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Suggest You - Parenting Management
Corporate party is a challenging task. If you are the person who is to plan everything for the corporate party then you need to define a theme at first so that all your ideas and planning will be focused around it and it would become a lot easier for you as to where do you need to spend. Planning a corporate party requires a lot of creativity and innovation unlike any other party. For example you can theme your party as a vacation trip to Hawaii, the gents can wear shorts and Bermuda shirts and the ladies can wear colorful dresses.Your corporate party must be something that just keeps everyone upbeat as if the participants start feeling down then that party can clearly be categorized as a failure. It is really important that you inquire all your colleagues that whether they want it to be a truly exclusive party for all the colleagues or do they want to bring a friend along, this is something that needs to be done before you give order to print invitations. It would be great if you are thinking out of the box, as this will make you come up with spontaneous ideas and will make your party a success.For your corporate party, you need to think new to make it a success. Planning games is a really interesting idea and if you are finding it difficult to come up with the games, then you need to ask your colleagues as to who can help you with planning the games. A very important aspect of the party is that you make a code of conduct that everyone has to follow, so that you are able to prevent mishaps of any kind. This code should be mentioned to all beforehand that if anyone is not following the code, then they will have to follow what the host tells them, this will just let everyone know t
Although mentoring and training programs were intended to develop the employee's skills and effectiveness from a corporate perspective, neither dwelled on the personal problems of the employee.
Now that new employees are left to fend for themselves, a generation gap is emerging in business. Managers from just about every job segment are frustrated with new employees, and, likewise, new employees are frustrated with management. Whereas managers lament how little is accomplished by new employees, new employees complain how much time they are putting in at work. This highlights a significant difference between the generations: whereas the new employees are watching the clock, the managers are watching what is produced. The two are not synonymous, but nobody has taught the young employees this yet. To the "newbies," their time is what is important, regardless if they produce anything worthwhile or not; to the manager, it is just the opposite. Also, young people believe calling in sick is an acceptable form of behavior. Where did they learn all this? On their own. It is a sad state of affairs when the media has more influence over the values of our children than parents do. But when adults abdicate parenting to the media, it is not entirely surprising.
So, what is needed? More training? Mentoring? Nope. Just some parenting. The sooner corporations realize this, the sooner they can begin to develop mature and responsible employees. Again, this is why the military now teaches its Drill Instructors basic counseling techniques, so they can help new recruits find their way through life and become a good soldier. It is most definitely not "baby-sitting" but, rather, a recognition that parents have dropped the ball in their child's development and someone has to pick up the pieces in order for the newbie to realize th
Banner stands are the best way to show case products and attract attention of potential customers. It is a recent phenomenon that has become quite a rage. Now every shop, restaurant, trade show and exhibition is teeming with these attractive, eye-catching decorations called banner stands. Manufacturing banner stands is also a sunrise industry because of the popularity and potential growth of the product. Technology and creativity are evolving newer products and better quality in less time.Some of the leading brand names and makers of banners stands world wide are Nomadic Displays, Nimlok, Octanorm, Discount Displays.com, Apple rock, Accura imaging, IMEX display, Alco Cutaways, Art-tech productions, Exhibit works, Display wizard, Redcliffe imaging and Magicpak.Some overseas manufactures include Ask4plastic made by Ym-Display from China. Also Alibaba.com lists a number of overseas manufactures from the Far East like Admax Exhibition system from Shanghai, Dingyi display equipment limited (China) and Infotech.M.ltd from Korea.A typical range of products from these manufacturers shows great versatility and style. At Display Wizard, there are a range of vinyl banner stands to suit every budget and taste. Their banner stands include scrolling banners, rollup banners, traditional banners, Cigogne tensioned cable fabric banners and flexible fabric banners.Redcliffe Imaging has a wide range of beautiful and useful banner stand models. Starting with the cartridge banner graphic replace system (that allows quick changes of graphics), to the advanced double sided roller banner stand, called The Banner Up stand, which is a retractable banner stand model, of which there are all kinds. Ther
INTRODUCTION
Want to know what to expect of the work force in the years ahead? Look no farther than our schools or homes. Let me preface my remarks by saying that in addition to all of my other responsibilities, I was very active in my local Little League for a number of years where I served as coach, umpire, and on the local board of directors. Further, I have been very active locally in offering Masonic scholarships to High School students. In addition, my wife has been active in the local school system for the last ten years at the elementary, middle, and high school levels (this also included PTA and SAC). Although we probably won't win an award as the world's best parents, we made a point of becoming an important and influential part of our children's lives. We didn't take any special courses in parenting, we just got involved. But we are the exceptions as opposed to the rule.
