Rabu, 01 September 2010

Are You Management Material?

by Adam Piore, Portfolio.com


Career content provided by Portfolio.com: To answer that question, companies are relying more and more on psychological assessments to help them identify tomorrow's chief executives.

What if the board of Sunbeam could have gazed into the psyche of "Chainsaw Al" Dunlap before they hired him? Could they have predicted that he would alienate his entire senior management and drive the company into the ground? Was WorldCom's Bernie Ebbers destined for disaster? Could anyone have suspected that Enron's Kenneth Lay and his staff would enrich themselves while leaving their employees destitute?

Absolutely, say psychological testers like Robert Hogan, former chair of the psychology department at University of Tulsa and co-editor of "Personality Psychology in the Workplace," a book often referred to as the bible of the assessment industry. Hogan believes that Dunlap, Ebbers, and Lay were handicapped by what industrial psychologists call derailers -- fatal flaws in their personalities such as narcissism, rigidity, and aggression that are sure to wreak managerial havoc.

Lookout for Fatal Flaws

Hogan makes a living from finding such personality flaws. His firm, Hogan Assessment Systems, has sold his assessment tools to most of the companies in the Fortune 500, including Dell, PepsiCo, Bank of America, and Cisco. Since 1989, says Hogan, his business has grown at an annual rate of 30 to 40 percent.

With a spate of corporate scandals, as well as top executives' being pressured to reduce management turnover, corporate America is rethinking how it approaches hiring, training, and promoting its leaders, beginning with its C.E.O's. In recent years, a vast industry has sprung up in support of that effort, offering everything from psychological profiles to real-world simulations aimed at weeding out managers who choke under pressure. Though there is no accurate measure of the industry's size, according to some estimates there are currently as many as 2,500 such organizations of varying degrees of legitimacy, up from just a handful a little more than a decade ago.

Of course, performance, intelligence, and personality profiling isn't exactly new. Roughly 3,000 years ago, China gave civil service candidates intelligence tests. During World War II, the U.S. Office of Strategic Services, which later morphed into the Central Intelligence Agency, subjected its agents to psychological screening. It wasn't until the early 1990s, though, that psychologists finally reached a consensus on the traits that constitute personality. They termed them the Big Five: self-esteem, social potency (leadership), charm, integrity, and creativity (imagination).


New Assessment Techniques

Once these qualities were named, an entire industry grew up around creating the tools for assessing them. The scandals at Enron and WorldCom -- along with a growing overall awareness that management turnover is costly and increasingly common -- prompted more and more firms to take advantage of the new techniques. The repertoire among so-called talent management companies ranges from Hogan's "dark side" test to what's generally known as the 360, in which superiors, subordinates, and peers fill out anonymous questionnaires about a given manager. Costlier alternatives include elaborate "assessment centers," where potential leaders actually run a simulated office for a day, receiving distracting emails, phone calls, subordinate complaints, and real-time crises.

Then there is Myers-Briggs, perhaps the best known psychological test, and Development Dimensions International (DDI), a business assessment firm whose clients include Citibank, Microsoft, and Phillip Morris. One of the largest companies in the field, DDI has seen its value soar over the past five years. Doug Reynolds, vice president of assessment technology for DDI, estimates their management assessment sector's revenue to be $80 million last year. "We now have assessment centers around the world, and each center can test 10 to 15 executives at a time," Reynolds says. "There's been a tipping point where [companies] are understanding that they should use actual data to make decisions about people. If you rely only on your gut, you make a classic mistake."
Of course, screening can't predict all potential problems. One of DDI's clients, JetBlue, is still reeling from a recent series of public relations disasters when storms caused thousands of passengers to be stranded in airports or trapped on planes that were unable to take off for hours at a time. David Neeleman, JetBlue's founder and C.E.O. since 1998, stepped down recently. He will remain chairman, though, and denies the move is related to recent company problems.

Even so, JetBlue continues to tout its friendly workforce and to use the latest assessment techniques to help preserve it. When interviewing for management positions, JetBlue uses DDI's behavioral diagnostic questions to evaluate whether candidates will exhibit and promote the five qualities essential to the corporate culture -- "safety, caring, integrity, fun, and passion," according to Vincent Stabile, JetBlue's senior vice president of people. "We want to know whether or not those five values come naturally to that individual," says Stabile. "We're looking to see that an individual has the skills and experience for the job and can fit into our culture in a good way."

