Her Daily News

Tonight brings the unfortunate news that actress Natasha Richardson has died suddenly at the age of 45, following a head injury sustained on Monday while skiing in Quebec. The Tony Award-winning actress, whose career spanned decades and both stage and screen, had been on a ski outing at Mount Tremblant Ski Resort with her sons Michael and Daniel when she fell, and while she did not initially appear to be injured, her condition rapidly worsened, and she was soon hospitalized and eventually pronounced brain dead.

Her family has released the following statement, according to CNN:

Liam Neeson, his sons, and the entire family are shocked and devastated by the tragic death of their beloved Natasha. They are profoundly grateful for the support, love and prayers of everyone, and ask for privacy during this very difficult time.

She is survived by her husband, actor Liam Neeson, as well as sons Michael and Daniel and her mother, actress Vanessa Redgrave. It is reported via E! Online that her family is planning a small, private funeral. I would like to wish her family the privacy that they need to come to grips with this terribly unexpected tragedy.

Today, President Barack Obama signed an executive order creating a government-wide council designed to address women’s rights - and in doing so, he cited the women and girls close to his heart. According to the Associated Press, the president and his administration created the panel as an effort to mark Women’s History Month, and his roles other than Commander In Chief were not far from his mind. He told all assembled, “I sign this order not just as a president, but as a son, a grandson, a husband and a father because, growing up, I saw my mother put herself through school and follow her passion for helping others.” He also told of his grandmother, who became a bank vice president, despite the gender bias that she faced along the way.

The order was signed with an eye towards the future, as well. The father of 10-year-old Malia and 7-year-old Sasha cited the hopes and dreams of the younger generation, telling guests, “So now it’s up to us to carry that work forward, to ensure that our daughters and granddaughters have no limits on their dreams, no obstacles to their achievements — and that they have opportunities their mothers and grandmothers and great-grandmothers never dreamed of.” He also cited First Lady Michelle’s skill at balancing career and family as an inspiration. By creating this council, with senior adviser Valerie Jarrett as its head, our president has made it clear that his administration prioritizes women’s rights, as equality is not only good for women, but for the country as a whole.

It’s that time of year again; the time when homes smell like cinnamon and pumpkin pie, when I tend to gain about five pounds, and when fleece feels like heaven on your feet and also the time to get a FLU SHOT.

The flu is a contagious respiratory illness caused by a virus. It causes mild to severe illness and sometimes death. The single best way to protect yourself against the flu is to get a vaccine each year. Symptoms of the flu include a high fever, headache, extreme fatigue, sore throat, dry cough, runny and stuffy nose, muscle aches and stomach symptoms more common in children include nausea, vomiting and diarrhea.

According to the CDC, each year 5%-20% of the population gets the flu and more than 200,000 are hospitalized for complications such as pneumonia, dehydration and worsening of other chronic medical conditions. Older people, young children and people with other health conditions like asthma, diabetes and heart disease are at a higher risk for suffering complications and this group especially should get vaccinated. About 36,000 people die.

You should get vaccinated as soon as vaccine becomes available as early as September. Flu season usually peaks around January but outbreaks can occur earlier in the winter and closer to the holiday season.

Visit the CDC website page here to read more about how FLU spread and how to protect yourself.

The following people in particular should be vaccinated:

Children aged 6 months up to their 19th birthday

Pregnant women

People 50 years of age and older

People of any age with certain chronic medical conditions

People who live in nursing homes and other long-term care facilities

People who live with or care for those at high risk for complications from flu, including:

a. Health care workers
b. Household contacts of persons at high risk for complications from the flu
c. Household contacts and out of home caregivers of children less than 6 months of age (these children are too young to be vaccinated)

For information about flu shots for children CLICK HERE.

The East African nation of Rwanda is trying something new. Historically dominated by men, women are driving the economy by working on construction sites, in factories, as truck and taxi drivers and also holding seats in the government.  With a population of 10 million, 55percent are women.

Rwanda is integrating women into government far more aggressively than any other African nation and this is putting them at odds within the continent.

