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Member You - Preventing the Misconduct of Your Children or Employees
Sharing information with employees with the aim of fostering greater teamwork and productivity, engaging employees in new and creative ways and giving them unprecedented ownership over their work were just a few of the themes that emerged in our fourth annual “Best Bosses” recognition program, which we recently completed. Once again, this project was a wonderful experience that allowed us to put the best practices of some of the most innovative small and midsize business leaders in North America under the microscope.This year’s 18 Best Bosses were selected by a panel comprised of academics, two previous Best Bosses honorees and Winning Workplaces board members and staff. The 2006 winners are:• Richard Caturano – President, Vitale, Caturano & Company• Linda Dunkel – President a
* When dealing with power-seekers, re
Atlas Search, like PPC Pro, is one provider of online business management services you can rely upon. Managing an online marketing plan can be made a lot easier with Atlas Search services. The main services of Atlas Search are pay per click marketing management (keywords and bid), monitoring and tracking returns of investment, search engine services and programs for different shopping portals. Perhaps, Atlas Search may be the one-stop-shop you have been looking for.There are five outstanding products being offered Atlas Search. They are the Bid Manager, Campaign Optimizer, Intellidex, ProfitBuilder, and Master List.Atlas Search recognizes the difficulties being experienced by most online business owners in managing their bids. Bid management is so important that owners cannot just pu
If you were to look at it closely, the misconduct of some employees closely resembles that of a child's misbehavior while he is seeking his mother's attention and not receiving it. Remember the antics of a young child in the supermarket who had a "Terrible Two's" tantrum because his mother won't but him the candy or toy he wanted? Well, it is my opinion that the goal behind the employee's purposeful misconduct is to seek attention, in one way or another.
"Every behavior, good or bad, has a goal behind it."
Looking at the goals that triggers misconduct, let's begin by looking at the primary misconduct, that of attention-seeking. Behavioral studies show that the desire for attention is universal in all people, regardless of age, color, language, culture, etc. People tend to seek attention in positive and useful ways; but if they can't get it that way, they will seek attention in negative and useless ways.
Turning the Negative into a Positive
To become effective in helping negative attention-seekers, we must first change our response to them by showing them that they can be accepted as a useful and contribution member of the family or organization. We do this effectively when we show them that they achieve significance through their positive and useful contributions rather than through they useless bids for attention or service. In order to focus on their constructive behavior, we must either ignore their misbehavior or pay attention to it in ways they don't expect. Caution: Attention should never be given on demand, even for positive acts, because doing so reinforces their inappropriate desire for attention.
* Instead of reinforcing their negative and untrue belief that they don't belong unless they are the center of attention, help them develop positive feelings about themselves, their abilities, and their contributions.
Who's Your Daddy?
Next set of misbehaviors are those of the power-seekers who feel that they are significant only when they are bossing (bullying?) people around. They tend to do what they want, when they want, and how they want despite the rules, regulations, or policies. Even when their parents or supervisors succeed in subduing them, the victory is only temporary. The argument may be won, but the relationship is lost - maybe permanently. On the other hand, sometimes the defying child or employee may seem to be complying, but they are doing so in their own way, in their own time, and at their own speed, all contrary to the rules, regulations, or policies. This artificial obedience is known as "defiant compliance". If this struggle for power continues and the power-seeker comes to feel that they cannot defeat their parents or supervisor, they may trade-in their desire for power for their next misconduct weaponry, that of subtle revenge.
* When dealing with power-seekers, re
The History Of The Employee Time Clock And Point of SaleThe concept of punching a time clock has been around since the industrial revolution of the early 1900's. However, it was not until the invention of the electronic cash register in the early 1980's that employees could clock in/out on the cash register. This eliminated the need for a punch card and greatly increased accuracy and reduced manpower needs in calculating time worked for payroll purposes.While the need for employees to clock in and out on a terminal started off simple the requirements of government have greatly increased the demands placed upon management. There are a host of different labor laws, tip reporting requirements and labor restrictions governing the number of hours to be worked in a day/week
"Every behavior, good or bad, has a goal behind it."