Bring in the Coaches

But JetBlue isn't just focusing on hiring and promotion. Like a growing number of other companies, it also uses personality assessments to develop the best and the brightest. Two years ago, the organization began using the Myers-Briggs test in its leadership training course, combined with a 360: Following the exam, managers sit down with coaches and put together development plans to work on their weaknesses. "There's much more of a focus on individual performance and psychology, on understanding how you can help them to become better leaders. People are understanding that it can have a tremendous impact," says Stabile.

Dell also uses diagnostics in their training. They give future leaders the 360 exam and then evaluate them on 20 to 25 competencies ranging from financial and business acumen to dealing with ambiguity, says Amy King, a company spokeswoman. "Then we identify opportunities to help them develop the skills and experience to get them on the right track," she says.

Had Dunlap, Ebbers, and Lay been subjected to such an exhaustive examination, corporate America might be a very different place. Then again, without them, the psychological testing industry may never have grown into the healthy business it is today.

Portfolio.com. Copyright 2007 Conde Nast Inc. All rights reserved. Use of this site constitutes acceptance of our User Agreement and Privacy Policy.

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Fall Is 'Back-to-Search' Time!

by Caroline Levchuck, Yahoo! HotJobs


Even if you're not heading to school, you can take a lesson from kids everywhere as they prepare to resume their education. Use these back-to-school inspired tips to resume your quest for a better job.

1. Get some new "back-to-search" clothes.

Even though you may be sad to leave summer behind, a new fall wardrobe can help you feel more confident around the office and on interviews. Pick up a new suit or two so that you're always stylishly prepared when a potential employer calls. Also, if you begin dressing up when you're at your current job, you won't look suspicious when you don a suit for an interview elsewhere.

2. Buy new "back-to-search" supplies.

It wouldn't be September without some fun new supplies to make getting back to your job search speedier and easier.

Have you been dying to upgrade to a new mobile device? Treat yourself to a Treo. Impress your fellow Mac addicts with an iPhone. Boost your spirits with a BlackBerry.

Is your computer completely out of date? Upgrade to a newer, faster machine. If you don't have a laptop, consider getting one to use for your search and in interviews. You'll never have to worry about which platform a potential employer uses if you bring your own.

3. Increase your popularity.

There's no better time to expand your network than September. Everyone is back from vacation and there are no holidays distracting folks. So, instead of eating lunch with the same people every day, reach out to different coworkers at least once a week.

Also, take a fresh stab at online networking. Find out which sites the people you work with are on and join them all. If you already belong to a number of sites, update your profile and start connecting with other members.

4. Join a club.

You may not be able to join the debate team or the audio-visual club, but you can always join a professional (or personal-interest) group. Consider a networking association for your profession or a group that reflects your personal likes, whether it be related to a local political party, an animal rights organization, or a classic car club. Everyone you meet is a member of your network -- which is why clubs are a great way to expand your circle of personal and professional friends.


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Ins and Outs of Landing a Government Job

by Robert DiGiacomo, for Yahoo! HotJobs


Finding out about government jobs may seem tricky to the uninitiated.

As with the private sector, the best place to look is online. For most federal jobs, you can research open positions and download applications through the government's official site, USA Jobs; career sites like Yahoo! HotJobs; or specialty sites like Federal Jobs Net.

However, the process requires more effort than simply emailing a resume. Applicants for federal, as well as many state and local positions, must follow a specific set of procedures, which could include taking a qualifying exam and/or completing a detailed questionnaire, according to Dennis V. Damp, a retired federal worker and the operator of Federal Jobs Net.

Below are tips on how best to navigate the red tape to apply for a public sector job.

Less Testing Required

Where most federal positions used to require a civil service exam, the opposite is now true, according to Damp, who this fall will publish the 10th edition of "The Book of U.S. Government Jobs."

Only 20 percent of jobs -- notably the Postal Service, Border Patrol, FBI and Foreign Service -- require an exam, while the remaining 80 percent use a questionnaire to screen applicants, Damp says.

Keywords Are Key

When applying for a position, don't make the mistake of cutting and pasting job descriptions from your private-sector resume.