Women currently hold a third of all cabinet positions. The foreign minister, education minister, police commissioner general, and Supreme Court chief are all women. Rwanda’s parliament is the first in the world where women are in the majority.

The countries of Africa have historically been ruled and governed by archaic patriarchal laws, including one that prohibits women from inheriting land. The legislature, now ruled by women is passing bills aimed at ending domestic violence and child abuse. There is hope that discriminatory laws will be purged from the legal code now that women are in charge and looking out for the greater good of the country, particularly one that requires a women to get her husband’s signature on a bank loan.

While the scars of recent genocide run deep, there exists a strong sense of national purpose among these women.

The capital of Rwanda is Kigali. Rwanda is bordered by Congo to the west, Burundi to the south Tanzania to the Southeast and Uganda to the northeast. It rests just south of the Equator and just west of Lake Victoria.

Source: The Washington Post, Print Edition, Monday October 27, 2008

Lucy Noland is a recent addition to the Houston, Texas number one news team at KHOU-11.  She normally co-anchors the 5PM and 11PM news but this past weekend she has reported NON-STOP on the effects of Hurricane Ike on Houston and Galveston.  And she doesn’t even look tired, yet!

Hurricane Ike made landfall in Galveston, Texas last night around 3am CST as a very strong Category 2 storm on the Saffir-Simpson scale.

Direct TV is airing a live feed of the NBC affiliate of KHOU-News 11.

I live in Maryland and I have been watching the Houston news since about nine o’clock on Friday evening. She was reporting then. And still going at two o’clock in the morning when I last saw the television before falling asleep. She was still going this morning at nine o’clock. And still, now, at almost midnight on Saturday.

Throughout this entire storm Noland has been respectful and professional while conveying as much information as possible to all people in the Houston area.  Her concern is as evident as her reporting talent and professional manner.

Noland was born in Saigon, Vietnam.  While attending the University of Alaska Fairbanks she reported on the college radio station and later made the jump to television where she covered an erupting volcano and the Exxon Valdez oil spill.  She has also anchored in New York, San Francisco and Detroit.

Source: Wikipedia, KHOU-TV

::

KHOU.COM has current and up-to-the-minute information for those in the path of this storm.  They are asking for person with information to call them and assist in spreading the word.

Republican Senator and Presidential Candidate John McCain has selected a female state governor as his running mate in the upcoming 2008 election. Alaska Governor Sarah Palin has agreed to be his Vice President.

Palin is the mother of five children and most recently gave birth to her second son on April 18 of this year and returned to work three days later. … I have a problem with this. If nothing more than from the standpoint of a mother, why isn’t she home caring for herself and her newborn. When you choose to have children you commit yourself to them, commit to putting their needs ahead of your own, commit to being THERE. I am not saying that a mother needs to put her own needs, goals and aspirations in the deep freezer, but actually, sometimes you do have to shelve them temporarily. And one of those temporary times is when you have a newborn. You owe it to that baby to be there, not to pawn him off on his father or siblings or family members. It is possible to have a career and be a good mother but I think Palin has reached too far. It seems ironic to me that she would be accepted by the Republican party being such an ambitious woman.

When the mother of a newborn baby (4 months) leaves her family to go out on the presidential campaign trail she isn’t going to garner support from other women. Other women will say, “what are you thinking?” and “If you are THAT SUPER MOM then I cannot relate to you.”

It is particularly odd to me that a party (The Republicans) that believes women should not have the right to choose to terminate a pregnancy or that a war deserves more funding than education and that working class people should be taxed in a higher bracket than families making over $200,000 would choose a woman who has so clearly chosen to have a career at the disgrace and sacrifice of her family. She may have a working class background and her husband may be a commercial fisherman but that doesn’t mean she can relate to the greater population of soccer-moms nationwide. In fact, I find her to be untouchable, unreachable and most importantly, unrelatable.

I also have a problem with a WOMAN who is a LIFETIME member of the National Rifle Association. Just sayin’.

