Manager Musings

Mr. Happypants Gets Fired!

by Larry Poyner
Saturday 15 November 2008 @ 9:35 am

One company I worked with for a few years had an annual meeting where all the sales and unit managers from around the country were flown in for the event. These events are generally to announce things such as the state of the business, the goals and direction for the New Year, and to give out awards for exceptional performance.

As with many of these types of events, there are social events planned as well. Many of these have included open bars. Yes, an invitation for normally professional people to get really stupid and make poor judgments. This particular event was no different.

An open bar in the hotel lobby was the “after dinner cocktail party.” As the drinks flowed freely and the evening wore on, the behavior became more rambunctious. One gentleman, and I use the term loosely, disappeared to his room and later re-appeared in the lobby in his boxer shorts and a t-shirt. He proceeded to entertain the “troops” by dancing around and showing his, ahem, “assets” to various onlookers. At one point he felt the need to show his “member” to some of the women nearby. Some had a good laugh, perhaps for his shortcomings. Others were not so amused.

Eventually, the situation resulted in an HR investigation resulting from a complaint from one of the ladies in attendance. The flasher was terminated for his action. However, that was not the end of it. He counter filed for wrongful termination. His reasoning? It was not his penis he revealed to the ladies. So, you might ask, “If it was not his penis, whose was it?” According to him, it was not a penis at all, but he had simply reached his hand down the front of his shorts and extended his thumb through the opening.
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Mr. Happypants Gets Fired!

I’m Back!

by Larry Poyner
Tuesday 4 November 2008 @ 5:54 pm

After a long hiatus, I am back on track. While away from the blog, I have still been busy. However, it has been more about managing my personal life instead of the business and blog site. Looking forward to writing again and hearing your comments. My next post will be the funny little story based loosely on actual events, followed by a short series on time “stealers” and how to manage them…..

TMI-Too Much Information!

by Larry Poyner
Saturday 17 November 2007 @ 6:40 pm

Have you ever had a day in the life as a manager when you wondered “Why did they feel they had to share that with me?” What I am talking about is employees who feel they must give you the intimate details of what physical reason they have for needing to leave work early, or call off from work that day. Trust me, I really didn’t need to know all they felt they needed to share!

For example, I stepped outside my office one morning, only to be greeted by one of my supervisors. She had a very distressed look on her face as she made a beeline toward me. Granted, I already knew I was in for a treat as this particular supervisor had always been a piece of work. Few managers could tolerate her, so I was her last chance. Anyway, I digress. In her typical gruff, booming voice, she announces to me
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TMI-Too Much Information!

MacArthur’s 17 Questions

by Larry Poyner
Friday 5 October 2007 @ 7:28 am

General Douglas MacArthur led American forces in the Pacific from 1942 to 1945. His 17 questions with regard to leadership have been cited in numerous articles and books on Leadership. So, I believe I am in good company to cite these questions once again:

1. Do I heckle my subordinates or strengthen and encourage them? 2. Do I use moral courage in getting rid of subordinates who have proved themselves beyond doubt to be unfit? 3. Have I done all in my power by encouragement, incentive and spur to salvage the weak and erring? 4. Do I know by NAME and CHARACTER a maximum number of subordinates for whom I am responsible? Do I know them intimately? 5. Am I thoroughly familiar with the technique, necessities, objectives and administration of the job? 6. Do I lose my temper at individuals? 7. Do I act in such a way as to make my individuals want to follow me?
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MacArthur’s 17 Questions

Rumor at Work?

by Larry Poyner
Thursday 4 October 2007 @ 9:09 pm

“Given the economy right now, it’s easy for rumors to get started,” said Dennis Hoppe, owner of New York-based Change Management Implementation, Inc., a consulting firm. “People assume the worst, and in many cases their fears are validated.”

I found this quote from 2003 and it still rings true today. Many experts say that it is a lack of communication that sparks rumors, particularly about the direction a company may be going. I recently went on a cruise to the Bahamas. When I returned, I learned that the General Manager at my company was recently said to have moved on to other opportunities. However, the acting GM that replaced him is well known as the man who transitions companies in a totally new direction or prepares them for a sell-off or shutdown. So, needless to say the rumor mill is in full swing.

