They tend to see the world in a way that justifies their actions. We all have subjective lenses (beliefs and attitudes) through which we see our world -- as Bertrand Russell, British author, mathematician and philosopher, is reputed to have said “There is not one world, but as many worlds as there are people in it.”
My research related to the Workplace Attitudes Test shows that jerks and turkeys see their world as a place of hostility, a place of winners and losers, and a place where courtesy and consideration have little value. Jerks and turkeys are often able to “play-act” their way through a job interview but once they have the job their negative beliefs and attitudes usually direct their behavior.
Fortunately, the Workplace Attitudes Test lets us see the lens through which they see their world. See www.workplaceattitudes.com
Showing posts with label employee problems. Show all posts
Showing posts with label employee problems. Show all posts
Thursday, April 17, 2008
Saturday, March 22, 2008
Hammocks, Margaritas and Turkeys
At this very moment, I find myself seated at my computer with a decided disinclination to write this blog. You see, I am visiting Ajijic, Mexico located thirty or so miles from Guadalajara. Ajijic is situated between the mountains and Lake Chapala meaning that it has one of the most pleasant climates in the world. Temperatures day after day hover at plus-or-minus three degrees of 72 degrees Fahrenheit. www.lakechapalasociety.org
This area attracts a lot of Americans and Canadians, and Canadians never tire of telling you, “We are just like Americans except that we are unarmed and we have health insurance.” After hearing this several times one sometimes wishes to be armed.
For me this looks like the land of hammocks and margaritas and naptime. It appears that one of the most pressing questions should be “prone or supine?” Imagine my surprise when one of the local American business people expressed interest in my Workplace Attitudes Test. It appears that everywhere there are people who will take advantage of the system and create problems for employers.
In Mexico the system decidedly favors the worker. Add to this the fact that some Americans have difficulty believing that other countries are not like the U.S. and you have a cauldron of misunderstanding.
In Mexico employers, including and maybe especially North American employers, have certain obligations to their employees even if part-time. This is probably as it should be but it includes maids and gardeners and others that we might consider self-employed, contract labor, or hired as part of a larger maid service or landscaping company, etc. The wages are low but when you hire someone, in many ways you take responsibility for them. You will be expected to pay for some vacation time and possibly other obligations such as payment into a retirement account or keeping them employed while you travel for a few months. In others words, they expect a certain amount of security. Loyalty cuts both ways and the system works well if both parties act in good faith.
One of the big problems is getting rid of someone with a bad attitude or someone who does not do the job. Most Mexicans work very hard for what we would consider very little money. Albeit, there are turkeys everywhere and woe be it to the Gringo employer who does not follow correct procedures when firing someone.
As I understand it, in Mexico there is something that is called a “Denuncio” where an aggrieved party goes to the local police station or City Hall to file a complaint. This is probably a little like a scene from the Wizard of Oz when Dorothy is told “You’re not in Kansas anymore.” Now you get to experience the legal system in a foreign country. Most people simple settle and this can be thousands of dollars. I heard a few stories about having to pay $25,000. This may explain the interest in the Workplace Attitudes Test in a village in Mexico.
At this point, please note that the Workplace Attitudes Test has not been tested or validated for use in a non-English-speaking foreign country. It should work, but I am not sure. I do know that there are plenty of turkeys to look for in the United States. So if you want to know more about the best darn bad attitude test available, please see www.workplaceattitudes.com.
This area attracts a lot of Americans and Canadians, and Canadians never tire of telling you, “We are just like Americans except that we are unarmed and we have health insurance.” After hearing this several times one sometimes wishes to be armed.
For me this looks like the land of hammocks and margaritas and naptime. It appears that one of the most pressing questions should be “prone or supine?” Imagine my surprise when one of the local American business people expressed interest in my Workplace Attitudes Test. It appears that everywhere there are people who will take advantage of the system and create problems for employers.
In Mexico the system decidedly favors the worker. Add to this the fact that some Americans have difficulty believing that other countries are not like the U.S. and you have a cauldron of misunderstanding.
