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Interview With Lawrence Goldstone, Author Of The Anatomy of Deception
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The Fruit Hunters: A Story of Nature, Obsession, Commerce, and Adventure
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Interview With Joseph Boyden, Author of Through Black Spruce
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Interview with Nino Ricci, Governor-General Award-Winning Author
That’s a picture of Neil Berrett, holding the cake he presented his boss. You probably can’t read it, but it’s his letter of resignation. It says:
“Dear Mr. Bowers - During the past three years, my tenure at the Hunters Point Naval Shipyard has been nothing short of pure excitement, joy and whim. “However, I have decided to spend more time with my family and attend to health issues that have recently arisen. I am proud to have been part of such an outstanding team and I wish this organization only the finest in future endeavors.
“Please accept this cake as notification that I am leaving my position with NWT on March 27. Sincerely, W. Neil Berrett”.
Berrett posted the pic on Flickr, and got tons of support. And Mr. Bowers should even expect another cake soon - a commenter on the photo-sharing website claims he or she will be sending his or her CV via icing soon. Read more…
Let’s face it: The job market sucks right now. Which means it’ll take you a while to find a job. Which means it’s best to start looking for a new job before you’ve lost your current one. Which means it’s best to stay intuitive and take notice of any signs that might indicate your boss is ready to drop the ax. Be careful if any of these apply to you:
Mergers and Acquisitions - With mergers and acquisitions come duplication, meaning it’s likely there will be someone else doing a similar or the same job as you. Don’t expect you’ll be the one who makes the cut.
Jaguars Become Rabbits - If you see your boss trading in his high-end Jaguar for a Volkswagen Rabbit, don’t believe his excuse that he’s trying to save the environment. It’s a hardcore cost-cutting strategy, and your job could be next.
People No Longer Seek Your Opinion - If you were once the go-to guy for every little problem, but no one seems to ask you anything, watch your back.
You Are No Longer on the Invite List - Your schedule used to be packed with meetings, but now your free as a bird. But everyone else is still in meetings. You’re no longer indispensable.
Your Competitors Are Slicing Their Workforces - It’s only a matter of time before your company jumps on board with cost-cutting.
Research by the University of Iowa found applicants were more likely to get the job when they had a firm handshake compared to a limp grip. This was especially true when it came to women applicants.
A firm handshake was said to be even more influential than the applicants dress or physical appearance.
“We found that the first impression begins with a handshake that sets the tone for the rest of the interview,” said researcher George Stewart, associate professor of management and organizations in the Tippie College of Business, in a statement.
Read more.
According to TechRepublic:
Career coaches or head hunters may have told you that creating an effective résumé means punching it up with jazzy verbs and adjectives. Not so, say IT hiring managers. In fact, if you’re using glitzy modifiers, you could be doing your résumé more harm than good. Here’s a look at some recruiters’ “favorite-hate” résumé verbiage.
- Assist, assisted
- Experiment
- Skillfully, effectively, carefully, quickly, expert, mastered
- Cutting-edge, detail-oriented; coordinate, facilitate, transform; proven ability, synergy, and liaison
- Responsible for…
If I consider all of the jobs I’ve had, I’ve heard them all”
“That’s not my job.”
“Yeah, no problem.” (If you don’t mean it.)
“Don’t tell anyone I said this, but … ”
“I haven’t had a raise in four years.”
“It’s not my fault.”
“To be honest with you … ”
“Whom did you vote for?”
“I got so trashed last night … ”
“I just didn’t have enough time for that.”
“. . . or else.”
Read more.
MENLO PARK, Calif., Nov. 29 /PRNewswire/ — For many professionals, company parties are predictable; but for those in the creative industry, these festivities can be full of surprises. The Creative Group, a specialized staffing service providing marketing, advertising, creative and web professionals on a project basis, recently asked 250 U.S. advertising and marketing executives to describe the most off-the-wall employee behavior they’d heard of at a company event.Those surveyed were asked, “What is the wackiest or most outrageous thing you have heard of an employee doing at a company event, such as a picnic or holiday party?” Here are some of their responses:
-- "The president of our company came dressed up as a chicken."
-- "One guy ate the carnations from our dinner table."
-- "One colleague set another's wig on fire while it was on her head."
“Company events are meant to be fun, but employees must remember their actions are still on display for coworkers and supervisors to see,” said Dave Willmer, executive director of The Creative Group. “Inappropriate behavior can make a lasting negative impression that’s hard to overcome.”
“Party fouls” involving company higher-ups, like the following, can be particularly challenging to recover from:
-- "Someone wrestled the CEO."
