dranthonysblog

December 26, 2012

The Wienermobile

Not long ago, I was driving down the highway with my kids when one told me that he just saw a really big hot dog on wheels.  By the time I looked, it was gone.  The claim was naturally questioned by the middle schooler in the back seat!  I interrupted the amusing exchange to tell them that he may actually have seen the Wienermobile.

The Wienermobile, I explained, was actually a large hot dog on wheels that traveled around north America, and beyond, essentially advertising Oscar Mayer while also performing charitable work.  The last time I had seen it was more than 3,000 miles away and over 3 decades earlier.  As I recall, it had come to my hometown in southern California and was passing out colorful whistles shaped like wieners, which I happily waited in line to receive.

We continued on our way and I forgot about it until that evening when I looked it up on the Oscar Mayer website.   It turned out, that he had indeed seen the Wienermobile and it was going to be in our area through the next day raising money for sick children.  My kids had to see this for themselves, so the next day we were off to take a look…

1

It was in a supermarket parking lot, not unlike the one it was in when I had seen it last.

02

The Wienermobile looked pretty much the same too.

03

Everyone was busy inspecting it and the gullwing door was particularly fascinating to all present.

04

As you can see, parallel parking and backing-up should probably be avoided when driving it as the result could easily be a damaged dog.

05

This particular Wienermobile was not as big as you would think up close, but was every bit as cool as you would expect in person!

06

The inside was bright with large comfortable looking seats.

07

Surprisingly, it also sported a state-of-the-art sound system and flat screen monitors as well.

08

The license plate was of course personalized and fully appropriate.

09

There have been many models of Wienermobile since its inception in 1936, though the overall look has remained surprisingly consistent.

10

The Wienermobile staff also still hand out small whistles, though these were not brightly colored, though they instead glow in the dark.

11

As we were walking away my youngest thanked me and said that we always went on the coolest adventures, to which I had to agree.  If you ever see a large wiener on wheels, do yourself a favor and check it out!

January 14, 2012

Management by Anger

How many of us have seen, heard, or been on the receiving end of a supervisor, or manager, yelling or losing their temper at work?  Based on my experience working for all types of employers, I am guessing the number is very high.  Since many employers today are more leanly staffed, with correspondingly high workloads, it is probably happening even more now than in the past.

The reason I bring this up is because I do not think it is talked about near as much as it should be.  Yelling or losing your temper at work in many instances probably does little to correct whatever behavior triggered the response and indeed may needlessly create other, likely larger, problems for all concerned.

When someone yells or “goes off” on you, how do you react?  Are you inclined to be more introspective and say or think “gee, I really screwed up and need to correct myself?”  Or is your reaction more likely to be “wow (fill in your bosses name) is really acting like a (fill in your favorite cuss word) today?”  I am guessing that more would agree with the latter than the former.  Since most people have probably figured this out when they were young, why do many of us still use anger when managing others?

Without getting into the psychology of it, which is far better left to those with clinical backgrounds, for whatever reason they are doing it, and it happens a lot!  An example of what I am talking about occurred when a young Army officer became upset with a seasoned subordinate soldier because she failed to follow a process correctly.  The officer yelled at the soldier who became so upset that she cried and he angrily dismissed her.  She left his office, visibly upset, and was called into the Commander’s office as she walked by.  He asked her what was wrong and she said that she just spoke with her supervisor and he yelled at her for something that was done by another soldier. He was so upset that he did not allow her to explain that important detail to him.

The officer ended up being “talked to” by his supervisor, the Commander, which could have been avoided had he simply not allowed his anger to control his actions.  The soldier he yelled at also lost respect for her supervisor, which negatively effected office morale.

Another example of management by anger happened when an assembler in factory accidentally dropped some expensive precision bearings on the ground that he should not have moved in the first place.  The manager yelled at the employee who then yelled right back at his boss!  Unfortunately, for both, the general manager was in the area and overheard much of the exchange.  Both manager and subordinate were severely disciplined as a result!

In another situation, a supervisor in a sales division yelled at an employee for being late the minute he stepped into the office in front of several other staff members.  The employee had already been talked to and disciplined once for the same offense and the supervisor really needed him that morning.  Unfortunately, the employee later told a friend what had happened and he told his neighbor who was at that time considering doing business with the company.  The neighbor decided, in part due to the incident, to take his business to another “more professional” organization.

Unfortunately, I could provide many more examples, but regardless of whether the employee deserved it or not, the majority of the outcomes were negative for the organization as well as the individuals involved.  What truly amazes me is that, though most of us know this, the behavior of managing people by anger continues in organizations everywhere.

In managing employees, the goal should be to simply correct undesired workplace behavior, whenever it happens, and encourage productivity, however that is defined.  Managers and supervisors should not take advantage of an employee’s inappropriate behavior to unload on her or him, however much they feel it is deserved.  Even if it is deserved, and we all know this, the behavior really will not get fixed that way!

