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RE: What is Web 2.0? - Obama vs. McCain as an example

jason.averbook — Thu, 21 Aug 2008 13:54:44 GMT

Another interesting posting about how Web 2.0 is changing the political conventions:

http://www.cmswire.com/cms/web-content/web-20-is-changing-the-face-of-the-politi cal-convention-003034.php

RE: Please Print, Complete, Sign and Fax

mike.brennan — Wed, 20 Aug 2008 17:26:15 GMT

Great post, Neil. Could not agree with you more. Maintaining basic information about individuals(e.g., title, job history, degrees) and departments (e.g., reporting relationships) is an exception rather than standard operating procedure at many companies. Processes and tools that emphasize self-service are key to reconciling this.

Bill Kutik has healthy discussion going on this - http://www.knowledgeinfusion.com/coe/message/2147#2147. The thrust of the conversation deals with what vendors are in the best position to manage a single employee profile that allows self-service - ERP's, Talent Management suites, or portal vendors to expose a bit of everything in a single view.

RE: Ban Facebook? How About The Bathroom? Bathroom Passes?

RSAdams — Sat, 16 Aug 2008 13:21:00 GMT

While I'm not entirely sure, I do know that mutual understanding must be a key ingredient. But how to achieve this understanding?

Part of the answer may be found in Bridges. Bridges are individuals who have the ability to inform and connect across generational boundaries. Placed in key positions throughout the organization, they bridge the gap between the differing values and assumptions of the generations. They find common ground. With a few good bridges in place traffic could flow from one side to another.

Ryan S. Adams

www.jobsighter.com

RE: Ban Facebook? How About The Bathroom? Bathroom Passes?

jason.averbook — Fri, 15 Aug 2008 04:44:14 GMT

The generational disconnect in the next ten years is greater than any other generation gap ever experienced in the history of time. It truly could cause more chaos and be a larger impact on IT than anything that Y2K meant. The question, what to do? How to prepare?

RE: Ban Facebook? How About The Bathroom? Bathroom Passes?

RSAdams — Fri, 15 Aug 2008 01:53:36 GMT

"Use technology as an ally, not a negative."

I completely agree with this post. The company's focus is completely wrong.

Part of this may be due to some sort of generational disconnect. I've written about it here:

http://www.jobsighter.com/2008/07/the-generationa.html

Best,

Ryan S Adams

www.jobsighter.com

RE: Character Issue? Should You Stay or Should You Go?

Rae — Mon, 11 Aug 2008 23:10:39 GMT

I like what one of my former managers said to me, "no one else is looking out for your career except for you."

It took me a while to absorb that advice, it took watching the company go in to a downward spiral, my peers getting let go (with two weeks severance) and seeing my work load triple before I finally got it. No one at my company had my best interest at heart, they didn't care if I grew in my career, they were all 100% focused on their own careers.

When I left the company there wasn't one person that asked me why I was going.

RE: Character Issue? Should You Stay or Should You Go?

JMS — Mon, 11 Aug 2008 16:01:07 GMT

The era of loyalty to a company is long gone. Why do you think people don't spend their whole careers with a single organization anymore? Mid-level managers, such as myself, are nothing more than a cog in the wheel. Why should I show loyalty to a company that at any time can lay me off on whim?

There is such thing as loyalty to a person, such as your boss. Yet I made the mistake of turning down an opportunity to join a different business group because of such loyalty. When my boss quit six months later, my protection was gone, and so was I after another six months. So even loyalty to a person can come back to bite you.

The #1 rule in business today is self preservation. And if I ever had a boss that implied "to bail out while the company is going through a tough time shows a lack of fortitude, a major character flaw," I would chuckle to myself and begin hitting the speed dial to headhunters. The reason is simple: Let's say I do stay and get through the storm with my job intact (a big if). Will the company even remember that I stuck with it through the hard times and reward me at a later date? I seriously doubt it.

Call me a cynic. Businesses are in it to make money for their stakeholders. What's a mid-level manager in the grand scheme of things? Just a cog in the wheel if you ask me.

RE: Character Issue? Should You Stay or Should You Go?

Bo C. — Sun, 10 Aug 2008 17:35:07 GMT

Great question! I don't think that leaving shows a lack of fortitude, but I do believe it "can or could" show a character fault.

If the company had invested in me and shown great loyalty or fortitude with my development as a leader and then I walk away at a time when they need me most, then yes, I say there is a potential character flaw present.

However, for a company to "imply" or to state something like that, regardless of what they had invested in me would likely negate any debt of loyalty incurred.

If the company expects me to have an others orientation (which is what they would be seeking), then they should stay true to theirs and not resort to emotional or psychological manipulation.

Given the environments within most of today's organizations I doubt that one would encounter what I described above very often and thusly to move would be wise if one could not afford the risk.

RE: How CIO's are dealing with a tough economy

RSAdams — Fri, 08 Aug 2008 02:28:00 GMT

Good insight. I'm also interested in the effect these cutbacks will have on the IT Contracting community. Will the talent pool shrink as they seek permanent employment?

I've written about it here:

http://www.jobsighter.com/2008/07/it-contractors.html

Keep up the good work Jason.

Best,

Ryan S Adams

http://www.jobsighter.com

http://www.linkedin.com/in/ryansadams

RE: Companies Pressuring Employees On How To Vote? Your Thoughts?

dunnk — Thu, 07 Aug 2008 17:15:08 GMT

Jason -

Nice post. I agreed with Suzanne's thoughts, although if you are at a career level where you are solicited to contribute to a Fortune 500 PAC, you feel a little more pressure - real or imagined. Additionally, the WalMart scenario is a complex one, because it appears they were meeting with supervisors and store managers only to get them up to speed on the Employee Free Choice Act (EFCA), which is a bad bill for business.

Anyway, I threw some thoughts down in this post for what it's worth - http://www.hrcapitalist.com/2008/08/should-companie.html - because it's Wal-Mart and they have shaky history on the employee side, it's viewed negatively. It would be interesting to see what the reaction would be if a more progressive competitor, like a Target, did the same thing.

On the EFCA front, it's shocking to see how few people are aware of the specs of this bill. Start asking your VP of HR clients if they are aware of the EFCA - I'm sure no more than 50% will be aware of it. They'll potentially be much more aware next February...

Last thing - lawsuit in the WSJ today regarding executive pressure to make a contirbution to Romney's campaign... - http://online.wsj.com/public/article/SB121806644837018651.html?mod=special_page_ campaign2008_leftbox - thought it was worth a link based on the topic...