Hot answers tagged

170

Do not try to manage your peer. Your manager may even know the details and choose not to share them with you. I can't imagine how you know whether she's using vacation or leave time, or not - but it's none of your business anyway. Perhaps she has made arrangements to make up the time later. Anyway, none of this matters to you, leave it to the manager. What ...


110

How can I use my influence to get others to call each other by their real name and not by stupid nicknames without hurting morale or pointing fingers? I think in this case the answer is you don't. "Stretch" is actually a semi-cool nickname that I would suggest you deal with. If it were legitimately offensive I would have a different opinion here, but ...


109

No, it is not a standard practice in Japan. I think they are just a startup that can't afford to hire you on full-time at the price you are asking, so they are looking for alternatives. As for the short-term contract, they may have specific tasks in mind they would like you to handle, that they can't handle with their current resources. The part time ...


104

First, welcome to my world. As a woman in IT I have spent decades being the only woman on the team or the only technical woman on the team. I completely empathize with that sense of feeling left out and othered, of missing references and not understanding all that is said or left unsaid. Second, let's consider a little "type-1 type-2" error analysis. You ...


100

I'd suggest this is one of those "If you have to ask, don't do it" moments. Even if someone might normally find things like this funny, the questions remain: What kinda of pressure are they currently under if sales are doing badly that might cause them to react badly? If they're under a lot of stress this might make them feel very bad indeed. What kind ...


78

Normally I wouldn't think twice about this sort of thing, but it's been made apparent that sales haven't been doing too well this year. Does that make a gift like this [Sales for Dummies] a little too 'on the nose'? I think it entirely depends on the personality of the Head of Sales, but I recommend not rubbing salt in the wound here. It's likely the ...


77

If you're in the United States, labor laws prevent companies from using discriminatory hiring practices and also prevent companies from taking later discriminatory action on employees as well. This includes 'disabled' people and this further includes people who manage chronic health conditions. It also enforces a 'don't ask don't tell' policy when and if ...


67

On the point of gender: The interview itself shouldn't be any different, but not because you should just focus on getting the interviewee to know and check off the skills you are looking for if she's a woman like you would with a man. It shouldn't be any different because no matter who you are interviewing, you should interact with men as you would with ...


66

This is really very very specific and different for each and every case. I have worked at offices where the canteen not only offered free to use cutlery but also free to use sides (salads, pickles, table salt, sauce, dips etc). I have also worked at places where in the food court, even occupying a table without ordering food was not allowed. It really ...


58

I am also a muslim. But your concepts are wrong. You can bow and greet them. You are allowed to bow, this is the culture of Japanese. According to Islam, if you are bowing in front of someone because he is powerful or he called himself equivalent to God. Then this is not allowed. But here the case is different you have to follow their culture. I think ...


52

Your company is committing a mistake by treating all developers as equals. All developers are most definitely not equal. As a junior, they haven't proven themselves. They may never become a great programmer. Junior programmers need guidance, or they need sufficient space and time to mess up until they gain experience. Both, probably. Given that guidance ...


51

The reality is that long hair ranks alongside visible tattoos, scruffy clothes, piercings and any number of other fashion choices (ie. points of appearance that are very much within your control). In all these cases, I have never seen a study which shows a correlation between fashion choices and professionalism. In my personal experience, I have also never ...


42

What are some of the ways we could respectfully ensure that an interviewee who interviews wearing a veil is the same one who turns up to join us ? When the person shows up for work, ask a subset of the same interview questions and make sure the new answers match the old. Also ask a follow-on question to one of the original questions. I've done this in ...


42

First thing you need to do is find out whether this is just a cultural mismatch or whether some real discrimination, sexism, or bias is going on. I've worked for many years in Europe and Asia and things are different over there. If you walk down the street and see many advertisements or public poster that look more or less the same as the ones in your office,...


41

I'm concerned especially since it is of no cost to them to talk in English when I'm around. Unless they are very proficient in English, it most likely is a cost to them to speak in English. When talking in another language, most people think in their native language and only then think how to translate that to the other language. That has a mental cost. ...


39

How should I handle greetings when unable to bow, without seeming disrespectful? You don't, you either bow or you disrespect their practice. The reasons don't apply. In much the same way as declining a handshake for any reason beyond you missing a hand is disrespectful, or refusing a Maori hongi at a marae is disrespectful (don't do this last one, it's a ...


38

In my experience (worked 4 years in Japan) Japanese are pretty tolerant to foreigners in work contexts. If you tell our coworker/boss about a religious reason, they will probably consider it strange (anyway they will do so), but live with it as long as The exceptions which they make for you are not too many (i.e. you should follow every other rule which you ...


37

Well, let's get the big one out of the way first: multiculturalism does not and should not mean that you need to "hit your ethnic quota". It means that your society or company should be open to other cultures, respectful of all ethnicities and should encourage social integration without forcing cultural assimilation. It means treating employees. clients and ...


36

But - how am I supposed to address him/her? The only way to know for sure what this person prefers to be addressed as is to ask them. Asking them is the most effective sure fire way to not make a mistake and embarrass yourself or potentially offend the person. Most likely they will appreciate the fact you were courteous enough to ask. The other approach ...


35

I would advise you to let them know that it would be one way or the other and not declare you won't use their system. If HR requires 9-5 daily then tell them that would mean you don't do any work outside of those set times as it violates their time and attendance policy. It seems clear the company wants to use the time and attendance system as defined. ...


33

In most countries I know of, staff are not required to explain what their medical issues are, except for explaining accommodations they need made for medical issues, and possibly disclosing certain contagious diseases. People have a right to privacy where their medical information is concerned. This has nothing to do with being male or female. If ...


32

Asking someone's age when it's not relevant to the topic at hand (TV programs, well-known events, etc.) may be considered impolite. It depends a lot on the company culture & that individual. I worked at one company where decorations were not allowed for milestone birthdays (40, 50, etc.) because the company was afraid of age discrimination lawsuits - ...


32

My guess fo what exactly happened: the canteen company complained that they don't get paid to do your dishes and the manager they complained at did not have enough spine to tell them that that is their problem. Either that or your bank signed a contract that did not include this and was just pointed at this clause. Is this normal? Office politics and ...


30

That is all about being a startup, possibly not related to Japan at all. From the offers, it's pretty clear that they are short on cash for what they are planing to do. Probably an initial funding is running out. So it's not that they do not want to give you a normal full time contract, it's that it increases their risk significantly. The risk is to run ...


28

The specifics of the medical issue are clearly none of your business. The issue is that your manager has so poorly constructed the team that it can not easily deal with situations which should be expected. Humans will have medical issues, deaths in the family, family obligations, and other situations which make them less available at times. Failing to ...


27

The Core Problem The values of a large organization like a multi-national organization or government agency for instance typically do not coincide with that of a small team valuing creativity. Creative talent requires individualism and free thinking, and a creative team requires a certain type of comraderie. In a large organization however there are ...


27

There is absolutely noting wrong with saying: I have several friends that suffered and/or died from that and I find it difficult to see the humor in your joke. Could you not make jokes about it around me? The first and often overlooked step in dealing with any inappropriate behavior or comments in the workplace is letting the person know that you are ...


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