We usually focus on the role of the leader because that's been the more
intriguing aspect of leadership for many years. And as a result, the lens through which we look hasn't allowed us to pay attention to followers, but followers play a very important role.
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There are no leaders without followers.
And this book came out of a meeting of a large group of practioners and researchers, who have been doing work, not only on leadership but on followership.
So it's that interesting mix where theory and practice meet. I think it's important for us to focus on the fact that leaders look to followers and followers look to leaders. It isn't just a one way street. And often times the leaders have very little to do with the outcome. But we attribute it to the leader, nonetheless. And we fail to pay attention to what it is followers do that either enhance what the leader originally articulated, or undermine what the leader was trying to do. Good followers have all the capacities that good leaders have. And we see this all the time when leaders are unintendendly incapacitated and somebody steps in. Things don't just grind to a halt when the leader steps aside or is pushed aside. Having one leader, one person who calls all the shots, is not necessarily the best way to get a good result. So a good followers are essentially people who have all the leadership skills that leaders have.
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Managing Lazy Employees
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How to manage lazy employees? I hear it all the time from managers. I'm Gloria Campbell with Advantage Training Systems located in St. Petersburg, Florida giving you the best way to handle a lazy employee. You first want to make sure that you observe what is happening and that you document it. Documentation is the best way to handle most situations. The next thing you are going to want to do is you are actually going to confront the employee. Maybe confront is too strong of a word but you are going to sit down and you are going to let that employee know what you have observed. The second thing is that you are going to set some goals and objectives and a timetable with it so if the behavior that you are trying to change is not acceptable, you have given it a time frame in which you want that behavior to change and you also want to give feedback along the way and you want to make sure that that employee knows that you are going to want to have a follow up session and be prepared to do whatever is necessary to change the outcome and the behavior. That may mean transferring that employee or even in some cases firing that employee. My name is Gloria Campbell and I'm with Advantage Training Systems located in St. Petersburg, Florida. The best way to handle a lazy employee is to give them an opportunity, if that doesn't work, then let them find somewhere else to work.
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How to Behave at an Office Function
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Bad behavior has sunk more careers than you can imagine. I'm Gloria Campbell with Advantage Training Systems, giving you some ideas on how to behave at an office function. Remember that that office party is an extension of the office. If you wouldn't do it in the office, don't do it at the office function. So many times people are in a relaxed atmosphere, they start drinking, and before you know it they are saying and doing things that they will later regret. You're going to have to see those people again, and I promise you, they will remember how you acted. Today you have to be cautious of the fact that somebody probably has a camera phone, they're taking pictures. You may be liable for harassment of someone. Your company may be liable because they allowed something to go on. Office behavior should be the same, no matter whether you're at an affair, a company affair, or you're in the office. My name is Gloria Campbell. I'm with Advantage Training Systems in St. Petersburg, Florida. Remember, whatever behavior you display at that office party could follow your career for the rest of your life.
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Motivation and objectives
Transcript:
Culpable Individuals
Tamils Against Genocide
Bruce Fein
Former U.S. Associate Deputy Attorney General
Hello, my name is Bruce Fein
I represent Tamils Against Genocide
and this evening I would like to explain the origins of our organization
what its mission is, what we expect to accomplish
why we think the prospects of success are very good.
Tamils Against Genocide was formed because of the climate of impunity within Sri Lanka
that has led to a devastating human rights toll
Kidnappings, extra-judicial killings, torture, displaced persons, arbitary detentions and the alike.
And Tamils Against Genocide's focus is three individuals who have strong ties to the United States :
the first is Gotabhaya Rajapakse, he is a United States citizen
the other two are Lieutenant General Sarath Fonseka
he is a green card holder in the United States and the major player in the effort to exterminate Tamils from the island of Sri Lanka.
and the third is Basil Rajapakse, he is a senior presidential advisor and key member of Parliament
who also is a green card holder.
Of course, the reason why these three were selected is that
it gives the United States a far greater political justification, if you will
for heading them into justice in the United States Court for violating laws against
genocide, torture, crimes against humanity
and other kinds of heinous activities in violation of the United States' Criminal Code.
Tamils Against Genocide believes that
the indictments and prosecutions of these individuals in the United States
will substantially deter the Sri Lankan government from continuing their campaign of
extermination against Tamil civilians in Sri Lanka itself.
Moreover, if there were indictments, there is always the possibility of
approaching the Sri Lankan government and exchanging the dropping of the indictments for
a cessation of the violence and indiscriminate killings in Sri Lanka
and moving toward peaceful negotations that could eventuate either in Tamil Statehood or
self-determination, a right that belongs to every people throughout the world.
Tamils Against Genocide hopes to accomplish its particular mission in a variety of ways
Number one, there is, in the State Department of War Crimes,
a unit that is devoted to examinate war criminals around the world and ascertaining
how important their prosecutions would be to the national security or foreign policy of the United States.
Moreover, there are critical committees in the United States Congress
with jurisdictions over war crimes in the State Department
who we hope to enlist in support of this particular prosecutions.
