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Category Archives: Employee Retention

Moffat County Coal: Why Ignorance is Not Bliss

30 Thursday Jan 2020

Posted by Paul Kiser in Business, Conservatives, Donald Trump, Economy, Education, Employee Retention, Ethics, Government, Government Regulation, Green, History, Honor, jobs, labor, Layoff, Mining, Politicians, Politics, Public Image, Public Relations, racism, Reduction in Force, Small town, Technology, US History, Voting

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coal industry, coal mining, coal-fired power plant, Colorado, Colowyo Mine, Craig, economic, economy, green energy, growth, Moffat County, natural gas, northwestern Colorado, power plant, solar power, stagnation, Tri-State Generation and Transmission Association, wind power

The Pity Party Regarding Moffat County Coal

A video about coal mining in northwestern Colorado suggests the people of Craig, in Moffat County, are having a pity party and they want everyone to join in on their self-inflicted suffering. Craig’s primary economic industries are coal mining, coal-fueled power generation, and tourism from primarily hunting and other seasonal outdoor sports. It is an economy that locals admit lacks diversity and resiliency.

Craig, Colorado:  Moffat County’s Only Significant Population Center

This month, Tri-State Generation and Transmission Association announced that it would close all three coal-fired power units by 2030 and close down the Colowyo coal mine that supplies the three power plants south of Craig. Not surprisingly, local people are upset and many are turning their anger towards government regulations that they claim are killing their community.

This carefully crafted pity video published in 2015, by the American Energy Alliance, an energy industry-funded non-profit operated and directed by former House Republican staffers, is being used by at least one area resident¹ to use the news of the closings to renew anger at the government:

[SEE: The Perfect Storm Over Craig, Colorado]

The Ugly Reality of Coal Mining

Modern history lacks any examples of coal-mining dependent communities that have eventually gone on to become a great economic success. It just doesn’t happen. Mining companies have a reputation of ripping the coal out of the ground, shipping it away, selling it, reaping vast fortunes, and walking away from their mess. The coal industry has a legacy of broken workers, broken agreements, and always placing owner profits over every other consideration. In their wake is typically a shell of a community that is left in a cycle of poverty.

But history and context are typically not what local people care about or understand. They only see that a company is willing to come to their isolated community and offer them a Devil’s Bargain for jobs. Local communities are usually burned by the deal but rather than accept the consequences, many adopt the tactics of the tobacco farmers when the public became aware of the dangers of smoking. They scream, “It’s all the government’s fault.”

The Facts

Change Has Been Coming:  In the last decade, many aging coal-fired plants have been converted over to natural gas. The fuel is less expensive and cleaner than coal. Tri-State has stated that the decision to shut their Moffat County operations was a business decision based on operational costs.

The Road to Nowhere

The Craig Power Plants Units Already Slated For Closure:  Two of the three units were already slated to be retired. Unit One was to be closed in 2025 and Unit Two was to be retired in 2039. Unit Three was only four years younger than Unit One but no retirement date had been established. All three Units were facing decommissioning and the associated coal mine would become less relevant with each Unit closure.

Coal is More Expensive and Harmful:  The combined costs of building and operating coal-fired power plants, added to the cost of mining coal, the cost of restoring the damage (environmental, health, etc.) caused by mining coal, and the cost of the impact of the air, soil, and groundwater pollution of coal burning, makes the expense of coal-generated energy too high. With no mining, minimal pollution, and free fuel, solar and wind energy are less expensive and the green options don’t threaten the disastrous consequences of global warming caused by carbon-based fuels.

Alternative Energy is Becoming the Standard

Coal Generation Has Been On a 20 Year Decline:  In 1997, coal provided 52.8% of the energy generated at commercial sized units. By 2018, that had dropped down to 27.8%. No new coal-fired generating plants are being planned or built in the United States to replace old units scheduled to be closed. Coal is a dying industry and no one can say it’s a sudden death. [Source]

It’s the Mining Company, Stupid:  Mining has consistently replaced human workers with machines that are more productive, less expensive, and don’t complain or demand anything. The reduced size of the mining workforce in the United States has nothing to do with government regulation and everything to do with companies saving money by taking away mining jobs from their own workers.

The Person Standing On the Train Track

A person standing on an active train track has three choices. That person can, 1) step off the track before the train comes, 2) get up on the platform and hope the train stops to let him or her get on, or 3) continue to stand on the track and rant about the train until she or he is run over by it.

The video suggests that the people of Craig have chosen to take the third choice. There is no sudden change in the coal industry that is causing it to be phased out. Anyone who cared about their community would have known that coal was a bad bet in the economic sustainability game.

Moffat County, the Perfect Victims

Why is Craig the perfect platform to be showcased for a political agenda?

White Begats Red

Moffat County is Trump Country. It is 80% caucasian and overwhelmingly Republican. In the last 55 years, no Democratic Presidential candidate has obtained more than 40% of the vote in the county. Craig is happy to be the political tool of the white wing.

History of Being a Victim

Craig is located halfway between Denver and Salt Lake City. It used to be on the main route between the two major cities (US 40.) When Interstate 70 (I-70) was in the planning stages it was to terminate in Denver, but Governor Edwin Johnson, (a Moffat County native,) convinced the federal government to continue it through Colorado. The irony is that he ignored the existing US 40 route through his home town and proposed the interstate follow the US 6 route.

Signal Hill: The Faded Glory of Craig

That decision isolated Craig. Instead of being the perfect stopping point between Salt Lake and Denver, it became the town ninety miles south of Interstate 80 (I-80) and ninety miles north of I-70. The impact of that choice still affects Craig’s economy today.

Population Stagnation

While the population of every economically diverse community has been increasing over the last 30 years, Moffat County’s population hit a high of 14,541 in 1983 and today it has over 1,000 fewer people than 37 years ago. Every Spring, the high school graduates more students than the community has jobs. For decades, the need to diversify and expand Moffat County’s economy has been a topic of discussion…with no viable plan.

Imprisoned By Their Own Political Ideologies

One obvious opportunity is alternative energy. The transmission lines that connect Craig to the power infrastructure already exist with the terminus at the current power plants. A wind or solar farm in Moffat County wouldn’t have significant expenses in building transmission lines.

End of the Road in Craig

The problem is that alternate energy choices are exactly what many people from Craig have sworn to oppose. In their minds, solar and wind farms are a waste of time and resources. For a majority population of Trump supporters, accepting clean energy as a source of new jobs and revenue for the community is unthinkable. Better to fail and cry than admit their lack of foresight.

A Failure To Educate

Moffat County High School is one of the worst performing in the state. Those that graduate face the choice of few job opportunities in the community or leave and face difficult challenges in being competitive with better educated graduates. From the CollegeSimply website:

Moffat County High School has an academic rating well below the average for Colorado high schools based on its low test performance, average graduation rate and low AP course participation.

Moffat County High School students score less than a 9% proficiency in Math (State average is 33%,) and less than a 14% proficiency in Reading (State average is 42%.) Less than 9% of the students have passed one or more AP exams. [Source]

Whether Craig’s stagnated economy has led to poor education or poor education has led to a stagnated economy the result is the same, the future of the community is not in the hands of young people who can be expected to repair and build upon their parent’s lot in life.  

A Video For No Reason

All this may explain the attitudes and desperation of the people of Moffat County expressed in the video. They feel like victims and so rather than embrace new technologies and diversify the economy, they would rather hang on to the past.

This video is the perfect storm of ignorance, political game-playing, an attitude of defeat, and poor education. It exposes the city and county’s history of failing to be proactive. Instead of seeking a more diverse economy, a choice was made to seek pity. The community may never realize that a Devil’s Bargain has a price…and now they will pay.

[¹NOTE:  This video was posted on 29 January 2020 on the Facebook page of a former high school graduate of Moffat County High School who still lives in the region. The author of this article believed the video was published after the news of the closings; however, after this article was published the author became aware that the video was first published in 2015. Corrections to the text have been made accordingly. Also, the video embed link has since stopped working and has been replaced by a URL link. ]

How a Layoff in January Can Impact an April Launch

05 Friday Apr 2019

Posted by Paul Kiser in Business, Employee Retention, Ethics, Exploration, Falcon Heavy, Human Resources, jobs, labor, Layoff, Management Practices, NASA, Reduction in Force, Space, SpaceX, Technology, US Space Program

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commercial space, Human Resources, layoff, layoffs, reduction in force, Space, space business, spaceflight, SpaceX

SpaceX has taught us all a valuable lesson. If you need five new boosters in March and April, it’s probably best to not cut ten percent of your workers in January. Three of those boosters were needed for this week’s first Block 5 Falcon Heavy launch. At least three delays of the static fire test have now pushed the launch back to next week at the earliest.

What a January layoff looks like in April

Layoff:  Cut Their Nose Off

SpaceX announced that they were laying off ten percent of their workforce in California, primarily at the rocket manufacturing plant. This came at a time when they would also be using five new Block 5 boosters for March and April. From a strategic and logistical perspective, it was a dumb move. It also indicates how bad things are at SpaceX.

Layoffs have three primary effects. First, they demoralize the workforce. When layoffs are announced, everyone lives in fear that he or she will be the one losing their job. Low morale is not usually associated with quality work. 

Second, the survivors of a layoff typically have to take on additional responsibilities. They are expected to work harder and more efficiently to make up for the workforce lost in the layoff.

Finally, layoffs tend to reduce the knowledge and skill base of the workforce. A layoff rarely allows the opportunity for the worker to pass on her or his knowledge to the survivors. Usually, the worker is called to human resources, given the goodbye speech, handed their final check, and escorted out the door.

A layoff is a bad idea at any time, but in an industry where there is no margin for error, it’s a nightmare.

Booster Shortfall?

The first Block 5 Booster was launched eleven months ago (B 1046.) Since then only six more have been launched. Seven boosters in 13 launches. Two of those seven have been lost. SpaceX was debuting a new booster at a pace just slightly greater than one a month before the layoff.

After the layoff, they needed five new Block 5 boosters in March and April, three of them for this week’s launch. Has SpaceX has been rushing to build Block 5 boosters with a workforce injured by a recent layoff?

Enter the Falcon Heavy Static Fire Test

SpaceX is silent on the this week’s static fire delays but it doesn’t take a rocket scientist to suspect something is wrong with the Falcon Heavy rocket. Knowledgable sources said that the test would occur on Monday, then Wednesday, then Thursday, Now it’s supposed to happen today (Friday.)

The delays suggest that this is why you don’t lay off your workers in January when you need new boosters in March and April.