Source: Wikipedia
Photo Source: People Magazine

Beth from Astrology Explored continues her Problems at Work series with this post on the zodiac and management style.

The Twelve Bastard Bosses of the Zodiac

We all have them, the people who make our lives miserable by their constant insistence of productivity. Management style however, is little more than a recap of the signs of the zodiac. Here’s how it breaks down:

The fire signs, Aries, Leo and Sagittarius have one overriding desire. Whatever they want they want it NOW! Too bad that you were out sick with the Ebola virus, if you missed a deadline, it was your fault. Your doctor’s note will be crumbled and tossed in the nearest wastebasket, despite the notation, “I have advised Ms. Smith that she needs a least another two weeks recovery time from her near death experience.” He doesn’t care and never will. Your illness is your problem, after all, and it did inconvenience him that you were out. He may have actually done some of your work, which may have convinced him that he doesn’t need you after all. Never mind that he mucked up the work, it got done, didn’t it?

They thrive on motion and commotion. They are expects at crisis management because they cause so much of it. Get out of the way and duck. They’ll think you are bowing to them, which after all is nothing more than they deserve.

The earth signs, Taurus, Virgo and Capricorn live for order and control. Forget shaving five minutes off your work day by being late. It doesn’t matter if your little Susie had a meltdown at daycare, you should have been prepared for that and left home earlier. Your desk a less than perfect picture of tidiness? Kiss your next promotion or raise goodbye. These people do not believe and empty desk is the sign of a an empty mind. Just look at their desk. And don’t bother taking a personal call at work. These people have a finally honed radar that will have them at your cubicle the minute you pick up the phone. Why are these people so finely tuned to the pulse of the workplace? It’s their job to make sure that not a second of productivity is wasted and they take their jobs very, very seriously You’ll be reminded of that at your next performance review.

The air signs, Gemini, Libra and Aquarius live for the generation of ideas which is not bad in and of itself. It is bad that they generate so many of them and expect all of them to be implemented at once. Forget trying to keep up with these whirlwinds of activity. Their agile minds are always active. You’ll only burn yourself out trying to keep up with them. Fortunately for everyone, they often forget many of their suggestions on their own. The trick is learning to weed through them to pick out which ones really needs to be worked on. Otherwise, you’ll spend precious hours on one project only to be challenged by the boss “What are you doing wasting your time on that?” A “You told me to” just isn’t going to cut it. Watch them roll their eyes as you get one of their famous lectures, this time on the value of prioritizing your work. There is just one way to protect yourself from your air sign boss. Practice controlled procrastination. Only until they ask you for a project the second time, do you produce it. Just make sure you get it them that day. They can’t wait all day you know. Yes, you know.

The water signs, Cancer, Scorpio and Pisces focus on making sure of one thing, that they keep their job. Why are they so focused on this? They are sure you are out to take it from them. Water signs instinctively know they are a mess both emotionally and organizationally, but they aren’t giving up their salaries or corporate perks just to satisfy you. They have their own goals, you know, like keeping their house and keeping their spouse happy. They are not known as risk takers, and their greatest asset to the company is that they aren’t going anywhere.

This is also your greatest problem if you hope to climb the corporate ladder. See how this works? They practically beg to be taken out. However, this a mistake because their radar will pick up on your ambitions and counter measures are in place. What counter measures? You don’t really want to know, but their reputation of being snoops are well deserved. With these folks, what happens in Vegas is their ammunition.

If you want a sign-by-sign blow of your Bastard Boss check out this
book: Bosstrology–The Twelve Bastard Bosses of the Zodiac

astrology, zodiac, astrology at work, bosstrology, boss zodiac

The is real Girls’ Water Cooler stuff! Beth from Astrology Explored shares the latest research on why women continue to earn less than men. The reason may surprise you, but is a strong indicator on how assertive women are viewed in the work place.

The Real Reason Women Earn Less Than Men

You’re cruising along in your job, you think everything is fine, and then one day a bomb hits you. No, not a terrorist bomb, though it might as well be. One day you find out that the male managers at your level make more money than you. Even managers on a lower rung than you can be making the same money or more. Isn’t this illegal? Yes and no.

