Bag of Randomness for Thursday, February, 18, 2016
DaughterGeeding is having a rough go of it this month. Last night she woke up with an earache and a fever of 103.2 F, so I had to take her to the doctor yesterday. The fever was too high for an ear infection, so they ran a flu test, but thankfully it wasn’t the flu. Her primary cause of illness is a viral infection followed by an ear infection. But as ill as she is, she’s got a great attitude which makes me adjust my outlook on life.
Our pediatrician is a husband and wife team. Yesterday we got the Mrs, and I was impressed she asked us about the GI she referred us to, asking if we felt he communicated well, felt comfortable with him, as well as some other stuff.
A&E has a show called ‘Fit to Fat to Fit‘ in wich trainers gain weight, like 70-pounds, and then lose it with their clients.
I really like the brown bread at the Cheesecake Factory and at Outback. I wonder if the two were side by side if I could identify each and which I would consider the better of the two.
One downside to home improvement projects is finding out how poorly your house was constructed. For instance, I’ve found wood screws used to install electical outlets and light fixtures barely hanging on because junction boxes are about three feet away.
The Atlantic – Finding Jesus at Work – Why are more and more companies offering access to chaplains as an employee benefit? – Here’s a fun fact – Tyson Foods “is the largest known private-sector corporate-chaplaincy program,” with more than 115 chaplains based in different factories around the country. Company-wide, this works out to roughly one chaplain on staff for every 1,000 Tyson employees.
I think the burger guy knew he was being filmed. Or it was planned all along. Commercial endorsements are worth a fortune. Ask Flo, Jarred, The AT&T girl, or the Sonic guys.
Performance reviews ARE a joke. And that article's recommendation by and HR "professional" to increase them to 4 times a year is even MORE of a joke. In a company as large as mine this process is interminably long. Having to do it every quarter is stupid, you should know where you stand if you have a good manager employee relationship.
Performance bonuses have become the norm because companies have severely cut back raises since 2008's crash. With these stupid rankings and normal distributions pitched by HR people, the idea is that it's "healthy" for a business to shed the "lower 25% of their performers" is wrong-headed. Is it NOT possible to have an awesome team of employees that does great work? Does someone HAVE to be rated as an underachiever in a group of ten? Or what about a year in which the company overall doesn't do well, but your team busts its but to do over and above. Is that an "entitlement mentality" when there's no bonuses?
This stinks of HR people who spend all day trying to "normalize job grades" across 15,000 different workers. I am old enough to remember when they were called the Personnel department, over the years they have re-branded as Human Resources Managers. A "resource" is depreciated, commoditized and eventually depleted. No wonder Michael Scott hated Toby.
And don't get me started on executive's bonuses being tied to quarterly performance, there is an increasing climate for outsourcing, or turning salaried employees into hourly contractors because it helps the immediate bottom line.
In the late 90's when there was a labor shortage and times were good companies had to treat employees well. Now that the economy and job market are in their favor (and have been since the crash) there's no incentive for them to treat us well, in fact, they are rewarded to do the opposite.
But I get it, WE are the ones who are laboring under the delusion of being "entitled".
I think the burger guy knew he was being filmed. Or it was planned all along. Commercial endorsements are worth a fortune. Ask Flo, Jarred, The AT&T girl, or the Sonic guys.
Good idea.
Performance reviews ARE a joke. And that article's recommendation by and HR "professional" to increase them to 4 times a year is even MORE of a joke. In a company as large as mine this process is interminably long. Having to do it every quarter is stupid, you should know where you stand if you have a good manager employee relationship.
Performance bonuses have become the norm because companies have severely cut back raises since 2008's crash. With these stupid rankings and normal distributions pitched by HR people, the idea is that it's "healthy" for a business to shed the "lower 25% of their performers" is wrong-headed. Is it NOT possible to have an awesome team of employees that does great work? Does someone HAVE to be rated as an underachiever in a group of ten? Or what about a year in which the company overall doesn't do well, but your team busts its but to do over and above. Is that an "entitlement mentality" when there's no bonuses?
This stinks of HR people who spend all day trying to "normalize job grades" across 15,000 different workers. I am old enough to remember when they were called the Personnel department, over the years they have re-branded as Human Resources Managers. A "resource" is depreciated, commoditized and eventually depleted. No wonder Michael Scott hated Toby.
And don't get me started on executive's bonuses being tied to quarterly performance, there is an increasing climate for outsourcing, or turning salaried employees into hourly contractors because it helps the immediate bottom line.
In the late 90's when there was a labor shortage and times were good companies had to treat employees well. Now that the economy and job market are in their favor (and have been since the crash) there's no incentive for them to treat us well, in fact, they are rewarded to do the opposite.
But I get it, WE are the ones who are laboring under the delusion of being "entitled".