Starbucks: The Adults In the Business World

18 Wednesday Apr 2018

Posted by Paul Kiser in All Rights Reserved, Branding, Business, Communication, Crisis Management, Customer Relations, Customer Service, Discrimination, Employee Retention, Ethics, Honor, Human Resources, labor, Lessons of Life, Life, Management Practices, Nevada, Public Image, Public Relations, racism, Respect, Social Media Relations

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CEO, employee relations, Kevin Johnson, Philadelphia, racism, Starbucks, United Airlines

When you have with 238,000 employees, most of whom interact with the public all day, someone is going to do something stupid. That is a fact of human nature. The question is, how the leadership of a company deals with an incident? In the case of Starbucks, you be the adult and not the five-year-old.

Racists Don’t Think They’re Racist

Racism is a major problem in this country. Racists usually don’t know they are a racist. In their minds, they do what they think is ‘natural’ from their cultural perspective. What is natural is what is correct. This means most racists are in the bigot closet and don’t even know it.

There is no racism test for an employer to give a job applicant. If there were, a lot of people would be unemployable. Closet racists are going to be hired at all major corporations. Sometimes, like at Cracker Barrel, the racism is condoned by the employer; however, most companies avoid hiring overtly racists employees. At least that’s what they claim.

Regardless, when an employee does something that is racist, many executives will attempt to minimize the incident, or attempt to deny the issue was about race. The public relations (PR) people are experts at diluting the obvious by reminding the media that motivations can’t be proven. From a PR perspective, a company, like United Airlines, can do no wrong, even when it does something wrong.

Starbucks Policy of Responsibility

The leadership at Starbucks is probably not perfect, but at least they make every attempt to be aware of what is correct from what is wrong. That is why Kevin Johnson, the CEO of Starbucks wasted no time in responding to one of his employees calling the police on two African Americans for trespassing in a Starbucks when they didn’t purchase something in the store.

In this incident is noteworthy that at least six officers were present to arrest two non-combative African American males. It was overkill that the police were called, and overkill that six police responded. If a white man had robbed the Starbucks it is likely that it wouldn’t have had this response.

The victims of this incident were held for over eight hours after being arrested. They were released after the police admitted they had no crime to with which to charge them.

What Starbucks Didn’t Do

Johnson didn’t offer excuses for his company. He didn’t say the video doesn’t really tell the whole story. The CEO didn’t even hint that it might not have been a racist act.

Instead, Johnson offered apology after apology.  Johnson met directly with the men involved. He called the act “reprehensible.” It is unclear what happened to the employee in question, but the employee is no longer at that store.

Most companies today look like children trying to cover up their misbehavior after a public relations incident such as this one. It is good to know that Starbucks is capable of using common sense and decency in responding to this situation.

Sadly, the rest of the employees at Starbucks will be impacted by this one person’s act. We all pay for the bad behavior of others.

Employee Ownership? Does Business USA Own Its Employees?

11 Wednesday Apr 2018

Posted by Paul Kiser in All Rights Reserved, Business, Communication, Donald Trump, Employee Retention, Ethics, Government, Honor, Human Resources, Information Technology, Internet, jobs, labor, Life, Management Practices, Nevada, Politicians, Politics, Public Image, Public Relations, Relationships, Reno, Respect, Social Interactive Media (SIM), Social Media Relations, Technology, United States, Women

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13th Amendment, Akima, Business, company, corporations, Donald Trump, Employee, employee ownership, employee relations, Employer, flipping the bird, indentured servitude, Juli Briskman, quid pro quo, slavery

Employee Ownership?

It was a chance encounter. Juli Briskman was out riding her bike on a Saturday in October. Trump was just leaving from playing another round of golf. Trump’s motorcade passed Briskman and she saluted the Resident of the White House with her middle finger. Had a photographer not caught the act it would have just been another typical day. This day, it would get Briskman fired. The company’s position:  it owns its employees.

Trump’s Single Digit Approval Rating

Quid Pro Quo

It’s important to note that Briskman was not identified in the photo, nor could she be identified as the photographer was behind her. She voluntarily told her company that she was the one in the photo. The company then fired her.

Employment is a quid pro quo environment. An employer agrees to pay compensation and benefits in return for certain specific tasks and responsibilities. Employment is not servitude, nor does it allow an employer to govern the employee’s actions 24/7/365. The Thirteenth Amendment to the Constitution of the United States forbids indentured servitude along with slavery.

In the social media age, businesses have attempted to expand their authority over employees and govern hu’s (her/his) non-work activities. The problem is that if a company is allowed to govern free speech outside of the work environment they are essentially making a demand on an employee’s time, expression, and choice without compensation. Again, employment is a Quid Pro Quo environment and both parties must agree to the terms of what is offered in return for compensation and benefits.

Is the Reverse True?

The test of this situation is to reverse it. If the company can claim it can govern employee behavior during non-work hours for no pay, does that mean all employee non-work activity is a liability for the company? If an employee kills someone, can the victim’s family sue the company? The point is that a company cannot arbitrarily decide what non-work activities it governs. If it governs some non-work activities, shouldn’t the company assume responsibility for all non-work activities?

The reality is that business has failed to be reasonable in its limitations on employee rules and policies. It is now time to reestablish that quid pro quo relationship and stop attempting to ignore the 13th Amendment.

The Sad Life of a Russian Troll (Печальная жизнь русского тролля)

26 Monday Mar 2018

Posted by Paul Kiser in All Rights Reserved, Branding, Business, Communication, Donald Trump, Economy, Employee Retention, Ethics, Government, Honor, Information Technology, Internet, jobs, labor, Language, Life, Politicians, Politics, Public Image, Random, Respect, Russian influence, Social Interactive Media (SIM), Technology, Travel, United States, US History, Vladimir Putin, Voting, Website, Writing

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fake identities, fake news, GOP, Russia, Russian, Russian Troll Farms, Soviets, Troll Farms, Trumpsters, USSR, Vladimir Putin, Web Brigade

It is a statement of life in Russia when one of the best jobs to be had is employment to write fake news stories, deceive people, and attempt to create chaos in other countries. Russian Troll Farms, or Web Brigades, as they refer to themselves, tell us more about Russian life, than about Western gullibility. What follows is my own fake story of an interview with a Russian Troll.

Troll – a mythical creature in folklore living in caves or hills or under bridges as either a giant or a dwarf, typically having a very ugly appearance.

Russia Condos

Living Large in Russia: Condos in St. Petersburg

Interview With A Russian Troll

[NOTE: Some language may be inappropriate for young readers.]

Interviewer:  What’s your job? (Кем вы работаете?)

Russian Troll:  I learned to speak English so I could be paid to agitate and influence people in the United States to vote for politicians like we have in Russia. (Я научился говорить по-английски, чтобы мне могли заплатить за то, чтобы агитировать и влиять на людей в Соединенных Штатах, чтобы голосовать за таких политиков, как у нас в России.)

Interviewer:  How does that help Russia? (Как это помогает России?)

Russian Troll:  It doesn’t, but it makes the Americans suffer like we have to suffer in this shithole country. (Это не так, но это заставляет американцев страдать, как мы должны страдать в этой стране.)

Interviewer:  Why do you do it? (Почему ты это делаешь?)

Russian Troll:  I live in Russia. How else can I pay the bills? (Я живу в России. Как еще я могу оплатить счета?)

Interviewer:  The economy of the United States drives the economy of the rest of the world. If you’re successful, aren’t you afraid of a worldwide economic disaster? (Экономика Соединенных Штатов стимулирует экономику остального мира. Если вы добились успеха, разве вы не боитесь мировой экономической катастрофы?)

[Language warning]

Russian Troll:  Don’t tell me about disaster until you’ve seen the crappy place where I live in the middle of winter. Fuck the Americans. Fuck the rest of the world. They all celebrated when Americans landed on the Moon. They all celebrated when the Berlin Wall fell. Fuck them! (Не говори мне о бедствии, пока не увидишь дерьмовое место, где я живу в середине зимы. Ебать американцев. Трахайте весь остальной мир. Все они отмечали, когда американцы высадились на Луну. Все они праздновали, когда упала Берлинская стена. Трахайте их!)

Interviewer:  What about your children? How will your work help them? (Как насчет ваших детей? Как ваша работа поможет им?)

Russian Troll:  Who cares? Did anyone care about me when I was a child? For the last twenty years no one cares, so why should I care? (Какая разница? Кто-нибудь заботился обо мне, когда я был ребенком? За последние двадцать лет никто не заботится, так зачем мне это волновать?)

Interviewer:  You mean the last twenty years when Vladimir Putin has led your country? (Вы имеете в виду последние двадцать лет, когда Владимир Путин привел вашу страну?)

Russian Troll:  Exactly!…No, wait. YOU TRICK ME! (Quickly looks around) No, Putin has been good. I mean Putin has been great. Great! Putin is a great leader! (Точно! .. Нет, подожди. ВЫ ТРЕТЬЕ МЕНЯ! Нет, Путин был хорош. Я имею в виду, что Путин был замечательным. Большой! Путин – великий лидер!)

Interviewer:  What does a Russian troll do after they leave the Farm? (Что делает русский тролль после ухода из фермы?)

Russian Troll:  First of all, we are not a Troll Farm. We are a Web Brigade! We fight a war against the Free Countries of the World! We will bring them to their knees! Second, when I finish here I will be rich! I will never have to work again! I will move to America and be a…how you say,…big?, BIG, yes?, I will be a big man! You will know me by my shiny red sports car! (Прежде всего, мы не Ферма Троллей. Мы – веб-бригада! Мы ведем войну против Свободных стран мира! Мы поставим их на колени! Во-вторых, когда я закончу здесь, я буду богат! Мне больше никогда не придется работать! Я перееду в Америку и буду … как вы говорите, … большой?, БОЛЬШОЙ, да ?, Я буду большим человеком! Ты узнаешь меня своим блестящим красным спортивным автомобилем!)

McDonald’s Shake Machines Legendary Unreliability

17 Saturday Feb 2018

Posted by Paul Kiser in About Reno, Branding, Business, Customer Relations, Customer Service, Employee Retention, Lessons of Life, Management Practices, Marketing, Pride, Public Image, Public Relations, review, selling, Technology

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employees, fast food, food machines, ice cream, McDonald's, milkshakes, Nevada, Reno, Restaurant, service, shakes, Shamrock Shakes, supervisors, worker

It may be just me, but something seems to be amiss with McDonald’s shake and ice cream machines. My experience tells me it’s a 50-50 chance the machine will not be working when I order a shake. Guess what? It’s not just me.

The six McDonald’s I visited in Reno, NV, USA

Apparently, the reliability, or lack thereof, of McDonald’s shake machines and ice cream machines are legendary in the fast food world. It’s so bad that last year McDonald’s corporate folks announced they were replacing the ice cream machine in every store.