-- "Someone dumped Gatorade on the boss."
-- "One person did an unflattering imitation of the company president."
Food is frequently a draw at company festivities, but sometimes it can leave a bad taste in coworkers’ mouths:
-- "Someone jumped into a bowl of Jell-O."
-- "One employee ate 100 fish sticks to win a prize."
-- "Someone started a food fight at a holiday party where everyone was
dressed up."
-- "An employee fell into a cake at a company dinner."
Dressing up for a company soiree is part of the fun, and these party-goers pulled out all of the stops:
-- "One person came to a party dressed as a pirate."
-- "An art director came with a live butterfly in her hair."
-- "One employee came to the party dressed like a bear."
Finally, even if the party is a bust, it’s best not to let your boredom show, like the following guest:
-- "An employee fell asleep in the bathroom of a restaurant and got locked
in after the restaurant closed. The police had to be called to let the
person out."
Willmer noted that office parties, no matter how festive, are still business functions. “Any indication that you lack good judgment is a strike against you professionally,” he said. “Conversely, exhibiting strong social graces can help position you for a potential leadership role.”
The Creative Group offered the following tips for making a positive impression at a holiday party:
-- R.S.V.P. promptly. Failing to do so makes an immediate poor impression.
-- Dress the part. Avoid wearing anything that is too offbeat or
revealing. Find out what the dress code is, and follow it. If you're
unsure, check in with tenured staff who can fill you in.
-- Mix it up. Strike up conversations with those outside of your usual
circle. Think beforehand about a few topics that are of broad interest,
such as recent movies you've seen or people's holiday vacation plans.
-- Don't monopolize anyone's time. Most people want to mingle at parties,
so avoid extended conversations, particularly when talking with
managers, who may have many people they want to chat with during the
event.
-- Eat a bite beforehand. Avoid coming to the party with an empty stomach.
A pre-party snack will help you focus your attention on those around
you, rather than the buffet table.
-- Limit libations. Don't let alcohol impair your judgment. It's best not
to have more than one or two cocktails, or avoid drinking alcohol
altogether.
-- Help your guests be gracious. If you bring a spouse or partner to the
party, be sure to fill him or her in beforehand on topics to avoid
(e.g., the new policy nobody likes), and introduce your guest to others
who might have common interests.
-- End on a high note. Don't be the first or last to leave, and thank
those who organized the event.
The Creative Group has offices in major markets across the United States and in Canada, and offers online job search services at http://www.creativegroup.com.
MUSCATINE, Iowa, Aug. 21 /PRNewswire/ — Walk into many offices these days and you’ll likely find three or even four generations working side by side — each having its own outlook and needs. But each group has different expectations for the workplace: what they want from employers, how they want to structure their days and even the kinds of furnishings and amenities they prefer.
For instance, the work styles of many baby boomers (and especially the generation preceding them, born before 1945, but are still working), differ from Gen Y. How people studied in college or even high school tends to stay with them as a worker. Some Boomers prefer quiet areas such as in a private office that convey their rise through the organizational ranks. Younger Gen Y workers prefer collaborative areas that allow them to use their social networking skills and provide flexibility when and where they work.
“Baby boomers still dominate the workforce. Some of them are used to working overtime, expecting office hierarchy and paying your dues,” explains Kelly Sterk, Workplace Research Manager for leading office furniture manufacturer Allsteel Inc. “Younger workers often set a higher priority on the latest technology combined with more flexibility and autonomy, and the freedom to work when and where it suits them.”
This translates into a challenge for real estate professionals, facility managers, architects and interior designers: how do they create workplaces that make each age group feel valued and rewarded, and encourage creativity and productivity?
The Generation Gap?
Changes in the economy and demographics have converged to create one of the most highly diverse workforces ever. Minority groups and women are increasingly represented. People are living longer, healthier lives and many want to work longer. There is a real need for employers to hold on to experienced knowledge workers. And there is competition for the youngest and brightest minds coming into the market. This means a workforce of people of varying ages — with very different ideas about what they do for work and what work does for them — are all together in the same workplace.
Baby boomers encompass the largest segment in the workforce and will continue to do so for the foreseeable future. Economic necessity, better health and the fact that there are fewer, younger workers to immediately replace them will likely keep many Boomers working well past the time their parents retired.
Certainly not all, but a number of Boomers equate success at work as synonymous with success in life. Many of them were raised to believe that putting in long hours, progressing up the corporate ladder and demonstrating loyalty would result in visible, measurable rewards from their employers. This may mean a private and/or larger office, increased compensation and a better title. On the same token, this ‘old-style work-ethic’ is actually shared by a number of cross-generational workers, young and old. And many Boomers have not only welcomed the latest collaborative work styles but appreciate available technology, as well.