Prior to World War II, the country was immersed in an economic depression which put a strain on families and disrupted our society. Everyone in a family was expected to pitch in and do their part in order to survive, this included going to school and their place of worship. Some families suffered severe hardships during this period causing children to drop out of school and go to work. They didn't drop out as some form of rebellion or protest, but to simply earn money to help support the family. Consequently, many earned nothing higher than a Junior High diploma which was prized by many families. The point is, there was a sense of family back then and the people's hunger built character. They understood the value of a dollar, worked hard and squandered nothing. It was this generation that got us through the war and propelled the country towards economic success in the latter part of the 20th century.
In the 1950's and 1960's, as the country was experiencing an economic boom, a parent normally stayed at home to manage the family, usually the wife. If a child had a problem, a parent was always home to tend to their needs. Children no longer had to drop out of school to support the family and our High Schools and Colleges swelled with students. The "baby boomers" were considered well adjusted and readily adapted to the work force. This generation saw us through the space race and the technology revolution which changed the face of corporate America.
But in the last three decades, we began to lose faith in our economy and our standard of living. As a result, both parents began to work inordinate hours and a generation gap began to emerge. Exhausted by their work, the parents would return home where the last thing they wanted to hear was their child's problems. Consequently, children became social outcasts in their own homes and often had to fend for themselves; they simply couldn't relate with their parents. Sure, the parents would sign their kids up for Summer Camp, Little League and Soccer, but this was viewed more as baby-sitting services as opposed to taking a true interest in the child's development. They would also give their kids television sets and video games to occupy their time.
Today, school teachers have become surrogate parents by default, something they weren't trained for, nor inclined to accept. Talk to a teacher and you will hear stories of lack of respect for authority, poor manners, and dysfunctional social intercourse. Children today no longer learn their values from their parents but rather from Hollywood. As young adults entering the work force, their work ethic, values, and behavior are noticeably different than the prior generation. There is no longer a sense of quality, service, or craftsmanship; just put in your time and collect a paycheck. This is all having an adverse effect on how we conduct business and the corporate culture.
Now, let me give you a the scary figure: probably 20%, or less, of today's graduating High School seniors are socially well adjusted.
Knowing this, what should you do as a manager?
THE NEED FOR PARENTING
In the past, if you were a new employee, it was assumed you knew how to manage your personal life and you were expected to adapt to the corporate culture. This is no longer true and presents a problem for managers. Younger employees today have problems managing money, dressing appropriately, and interpersonal relations and communications, not to mention alcohol, drugs, and sex. They are raw and rough. But are they salvageable? They better be, for your company's sake, as they represent tomorrow's work force.
Perhaps we can take a lesson from the military services here. The military is well aware they are not getting the "cream of the crop" when they take on new recruits. Many are social misfits coming from broken homes. As such, the military's initial role is to break the individual of bad habits and impose a new system of discipline and work ethic. Individualism is replaced by teamwork and, in the process, a sense of belonging and family is imposed. This is either readily accepted by the new recruit or they are drummed out of the service. Discipline, organization, teamwork, and a strong work ethic can have a dramatic affect on a drifting soul. By doing so, it can bring order to lives and a sense of purpose, something that perhaps was neglected at home.
Today's Drill Instructors and junior officers also find themselves as surrogate parents and are now instructed in counseling young soldiers. The boot camps of today are a lot different than what the country experienced during World War II, Korea, and Viet Nam. Yet, we are producing a fine class of soldiers which makes our country proud. In other words, they must be doing something right.