Because each applicant is ranked -- and only the top scoring individuals are invited to interview -- you'll want to maximize your score by using similar keywords from the government job description to explain your experience.

"The application may be rejected if you don't submit all of the details required," Damp says.

Experience Counts

The government won't automatically discount an applicant who lacks a degree in a specific field, if he or she has work experience that matches a requirement in the job description, Damp says. "For example, there are many ways to get qualifications for engineering, other than having a formal four- or five-year degree."

Right in Your Backyard

Government jobs aren't just in Washington, state capitals, or big cities. Satellite and regional offices are situated in smaller locales around the country.

"I was hired into the federal sector in a town of 3,600 in the middle of Pennsylvania," Damp says. "You have to look in your own backyard."

Political Appointee vs. Professional Hire

While certain positions are reserved for people with campaign or other political connections, most government jobs go to those with relevant experience or qualifications, according to both Damp and Daniel Lauber, author of "The Government Job Finder" and operator of the web site, jobfindersonline.com.

If you're concerned about whether patronage is a factor for a particular job, Lauber suggests two criteria: Is the job posted for less than 30 days? Does the department head lack expertise in the field? If the answer to one or both questions is yes, you may want to reconsider whether it's the right professional opportunity.

"There's no consistency from state to state," Lauber says. "You do everything you can to find out if government is being run professionally or not."

The Personal Touch

Even though the government hiring process is largely rooted in the virtual world, there's still a place for the real-world informational interview.

"I'm a proponent of doing informational interviews, to get familiar with different agencies and to explore opportunities in your area," Damp says.


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Recruiter Roundtable: Fashion, Grooming Tips

by Yahoo! HotJobs


The Recruiter Roundtable is a monthly feature that collects career and job-seeking advice from a group of recruiting experts throughout the United States. The question we put before our panel this month is:

What is the one piece of fashion and/or grooming advice you wish more candidates would heed before going on an interview?

Get the Details Right
The night before the interview, lay out your wardrobe to make sure everything fits, is free of wrinkles and is current with today's styles. Also take the time to polish your shoes. While this may sound minor, showing up with scuffed shoes may signal to the employer you lack attention to detail. Finally, remember that the interview is not your time to make a fashion statement, so avoid tight clothing, limit your jewelry, and go easy on fragrances.

The interview is your opportunity to show hiring managers how talented you are, and maintaining proper appearance will ensure they focus on your abilities rather than your attire.
-- DeLynn Senna, executive director of North American permanent placement services, Robert Half International

Accessorize With Mints
I wish more candidates would take a strong breath mint before their interviews. It may sound silly, but you would be surprised how distracting bad breath can be during an interview! Gum also works, but remember to discard your gum BEFORE the interview.
-- Bob Hancock, independent staffing consultant

What Are Your Revealing?
Look in the mirror: If too much is showing, don't wear it! While low-cut blouses or shirts are in fashion, most are inappropriate for the workplace, including the initial interview. The interviewer could possibly be distracted by the inappropriateness of the candidate's attire and therefore not focused 100% on the interview. This is unfortunate for both parties; the candidate may not be getting the positive reaction to answers they want, and the interviewer may be less apt to probe for the information they need to make a solid hiring decision.
-- Joelle Thies, staffing specialist recruiter, Wells Fargo

The Smell of Success Is Scent-Free
If your perfume or cologne enters the room before you do, chances are your scent may be interfering with your chances of landing the job. You'll see subtle signs from the interviewer -- he'll lean away from you, she'll wrinkle her nose or open a window. If someone on the interview team has allergies or asthma, and if you're meeting with them in a small room, your strong scent will be just the excuse they need to leave the room quickly, without them getting a chance to hear the details about the brilliant marketing campaign you developed at your last company.

The focus during the interview -- and afterward when the interview team gets together to discuss your interview -- should be on your accomplishments, abilities, and why you're the right person for the job. So keep it scent-free.
-- Cheryl Ferguson, recruiter, The Recruiter's Studio

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Four Steps to Better Work Boundaries

by Heather Boerner, for Yahoo! HotJobs


Want to advance your career? Saying "no" may be the key.

"It's wonderful to be the go-to person to a point -- until you find you're totally overwhelmed, exhausted, resentful and in a time crunch," said Susan Newman, author of "The Book of No: 250 Ways to Say It -- And Mean It and Stop People-Pleasing Forever." "Setting workplace boundaries means you will be doing better work and not spreading yourself all over the lot."