In Mexico employers, including and maybe especially North American employers, have certain obligations to their employees even if part-time. This is probably as it should be but it includes maids and gardeners and others that we might consider self-employed, contract labor, or hired as part of a larger maid service or landscaping company, etc. The wages are low but when you hire someone, in many ways you take responsibility for them. You will be expected to pay for some vacation time and possibly other obligations such as payment into a retirement account or keeping them employed while you travel for a few months. In others words, they expect a certain amount of security. Loyalty cuts both ways and the system works well if both parties act in good faith.
One of the big problems is getting rid of someone with a bad attitude or someone who does not do the job. Most Mexicans work very hard for what we would consider very little money. Albeit, there are turkeys everywhere and woe be it to the Gringo employer who does not follow correct procedures when firing someone.
As I understand it, in Mexico there is something that is called a “Denuncio” where an aggrieved party goes to the local police station or City Hall to file a complaint. This is probably a little like a scene from the Wizard of Oz when Dorothy is told “You’re not in Kansas anymore.” Now you get to experience the legal system in a foreign country. Most people simple settle and this can be thousands of dollars. I heard a few stories about having to pay $25,000. This may explain the interest in the Workplace Attitudes Test in a village in Mexico.
At this point, please note that the Workplace Attitudes Test has not been tested or validated for use in a non-English-speaking foreign country. It should work, but I am not sure. I do know that there are plenty of turkeys to look for in the United States. So if you want to know more about the best darn bad attitude test available, please see www.workplaceattitudes.com.
Sunday, March 2, 2008
Using The Workplace Attitudes Test With Existing Employees and The Supervisor Who Was Too Good
In most cases, people are hired for their aptitude and fired for their attitude. The primary goal of the Workplace Attitudes Test is to identify prospective employees with problem attitudes so the interviewer has the info and may decide not to hire them. In fact our welcome aboard letter reads as follows:
Congratulations,
You are about to enter a new era of employee selection. This is truly a breakthrough. Now for the first time you can understand the values that motivate potential employees. When selecting new hires you can avoid the landmines while you pick the cherries.
Without getting too complicated, we analyze workplace attitudes to predict likely behavior.
Wouldn’t you like to avoid potential employees who may sue you or your company?
How about identifying gadflies who would rather socialize than work?
Maybe you would like to know about people who are likely to be hostile to your customers or clients?
Conversely, how would you like to find people who are grateful to have a job, who are willing to put in extra effort, and who are team players?
Now you can.
All you need to do is have job candidates take the Workplace Attitudes Test which consists of forty-five questions, and we will evaluate it for you. You then receive a bar chart that describes the individual’s relevant workplace values and an overall score that tells you how likely they are to be disruptive in the work place. Remember, everyone is on their best behavior during the job interview. With the Workplace Attitudes Test you are in a position to hire good employees by avoiding bad ones. It makes you a better interviewer and applies to a variety of environments including business, non-profits, and the public sector.
Just because Ben Franklin wanted to make the turkey our national bird doesn’t mean that you have to hire one
This sums up the primary purpose of the Workplace Attitudes Test. Still, many companies have used it to evaluate and help existing employees. I used to think that this was a little like closing the barn door after the horses have escaped. After all, once a person has worked for your organization you should know who has problem attitudes.
Also, the test reports on bad attitudes and as mentioned these are difficult to discuss. For example, an interviewer might not want to say “I see here that you are quite judgmental” or “I note that you tend to be a bit vindictive.” Dale Carnegie who wrote “How to Win Friends and Influence People” would not approve.
You can have the information but you don’t need to state it in a negative way. Each attitude relevant to the workplace is not single dimension, rather it exists on a continuum. That is, each bad attitude that is related to “disruptive behavior” has a corresponding attitude that is related to “getting along with people.” Next, I will look at the nine attitudes to show you what I mean.
Judgmental versus Accepting
Vindictive versus Forgiving
Adversarial versus Accommodating
Egocentric versus People-Oriented
Entitled versus Unassuming
Undisciplined versus Self-Disciplined
Insubordinate versus Respectful
Risk-Inclined versus Cautious
Non-Traditional versus Traditional
Each of the “bad” or disruptive attitudes has a corresponding “good” of socially-skilled attitude. Note our research has shown that the bad attitudes are disruptive only when they are extreme.
