nd instead pacify ourselves with ideas spoon-fed to us by the culture about what a "real, decent woman" is and does.
Your ideal gal? She's cooperative, fair-minded, eager to give everyone a hearing. Yes, she values success and it's okay for her to say that.
But admit to being that dirty word "ambitious", to having really big dreams? Well, that's over the top.
And if she's tenacious, determined, stubborn, aggressive, committed to excellence in her field, confident--and especially if she's competing against like-minded male peers and feels entitled to earn her worth, power, and recognition? We swiftly unsheathe the B-word to bring her down hard, to put her in her place.
en you do something about it. If they aren't then you do nothing about it. Entertaining read!
My vote. Burn it! Don't turn it into management and if it's a plant, then what type of company are your working for? That would concern me!…
nections, as this isn't an employer sanctioned blog, and I want to remain respectful of that professional relationship.
I've also gotten the blog posted on ere.net blogs section.
Of course I'm logged in with technorati and feedburner as well, but technorati hasn't ping'd or indexed my site in 100 days.
I've also set up email subscription and rss feed services.
However, the biggest obstacle I'm facing is how to differentiate my blog and just get people to see it for the first time... any suggestions?
, the Attorney General's office, or a Grand Jury takes action.
Frankly, some work place cultures have proven to be detrimental to employees, generally and specifically, e.g., ENRON, WORLDCOM, Anderson Consulting, Gulf Coast BP, sweatshops, etc.
HR’s role is to protect both the employer and employees alike. Sometimes their actions seem counter culture but that depends on which end of the cultural issue you are attached. With the exception of those "great places to work" discrimination is alive and well in some work places and thrives when it is not confronted. So, the answer to the question,
When does Hiring for Cultural Fit become Discrimination?...When clear and present discriminatory activity exists in a cultural context in the work place.
rry handguns onto workplace property will be protected from possible occupational safety sanctions. Employers retain the right to the ultimate decision of whether to allow guns on their private workplace property.
Responsible, licensed gun owners are less likely to committ crimes of violence. They are more likely to defend themselves should the need arise. Get a permit to carry a gun and then make the choice to carry or not carry. Look around the room and you won't see crazies, but responsible citizens. In my class 40% of the people had been recently attacked or put in harms way by those not licensed to conceal carry. Tennessee requires 8 hours of instruction, mostly about the law and when to use or not to use deadly force.
The chances of using deadly force to defend ones self is remote. However it could happen at work or at play...…
belong to the nieghbors either. I would also be curious to know what sanctioning bodies would dare validate "championships & champions" for such events as running through a garden, egg balancing while trotting and window breakage.
@Tim--while I cannot pooh-pooh Luke's stellar accomplishments I can argue that they are in totally unrelated areas to my event/specialty and thus must be judged separately. I also think the value here is that RBC may need an area where members can share interesting facts about themselves beyond the workday world of recruitment. I think we're all pround of some side venture that may be worth sharing...humourous, bizarre, legal (please) or all the above included.