Shaky Reputation For McD’s Milkshakes

An online search found multiple responses to questions about McDonald’s shake machines. On Reddit, one person asked:

McDonald’s employees: why is the milkshake machine always out of order?

Response from an alleged McDonald’s employee was:

This machine is incredibly hard to keep up and running if you have no idea what you are doing. It turns off automatically around 11 pm. It turns back on in the morning about 4 am. …Once a month it will turn off for it to be cleaned… someone must completely take it apart to clean it. If it is put back together improperly or not clean enough it will shut off after about an hour and you must clean it again. 

Former McDonalds Shift Manager

On Quora the responses to a similar question were:

Even for machines that produce products like the McFlurry, the cleaning and maintenance required is such that it is easily among the most hated tasks to be performed… a milkshake or McFlurry is a product that is usually made by the cashier. … Each McFlurry represents an added task… any request for that item represents added work for the employee with no benefit to accomplishing any of their main tasks faster… there is little downside to simply not providing this service when at all possible. 

Former McDonald’s Employee

1. Laziness…
2. The cleaning process…
3. …complicated piece of machinery…

Current McDonald’s Employee

McDonald's Shaking Up It's Shake Machine?

The New Shake Machine? At least this one was working.

McD’s in Reno, Nevada

I made nine visits to six McDonald’s restaurants in the Reno, Nevada area this week. All occurred in the afternoon to early evening. I had four instances where the shake machine was out of order; however, in one instance they said it would be ready in a few minutes, and we (my son was with me) scored our first Shamrock Shake of the season at that location.

The three other times that the shake machine was out of order all occurred at one restaurant on three consecutive days. Five other McDonald’s had working shake machines. 

Will It Be Hunting Season For the Shamrock Shake?

With the famous Shamrock Shake season coming up, will it be hunting season for those who are seeking the elusive green treat? Probably not. If the one problem location is removed from my unscientific survey, the shake machines at most of the McDonald’s restaurants could be considered reliable during peak hours.

It also seems that based on the comments of past employees, the reliability of the shake machine might be more a question of the quality of the employees and their management. I will certainly be cautious of McDonald’s locations that seem to have shake machine issues because it is likely that their problems are not isolated bad machine maintenance.

Corp USA: “The Stock Market Requires We Underpay You”

15 Thursday Feb 2018

Posted by Paul Kiser in Aging, Business, Economy, Employee Retention, Ethics, Management Practices, Public Image, Public Relations, Stock Market

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corporations, DJIA, Dow Jones, inflation, investors, living wage, Money, stock market, wages, workers

The stock market face plant last week proves one thing. The investor economy is based on human cruelty. Repeatedly analysts gave a reason for the mini-crash in the stock market:  Fear of wages finally moving upward. Investors like it when wages don’t keep pace with inflation, but the moment they fear that wages might increase the stock market tanks.

Dow Jones Face Plant

Dow Jones (DJIA) drops with fears of higher wages

Analysts explained that higher wages would lead to inflation, which makes investors look smart, not cruel. So, was inflation the real reason, or was it just about higher wages?

It’s About Wages Stupid

Fortunately, this week gave us the answer. The measure of inflation is the Consumer Price Index (CPI.) This week the latest CPI report came out for January. If the CPI was up, it would confirm the fear of inflation, if not, then all was well and the stock market would continue to climb.

The CPI news?

Eight straight months of higher consumer prices

The CPI went up, big time. It was confirmed. Inflation is here…but wait, where is the big fall in the stock market? Why is it going up? You guys, it’s inflation! You’re not supposed to invest when inflation is on the rise! That’s what you said last week!

No surprise here. Investors don’t like workers getting more pay. Inflation has nothing to do with investor fears. Eight straight months of increased consumer prices and January has the largest increase, so inflation is real, but investors don’t seem to care.

The truth is that corporations and investors don’t like higher wages for working people. It is a threat. Investors wear their heart on their stock chart when it comes to better wages. The steady growth in the stock market while wages remained stagnant for workers is the best indicator how a rising stock market reflects the depravity of investors.

Reno Nevada Mayor Schieve Declares She is Uninformed

13 Tuesday Feb 2018

Posted by Paul Kiser in About Reno, Business, Communication, Consulting, Crime, Crisis Management, Employee Retention, Ethics, Government, Honor, Human Resources, Journalism, Management Practices, Politicians, Politics, Public Image, Public Relations, Relationships, Respect, Traditional Media, Violence in the Workplace, Women

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Andrew Clinger, Bill Dunne, City of Reno, Hillary Schieve, Hogan's Heroes, Karl Hall, lawsuit, Mayor, Mayor of Reno, MeToo, press conference, Reno Attorney, Sargent Schultz, sexual assault, sexual harassment

Reno Mayor Hillary Schieve held a press conference on Thursday, 1 February. It’s purpose was to inform the public about an accusation filed with the City of Reno in October (or November) regarding a sexual assault claim. Mayor Schieve’s three-minute-or-less press conference was an apparent attempt to reprise the role of Sergeant Schultz from the 1960’s television show, Hogan’s Heroes.

If You Can’t Dazzle Them With Brilliance…

Mayor Schieve and the staff of the City of Reno were apparently responding the previous day’s article in the Reno Gazette-Journal. It disclosed a sexual assault claim by a City of Reno contract employee against former Revitalization Manager Bill Dunne. He allegedly exposed himself in a car to the employee and attempted to force her to perform a sex act.

During her micro-press conference Mayor Schieve said:

Last night I was made aware of sexual assault allegations and I want to make sure that our residents know that we take this extremely seriously at the city of Reno…

Mayor Hillary Schieve

In the press conference, Reno city officials made a point to note that no police report was filed. It is unclear why almost no information was disclosed during the media event, other than to announce that the victim did not file a police report.

Reno officials did not explain why the Human Resources Director, nor the City Attorney failed to report the complaint to police. They were aware of the complaint in November. Nor did they explain why the man accused of a sex crime was allowed to resign without further action. Nor did they explain why the Mayor and the City Council members were not made aware of the situation immediately.

Bill Dunne resigned two weeks (10 November 2017) after the complaint of sexual harassment and assault was reported to Reno’s Human Resources Director. Dunne stated that his reason for resignation:

I feel I have done everything I was hired to do, so I am tendering my resignation to pursue other opportunities…

Bill Dunne

Dunne said nothing about being accused of sexual assault.

Victim Feared Reprisal

The victim of Dunne’s alleged behavior waited until she was about to resign before making her complaint against him because she feared of reprisals. When she gave her notice and informed to the Human Resources Director of the complaint, she indicated a desire to stay on until a replacement could be found. According to the statement, the Human Resources Director told the victim:

Today can be your last day if you’re uncomfortable. We can just turn off your email and mail you your check

Reno Attorney’s Staff: Don’t Believe the Women!

The press conference came almost three weeks after another Reno Gazette-Journal article about sexual harassment complaints against the Reno City Manager Andrew Clinger. This article discloses a motion to dismiss a lawsuit filed by two female city employees.

In that suit, they claim that Clinger sexually harassed them. Among the accusations, he is accused of touching one of the woman on her leg with sexual intent. He is also accused of sending inappropriate text messages; however, Clinger used an application to delete the messages.

After three women filed sexual harassment complaints with the Human Resources department, Reno City Attorney Karl Hall investigated the claims. Two of the three women filed the lawsuit after they felt Hall blew the investigation.

In his motion to dismiss the women’s lawsuit, Reno’s Deputy Attorney William Cooper accused the women and two others of conspiring against City Manager Clinger. The City’s conspiracy theory suggests an effort to force him out of his position.

Cooper cited an ‘independent’ review, paid for by the city, that confirmed the primary allegations as meritorious. It also determined the secondary allegations could not be verified. Cooper’s motion ignored the findings of the primary allegations. His motion to dismiss seemed to based on the findings of the secondary allegations.

Good Ole Boys Club

Perhaps not ironically, Clinger was the person who hired Dunne in 2016 after Dunne faced political pressure to leave his job as Commissioner for Planning and Development in Troy, New York.

As for the City Manager, Clinger quit his position in October 2016 and was hired a few months later by Governor Brian Sandoval as a Senior Advisor on issues relating to economic development, workforce development, and education. Clinger was given a $288,000 severance deal from the City of Reno. He is now being paid over $117,000 in his role for Governor Sandoval. 

Both of the women involved left their positions late in 2016. They stated that the work environment at the City of Reno had become too hostile to continue employment.

Four women felt they had to end their employment with the City of Reno because of a sexually toxic environment, but Mayor Hillary Schieve wants the citizens to know that she takes sexual assault seriously…after she reads about it in the news.

Employee Relations: The You’re-Not-Getting-a-Raise-Letter

26 Friday Jan 2018

Posted by Paul Kiser in About Reno, Business, Communication, Customer Relations, Customer Service, Employee Retention, Ethics, Health, Honor, Human Resources, Management Practices, Politics, Public Relations, Relationships, Respect, Taxes, Women

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benefits, bosses, Business, corporations, Employee, employee morale, Human Resources, letter, Obamacare, pay raise, personnel, salary, SHRM, Society for Human Resources Management, wage

I was reading the example employee relations letter of how to tell an employee that they are not getting a raise. I decided I would give a more realistic letter.

What They Really Think

Hey, What’s Your Name,

Employee relations is important to us and you’re a valuable asset to our organization…wait, who am I kidding, you’re a meaningless drone and it’s time I put you in your place. Every year I get the same stupid question from sniveling employees like you. It’s always, “I’m I getting a raise?” NO, YOU ARE NOT GETTING A RAISE! We pay you more than you deserve and we’re not going to add to our misery by paying you more.

What you don’t seem to understand is that this money is ours, not yours, and our job is to keep as much of it as possible. It’s bad enough that when we hire a new drone, like yourself, we have to pay them more than you because most of the scum out there won’t work for what we pay you now.

We have investors. They are important people and we serve them, not you. When their not happy, they take our bonuses away. Why would you think we would put more money in your pocket that should go in our pockets???

Now I’m sure that you think we’re afraid you’ll leave. HA! To go where? We have connections everywhere and our little birds talk to all the other little birds our there. No one is going to want you once we talk to them.

You probably thought that Obamacare was going to provide you health insurance if you left our company, and now that’s gone. We’ve also decided to reduce our payment on your medical premium and reduce the coverage. Whadya gonna do…fire us?

We’re in a whole new world now, and it’s time you learn just exactly who is in control. Be happy we don’t take more away from you POS. Actually, be happy when we take more away. It’s ours anyway.

