Happy Veterans Day from The Imperfect Org!

Happy Veteran’s Day everyone from the Imperfect Org! Since its official start in 1938 Veterans Day originally started as Armistice Day in 1919, but the US Government decided to recognize those who fought for this country’s freedoms on an annual basis. Precise ceremonies and parades are held on Veteran’s day the government posted more information here on their Department of Veterans Affairs here:

 

Even though the federal government as we know it is one of the most dysfunction organizations on the planet this is actually something it does right. In Organizational development we always say an organization should celebrate and recognize those who work for it and sacrificed time from their families for that organization. Here on a grander scale, our veterans have done the same and even more so having a day set aside to celebrate their courage, sacrifice and service from an Organizational Development standpoint is not only right but a clear positive model for what we should be doing on a daily basis in other organizations.

 

We are thankful for their sacrifices because of the freedoms it provides but I know like most of you besides honoring our veterans there is little else that we know about it. The history channel has a website for more details regarding the holiday with more videos and information about celebrations through its history.

 

We at The Imperfect Org wish all of our soldiers the best this Veteran’s Day and thank them for the service!

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“How to partake in Halloween at work when Halloween really is not your thing…” -The Imperfect Org

Halloween is a very versatile day for many people, for many different reasons.  As a result there are various comfort levels and it’s difficult to know how to capture and celebrate the holiday without offending someone within the workplace.
With that said please take a look at a few harmless ideas that I believe can be incorporated into a corporate/team atmosphere if going all “spooky” is not your thing.
Painting PumpkinsI found this lovely pic on Pinterest. It can be fun, creative, and a safe way to honor everyone’s belief without going too far.
pumpkin-paint-challenge2web1
Watch a Charlie Brown Halloween special as a groupI mean who doesn’t love Charlie Brown!
charlie-brown-halloween

Become a judge in the costume contest to avoid dressing up

costume-judgeZazzle.com

Bring Halloween candies or treats for your team
tissue-paper-pumpkin
Participate in team building games
bingo-halloween
Plan a Potluck! (For those who are not germophobe’s : )
potluck-sign-up-form-for-halloween
Have a team lunch outing to see others dressed up on Halloween
group-of-girls-on-halloween
And if all of these suggestions do not appeal to you, and causes you to think that doing any of them will have you more involved in Halloween than you care to be…
Take a vacation day and stay home from work for a movie day or night
popcorn-for-movie-night

Happy Yom Kippur! -The Imperfect Org!

To increase one’s individual and organizational understanding of different cultures we have in this blog posted a link to information regarding Yom Kippur. This is an important holiday in the Jewish religion and to employees in your organization of the Jewish faith may have observations and cultural mores that will need attending to!

Therefore to not only recognize these employees of the Jewish faith which in turn increases Organizational morale but also the knowledge of the other stakeholders in the organization to the practices of the coworkers. Not only for HR reasons, but also to make sure the individuals feel a part of the organization’s community at large.

Please check out this information on history.com about Yom Kippur!

http://www.history.com/topics/holidays/yom-kippur-history

Happy Rosh Hashanah -The Imperfect Org

To increase cultural awareness in the workplace it is great to have an understanding of various faiths, cultures, and holidays.  Here’s some information on the “Rosh Hashanah” holiday to understand how those employees of the Jewish faith celebrate their New year! Enjoy!

It’s Rosh Hashanah- Happy Jewish New Year!

History of Rosh Hashanah:
http://www.history.com/topics/holidays/rosh-hashanah-history/videos/history-of-rosh-hashanah

“Hierarchy structured insurance company Aetna, cause organizations, and pharmacies to suffer in their lines of communication” -The Imperfect Org

2017, January 1st to be exact and I called the Walgreen’s pharmacy to check on my husband’s medication.  We had been trying to refill it since a week and a half ago.  After countless communication with my doctor’s office and pharmacy, I discovered that my insurance company, Aetna can no longer refill his medication (nor mine) at Walgreen’s.  We can now only use CVS to refill prescriptions or we must refill them through a mail order.

CVS is not an option, as it is miles away from my home.  Walgreen’s is less than a mile.  How long will we have to wait for the medication if we order through the mail? Will my husband’s health suffer or deteriorate in the meantime? Is it already possibly suffering since it has taken way longer than expected to receive his refill?

The most disturbing piece about this is that the doctor’s office and the pharmacy had no idea what was going on.  I am not faulting them at all.  Whom I fault is Aetna for not adequately updating or notifying the doctors’ offices, nurses, and pharmacist who had actual scripts in their office waiting to be refilled. After about the fifth time I called I finally spoke with a rep and pharmacist who called the insurance company and was notified of the refill changes.  The pharmacist was just as shocked as I was about the ordeal. The pharmacist even tried to get Aetna to approve a few pills for my husband, just to hold him through until we could obtain the new prescription from CVS. Aetna said this could not be allowed.

Yes, it was open enrollment at my place of employment in November, but none of the seminars that I attended from Human Resources department bothered to include in their webinars and seminars that the way in which we obtained our medications could possibly change. Perhaps they did not know. I have checked my insurance companies site and I do not see updates regarding this recent change. Because it is the holiday and Sunday, they are closed and I cannot communicate with them myself. Frustrating.

