Arkiv for november, 2006
Checkliste for forfattere
Jeg er ret sikker på at der ligger en liste som denne hos alle de store amerikanske tegneserieforlag – ideen er, at hvis en forfatter får skrevet sig ind i et hjørne han ikke kan komme ud fra, kan han bare vælge et eller flere punkter på listen og bruge dem som forklaring på plottet / heltenes opførsel (“hvordan kom han ud af den knibe?” ) / skurkenes planer.
[ ] Speed Force
[ ] Magi
[ ] Tankekontrol (fører ofte til punktet herunder)
[ ] “Husk hvem du er!!!”
[ ] Ond tvilling/klon/gener
[ ] “Bat”-et-eller-andet’er
[ ] Super-videnskab (Motherbox, Reed Richards-gizmos)
[ ] Misforståelse (“Han er alligevel god nok” )
[ ] Formskifter (inklusive bl.a. Skrulls)
[ ] “Det var bare en drøm”
Sæt kryds efter behov eller tilføj selv nye…
Sjovt eller tragisk?
Camilla sendte mig lige dette link – jeg ved ikke rigtigt om jeg skal grine eller græde, for jeg har oplevet 3/4 af disse her, og over halvdelen på regelmæssig basis. Men jo, det er også sjovt og skal da bringes her:
21 Ways to Lose Your Younger Employees
Let’s face it, as the Baby Boom generation counts down the days until their retirement (if they haven’t gone already) the workplace is radically changing and lately I’m feeling that some of these changes haven’t been very positive to those of us born after Generation X.
Disclaimer: My boss is a gentleman and would never, ever say or do any of these things. That’s why I still work here after 5 years!
- Constantly talk about how many days, months, or years you’re away from retirement.
- Shoot down ideas with “we tried that years ago.”
- Remind your young coworkers that they are young enough to be your kids… and then treat them as such.
- Refuse to do work by saying that you’ve put in enough time and it’s someone else’s turn, even though they’re your duties.
- Make the younger staff work extra shifts, the night shift, or even your share of the thankless shifts because “they’re don’t have the responsibilities at home that you do.”
- Assign more work to the younger staff member with the excuse that the younger employee has more energy to get more done in the day than the others.
- Congratulate a new hiree by saying how glad you are to see more young staff to pay into the pension plan.
- Draw up job postings requiring outlandish amounts of work experience. This is particularly good for any mid-level or senior management position.
- Regularly de-stabilize the work environment by continually hiring managers who keep leaving by retiring.
- Only hire the retired staff members for casual or substitute positions, and then refuse to hire new professionals for full-time positions with the excuse that they don’t have enough work experience.
- Only send senior employees for professional development and networking opportunities.
- State that you think that a young person isn’t good with people on the basis that they’re good with computers.
- Don’t invite newer staff to serve on committees with the excuse that they don’t know enough about the organization to do a good job.
- Refuse to make issues such as child care and paternity/maternity leave a priority in union negotiations.
- Assert that the younger generation is lazy based upon the behaviour of your own children ignoring the actual behaviour of your employee who just happens to be the same age.
- Refuse to fight for an important cause with the excuse that you don’t want to risk losing your sweet retirement benefits.
- Comment on how your young employee must not be good with money because they can’t afford to buy the equivalents to your nice car and home.
- Keep talking about incidents you remember from the employee’s youth. References to diaper changes are a perennial favourite as are any awkward or embarrassing incidents from the teenage years.
- Keep asking why the employee hasn’t continued something they did as a kid, such as a hobby or a sport, that is totally unrelated to the adult employee the person has become.
- Talk about how it’s an advantage to hire younger people because they’re cheaper since you don’t have to pay for their work experience because they don’t have any.
- Never inquire about an employee’s welfare, only ask how their parents are doing.
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For de nysgerrige …
… er det nu muligt at følge med i hvad jeg sådan går og læser og endda hvad der ligger i bunken på natbordet – bare kig i højre side af siden, og du vil finde et nyt afsnit kaldet “Boglisten”. Check det ud!