Gen X, basically people in their 30s and early 40s, tend to embrace so- called “lifestyle” brands that express what they perceive as a more individualized, meaningful sense of self. The former stereotype of them as self-centered, snow-boarding, SUV-driving, cell phone-addicted individuals is a fallacy. In reality, Gen Xers value technology advances, education, family, cultural diversity and pursuit of self-improvement.
“At work, Gen X usually wants flexible hours, interesting projects that put value on ideas and creativity, independence and collaboration, and the ability to express themselves in their work products and environment,” Sterk notes.
Gen Y (or ‘Millennials’), began graduating from college in 2000, and take it to the next level. They’ve never known a world without technology, and use it to connect and expand their vast social network. They’re also optimistic, often value entrepreneurship and free agency over loyalty and longevity, and embrace diversity as the norm. Gen Y view themselves as fundamentally equal and want to work for organizations that are fun, friendly and concerned about society and the environment, as well as the bottom line.
Important Differences in the Workplace
Different generations bring different values and expectations to the workplace and place importance on different things:
-- Large offices and physical markers of individual success vs.
collaborative space and the latest technology
-- "I work hard, I win" attitude vs. a distinct balance between personal
rewards and group benefits
-- In-office status indicators like leather upholstery and wood casegoods
vs. an open plan, light-scale mobile furniture, natural light and Wi-Fi
-- Face-to-face communication vs. email and instant messaging
-- Workstation size, lighting, temperature and sufficient storage vs. more
flexibility, autonomy and socialization
New Ways of Working
Several notable shifts impact how and where work occurs - including the need for knowledge worker retention, prevalence of mobile technology and attention to attracting and rewarding tomorrow’s workforce. Allsteel’s Sterk points out that today’s office spaces must be many things to many people:
-- Finding Privacy. New ways of working and rising real estate costs make
compact offices and open planning more attractive to businesses and
organizations. Instead of individual offices, people are able to move
to spaces that reflect the nature of the work that needs to be done.
-- Strategies of Space. Mobile technology means people are working more
hours outside the office. Companies must provide settings that reflect
employee styles and meet functional requirements. This means designing
conference rooms with moveable whiteboards to encourage creative
brainstorming, standing-height worksurfaces for impromptu meetings and
open plans with 'touchdown' or benching locations complete with docking
stations.
-- Facilitate Collaboration. Contemporary office space must easily
accommodate both spontaneous and formal group gatherings. Workstation
clusters can be organized to allow workers to concentrate on their
tasks and then easily roll their chairs nearby to confer with
teammates.
Potential Implications
Company culture serves as an important element to recruit and retain workers, and the work environment can reinforce or detract from it. According to Sterk, “Office space that makes workers feel valued, inspired and part of an affinity group can help retain and recruit, as well as encourage creativity and productivity. The arrangement of furniture and workspaces must allow for and support collaboration between the generations.”
Experienced workers are redefining retirement, and their knowledge and institutional wisdom can benefit companies and coworkers for many years before eventually transferring that knowledge onto younger generations. And in turn, younger workers’ vitality, new ideas and team orientation can and must move companies into the future.
“It continues to be important to use real estate space effectively by reducing costs and maximizing versatility with work environments. This allows a broad variety of people to work effectively in the broadest variety of ways,” Sterk states.
For more information regarding multiple generations in the workplace, as well as other workplace solutions, visit http://www.allsteeloffice.com.
LINCOLNSHIRE, Ill., July 9 /PRNewswire/ — Would you like to see job dissatisfaction retired? You’re not alone. Research suggest 60% to 87% of people who work in the United States are dissatisfied with their jobs, and the proportion may be higher in France, England and Sweden, with the lowest morale existing in Germany and Japan. The problem is so bad, the American Institute on Stress reports chronic stress adds over $300 billion each year to cover absenteeism, employee turnover, diminished productivity, medical, legal and insurance expenses and Workers’ Compensation payments.
A campaign to retire job dissatisfaction was announced today by 29-year human resources veteran, Jeff Garton, author and president of Career Contentment, Inc., a Chicago-based career coaching firm.
“The campaign issues a wake up call by reminding people not everything is perfect or within your ability to control, and it’s unrealistic to expect employers to satisfy everyone,” said Garton. “However, you can always recognize your own career contentment. I’ve taken my experience and training in HR and applied it to developing this new concept, and I’m sure it’s going to shake up traditional views on employment and career, but in ways that are needed.”