If we have learned anything from the military in this regard, it is that the times have changed and our employees today have different needs requiring a new type of manager who can adequately tend to them. And like today's Drill Instructors and school teachers, managers are finding themselves in the role of surrogate parents, like it or not. Managers bristle at this notion. After all, they want to get on with their business and do not want to be regarded as a baby-sitter. But the fact remains, home parenting skills are at an all-time low and to overcome this problem, someone has to assume the duty to compensate for this inadequacy. Again, the military readily understands this and has adapted accordingly. But can business?
Understand this, corporate America's "recruits" come predominantly from the colleges and universities whose purpose is not to teach social skills, but rather, to teach people how to learn. A college diploma most definitely does not mean the graduate is socially well-adjusted, but that he/she has learned to study and accept new ideas. If anything, the student's extracurricular activities tell more about a person's personality than the degree itself. For example, participation in team sports, club activities, or Greek life speaks volumes about a person's personality and social skills.
PAST EFFORTS
In the past, new corporate recruits underwent special training programs to learn how the company conducts business. Sales people in particular had to undergo rigorous training to learn how to present products and care for the customers. Workmen underwent training to learn how to build quality products. However, such programs have been slashed in recent times as a means for cutting costs (and will be the subject of a future paper).
There was also a period where mentors were assigned to new employees to chaperone them on their journey through the corporate world. Mentors were basically a "Big Brother/Sister" program where senior employees would offer sage advice to neophytes on adapting to the corporate world. But like the training programs, mentoring is also being phased out.
Although mentoring and training programs were intended to develop the employee's skills and effectiveness from a corporate perspective, neither dwelled on the personal problems of the employee.
Now that new employees are left to fend for themselves, a generation gap is emerging in business. Managers from just about every job segment are frustrated with new employees, and, likewise, new employees are frustrated with management. Whereas managers lament how little is accomplished by new employees, new employees complain how much time they are putting in at work. This highlights a significant difference between the generations: whereas the new employees are watching the clock, the managers are watching what is produced. The two are not synonymous, but nobody has taught the young employees this yet. To the "newbies," their time is what is important, regardless if they produce anything worthwhile or not; to the manager, it is just the opposite. Also, young people believe calling in sick is an acceptable form of behavior. Where did they learn all this? On their own. It is a sad state of affairs when the media has more influence over the values of our children than parents do. But when adults abdicate parenting to the media, it is not entirely surprising.
So, what is needed? More training? Mentoring? Nope. Just some parenting. The sooner corporations realize this, the sooner they can begin to develop mature and responsible employees. Again, this is why the military now teaches its Drill Instructors basic counseling techniques, so they can help new recruits find their way through life and become a good soldier. It is most definitely not "baby-sitting" but, rather, a recognition that parents have dropped the ball in their child's development and someone has to pick up the pieces in order for the newbie to realize th
When was the last time you asked your employer for a raise? People take two roads when it comes to wage increases. They either never ask for a raise and just accept their 2 or 3% annual increase, or wait until they are extremely frustrated and ready to walk out the front door, in which case you’ll probably find yourself back in the employment searching and interview game.Neither of these strategies will get you any closer to the money you want to be making. The secret to getting the raise you deserve is all in the planning you do in advance.Research SalariesResearching average salaries for your industry will give you a good idea of what you should be making and just how much wiggle room you actually have to negotiate. Keep in mind average earnings can vary from state to state, so make sure your salary research is appropriate for your area. Make copies of any salary information you find. Additionally, if you suspect your salary is low within your organization, your human resource department may be able to provide a salary scale for your position. These two documents will help support your request for a raise.Show your ValueSalary research documentation won’t get you that raise alone. It is important that you are able to illustrate your contributions. Raises aren’t just handed out; a company wants to pay as little as possible for you. Whenever I start a new job, I start documenting my accomplishments immediately - but it’s never too late to start. I suggest keeping a weekly journal of things you’ve done to improve the bottom line.Have you creating new revenue opportunities or discovered a cost saving? economic boom, a parent normally stayed at home to manage the family, usually the wife. If a child had a problem, a parent was always home to tend to their needs. Children no longer had to drop out of school to support the family and our High Schools and Colleges swelled with students. The "baby boomers" were considered well adjusted and readily adapted to the work force. This generation saw us through the space race and the technology revolution which changed the face of corporate America.