When working with existing employees and when reporting the results to a job candidate, it is the positive attitudes that are reported. It is important for the interviewer to understand that extreme and negative attitudes are warning signals, but is better to report the results in a positive way.
Although, it is the primary goal of the Workplace Attitudes Test to screen out potentially disruptive employees it is also useful for matching people to different types of workplace environments and to help some employees perform their jobs better.
In terms of matching people to work environments, command-and-control workplaces such as the military or the Catholic Church will likely find that individuals with respect for tradition and a respect for authority tend to fit in better. Conversely, entrepreneurial or team-building organizations may not need as much respect for authority and tradition and would prosper with people who are more self-disciplined and people oriented.
In one instance, the Workplace Attitude Test helped a young supervisor work with older sales representatives. Joyce was in her late twenties and supervised six sales reps who were twice her age. She did a great job. All of her reports were done on time, her meetings were short and efficient all of her staff liked her, business was great and she was miserable.
She wasn’t sure why she was miserable and discussions with her boss didn’t help. The big boss wanted to keep her and gave her raises and more time off, but still she was miserable. At that time, the Workplace Attitudes Test was under development and the entire staff agreed to take the test. No one had warning signals but the test solved the mystery.
Joyce proved to be accepting, forgiving, accommodating, people-oriented, unassuming, self-discipline somewhat cautious and very traditional.
Joyce’s sales reps were, well, sales reps. They too had good people skills, but they had little respect for authority, were a bit undisciplined, and quite entitled.
In short, Joyce wanted to please people, and her sales reps tended to take advantage of her. She met everyone’s needs but her own.
I am reminded of a great quote from the movie, “Three Days of the Condor” when a young CIA agent asks a grizzled old veteran played by John Housman, “What do you miss about the old days (referring World War II)?” Houseman replied, “The clarity.”
Joyce finally had clarity and the story has a happy ending. Joyce got a private office and a gatekeeper secretary. The sales reps could no longer barge in and talk to her at anytime. They had to make an appointment, unless it was critical, and they received an incentive to get their reports on time.
Joyce regained her sanity and the organization kept a good supervisor. To learn more, see http://www.workplaceattitudes.com/.
Congratulations,
You are about to enter a new era of employee selection. This is truly a breakthrough. Now for the first time you can understand the values that motivate potential employees. When selecting new hires you can avoid the landmines while you pick the cherries.
Without getting too complicated, we analyze workplace attitudes to predict likely behavior.
Wouldn’t you like to avoid potential employees who may sue you or your company?
How about identifying gadflies who would rather socialize than work?
Maybe you would like to know about people who are likely to be hostile to your customers or clients?
Conversely, how would you like to find people who are grateful to have a job, who are willing to put in extra effort, and who are team players?
Now you can.
All you need to do is have job candidates take the Workplace Attitudes Test which consists of forty-five questions, and we will evaluate it for you. You then receive a bar chart that describes the individual’s relevant workplace values and an overall score that tells you how likely they are to be disruptive in the work place. Remember, everyone is on their best behavior during the job interview. With the Workplace Attitudes Test you are in a position to hire good employees by avoiding bad ones. It makes you a better interviewer and applies to a variety of environments including business, non-profits, and the public sector.
Just because Ben Franklin wanted to make the turkey our national bird doesn’t mean that you have to hire one
This sums up the primary purpose of the Workplace Attitudes Test. Still, many companies have used it to evaluate and help existing employees. I used to think that this was a little like closing the barn door after the horses have escaped. After all, once a person has worked for your organization you should know who has problem attitudes.
Also, the test reports on bad attitudes and as mentioned these are difficult to discuss. For example, an interviewer might not want to say “I see here that you are quite judgmental” or “I note that you tend to be a bit vindictive.” Dale Carnegie who wrote “How to Win Friends and Influence People” would not approve.
