The More You Know About Business

The More You Know About Business

by Richard Finger

Dealing with employee conflict– whether between coworkers, or between a manager and an employee– can be stressful. Oftentimes conflicts arise as a result of unresolved experiences of the past.

Friday, May 26, 2017

Being Present

In the past, I have written about the magic of the “Fish! Philosophy” and its four principles: Choose your attitude, make their day, be there, and play. I have found myself, and others around me, struggling with one of the these four, namely “Be there,” or as I call it, “Being present.” There is so much going on around us all the time – cellphones, TV screens, laptops – our brains are almost always over-stimulated. Even watching CNN is a chore, playing into our need to be overstimulated by not only a multi-panel discussion, but a quick moving news scrawler at the bottom of the screen, and usually a countdown clock to some main event they’ll be hosting.

Well into week three in my new role, now is a good time to share some tips for a successful onboarding experience into a new organization. All these tips require the new employee to take an active role in the onboarding experience in order to get the most out of it. There are four main areas to focus on:

Thursday, March 30, 2017

Why Are You Leaving?

Given that I am myself going through a job change, I thought it timely to write about how people leave their jobs, and what it might say about the organization that they are leaving. According to research featured in the Journal of Applied Psychology, employees choose of these types of resignations:

Friday, March 17, 2017

Culture Club

Last week, I was facilitating a discussion in class regarding cultural differences in the workplace. Specifically, we had a lively discussion regarding differences in the approach to performance management practices across the globe. For example, in the U.S., we are always focused on formally documenting performance discussions, mostly to protect us from potential employment related lawsuits. In most Latin American countries, as well as in southern Europe, the attitude toward performance management is very informal, usually completed as on-the-spot conversations, and not at all focused on anything written. Perhaps this distinction is a direct result of civil law vs. common law approaches to employment, or a consequence of American at-will employment rules vs. contract employment? As the conversation progressed, we concluded that the primary cause of these differences goes deeper than the law, but rather to cultural principles.


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