Here's how to get there:

1. Track your yeses.

You can't set a boundary you don't know you have, so watch yourself for a week, Newman said. Where do you say "yes"?

    * Do you agree to lunch with that coworker on the day of a major presentation?
    * Do you accept another project on top of the eight you already have?
    * Do you volunteer to change the printer's ink cartridge for a harried coworker?
    * Do you work on the Saturday of your daughter's recital?

2. Figure out your priorities.

"Every time you say yes, you're giving up something," said Newman. So get your priorities straight:

Do you need to be everyone's best friend or be the last person to leave work each day? Or is it more important to choose projects that will advance your career and give yourself time to do them?

"You should always ask yourself, 'Are these things moving me forward and gaining me respect, or is it just one more piece of busy work?'" she said.

3. Share them with your boss and coworkers.

Now that you know, let everyone you work with know in a clear, friendly way, said Debra Mandel, author of "Your Boss is Not Your Mother: Eight Steps to Eliminating Office Drama and Creating Positive Relationships At Work."

"It's valuable to inform people that you're changing your approach to work," she said. "You can simply say, 'I know I've been overworking myself and so I'm going to start taking a little more time.'"

Scared to say it? You're not alone. Some changes may be easier than others. Declining lunch with a coworker may be less frightening than declining a project from your boss.

So invite your boss into the decision-making: Of the 10 projects on your plate, which are highest priority? Can you work late during the week in return for having your weekends to yourself? Keep reminding your boss that you're doing this to improve your work performance.

4. Keep doing it.

Now that you've set your boundary, your work is done. Right?

Wrong.

Expect your boss and coworkers to test you. Can't you come out for drinks after work just this once? Can't you take 10 minutes -- OK, maybe 30 -- to talk your coworker down from her latest crisis -- even though you have work to do? Can't you take on this one extra project? It's a one-time thing, your boss swears.

"Keep setting boundaries," Mandel said. "Usually people want to have healthier relationships, and they'll adapt."


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How to Talk Back to Your Boss

by Caroline Levchuck, Yahoo! HotJobs


Telling your boss what you really think about something can be a slippery slope, depending on your supervisor's disposition (and ego). Disagree with her and you could wind up on the unemployment line. Conversely, being a yes man or woman and blindly supporting all her ideas probably won't do much for your career (unless you work for Donald Trump).

Sharon Daniels, CEO of AchieveGlobal, an international training and consulting firm with a leadership development practice, agrees. "Providing insightful feedback and ideas to senior leadership allows up-and-coming managers to position themselves as thought leaders, increasing their value to the organization and opening the door to career advancement."

So how can you share your opinion with your boss without offending her ideas? Read on for five pointers

1. Build up your credibility.

Don't be too vocal on any job until you've proven yourself to your team and your boss. If you establish credibility by achieving results with your own performance, then you'll find it easier to convince others of the value of new ideas, Daniels advises.

2. Be solution-oriented.

When speaking up to your boss, resist pointing out problems until you've thought through a possible solution. "We tell our junior staff not to come forward with a problem unless they also bring ideas on how to solve it," she says.

3. Remember that there's no "I" in "team."

Keep in mind that you're part of a group, and use your voice to drive change that will benefit everyone's performance. Training and organizational development expert Daniels counsels, "Adopting a collaborative approach will position you as an emerging leader."

4. Be a copy cat.

Imitation is the sincerest form of flattery, especially where giving feedback is concerned. Daniels believes adopting your supervisor's style is key to being heard around the office. She states, "Learn your boss's style and how he or she likes to be approached. You'll get a more willing audience for your opinions if you present them appropriately."

5. Don't go over anyone's head.

Even if your team leader doesn't have the power to effect the change you're proposing, you must still propose it to her or him first. Says Daniels, "In a multi-layered organization, present the idea to your immediate supervisor first for her/his input. Then you can go together to discuss the idea with the boss -- an approach more likely to result in a productive discussion."

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Five Steps to a Successful Phone Interview

by Joe Turner, for Yahoo! HotJobs


If your resume did its job and sold you for the position you want, the next step is usually a phone interview with the employer. This phone screen usually takes place with a company recruiter or HR staffer to prequalify you for an opening. Since your attitude and answers can either move you to the next round or signal "game over," you want to be ready before you get that call.