But in the last three decades, we began to lose faith in our economy and our standard of living. As a result, both parents began to work inordinate hours and a generation gap began to emerge. Exhausted by their work, the parents would return home where the last thing they wanted to hear was their child's problems. Consequently, children became social outcasts in their own homes and often had to fend for themselves; they simply couldn't relate with their parents. Sure, the parents would sign their kids up for Summer Camp, Little League and Soccer, but this was viewed more as baby-sitting services as opposed to taking a true interest in the child's development. They would also give their kids television sets and video games to occupy their time.
Today, school teachers have become surrogate parents by default, something they weren't trained for, nor inclined to accept. Talk to a teacher and you will hear stories of lack of respect for authority, poor manners, and dysfunctional social intercourse. Children today no longer learn their values from their parents but rather from Hollywood. As young adults entering the work force, their work ethic, values, and behavior are noticeably different than the prior generation. There is no longer a sense of quality, service, or craftsmanship; just put in your time and collect a paycheck. This is all having an adverse effect on how we conduct business and the corporate culture.
Now, let me give you a the scary figure: probably 20%, or less, of today's graduating High School seniors are socially well adjusted.
Knowing this, what should you do as a manager?
THE NEED FOR PARENTING
In the past, if you were a new employee, it was assumed you knew how to manage your personal life and you were expected to adapt to the corporate culture. This is no longer true and presents a problem for managers. Younger employees today have problems managing money, dressing appropriately, and interpersonal relations and communications, not to mention alcohol, drugs, and sex. They are raw and rough. But are they salvageable? They better be, for your company's sake, as they represent tomorrow's work force.
Perhaps we can take a lesson from the military services here. The military is well aware they are not getting the "cream of the crop" when they take on new recruits. Many are social misfits coming from broken homes. As such, the military's initial role is to break the individual of bad habits and impose a new system of discipline and work ethic. Individualism is replaced by teamwork and, in the process, a sense of belonging and family is imposed. This is either readily accepted by the new recruit or they are drummed out of the service. Discipline, organization, teamwork, and a strong work ethic can have a dramatic affect on a drifting soul. By doing so, it can bring order to lives and a sense of purpose, something that perhaps was neglected at home.
Today's Drill Instructors and junior officers also find themselves as surrogate parents and are now instructed in counseling young soldiers. The boot camps of today are a lot different than what the country experienced during World War II, Korea, and Viet Nam. Yet, we are producing a fine class of soldiers which makes our country proud. In other words, they must be doing something right.
If we have learned anything from the military in this regard, it is that the times have changed and our employees today have different needs requiring a new type of manager who can adequately tend to them. And like today's Drill Instructors and school teachers, managers are finding themselves in the role of surrogate parents, like it or not. Managers bristle at this notion. After all, they want to get on with their business and do not want to be regarded as a baby-sitter. But the fact remains, home parenting skills are at an all-time low and to overcome this problem, someone has to assume the duty to compensate for this inadequacy. Again, the military readily understands this and has adapted accordingly. But can business?
Understand this, corporate America's "recruits" come predominantly from the colleges and universities whose purpose is not to teach social skills, but rather, to teach people how to learn. A college diploma most definitely does not mean the graduate is socially well-adjusted, but that he/she has learned to study and accept new ideas. If anything, the student's extracurricular activities tell more about a person's personality than the degree itself. For example, participation in team sports, club activities, or Greek life speaks volumes about a person's personality and social skills.
PAST EFFORTS
In the past, new corporate recruits underwent special training programs to learn how the company conducts business. Sales people in particular had to undergo rigorous training to learn how to present products and care for the customers. Workmen underwent training to learn how to build quality products. However, such programs have been slashed in recent times as a means for cutting costs (and will be the subject of a future paper).