There is no law that prevents employers from paying different employees different rates of pay. It is illegal the pay differently for one class of workers doing essentially the same work as another. But it is one thing to know it exists, and another thing to prove it. To prove it may put you out on limb that could lead to a loss of your job and your career.

A recent sudy shows why:

“Their study, which was coauthored by Carnegie Mellon researcher Lei Lai, found that men and women get very different responses when they initiate negotiations. Although it may well be true that women often hurt themselves by not trying to negotiate, this study found that women’s reluctance was based on an entirely reasonable and accurate view of how they were likely to be treated if they did. Both men and women were more likely to subtly penalize women who asked for more — the perception was that women who asked for more were “less nice”.

“What we found across all the studies is men were always less willing to work with a woman who had attempted to negotiate than with a woman who did not,” Bowles said. “They always preferred to work with a woman who stayed mum. But it made no difference to the men whether a guy had chosen to negotiate or not.”

The issue of “niceness” plagues the career woman. It is the real “glass ceiling” we need to break. Only until it is socially acceptable for women to play ball in the same way as men do we will have real equality in the workplace.

Read the rest of the Problems at Work series:

The Bully Boss
Picked On or Constructively Criticized? Know the Difference
What To Do When You Make a Mistake
Ways to Get Fired
Gossips, Snarks, and Whiney Babies: Your Work Place Survival Guide

working women, problems at work, work strategies, women’s salaries, workplace issues

Beth from Astrology Explored continues her workplace series today with surviving workplace rumor mills and whiners.

Gossips, Snarks and Whiney Babies: Your Workplace Survival Guide

A friend told me a story of when a co-worker came to tell her that the rumor was she was getting fired! This coworker was her boss, and he wondered where the gossip mongers got their information since he had no intentions of firing her.

He told her this himself because he was concerned that if she got wind of this gossip, she might start doing something like trolling for a new job.

The people who started this rumor are classic cases of Gossips, Snarks and Whiney Babies. They have nothing good to say about anyone they work for or with, take pleasure in denigrating other people and whine constantly about how tough their job is and how management doesn’t care about them.

Not all of us are lucky enough to have a boss that cares about how we might react to work place gossip, so it is important for us to protect ourselves. There is always someone who engages in this behavior, and it is corrosive to the working environment. While you would like to stay connected to your co-workers and grousing is a common bonding ritual, it is important to know when to draw the line.

First, do not engage in gossip yourself. Remember, the person who gossips to you will gossip about you. If someone brings you a juicy tidbit, say something like, “That’s interesting, but I have to take care of this right now. We’ll catch up later, OK?” If later never comes, hopefully the gossiper will catch the hint. If they don’t, just say quietly to them, “I’m here to work. I really rather not discuss that. What are you doing this weekend?” When you refuse to gossip you show an integrity that your co-workers will notice and your bosses will appreciate.

Snark proof yourself. Restrain from making derogatory or sarcastic remarks about your co-workers. If you have nothing but positive things to say about the people you work with, people will look like idiots for saying bad things about you. If you must comment , target the situation the person is involved in, not the person themselves. “Its unfortunate the payroll arrived late.” Not, “That stupid Jane, she put in the payroll late and we’ll pay for it!” When you refuse to engage in snarky behavior you show you can get along with a wide range of people.

Whiney Babies are a special challenge as they waste your time and are difficult to break away from gracefully. Some of their complaints may even be valid. However, how they handle them are not. Any serious complaint should be taken up with the manager in charge. The rest fall under the category of “Life’s Inconveniences.” Here again, you need to be firm and beg off the conversation, using your duties as an excuse. By refusing to engage or enable whiney behavior you are displaying a maturity that is always an asset.

Read the rest of the Problems at Work Series:

The Bully Boss
Picked On or Constructively Criticized? Know the Difference
What To Do When You Make a Mistake
Ways to Get Fired

workplace issues, work problems, work strategies, office gossip

Beth from Astrology Explored continues her series for us on dealing with problems and issues in the workplace. These sure-fire ways to get fired should be avoided at all costs!

