How to define success concerning Arianna Huffington case

While I understand some of the comments concerning Arianna posted here, we as a society do have to take a look at how we define success. Power and money do not define me as a person.  Eighteen hour days are not realistic for most of us…we have families to take care of and errands that no one will run for us. Also, at some point during that 18 hour day, your creativity is out the window as you are too tired to think!  I have seen, though, companies that expect employees to be available 24/7. Email, laptops and smart phones, allow us to be connected at all times. There are bosses out there that expect you to check your email at 10:00 pm and reply if they have left you a task/message.(yes, I have worked for them). This is a corporate culture that does need to change and I am glad that there are companies that are doing so…do any of them need a nurse? :-) So learning to turn it off, get enough rest and let go of what you cannot fix/change is important to our well-being. I am hoping my children learn this much earlier than I did.

I’m fascinated by the number of people commenting who fall into, apparently, only two camps:  1. Trash Arianna the person in an attempt to discredit her without responding to any of the actual points she makes.  2. Love the points she makes and ignore the person’s life experiences entirely.  To #1, I would say “be careful of throwing stones”. To #2, I would say “everything has a context”.  To respond simply to the general concept behind the book Thrive, it seems to me that Arianna Huffington wrote this book because she woke up and realized that she needed to make a change in her own perception and actions. Her previous definition of success did not fit completely and she sought another way to attempt to fully define what success means in the modern age. I think any attempt to learn from our past so that we are not doomed to repeat it is admirable and should be lauded without denigrating into personal attacks.

performance reviews keep employees from climbing the ranks

In today’s corporate environment,performance reviews keep employees from climbing the ranks & are almost always given by a mid-level manager who grades on a subjective basis based on personal interactions. Too many times “preferable” employees are given hidden perks while someone else outside of the social circle takes the fall. In my experience I have found the best way to find out who are the best associates is to ask those outside of the management circle. The person working on the dock, manufacturing floor or the cleaning crew. These people know who stays late at night in their office just doing facetime and they know who comes in early & roll up their sleeves to help get that rush shipment out or the one who goes outside of the office to solve a customer issue. Ask for evaluation from the bottom not from the top, a tree cannot grow without strong roots.

Performance review done in an unbiased and fair way will enable the employee to see his/her drawbacks and focus on improving them . However in my service tenure of over 20 years what I have seen is performance review and ratings evaluation is done based on the reviewers personal liking or disliking, in other words the review has got nothing to do with what you have actually achieved but what your equation with the reviewer is. This practice leads to demotivation of the employee leading to losing interest in the job, in turn effecting the organization.

How you think if you face bad boos in your company?

Same here.. I was drafted in 1969, served 4 years (they talked me into going RA (Regular Army) vs staying a draftee), got out after the 4 years, couldn’t find a job, so I went back in.. By this time I’d seriously considered doing 20, but since this was after the end of the VN war, and the Army didn’t really have a pressing mission, the chicken$**t got going, and my last CO was a champ at chicken$**t.. I worked nights (midnight to 8am) and got every other weekend off. He issued a directive that shift workers (there were about 10 of us, who manned the weatherstation 7/24) would be exempt from extra duty and making regular formations. But magically, he found ways to bypass his own directive, thus, for example, making people attend morning formation on their day off.. This was a small base, and I happened to run into the base commander at the PX one day, and got into a conversation with him, and happened to mention about the shift-work issue.. He was NOT pleased about THAT.. A few days later our CO, a mere Captain, read a base directive by the BIRD COLONEL that people on shift work do not attend routine formations.. After that I was on the Captains s/list.. as I suspect word got out that I went around the chain-of-command.. My ETS date was about 3 months away, and I lost the urge for “doing 20″….
The biggest problem with management and the corporate world these days comes from the lies that we have accepted as facts as a culture during these last 60 years (starting with the cultural revolution, Vatican II, and other events). We have become comfortable with the idea that people should always be accepted for who they are, that it is never okay to become angry, and that everyone should get a trophy even if they come in last place. A manager has every right to be displeased at an employee who is a distraction, not a team player, or who is incompetent. He does his employee a disservice by not demanding corrective action. I personally have become a better employee (and a better person) by remembering my mistakes and how horrible it feels when I make them so as to do my best to not repeat them. It is never a virtue to tolerate behavior that is disorderly (this does include how one dresses and presents himself). On a side our country needs more leaders and less lawyers, lobbyists, and politicians running things.

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