Sincerely,

Corporate America 

About This, About Writing

13 Saturday Jan 2018

Posted by Paul Kiser in About Reno, April Fools Day, Branding, Business, Club Leadership, College, Communication, Crime, Education, Employee Retention, Ethics, genealogy, Generational, Government, Government Regulation, Health, Higher Education, History, Honor, Human Resources, Information Technology, Internet, Lessons of Life, Management Practices, Membership Recruitment, Membership Retention, Opinion, Panama, Photography, Politics, Public Image, Public Relations, racism, Relationships, Religion, Rotary, Science, Science Fiction, Social Interactive Media (SIM), Social Media Relations, Space, Taxes, Technology, Tom Peters, Travel, Universities, US History, Writing

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Blogging, Paul Kiser, Paul Kiser's Blog, PAULx talks, rebranding, Wordpress, writing

In the Beginning

Eight years ago I started writing this blog. I had assumed that writing a blog would put me in front of a broad audience anxiously awaiting my next post.

It didn’t….but I kept writing. I wrote about business, human behavior, human resources, management, social media, my personal life, Rotary, public relations, history, time, blogging, travel, Nevada, global warming, spaceflight, politics, my stroke, April Fool’s Day, religion, science fiction, science, photography, media, more history, Panama, gay marriage, the future, great people, not-so-great people, education, Moffat County, patriotism, more politics, and fantasy.

There were a few bright moments when I touched upon a topic that caught some attention, but for the most part, my writing has simply been an expression of my opinions and ideas. I’ve discovered, writing is more important than being read.

Writing, For Me

A blog is like writing a diary or a book. It is meant to a personal statement. Someday, my children or my children’s children may read it and know more about me. I find comfort in that thought. 

My articles became less frequent in the last few years, but recently I have experienced a rebirth of writing. I suspect that my sleep apnea may be one of the issues causing the decline in writing. My brain was starved of oxygen and sleep every night for many years. Now that I am being treated for it, my cognitive functions seem to be reengaging.

Writing a blog has improved my communication skills, and has helped me organize my thoughts. This, this thing I’m doing, is an unfinished novel about the world from one perspective. I’m not a great writer, but I’m better than I was eight years ago.

For the last month, I have been publishing a new article every day. I don’t know that I will keep up that pace, but it is forcing my brain to think, and that is the goal.

Rebranding My Writing

I have decided to rename my blog. First, the term ‘blog’ has developed a negative meaning to many people, so I needed to drop the term. Second, my last name is not as relevant as it was a year ago, before I discovered that biologically, I am not a ‘Kiser.’ 

I tried several title ideas but finally settled on PAULx talks. It is the 2.0 version of Paul Kiser’s Blog. I don’t have a destination in mind for my writing. I never have, but I’ll see where this takes me.

Rapid HR Hiring Process Required In Professional Environment

11 Thursday Jan 2018

Posted by Paul Kiser in Aging, Business, College, Education, Employee Retention, Ethics, Generational, Government, Higher Education, Human Resources, Management Practices, Public Image, Public Relations, Technology, Universities, Women

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background checks, discrimination, EEOC, higher education, hiring process, HR, Human Resources, recruiting, references, universities

Apollo Mission Control sits empty now. Just like a lot of professional offices.

Highly Skilled Workers are MIA and HR is part of the problem

Large organizations, especially government organizations, are losing great applicants because Human Resources is not keeping pace with the reality of the recruitment environment.

Challenges to Hiring Highly Skilled Workers

The issues:

  1. the workforce has not kept pace with the growth in highly educated and skilled jobs
  2. unemployment is now nearly down to four percent
  3. professional salaries and benefits have flattened as executive salaries have fattened
  4. executives have become more insensitive to workers and less humble about their value to the organization
  5. Human Resources have created a massive bureaucracy that is inhibiting the hiring process 

The problem often comes down to the Human Resources department. About the time the Personnel Department became Human Resources, the wizards of bureaucracy established an elaborate maze of hoops and ladders that managers and departments had to push a candidate through to hire a person. Their stated justification for their hiring procedures was to avoid liability and discrimination issues.

The truth is that the policies and procedures of Human Resources also keeps their hand in the organizational functions, and that is job security. 

What Human Resources is Required to Do

Every company should have safeguards in place to verify the qualifications and backgrounds of potential employees, ensure that all applicants are considered without discrimination (regarding race, color, religion, sex – including gender identity, sexual orientation, and pregnancy, national origin, people age 40 or older, disability or genetic information,) and determine a fair and competitive salary/benefit package.

However, only discrimination issues need to be determined for all applicants, and that process must happen before the final selection is completed. Everything else only involves the person that is going to be offered the job.

Once the selection process is completed, Human Resources should be verifying the background and determining the salary and benefits package for the candidate being offered the job. There is no excuse for the final offer process to take longer than a day.

Checking References BS

Wait, I just heard every Human Resource recruiter tell me that the verification of references of a potential employee take forever. References are a joke. Anyone who offers a poor reference is risking a lawsuit, so the time-honored process of checking references is absolutely unnecessary.

Most large organizations complete an I-9 verification, a criminal background check, a credit check, and sometimes a Google Search. A reference is not going to offer as much information as other methods of background checks.

Under the current environment, checking a reference after a job is offered would be acceptable because only something that uncovered a lie by the applicant would be significant, and that would be cause for termination.

Organizations that can’t whip their Human Resources department into reality are risking more failed recruitment searches and watching great people go to their competition.

Highly skilled labor jobs outpacing unskilled labor

Nevada’s Pot Business About to be Smoked

03 Wednesday Jan 2018

Posted by Paul Kiser in About Reno, Aging, Branding, Business, Education, Employee Retention, Ethics, Generational, Government, Government Regulation, Green, Health, Higher Education, History, Honor, Management Practices, Politics, Pride, Public Image, Public Relations, Recreation, Respect, solar, Space, Taxes, Technology, Travel, Universities, US History

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California, Carson City, corporate tax cut, corporations, divorce, economies, economy, educational ranking, Elko, Ely, gambling, gaming, gold mining, Henderson, Indian gaming, Las Vegas, mining, Nevada, Reno, Unemployment, Violent Crime, Winnemucca

Welcome to Nevada, where citizens watch other people get rich

Nevada has relied on being the rebel for decades, and it always fails to provide a reliable economy.

When gambling was taboo in the nation, Nevada became one of the few places people could gamble. People flocked to Nevada to gamble. Nevada had a ‘gaming’ industry.

In 1988, the Indian Gaming Regulatory Act opened the door to legalize gambling on Indian Reservations, and over the next three decades California built up an Indian Gaming industry that didn’t require taking chances with a trip to Nevada. Nevada’s gaming industry stagnated.

When a quick marriage and/or a quick divorce was taboo in the nation, Nevada made divorce easy. People flocked to Nevada to officially end or begin a relationship. Nevada had a marriage industry.

Then divorce became a fact of life and most of the rest of the country decided that government should be trying to inhibit the desires of a couple, so they made marriage and divorce easier. Couples no longer had to travel to Nevada to say their vows, or go their separate ways and Nevada’s marriage and divorce industry collapsed. 

Gambling, divorce, prostitution have all been part of Nevada’s economic plan, and they all have created more problems than money for its citizens. It’s a consistent trait of Nevada’s leadership in pursuing big money that comes with little or no foundation in what is best for the average citizen.

For the last six months, Nevada boosted its economy with legalized recreational marijuana sales. Again, people from California flocked to the state to get what they couldn’t get at home. Pot. And again, Nevada’s economic boost will be short-lived as California recreational pot business gets underway in 2018.

Nevada is a state where a few people become filthy rich and pay very little in taxes. Nevada compounds the problem by prostituting themselves for marginal industries that are not stable and corporations that seek to avoid paying their share of taxes while reaping big profits.

The result has been that Nevada has no money to improve schools that are ranked near the bottom in the United States. Nevada’s poor education record has resulted in businesses needing a highly educated workforce to go elsewhere despite the seductive tax environment.

Nevada has to stop lusting after short-term economies and start building a real economy…or watch the hopes and dreams of its citizens go up in smoke.

Government Regulation Makes USA Business Great

17 Sunday Dec 2017

Posted by Paul Kiser in About Reno, Business, Customer Relations, Customer Service, Employee Retention, Ethics, Generational, Government, Government Regulation, History, Human Resources, Management Practices, Politics, Pride, Public Image, Public Relations, Respect, Taxes, Technology, US History, Women

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corporations, discrimination, enterprise, ethical business, Gender, Government oversight, products, race, regulation, service, Unethical Business Practices

Conservatives trash government regulation as a business killer. Ironically, the fact is that government regulation is what makes business in the United States successful. Without regulation, ethical business is pushed out to make room for people who lust for money. It is a ‘buyer be screwed’ mentality.

Business without oversight destroys ethical businesses

Sam and Joe Comparisons

Sam wants to start up a business. She determines what she must do and obtains all the needed licensing and inspections required, and abides by local, state, and federal laws. As she expands her business, she hires qualified workers and abides by the required payroll laws that protect the worker.

Joe starts up a similar business that competes with Sam’s business, but he sneaks around the laws. He only does what he has to do to not get caught. For code inspections he knows what they are looking for, and lies about what he is doing, so he avoids any government regulations that should apply to his business. As he expands his business, Jake pays people ‘under the table,’ to avoid paying taxes, doesn’t provide his employees with benefits, and doesn’t pay overtime. He warns the employees, that if they complain he’ll close down the business and they won’t have a job.

Which business will provide a more honest and trustworthy relationship with his/her customers? And which business provides good jobs? Which business will contribute more back to her/his community? More ethical? Will make more money?

Ethics and a Level Playing Field

The problem with business is that when the only rule is to make money, unethical practices will provide an advantage over the honest and ethical businessperson. Government regulation creates a level playing field for all corporations so that the honest businesses are not pushed out.

Government regulation and oversight of private business is not about crushing business, it is about saving business. It is empowering our citizens, through government employment, to serve as our protectors as workers and customers. It allows us to trust that a business is ethical and helping our nation.

By demonizing government regulation, unethical people seek to take advantage of other citizens of the United States of America. They swindle them out of money, abusing workers, bringing racism and discrimination into the workplace, and providing substandard and/or dangerous products and services.

Government regulation is not perfect, but until someone can find a better way of protecting the interests of our citizens, it is what we have, and it works.