There was also a period where mentors were assigned to new employees to chaperone them on their journey through the corporate world. Mentors were basically a "Big Brother/Sister" program where senior employees would offer sage advice to neophytes on adapting to the corporate world. But like the training programs, mentoring is also being phased out.
Although mentoring and training programs were intended to develop the employee's skills and effectiveness from a corporate perspective, neither dwelled on the personal problems of the employee.
Now that new employees are left to fend for themselves, a generation gap is emerging in business. Managers from just about every job segment are frustrated with new employees, and, likewise, new employees are frustrated with management. Whereas managers lament how little is accomplished by new employees, new employees complain how much time they are putting in at work. This highlights a significant difference between the generations: whereas the new employees are watching the clock, the managers are watching what is produced. The two are not synonymous, but nobody has taught the young employees this yet. To the "newbies," their time is what is important, regardless if they produce anything worthwhile or not; to the manager, it is just the opposite. Also, young people believe calling in sick is an acceptable form of behavior. Where did they learn all this? On their own. It is a sad state of affairs when the media has more influence over the values of our children than parents do. But when adults abdicate parenting to the media, it is not entirely surprising.
So, what is needed? More training? Mentoring? Nope. Just some parenting. The sooner corporations realize this, the sooner they can begin to develop mature and responsible employees. Again, this is why the military now teaches its Drill Instructors basic counseling techniques, so they can help new recruits find their way through life and become a good soldier. It is most definitely not "baby-sitting" but, rather, a recognition that parents have dropped the ball in their child's development and someone has to pick up the pieces in order for the newbie to realize th
Rising production costs and fierce competition is resulting in manufacturing companies looking at all aspects of savings, especially energy savings.Spray nozzles of the right specification can lead to significant savings in both energy and raw materials.One of the overlooked areas is the use of the correct spray nozzle. Whilst frequently ignored in the manufacturing process, it is often this item of equipment that is the most important. Header tanks, pumps sophisticated controls, pipe work are all immaterial if the spray nozzle “at the sharp end” is not delivering the right amount of fluid (flow rate) at the correct spray angle and with the right spray pattern. This can lead to excessive wear on the pumps and ancillary equipment resulting in higher energy consumption and related costs.The phrase – it sprays, is often used, but how effectively is often not considered.In addition to these more obvious savings there are a many “hidden” savings to be made. Expensive down time and failed equipment could be contributed to poor nozzle performance. Production lines designed to operate continuously are expensive items if shut down owing to badly performing spray nozzles and this failure could affect the total production plant with the resulting unsuccessful distribution to customers, which in turn may affect their production.All this from the wrong or poor performing spray nozzle!!The correct spray configuration is essential to maximise the spraying operation and continuous spray nozzle development will lead to greater beneficial savings.In addition, the wrong or worn out spray nozzle will eventually lead to poor finished products and possible rejection of expe
Knowing this, what should you do as a manager?
THE NEED FOR PARENTING
In the past, if you were a new employee, it was assumed you knew how to manage your personal life and you were expected to adapt to the corporate culture. This is no longer true and presents a problem for managers. Younger employees today have problems managing money, dressing appropriately, and interpersonal relations and communications, not to mention alcohol, drugs, and sex. They are raw and rough. But are they salvageable? They better be, for your company's sake, as they represent tomorrow's work force.
Perhaps we can take a lesson from the military services here. The military is well aware they are not getting the "cream of the crop" when they take on new recruits. Many are social misfits coming from broken homes. As such, the military's initial role is to break the individual of bad habits and impose a new system of discipline and work ethic. Individualism is replaced by teamwork and, in the process, a sense of belonging and family is imposed. This is either readily accepted by the new recruit or they are drummed out of the service. Discipline, organization, teamwork, and a strong work ethic can have a dramatic affect on a drifting soul. By doing so, it can bring order to lives and a sense of purpose, something that perhaps was neglected at home.
