Tag Archives: workplace culture

No Thank You for Old Men

It’s only two, measly words but used a certain way they’re legitimately powerful with the ability to influence as well as induce. Who would think that such a scrawny phrase in the English language could strike so at the hearts of men, effectively altering their perspectives and often, their deeds along with it?  In everyday life and the workplace, their judicious use can initialize joy, camaraderie and peace in almost any circumstance.  So why then would some blatantly refuse to recognize and use them?

If you haven’t figured it out by now, I’m talking about “thank you”.  It was one of those very, first life lessons we were taught at an early age: say thank you and please.  The backbone of all good manners, the words “thank you” are a tool often overlooked in man’s repertoire enabling him to interact in his world.  At home, on the block and in relationships, the absence of them will quickly erode trust and turn associations sour. Continue reading

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When a man can’t look you in the eyes

The simplest and most pronounced example of respect and consideration that we can afford each other as human beings is to make eye contact when we address or meet one another.

It’s straightforward, costs us nothing and shows that we’re not only listening to the other person but also that we mean them no harm.

It’s a guileless thing; something done that we possibly take for granted because we might consider it of little consequence to anyone.  But we would be so wrong if we did because once it stops happening, all we’re personally left with is vague supposition as to why the slight is occurring. Continue reading

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Filed under jobs & joblessness, Life and Society, Opinion

Spoons!

A tool of utility or a cause-and-effect artist?

An eating tool or a cause-and-effect artist?

I bet you didn’t know that spoons can get up and walk about.  You didn’t know that, did you?  Well, make no mistake they can and as they’re walking around they’re continually stirring the pot of adversity, either on the job, in our relationships or just nastily in the general scheme of everyday life.

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Gravity and the stuff that rolls downhill

There is a well-known and equally accepted principle out there that fecal matter rolls downhill.  You’d think it has behind it years of empirical study, qualified by countless experiments in the movement of mass and the velocity that said mass can obtain when traveling towards the one who’s trying to duck it.  You’d think that but in today’s workplace, there exists an anomaly that threatens to turn the tenet on its head and change the dynamic of the environment for years to come. Continue reading

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Managers and the importance their of sweat equity

When I set out to write this, I had no idea that SE was such a recognized and defined concept.  It was a theory that I readily grasped and tried to adhere to but I didn’t expect to find as much written about it as I did.   Look at these definitions I found online.

The Encarta English Dictionary (North America) defines it as equity from contributed labor, aka equity in property earned by virtue of carrying out manual work to improve the property or make it habitable. 

Wikipedia defines it as an interest or increased value in a property earned from labor toward upkeep or restoration or value added to real estate by owners who make improvements by their own toil. 

And good old Webster’s (the book, y’all) says that it’s the owner’s labor on improvements that increase the value of their property.

And even though there was no definition of the concept pertaining to the workplace, it’s easy to fit the idea into workplace culture.  You exchange “homeowner” for employee, manager or worker and “property” for workplace, department or business and the definition fits nicely.  But regardless of how well it fits, it’s an idea that seems to be foreign to many of today’s managers.

Put simply, workplace sweat equity is stake or interest in a department, project or endeavor driven by the labor performed by individuals with stake in those entities and managers that bring none to the table are causing damage to the continuity of their departments and continued health of their charges.   It’s delegation of authority on steroids that’s gone berserk.  It’s laziness to the extreme, often sanctioned and more managers in today’s workplace get away with it than you’d realize.

Maybe it’s because they don’t recognize what the loss is when their physical input isn’t made readily available.  That’s possible since there’s a lot more at stake that’s intangible than what easily meets the eye in those types of situations.   Such incorporeal advantages are things like

  • Departmental respect and cooperation
  • Low stress levels
  • Points for higher wage negotiations (for all parties)
  • Camaraderie

On the other hand, it’s more than likely that those who do not provide any type of assistance to their staff know exactly what they’re doing and are simply taking advantage of their manager’s privilege, real or imagined.  They do nothing because they know they can and will still get paid.

Over the long run though, they ultimately lose because such inaction can’t go unnoticed forever but it could take more than a little bit of time to be brought to the forefront.  Unfortunately, with stress lurking as the silent killer in the workplace, time is often exactly what employees in those types of situations don’t have.

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Filed under Health & Welfare, Opinion, workplace relationships