Here are the five required action steps to take during your phone screen to help move you forward to that all-important, face-to-face interview:

1. Brand yourself.

You're not the only candidate being called. A lackluster performance will get you quickly scratched. If you can differentiate yourself from the beginning, you'll rise well above your competitors. One of the surest ways to accomplish this is to develop a personal branding statement of your own. Also called a Unique Selling Proposition, this is a short sentence that describes who you are, your biggest strength, and the major benefit that you offer your next employer.

A personal branding statement (or USP) might be: "I'm a seasoned Project Manager whose strengths in identifying and solving problems have saved my employers over $10 million while completing over $35 million in projects during the past nine years."

A branding statement like this makes you memorable because it's focused and it offers a benefit (saving $10M). If you develop a branding statement, or USP, that clearly can identify who you are and what you can bring to an employer, you've caught their interest and separated yourself from the pack.

2. Show enthusiasm.

A positive attitude can go a long way in your marketing efforts. This is your opportunity to shine on the phone, so take full advantage. This is especially important if the call came at an "inopportune moment" and you feel caught off guard. If this is the case, remember, you're not the only candidate they're talking with. When the call comes, congratulate yourself, knowing that you were one of the few who did make the initial cut. Now it's time to put on your "game face"; join the conversation with pure enthusiasm and demonstrate the conviction that you are a top candidate for this job.

3. Listen and answer carefully.

One of the major complaints from employers and recruiters about candidates is that too often the candidate doesn't answer the question being asked. Since you're on the phone, this is especially critical because you don't have the advantage of visual cues such as eye contact or body language. Listen carefully to the question being asked and answer that question only. Don't ramble or try to anticipate the next question, or you may talk your way out of the next step -- a possible job interview.

4. Flatter them.

It pays to do some research on any company you apply to. After all, the question, "Why are you interested in us?", is going to come up. Therefore, it makes good sense to have your ducks in line before the call and to be ready to mention why this company impresses you. Don't be bashful. Mention the product line, their superior management, their unique marketing approach, etc. Make sure you have something positive to say about them.

5. Close.

At the end of the phone interview, if you would like to proceed and talk further with this company, take the initiative and ask what a good time might be for scheduling a face-to-face interview. If you feel uncomfortable asking that, then ask this simple question: "What's our next step?" This should eliminate any confusion and set the stage for your follow-up date, should you not hear back before then.

As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. He makes it easy for anyone to find and land the job they really want all on their own in the shortest time possible. Discover more insider job search secrets by visiting his site.

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Everybody Loves the Office!

The Workplace Is Popular in Entertainment Media
by Alan Krauss, Porfolio.com



Content provided by Portfolio.com: The workplace, once a mere backdrop for popular entertainment, has taken center stage.

The popular comedy "The Office" begins its fourth season on NBC on September 27, while a new ABC series, "Carpoolers," will premiere on October 2. But the two TV shows are just the tip of the iceberg. Books, movies, Web series, comics -- all offer windows into the mundane realities, management crises, and emotional interplay of characters busy earning their daily bread.

Office romances, comedies, and dramas have been a staple of popular entertainment for decades, going back to cultural touchstones like "The Man in the Gray Flannel Suit," "How to Succeed in Business Without Really Trying," and "The Mary Tyler Moore Show." More recently, a slew of novels ("The Office of Desire," "Then We Came to the End" by Joshua Ferris, "Company" by Max Barry, and many more), movies ("The Devil Wears Prada"), and TV shows ("The Apprentice," "The West Wing") have revolved around tyrannical or incompetent bosses, annoying or amusing co-workers, and the business of work.

Meanwhile, "The No A**hole Rule," "Made to Stick," and a shelf's worth of other nonfiction business books that aim to show readers how to be more effective and thus happier at work (and away from the office as well) are also riding high on bestseller lists.

And of course at 19 years and counting, Scott Adams's Dilbert brand is going strong in print, online, and in the merchandising arena.

A Reflection of Life?

There are several reasons for the enduring appeal of office-related entertainment, according to critics and other culture watchers. For one thing, many people spend more time at work these days than they do with their families.