Today's Drill Instructors and junior officers also find themselves as surrogate parents and are now instructed in counseling young soldiers. The boot camps of today are a lot different than what the country experienced during World War II, Korea, and Viet Nam. Yet, we are producing a fine class of soldiers which makes our country proud. In other words, they must be doing something right.
If we have learned anything from the military in this regard, it is that the times have changed and our employees today have different needs requiring a new type of manager who can adequately tend to them. And like today's Drill Instructors and school teachers, managers are finding themselves in the role of surrogate parents, like it or not. Managers bristle at this notion. After all, they want to get on with their business and do not want to be regarded as a baby-sitter. But the fact remains, home parenting skills are at an all-time low and to overcome this problem, someone has to assume the duty to compensate for this inadequacy. Again, the military readily understands this and has adapted accordingly. But can business?
Understand this, corporate America's "recruits" come predominantly from the colleges and universities whose purpose is not to teach social skills, but rather, to teach people how to learn. A college diploma most definitely does not mean the graduate is socially well-adjusted, but that he/she has learned to study and accept new ideas. If anything, the student's extracurricular activities tell more about a person's personality than the degree itself. For example, participation in team sports, club activities, or Greek life speaks volumes about a person's personality and social skills.
PAST EFFORTS
In the past, new corporate recruits underwent special training programs to learn how the company conducts business. Sales people in particular had to undergo rigorous training to learn how to present products and care for the customers. Workmen underwent training to learn how to build quality products. However, such programs have been slashed in recent times as a means for cutting costs (and will be the subject of a future paper).
There was also a period where mentors were assigned to new employees to chaperone them on their journey through the corporate world. Mentors were basically a "Big Brother/Sister" program where senior employees would offer sage advice to neophytes on adapting to the corporate world. But like the training programs, mentoring is also being phased out.
Although mentoring and training programs were intended to develop the employee's skills and effectiveness from a corporate perspective, neither dwelled on the personal problems of the employee.
Now that new employees are left to fend for themselves, a generation gap is emerging in business. Managers from just about every job segment are frustrated with new employees, and, likewise, new employees are frustrated with management. Whereas managers lament how little is accomplished by new employees, new employees complain how much time they are putting in at work. This highlights a significant difference between the generations: whereas the new employees are watching the clock, the managers are watching what is produced. The two are not synonymous, but nobody has taught the young employees this yet. To the "newbies," their time is what is important, regardless if they produce anything worthwhile or not; to the manager, it is just the opposite. Also, young people believe calling in sick is an acceptable form of behavior. Where did they learn all this? On their own. It is a sad state of affairs when the media has more influence over the values of our children than parents do. But when adults abdicate parenting to the media, it is not entirely surprising.
So, what is needed? More training? Mentoring? Nope. Just some parenting. The sooner corporations realize this, the sooner they can begin to develop mature and responsible employees. Again, this is why the military now teaches its Drill Instructors basic counseling techniques, so they can help new recruits find their way through life and become a good soldier. It is most definitely not "baby-sitting" but, rather, a recognition that parents have dropped the ball in their child's development and someone has to pick up the pieces in order for the newbie to realize th
Choose carefullyYou will want to choose people who know you, and often you are asked for both work and personal referees. It's a good idea not to choose relatives, they don't carry much authority. Ideally choose people who are professionals with a good reputation. Former employers carry the most weight, also key suppliers and customers who can vouch for the work you do. Referees are sometimes telephoned and if they can clearly give examples of your achievements it is worth gold!Get their permissionAsk general permission from them before you start your job hunt. You don't need to contact them each time, but you may want to remind them you are still looking if the job search drags on, or you are slow to start. By asking permission, you will show your respect for them and their busy schedules. Although most of the time many will be happy to help you in your career search, some previous employers or university academics may not wish to participate. Respect their wishes: a half-hearted testimonial is worse than no reference at all!Brief themDo they know what you have been doing in your current and previous jobs? Do they know what you are applying for? It can help to let them have a copy of your CV plus details on the job(s) you are applying for. Give each referee a duplicate copy of your CV and cover letter that you sent to the employer. Also, supply each referee with a copy of the description of the position for which you are applying and a list of the specific features in your previous job/background that you would like them to mention to the employer. The easier it is for the referee to help you, makes it more
Understand this, corporate America's "recruits" come predominantly from the colleges and universities whose purpose is not to teach social skills, but rather, to teach people how to learn. A college diploma most definitely does not mean the graduate is socially well-adjusted, but that he/she has learned to study and accept new ideas. If anything, the student's extracurricular activities tell more about a person's personality than the degree itself. For example, participation in team sports, club activities, or Greek life speaks volumes about a person's personality and social skills.
