Rodent Regatta

The preceding entry talks about unrest and a lack of fulfillment that exists with workers – particularly in the technology industry in the U.S. I assure you it is a very real phenomenon, has existed for quite a long time and spans far more than the tech industry.

Then, comes this article about the ethical dilemma one worker faced.

Carlton Vogt makes it clear with each of his articles that he’s not holding himself up as the last word on any ethical question. He reasonably and fairly portrays the situation and expresses his own doubts when the answers are fuzzy.

Suffice it to say that the unrest between management and workers will always be there until trust is established. A worker who would take a job, then immediately leap to the one he (or she) really wanted doesn’t foster much trust in the manager who ”got burned.” What’s the solution? Live with your choices. Too much in today’s world is too easily undone. Agreements, promises and words mean nothing where someone can come along and undo them with yet another stroke of the pen.

A new survey ”uncovers” this:

Managers at tech companies are increasingly out of step with a work force that seems to grow angrier by the day, according to a new report.

Here’s another indicator:

The study, released last week, found that people relate to their work on a personal level, basing much of their satisfaction on whether their job provides them a sense of confidence or control over their destinies. ”Employees are not apathetic or indifferent, as many suppose. In fact, people have very strong emotions about their work,” researchers wrote.

There is an enormous opportunity awaiting the firm or individual that can properly identify, develop and teach a method (a consulting ”hook”) that any business can use to solve the problems cited in this survey. Deming called it ”joy in work.” Labor strife, labor unions and job hopping all stem from the same roots as the unrest that Towers Perrin along with Gang & Gang talk about.

Six Sigma hasn’t done it. ISO 900X programs haven’t done it. Team-based management hasn’t done it. The need is vast in today’s world. People want significance, and they rightly believe that the place where they spend from 8 to 12 hours of every day should be a place where they can find significance.

The need appears to be one where the alignment of management and workers is addressed as well as the alignment of job assignments and personal objectives. This is worth a great deal more discussion with the right people.

Yesterday CNN Headline News looped a story (over and over and over) about a guy in Seattle who is offering two free plane tickets to the person who provides the ”tip” that lands him a marketing job. First impressions are often right, but they’re sometimes wrong.

Is offering a reward to the person who really engages in helping one fine gainful employment a sign of desperation or is it shrewd business? I ask because I’m looking. Looking on the web and talking to humans face-to-face are two entirely different things.

So, what’s it going to take? I need to know the names of the hiring managers for two positions that are open at Microsoft. How do I get those? What’s your price for getting me the tip I need?

Rob Fahrni is on watch and supporting the cause. Many, many thanks.

To any of the Microsoft folks who read Rob’s weblog or mine, I want to let you know that I’m going to be in the Redmond area next week, the week of February 10-17. If you know how to get me in touch with a human being on the hiring side of Microsoft, I’m prepared to set up a/some meeting(s).

Thanks!

Kevin has found another profiling tool on the web. It’s quick and easy to take. It results in the old ’DiSC’ analysis. It’s pretty accurate, too. Take a look, then you can ”Read More” to see how mine came out.

Analyzer
62 34 37 66 (scores correspond to DiSC or directive, interacting, supportive and conscientious)

General Description
As an Analyzer, you tend to seek perfect outcomes in all of your plans and projects. In many situations, you take things apart in your mind and think about ways to do them better. You excel at this kind of mental examination, but you may tend to see family and friends as projects, rather than as people.

Typical Areas of Strength
Analyzers, like you, tend to be analytical, logical, direct, confident, and they like new challenges. They excel at seeing the larger vision, creating efficient methods and procedures, and listening carefully for the facts.

Typical Areas of Struggle
Due to your tendency to focus on tasks, you sometimes show a lack of sensitivity to the feelings of family members and friends. When you are sharply focused on a task, you may come across as being overly critical, judgmental, blunt, or impatient with others.

Your Preferred Activities
To maximize your talents, you look for situations in which you can offer logical solutions to complex challenges, and you evaluate and make the necessary changes to assure the desired outcome.

Your Communication Style
You tend to provide insights and direction by teaching, managing, clarifying, and advising.