Reveille and Hyperbole: Compete.com identified CollegeGrad.com as the #1 Entry Level Job Site among the largest job sites. CollegeGrad.com was ranked #1 in traffic compared with MonsterTrak, Experience, NACElink and CBCampus.
When it comes to making a professional career change, it is well agreed that tattoos (and for that matter, any other highly personal markings) are inappropriate to have in evidence. "And yet, many candidates still unknowingly reveal far too much of themselves as part of today's information-intense society," said Robert Graber, founder of the online recruiting site, WallStJobs.com.
Deck Chairs:
Former general manager of Human Resources for GM South Africa has succeeded Jeffery McGuire as the new vice president of Human Resources.
Chris Thexton will undertake the position of GM South Africa vice president of Human Resources from July 1, 2007 … ATS Automation Tooling Systems Inc.
announced the appointments of two experienced senior executives to the
newly-created roles of Vice President, Strategy and Human Resources, and Chief
Information Officer, as well as the creation of a new Chief Operating Officer
role ATS has appointed Lynne Brenegan as Vice
President, Strategy and Human Resources Ron Keyser has been appointed Chief
Information Officer and Bruce Seeley, Vice President of Precision
Components, has assumed the COO role
…
Who's Winning What: Harris Corporation HR, IT and Communications Representatives Named as Finalists in 2007 American Business Awards(SM)
Two executives and representatives from the multimedia and video production department of
Harris Corporation (NYSE: HRS) have been named as finalists for three 2007
American Business Awards, also known as the Stevie(R) Awards. The names of
Stevie(R) recipients will be announced at the 2007 awards dinner and
presentations in New York on June 11.
The following are Harris finalists for 2007 American Business Awards:
- Jeff Shuman, vice president - Human Resources and Corporate Relations,
is a finalist for the Best Human Resources Executive Award;
- Bill Miller, vice president - Information Services and Chief
Information Officer, is a finalist for the Best MIS & IT Executive
Award; and
- A team from the company's multimedia and video production department is
a finalist for P.R. Communications, for a corporate overview video and
for a second video documenting the company's Hurricane Katrina relief
efforts that the team produced.
Deep Release: Corporate Counseling Associates Offers Workplace Violence Prevention Services
CCA cautions against overreacting after high-profile incidents; program equips organizations to identify signs and symptoms of "at risk" situations
Corporate Counseling Associates (CCA) is encouraging employers to take active steps to address the threat of workplace violence, following high-profile tragedies such as the Virginia Tech shooting and other incidents.
"We've seen a resurgence of interest in recent weeks," says Robert Levy, president of CCA. CCA provides consulting and training aimed at preventing workplace violence, which gives managers and organizations the needed tools and skills to anticipate situations, deal with threats of violence and develop a corporate response following a crisis.
"The key to preventing threats of violence is being able to identify the signs and symptoms of the ‘at risk' employee and workplace," Levy adds. "Many organizations today are overreacting to the issue, which is common after such high-profile incidents. Employers shouldn't ignore the problem, but they also shouldn't over-react, then ignore it again after the crisis is addressed."
CCA encourages employers to take a thoughtful and reasoned approach by establishing an anti-violence team and policies, and undergoing violence prevention training. According to the Bureau of Labor Statistics, only 30 percent of U.S. employers have a workplace violence prevention policy, and 21 percent of U.S. organizations provide training on the prevention and reporting of workplace violence.
Companies should also focus on managers as well as employees -- in previous cases, some incidents were triggered by abusive managers. CCA's services examine how a manager's personality style and the work environment can contribute to a potentially violent confrontation.
CCA addresses a spectrum of issues for clients, including:
Defining workplace violence and hostility.
The potentially violent individual.
Performance management as prevention.
Responding to threats of violence and crises and defusing potentially dangerous situations.
Restoring a sense of safety and security within the organization following an act of violence.
While the Virginia Tech shootings are a high-profile example, Levy notes that everyday statistics are equally disturbing. The U.S. Department of Justice reports that 1.8 million incidents of assault take place annually in the workplace; one of out every six deaths in the workplace results from violence. Homicide accounts for 12 percent of job related deaths per year.
"Besides loss of life, problems attributable to workplace violence include absenteeism, turnover, productivity and morale," Levy notes. "Only proactive and aggressive intervention by organizations will create a safe, zero-tolerance work environment."
About Corporate Counseling Associates
Corporate Counseling Associates (CCA) started in 1984 with a passion for helping people, and remains committed to helping companies get the most from their workforce. CCA helps companies identify and address workplace issues before they become costly problems. CCA understands business on a strategic level, and its programs help organizations support and improve employee performance with key service offerings such as EAP, work/life, talent management, executive coaching, content-rich training and consultative wellness.
With more than 20 years of experience and a global network of hand-picked consultants and in-house professionals, CCA employs flexibility, agility and creative thinking to deliver high-impact performance results. For more information, call (212) 686-6827 or visit www.corporatecounseling.com.
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.
Survey Says: Princesses Reign at U.S. Box Office -- And Also in the American Workplace
New workplace study shows 48% of American workers have a "Princess" at their job. Narcissistic quirks of "Shrek" princesses are also common at the office, says San Francisco career expert.
