WomenCo.

I once had a boss who also threw temper tantrums, was surly most of the time, and whose favorite tactic was talking to us like we were in kindergarten. (He was the only man in the department.) The reason he behaved that way was because he was going through some personal problems, and he also resented having a female boss. What helped me deal with him was realizing that he was dealing with a lot of emotional stress and pain, and he was using anger to mask how he was really feeling.

LOL I love it...

lol do waht you have to do to make it work , right.

Hello MollyG - I'm just venting this is the way I releave stress - In my place of employment no matter how organized, proactive, conscientious or efective I am as a worker - my immediate supervisor houvers like a bird of prey, waiting for me to fail before swooping to to wipe out whats left of my self-esteem. Micromanagers are more interest in activity than productivity. The time spent monitoring me - when that is not what he was hired to do. He's a Project Manager and his project have erosion - he is over his project budget and his clients have voiced to me that they are not happy with his perfomance. That is where the focus should be CLIENT SATISFACTION. The amazing part is that he turns around and charges the time monitoring me to a project. GOAL FIGURE..

Read This Article below about the 12 Gifts:

"What do people at work really want? It's the season of giving - 12 days of Christmas - So it seem right to consider what figts people in our workplaces really want:

1. On the 1st Day, the Gift of Knowing: People want to be known for who they are, what they cand do and what they care about. The gift of knowing is about showing up where they work, engagin them as individutals and listening for their dreams
2. On the 2nd Day, the gift of Resepct: Everyone wants to be respected and honored. This gift is shown in so many ways, fro hearing what is needed and metting that need to engagin the work force in a meaningful dialogue about something that matters to them - like improving the perfomrance review procees.
3. On the 3rd Day, the Gift of Loyalty: We live in chaotic times; loyalty is almost a relic of the past. We all need to know that our managers are as loyal to us as we are to them. This gift is about standing for this value in the face of the many pressures to put profit or performance first - when, in fact, profit and performance are produced by loyalty and respect in the workplace.
4. On the 4th Day, the Gift of Clear Direction: Workers want to know where their companies are headed; they want to align with an understood vision and mission. There needs to be a clear line of sight from the board room to the front lines, so everyone has their eyes on the same goals.
5. On the 5th Day, the Gift of Collaboration: Even though our employees are typically organized by stovepipes or silos, they genuinely want to collaborate with one another and work across departments to get the job done. This gift is given by leadership choosing to take the walls down and bringing people together across functions to solve important business problems.
6. On the 6th Day, the Gift of Winning: Everyone wants to win. And the people we work with will do everything in their power to win if they are able to truly contribute their talents for the greater good. This gift is about understanding the desire to win, identifying those talents and creating opportunities for people to use them.
7. On the 7th Day, the Gift of Community: We need to be in community with one another, working on something worthwhile. It is in community that we find our roots, our connectedness and even our sense of purpose. This gift is about fostering and building community in the workplace - whether with special work teams, festive events or roundtables where we talk about what matters.
8. On the 8th Day, the Gift of Trust: One of the casualties of the high speed chaotic environment is trust. Distrust and fear rule the day. People find it hard to be truly productive in environments where there is little or no trust. This gift is about restoring integrity in our working relationships, walking the talk and eliminating fear as the driver for how we work together.
9. On the 9th Day, the Gift of Being Heard: Everyone wants to tell their story, to be heard, and to know that they have been heard. This gift is about creating new ways of listening - a two-way communication system, high involvement strategies, an open-book approach to how work gets done. Management needs to show that everyone's views will be taken into consideration.
10. On the 10th Day, the Gift of Significance: People want to feel proud of their company. They want to know that what they are doing is something of value and significance. This gift is about increasing awareness about the contributions our companies are making to their families, the community and the world. It is about involving the work force in that contribution process.
11. On the 11th Day, the Gift of Growth: Most people want to grow, to be challenged, to find new ways to learn about themselves, their work and their capabilities. This gift is about creating the system to ensure that everyone has the opportunity to grow and learn - both as an employee and as a person.
12. On the 12th Day, the Gift of Acknowledgment: All of us want to be acknowledged for who we are and what we have contributed in our work lives. And yet it is so hard to do with our task focus, short time frames and urgency. This gift is about taking the time to say "thank you," to acknowledge the contributions of individuals and teams and to appreciate the value of everyone working toward the same goals.

We all have the ability to give these gifts. The beauty is that none of them costs anything. It only takes a commitment and a conscious choice to value the people who make our organizations what they are - contributors to their companies, their families, their communities and humanity. "

"Dare to be Remarkable..."

mrsfranks: leave the cell phone behind on vacation. Send your boss a message email phone letter whatever and say you are leaving your cell phone behind and here is the number of the hotel you are staying at if there is an emergency and to leave a message with the staff if you're out. He'll think twice before calling the hotel esp if he needs to leave a message with the staff there.

Wow, and I thought I was the only one who had a living nightmare for a boss! Thank you, Anonymous, for your helpful advice. I will keep note of them for the "next time". I agree with most other bloggers, except the ones who think this scenario is a joke, or the ones that think it is the employees fault. Good luck, all who are in a dreadful position but who need the job.

Everyone deals with stress in the work place and most people have bosses that are sometimes hard to take. But its really only worth complaining about if it effects your own personal time away from the office (weekends, vacation time, etc.). If it does and you can't take it, then you should find a new job. Complaining about it or playing games like this isn't going to make your boss go from a jerk to a decent person. However, I personally think that the boss in this article is a little spineless for putting up with this employee hanging up the phone like that. I'm a manager and I'll be honest, if one of my employees pulled that on me, they would be finding themselves searching for a new job the next day. Maybe the reason this woman's boss jumps on her back all the time is because she's a bad worker... Bottom line: I would not say that this article gives its readers good advice.