On Feb 10, 11:17*am, "Michael A. Terrell"
wrote:
ATP* wrote:

"Millwright Ron" wrote in message
...
In the United States today, a worker is fired or discriminated against
for trying to form a union every 23 minutes.
Unity
Millwright Ron
www.unionmillwright.com

You'd think that guy would get the hint after a while.

* Impossible. If he were that smart he would have never joined a union.
Just plonk the sad, lobotomized ******* and get on with your life.

--
Service to my country? Been there, Done that, and I've got my DD214 to
prove it.
Member of DAV #85.

Michael A. Terrell
Central Florida

**************************
Good morning to the TV repairman terrell...
Toxic People


We have met them in the hallways of our workplaces -- the "toxic"
people, poisoning the work environment with their anger or cynicism
or excessive criticism of others.

You can identify them since they act as if the only agenda that
matters is their own personal agenda, and the only time that counts
is theirs. We know them by their rudeness in meetings, or their
inability to find the good in any ideas other than their own, or
their laser-like ability to find fault without seeming to ever give
credit.

The world revolves around them and they are unwilling to really
examine the impact of their behavior on others. These people
are "toxic" in that their impact on those around them, especially
when in critical positions of responsibility, is that they poison
trust, trample good will, destroy self-esteem and rot the fabric of
teamwork.

They cost industry and government billions of dollars in lost
opportunities, re-work, extra sick leave and errors they engender due
to the problems in communication, lowered collaboration, mistrust,
frustration and fear in their wake.

What gives? Can't they and the powers that be see the effects of
their toxicity? Why are they tolerated, and how in the heck did they
get to be where they are today?

The answer is that if you were a star producer, or very bright and
capable, working hard and getting results then you were often
promoted in spite of the way you treated other people or damaged
working relationships around you.

After all, we traditionally have measured how long you worked and
what you were able to accomplish with little attention on how you
helped or hurt the working relationships, trust and collaborative
networks around you.

This was poor management and even poorer leadership. In the words of
Jack Welch, the recently retired CEO of GE, "We must insist on people
keeping their commitments (getting results) as well as those who
demonstrate the values (valuing relationship development.)"

He further stated that those who only got the results but damaged
relationships consistently were like a cancer in an organization.

Yet, the days of the toxic individual are numbered. There is
increasingly less tolerance for their fits of temper or constant
criticism or inflated self-importance or disrespectful behavior.

The reasons are two fold. First, as all of us have noticed, the world
is changing dramatically. The global marketplace is more dynamic,
demanding and less tolerant of mistakes and those who are slow to
assimilate lessons or to adapt to changing conditions and customer
demands.

Millwright Ron
www.unionmillwright.com