Jerk Bosses I have Known and Endured Dedicated to Those Poor Souls Who Survived in Their Jobs and Prospered ” In Spite of Management”

It does not take a genius to discover why the American and western financial systems are in such trouble. It all boils down to a number of very simple concepts.   Respect for others, hard work and morality.
Sadly most in “upper management” understand any of these simple concepts.   If you take a simple hamster as an example the simple animal exhibits, portrays and even intuitively understands three basic concepts
1) Always to be inquisitive and interested – always looking around for more and new sources of income flow so to speak in the form of nourishment
2) Never to bite the hand that feeds.  On top of that hamsters even seem to display a form of gratitude to those that provide for its living
3) If given or if the animal finds an amount of food – it will promptly hide the food away for storage for later use during non peak or off peak periods.  In essence this can be said to be “saving” or “investment” or simply planning ahead.
Contrast this to the recent display of American auto executives and their requests for funds from Congress.
First neither they, their workers nor union leaders seem to understand that they have been in a privilege position in terms of taking advantage of American auto consumers for years.  Brand loyalty, and a tariff system that protected against foreign imports were their shields of honor.
Yet as those came down and were eroded -  consumers bought “foreign cars” and developed brand loyalty to these lines – even growing through them as they prospered and advanced in life – much like the original General Motors model of starting with a Chevy and working up the various lines of GM products in their lives and their prosperity to an eventual aim of a Cadillac or worse a Buick model car the American auto executives in their wisdom decided in the 70’s that proudly “We do not want to build econoboxes” .   This was either for reasons of pride, ego or earning /profit per unit.  If forced to the wall G.M. (the market leader of its time with the most resources of any auto manufacturer by far) developed and built such forerunner quality products as the Chevy Vega, and at Ford – the Pinto.  As a result those young people entering the automotive market as a first time buyer purchased such vehicles as Damsons and Toyotas.  These people grew through life and most likely are now driving Toyota or Nissan products in the form of luxury Lexus or Infinity products.
Even after such an ordeal and teaching experience of life – you would think a humbling experience what do we have – Auto executives flying in corporate jets to demand money from congress. No preparation. No business plans what so ever.  Indeed the only result from the whole exercise seems to be a concern to shield the specific use of GM corporate jets.
One can say what else you can expect from a group of monkeys. Legends in their own minds. Putting in times in order to obtain perks and lord over their subordinates.

Nov. 27 (Bloomberg) — General Motors Corp., criticized by U.S. lawmakers for its use of corporate jets, asked aviation regulators to block the public’s ability to track a plane it uses.

“We availed ourselves of the option as others do to have the aircraft removed” from a Federal Aviation Administration tracking service, a GM spokesman, Greg Martin, said yesterday in an interview. He declined to discuss why GM made the request.

Flight data show that the leased Gulfstream Aerospace G-IV jet flew Nov. 18 from Detroit to Washington, where Chief Executive Officer Richard Wagoner Jr. spoke to a Senate committee that day and a House panel the next day on behalf of a $25 billion auto-industry rescue plan.

Representatives at the Nov. 19 House hearing including Democrat Gary Ackerman of New York faulted Wagoner, Ford Motor Co. CEO Alan Mulally and Chrysler LLC CEO Robert Nardelli for taking private jets to Washington to plead their case.

“Couldn’t you all have downgraded to first class?” Ackerman said.

Symbol for Critics

Critics of a federal aid package for GM, Ford and Chrysler spotlighted the exchange to attack the money-losing companies as undeserving of a bailout. GM, the biggest U.S. automaker, has said it may run out of operating cash by year’s end without government loans.

The Gulfstream jet was leased from GE Capital Solutions in Danbury, Connecticut, a unit of General Electric Co. After the plane’s latest flight to Washington on Nov. 25, and from there to Dallas, its movements could no longer be tracked.

An FAA spokeswoman, Laura Brown, said she couldn’t immediately determine whether her agency had granted GM’s flight-privacy request. “We do this routinely” for aircraft owners, she said yesterday. “They don’t have to have a reason” for requesting the block, she said.

The FAA tracking data don’t identify who is aboard the flights.

GM also has seven planes in its own fleet. All were grounded yesterday, said a spokesman, Tom Wilkinson. Two are for sale and two are in the process of being listed for sale, while Detroit-based GM plans to keep three, he said.

The leased Gulfstream has made 10 trips to Washington this year, including three since October, according to data compiled by Houston-based flight-tracking service FlightAware.com.

