Positioning strategies seek overall to influence people to think that there is something different or ultimately unique about this company, product or set of products.  It is not unlike insurance or perhaps prescription pharmaceuticals being an intangible good or set of goods.  Selling the prestige of an alcoholic beverage might be said not to be far off as well.

If “people” cannot see anything unique , then economic factors such as price , and price alone come into play and govern the purchasing decision or set of decision. This so to speak is not a place that you want to be.

The company’s products or services then are little more than sheer commodities or put another way the employee or groups of employees become little more than numbers on the ledger of head offices or management and its all about “production” sheer production alone. Thus no extra effort , or efforts need to be made to shield staff ( production centers) from the ravages of moronic management and supervisory staff. Not a good place to be in the sun .

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It might well be said in life that the lesson is that ultimately we control little and we have little control over others and ultimately even ourselves.
Yet many types continue this passion to the gates of insanity or at least into their lives of managers.

You would think that this lesson would be apparent to these people of high intelligence and motivations (?) ….. You might think that they would be most concerned about the time spent away from employees . Yet it seems their biggest preoccupations seem to be proving to their staff the golden rule – that is alternatively “those that have the gold rule ” or “the rules are golden and they are My Rules”.

It might be said “Who Cares ?” or ” Little things for little minds”
Yet these types persist – into the gates of insanity or at least abject foolishness or foolhardiness.
Worse yet its a case of monkey see , monkey do as they follow the example and examples of long gone or long dead managers who preceded them.

What a bunch of stupid people and downright morons !

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An interesting case of the huff and puff of William Faulkner’s “The Sound and the Fury”  when in the end it all means nothing

Recently at a local auto dealership a sequence of events happened

First email stops. It turns out that an IT tech is called in.  The sales department is not getting email from the high powered online application form.  The computer and Outlook Express log on check out.  It worked before .  Passwords had not been changed on the Outlook Express nor email settings.  The IT tech determines that the issue must be on the “server side”

All is forgotten until Monday after the weekend when the tech is called again in a panic.  First its no email.  Next its no website.

It turns out the web host was not renewed. No one on top of that knew particulars – host , log on etc.

Once the host was up still no email nor website on the internet.  DNS Queries and Google Yahoo searches are blank.

The owner of the place keeps going back to Google checking like a dog looking for a lost bone under the blanket expecting his website to magically appear

It turns out that the domain name  had not been renewed either , had lapsed and was in a suspended mode

Again no clear cut lines of authority , records or delegation

What a foolish waste of time and energies

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Had enough of the jerks or jerkettes ?   Its amazing how people don’t do the simplest things at all.  A person without savings is like a ship without a rudder ready to be tossed and turned by any and every storm of even wisp of wind coming their way

Have a reserve set of capital.  Its your tax so to say.  Veteran broadcaster Bill Oreilly was taught by his father to put away 15 % of each and every paycheck automatically without question.
“It is your TAX”  the father taught.   This way you have a reserve fund that if the times or place is not your liking you can “shove off”  or at least have options in your mind rather than shaking like a neurotic poodle

If not then begin saving money and capital today to help see you through the next phase of “your career”.  If nothing else the job at “the new/ next place”  may be entry level than your current position.    Its no secret that many bosses you get in life may increase pay just to make it hard for employees to leave – or at the least highly inconvenient

People it seems in 2010 seem to live to their means – if not 10 to 25 % more.   You can thank credit cards for that

Pay and a lifestyle are highly seductive it seems

Once you move on – your reduction in pay will be only temporary.  Being happier ( and healthier mentally) in your new place you should rocket up the productivity and pay scales no doubt.

Keep and develop a resource source of funds and capital .  Its fairly basic and standard.

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Remember in the end two phrases that are time tested “Time heals all” and “All things will pass”
Take great heed in the belief that in the end remember that that “this too will pass”. While you may indeed feel trapped in a job that you really hate right now – at this moment in time – take comfort that you will not be in this situation or place for ever ( or so you dearly hope)

Ultimately you are in charge of your career. Thus you can begin your job and career search and searches immediately for something and someone – that can only be better even if a marginal improvement and a host of improvements

Keep you chin up and upwards – keep a most positive outlook. Once you leave and move on ( as no doubt in your mind you will and must) it all will fade back into the past into oblivion. One big nightmare to be forgotten post haste

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People that you somehow can not – or wish to never understand .  The “Ted Stevens”  types in the wide wide world.

There are simply those difficult do to say the least do not do what you want them to do – and to say the least you do not know what to do about them – to put it simply and mildly.

Turn the tables.  You do not have to be the victim anytime nor anymore. While you cannot change “difficult people” , as much as you wish and dream – in some manner you can get them out of their shell and somehow communicate with them.

Well perhaps. All in all it is a matter of knowing how to get under their skin , into their mind and mindset when they are behaving “badly”.

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You may well of had a situation at a border crossing of being asked “Where were you born ?”. Puzzling you may think as I am an “American ” with a valid American passport and documentation. Why should I be asked “Where am or was I born ?”

In the same way you may be asked in a job interview about absences at work and your attendance record. This may even be for an interview for a firm that either pays by a commissions structure or in its mind gives lip service to phrases such as ” First and foremost we reward results…. we…. solid performance.” Its a case of lack of comprehension of simple concepts or / and dealing with idiots and morons. A little knowledge can be said to be a dangerous thing in the hands of less than proficient management.

What should matter first and foremost is results – your productivity and as well ( perhaps) consistency. There are no shortage of apparently loyal employees and various workers “screwing the dog” aka putting in time., all for that large pension or “golden handshake ” at the end of it all .
It could be said that the bonus system of management for the American auto industry and financial system is delusional and indeed theft and is more than a false measure of job performance and productivity. However in the end someone has to pay the piper . Hopefully that is someone else than you , somewhere else.

