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Bridgette L Brown

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Halo-Orangees employer-employee one accord Volume I One Mind, One Body, O
by Bridgette L Brown   

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Category: 

Relationships

Publisher:  Outskirt Press ISBN-10:  1432747584 Type: 
Pages: 

145

Copyright:  Sept 26, 2011 ISBN-13:  9781432747589
Fiction

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Halo-Orangees employer-employee "one accord" Volume I One Mind, One Body, One Team

Halo-Orangees employer-employee “one accord” Volume I One Mind, One Body, One Team is an account of real life employer-employee workforce experiences. This book confronts the most scandalous and core real life workplace issues occurring in organizations world-wide. Workplace focus is placed on negativity, drama, power struggles, backstabbing, and endless gossip to a great extent. Workplace unity is becoming more and more obsolete within organizations across the globe. The benefits of being an employee in today’s workforce are dwindling with each passing day. The term employer-employee “one accord” is a bankrupt economic failure in many companies.

Halo-Orangees employer-employee “one accord” Volume I One Mind, One Body, One Team is an account of real life employer-employee workforce experiences. This book confronts the most scandalous and core real life workplace issues occurring in organizations world-wide. Workplace focus is placed on negativity, drama, power struggles, backstabbing, and endless gossip to a great extent. Workplace unity is becoming more and more obsolete within organizations across the globe. The benefits of being an employee in today’s workforce are dwindling with each passing day. The term employer-employee “one accord” is a bankrupt economic failure in many companies. The decline and backlash of positive employer-employee relationships is largely due to the lack of leadership in cohesive environments, poor development periods, and weak policies and procedures. Organizations should always stay tuned into the bigger picture (overall- goal), which includes managers and non-managers joined together as one body to achieve the purpose of the entire company.

 
When organizations treat staff members as if they matter, quality in performance can be achieved. Employees are the people selected to carry out the employer’s plan of meeting the organizational needs; also, they are partners within the organization. As you journey through this book, you will experience a multiplicity of real life work encounters from Halo-Orangees team members. It is Halo-Orangees hope that you will find yourself in this book and use it as inspiration to rise above the confusion, condescension, and disdain that your current and/or past employer has created in your workplace. Confinement is not a part of your destiny. Your life purpose is to take the totality of your negative experiences, roll them up into one, and use them positively to lay the foundation for your destiny. Think of your negative workforce encounters as grass seeds entered into the ground, planted, and watered creating a design for you to walk on as you enter a new path into your marvelous future. Halo-Orangees looks forward to seeing you at the top.
Excerpt
Real-life experience of a Halo-Orangees team member: A leader should be careful not to intentionally offend staff members. It is simple-minded thinking when a manager views one employee as less than another based on pay. Is it appropriate for an executive manager to state that it is a receptionist’s job to clean the coffeepot in front of other employees, their boss, or other executive managers, and they all agree? In this example, the manager also stated, “Higher-salaried staff members are not paid to clean coffeepots.”

This type of statement is highly unprofessional. Unless an organization’s sole reason for existing (vision, mission, and brand) is to judge and rank employees’ worthiness based on pay, this caliber of leader should not be leading the corporate team. Not satisfied with sharing her thoughts with other managers, the executive manager decided to express her logic on cleaning coffee pots to the receptionist. In response, the receptionist informed the manager that she did not have any authority over her. The receptionist concluded that if a person neither makes nor drinks coffee, why should she be charged with cleaning the pot?


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