GM said it often sub-leases the airplane to other users. GM officials said company employees weren’t aboard the jet on the final Nov. 25 flights before its movements ceased being tracked.

http://www.bloomberg.com/apps/news?pid=20601087&sid=afrKemH3i.2Y&refer=home#

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You would think that after all the elaborate (?) hiring practices , and all the training and costs involved that management would in general trust their hired employees.  Indeed its the other way around.  In the case of the “Cloner”  or “Cloner Seeker”  its as if the prison guards had hired the criminals.  Its the way of the Romans . One boss.  The boss rewards the “soldiers in the field”  who after all want his or her job.  Since the hiring is only of clones all think alike and its not as if the whole process of thought is unreasonable or imaginary or even pathological in any manner.  One twist or mistake by the head shark and its all over.  The rest of the sharks ( who were hired for their approved traits) will move in for the kill.  No  one can be trusted.  What a pathological situation.  What a bunch of morons.

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Send In the Clones

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It might be said that “if you cannot trust your family whom can you trust” ?  In the same or similar manner it can be said that if you cannot trust your employees whom can you trust ?    In a way its a similar fate that awaits father who as young women scoured the field of life plundering all the women they could in their paths.  The ultimate revenge of life for these wonderful souls is to bear daughters as children. Now its life revenge.  The said father will lie awake at night , while their daughter is out at the movies , a simple date , or simply earlier simply playing with a young man at kindergarten.  The reasoning is that everyone else “has” to think like them.  There is only after all only one way to think , one way to act.  Their can be only one winner – and of course it is them.  Jesus’s gift to the world all in themselves.

In a similar manner these “managers”  tend to regard any hard working employee , whom they did not hire,  as a direct threat.  A clean broom sweeps all is the catchphrase. Out with the old ( especially older , even elderly employees who may do the work of five “boys” or “girls”).  You would think that every attempt would be made to keep these most valuable employees.  Yet the exact opposite is more than true.  Its almost a vendetta to get rid of these most valuable , seasoned employees and to  ” place their people”  in those positions and indeed positions of trust and power. Its stacking the deck , or the game so to speak.

The fallacy of problem with this whole equation is that the hiring manager only hires carbon cut out clones that are to his “liking”  ,”way of thinking”  or even way of life.  Its as if the hiring manager is looking in the mirror.  This is what he most feels safe with and even trusts.

Its like one big dysfunctional family , trusting what they know, always being able to count on the system or ways of doing things.  After all is this not the “proper way”  to do things.  In such a situation , as in an alcoholic household – the people involved may never know or come to realize that what they take for granted is not “normal ” , “functional”  or least of all very effective or efficient.

What a bunch of morons

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Imagine a mentality like this

“Rule Number One”  You can never trust your employers to be responsible

Along with this is rule number two being “Any discussion of management decisions is to be taken as a direct threat and attack on the manager”

Rule Number Three :Any  continual education of most kinds is to be seen as another direct threat as “Everyone else ( especially those who work under me”  is after my job.  “  Somehow this pathology continues.

The one exception to this rule is where the company has mandated a course.  Talk about Dilbert.  The manager has thus taken (?) the course. It may well have involved a drunken meeting of sorts for upper management.  Well at least some air travel points ( to which they are more than entitled).

In this situation of the post course educated management type the poor victim may have to listen to the words of wisdom spouted by the scholar in his attempts to impress others.  For example it may be a course on buying behavior clusters.  In actuality this may be one half to a full page in any standard marketing textbook.  Yet the intelligent manager may spout at after each encounter with any human being his immediate label.  “That is an early adopter”,  “”That would be a later adopter ” etc etc etc.  The amazing part is that the whole concept may ( and is usually)  is taken out of context of its acutal use or indeed any relevant use or helpful appropriate label.  Its the non-seeing idiot leading the blind so to speak.

This type of person has his ego directly embedded with his position. He or she as been taught ( indeed it is a mantra of their existence)  that without their job / position they have no worth as a human being whatsoever .  This may fall into other fields as well as “Moonie , If you are not making money then you have no worth as a human being ( at least ) in our eyes

The problem with these internalized ” rules “  is that any reaction or “human resources”  to any questions or concerns of an employee is a direct attack on that person regardless if the idea has any merit any well or positive benefits to the organization involved.

What a bunch of morons.

An insightful letter to the editor:

A heated debate on the rescue plan for the “Big Three” automakers (GM, Ford and Chrysler) is raging on both sides of the border. Both governments (U. S. and Canadian) are going through their empty treasury cupboards in near panic haste. Everybody is trying to do the “right thing” but there is a danger that just the opposite will be achieved. How did we get into this deplorable situation?

