Human Resources Today

Human Resources is often overlooked as the psychological pulse of a corporation. Development of performance feedback and employee training programs are essential for the evolution of an organization. Performance appraisals are great as long as constructive advise and encouragement is given to the employee. Top management in upcoming and evolving companies realize the better trained and educated their employees are, the happier, more productive, and contributory they can be to the corporate culture. Coordination of team leaders and succession planing is essential for planning of the long term objectives of the organization. When selecting employees based upon personality can be very prejudicial I have found. My corporate cultures select people based upon the cliche concept. Some may consider the "right" employee as a type of profiling for the type of employee for the work environment. I feel that diversity of personalities, regardless of person-organization fit gives a diversity of perspective of how a corporation should be run. There are many very kind managers and executives in an organization that can be "two-faced" and have their own agenda in regards to hiring passive and obedient employees.
Being a non-conformist and contractor engineer for 20 years I have seen a very wide diversity of corporate culture as to the type of people hired direct in an organization. Many times prejudice in regards to race, color, and religion are illegal but still occur due to people's comfort level of emotional, intellectual, and cultural diversity.
We are in a sense taking the concept of integration from the 60's and implementing it on the national level in corporations.
Do we want a company full of sheep or wolves, obediant, subserviant employees who can't hang anything personal on the walls or customize their computers to their needs.
Today, you have to be carefull what you say, what you do, what you put on your walls of your cubicles at work. We have lost the meaning of what it means to be a true American. We express ourselves and sometimes offend someone, but they will "GET OVER IT". There are so many special interest groups in Washington D.C. our corporations and government can't seem to make any decisions for change without offending someone.
The advent of psychological in depth analysis of American is that we are insecure, we rather do nothing to offend someone, instead of people learning tolerance for diversity of ideas, since have insourced people from cultures who are emotionally and sexually immature by 100 years compared to the United States and more so in Europe.
Corporations today have to be on their guard of offending someone from a different culture or religion from another part of the world. I think they should adapt to our thinking instead of we adapting to ours, we need to think forwards and not backwards.
By implementing cross-cultural classes as to how and why Americans act the way the do and why cultures in India and China perceive us and vice-versa is essential to breakdown the cultural gap and barrier that exists between our fellow employees in an corporate environment. Education, continued education, regardless of the economic climate is essential to soften the cross-cultural barriers that exist.
Mandatory English programs in all Fast Food and Service jobs would help improve the efficiency of and communications for employees of Spanish, European, Indian, and Chinese descent. We are a large melting pot of diversity that needs bridges between each of us, thereby creating a more effective cross-cultural understanding yielding better communications.

References:
Spector, B. (2010). Implementing organizational change: Theory into practice (2nd ed.). Upper Saddle River, NJ: Pearson Prentice Hall. ISBN: 9780136074281
Lowe, G. (2004). Healthy workplace strategies: Creating change and achieving results.
Kotter, J. (2005). Change Leadership. Leadership Excellence, 22(12), 3-4. Retrieved June 8, 2011, from ABI/INFORM Global. (Document ID: 951864841).

Contractors Today - American Revolution 2 Today

Finding someone who has worked 2 or 3 firms in their careers is a direct employee just being laid off from a company or looking for a new job. We contractors are a misunderstood bunch. We come in to clean up the mess of direct employees due to our range of skills, then after we fix the problems, we are let go and the project is given back to the direct employees. Contractors are Gypsy Engineers, going from city to city, state to state, learn a dozen lifetimes on how various leadership and team, management methodology can be effective or disasterous to the success and failure of a corporation. What is stable during this depressions, whereby corporations are paying people pre-1995 levels, and adding the burden of medical and dental costs onto the employees. With 20 million and rising of outsourcing in this country all the efforts of those who fought for civil rights, labor laws, unions, and better working conditions have all been in vain. When we created "Iceberg" corporations with 20% in the United States and 80% underseas, we have lost all control to those workers for their civil and human rights, safe working conditions, and reasonable wages. NAFTA has allowed the U.S. to become a services and corporate nation, with a loss of quality and design control to other countries. At this rate the national debt should reach 20 trillion by the end of the decade. With servicing of aircraft sent overseas to pay plane mechanics $2/hr you will see an increase in plane crashes this year and next. We need a centralization of world standards for work conditions, labor laws, labor acts. When a country outsources labor, those labor laws should have to be tied to the outsourcing to protect the rights of the works.
Is today's constitution saying:
FOR THE CORPORATIONS BY THE CORPORATION SO HELP YOU GOD