And in the 1950s and '60s, women started to enter the workforce in greater numbers, a shift that gave new potential to the office as a setting, says Jeff Kloske, publisher of Riverhead Books, which released Martha Moody's novel "The Office of Desire" last month. "Now, the thing is that people's entire lives are defined by their office relationships," he says. "That's why the office as setting for all these different forms of entertainment is so successful."

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View more articles on Portfolio.com:

    * Career Profile: The Futurist
    * Career Profile: Santa's Shopper

======================================

But although a growing proportion of Americans have white-collar jobs, that doesn't mean they feel a greater sense of empowerment when they're at their desks than an assembly-line worker does.

"There's a certain amount of cynicism," says David Halle, a sociology professor at the University of California, Los Angeles. "There are a lot of mergers, companies being bought and sold. People are sitting in their offices, and for the vast majority, there's not much they can do about it."

Sitcoms about office life, he says, are an opportunity for viewers to have a little fun at the expense of what can be the unfunny reality of their lives. "The situation in offices is kind of grim a lot of times. These kinds of shows are opportunities to present a satirical, fun look at what is often not a fun situation," he says.

The Family Feeling Is Strong

At the same time, tales of office life let people see that they are not alone with their problems. "It makes people realize that their complaints are universal," says David Thorburn, a professor of literature and comparative media at the Massachusetts Institute of Technology.

Lately, there has been a subtle shift in the setup: Instead of using the workplace as simply a backdrop, it is now the main point of the story.

Books, movies, and TV are still focused on what the experts refer to as workplace families, where outsiders (and viewers) can find companionship and fulfillment -- the "Mary Tyler Moore Show" model. But a growing number of shows, like "The Office" and the Internet series "Floaters" (www.phoebeworks.com), go beyond the family dynamic, with its sibling rivalries and fatherly authority figures, to actually dramatize the work that employees do.

"We never even saw Ward Cleaver at work," says Michael Abernethy, a columnist for PopMatters.com, a cultural news web site. "Now we have characters whom we never see at home."

A Cultural Shift at Work

Abernethy says a broad shift in cultural priorities may account for the change. "Work used to be the thing we did so we could have a nice home life," he said. Now, "if we have a family and time with the spouse and kids, it's a bonus."

The Internet and the always-on connectivity of cell phones and email are also important factors, says Fred Turner, an assistant professor of communication at Stanford University. "Everywhere is the office now," he says.

But a coherent story requires boundaries. "By limiting the scene to an office," he adds, "a TV show or book can create a limited narrative space in which to explore the diffusion of work into everyday life and the entangling of work and interpersonal relations."

Lofty analyses of cultural trends aside, though, the fundamental reason for the appeal of the latest spate of office-related books and shows is no different than in decades past: They are entertaining.

Everyone can relate to being stuck with a boss who is bumbling, insensitive, or outright evil, Abernethy says. And everyone has had co-workers who were shy or gossipy, loud or tactless. "Invariably," he says, "the setup for these office-related works -- whether they be blogs, films, series, or books -- contains an everyman or -woman, some average person trying to survive the insanity. A person we can point to and say, 'That's me!'"

Portfolio.com. Copyright 2007 Conde Nast Inc. All rights reserved. Use of this site constitutes acceptance of our User Agreement and Privacy Policy.

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Six Ways People Get Employment Rights Wrong

by Caroline Levchuck, Yahoo! HotJobs


Most people who have jobs may be a little unclear about what rights they have and don't have on the job and in the workplace.

Attorney Margarita Ramos, an employment law expert and founder of Human Capital Consulting in New York, agrees. "Most employees naively believe that their own individual sense of fairness is what controls a work environment. But fairness has nothing to do with it. Just because something is unfair doesn't mean it's unlawful," she says.

Read on for six common misconceptions about employee rights.

You think: Your employer can't fire you without good cause.

Ramos says, "If you're employed in an at-will employment state, you can be fired for just about anything. The reason I hear most often is that a person is not a team player. That's a gray area, but it gets used all the time. Unless you find that it's really discrimination, there's not a lot you can do about it."

You think: You have a right to earn the same as a coworker who does the same job.

It's true that there are laws guaranteeing equal pay, but another person may have more experience or more seniority and thus may legally earn a higher salary. States Ramos, "I've managed people, and I've had some doing the 'same' job. However, what an employee may not realize is that the other person may be doing the same job but she may have more complex clients, handle a more complex region, or be taking on more responsibilities."