Looking at the goals that triggers misconduct, let's begin by looking at the primary misconduct, that of attention-seeking. Behavioral studies show that the desire for attention is universal in all people, regardless of age, color, language, culture, etc. People tend to seek attention in positive and useful ways; but if they can't get it that way, they will seek attention in negative and useless ways.
Turning the Negative into a Positive
To become effective in helping negative attention-seekers, we must first change our response to them by showing them that they can be accepted as a useful and contribution member of the family or organization. We do this effectively when we show them that they achieve significance through their positive and useful contributions rather than through they useless bids for attention or service. In order to focus on their constructive behavior, we must either ignore their misbehavior or pay attention to it in ways they don't expect. Caution: Attention should never be given on demand, even for positive acts, because doing so reinforces their inappropriate desire for attention.
* Instead of reinforcing their negative and untrue belief that they don't belong unless they are the center of attention, help them develop positive feelings about themselves, their abilities, and their contributions.
Who's Your Daddy?
Next set of misbehaviors are those of the power-seekers who feel that they are significant only when they are bossing (bullying?) people around. They tend to do what they want, when they want, and how they want despite the rules, regulations, or policies. Even when their parents or supervisors succeed in subduing them, the victory is only temporary. The argument may be won, but the relationship is lost - maybe permanently. On the other hand, sometimes the defying child or employee may seem to be complying, but they are doing so in their own way, in their own time, and at their own speed, all contrary to the rules, regulations, or policies. This artificial obedience is known as "defiant compliance". If this struggle for power continues and the power-seeker comes to feel that they cannot defeat their parents or supervisor, they may trade-in their desire for power for their next misconduct weaponry, that of subtle revenge.
* When dealing with power-seekers, re
Organizations are finding that their complaint tracking software is an important tool for building sustainable relationships with their customers and suppliers. In addition to using the data to strengthen weak spots within the organization, solid bridges to customers are being constructed as organizations provide in-the-moment solutions to common problems.Complaint tracking software, traditionally used to collect, track and analyze data for the purpose of continuous quality improvement, now stands to serve as an immediate feedback tool for organizations to seamlessly serve customers. The immediacy generated by these tools streamlines both internal and external processes within organizations.Increased communication within the organization is anticipated as part of a complaint tracking i
Turning the Negative into a Positive
To become effective in helping negative attention-seekers, we must first change our response to them by showing them that they can be accepted as a useful and contribution member of the family or organization. We do this effectively when we show them that they achieve significance through their positive and useful contributions rather than through they useless bids for attention or service. In order to focus on their constructive behavior, we must either ignore their misbehavior or pay attention to it in ways they don't expect. Caution: Attention should never be given on demand, even for positive acts, because doing so reinforces their inappropriate desire for attention.
* Instead of reinforcing their negative and untrue belief that they don't belong unless they are the center of attention, help them develop positive feelings about themselves, their abilities, and their contributions.
Who's Your Daddy?
Next set of misbehaviors are those of the power-seekers who feel that they are significant only when they are bossing (bullying?) people around. They tend to do what they want, when they want, and how they want despite the rules, regulations, or policies. Even when their parents or supervisors succeed in subduing them, the victory is only temporary. The argument may be won, but the relationship is lost - maybe permanently. On the other hand, sometimes the defying child or employee may seem to be complying, but they are doing so in their own way, in their own time, and at their own speed, all contrary to the rules, regulations, or policies. This artificial obedience is known as "defiant compliance". If this struggle for power continues and the power-seeker comes to feel that they cannot defeat their parents or supervisor, they may trade-in their desire for power for their next misconduct weaponry, that of subtle revenge.
* When dealing with power-seekers, re
Charity credit cards are a great way to show support for a certain charity. Many credit card companies offer a wide variety of reward programs, but many people find they really do not need those types of rewards. So credit card companies began teaming up with charities to offer people an easy way to support the charity of their choice. When a person uses a charity credit card a percentage of the amount charged to their credit card goes to the charity.Charity credit cards make a person feel good every time they use their credit card. While it is nice to donate to charity, this can be a problem. Most people get carried away and think that they are doing good by charging on their credit card, however, they may also be charging themselves into a financial crisis. A person who tells themselve
* Instead of reinforcing their negative and untrue belief that they don't belong unless they are the center of attention, help them develop positive feelings about themselves, their abilities, and their contributions.