Ten Ways to Fired

There is a goodly number of “Top Ten Ways to Get Fired” lists out there. Below are just a few of them:

http://sobasl.blogspot.com/2006/10/10-ways-to-get-fired.html

www.steffanco.com/topten.htm

http://machinedesign.com/ContentItem/68138/Top10waystogetfired.aspx

http://content.monster.com/articles/3491/16589/1/home.aspx

www.buzzle.com/editorials/7-11-2006-101893.asp

The common threads running through these lists are:

1. Failing to follow work place rules always has negative consequences. It doesn’t matter that you are the sharpest tool in the shed; if you fail to follow the rules, you can fail to keep your job. Why? Because people who fail to follow the rules provide a poor example to other employees, who then think that if you can get away with it, they can too. Don’t be that kind of example.
2. Failing to show your boss the respect his or her position demands. You may be smarter than the boss, or you may have more years with the company than the boss, but the boss is the boss for a reason. There is only one good way to get rid of a boss you don’t like — work to make him look good so he’ll be promoted. Maybe then you’ll get his job and have the joy of working with employees who show you a lack of respect because of your position.
3. Failing to show respect to your co-workers. Gossiping, pitting people against each other, or having a dismissive or condescending attitude toward your co-workers breeds resentment. No one likes working with someone who makes them uncomfortable. If you do it often enough, you’ll find yourself without allies or a working network to help you get your job done.
4. Failing to show respect for your company. If you dislike working there that much, do your employers and yourself a favor and find yourself another job.
5. Failing to show respect for yourself. Bringing your personal problems to work, complaining about your job, drinking or doing drugs on the job only demonstrates that you have no respect for yourself. No one respects that.

Join us tomorrow for Dealing With Gossips, Snarks and Whiney Babies–A Workplace Survival Guide

If you missed the previous posts in this series, you can find them here:

The Bully Boss
Picked on or Constructively Criticized? Know the Difference
What To Do When You Make a Mistake

work, work problems, work strategies, fired from job

This is the third installment in the series Problems at Work submitted by Beth at Astrology Explored. Mistakes are inevitable and unavoidable. How we handle our mistakes says just as much about our value as an employee as does our good work performance. Beth shares with us what to do to own up to our mistakes and take the proper steps to fix them.

What To Do When You Make a Mistake

Your heart is pounding. You can’t breath. You’ve just realized that you made a major mistake, one that will cause your employer expense or loss of income. What do you do?

Some mistakes are more serious than others, and the ones that cost an employee money are ones that hurt both the employer and you. But everyone makes mistakes. I tell my employees that there isn’t a mistake they’ve made that I haven’t made myself. The difference in recovering from the mistake is what you do about it.

What you do not want to do is assign blame to someone else. No one wants to hear it.

Do not minimize the impact of the mistake. Let the employer decide that for himself.

Do not blame circumstances (a too heavy work schedule, the baby kept you up all night). That only makes it sound like you can’t manage your life; a poor trait to have in an employee.

Here is what you do:

First, take a deep breath and look at the mistake. What can be done to minimize the effects? Can you make corrections? Can you save the customer? Who can help you? If you can formulate a solid recovery plan, you can salvage the situation.

Gauge the impact on the company. You need to know how badly the situation will affect your organization.

Tell your boss, especially before someone else does. And there is only one way to tell him or her: straight out and as soon as possible. If the boss is not available and the situation is critical, you might want to implement your recovery plan. However, if the boss is available tell him or her immediately.

Say, “I made a mistake that negatively impacted (whatever the situation is). It is going to effect (X, Y, Z). However, I think we can (describe recovery plan) and it will minimize the impact of this mistake. I’m sorry this happened, and it will never happen again.”

