March 29–I’ve heard . . .:  Preface to a criticism or reprimand, used by managers who are too wimpy to take responsibility for observing your behavior firsthand, and who also are trying to make you paranoid; implies that other people have complained to your supervisor about your behavior or actions, but when you question any of the suspects, they laugh and look at you like you’re crazy.

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Recent posts have focused on women in the C-Suite.  What about mommy challenges that women face at work?  Forget the C-Suite, although this particular challenge could affect long-term gender C-Suite issues.

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Following up on the immediately preceding post, how would you like to have this job?

And speaking of diversity in the C-Suite, the New York Times reports that there is a C-Suite niche where women are finding success.

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Most C-Suites are still mainly composed of white males.  Gains have been made by women and people of color, but the top dog world of most companies is a one race, one gender world.  (Click here, here and here.)

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What happened in California with grocery stores a few years ago won’t happen on the other side of the country–at least, not this time.  Click here to read an article in the Washington Post.

Are you kidding?  You’re not suggesting that I consider ditching something that’s as old as hiring and firing?  Yep.

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My post on guns in the workplace was joined by other posts on this subject, including a post from Cultural Offering and one from I’m A Pundit Too under its “current events” section.

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Well, shortly after posting about some research that says employee empowerment and enlightened management could lead to world peace, I have now run into research that says it’s more and more difficult to have friends where you work.

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March 27–I hear you:  A faux compassionate phrase, laced with a touch of concern and sometimes accompanied by a “supportive” touch, which managers trot out when faced with angry or controversial sentiments from employees; vaguely social-worky but promises no action; many managers imagine, mistakenly, that just by “hearing” their employees, they will be able to quell discontent and avert conflict.

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Do you do what you’re told?  If something seems wrong, do you question it?  When the group you’re working in (the C-Suite, human resources, a particular department) is about to go along with something questionable, perhaps unethical, even worse, unlawful, do you say anything or do anything–or are you a person of inaction?

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How’s that for a title? 

According to research done by author Gretchen Spreitzer, a professor at the University of Michigan’s Ross School of Business, the answer may be yes.  Of course, there are skeptics, but Spreitzer isn’t alone in making the case that “enlightened management” is good for society.  (Click here to read an article about this in the Boston Globe.)

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Thanks to the recommendation of George Lenard (George’s Blawg), here’s a song from the Grateful Dead’s Workingman’s Dead  album.

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Click hereto find out about the significant uptick in pregnancy discrimination claims filed with the Equal Employment Opportunity Commission in 2007.  It seems to have been a while since pregnancy discrimination was on the radar, which may be part of the problem.

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Next door to Maryland in Virginia, the immigration situation is also getting messier.  Click here for details.

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