Who's Your Daddy?
Next set of misbehaviors are those of the power-seekers who feel that they are significant only when they are bossing (bullying?) people around. They tend to do what they want, when they want, and how they want despite the rules, regulations, or policies. Even when their parents or supervisors succeed in subduing them, the victory is only temporary. The argument may be won, but the relationship is lost - maybe permanently. On the other hand, sometimes the defying child or employee may seem to be complying, but they are doing so in their own way, in their own time, and at their own speed, all contrary to the rules, regulations, or policies. This artificial obedience is known as "defiant compliance". If this struggle for power continues and the power-seeker comes to feel that they cannot defeat their parents or supervisor, they may trade-in their desire for power for their next misconduct weaponry, that of subtle revenge.
* When dealing with power-seekers, re
The competition for audit manager jobs is keener than it was a few months back. If you want a leg up on the other candidates when you’re on a job hunt, your best bet is to fine tune your experience and skills so that you offer the skills that hiring managers want. According to a recent survey of ads placed with a hiring agency for audit manager jobs, these are the most common skills mentioned in those job ads.CISA (Certified Information Systems Auditor) Over 45% of those advertising vacant audit manager jobs were specifically seeking candidates with CISA certification from ISACA. The certification guarantees that the candidate has specific qualifications. Possessing a CISA will get you about ?1,500 more in salary pa.Sarbanes-Oxley (SOX) Compliance Knowledge victory is only temporary. The argument may be won, but the relationship is lost - maybe permanently. On the other hand, sometimes the defying child or employee may seem to be complying, but they are doing so in their own way, in their own time, and at their own speed, all contrary to the rules, regulations, or policies. This artificial obedience is known as "defiant compliance". If this struggle for power continues and the power-seeker comes to feel that they cannot defeat their parents or supervisor, they may trade-in their desire for power for their next misconduct weaponry, that of subtle revenge.
* When dealing with power-seekers, refrain from getting angry, from "blowing your top", and disengage from the power struggle by refusing to hold a no-win conversation. After arranging an appointment to meet with them when they calm down, turn your back and walk away. (After all, it does take two to tango, doesn't it?)
When Getting Mad Is Getting Even or Stopping the Madness
The revenge-seekers are somewhat paranoid in their thinking, in convincing themselves that the world is out to get them, in believing that they have no significance unless they are hurting others, and in finding their belonging by being cruel in their relationships. Unfortunately, they trigger a downwards spiraling chain of events. Their revengeful acts, when discovered, deeply hurt their parents or supervisors, causing them to want to retaliate. The revenge-seekers then respond to the counterattacks by seeking further revenge, either by intensifying their misbehavior or by selecting another item from their weaponry inventory.
* To be of help to the revenge-seekers, train yourself to avoid retaliation, at all cost. As difficult as it may seem, train yourself to improve your relationship with the revenge-seeker by remaining calm and showing them goodwill. Be prepared to the unexpected: If the war of revenge continues despite your attempts to defuse it, the revenge-seeker may come to feel completely defeated and may give all attempts to become a contributing member. They may even turn their feelings inwards by displaying manipulation as their next weapon of choice.
To Suck Up or Seek Out? That Is the Question.
Manipulators, because they tend to feel inadequate to interact appropriately in a relationship, may display feigned inadequacies or disabilities. Rather than come right out with their wishes, wants, and desires, they will find elaborate ways to get others to do something for them. They become con men and women. To them they are finding the "easy and sure way" to get what their want by lying, cheating, overcommitting, supercharming, and "gently" aggressive.
* To help the manipulator convert this misconduct, train yourself to eliminate criticism, and focus, instead, on their assets, strengths, and abilities. Look for ways to help them, as I like to call it, "maximize their potential".
Turning Misconduct Into Super Performance
Remember that all misbehavior and misconduct, even appropriate bids for attention, stems from discouragement. Discouraged people lack the courage to behave in an active, productive, and constructive manner. Their misbehavior does not become evident unless the m
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