PAST EFFORTS
In the past, new corporate recruits underwent special training programs to learn how the company conducts business. Sales people in particular had to undergo rigorous training to learn how to present products and care for the customers. Workmen underwent training to learn how to build quality products. However, such programs have been slashed in recent times as a means for cutting costs (and will be the subject of a future paper).
There was also a period where mentors were assigned to new employees to chaperone them on their journey through the corporate world. Mentors were basically a "Big Brother/Sister" program where senior employees would offer sage advice to neophytes on adapting to the corporate world. But like the training programs, mentoring is also being phased out.
Although mentoring and training programs were intended to develop the employee's skills and effectiveness from a corporate perspective, neither dwelled on the personal problems of the employee.
Now that new employees are left to fend for themselves, a generation gap is emerging in business. Managers from just about every job segment are frustrated with new employees, and, likewise, new employees are frustrated with management. Whereas managers lament how little is accomplished by new employees, new employees complain how much time they are putting in at work. This highlights a significant difference between the generations: whereas the new employees are watching the clock, the managers are watching what is produced. The two are not synonymous, but nobody has taught the young employees this yet. To the "newbies," their time is what is important, regardless if they produce anything worthwhile or not; to the manager, it is just the opposite. Also, young people believe calling in sick is an acceptable form of behavior. Where did they learn all this? On their own. It is a sad state of affairs when the media has more influence over the values of our children than parents do. But when adults abdicate parenting to the media, it is not entirely surprising.
So, what is needed? More training? Mentoring? Nope. Just some parenting. The sooner corporations realize this, the sooner they can begin to develop mature and responsible employees. Again, this is why the military now teaches its Drill Instructors basic counseling techniques, so they can help new recruits find their way through life and become a good soldier. It is most definitely not "baby-sitting" but, rather, a recognition that parents have dropped the ball in their child's development and someone has to pick up the pieces in order for the newbie to realize th
Are you going nowhere in your career? If you’ve decided it’s time to change your career completely, here’s a new way of changing!Before you jump ship, think about what’s been happening in your career. Have you been making little or no progress for some time? You may be in the throes of what George Leonard, author of Mastery, calls the “plateau”. Leonard argues that we master something with a series of one intense upward growth spurt followed by a long period of nearly flat growth – a plateau. In this age of “what have you done for me lately”, you may have just tired of being on the plateau. Before you chuck your old career, decide whether it no longer works for you or whether you’ve just tired of being on the plateau. If you’ve decided to change careers completely, read on!So you’ve decided to jump, eh? Well, you’ve got two choices of how to do it. First is the traditional “think, plan, do” linear sequence we’ve all been taught by career counselors and well-meaning family members. If you’re just changing jobs within a career field, this strategy should work fine for you. But it sucks for career changers and here’s why! We get much of our identity from what we do; just ask anyone about himself or herself. What does she or he tell you first? I’m a ___________ (fill in the blank here – doctor, lawyer, Indian chief.) We get that identity by what we’ve done in our careers. In my experience hiring hundreds of folks for law firms, interviewers are skeptical of “career changers”. Hiring is a costly and time-consuming process, and interviewers don’t want to do it any more than necessary nor take unnecessary risks. You’ve got to convince them that hiring you makes sense, a
Although mentoring and training programs were intended to develop the employee's skills and effectiveness from a corporate perspective, neither dwelled on the personal problems of the employee.
