Corra Daily Planet » 2008 » February

Are Disgruntled Employee’s Making for Disgruntled Employers?

Fri, February 29th, 2008 - 4:03 pm - By Gordon Basichis

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Fired bloggers’ revenge against bosses

By Louisa Hearn

When it comes to hiring and firing, the boss traditionally gets the last word. But the tables may be set to turn as disgruntled ex-employees find a powerful new voice in community forums and online diaries.

Trailblazing this movement are perhaps not surprisingly the very staff who were fired for writing personal online diaries or “blogs” in the first place.

In many cases, the writers unwittingly included comments about their workplaces in their daily web diaries that later attracted the wrath of superiors.

Mark Jen, the blogger who gained notoriety for confessing a little too much about his new job at Google only to lose it soon after, is one such example. In response to being fired from the web search engine company, his blog attempts to make sense of Google’s actions.

For the entire article go to Investigate This

Corra found this an interesting article. The article is written about circumstances that may be more complex than they first appear.

On one hand Corra has always been ambivalent about employers monitoring their employee’s social networking sites. On the other, if you are foolishly bad mouthing your employer or, as they say, “putting their business on the street,” then you maybe deserve to get fired.

Corra suggests employers conduct background checks in order to determine behavior pattern and screen out those who may not fit in with your business environment. It is much easier to filter through the preemployment screening process than to dismiss someone after they have been established. For one thing, there are compliance issues, and for another it is always more expensive to fire someone who has even relative tenure.

Disgruntled employees often reveal this sensibility long before they do any damage to your business. Psychological profiling may also help weed out the undesireables. But the rule applies that an ounce of prevention is worth a pound of cure.

Check them out before you hire.

Making MySpace Safer for Surfers

Thu, February 28th, 2008 - 4:29 pm - By Gordon Basichis

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MySpace Agrees to New Safety Measures
By Clare Trapasso, Associated Press Writer

MySpace Agrees to Adopt Safety Measures to Protect Young Users From Online Child Predators NEW YORK (AP) — Under mounting pressure from law enforcement and parents, MySpace agreed Monday to take steps to protect youngsters from online sexual predators and bullies, including searching for ways to better verify users’ ages.

For the entire story go to yahoo.com

Corra believes there are so many loopholes that a predator might slip through, no system will assure the protection of the children. While Corra does not advocate legislation that would mandate background searches, requiring members to supply their names, dates of birth and their social security numbers may go a long way in filtering predators.

Younger people aren’t the only ones in jeopardy on social websites. Women, especially professional women of means, are particular prey for the unsavory. For women suspicious of their new suitors, Corra offers the comprehensive background check as well as the criminal report.

Check them out before you hire.

Helping Them Feel Better in the Work Place, But Checking Them Out Just the Same

Wed, February 27th, 2008 - 5:22 pm - By Gordon Basichis

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Improve Your Employees’ Job Satisfaction with an increasing number of workers eager to find a greater work/life balance, find out what you can do now to keep your employees happy.

The tough job market of the past two years has made life very difficult for those who are either unemployed or underemployed. And so you might think that your employees, because they have jobs, would be ecstatic. They aren’t. While no doubt grateful for a paycheck, U.S. workers are actually less satisfied than they’ve been in many years.

A November 2003 survey by CareerBuilder, a leading job-search Web site, documents the extent of this dissatisfaction. The survey found that nearly one in four workers are now dissatisfied with their jobs, a 20 percent increase over 2001 levels, with some six out of ten workers planning to leave their current employer for other pursuits within the next two years. A similar survey by the Society for Human Resource Professionals revealed that more than eight out of ten workers intend to look for a new job when the economy heats up.

Corra subscribes to the axiom that if you treat your employees well they will work hard for you. Albeit, not all the time. In fact there are numerous occasions when disgruntled employees will shuck work or even steal from your business. They will steal everything from personal supplies to cash and valuable databases and proprietary information.

As we have been told three million times during this election campaign, in the immortal words of President Reagan, “trust but verify.” In this case treat your employees well, take care of their needs, but have a pre-employment screening program in place to check out their histories.

Background checks can avoid a lot of heartache, financially and image-wise. You can use background checks to avoid a lot of costly litigation. While it is true that you should treat your workers well, and they in turn should care about the work they do, there are definitely a few million rotten apples in the work force. Run the social security trace and the criminal background check. If they have access to your proprietary data, run credit reports as well.

Check them out before you hire.

Satisfied Workers Who are Capable of Helping Your Business Move Forward

Tue, February 26th, 2008 - 4:50 pm - By Gordon Basichis

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Job satisfaction: Strategies to make work more
gratifying

You’ve dreamed about an ideal job in which you’re motivated, inspired, respected and well paid. But in reality, you’ve had to settle for something that falls a bit short of your ideal. Maybe it started as your dream job and for a time you loved it. But now you find it harder and harder to get through the day.

Lack of job satisfaction can be a significant source of stress. Reasons why you may not be completely satisfied with your job include:

  • Conflict between co-workers
  • Conflict with your supervisor
  • Not being appropriately paid for what you do
  • Not having the necessary equipment or resources to succeed
  • Lack of opportunities for promotion
  • Having little or no say in decisions that affect you
  • Fear of losing your job through downsizing or outsourcing

Sometimes it’s the job itself that causes dissatisfaction. For example, the work may be boring, or ill-suited to your interests, education and skills.

Take some time to think about what motivates and inspires you. You may even want to work with a career counselor to complete a formal assessment of you interests, skills and passions. Then explore some strategies to increase your job satisfaction.

For the entire article got to the mayoclinic.com

Corra finds this a most interesting article. However, we found several conditions that were not mentioned in this article. If you are investing in new technology then you must be sure you have the employees who are current and capable of using it.

Likewise, if you are conducting sourcing research you should have employees who know how to really research, who can also negotiate the bet possible deals for your company. Corra has seen over the years where a great deal of money has been lost to shoddy sourcing and vendor negotiation.

Another factor is that for an employee to offer advice and suggestions, to put his two cents in, it would be best that employee possess good written and verbal communications skills.

These are but a few reasons why it is so important to conduct a pre-employment screening program. You want to be sure when you are moving your business forward you don’t have wheels falling off the wagon. Background checks can help assess the qualified candidates and the job candidates most likely to be able to prove both an asset and grow with your company.

Check them out before you hire.

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