This is NOT an Excuse: Why Older White Men Sexually Harass Women

22 Wednesday Nov 2017

Posted by Paul Kiser in Aging, Business, Communication, Crime, Crisis Management, Employee Retention, Ethics, Generational, History, Honor, Human Resources, Lessons of Life, Management Practices, parenting, Politics, Pride, Public Image, Public Relations, Relationships, Respect, The Tipping Point, Women

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children, Donald Trump, Education, management by intimidation, men, power, Ray Moore, sex, sex ed, sexual harassment, sexual relationships, wealth, Weinstein, Women

I need to be clear. Sexual harassment is and always has been wrong.

However, as an older white man, I can say that I am not surprised by the revelations coming out about women who have been sexually harassed by powerful older white men, I have to admit that I have been guilty of the same attitudes and behaviors.

Nothing that I have to say should be construed as an excuse for the behavior. No one should read this and feel any sympathy for men who have engaged in sexual harassment. This is simply an explanation of why I am not surprised by the recent revelations, and why I think almost all men of my age or older have a propensity to sexually harass women.

“Nothing that I have to say should be construed as an excuse for the behavior. No one should read this and feel any sympathy for men who have engaged in sexual harassment.”

I was born in 1957. My parents that raised me were married in 1939. My Dad was twenty years old, and my mother was fifteen…on the day she married. That was not typical; however, older men marrying younger women, even girls, was not uncommon, and during my childhood years, almost every Mom was a housewife.

As a child of the 1960’s, the idea that the man was dominant over a woman was not even questioned. Women were created to please men. The mindset was, women should not be overtly sexual and modest; therefore, it was the man’s place to initiate sexual actions. There was no formal instruction about initiating sexual intention with women, it was just expected that boys would learn as they go.

It was blatantly obvious to me, and probably most men my age, that power and wealth made men sexually attractive, and that women craved men who boldly took the initiative, so they didn’t have to pretend that they didn’t want sex. One way to win over a woman was to be in a position of power, and create a situation where the woman could submit to them.

“…that power and wealth made men sexually attractive, and that women craved men who boldly took the initiative, so they didn’t have to pretend that they didn’t want sex.”

The problem was, it worked. In hindsight, it didn’t work because the myth of women secretly wanting sex was true, it worked because the intimidation of a powerful man, and because most fell into the belief that it was a societal norm. Until I was in my late 20’s, the concept of sexual harassment was not even recognized as a problem in the workplace. A man marrying a subordinate was commonplace.

During my adult years, the development of workplace training began to take hold, and one of the primary topics became sexual harassment training. I, and most other men, were told that we had to be careful how we handled ourselves in the workplace, but that seemed to be focused on the workers, not so much on the executives.

When an issue of sexual harassment did come up with someone in management, companies hushed it up “to protect the woman,” and often the woman was given some type of compensation and moved out of the situation. In the business world, the human resources department enabled men to sexual harass women by treating it as an embarrassment for the company that needed to be dealt with internally, without law enforcement involvement.

There is no excuse for my behavior, nor the behavior of white men my age. In part, the problem is born of myths that are created in the absence of discussion and awareness of sex. Young boys will believe what other young boys will tell them when reliable information isn’t available.

We have to stop pretending that sex is only for married adults, and prior to marriage sex isn’t supposed to happen. Abstinence is an abomination to human interaction, and people who promote that idea don’t realize the damage they are doing to our society. Sex is not taboo or should it be embarrassing to discuss. It is a natural function of life.

We also have to stop letting companies deal with sexual harassment issues. Profit, public relations, and efficient operation of the business have no place in how a workplace sexual harassment issue is resolved.

“Profit, public relations, and efficient operation of the business have no place in how a workplace sexual harassment issue is resolved.”

Finally, I apologize to any woman who feels I have offended and/or been sexually inappropriate with. There is no excuse.

Job Killing: The Republican Prime Directive

25 Thursday May 2017

Posted by Paul Kiser in About Reno, Branding, Business, Education, Employee Retention, Ethics, Generational, Government, Government Regulation, History, Human Resources, Management Practices, Politics, Public Image, Public Relations, racism, Taxes, Technology, Universities, US History, Women

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BLS, Bureau of Labor Standards, Employment, GOP, government jobs, high paying jobs, job creation, jobs, Manufacturing jobs, Republican, Republicans, Trump's finances, Unemployment

There may be no political party in the history of the world that has killed more jobs, or enacted legislation to kill jobs, than the Republicans of the United States of America. They attempt to deny their legacy and claim that it is government that is killing jobs, while also claiming that illegal immigrants are taking high paying jobs from our citizens. Those are damn lies.

Trump’s SS forces raid homes to allegedly save high paying jobs for U.S. citizens

Business and Republicans are one in the same. Republicans always do what business wants, and in the past thirty years there have been few, if any, examples where a majority of Republicans have voted for legislation that was contrary to business wishes. When manufacturing jobs leave the United States, a Republican businessperson is behind it and it is done with the blessing of Republican politicians.

Manufacturing jobs in the U.S. 1939 to present. Growth occurs under Democratic leadership and shrinks under Republican leadership. (Source:  Bureau of Labor Standards)

Trump’s feigned anger at businesses sending jobs overseas is almost comical if it weren’t so pitiful. In 1995, the sixty-year reign of Democratic majority control of Congress ended. in that sixty year history Democrats controlled either the House of Representatives and the Senate for all but four of those years. Republicans controlled the House of Representatives for six additional years during the Reagan administration. Since 1995, Republicans have controlled the Senate, House, or Presidency for all but two years under a banner to thwart all Democratic legislation.

Four years after the Republicans seized control of Congress and passed major business-friendly legislation, the number of manufacturing jobs in the United States began a plunge that would take it down to levels not seen in fifty years.

Job killing our country’s key employer is a primary goal of the Republican party. Federal, state, county, and local governments have been under attack since the Reagan administration. Republicans have consistently sought to strangle funding for public schools as our population has grown, eliminate jobs of the people paid to protect workers and consumers from unethical businesses, prevent funding for workers providing veteran services, and attack critical jobs that provide services for the typical citizen.

The goal of every business person is to make money, not create jobs. That is why Republicans seek to eliminate costs by killing jobs, rather than spend money to create jobs. To a business person, jobs are an expense, and are the obstacle to making money. What Republicans don’t understand is that jobs move the money through the economy, and eliminating high paying government jobs takes money out of the economy. This is why our economy is barely moving forward.

Trump supporters can’t understand the complexities of a national economy, which is why they are the problem in perpetuating Republican domination of our government. Trump is trying to push our economy into a disaster that we may never recover from unless he is stopped.

Six Facts About Manufacturing Jobs

22 Monday May 2017

Posted by Paul Kiser in About Reno, Aging, Business, College, Customer Relations, Customer Service, Education, Employee Retention, Ethics, Generational, Government, Government Regulation, Higher Education, History, Management Practices, Politics, Public Image, Public Relations, Taxes, Universities, US History

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Donald Trump, Employment, jobs, Manufacturing jobs, Sierra Nevada Corp., Trump, Trump supporters, unskilled workers

Manufacturing jobs do not just appear or disappear, and the government is not the bad guy.

It is sad to hear Trump supporters to be interviewed about anything, but when they start talking about the lack of manufacturing jobs is when they really start looking like adults in diapers. They act like the government is supposed to force private manufacturers to build a factory and make something so that Joe Blow, with a high school degree, in Small Town USA can drive two miles to the local factory and earn $150,000.

Here are the facts:
 
1. Manufacturing jobs go overseas because consumers in the USA want to pay less for goods, and labor is cheaper in many places outside the United States, which makes the cost of manufacturing less, which makes the price of the product less. 
 
2. USA, state, and local taxes have almost no impact on good manufacturing jobs. For example, the Sierra Nevada Corporation (a private version of early 1960’s NASA…before we had a successful launch) has its headquarters in Nevada, but all of their non-executive jobs are in Colorado. Colorado has higher taxes than Nevada, but Colorado also has a better, more skilled, higher educated workforce. Nevada is the headquarters only so the executives don’t have to pay taxes, but the jobs are in Colorado. If the issue was about taxes, the jobs would be in Nevada, not Colorado.
 

Job fairy or much ado about nothing?

3. There is no manufacturing jobs fairy. Manufacturing jobs REQUIRE someone who wants to buy the product. The NEED for a manufacturing job is determined by the consumer. You don’t build a factory, then hang out a sign saying you’re open for business. Manufacturing jobs are “secondary jobs” meaning that before a manufacturing job is created, a product that people want to buy must exist. 

 
4. Most unskilled manufacturing jobs don’t pay well regardless of where the factory is located. CONSERVATION OF COMPENSATION: If anyone can do the work, the jobs go to the people who are willing to be paid the least amount of money. Whether the job is in the United States, or elsewhere, pay is driven by the supply of workers who can do the job.
 
5. Small towns rarely attract high paying manufacturing jobs. While some factories have moved to rural locations to reduce labor costs, it is rare, and factories still need enough potential workers to avoid a labor shortage, which would increase labor costs.
6.  Good business REQUIRES government regulation. Government regulations protect the employee and the consumer. Many countries don’t have rules of against abuse of workers and don’t require manufacturers to abide ethical business practices, and result is always unethical business practices. Remember the Samsung Galaxy Note 7?

PR Fail: What United Airlines Should Have Done

28 Tuesday Mar 2017

Posted by Paul Kiser in Aging, Branding, Business, Communication, Crisis Management, Customer Relations, Customer Service, Employee Retention, Ethics, Generational, Honor, Human Resources, Internet, Management Practices, parenting, Politics, Pride, Public Image, Public Relations, Respect, Social Interactive Media (SIM), Social Media Relations, Travel, Women

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buddy pass, buddy passes, children, dress code, fashion, gate agent, girls, HR, leggings, non-rev, non-revenue, policies, tickets, UAL, United Airlines

United PR:  At least we don’t shove the children out at 35,000 feet!

Sunday morning United Airlines once again proved that they have some of the worst public relations people in the business, which is likely a reflection of their top management.

The Situation
Two young girls, ages estimated to be around ten to eleven years old, were prevented boarding a United Airlines flight from Denver to Minneapolis with their family. These were children, not adults, nor young adults. According to United Airlines, they were flying on what is known in the industry as a “Buddy Pass,” which is a relatively free (taxes have to be paid) ticket that is one of the benefits of airline employees.

The girls were wearing leggings, which again, according to United Airlines, is in violation of the dress code of people flying on a Buddy Pass. The gate agent apparently approached the family and told them the girls could not board the plane wearing leggings.

It is important to note that two of the girls did not have any other clothing options at the gate, and the family apparently checked bags with the girl’s clothing in them at the main ticketing, where a United representative had to weigh the bags, check the tickets, and confirm the identifications of each of the passengers. Despite this close contact with the passengers, the ticket agent did NOT prevent the children, nor the rest of the family from heading to the gate.

