The 2008 election was truly a historical one for our country. It was the first election I truly followed our competitive democracy. At first, I wanted Hilary Clinton to be elected in office. When she wasn’t nominated, I stood behind Barack Obama and was hopeful and excited by his prospects for the future of our country. When he was elected, I was surprised that he won the election with such a majority of the vote. I can’t wait to see what the next four years holds for us!
I hope our country and government can put their personal differences aside to work with the president elect in using mindful dialogue, which goes beyond an individual commitment to dialogue to embrace the notion of "thinking together" in innovative and creative ways (web lecture) to help our country out of the economic depression we are facing.
Thursday, January 15, 2009
Wednesday, January 14, 2009
Integrity - Chapter 11
The text describes integrity as a mindful state of acting purposefully to fulfill the promises and commitments a person makes to others. It is also associated with honesty, openness, commitment and trust (p. 346). Integrity is a highly desired quality in the workplace and within peoples’ personal lives.
When I think of integrity in the workplace, I look to management to set a good example for their employees. I believe management should be open and fair in regard to their employees’ well being. However, this wasn’t the case at last job. My manager was a peer for a few years before she literally stole my previous manager’s job to take her position. She threatened to quit unless she was given the position as the CEO’s admin. Management liked her so much that they granted her wish and moved the former CEO’s assistant to a different department and position. Once she became our manager she would stop at nothing short of constantly lying to us and gossiping about our fellow colleagues. Her main goal seemed to be to turn us against each other and make her look like an angel to her superiors. She couldn’t keep anything confidential and she loved to air everyone’s dirty laundry. It made me sick and so sad for my once close-knit admin group.
No matter how hard we tried to get management to realize how manipulative she was, they didn’t seem to notice or care. She had them wrapped around her fingers and there was no way of stopping her. Rather than add fuel to the fire, I did everything I could to avoid causing tension between us. I wouldn’t participate in her deceitful banter and I made sure not to gossip about her with the other admins.
Thankfully, I left the company to watch my daughter and finish school so I am free from her toxic grip. I still find myself wondering why someone so completely insecure could manage to have so many fooled for so long.
When I think of integrity in the workplace, I look to management to set a good example for their employees. I believe management should be open and fair in regard to their employees’ well being. However, this wasn’t the case at last job. My manager was a peer for a few years before she literally stole my previous manager’s job to take her position. She threatened to quit unless she was given the position as the CEO’s admin. Management liked her so much that they granted her wish and moved the former CEO’s assistant to a different department and position. Once she became our manager she would stop at nothing short of constantly lying to us and gossiping about our fellow colleagues. Her main goal seemed to be to turn us against each other and make her look like an angel to her superiors. She couldn’t keep anything confidential and she loved to air everyone’s dirty laundry. It made me sick and so sad for my once close-knit admin group.
No matter how hard we tried to get management to realize how manipulative she was, they didn’t seem to notice or care. She had them wrapped around her fingers and there was no way of stopping her. Rather than add fuel to the fire, I did everything I could to avoid causing tension between us. I wouldn’t participate in her deceitful banter and I made sure not to gossip about her with the other admins.
Thankfully, I left the company to watch my daughter and finish school so I am free from her toxic grip. I still find myself wondering why someone so completely insecure could manage to have so many fooled for so long.
Tuesday, January 13, 2009
Differentiation - Chapter 10
Differentiation showcases a product or service’s unique or special qualities that are offered by a company. I believe most companies strive for differentiation to remain competitive in today’s turbulent market. Consumers can be finicky, demanding and have a high level of brand awareness (especially in the Bay Area).
Burberry is a company that has been successful in the differentiation of their scarves. They sell cashmere scarves made in Scotland or England for $265 to over $500. The scarves are beautiful, soft, warm, cozy and of high quality cashmere. However, not just any scarf manufacturer would be able to sell their cashmere scarves for well over $200. Burberry has succeeded in building their brand with a strong differentiation and high brand awareness in the marketplace. Consumers feel that when they are purchasing a Burberry scarf that they are purchasing a high quality piece of luxury.
Burberry is a company that has been successful in the differentiation of their scarves. They sell cashmere scarves made in Scotland or England for $265 to over $500. The scarves are beautiful, soft, warm, cozy and of high quality cashmere. However, not just any scarf manufacturer would be able to sell their cashmere scarves for well over $200. Burberry has succeeded in building their brand with a strong differentiation and high brand awareness in the marketplace. Consumers feel that when they are purchasing a Burberry scarf that they are purchasing a high quality piece of luxury.
Monday, January 12, 2009
Chapter 9 - Equity Theory
I strongly relate to equity theory. Equity theory examines the role of perceived inequities in the reward-to-work ratio (p. 292). At the last company I worked for my title was administrative assistant. It should have been executive assistant because I supported an executive manager. I worked there for eight years with high performance reviews annually. However, I was not alone with my title not matching my job description. A lot of the other admins had been there just as long and supported executives, but we still had the titles of administrative assistants. It was discouraging. We’d talk to HR and they said we could call ourselves whatever we wanted to the public, but they couldn’t give us the title of executive assistant. The most frustrating part was that there was never a clear answer as to why. We felt as if we were undervalued for the dedicated years of outstanding service we provided the company. It made the other admins and me extremely frustrated and it led two of them to leave the company in search of new jobs.