When faced with these situations, managers and supervisors who are really upset at an employee should do the following;

  • Be sure to get all the facts before to talking to the employee (this is often not done but can make a big difference in your understanding of the situation!)
  • If it can wait, delay having the conversation until after you have calmed down
  • If it cannot wait, do what it takes to calm yourself down first, or have someone else talk to the employee instead
  • Once you do speak to the employee, ask them to tell you what happened and do not assume, even if you think you have all the facts, that you know why or completely how a certain situation happened (i.e., giving anyone a chance to explain their actions, will almost always help in successfully resolving situations)
  • When they speak be sure to really listen to what they have to say and reserve your judgment until after you have completely heard and understand their explanation
  • If it is a complex situation, take whatever time you need to fully understand it, so you will be able to come up with the best solution
  • Lastly, even the best employee has an off day, so when you are thinking about how to respond to a situation, be sure to take that into consideration as well!

A lot of solid research has been done try to understand human behavior, and misbehavior, especially within organizations.  Nonetheless, the art of managing people in professional organizations is still very much in its infancy, so when you are practicing your particular craft the golden rule still applies!

April 16, 2011

Finding a job these days…

Countless articles, books, and blogs have been written about finding a job.  Most were typed with the best of intentions and all have their own perspective on how best to do it.  I know because I have read more than my share of them over the years and found much useful information in some, though others were definitely lacking.

The reason for the disparity is as varied as human nature.  Some are written clearly with the hope to make the writer famous, sell books, or build a consultancy.  A lot of them are based on the writer’s own experience gained in one particular industry, with only certain types of jobs, or in one region.  All of this is fine within a particular niche, but it may not work at all for different jobs, places, or circumstances.

These days many employers have down-sized significantly, competition is generally global, and uncertainty is rampant.  Traditional ways to find work probably will not help you to get a job.  This is made even more challenging by modern technology where the resulting hyper-connectivity to information and people is completely unprecedented in human history.  This fact alone has changed many things, including finding work.

I have been a job seeker several times in my life and most recently last year.  Having worked in Human Resources for the majority of my career, in jobs ranging from Personnel Specialist in the Army to Vice President of Human Resources for a global service sector corporation, I have a lot of experience in hiring people.  My master’s degree is in Human Resources and my PhD is in Industrial/Organizational Psychology, so you would think I would have all the answers when it comes to finding work.  Well, 15 very long months of seeking full-time employment taught me otherwise!

Why?  Two major reasons really.  The first is the economy.  Even now, when experts say it is improving, many employers are still understandably hesitant to add staff to their payroll.  In fact, a glance of the news shows that many state and local governments in the United States, for example, are still receiving less revenue and most if not all are working to cut their budgets.  This will translate into more employee lay-offs. In the private sector things are not much better as employers are still slow to hire new workers.  When employers do decide to hire they are overwhelmed by the sheer numbers of applicants and that decreases the odds of getting hired for any job seeker.

Employers’ responses to being inundated with applicants causes the other major reason finding a job is so challenging these days.  In order to manage the process, all the applicants must be screened (filtered) to a number that the employer can reasonably assess and hire from. They do this many ways but the majority of processes amount to selecting only the most qualified candidates to seriously consider for a given job based on some criteria.  “Qualified candidates” in this instance often means only those with highly specific experience and training are given any consideration at all.  From the applicant perspective, it feels like you must have the perfect background to be hired for any job, when in reality for many positions you really do not.  The prospect of getting hired these days appears about as likely as buying the winning lottery ticket from the local convenience store.

Having said this, what advice would I give a job seeker now?  My best answer, admittedly based heavily on my own recent experience, is as follows:

  1. Do not give up, even though it may take a while.  Jobs exist and you will get one.
  2. Take care of yourself, eat right, exercise, and get enough sleep.
  3. Find time to relax.  If you appear to be stressed out, it will show!
  4. Decide what types of jobs you are “currently qualified” and “willing” to do.
  5. Research the employers that hire those types of jobs and learn everything you can about the industry, the work, and especially how they hire people (most public libraries have free Internet).
  6. Apply to jobs using methods that they favor based on your research, follow-up, and apply to others.
  7. However you decide to apply, make sure you present yourself honestly and in a fully professional manner (both on paper and in person).
  8. Network with professionals in the field and let them know you are looking.
  9. Be creative and dedicated in your search efforts.  Wishing or getting angry, or depressed, will not help get you a job.
  10. Believe in yourself!

Make no mistake not having a job is an extremely humbling experience for anyone!  You are not alone and you will find a job if you keep at it.  Good luck, though unlike buying lottery tickets, that probably has little to do with it these days!

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