Whatever the boss’ personality, and however that supervisor reacts, you’ve done the best you can. What you’ve accomplished is this:

• You’ve shown that you can accept responsibility for accepting the blame.
• You’ve shown that you can think constructively and calmly through a difficult situation.
• You’ve shown you can be counted on to repair mistakes.

Take a deep breath. Grace under pressure is a trait employers appreciate.

Join us tomorrow for Ten Sure Ways to Get Fired.

Other articles in the Problems at Work series:

The Bully Boss
Picked On or Constructively Criticized? Know the Difference

working women, work problems, work strategies, workplace

This article is the second in the series “Problems at Work” submitted by Beth Turnage of Astrology Explored. Her experience in the corporate world allows her to offer solid advice on dealing with work place difficulties and utilizing the corporate stucture to resolve any issues you might face.

Picked On or Constructively Criticized? Know the Differance

You are just out of a meeting with your boss, who had less than complimentary things to say about your latest report. ‘”How dare he?” you fume. “That’s the last time I work overtime for him!”

For employees, nothing is more fraught with anxiety than hearing you are not perfoming well. For employers, nothing is more fraught with anxiety than counseling an employee on their performance. Believe it or not, most employers really do want your good will and may be afraid to disturb a productive working relationship. Some employers, being human, do not always handle these situations well, and may not issue critique in the most productive way. Sometimes, they even come off as jerks.

Some employees, after a less than stellar evaluation, may feel that the criticism was not deserved and that their value as an employee was called into question. It is natural to feel badly after a less than satisfactory review or counseling session. But is your boss really picking on you?

Did he criticize you in front of other employees (not another manager; one of your co-workers)? Or was the criticsm in private?

Did he deliver criticism in an angry manner or was he calm and on point?

Did he point out some of your good qualities as an employee or were there only negative comments?

Are the perfomance points valid?

As a the person who authorizes your paycheck, your employer has the right to set the rules at work. Issues such as tardiness, too many sick days (for anything other than serious illness), too many or too lengthy personal phone calls, too many breaks, inappropriate internet use, the methods used to perform the work, inability or refusal to follow instructions, inappropriate dress, (to name just a few issues) are well within the employer’s scope to monitor and regulate. When simple rules like these are broken, the employer has reason to mistrust other parts of your performance. If your employer feels it necessary to talk to you about these or other issues, then it is best not to take the counseling as a personal attack and work to reestablish the trust the employer had in you.

If the critique is issued in an abusive manner (and is not an isolated incident) with unfounded attacks on your intelligence, professionalism, or abillity, see the previous post “Problems at Work, The Bully Boss”.

Join us tomorrow for the next installment of this series: What to Do When You Make a Mistake.

women, working women, workplace, work problems, problem boss, work strategies

Beth Turnage from Astrology Explored is my guest writer for today. She has a lot of experience in the corporate world, and has offered to give advice on handling problems in the work place. Her first post is on the bully boss and the steps to take in dealing with one.

The Bully Boss

You don’t know what happened. Your work was respected. Then Mr. X was brought in to manage your department. Suddendly, nothing you do is good enough. Worse yet, Mr. X uses your work as an example of what not to do and does so publicly. As the knot grows in your stomach as you go to work each day, so does Mr. X’s attack on your work. He might even start making “jokes” at your expense and your co-workers laugh; some of them nervously, but they laugh. Then they start questioning your work, though you’ve worked with them for years. You notice the people you thought were your friends aren’t speaking to you much anymore. You aren’t imagining things. You are a victim. A victim of a bully boss.

Bully bosses pick their victims from the people who won’t challenge them, either because the victims are professional enough to respect the position even though they don’t respect the person or because he or she senses you are the weakest link in the chain. Either way, for them, they have more to gain by humiliating you than not. Whatever sick reason motivates them, it is your career that is being damaged and your health is that is being affected. You need to do something, but what?

First, take stock of your internal allies at work. Have you cultivated the respect of the people above your boss, or are you a face in the crowd?

How big is your company.? A bigger company has more to lose in terms if faced with the problems caused by a bully boss. Retention of good employees is an expensive proposition.. A smaller company, with less to lose, or managed by an owner, might not have enough knowlege of whats at stake to handle the problem effectively.