Very swiftly, the rumors reached executive levels of management, and senior leaders and their direct reports were given their “˜talking points “. However accurate these talking points may be, the absence of more specific information invites people to make up their own versions of reality. So what do us in middle management do?
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Rumor at Work?

Is the Religion of Secular Humanism the Only Safe Religion to Have in the Workplace?

by Larry Poyner
Wednesday 19 September 2007 @ 12:18 am

Sitting here discussing different aspects of faith with a friend, then thinking of this business blog, provokes me to ask, “Is the religion of secular humanism the only safe religion to have in the workplace?” If so, how do people of faith assimilate without compromising their faith? When “celebrating diversity” and “political correctness” seems to rule the day, just how does one square these things and maintain their faith?

First, you may ask, “What the heck do you mean-the religion of secular humanism?” In my view, secular humanism is cynical about God and the supernatural and believes that these are not of use for addressing problems. Generally, secularist beliefs emphasize limits on the role of religious or supernatural considerations in the affairs of society or government. Secular humanism may add to these views a broad perspective on life, which includes human dignity and the value of ethics. While these perspectives may have merit, does the suppression
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Is the Religion of Secular Humanism the Only Safe Religion to Have in the Workplace?

Political Correctness Takes a Dive?

by Larry Poyner
Friday 10 November 2006 @ 10:25 pm

According to the Associated Press, retail giant Wal-Mart, has decided to bring back “Christmas” into its marketing strategy after several years of watering down the term. Several others, like Kohl’s, and Macy’s are following suit. Best Buy is not.

So what does this mean? Is political correctness loosing some steam? Is it just a matter of time before other business giants grow some cojones and stop pandering to every little special interest group that comes along and chooses to be offended? Perhaps the day is near that people will decide to stop carrying their feelings on their sleeves and participate in something more productive with their life than being tossed too and fro by their overly active sensitivities.

So, is this giving in to Christianity?
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Political Correctness Takes a Dive?

Change in the Global Marketplace

by Larry Poyner
Wednesday 13 September 2006 @ 10:20 pm

One of the most easily guaranteed things that will happen globally in businesses is change. Change will be a constant in the global marketplace. I believe the key to survival in these changing times is going to be adaptability. Those businesses and countries that fail to adapt will grow stagnant and fall behind very rapidly. I see global economic change as a true force in shaping business-society relations partly due to the changes that have occurred in Western Europe. The move toward integrating the economies of European nations by standardizing currencies through use of the Euro dollar is evidence of this concept. Additionally, the entrance of new Asian marketplaces to the world market of international trade has also validated the fact that global economic change is a true force in shaping these relationships. Because of the added competition, from emerging markets like Viet Nam, China, the former Soviet Union, and former communist bloc countries of Eastern Europe, we see former economic powers like Japan decline. I also see many free trade zones, such as the Crimean experimental trade zone in the Ukraine, emerging in countries to add favor to this opinion.

As countries move closer and closer to a global marketplace I see more decentralization of power in governments and their role and more of the decision making process being left to
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Change in the Global Marketplace

Rewards and Recognition (part II)

by Larry Poyner
Wednesday 13 September 2006 @ 1:01 am

Recognition comes in many forms. Not all of them need to be monetary. The value of a ‘Thank You’ can be a very powerful motivational tool. It should not be given aimlessly, but a thank you with sincerity is not only inexpensive, but also very effective.

Many workplaces have a notice board. We frequently receive compliments on many of our employees. We have a place on the notification board called the ‘Kudos Corner’, where we highlight employees that have been commended by our customers. This, along with letters of commendation sent to an employee’s home not only can impact the employee, but also give their family assurance that their loved one is a valued person within the company.
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Rewards and Recognition (part II)

Recognition and Reward (part 1)

by Larry Poyner
Friday 8 September 2006 @ 6:49 am

Everyone enjoys receiving praise or recognition for their good work. One of the primary reasons for high turnover in many work environments is simply because the employees do not feel appreciated. The desire to receive praise begins as children and continues throughout our lives.

Recipients of praise get different things from the recognition as we all value different aspects of rewards. However, there are some benefits the recipients recognize. These include
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Recognition and Reward (part 1)