The gate agent that confronted the family was involved in a “tense” discussion of the dress code issue in front of other passengers. At one point the gate agent bragged, “I don’t make the rules, I just enforce them.”

This became a major public relations issue because passengers in the area were witness to the scene and a passenger from another gate investigated the situation and reported it on Twitter. The gate agent’s handling of the situation was overt enough to cause another family, not involved in the incident, to have their daughter put on a dress over her leggings.

United later reported that the girls later changed and boarded another flight.

What United Should Have Done
It boggles the mind as to the many public relation fails occurred by United staff, but here is what the public relations people should have said and done:

On Sunday, March 26, a family was boarding one of our flights on a special ticket that includes a dress code requirement for the passenger. One of our gate agents determined that the children were not dressed according to that policy, and the family was not allowed to board the flight.

While the gate agent technically followed our policy, we regret that this situation became a public scene. We also regret that our staff did not remind the family of that policy when they checked their bags at the main ticket counter, when the children would have been able to obtain appropriate clothing before their bags were checked.

Our policy is meant to encourage a professional appearance of those passengers who are flying as a benefit of being employed, or being a family member of one of our employees. When this involves children, we attempt to be sensitive to the difference in the typical appropriate dress for their age.

We regret to the manner in how this situation was handled and apologize to the family involved and to the passengers who were witness to this situation at the gate. We are reviewing our policies and how those policies are enforced.

The United Blood Bath
Rather than apologizing, United decided that it would work to sway public opinion against the traveling family and humiliate them further. Their announcement in response to the situation put all the blame on the children and their family and implied that the gate agent who created the scene was the hero.

It is a Trump-like strategy that is based on never admitting failure, even when the failure is obvious. It did produce a wave of approval by people who enjoy watching someone being crushed by a more powerful and insensitive force.

However, this type of strategy builds mistrust of an organization and clearly demonstrates United’s lack of empathy for its passengers, paying or not. It also demonstrates the lack of humanity by a corporation that doesn’t understand the deferred cost of bad public relations, and proves that United doesn’t know the quality of mercy.

The Joy of No

01 Tuesday Dec 2015

Posted by Paul Kiser in Aging, Business, Club Leadership, College, Communication, Consulting, Crisis Management, Customer Relations, Customer Service, Education, Employee Retention, Ethics, Generational, Government, Higher Education, Honor, Human Resources, Lessons of Life, Management Practices, Membership Recruitment, Membership Retention, Passionate People, Politics, Pride, Public Image, Public Relations, Re-Imagine!, Relationships, Respect, Rotary, Social Interactive Media (SIM), Social Media Relations, The Tipping Point, Tom Peters, Universities

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bosses, committees, dictators, Human Interaction, meetings, No, organizations, Social Interaction, workplace

_DSC1990No is a perfectly acceptable answer….providing,

  • The idea or suggestion lacked thought or had no basis in fact. (e.g.; Would Donald Trump be a good President?)
  • The idea or suggestion has obvious flaws. (e.g.; Should we let a gun be in a room with a bunch of 2nd grade children?)
  • Is a matter of personal opinion or seeks personal approval. (e.g.; Would you go out with me?)

But when an idea or suggestion doesn’t fall under any of these categories, the “no” answer becomes a potential weapon of personal destruction for the person saying it, and a beautiful opportunity for the person on the receiving end.

Being the youngest of four boys, my brothers and parents became accustomed to telling me ‘no.’ I was constantly asking questions and making suggestions, and the ‘yes’ answer was likely to encourage me. In those situations where I actually had a good idea, it was enough that as the youngest member of the family, a ‘no’ answer was valid.

As an adult, I never had any expectations that my ideas and suggestions would be better received, so hearing ‘no’ was an irritation, but I accepted it as part of life.

However, I as grew older I noticed that some people seemed to enjoy telling other people ‘no.’ Often these people were in leadership positions and their tactic was to dominate and/or intimidate others. In some cases people would act as a dictator within the organization, silencing the ideas and opinions of others with a type of ‘no’ answer that implied dire consequences if the person didn’t drop the subject, or the idea was treated so lightly as if the person was unintelligent for making the suggestion. For years I thought that part of being a good manager was to have the privilege and responsibility to tell others, “NO!” 

Then several years ago I joined a service club and became very involved in the organization. I served on several Boards and committees. I discovered that I could manipulate some people because I always knew their response to whatever I suggested would be, ‘no.’

It was then I realized that when someone says ‘no,’ it is a gift. The “No-ee” has done all they are required by making the suggestion or asking the question. The “No-er” has put their reputation and respectability on the line. The ‘no’ answer gives them all the responsibility, and, as a situation plays out, their failure to consider someone else’s idea or suggestion may be the fatal decision that brings them down.

I still find enjoyment of sometimes asking a perfectly legitimate question of someone I know will give me a ‘no’ answer. It is even more interesting to do this when I have more information about the issue or situation than they do and they can’t help but give me an answer that will eventually haunt them.

Still, I have learned that organizations and relationships with ‘no’ people are typically doomed. There’s a time to experience the joy of ‘no,’ and then there are times it’s best to walk away and shake the dust off your sandals.

The Quality of Respect

04 Wednesday Nov 2015

Posted by Paul Kiser in Customer Relations, Customer Service, Employee Retention, Ethics, Human Resources, Lessons of Life, Management Practices, Membership Retention, Politics, Public Relations, Relationships, Respect

≈ 1 Comment

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Depth of Relationships, Friendship, Human Interaction, listening, negative relationships, positive relationships

Respect determines the quality of relationships

Respect determines the quality of relationships

I have had a few instances of being told I was right. These typically come years after the fact when the acknowledgement is almost meaningless regarding the original idea, issue, or choice. The irony is that the issue discussed years ago is irrelevant, but how the person responded to my idea or concern established the quality of our relationship.

Years of interactions with people through work, social, and personal experiences has taught me that relationships are defined by the quality of respect the two people have for each other. Communication is about sharing information and being correct or not about an issue is secondary to the quality of the relationship. We are not taught that in school, but it is something learned as patterns develop with the people in our social circles.

The way a person responds to our ideas and concerns defines the quality of respect they have for who we are as a person, and that defines the relationship.

Dismissive Response
A dismissive response is the lowest form of respect to a person. Adults often are dismissive of children, and that is a valid description of the relationship between two adults when one is dismissive or condescending to another person. The classic, “Let’s just agree to disagree” is a great example of a dismissive response. If this is happening in a work relationship it means that your value to that person is nonexistent and that you should be seeking a different work environment.

In a personal relationship it means that you are a pet or child to the person and you should take action to get them out of your life. Once a person treats you as an inferior, others will model that and everyone around you will devalue your relationship with them.

Deflective Response
The next lowest form of respect is when someone is deflective or derogatory to you when you express concern about an issue. This behavior can be recognized by responses that begin with or include the following:

“You’ve always disliked. ..” or “You don’t know for sure that…” or “Here you go again…”

The point here is that the person is not responding to your concern, just devaluing you and anything you have to say. It is a close cousin to a dismissive response, but the person feels a need to answer your concern, even though the answer is actually an insult to your intelligence.

Illogical Response
Another close relative of the Dismissive Response is the Illogical Response. It is the type of response that has the appearance of a discussion of two people who mutually respect each other; however, the response is often a desperate attempt to suggest Point A is negated by Point B, but in reality Point A has nothing to do with Point B.

An example of this is if Ryan is saying that a school’s quality is on the decline because some of the best teachers in a school are leaving and Barbara counters by saying the school has a great reputation for the quality of education. Barbara’s argument is based on past performance, but Evan’s argument is talking about current and future performance.

Respectful Discussion
The hallmark of any valid discussion is the respect the people involved have for each other. When both people respect each other every attempt will be made to reach a reasonable solution because the relationship is more important than the argument.

Finally, when someone comes back to you years after a discussion and tells you that you were correct, it really is about admitting the lack of respect they had for you, and they are attempting to recognize their error. Never assume that they have found a new respect for you because respect is not a quality that returns once it has been lost.

Death By Incentive Program

04 Monday May 2015

Posted by Paul Kiser in Business, Customer Relations, Customer Service, Education, Employee Retention, Ethics, Honor, Human Resources, Management Practices, parenting, Public Image, Public Relations, Re-Imagine!, Relationships, Respect

≈ 2 Comments

Tags

evaluation, incentive programs, office, Pay for Performance, reward, school

_DSC0363 (2)Incentive programs are the tip of the sword in organizational suicide. They are often designed by people who believe that there is a single cause leading to a positive effect in achievement. The reality is that life isn’t that simple. Here are three examples of incentive program fails:

EXAMPLE 1 – Retaining Major Customers
ISSUE:  A business owner loses a major customer and believes that it was because his employees weren’t responsive enough to the major customer’s needs.

INCENTIVE:  The owner creates and incentive program that rewards employees for being more attentive to major customers. (Potential measures:  Major customer satisfaction surveys, increase in revenue from major customers, response time data.)

EFFECT: Some employees learn how to gain the favor of the major customer through unethical tactics:  i.e. kickbacks, access to inside information about the major customer’s competition, sacrificing minor customers in order to be more attentive to major customers, giving more product or service to the major customers and charging it to minor customers, etc.

RESULT:  The owner finds out that some unethical employees look like superstars to the major customers, while ethical employees seem to be failures. Minor customers, a primary source of new revenue, leave for competitors leaving the company with a few major customers that demand special treatment.

EXAMPLE 2 – Improving Student Performance
ISSUE:  Recognizing and reinforcing good student behavior and educational achievement.

INCENTIVE:  Teachers are given special reward tokens to give to students who display good behavior, or who perform exceptionally on class or homework assignments. Students with the most tokens are given a special reward at the end of the school year.

EFFECT:  Some teachers give out tokens liberally and gain favor with the students. Some teachers attempt to ethically administer the program, but find that they are not consistent in giving out tokens to the students for similar positive events. Some teachers do not buy into the incentive program and rarely give out tokens.

RESULT:  High performing students discover that their behavior and achievements is subject to different evaluators who create an reward system that is not objective. Students who are recognized feel superior to other students, and other high performing students become angry, frustrated, and discouraged.

EXAMPLE 3 – Improving Productivity
ISSUE:  Motivate management to improve to eliminate wasted time and resources.

INCENTIVE:  Financial bonuses for top managers who have higher output per employee and/or expenses, OR have lower cost per dollar of revenue.

EFFECT:  Managers discover that by making salaried employees work longer hours and not replacing old equipment as needed, they can look more productive. Employees may not like working with broken or outdated equipment, or be required to work longer hours, but that is not what is measured, so it is irrelevant to the manager.

