Showing favoritism
Another pitfall of the same leaders was showing favoritism. There were only a few people working in the prepress department at this print shop, but one of them was certainly a favorite of the fore-mentioned leaders. This is not to say that this person was doing a bad job. He was working very hard and he was very dedicated, but so were the rest of us. Yet, when it came to raises, he was the only one who was getting them on regular bases, without asking and to much higher degree than the rest of us. Additionally, in the situations when this employee and some other member of the team would ask for the vacation time for the same calendar days, the dispute would always be resolved in the favor of this employee. That created …show more content…
It impacted performance of the other employees and triggered the belonging issues. I worked there for six years, and never really felt like a part of the company. This issues could have been resolved by the leaders by treating all the employees more equally. The disputed time-off days could have been allowed to the other team members following for example a rotational approach or a vacation calendar could have been created allowing members to schedule time off with a great advance. In disputed situation at least some consideration could have been given to other team member 's needs. Also the leaders could have avoided creating major differences in the salaries of people having very similar type of work and responsibilities. If in leader 's opinion one person performs better than the other people, he or she should certainly make more money, but differences in the range of 30% …show more content…
He calls that lean employment. Everybody in my department usually works from half an hour to 1.5 hour of overtime everyday and is expected to stay without hesitation. Surprisingly, the team of people that we have assembled agrees to work in this kind of environment. But this required a long selection and some people were not ready to work this way. In my opinion the only reason that this type of approach is successful (or rather it doesn 't fail) is the job security the people are looking for. If there were more competitive job offerings available that would assure more-standard working hours, I 'm sure we would loose many of good employees. While I myself am in a good position at this company and I value this job, the biggest value I put on this job is the job security that allows me to pay my bills every month. This company doesn 't support employees in any other way than by paying them for the job performed. Asking for a time off is not very welcomed and there is very little to no empathy incorporated in manager 's behavior. That includes me being a prepress supervisor and getting my direct or indirect cues from the manager. The manager/owner himself always works very long hours and he points it out on many occasions. His famous phrase is “how can you make money if you don 't work overtime?”. This approach works for him so far, but again I believe that this is only due to the
Another pitfall of the same leaders was showing favoritism. There were only a few people working in the prepress department at this print shop, but one of them was certainly a favorite of the fore-mentioned leaders. This is not to say that this person was doing a bad job. He was working very hard and he was very dedicated, but so were the rest of us. Yet, when it came to raises, he was the only one who was getting them on regular bases, without asking and to much higher degree than the rest of us. Additionally, in the situations when this employee and some other member of the team would ask for the vacation time for the same calendar days, the dispute would always be resolved in the favor of this employee. That created …show more content…
It impacted performance of the other employees and triggered the belonging issues. I worked there for six years, and never really felt like a part of the company. This issues could have been resolved by the leaders by treating all the employees more equally. The disputed time-off days could have been allowed to the other team members following for example a rotational approach or a vacation calendar could have been created allowing members to schedule time off with a great advance. In disputed situation at least some consideration could have been given to other team member 's needs. Also the leaders could have avoided creating major differences in the salaries of people having very similar type of work and responsibilities. If in leader 's opinion one person performs better than the other people, he or she should certainly make more money, but differences in the range of 30% …show more content…
He calls that lean employment. Everybody in my department usually works from half an hour to 1.5 hour of overtime everyday and is expected to stay without hesitation. Surprisingly, the team of people that we have assembled agrees to work in this kind of environment. But this required a long selection and some people were not ready to work this way. In my opinion the only reason that this type of approach is successful (or rather it doesn 't fail) is the job security the people are looking for. If there were more competitive job offerings available that would assure more-standard working hours, I 'm sure we would loose many of good employees. While I myself am in a good position at this company and I value this job, the biggest value I put on this job is the job security that allows me to pay my bills every month. This company doesn 't support employees in any other way than by paying them for the job performed. Asking for a time off is not very welcomed and there is very little to no empathy incorporated in manager 's behavior. That includes me being a prepress supervisor and getting my direct or indirect cues from the manager. The manager/owner himself always works very long hours and he points it out on many occasions. His famous phrase is “how can you make money if you don 't work overtime?”. This approach works for him so far, but again I believe that this is only due to the