You can have the information but you don’t need to state it in a negative way. Each attitude relevant to the workplace is not single dimension, rather it exists on a continuum. That is, each bad attitude that is related to “disruptive behavior” has a corresponding attitude that is related to “getting along with people.” Next, I will look at the nine attitudes to show you what I mean.
Judgmental versus Accepting
Vindictive versus Forgiving
Adversarial versus Accommodating
Egocentric versus People-Oriented
Entitled versus Unassuming
Undisciplined versus Self-Disciplined
Insubordinate versus Respectful
Risk-Inclined versus Cautious
Non-Traditional versus Traditional
Each of the “bad” or disruptive attitudes has a corresponding “good” of socially-skilled attitude. Note our research has shown that the bad attitudes are disruptive only when they are extreme.
When working with existing employees and when reporting the results to a job candidate, it is the positive attitudes that are reported. It is important for the interviewer to understand that extreme and negative attitudes are warning signals, but is better to report the results in a positive way.
Although, it is the primary goal of the Workplace Attitudes Test to screen out potentially disruptive employees it is also useful for matching people to different types of workplace environments and to help some employees perform their jobs better.
In terms of matching people to work environments, command-and-control workplaces such as the military or the Catholic Church will likely find that individuals with respect for tradition and a respect for authority tend to fit in better. Conversely, entrepreneurial or team-building organizations may not need as much respect for authority and tradition and would prosper with people who are more self-disciplined and people oriented.
In one instance, the Workplace Attitude Test helped a young supervisor work with older sales representatives. Joyce was in her late twenties and supervised six sales reps who were twice her age. She did a great job. All of her reports were done on time, her meetings were short and efficient all of her staff liked her, business was great and she was miserable.
She wasn’t sure why she was miserable and discussions with her boss didn’t help. The big boss wanted to keep her and gave her raises and more time off, but still she was miserable. At that time, the Workplace Attitudes Test was under development and the entire staff agreed to take the test. No one had warning signals but the test solved the mystery.
Joyce proved to be accepting, forgiving, accommodating, people-oriented, unassuming, self-discipline somewhat cautious and very traditional.
Joyce’s sales reps were, well, sales reps. They too had good people skills, but they had little respect for authority, were a bit undisciplined, and quite entitled.
In short, Joyce wanted to please people, and her sales reps tended to take advantage of her. She met everyone’s needs but her own.
I am reminded of a great quote from the movie, “Three Days of the Condor” when a young CIA agent asks a grizzled old veteran played by John Housman, “What do you miss about the old days (referring World War II)?” Houseman replied, “The clarity.”
Joyce finally had clarity and the story has a happy ending. Joyce got a private office and a gatekeeper secretary. The sales reps could no longer barge in and talk to her at anytime. They had to make an appointment, unless it was critical, and they received an incentive to get their reports on time.
Joyce regained her sanity and the organization kept a good supervisor. To learn more, see http://www.workplaceattitudes.com/.
Thursday, February 21, 2008
How Does One Get a High Warning Signal on the Workplace Attitude Test?
When a job candidate takes the Workplace Attitude Test it is possible to get a warning signal score on one or more of the nine attitudes tested. A high score or warning signal could indicate the type of individual that David Brooks of the New York Times refers to as “Mad, Bad and Dangerous to Know.”
Overall, it usually identifies someone who has difficulty getting along with others. I will explain how this is calculated after we look at the attitudes that are measured. My research has shown that all nine are relevant to getting along with others in the workplace
Judgmental versus accepting
Propensity to defend one's rights, a strong sense of right and wrong, may have a compulsion to intervene in a controversy.
Vindictive versus forgiving
Tends to keep track of obligations as well as perceived slights and insults, may
have the propensity to persist in the attempt to “correct” the situation.
Adversarial versus accommodating
Limited understanding of the needs and desires of other people and generally- accepted social obligations.
Egocentric versus people oriented
May be disinclined to assist fellow workers, limited obligation to customers, and a general unwillingness to make sacrifices for the good of the organization.