RESULT:  Other indicators (high turnover, loss of customers, etc.) might indicate a failure of the manager in performing his or her duty; however, because the incentive is to improve productivity, those factors are ignored. The manager looks like a superstar and yet the division or department has severe morale issues and is a business failure._DSC0361 (2)

Why Incentive Programs Fail
Despite the popular idea that incentive programs are a good motivational tool, there are four reasons why they are not.

Organizational success is not a science, but an art

Incentive plans are based on the old idea that the ends justify the means. True organizational success is all about the ‘means’ and the success comes only after multiple factors combine. Organizational success often can’t be repeated because it was contingent on the talents of key team members who brought key talents or skills into the formula of success.

Cause and effect are rarely in a one-to-one relationship

Whatever is defined as the positive outcome, people will find multiple ways to achieve the desired goal, regardless of ethics.

People are not ethical by nature

Incentive programs encourage unethical behavior. The goal is assumed to be the highest priority and that is tacit approval to some that anything goes as long as the goal is met or exceeded.

Some organizations intend the incentive program to encourage unethical behavior

Executives cannot tell their employees to be unethical, but they can create the environment that fosters unethical behavior in pursuit of the indicators of success. This protects the company and puts all the risk on the employees.

Incentive = Manipulation

People who design incentive programs explain that the intent is to reward good behavior, and they fail to complete the sentence, “through manipulation.” Manipulation requires a lack of respect. Most people want to do the right thing and don’t need to be tricked into doing it. It is possible that unethical behavior is stimulated by incentive programs because the person feels disrespected by the use of manipulation and responds by obtaining the reward while sabotaging the program.

The Need For An Incentive Program?
Organizations that need an incentive program indicate a failure in leadership. Any business or school should know who its best performers without an artificial measurement program in place to identify them. In addition, any organization should have an ongoing effort to recognize and reward the best performers. Leadership that is effective in celebrating success will be setting the example for others without manipulation through an artificial program that disrespects people and will likely be vulnerable to unfair evaluation and unethical behavior.

Corporate Religion Decision Will Determine Supreme Court’s Corruption

27 Thursday Mar 2014

Posted by Paul Kiser in Business, Employee Retention, Ethics, Government, Government Regulation, Health, Human Resources, Management Practices, Politics, Public Image, Public Relations, Relationships, Religion, Respect, Women

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Affordable Care Act, business owner, Christian Taliban, contraception, Employee, Employer, Freedom of Religion, government mandate, Hobby Lobby, Justices, Supreme Court

Image by Paul Kiser

Healthcare decision to force Supreme Court to judge themselves

This week the Supreme Court heard arguments on whether or not the government can require private businesses to provide contraception coverage as part of the healthcare benefit package for employees. Ironically, the decision may expose the level of political corruption of the Court, rather than resolve a legal issue.

Image by Paul Kiser

Contraception: Individual choice or employer usurpation of individual right?

The issue before the court is simple. Religion is a mythology, not a constitutional right. An individual has the right to indulge in religious beliefs, providing they are legal, and don’t infringe on another individual’s right to believe in their own mythological dogma or not.

Because religion is, by its nature, manifested by humans, anyone can invent the restrictions of ‘their’ religion. Many of those restrictions are classified as sins by that religion.

However, a person, who is by law a voluntarily participant in any church, has the right to abide by those restrictions or not. Punishment for not abiding by those restrictions may result in banishment from the religion, but most violations are considered to be a matter between the individual and their mythological God.

What the owners of Hobby Lobby, Conestoga, and Mardel argue is that their mythological beliefs trump their employee’s own mythological belief, along with the employee/doctor relationship. Not only do the employers want to force the individual into the restrictions of the employer’s mythological beliefs, they are also asking the Court for control their employee’s right of choice outside of the employment environment.

Image by Paul Kiser

Employer mythology trumps Freedom of Religion?

To be clear, the Affordable Care Act does not require anyone to use contraception methods; therefore an employer can’t argue that their mythological beliefs are being violated as they are not being required to use contraceptive methods. The law only allows the employee and their doctor to have access to contraception as an option as part of their health plan.

The Supreme Court has no choice under the Constitution but to deny business owner’s attempt to usurp employee’s right of Freedom of Religion. A quid pro quo relationship is not a license to inflict an employer’s religious beliefs on individuals, nor does it elevate the employer to be the ‘hand’ of their mythological God.

Despite the obvious legal determination, the Supreme Court may rule in favor of the employer and that ruling will drop the robes of the Justices to show the naked corruption of the highest court in the land. The Court has been stacked with conservatives who have abandoned good jurisprudence for ultra-conservative perversion of the law. 

Regardless of the outcome, the issue demonstrates that business woes in America are not due to government taxes or regulation, but simple stupidity of business management. Like many other conservative zealot business owners, Hobby Lobby and the other businesses in this suit will find that their religious and political issues have no place in a free-enterprise economy. Customers don’t like being forced into a business’ religious or political conflict, nor do employees want their employers to use them as pawns.

A Cup of Like

26 Wednesday Mar 2014

Posted by Paul Kiser in About Reno, Branding, Business, Customer Relations, Customer Service, Employee Retention, Ethics, Human Resources, Lessons of Life, Management Practices, Passionate People, Pride, Public Image, Public Relations, Re-Imagine!, Relationships, Respect, The Tipping Point, Tom Peters, Travel

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Airlines, Coffee, hotels, Lady Gaga, like, people, Starbucks, tea

Grande cup of Like

Grande cup of Like

I don’t feel it’s appropriate for a business to ‘love’ its customers. Loving someone is a personal bond that shouldn’t be related to business, (unless you’re Lady Gaga, then you can love your ‘monsters.’)

However, I do feel strongly that a business should ‘like‘ its customers. When I go into a coffee house I can tell if they are serving drinks, or if they are offering a cup of like. Anyone can serve a drink, but serving like requires more than the mechanics of taking an order, knowing how much milk to put in a cup, and/or yelling, “I have a Venti Latte with two shots on the bar!”

My home Starbucks on 7th and Keystone in Reno, Nevada has ‘like’ down. They seem truly happy when a customer walks in the door. That doesn’t mean they don’t have their down days, but most of the time you will get more than your drink from the staff.

This is not what I experience when I travel. It’s easy to pick on airlines, because if there is one group of people who don’t ‘like’ their customers, it’s the air travel industry, but even finding hotel or restaurant staff that makes you feel liked has become harder and harder to do.

In fact, a business that likes their customer is so rare that a genuine friendly person stands out among the ugliness of customer service in most businesses. The opportunity to beat the competition is to simply like your customers.

The place to start is with management. Managers have to like their staff and like their job. If their not happy then how can the staff possibly be?

One more thought:  In a world of Twitter, Facebook, and Yelp, how can any business not afford to like their customers?

Management Study for God

19 Wednesday Mar 2014

Posted by Paul Kiser in Business, Consulting, Customer Relations, Customer Service, Employee Retention, Ethics, Fiction, Generational, Government, History, Human Resources, Management Practices, Opinion, Politics, Public Image, Public Relations, Relationships, Religion, Sports, Tom Peters, Women

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analysis, females, Gender, God, humans, implementation, males, management study, men, recommendations, review, Women

WORLD MANAGEMENT STUDY
EXECUTIVE SUMMARY

On March 1, 2014, Kiser and Co. was retained by God to perform a study of the world management. After a thorough review of the processes and effectiveness of the current management practices on Earth we submit the following analysis and make the following recommendations.

ANALYSIS

FINDING ONE:  Ineffective World Leadership
Our researchers found the world leadership to be largely ineffective, self-promoting, and in some cases cruel and corrupt. In most advanced civilizations we would expect to see leadership to evolve into higher quality leaders as lessons learned from poor leadership would be applied to avoid repeating past failures. In fact, we have seen the reverse is true in many situations.

Key examples are Russia and North Korea. In both cases, the eventual failures of past leaders who used military force, prisons, politically controlled media, covert police enforcement, and corrupt practices have not deterred the current leadership of these countries to return to, or continue those practices. In addition, religious-based organizations seem to be among the worst offenders in promoting policies and practices that marginalize people and encourage hate and violence.

Immediate changes in world leadership will be required if management of the planet is to move forward.

FINDING TWO:  Lack of Vision
There seems to be a lack of concern for the future of the world. Consistently we saw an attitude that can best be described as “What’s in it for me?” Companies focus on next quarter’s profit, not long-term viability. Governments tend to lack any sensitivity toward the underprivileged, tending to blame them for their problems while passing laws that benefit the privileged at the expense of those who cannot afford the basic necessities to survive and prosper.

Again, immediate changes in world leadership will be required if management of the planet is to move forward.

FINDING THREE:  Obstruction of Progress
Many in leadership positions use propaganda and destructive techniques to prevent effective management. By focusing on meaningless, but highly controversial issues, some leaders have been able to keep discussions away from relevant issues and waste time through generating anger on topics among key population groups. The result is wild, pointless discussions on issues that cannot be resolved unless everyone works together. The key element in the obstructive leadership’s tactics is to announce that any compromise is a failure. In this way they create an “all or nothing” situation that effectively stops progress.  

Again, immediate changes in world leadership will be required if management of the planet is to move forward.

FINDING FOUR:  Inequality
We were shocked to discover the issues of inequality. The gap between the “haves” and “have-nots” is vast and continues to grow. People are grouped and identified with certain expectations that determine their treatment by the world’s leadership. Slavery has become replaced with subtle tactics of discrimination that tend to become more bold over time. In many cases, the discriminatory practices have become accepted as normal.

Again, immediate changes in world leadership will be required if management of the planet is to move forward.

RECOMMENDATIONS

Despite the scope of the problem, the solution is surprisingly simple.

PROPOSAL 1:  Downsize the Male Gender
Among the four major findings, men were found to be the principal source of the problem. The current ineffective leadership group (Finding One) is overwhelmingly male dominated and they tend to be the people who demonstrate a lack of vision (Finding Two,) an inability to compromise (Finding Three,) and promote inequality (Finding Four.) Without men almost every current issue disappears without any further action.

Eliminating all males will also result in many benefits. The world population will be dramatically reduced, sexual harassment will virtually end, most, if not all, wars will end, and most pay equality issues will cease. Issue after issue becomes smaller, or disappears completely without men on the planet.

COUNTER FINDINGS
It is difficult to find negatives to this solution; however, here are some of the areas that may feel the impact of downsizing the male gender:

Reproduction — A lack of males would seem to create an issue in the propagation of the human species; however, there is believed to be enough frozen sperm available to continue reproduction on a smaller scale and the new males will be raised in a female-dominated environment, which may weed out the personality and behavior issues of the current male gender.