What are the avenues for complaints, and how effective have they’ve been in the past? Human Resource departments are there to protect the company’s interests, not yours. A complaint filed with the Human Resources Department should only be made as a last strategic move before legal action is taken. An open door policy with higher ups can be useful if approached correctly.

Have other people complained about this person before you? If you are the first person to complain about the bully, the complaint will be labeled as a “personality conflict.”, if you are the fifth, a pattern emerges.

What do you have to lose? Can you leave this job without a substantial loss of benefits? Are you able to find another job in your field? Let’s face it, if your company does such a poor job of hiring and monitoring their management, what else are they messing up?

What to do?

Consider your options. The final resort, legal action, hurts you as much as it hurts the company. It labels you as a “troublemaker” whether or not it is true, and it can hurt your chances for future employment.

Sometimes it is easiest and best to find another job. If you want to stay and fight for your job, you need to be careful in the steps you take.

Your strategy might include:

Having a private chat with your boss and let him know that you want to do whatever it takes to improve your performance. Ask for specific suggestions and write them down as as he speaks. Document the conversation in a tone that suggests you are only interested in a being a better employee. Do not expect the boss to improve his behavior.

Document specific instances of abuse, including who witnesses to the abuse.

Have another talk with the boss expressing your concern that no matter what you do, you don’t seem to meet his expectations. Ask again for a list of specific suggestions to improve your perfomance. Document the conversation.

Document the next instance of abuse.

The next step is to step up and go to the higher ups. This is tricky and it may not work, so this action is to be taken with knowlege that there is risk attached to this strategy, up to and including the possibility of losing your job. However, don’t hesitate. Studies show that most people targeted by a bully end up losing their jobs anyway.

Do not go to your boss’ boss. He or she has something to lose if his or her brillant hire doesn’t work out. Go to the boss’ boss’ boss and have a low key chat, which you will also document. Say how much you like working at the company, and you thought you’ve done well, but lately your performance is not satisfying the new boss. Despite your solicitations for advice, you are unable to get enough instruction from the new boss to satisfy his expectations. You express that you only want to perform well at work, and you are willing to do what it takes to perform well at your job. Ask him for specific suggestions. At this point the boss will usher you out of the office and wonder what the heck is going on in Mr. X’s department and that he better to speak to Y to find out. Or not. In any case what comes down next determines your course of action, but you are well prepared to take the next step should things do not improve for you at work.

And that step is hire a lawyer.

Helpful links about bullies in the workplace:

http://psychologytoday.com/articles/pto-19950901-000021.html
http://www.bankrate.com/brm/news/advice/bully-boss1.asp

Please join us again for Beth’s next topic: The Difference Between Being Picked On and Having Your Perfomance Evaluated.

women, working women, workplace, work problems, problem boss, work strategies

Women in military service have long struggled to be recognized not only for the contributions they have made in the past, but the contributions they could make if so allowed. The debate still rages in America, from the family kitchen table to the Pentagon itself. Whatever the final outcome of this debate, the sacrifices made by females in serving their country cannot be denied. Brigadier General Wilma L. Vaught, USAF (Ret.) is president of the Women’s Memorial Fund and has made it her mission to bring equal attention to her counterparts, both historical and current. The Women in Military Service for America Memorial Foundation faced a long and difficult battle in our own country to bring attention and a lasting tribute to America’s military women. The commitment of the Foundation and of Brigadier General Vaught paid off with the dedication of the Women’s Memorial at Arlington National Cemetary on October 18, 1997.

Basic Facts About the Women’s Memorial

WHAT: The only major national memorial honoring all servicewomen—past, present and future. The Women In Military Service For America Memorial honors the more than two million women who have served or are serving in or with the US Armed Forces starting with the American Revolution.

WHERE: The 4.2 acre Ceremonial Entrance to Arlington National Cemetery in our nation’s capital.

WHEN: Open to the public every day except Christmas. Dedicated October 18, 1997. Groundbreaking held June 22, 1995.