With a record $122 million in box office revenues, animated film Shrek the Third and its four quirkily updated fairytale Princesses -- Snow White, Cinderella, Rapunzel and Sleeping Beauty -- dominated the nation's movie theaters this past weekend.
But according to a new workplace study, that's not the only place that princesses reign. They rule the American workplace as well.
According to a survey conducted by Rachelle Canter, PhD, author of the newly-released executive career handbook "Make the Right Career Move," 48% of American workers say there is an "Workplace Princess" right at their own jobsite.
What kind of special behaviors differentiate a Workplace Princess from a non-royal member of the workplace? According to the study, 48% of Workplace Princesses expect special favors from their employers; 47% express the belief that they are being treated "unfairly;" and 35% of office princesses even make other people do their work for them.
One out of every six workers (16%) - according to the survey -- say that the Workplace Princess at their workplace is a man.
Canter's findings are the result of a random telephone survey conducted among a national probability sample of 506 employed adults 18 years and older living in private households in the continental U.S. conducted during the period March 9-12, 2007. The study was conducted with the assistance of Opinion Research Corp. Inc. of Princeton, New Jersey, and has a margin of error of 5%.
"As part of a larger study, we asked workers a few light-hearted questions just for fun, and one of those questions was whether or not there was a Workplace Princess, whether man or woman, where they worked," said Canter. "We defined this as a coworker who had a special sense of entitlement or privilege. We were stunned to find that 48% of American workplaces have a 'Workplace Princess,' right on the premises."
In "Shrek the Third," the four princesses all seem to have major entitlement or narcissistic issues, says Canter. "One collapses frequently from 'exhaustion,' perhaps real, perhaps pretend," says Canter. "Another acts in a very obsessive-compulsive way, a result of a deprived family upbringing, which is a common cause of narcissism. A third takes narcissism to a new level while she is imprisoned, and the last one has anger management issues that lead to with meltdowns, baldness and wigs."
"This movie took the word 'princess' to a very modern level," said Maya Rudolph, who provides the voice of Rapunzel, in a recent press interview. "They know everything about everything because they're never questioned … and really spoiled."
Added Shrek Director Chris Miller in an interview: "The driving force was to present these characters that have a very narrow view of life. They wait around to be rescued."
That "waiting to be saved" mentality is not too far off from one of the types of Princesses -- whether male or female -- that Canter sees in today's office workplace.
"A new book, 'Generation Me,' suggests that the younger generation is the most narcissistic generation of all, raised by parents to see themselves as 'special' and thus entitled," says Canter, president of RJC Associates, a San Francisco-based executive career counseling service. "Up to now, the baby boomers were commonly viewed as the most self-absorbed generation. The truth is there have been narcissists long before there were baby boomers or GenMe. But are their numbers growing? It seems so. And not only do they drive other people crazy, they frequently tend to ruin or derail their own careers. And they never quite figure out how they have sabotaged themselves.
How do you know if you're an Office Princess? Here's a few Warning Signs, according to Canter.
--Do you most of your sentences begin with "I want" or "I need"?
--Do you know the career goals of your friends and co-workers or only your own?
--When was the last time you listened for 30 minutes to a good friend or colleague with a serious problem?
--When was the last time you called or visited a colleague just to see how they are doing?
--In job interviews do you focus on what you want (a great opportunity, room for advancement, lucrative compensation, a mentor) rather than on what you can contribute or offer an employer?
--When things go wrong, do you blame the situation and other people?
--Do you worry about other people or only yourself?
How do you stop being a Workplace Princess? "The key to rehabilitation is first seeing that there is a problem with your self-centeredness, owning that it is your problem not the fault of others, and being motivated to make a change," says Canter. "As with all adult learning, the key to making and sustaining change is to select a very few things to work on, taking small measurable steps, and having clear account-abilities and consequences."
Here are several habits to cultivate that can break the narcissistic self-focus:
--Think first of what you can contribute to others, not what they can do for you.
--Volunteer to help a colleague who needs help with a project, a job search, or a problem. Ask for nothing in return.
--When someone calls you for help, invest time in coming up with some help for them.
--When a recruiter or a job-seeker calls, spend time helping them with information and introductions, especially if there's nothing in it for you.
--Notice others and thank them for their contributions.
--Offer time to a charity or non-profit that helps the needy - spend time that is inconvenient to you or cuts into your "me" time
--Practice random acts of kindness.
--Listen carefully to others in order to understand not to respond - practice active listening by letting others know what you think you heard from them.
And what about the rest of office royalty? The survey didn't leave them out. According to the survey, 21% of workplaces have a Workplace Queen, 18% have a Workplace King -- and 34% have a Workplace Joker.
About the author: Rachelle Canter, PhD, has a doctorate in psychology and is president of RJC Associates, a San Francisco-based consulting firm that provides career, executive, and team development services to corporations, professional service firms, and other organizations. She has spoken and written widely on career, executive and organizational development issues, and is the author of the just-released book "Make the Right Career Move: 28 Critical Insights and Strategies to Land Your Dream Job." She can be reached at (415) 956 8438.
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