Male-dominated jobs — There are few jobs that truly require a male worker. Just because females have been excluded from many jobs doesn’t mean they can’t be trained to perform the work effectively.

Sports — Without males, most competitive sports will end. We cannot find a downside to this issue.

IMPLEMENTATION

It is believed that a 100% downsizing of the male gender may not be necessary for an effective change in world management. It might be more advisable to put all males on a 30-day Improvement Required Action. At the end of the 30-days those who have not demonstrated a clear reversal of  the findings of this study should be downsized. The remaining males could then be re-evaluated at 60 and 90 days to determine if the initial downsize resolved the problem or not. It is suggested that the changes required should be permanent as a condition of continued existence.

We do have recommendations about downsizing certain females; however, those may be handled on a case by case basis in a closed meeting with Human Resources.

Exposing a Bully is Not Bullying

02 Sunday Mar 2014

Posted by Paul Kiser in Aging, Branding, Business, Communication, Crisis Management, Customer Relations, Customer Service, Education, Employee Retention, Ethics, Generational, Honor, Human Resources, Internet, Lessons of Life, Management Practices, Opinion, parenting, Pride, Public Image, Public Relations, Relationships, Respect, Social Interactive Media (SIM), Social Media Relations, Women

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bully, bullying, Dr. Peggy Drexler, Kelly Blazek

During this past week much has been written (including myself) about the case of a person in a position of power, Kelly Blazek, the gatekeeper of a Cleveland, Ohio jobs listing for marketing positions, writing a nasty email to a job seeker. Blazek’s language in the email was unyielding in her attempt to embarrass and humiliate the job seeker. Blazek was using her power to bully someone who was in an inferior position.   

Therefore, I was shocked when I read an ‘Opinion‘ on CNN.com by Dr. Peggy Drexler, who wrote that by publicizing the email and seeking attention to the bullying, the job seeker:

“….acted with malice, and caused the older woman significant damage…”

The specific language suggests that Dr. Drexler is encouraging Blazek, the person who was the bully, to sue the victim on the grounds of malice, libel, and/or age discrimination. One might question as to whether Dr. Drexler’s motives were that of an ambulance chaser, seeking to be employed by Blazek as an ‘expert’ witness in a civil suit.

Dr. Drexler’s opinion piece did describe the nature of Blazek’s email; however, she softened Blazek’s misdeeds by saying:

“Blazek’s words were, of course, undeniably, and likely unnecessarily, harsh”

In her opinion piece, Dr. Drexler masterfully works around the most blatant language in Blazek’s email and, in at least one place, segmented the quoted language so that the most vicious remark doesn’t look like it was the climax of the rest of the paragraph. She also uses Blazek’s “Communicator of the Year” recognition as a reference of her skills, rather than the irony that is obvious after reading a complete version of Blazek’s blistering email. The most damning paragraph from Blazek’s email is missing from Dr. Drexler’s opinion:

“I suggest you join the other Job Bank in town. Oh wait — there isn’t one.”

Dr. Drexler admits that Blazek’s behavior was wrong:

“No question, Blazek lashed out first, with unprofessional behavior that can only be described as bullying.”

However, Dr. Drexler seems to enable Blazek’s behavior by accusing the job seeker:

“But Mekota responding in kind makes her no less a bully.”

In Dr. Drexler’s world, when bullied, sit back and take. Don’t fight back and don’t call out the bully. Other professionals have a different take on how to respond to a bully. In responding to adult bullying, Mental Health Support (from the United Kingdom) suggests the following :

“…if you find yourself the victim of bullying, a bully’s bad behaviour is entirely his or her responsibility, not yours,…”

The website goes on to say:

“Once you have identified a bully and know what to expect from him or her, you must choose not to be a victim, if you want the bullying to stop. Expose the bullying for what it is. Take a stand, and don’t back down…”

“…The important point here is to expose the bully and call him or her to account. Confrontation and exposure, with evidence to support a victim’s accusations, are what the bully tries hardest to avoid. Once exposure happens, the bullying is likely to stop.”

There was an injustice done to Ms. Blazek, but that was from Dr. Drexler in attempting to sanctify Blazek’s behavior by accusing the job seeker of an equal act. Dr. Drexler’s portrait of Blazek as the older woman, victimized by the young, evil job seeker, causing her to lose her career and disappear from social media is absurd. The job seeker did not write the email, nor did she make the decision to shut down Blazek’s websites and social media accounts. Blazek was in the wrong and the damage to her career rests solely in her hands.

10 Things To Decline From An Employer

09 Monday Dec 2013

Posted by Paul Kiser in Business, Communication, Customer Relations, Customer Service, Employee Retention, Ethics, Health, Honor, Human Resources, Information Technology, Internet, Management Practices, Pride, Privacy, Public Relations, Re-Imagine!, Relationships, Respect, Social Interactive Media (SIM), Social Media Relations, Technology, Tom Peters

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Affordable Care Act, benefits, company car, company cell phone, company email, Email, employment agreement, employment contract, free speech, Heath Benefits, Intellectual property, NDA, Non-compete, Pay for Performance, retirement benefits

No longer can anyone expect to build a lifelong career with one organization, nor is that considered healthy for the individual or the company. A person is now his or her own commodity. He or she must expect to build their own skills and reputation as an individual on the open market rather than as corporate employee number 8675309.

In this Brave New Working World a person should be prepared to say ‘no’ to antiquated elements of 20th Century employment, not only because they are inappropriate, but because they indicate that employer is unaware of their failure to be competitive in the 21st Century. Benefits and perks that were meant to tie a person to one organization no longer make sense in a world where ‘permanent employee’ has been replaced by ‘contract labor.’

Here are ten employment offers and requests that should be declined from an employer and cause you to re-evaluate your working relationship with a company:

No. 10 – Retirement Benefits
It should be obvious that any company offering retirement benefits either does not understand today’s working world or is trying to offer something that they know you will never receive. Better to have the money now and invest than pretend you’ll still be with the company when you retire.

The Company Email is always the company's to give or take away

The company giveth and taketh away access to your email

No. 9 – The Company Email Account
You many have to use the company email when corresponding with others in the company, but always ask yourself, “If the company decided to lay me off today and they ended my access to my email account, what information would I lose?” What about that email from the senior executive that ordered you to overcharge your customer? Every email sent to your company email account should be forwarded to a private account and blind copy any company emails you send to your private account. This protects you and the company from the unethical corporate manager.

No. 8 – The Company Car
When I was growing up my uncle worked for an oil tool business and he had a company car. I thought that was the coolest perk in the world. While it is a rare perk in today’s world, it should be declined in most situations. The problem with the full-time company car is that it becomes a liability if a better employment opportunity arises. Suddenly you’re faced with buying a new car in order to accept a better job.

The company cell phone comes with chains attached

The company cell phone comes with chains attached

No. 7 – The Company Cell Phone
Many people fail to realize what a company cell phone represents. It is a chain that ties the employee to the employer 24/7/365. A boss may hesitate to call a private cell phone, but have no problem calling the phone they are paying for at 3 AM. Many jobs require an employee to be accessible, but you are better off with your own phone than be indentured by a company cell phone.

No. 6 – Giving Your Employer Your Social Media Passwords
There are questions as to whether it is legal for an employer to demand an employee’s passwords to his or her Facebook, Twitter, and other Social Media passwords. The bottom line is that you do not want to work for a company that wants this level of control on your life. It will only go downhill from there.

No 5 – Restricting Free Speech (The NDA)
In an exercise with students in a graduate program, I purchased the fictional company they worked for and I was interviewing them to determine who to keep and who to let go. As part of this exercise I gave each of them an outrageous NDA contract (see Kco NDA) to sign. In almost every case, the Master’s program students signed it, most without question.

A company’s has a right to protect its reputation, but employers should be under the burden to gain the loyalty, trust, and respect of their employees so that they would not dream of talking smack about their workplace. If an employee is ready to bad mouth the source of their income then either the employer hired the wrong person, or the employer has failed to treat their employee as an important asset. In either case, it is the employer, not the employee who shoulders the burden of the failure.

No. 4 – Intellectual Property
If you have been consigned to produce something tangible for someone, then you have agreed to surrender it once it has been created and delivered; however, many companies are claiming ownership of any work done by an employee as their own intellectual property. Nothing could be more disrespectful to a human than to treat them as a machine that is only useful as a tree from which they pick and enjoy the fruit. A business that values their team would never have to be concerned about the issue of intellectual property because each team member’s work would be a source of pride and celebration. The important element in any organization is the person who creates the work, not the work itself.

Before you sign away your right to maintain ownership of your work you should ask if you want your give away your legacy of achievement to those who didn’t do the work?

The Affordable Care Act is emancipation for the worker

The Affordable Care Act is emancipation for the worker

No. 3 – Health Benefits
America has millions of people who continue to work for an employer primarily because they need or want the health insurance offered by the company. As an employer do you want people to only be working for you because of the health benefit perk?

The biggest impact that the Affordable Care Act will have on America is to free people to work for people they want to work for, not those who have the critical health care benefit he or she needs.

No. 2 – Pay For Performance
When someone attempts to quantify a job or project they sacrifice common sense for greed. The need to meet the measured goals forces an employee to ignore important aspects of work that can’t be measured or quantified. Pay For Performance assumes the Ends always justifies the Means, which is rarely true in the business world, despite what greedy executives and investors think. Almost always customer satisfaction is at risk under Pay For Performance standards because a customers true satisfaction cannot be measured by questionnaires, surveys, nor sales. In every case the wise employee will figure out how to exploit the system and defeat the true purpose of the evaluation tool.

Pay For Performance systems are lose-lose scenarios for everyone and a company that relies on them does not understand how to truly motivate and reward its team; therefore, you should avoid the trap they are setting for you, your customers, and themselves.

No. 1 – The NCA
The non-compete agreement or NCA is the one indicator that proves only fools work for the employer, and there are plenty of fools out there. You shouldn’t be one of them. 

An NCA basically eviscerates your career by not allowing you to continue working if you leave the current company. In today’s world that can be a death sentence. Your skills and experience are laid to waste by an NCA and you should never agree to it, nor should you consider working for someone who asks you to sign one.

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Other Pages of This Blog

  • About Paul Kiser
  • Common Core: Are You a Good Switch or a Bad Switch?
  • Familius Interruptus: Lessons of a DNA Shocker
  • Moffat County, Colorado: The Story of Two Families
  • Rules on Comments
  • Six Things The United States Must Do
  • Why We Are Here: A 65-Year Historical Perspective of the United States

Paul’s Recent Blogs

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