WHO: Spearheaded by the Women In Military Service For America Memorial Foundation, Inc. The Foundation, founded in 1985, is an IRS designated 501(c)(3) non-profit organization.

THOSE HONORED: All US servicewomen, past, present and future, including living or deceased women veterans; Active Duty, Reserve, Guard and US Public Health Service uniformed women; and women in the Coast Guard auxiliary and Civil Air Patrol. The Memorial also honors women who served overseas during conflicts, in direct support of the armed forces, in organizations such as the Red Cross, USO and Special Services; and members of the US Public Health Service Cadet Nurse Corps. The Foundation is seeking names, addresses, photos and memorable experiences of women who have served to be included in the Memorial’s Register, an interactive computer database available at the Memorial. Deceased servicewomen from any era or those civilian women who served with other civilian organizations can be registered by family members, friends and organizations.

HISTORY: Congressional resolutions to honor military women were introduced by Senator Frank Murkowski (R-AK) and Congresswoman Mary Rose Oakar (D-OH). Signed into law by President Reagan in November 1986.

DESIGN: By Marion Gail Weiss and Michael Manfredi of Weiss/Manfredi Architects, New York City, winners of a national competition. The Memorial features an upper terrace with views of Arlington National Cemetery and the monuments of Washington, DC. On the terrace, there is an arc of large glass panels on which quotations from and about servicewomen are etched. This arc of glass introduces natural light into the Memorial’s Education Center. At the lower terrace, in front of the Hemicycle wall, are the reflecting pool and Court of Valor. The Education Center, located behind the Hemicycle, houses a Hall of Honor, exhibit gallery, theater, and the computer database of servicewomen called the Register. Through the Register, visitors may access photos, military histories and the individual stories of registered women.

FUNDING: The total cost of building the Memorial was $22 million. In building the Memorial, support came from federal grants; proceeds from the sale of commemorative silver dollars; and corporate, organization, and individual donations. The Memorial Foundation maintains and operates the Memorial Education Center; manages an archive and research collection relating to women in the military; conducts an aggressive education program; builds exhibits showcasing the different eras in which women have served using text, images, memorabilia and artifacts; and continues to register servicewomen past and present.

DONATIONS AND REGISTRATIONS: Donations and registrations of servicewomen can be sent to: Women In Military Service For America Memorial, Dept. 560, Washington, DC, 20042-0560. Telephone: 800-222-2294 or 703-533-1155. FAX: 703-931-4208. E-mail: hq@womensmemorial.org. Web site www.womensmemorial.org. Commemorative coins can be ordered by calling 800-222-2294. The Foundation is a registered participant in the Combined Federal Campaign, the annual workplace fund raising drive conducted by the US government for all military, civilian agency and postal workers worldwide and the National Capital Area United Way Campaign. In state and corporate campaigns, donors may designate “Women In Military Service Memorial Foundation” on their pledge cards.

SOURCE: womensmemorial.org

WOMEN IN THE IRAQ WAR

In the aftermath of September 11, 2001, women have continued to serve in America’s military, and have gained rights not allowed in previous conflicts. When remembering the victims of that 9/11 attack, we must also remember the sacrifices these women have made. Pro- or anti-war opinions do not matter. The fact is that these ladies deserve our respect and our gratitude as they continue to struggle not only to serve their President, but their gender. I urge you to visit icasualties.org and read through the list of the female fatalities to date in the Iraq War. Their legacy for equality can only be carried on if we carry it for them in our memories.

Female Fatalities

War Casualty List

9/11, Iraq War, women in the military, Women’s Memorial Fund, female casualties, Wilma Vaught, war casualties

In light of the USA celebrating Labor Day on Monday, September 3, I thought I would ask my readers. What is the one thing about your job that is really irritating, annoying, or nerve-wracking that other people could fix easily? Often times there are small things that happen that normally we would not notice. However, when it becomes a frequent or even daily occurance because it is part of your job, the small things can become dreadful things.

(more…)