|By Benny Anny (Fairnessatwork) on Wednesday, April 05, 2006 - 9:11 pm: Edit|
Here is an actual example:
Mr. H. S. has been a team leader call center for xxx in Toronto. for several years now; this man has been the source of many headaches for xxx Human Resources team, but somehow managed to remain as the department team leader for the soon-to-disappear info dept.
This man has had so many formal and informal complaints that nobody at xxx management cares
any more about the voices of those affected directly or indirectly by Mr. S’s rude, egotistical, lewd, arrogant, demeaning, intimidating, bossy, absolutely unprofessional, but more than anything, sneaky, back-stabbing, deceitful, deceptive, behavior. This man is a total disgrace to the leadership concept. He just doesn’t have any qualities as a leader to have been named one in the first place. This man has been responsible for several of his coworkers mental and physical ailments. He practically sent several people to the doctor and some of them are still under medical treatment thanks to the belittling, extremely crude and sickening treatment of those under his supervision. It’s difficult to understand how, after so many written and verbal complaints, xxx HR and management keep this man around let alone, in a leadership position. Latest word has it that he has been named one of the team leaders for the photolab group.
Another significant source of grief and aggravation to many of xxx Call Center reps is Mr. E. G. Here is another prime example of what a team leader should not be. This man makes a mockery of leadership in ways that are beyond human comprehension. We recently received an example of what Professional Discretion is all about from other company. Most call centers warn that a call can be recorded for quality control… what part of “this call can be recorded” warning didn’t Mr. G. understand? Even when the other company rep tried to signal that his call was possibly being recorded, he still kept on shooting his mouth, reducing some of his coworkers to “speech impaired”, unskilled “morons”. Again, this is just an example received. Only xxx reps know what he is really like, but we have limited information on this piece of work.
Thanks for the time
|By Heather Montgomery (Hrm) on Saturday, September 08, 2007 - 8:38 pm: Edit|
Did u just describe my workplace?
|By Angela Leopard (Ahleopard) on Wednesday, September 26, 2007 - 2:01 pm: Edit|
What measures can you take if you know that someone needs to talk to someone, but want due to conflict with the other(s) employee? Do you talk this out or does it work to leave it alone?
|By ApplicantTree (Applicanttree) on Monday, June 09, 2008 - 9:01 am: Edit|
Someone in the company should call his attention.
|By Peggy Olson (Peggyolson) on Tuesday, November 23, 2010 - 12:59 pm: Edit|
One of the bosses here recently told a co-worker who is in AA that she was more fun when she was drinking, and also told her that she needed a good stiff drink. In addition, he often makes remarks about how she needs a man(not as nicely as that), since she is going through a divorce. Don't these people live in the 21st century? You can't say things like that to your employees!
|By jonathan trott (Jonathantrott) on Thursday, March 29, 2012 - 4:42 am: Edit|
These kind of things are natural at workplace, the thing that really matters is how you cope with these situations. confined space training