Entitled versus unassuming
May assume that they are not being rewarded sufficiently, tends to see work as an obligation rather than an opportunity, and may have a sense of entitlement.
Undisciplined versus self-disciplined
Limited commitment to finish projects without supervision.
Insubordinate versus respectful
Tends to doubt people in authority and the chain of command, may question that "rank has its privileges," oftentimes unwilling to seek help from a superior.
Risk-Inclined versus cautious
Generally unwilling to delay decisions in order to get more information, disinclined to check with others, and limited regard for record keeping.
Non-Traditional versus traditional
Oftentimes little desire to understand past events, rules and regulations, or work-related ceremonies.
Each of these attitudes can be assumed to exist on a continuum. For example, one’s attitude can go from very judgmental to very accepting. This is determined by asking five questions for each of the attitudes and providing three possible answers for each question. Here is an example of a judgmental question.
Q Overall . . . (select one answer)
1 Right is right and wrong is wrong and people should know the difference.
2 Rules should be enforced, but with some discretion.
3 Every situation is different and it is hard to apply universal rules.
For each question there is an extreme, average and moderate answer. In order to score high on the attitude being measured, the respondent must answer three extreme and at least two moderate answers. Our research has shown that extreme answers indicate strong negative attitudes that are not conducive to getting along with others.
It would seem to be quite difficult to achieve extreme scores but about one in twenty people do it. When they are interviewed concerning their answers, they tend to report that their answers accurately reflect their view of the world. This is, after all, what attitudes are defined to be. They are the filters through which we see the world. This reminds me of the Spanish expression “Cada cabeza es un mundo.” It translates to “each head is a world.” Our goal is understand those worlds so they don’t collide. I’ll have to admit that I might have carried this analogy too far, but if you really want to use your cabeza refer to http://www.workplaceattitudes.com/.
In an upcoming article I will discuss how to interpret the scores based on types of work environments.
Overall, it usually identifies someone who has difficulty getting along with others. I will explain how this is calculated after we look at the attitudes that are measured. My research has shown that all nine are relevant to getting along with others in the workplace
Judgmental versus accepting
Propensity to defend one's rights, a strong sense of right and wrong, may have a compulsion to intervene in a controversy.
Vindictive versus forgiving
Tends to keep track of obligations as well as perceived slights and insults, may
have the propensity to persist in the attempt to “correct” the situation.
Adversarial versus accommodating
Limited understanding of the needs and desires of other people and generally- accepted social obligations.
Egocentric versus people oriented
May be disinclined to assist fellow workers, limited obligation to customers, and a general unwillingness to make sacrifices for the good of the organization.
Entitled versus unassuming
May assume that they are not being rewarded sufficiently, tends to see work as an obligation rather than an opportunity, and may have a sense of entitlement.
Undisciplined versus self-disciplined
Limited commitment to finish projects without supervision.
Insubordinate versus respectful
Tends to doubt people in authority and the chain of command, may question that "rank has its privileges," oftentimes unwilling to seek help from a superior.
Risk-Inclined versus cautious
Generally unwilling to delay decisions in order to get more information, disinclined to check with others, and limited regard for record keeping.
Non-Traditional versus traditional
Oftentimes little desire to understand past events, rules and regulations, or work-related ceremonies.
Each of these attitudes can be assumed to exist on a continuum. For example, one’s attitude can go from very judgmental to very accepting. This is determined by asking five questions for each of the attitudes and providing three possible answers for each question. Here is an example of a judgmental question.
Q Overall . . . (select one answer)
1 Right is right and wrong is wrong and people should know the difference.
2 Rules should be enforced, but with some discretion.
3 Every situation is different and it is hard to apply universal rules.
For each question there is an extreme, average and moderate answer. In order to score high on the attitude being measured, the respondent must answer three extreme and at least two moderate answers. Our research has shown that extreme answers indicate strong negative attitudes that are not conducive to getting along with others.