My husband and I, as well as my place of employment, doctors’ office, and the pharmacies that we choose to obtain our medications through are customers of the insurance company. Communication is very much owed to the pharmacies as it is the doctor’s offices.  Despite how large these insurance companies are, and no matter how far up the corporate ladder or how deep the political affiliations; the people down on the lower frontlines should know how their jobs are being impacted by any updates to policy.  To bother not to communicate with all necessary parties is to leave many, as in our case, perplexed and inconvenienced.

And what’s up with the monopoly on prescriptions?  What sort of partnership or deal has CVS made with Aetna? Is it cheaper for the insurance companies? If so, what about the possible inconvenience to the person that needs the medication.  Some do not have a CVS nearby and not to insult the postal service, but some of us cannot trust our “friendly” mailman or mail woman or our neighbors for that matter.

So, note to you and to my future self, after open enrollment or updates to your insurance please make sure that you are not being limited or directed only to one particular pharmacy.  To not know this, is to potentially risk the health of you or your dear loved one due to poor lines of communication.

A Message to Women – BEWARE of HR hiring practices and how you might be affected

At some point in time in most women’s career, they must carefully prepare for the dreaded interviewing process. However what some women do not realize is that based on how they respond to certain interview questions, they may disqualify themselves and leave the job open for the next woman or male.

According to Business Insider’s “I’ve-worked-in-hr-for-15-years-here-are-the-4-things-hiring-managers-dont-want-you-to-know”, many Human Resource (HR) representatives find deceptive ways to determine how committed a potential employee will be to their company.

It is possible the hiring manager may ask about plans that you have for the weekend to learn more about your family or childcare commitments. Why, you may ask?  Because most employers who are afraid of breaking sexual discrimination laws, will not ask up front if you have children.  However, they may have a strong desire to be in the know, as a way to avoid such things as maternity leave, a sick child (causing you to miss a day at work), Family and Medical Leave Act (FMLA) or parent/teacher conferences. Is it fair?  Absolutely not, yet it is done more often than you think.  Beware of such questions, it is designed to travel past the boundaries of information shared and set by you to learn how devoted you are to family (and not work).

Monitor Social Media

Facebook has a way of unveiling the most “colorful display” of an individual’s true character. The masks are off, leaving the bare essentials, revealing what hiring managers really want to know about you.

Do you live it up and like to party after work or on the weekends? Are you a huge supporter of family and kids? Do you place office rants on your page?  Anything to disqualify you can be found on social media.

This is more common knowledge these days, yet I see people posting things under their name on Facebook that should be avoided at all cost.

Not only should you pay close attention to what you post, you should pay close attention to what your friends post.  Simply tagging you into the photo that they took of you during your wild night out, can be enough to send the wrong idea to a potential or current employer. LinkedIn is becoming just as bad.  I knew I had to think twice who I networked with, when one of my previous coworkers had a picture posted that in my eyes was only deemed necessary for Facebook.

Change your social media name

Changing privacy settings or even changing your Facebook name may benefit you more than leaving your information out there for the world to see.

Even if you think you are secure in your job and you’re not actively looking for a job, you never know when the markets may change and you could potentially find yourself in the unemployment line. Therefore always remain vigilant and comprehend as some say, there is only “six degrees of separation”.

 

Using baby steps to implement Cultural Change Efforts

Have you been involved in an organizational culture change, only to see your organization pick up the bad habits just as quickly as they vowed to destroy them?

In large organizations, cultural change is not something as easily undertaken as the conversation about it unveils.

Frustration faces many of us as we encounter how things are done versus how things should play out.

“Culture defines core values, assumptions, interpretations, and approaches that characterize an organization” (Cameron and Quinn, 2011, p. 35).

According to an article on OCAI’s website, Conditions-for-Successful-Organizational-Change many organization consultants are faced with the challenge of developing a cultural change model for an organization, just to see it quickly buried.  Why? Because of the hard work that revolves around getting people on the same page for one, getting them committed (for two), and three, keeping them committed.  Since we do not have control over another person’s will, this can be a daunting task. That, in a nutshell, is enough to rattle any involved in the change efforts, nerves.  Therefore before you say that you want a change in your company culture, beware that not only does it not come easy, it can come at the price, of stress and frustration.

Small Victories go a long way

One of the main things that can be adopted, according to “Diagnosing and changing organizational culture” (Cameron and Quinn, 2011), is “celebrating small” victories, no matter how small that victory may be. In fact setting certain benchmarks for those small victories can help maintain the change model instituted. Building and keeping momentum, are critical to the success of change efforts.

Employees have the opportunity to see that “yes, this cultural change can actually happen”, or “there is progress being made!”  Nothing excites an employee more than seeing that in which upper management has instituted come to pass.  Trust and reliability is established as they begin to see the change effort is not just another fad, you’re your CEO may have read about and decided to implement.  Therefore I urge you to implement celebrating small victories.  The moment doubt enters and spreads through your organization is the very moment your change efforts has just tanked.

Cameron, K.S., & Quinn, R.E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework (3rd ed.). San Francisco, CA: Jossey-Bass.