The keys would be the Human Rights Caucus in the U.S. Congress,
the House Foreign Relations Committee, the Senate Foreign Relations Committee
so we would like to have them not only urge the State Department and the Justice Department
to move forward with these prosecutions
but also to hold hearings themselves where we can cast sunshines on the othewise very bleak human rights landscape in Sri Lanka.
Now, Tamils Against Genocide is optimistic in part because
there are concurrent genocide prosecutions under way in the world
that shows what we are asking is not anything novel, pioneering in the law
and let me refer to two recent examples.
First Radovan Karadzic , he was a Bosnian Serb indicted for genocide
by the International Criminal Tribunal for the former Yougoslavia.
He was captured recently and he is now standing genocide prosecution in The Hague.
Now another companion, an arrest warrant has been issued against
Sudanese President Omar al-Bashir for alleged genocide in Darfur.
And President al-Bashir also has been accused of exercising command responsibility over
the massacres and the killings, attempts to destroy in part various ethnic tribes in Darfur.
The Defense Secretary Gotabhaya Rajapakse is guilty of genocide crimes against Tamils
that make the corresponding indictments against the Bosnian Serb Radovan karadzic
and President al-Bashir of Sudan look like tea parties.
Let's just review the facts that more than 1500 Tamil civilians dead
250,000 displaced, scores kidnaped, unlimited numbers of arbitrary detentions
and 1000 days elapsed and not a single prosecution and punishment of anyone.
And we know this toll is vastly understated for two reasons:
number one, the Rajapakses have made very clear that anyone who testifies against them will suffer the most severe retribution including killings,
And I, myself, have been approached by several Sri Lankan Tamils in the Diaspora
and told that absent of fright, they will be willing to talk but they can't put
something in an affidavit
and make it public because either their loved ones or their properties back in
Sri Lanka
and they fear the kind of retribution that would sorely tax any individual.
The second reason why we can suspect that the grisly figures I have recited are vastly understated is the black-out.
There is no willingness of the Rajapakse's Administration to permit any human rights observers in the north through the east
to permit any foreign independent journalist in the north through the east
and indeed those who are independent are typically intimidated by the Rajapakse Administration.
Now, let us then take these elements of proof and see how they would work out in the United States.
There are laws here that prohibited genocide perpetrated by any United States nationals
whether or not the actual crime in wrongdoing is in United States or abroad
so it truly has application to Gotabhaya Rajapakse for his crimes that he has participated in
exercising command responsibility over the paramilitary, paramilitary troops and the soldiers in Sri Lanka itself.
So there's no doubt that the United States has jurisdiction to try Gotabhaya Rajapakse.
Moreover, there are companion crimes against humanity such as torture that apply in the United States
irrespective of whether or not you have a citizens involved like Green Card holders Fonseka and Basil Rajapakse.
So there is clearly jurisdiction under United States to try these two for
torture in Sri Lanka
during the campaign thats been underway for the last decades in the North and the East.
We believe that part of the benefit of these prosecutions would also be an educational undertaking in the United States to
demonstrate the need for an entire if you want to call revolution in politics and dispensation of Sri Lanka
so that Tamils can live under a system where they are not virtually outside of the law
In sum, Tamils Against Genocide has a high mission
we are confident of success, we need everyone's cooperation
no matter how painful it might be and coming forward with the evidence although
even without the direct testimony the circumstantial evidence is overwhelming, I think, in favor of genocide.
And we will be back giving you a weekly update of genocide statistics and of progress.
And we hope that it will encourage you to continue to offer your support.
Thank you and good evening.
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How to Motivate Employees - HR Tips
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Hi, my name is Pat Goodwin with Pat Goodwin Associates. Today we're going to talk about tips for motivating employees. Motivating employees can be as simple as recognizing them each day that they come to work. Being a friendly environment; being a courteous environment where they feel welcome when they come to work. Motivating employees can be as simple as thanking them for doing a good job. People know they're worthy, but they need to feel worthy. There are some very simple professional things that you can do to make an employee feel valued. Thank them for a job well done. Ask them if there's anything that they need that you can help them with. If you're in the management level and you're looking to further motivate your employees, have a meeting and sit down and say, "I want to thank you all for the great job you're doing". "I appreciate the skill that you bring". "I appreciate the experience that you bring and I would like to ask you what could I do to be of more help to you"? "How can I help you be a better performer"? "How can I help you succeed in your job"? Just by offering help can motivate the employees. If you are not experienced in their field of work particularly, but you are their manager, they are going to look to you as the manager who is either competent in the work and if you are not as competent as they are but you recognize the value that they bring and their expertise, then you need to acknowledge that. That their expertise is outstanding and that you appreciate the value that they bring to this organization and you want to demonstrate that or show that by individual recognition. And then they look at, are you trustworthy? Are you fair? So the two things that employees look for in a manager are competency and trustworthiness or fairness. So tips for motivating employees can be a variety of things; of taking them to lunch; recognizing their birthday; doing some things that you do on your own to help them feel of value. And hopefully those are some tips that will help you to keep employees motivated.