The campaign is critical because generations of workers have been plagued by the same dissatisfactions for decades, and despite employer attempts to resolve them. A report released February by the Conference Board indicated “the decline in job satisfaction has occurred over a period of two decades, with little to suggest a significant reversal in attitudes anytime soon.”
The public can learn more about the campaign and join by visiting http://www.careercontentment.com. This web site will serve as a one-stop site with a collection of articles and audio downloads, podcast feeds, and an opportunity to participate in a blog that allows the public to learn about career contentment, and share experiences without releasing company or individual names.
The campaign is being launched simultaneously in the U.S. and Europe. Campaign leader, Jeff Garton will also be hosting a weekly internet radio program “Career Contentment Radio” on the VoiceAmerica Network http://www.voiceamerica.com starting on August 16 at 2 p.m. Central Daylight Time, and again 2 a.m. Central Daylight Time for overseas listeners. Organizations interested in sponsoring this campaign can learn more by visiting http://www.careercontentment.com.
About Career Contentment, Inc.
Located in Lincolnshire, IL, Career Contentment, Inc. provides career coaching to individuals and offers innovative learning materials to corporations, trainers and coaches on the topic of career contentment. The company was formed in 2002 as the offspring of Garton International Search founded in 2000. Career Contentment, Inc. initiated and manages the Campaign To Retire Job Dissatisfaction. For more information, please visit http://www.careercontentment.com.
CHICAGO, May 17 /PRNewswire/ — If you’ve ever found yourself running around like the proverbial chicken with its head cut off trying to make it to work on time, you’re not alone. According to a recent CareerBuilder.com survey, 16 percent of workers say they arrive late to work at least once a week. One-in-four of all workers (25 percent) admit to making up fake excuses to explain their tardiness. The CareerBuilder.com survey, “Late to Work,” was conducted from February 15 to March 6, 2007 of 6,823 workers and 2,591 hiring managers.
“The most important thing for employees to remember is that they should take the time to learn the company’s culture and its policies,” said Rosemary Haefner, vice president of Human Resources for CareerBuilder.com. “While 44 percent of hiring managers say they don’t care if their employees are late as long as their work is completed on time with good quality, others are much stricter in their policies. In fact, one-in-five hiring managers say they would consider terminating an employee if he/she arrives late two or three times in a given year. The key is to know your individual manager’s expectations.”
When asked to identify the primary cause for coming in late, 31 percent of workers attributed it to traffic. Sixteen percent cited falling back asleep while 8 percent pointed to getting their kids ready for school or day care as the main culprit. Other popular reasons included a long commute, forgetting something at home and feeling sick.
Broken down by gender, males are less likely to be late with 41 percent saying they have never been late for work in their current position compared to 37 percent of females. Males are also less likely to lie about why they’re late - 22 percent compared to 28 percent of women.
While the majority of hiring managers don’t typically question the validity of the reasons provided, 27 percent say most of the time they don’t believe the excuses.
Hiring managers provided the following top ten examples of the most unusual excuses employees offered for arriving late to work:
1. Someone was following me, and I drove all around town trying to lose
them.
2. My dog dialed 911, and the police wanted to question me about what
"really" happened.
3. My girlfriend got mad and destroyed all of my undergarments.
4. I woke up and thought I was temporarily deaf.
5. I just wasn't "feelin' it" this morning.
6. I was up all night arguing with God.
7. A raccoon stole my work shoe off my porch.
8. I super-glued my eye thinking it was contact solution.
9. I was putting lotion on my face when my finger went up my nose causing
a nose bleed.
10. A prostitute climbed into my car at a stop light, and I was afraid my
wife would see her and think I was messing around ... so I got out of
the car.
Survey Methodology
This survey was conducted online by Harris Interactive on behalf of CareerBuilder.com and USA TODAY among 6,823 private sector employees and 2,591 hiring managers and human resource professionals (employed full-time; not self-employed; with at least significant involvement in hiring decisions), ages 18 and over within the United States between February 15 and March 6, 2007. Figures for age, sex, race/ethnicity, education, region and household income were weighted where necessary to bring them into line with their actual proportions in the population. Propensity score weighting was also used to adjust for respondents’ propensity to be online.
With a pure probability sample of 6,823 or 2,591, one could say with a ninety-five percent probability that the overall results have a sampling error of +/- 1.2 and +/- 1.9 percentage points, respectively. Sampling error for data from sub-samples is higher and varies. However that does not take other sources of error into account. This online survey is not based on a probability sample and therefore no theoretical sampling error can be calculated.