"Keep the focus on you and your value," she says.

You think: Your employer can't cut your pay.

Your employer may cut your pay at any time unless you're a member of a labor union, are part of a collective bargaining agreement, or have an employment contract.

Ramos explains, "Most of the cases involving a pay reduction are driven by the financial performance of a business. A good employer will manage your expectations before taking any actions. You'll know it's coming so you can take care of your finances."

You think: Your emails are your private property.

Emails you send using company servers or equipment are company property. Ramos reveals, "Today, most employers have policies around that issue. Unfortunately, most employees don't read through their handbooks when they start a job."

To safeguard your career, exercise extreme caution when sending and receiving emails and surfing the Internet.

You think: You're entitled to unemployment if you're fired.

It depends on the state in which you live, but if you are fired for misconduct you may not be eligible for unemployment. Ramos says, "If you've been fired for cause, most employers will contest your application for unemployment. And even if your employer doesn't contest it, the state still may decide to based on the information your employer provides when responding to your claim."

If you want to know what your employer considers misconduct, read your employee manual.

You think: Your employer can't snoop in your desk or office.

Your desk and your office are company -- not personal -- property. Ramos relates, "You should really assume that you have no privacy in the workplace."

Treat your desk, office, computer, and mobile device with extreme caution, she says, and keep them free of anything that could be considered even vaguely offensive or unsuitable for the workplace.

Ramos concludes, "People really should read their employee handbooks. As boring as they may seem, handbooks contain a lot of information. It used to be that they were vague and not well written, but that's changed. And ask questions if something is unclear."

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Some Hot Professions Face Lukewarm Prospects

by Caroline Levchuck, Yahoo! HotJobs


Some professions enjoy an of-the-moment popularity. Perhaps it's because a new television show thrusts a certain vocation into the spotlight or because people realize they can make a living doing something they love. Whatever the case, some of these hot occupations exist in cooler job markets than you might anticipate.

Read on for a few professions you should consider with caution.

Lawyer

Going to law school has become the great American fallback for many folks when their first (or even fourth) job fails to bring them fulfillment. While the job market for students attending top-tier law schools (think Harvard and Yale) is always robust, for those who attend less impressive universities or who aren't at the top of their class, the outlook isn't always very impressive.

According to the National Association for Legal Placement, "the average amount borrowed for law school is currently over $80,000 for private law school students and over $54,000 for public law school students," while salaries have not increased across the board at the same rate as tuition.

According to the Occupational Outlook Handbook, 2006-2007 edition, produced by the U.S. Department of Labor, employment for attorneys is expected to grow "as fast as average," but competition for the best jobs will be fierce. Think carefully about your finances and how you will perform in school, and don't assume that a law degree will yield a six-figure salary.

Chef

Cooking is hot -- but the pay, for the most part, is decidedly not. Culinary programs can cost big bucks (from $10,000 to nearly $50,000, depending on the program), but many graduates face salaries that hover close to minimum wage upon completion of their schooling. Even chefs move up the ranks, they may not be rewarded with a big salary. To wit, the Department of Labor reports that the "median hourly earnings of chefs and head cooks were $14.75 in May 2004."

While the Department of Labor predicts a steady demand for food-related occupations, this isn't necessarily because of growth within the industry. Rather, people are leaving the profession due to lack of earning potential or burnout.

Keep your expectations realistic and make sure you can afford your education when pursuing your culinary dreams.

Real Estate Agent

Selling houses became an extremely lucrative vocation when the real estate market exploded in recent years. Lured by high earning potential and the ability to create a more flexible schedule, a lot of people were attracted to this glamorous profession. Today, sales of existing homes are down, new construction has slowed in certain areas, and experts predict that the market will remain soft in many parts of the country for the foreseeable future.

The Occupational Outlook Handbook says that employment for brokers and sales agents will be "about as fast as average." However, your success will depend on where you work, your level of experience, and any increase or decrease in interest rates.

Consider if your attraction to real estate is based on genuine passion rather than making a quick buck, particular in a cooling market.

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Meet the New Boss. Same as the Old Boss?