It would seem to be quite difficult to achieve extreme scores but about one in twenty people do it. When they are interviewed concerning their answers, they tend to report that their answers accurately reflect their view of the world. This is, after all, what attitudes are defined to be. They are the filters through which we see the world. This reminds me of the Spanish expression “Cada cabeza es un mundo.” It translates to “each head is a world.” Our goal is understand those worlds so they don’t collide. I’ll have to admit that I might have carried this analogy too far, but if you really want to use your cabeza refer to http://www.workplaceattitudes.com/.
In an upcoming article I will discuss how to interpret the scores based on types of work environments.
Sunday, February 17, 2008
Jack is Back or What Happened When I Hired an Embezzler
Now I knew Jack was an embezzler. In fact he had just spent about two years in the pokey for “borrowing” money from a Wall Street investment firm. Albeit, a friend of mine convinced me that everyone deserves a second chance and I decided to hire him “on a conditional basis.” At the time, I had a boutique research company in Denver, Colorado and Jack would be a sales rep. Frankly, there wasn’t that much to steal.
Jack looked good, chiseled Grecian features, five-hundred dollar suits, alligator shoes and a really nice brief case. I hired him on a Friday and by the following Monday he had read all of our reports and promotional material and was quite well informed. Jack did a very good job and I was, frankly, impressed.
As I mentioned, there was very little opportunity to misappropriate funds. Our small research company did have an asset which would seem to have only moderate value. We had done some work for trade-out with a local airline. Trade-out is where a company receives sort of a promissory note that can be used for other services. This could include airline tickets, restaurant meals and hotel accommodations.
Soon Jack learned about our trade-out account and he came to me for a “small” favor. He said that he had a girl friend who had helped him when he needed a friend. When he was on probation, she had let him stay at her house. He said he would like to take her to a local ski resort for the weekend to reward her for her generous help.
I mean, how could I refuse? How much could one spend on a single weekend? The trade-out account had $14,000 in it, nevertheless Jack and his friend were able to have a $14,000 weekend. Of course, I didn’t know this until I tried to use the account and by that time, Jack had another job with a large advertising agency. Apparently, it is easier for a person with a job to find another job when he already has one. This is probably especially true for an embezzler. On the plus side, it did provide inspiration to develop the Workplace Attitudes Test. See www.workplaceattitudes.com. Now if I would have had the Workplace Attitudes Test, I suppose I could have still hired him. Nah, I’m not that dumb.
Jack looked good, chiseled Grecian features, five-hundred dollar suits, alligator shoes and a really nice brief case. I hired him on a Friday and by the following Monday he had read all of our reports and promotional material and was quite well informed. Jack did a very good job and I was, frankly, impressed.
As I mentioned, there was very little opportunity to misappropriate funds. Our small research company did have an asset which would seem to have only moderate value. We had done some work for trade-out with a local airline. Trade-out is where a company receives sort of a promissory note that can be used for other services. This could include airline tickets, restaurant meals and hotel accommodations.
Soon Jack learned about our trade-out account and he came to me for a “small” favor. He said that he had a girl friend who had helped him when he needed a friend. When he was on probation, she had let him stay at her house. He said he would like to take her to a local ski resort for the weekend to reward her for her generous help.
I mean, how could I refuse? How much could one spend on a single weekend? The trade-out account had $14,000 in it, nevertheless Jack and his friend were able to have a $14,000 weekend. Of course, I didn’t know this until I tried to use the account and by that time, Jack had another job with a large advertising agency. Apparently, it is easier for a person with a job to find another job when he already has one. This is probably especially true for an embezzler. On the plus side, it did provide inspiration to develop the Workplace Attitudes Test. See www.workplaceattitudes.com. Now if I would have had the Workplace Attitudes Test, I suppose I could have still hired him. Nah, I’m not that dumb.
Wednesday, February 13, 2008
People Can Seem To Be So Darn Nice
I have come to the conclusion that I am a lousy interviewer. I have hired some real turkeys. I remember thinking what nice people they seemed to be. In future blog entries I’ll tell you about some of the worst but the person that I am thinking about now is a drama queen named “Gloria.” Of course, at the time, I didn’t know that she was a drama queen. After all, she made it obvious that she thought that I was clever and intelligent and that counts for a lot.