Finally, after years of struggle the company decided we could have the title of executive assistant, but only if we received outstanding performance evaluations for the next two years straight. We weren’t any happier with the news that we had to wait two years to receive the titles we deserved, so needless to say we still felt underrewarded for our efforts.
Finally, after years of struggle the company decided we could have the title of executive assistant, but only if we received outstanding performance evaluations for the next two years straight. We weren’t any happier with the news that we had to wait two years to receive the titles we deserved, so needless to say we still felt underrewarded for our efforts.
Thursday, January 8, 2009
Hegemony
I believe that Hegemony, which refers to the dominance of one group over another, still takes place in today’s society. We have come a long way in our quest for equality in the workplace. However, we still have our issues when it comes to management dominating the workplace. Many employees feel they have no choice but to support managements’ rules, regulations, and many of their other practices. They are either fearful of stating their opinion or take for granted that they do or should have the right to have an opinion in their companies’ practices.
Don’t get me wrong, I believe there needs to be different levels of hierarchy in the workplace in order for a company to be successful and function properly. However, I also believe that employees should have the right to call out or question authority. Corporations may have benefited from listening to their employees concerns, views, ideas, suggestions, etc. in the cases of many of the struggling automakers, banks and mortgage companies. Many of the faltering companies would have suffered less had they listened more to their employees by checking their egos at the door.
Don’t get me wrong, I believe there needs to be different levels of hierarchy in the workplace in order for a company to be successful and function properly. However, I also believe that employees should have the right to call out or question authority. Corporations may have benefited from listening to their employees concerns, views, ideas, suggestions, etc. in the cases of many of the struggling automakers, banks and mortgage companies. Many of the faltering companies would have suffered less had they listened more to their employees by checking their egos at the door.
Wednesday, January 7, 2009
Socialization - Chapter 5
I think anyone who has ever had a job can relate to socialization in organizational cultures. At my last job I participated in socialization with the following three stages:
I participated in anticipatory socialization by learning about the company I was going to work for before I even had the job. I wanted to show my interviewees that I had taken the initiative to learn about the company I wanted to work for. I believe it had a strong impact on why I was chosen for the position.
I participated in organizational assimilation by learning the requirements of my new job and what was expected of me. I learned out how to behave around my fellow coworkers and management. I used this to my advantage because I learned which employee to go to for insight on a particular task, should I require help.
Finally, my organizational turning point came when my boss left my facility to work at our site in Singapore. We had developed a strong bond and had a wonderful working relationship. It was so hard to see him go, but I supported his decision and had a positive outlook for my future at the company. However, I faced another turing point when I became pregnant with my daughter. I realized it was my opportunity to stay home with her and finish my degree. I knew if I continued to work that it would be hard to keep working on the degree I have worked so long to get.
Needless to say, I am happy with my decision. If all goes as planned for me, I hope to have my degree at the end of 2009.
I participated in anticipatory socialization by learning about the company I was going to work for before I even had the job. I wanted to show my interviewees that I had taken the initiative to learn about the company I wanted to work for. I believe it had a strong impact on why I was chosen for the position.
I participated in organizational assimilation by learning the requirements of my new job and what was expected of me. I learned out how to behave around my fellow coworkers and management. I used this to my advantage because I learned which employee to go to for insight on a particular task, should I require help.
Finally, my organizational turning point came when my boss left my facility to work at our site in Singapore. We had developed a strong bond and had a wonderful working relationship. It was so hard to see him go, but I supported his decision and had a positive outlook for my future at the company. However, I faced another turing point when I became pregnant with my daughter. I realized it was my opportunity to stay home with her and finish my degree. I knew if I continued to work that it would be hard to keep working on the degree I have worked so long to get.
Needless to say, I am happy with my decision. If all goes as planned for me, I hope to have my degree at the end of 2009.
Tuesday, January 6, 2009
Chapter 3 - Human Relations Approach
I really enjoyed learning about the human relations approach created by Mary Parket Follett, Elton Mayo, and Chester Barnard. The human relations approach believes that all employees want to feel united and tied to a big cause that makes them feel worthy. Employees want to feel as if there is significance in their work and a point to their living (p. 82).
I can relate to this theory because I believe large majorities of people like to feel that they are making a difference in their place of employment. Years ago employees had no say or input in a company’s business decisions. However, we have come a long way in our companies’ management styles. A majority of managers are more open to hearing their employees’ thoughts and ideas. They care more about their employees and want them to be happy. They realize a company’s success is not only dependent on management, but also on employees. Many corporations are aware of this and offer employees in all positions opportunities to contribute and make a difference in their organizations.
I can relate to this theory because I believe large majorities of people like to feel that they are making a difference in their place of employment. Years ago employees had no say or input in a company’s business decisions. However, we have come a long way in our companies’ management styles. A majority of managers are more open to hearing their employees’ thoughts and ideas. They care more about their employees and want them to be happy. They realize a company’s success is not only dependent on management, but also on employees. Many corporations are aware of this and offer employees in all positions opportunities to contribute and make a difference in their organizations.
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