Now that new employees are left to fend for themselves, a generation gap is emerging in business. Managers from just about every job segment are frustrated with new employees, and, likewise, new employees are frustrated with management. Whereas managers lament how little is accomplished by new employees, new employees complain how much time they are putting in at work. This highlights a significant difference between the generations: whereas the new employees are watching the clock, the managers are watching what is produced. The two are not synonymous, but nobody has taught the young employees this yet. To the "newbies," their time is what is important, regardless if they produce anything worthwhile or not; to the manager, it is just the opposite. Also, young people believe calling in sick is an acceptable form of behavior. Where did they learn all this? On their own. It is a sad state of affairs when the media has more influence over the values of our children than parents do. But when adults abdicate parenting to the media, it is not entirely surprising.
So, what is needed? More training? Mentoring? Nope. Just some parenting. The sooner corporations realize this, the sooner they can begin to develop mature and responsible employees. Again, this is why the military now teaches its Drill Instructors basic counseling techniques, so they can help new recruits find their way through life and become a good soldier. It is most definitely not "baby-sitting" but, rather, a recognition that parents have dropped the ball in their child's development and someone has to pick up the pieces in order for the newbie to realize their potential.
I do not claim to have a Ph.D. in parenting, but as I see it there are three primary duties a parent needs to inculcate:
* Role Model - first, a parent has to be a good role model with attributes their subordinates
want to aspire to attain. Role models are respected for their authority and become
a highly credible source of information and inspiration,
* Teacher - second, a parent has to be able to teach, not just academic lessons but
those of life; e.g., morality, socialization, even finances (e.g., balancing a
checkbook, life insurance, etc.). It is the teacher who establishes the rules and
regulations of the classroom and, as such, is also the disciplinarian.
* Guidance Counselor - third, parenting includes guiding others on their path through
life, explaining options and making recommendations.
Very important, a parent has to recognize they won't have all of the answers, but should know how to point someone in the right direction to get the answers they need.
Above all else, a parent has to care about the welfare of their offspring. I am not suggesting corporate parents love their children like biological parents, but they need to invest time in the person, believe in the person, and motivate them accordingly, whether through kindness or a good swift kick in the rear. The corporate parent has to also know when their work is complete and allow the offspring to move on to the next stage of their corporate life.
The military has the advantage of written contracts and boot camps to indoctrinate new recruits. Perhaps a corporate boot camp could be devised and teach the same lessons as found in the military, such as:
* Cause and effect, e.g., if you make a mistake, you know you will be penalized accordingly.
* The value of good workmanship and its impact on others.
* How to give and take an order.
* Discipline and code of conduct.
* Teamwork.
CONCLUSION
Companies today are at a loss coping with the newest generation of workers. What they don't realize is, it will get worse before it gets better. Since most biological parents are content with allowing others to teach their children the necessary values in life, teachers, the military and corporations are forced to pick up the slack, like it or not. The sooner we admit this, the sooner we can address how to remedy the situation. Whether this involves one-on-one counseling or a boot camp type of environment, something has to be done to teach our newest wave of workers the proper values to succeed in business and in life.
Let me leave you with a real-life story on parenting in the workplace. Some time ago I was visiting with a CIO in Columbus, Ohio who took me on a tour of his facility. Along the way, we happened upon a young programmer who was new to the company. Frankly, he looked a little wet behind the ears and had long hair over his collar. After the CIO introduced me to the young man, he instructed him to go get a haircut. The young programmer, shot back indignantly, "You can't say that to me!"
The CIO turned calmly but deliberately to the programmer, and said, "Yes I can. Watch," then pointing to his mouth, "Get a haircut. Now!"
The programmer backed down and, to his credit, dutifully got a haircut.
I had just witnessed a little "Parenting Management" in action. The CIO exercised his authority and had quickly instructed the newbie on one of the rules to be observed in the workplace. The programmer's biological parents hadn't instructed him properly, now it defaulted to his corporate parent.
"Parenting Management" - Just remember, you heard it here first.
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