Later, I developed the Workplace Attitudes Test (WAT) and she agreed to take the test. The results showed that she is - well, a drama queen. She tested very high on entitled, undisciplined and insubordinate but what did I know? Now I consider the WAT the best darn bad-attitude screening device available today and Gloria deserves some of the credit for inspiring me to develop it.
Gloria did some part-time work for my company and then moved on when she found a full-time job. Gloria makes a good first impression because she has seemingly good social skills which are important in an interview. On the job, she is a disaster. She cannot focus because she prefers to socialize, and she quickly ignores the chain of command. She often fails to do her job or finish a project and always blames someone else. In other words, her survival skills are highly developed and she has a tendency to scapegoat people.
Supervising Gloria became a Herculean task for her new boss. Picture this, she was on several committees, interacted with almost everybody, especially the higher-ups and to her, work was party time. Several of her colleagues and her immediate boss became fed up with her but by then she had friends in all the right places.
It took over a year but after countless intrigue, much of it orchestrated by Gloria herself, she was finally encouraged to move on. And if you don’t want to fire someone like Gloria, you give her a good recommendation to make sure that she moves on. Did I mention that one of the people that Gloria befriended was the organization’s legal counsel? He thought a good recommendation might be wise. Of course, one can’t outright lie but everyone agreed that Gloria has great people skills. Take a look at www.workplaceattitudes.com and see what Gloria helped inspire.
Later, I developed the Workplace Attitudes Test (WAT) and she agreed to take the test. The results showed that she is - well, a drama queen. She tested very high on entitled, undisciplined and insubordinate but what did I know? Now I consider the WAT the best darn bad-attitude screening device available today and Gloria deserves some of the credit for inspiring me to develop it.
Gloria did some part-time work for my company and then moved on when she found a full-time job. Gloria makes a good first impression because she has seemingly good social skills which are important in an interview. On the job, she is a disaster. She cannot focus because she prefers to socialize, and she quickly ignores the chain of command. She often fails to do her job or finish a project and always blames someone else. In other words, her survival skills are highly developed and she has a tendency to scapegoat people.
Supervising Gloria became a Herculean task for her new boss. Picture this, she was on several committees, interacted with almost everybody, especially the higher-ups and to her, work was party time. Several of her colleagues and her immediate boss became fed up with her but by then she had friends in all the right places.
It took over a year but after countless intrigue, much of it orchestrated by Gloria herself, she was finally encouraged to move on. And if you don’t want to fire someone like Gloria, you give her a good recommendation to make sure that she moves on. Did I mention that one of the people that Gloria befriended was the organization’s legal counsel? He thought a good recommendation might be wise. Of course, one can’t outright lie but everyone agreed that Gloria has great people skills. Take a look at www.workplaceattitudes.com and see what Gloria helped inspire.
Monday, January 7, 2008
Enter the Worst-Employee-Story Contest and Win a Chocolate Turkey!
Yes, you can really win a chocolate turkey covered in tinfoil. You can eat it right away, display until it goes stale or freeze it and forget about it. The turkey will be sent to you by FedEx, UPS, or the US Post Office, whichever is cheaper. You can pose with your new little friend and I will post the picture on this blog.
First, the rules. To protect the guilty, I don't want the name of your company or the name of the employee. You may refer to them by nickname. For the company you probably shouldn't use something like Starbutts or MicroFluff. For the employee, smuck, schlemiel, jerk or turkey would be allright. Just send in a brief description of their behavior on the job. This doesn't need to be of the scope of Enron. I want ordinary, rude, boorish behavior. You know, self-centered crap that makes us want to strangle someone. I have to limit it because someone like Donald Trump would win in all categories.
Now, the categories:
- Most insulting to customers
- Most costly in terms of dollars and cents
- Most difficult to supervise
- Biggest PR disaster
- Worst lawsuit
- And . . . I can't believe this jerk.
That's it. Send in your entries as a posting to this blog and I'll try to figure out how to select a winner, or loser depending on your point of view. Learn more about turkeys on the job at http://www.workplaceattitudes.com/
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