Tips for Adjusting to a New Manager
by Robert McCauley, Robert Half International



Change can be unsettling, especially when it involves your job. Welcoming a new boss as your manager transitions to a different role with the company is one adjustment almost every worker is likely to make at some point.

Even if you've heard good things about the incoming supervisor, doubts are likely to remain. Will you be able to establish rapport with him or her? What will your new manager expect of you? How will the person's work style differ from your previous supervisor's?

While it may seem like much of the transition is out of your control, you have a large role in how smoothly it goes. In fact, your attitude and approach will determine how productive and rewarding the relationship eventually is.

Here's how to start on the right foot with a new boss:

* Make the first move. Arrange a one-on-one meeting with your supervisor so the two of you can get to know each other. Use this time to discuss your role, learn about your supervisor's expectations and find out how you can support your boss's top priorities. The discussion should serve as the basis for ongoing communication with your new boss.

* Be a resource. Share any information that can make the person's transition a little easier, such as the names of your department's contacts in other areas of the company.

Many employees are reluctant to approach new supervisors with feedback or advice. But in a survey by Robert Half International, 40 percent of executives said it's common for managers to oversee projects for which they have limited experience. So, your input could be valuable. Just be sure to offer your opinions tactfully.

* Don't look back. Unless asked, it's generally best to avoid talking about the way things used to be done under the previous manager. Your new boss may have fresh ideas and solutions that benefit everyone.

* Aim to please. Pay attention to your supervisor's preferences. Does your boss seem more responsive when you stop by his or her office with questions than when you send emails? Does your manager want frequent updates on projects or allow employees plenty of autonomy? Adjust your work style, if needed, so you're in sync with your boss.

* Have an open mind. Above all, don't forget that your boss is new to the position and, in some cases, the company altogether. Like any new employee, he or she likely needs time to get accustomed to the role. Even if things aren't going as smoothly as you would like a couple of weeks or months into the transition, don't be too quick to judge, and maintain a positive attitude.

Working for a new manager can bring a great deal of uncertainty, but there also is potential for positive changes. Welcome your supervisor with an open mind and supportive attitude, and you will set the stage for a strong working relationship during the transition period and beyond.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices throughout North America, Europe, Asia, Australia and New Zealand. For more information about our professional services, please visit rhi.com.

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Coworker Relations: Defuse Tension with Tact

by Robert McCauley, Robert Half International


It's Monday morning, and you haven't even had your coffee yet. But that hasn't stopped a colleague from telling you all about his adventurous weekend. In fact, you've heard several stories in excruciating detail, and he shows no signs of stopping. You just want to get to work, but how do you say so without hurting the other person's feelings or coming across as insensitive?

This situation, like many others, requires tact and diplomacy. When you work in close quarters, issues like this one are bound to arise from time to time. Whether someone's loud speakerphone conversations are driving you to distraction or a colleague's pungent lunches make you feel like you might lose your own, sometimes you need to relay unwelcome feedback.

Thankfully, speaking with a coworker about an awkward issue doesn't have to induce panic. Here's how to approach the situation:

* Evaluate the circumstances. Before saying anything to your colleague, weigh the pros and cons of speaking up.

For example, how well do you know the person? If you're confident he or she will take your comments at face value, it may be wise to gently voice your concerns. If, however, you work with him or her infrequently, and the situation isn't too distracting, it may be better to let things slide.

* Explain the impact. If a direct conversation is necessary, don't confront the person in a group setting. Voicing your frustration in front of others could embarrass your colleague. Instead, explain your concern when you're alone with your coworker and let the person know how the situation impacts you.

For example, if a colleague's music is proving a distraction, rather than saying, "Could you be more considerate with your music?" say, "I'm not able to concentrate with music in the background. Would it be OK to use headphones when listening to CDs?"

* Reach an agreement. Don't end the conversation without coming to some sort of resolution. Solving the issue may require a compromise.

For example, if you find your coworker's music loud and annoying, he may agree to use headphones during the mornings and afternoons if you don't mind that he uses his speakers later in the day, when things have slowed down.

Remember that every situation is different and that some conversations with a coworker will be awkward no matter your approach. But by being honest and respectful with colleagues, you'll solve issues before they fester and ensure your work relationships remain healthy.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices throughout North America, Europe, Asia, Australia and New Zealand. For more information about our professional services, please visit rhi.com.

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