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----- Original Message -----
From: "Kate Salm" <kate_salm -at- yahoo -dot- com>
To: "TECHWR-L" <techwr-l -at- lists -dot- techwr-l -dot- com>
Sent: Wednesday, December 01, 2004 11:22 AM
Subject: Re: Usability study? (Take II)
> Question:
>
> What would you do if the manager knew there was a
> problem, but was unwilling to do anything because they
The correct answer is: Escalate your problem to the next level.
Get your org chart and request a skip-level meeting with your manager's
manager. Explain the situation, and ask for a reading.
If things are really intractable with the writer, and he/she is entrenched
in the job (nepotism? seniority? ) then you should probably ask for
intervention or mediation to resolve the problem. The status quo isn't
called that for nothing, so if the solution requires making changes, you
should kick it off by introducing them to a new process for dealing with the
screamer. That process you're looking for would be.EEO (in the US). Ask
your HR department about it, someone there probably administers your
employer's EEO program.
EEO (the Equal Employment Opportunity Act) provides standards and recourse
that are more codfied, not (in theory) subject to the personal standards
that your coworkers and manager seem to employ. You can file an EEO
complaint that will be investigated and you will see the findings. A
typical process ends with an EEO rep providing guidance and mediation, but
can go further if you need to make a bigger point.
Also talk to HR about other positions in the company, they might have an
opening elsewhere for someone that is already on the payroll.
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