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Another standard interview question or query that indeed evolved into a classic joke with a punchline is along the lines of   “If you could be anyone in the world who would you like to be or have you often wished you were born as someone else in another family setting ?”  In the humorous version the answer given to the puzzled interviewer is  “Alberta Pipilini”  .  The puzzled interviewer ponders the answer  – not understanding the answer or knowing who the person of fame  Alberta Pipiliniis or where she resides , and in what capacity.

This is a psychological question  with deep hidden  inner meanings and desires revealed.

It turns out that when the interviewer reframes the question – that the person in question is not  person in the flesh but rather the oil pipeline of Alberta (Canada)  (Alberta pipeline) , who the interviewee ( most likely female) , and  that “Alberta Pipelini was laid by a thousand men in the course of six months”.

Well at least the interview question ruled out one candidate on the grounds of intelligence or perhaps helped choose a new executive secretary for the boss.

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Imagine your boss as the manager and supervisor of a school-bus

Here he is indeed after a careful search and hiring process by the below questionnaire – no expense  ( of the expense and travel accounts )  was spared in the search for accurate testing process for new hires and company presidents.

The much fabled “Xerox PSS Course”  ” Sell me that pen” ,  could be summarized as little more than close to $ 5,000 spent hire or trained monkey all to learn to repeat the phrase – “hmm”

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A classic tale of a gastic ulcer – its development , growth under the stress of work related moronic causes :

Ulcer at Work

Excellent noir-type film about pressures facing a white-collar worker whose ulcer drives him to…

Ulcer at Work (1957)

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Excellent noir-type film about pressures facing a white-collar worker whose ulcer drives him to psychological extremes.

This movie is part of the collection: Prelinger Archives

Director: Ned Hockman

Producer: Dwight Swain

Production Company: University of Oklahoma

Sponsor: Oklahoma State Department of Health

Audio/Visual: sound, b&w

Keywords: Mental health; Ulcers; Motion pictures: Film noir

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Run time: 28:38

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From time to time the role of management interaction on the sales floor , out on the sales territory, in the field or perhaps on the factory floor is asked for or about.  Its a puzzle.  Sometimes the answers given vary – positive beneficial effects , core integration ,  working with or coordinating with customers , fact finding , improving efficiency or morale , “interfacing”  , problem solving , core focus groups , “getting down to basics”  or “sticking with the knitting”, are given or bantered around as answers to this ongoing question of intrigue.

Yet if the answer was one of finding out what customers wanted or how they wished to be treated was the reason or answer – would not a simple phone call , email or question of the person out on the floor or in the field suffice ?  If it is to improve “morale”  , then why all the harassment of workers out on the floor, and of having to pretend that they really enjoy the whole procedure and event.   Sure it is fun like pulling teeth.  If is similar to your local dentist placing a neon sign on his business Dr. so and so dental clinic and “Fun Zone”

In the end it can be said that in the  end it is nothing more than power and a power trip.    It is all about teaching the underling “”who is boss” , putting them underfoot and underway ,  reminding them of the perks of management afforded to the superior and that they should “know their place” both in the pecking order of the firm or organization, while in the process obtaining air points and charge card visa / Amex/Mastercard premium points.

It is an amazing thing that most employees function in spite of these evil charades and downright foolishness.  What a bunch of morons these management types.   It makes the Hindu caste system look good .  At least the Hindu Caste system is benevolent to a great degree.

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Any of a number of outward manifestations or traits can well provide a better idea , an insight or insights into what your boss / supervisor / manager is really like and what really portends his mind or what perhaps goes on his / her or its little mind.

Never mind the little chatter ( none of which is off the cuff) that comes out of their mouths. What is really going on . What are the real concerns and area of focus ? That is other than getting into power – to be in the real position to effect change towards what they feel is “right ” “proper” or to drive that big new Cadillac perk – never mind that the vehicle of choice has now moved on to new models and types. So much for progressive proactive thinking. Its all still way back there in the “stone age”.

As an example and case in point one manager went on at great lengths regarding a discussion he had with a novice , and still relatively untouched , marketing type. The conversation was about the skills – or better simply put coercive management skills of Atilla the Hun. Atilla was widely successful in conquering and tormenting vast areas of geography. He was known as the evil Rasputin of his day. Still he not only was successful , he was an effective manner of men. Atilla did not do the work himself but by command of the troops. The summary of Atilla’s management style was that troops showed loyalty to Atilla and Atilla rewarded the troops.   It all depends which side of the fence or side you are on .     Good and evil is only subjective.  If you are on Atilla’s side the rape and pillage and rewards would be great.  If on the other side of the victims’  then not so good.  The message to any listeners was ” I am a bastard ” but if you show loyalty to me and my projects I will reward you greatly. “Get with the program”

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It can be said that desperation yields more desperation .   If one needs proof or reassurance of this one only needs to look at targeted ads , want ads and blogs.  Generally if there is not a market for a good or service it will die out.  The lessons will be learned at some point and this or that type of ad or promotion will die off.

For each ad or promotion there is generally a chosen group or groups of buyers or purchasers.

Remember at one point not long ago the norm of management gurus was to speak of the coming 4 day week.  Its only government civil servants who seem to have the wonder of a four day work week.

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Discussions with corporate authority figures almost always utilize the questions of

1) Where do “we ” want to go ?

2) How will we get there  ?

3) How we will measure how far we have gone or when we get there ?

there are endless varieties on these themes

Along the way the maxims can be spiced or jazzed up with:

-  What went right ?

-  What went wrong ?
-  who to blame ?

- who not to blame ?

- who was there ?

- who was not there ?

- what was discussed ?
- what was not covered ?

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- how did you or we handle ourselves ?

the stupidity never ends

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