Ever since the demise of the Trudeau leadership, all subsequent political leaderships did away with this “vision for the nation” thing. It became too difficult, almost impossible, for most of our political leaders on all levels of government to think beyond today. Long-term economic planning for our nation became viewed as a communist ploy and was banished from the vocabulary of our governments.

It was substituted by short-term (quarterly) myopic vision. Companies have to make truckloads of profit by the end of every quarter (i. e. three-month period) in order not to disappoint the anonymous stock market analysts and it will surely result in both the big bonuses for their CEOs and ever-increasing prices of their shares.

During his nearly two-year contract (2001 to 2002) in Chrysler, that was under the German management, this writer noticed how dispirited the employees were by the constant reorganizations and restructuring, how arrogant, unwise and unimaginative the top management appeared to be.

I witnessed the suppliers of Chrysler being squeezed by management into 15% reductions in the prices of parts announced to them via e-mail on Friday afternoon and being effective the next Monday. I have seen many highly skilled and innovative information technology staff being outsourced to Indian companies and many other management blunders.

It kept on getting worse as time went by. It almost felt like management’s business plan was to destroy the company as fast as possible.

All top managers (CEO, CIO, CAO, board members, etc.) should have been “promoted” to a very ugly jail and charged with committing serious criminal economic acts. Instead, they got multimillion dollar bonuses, lucrative stock options and other valuable perks. And everybody else got shafted.

This was standard operating procedure in the entire auto industry. GM — the Dick Cheney of the automotive world, once the most powerful corporation in the world — was the most mismanaged of them all. And now, we should be bailing them out with our money? No, let them go bankrupt!

In order to provide meaningful financial relief to GM, Ford and Chrysler, which would assure their existence, both the federal and the provincial governments would have to fork out billions (not hundreds of millions) of dollars. Anything less would be worthless. Yet, there would be no guarantee that they would survive. What should we do?

In these times of acute financial distress on every level –federal, provincial, municipal, corporate and personal — it would be morally and intellectually wrong to pour our shrinking financial resources into an industry that is a part of the problem rather than a part of the solution.

http://www.northumberlandtoday.com/ArticleDisplay.aspx?e=1305226

Jerk Bosses I Have Known and Endured

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It seemed that by trying to make his boss look good , Syd, could never do well.  Even though Syd persisted in applying the “Golden Rule” to his own workplace.  Jesus said ” Do to others as you would have them do to you” ( Lk 6:31).  Treating his boss as Syd himself would like to treated was all in the guise of working towards building a good and better relationship.  Relationships with what psycopaths and morons .  Its as if the inmates had taken over the asylum.  It was all a lost cause to Syd, the worker.  Smile away, pretend that he enjoyed his job, all in the guise of getting a promotion to enjoy the perks and privileges of management – do no work , tell others what to do , always blame others yet like a politician take automatic credit for any events or numbers that came in a positive way or trend.   The amazing parts are that here we have Syd , a fellow with a drinking problem – driving dui to work, putting in little of any effective efforts and achieving little results, passed out most of the day from the party before, and all because he was not present mentally to cause any problems , and most importantly not challenge “Potatohead” on his lovely ideas and plans.   At the most Syd might of mildly and meekly said “now that idea has merit “  or “those ideas should be further studied for implementation as they have great merits”.  In the end Syd gets promoted not because of any skills , merits , credentials or performance reviews but only because  1) he never drew attention to himself in any manner – especially negative manner  2) he had a smile on his face on his way to work every morning which his boss noticed.   Rather amazing.

At the end of the road for all his troubles and efforts Syd was promoted to a position in management where his major perk was a fully stocked bar fridge.

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By trying to make his boss look good you may well be applying the “golden rule” to the workplace.  In traditional (normal / respectful) value systems the “Golden Rule” is held as “do not do what is hurtful to yourself to others”  or “treat other people as you would like to be treated”.   Another simple description in the English language is “treat others as you would like to be treated”.    However with many management deviants the “Golden Rule” that they proudly exclaim and pronounce with a smirk of “power”  is “The Rules are Golden and they are MY RULES” .

Here is a case in point concerning “Syd”/  Syd told me some time later about one of the little things that set his boss apart from others.

Syd’s boss – “Old Potatohead”  usually arrived early for work at his office which overlooked the staff parking lot .  This meant that Potatohead could see the employees as they walked from their cars into the office plant building.   What Syd recalled was that the boss remarked to him , more than once , that when Syd was arriving at work in the morning that he always had a smile on his face and thus there was something more than special in the attitude of this one employee – Syd.

As they say  “Monkey See, Monkey do”.  Guess who got promoted to management level.  Syd a poor guy with a drinking problem who would arrive to work in the morning still feeling “no pain”.

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