Bad Managers at Ortho McNeil

Quote
I certainly have had my share of poor managers with OMP-Pricara--but absolutely the worst was She had litttle to no interpersoanl skills and only knew what she was told to do. Clearly she was promoted because EEO regs---
 












A leader is also a good manager but a good manager may not be a great leader.

Both have certain roles to play. In my experience as a manager, I get to say "YOU have to do it" where as a leader says "WE have to do it".
So i come back to the basic question....the difference between leader and manager does exist. A leader lives in the future and shows the way, a manager lives in present and refers to the past.
 




My manager, I'll be nice just not to drop any names. His initials are W.M.
He covers CT and part of NY. I can't wait to get away from this man. He is as phony as they come.
 




The mark of a great manager:
self-awareness and fairness /

Years ago, when most organizations were based on the hierarchical business model of the Industrial Age, great leaders were those who were unemotional, rational, even mechanistic. Those days are gone. Today's managers, especially one who is in charge of a dynamic, global organization, finds himself/herself in desperate need of one key trait
— self-awareness.

An organization's success today depends on such a variety of talents and skills that no one person could possibly be gifted in simultaneously. There are technological issues, global issues, financial issues, human resource issues, leadership issues, employee issues, legal issues, and more. A manager who is self-aware enough to know that he/she is not adept at everything is one who has taken the first step toward being a great manager.
 




You are not a Good Manager if you are making these 6 Big Mistakes

Management comprises planning, organizing, staffing, leading or directing, and controlling an organization or effort for the purpose of accomplishing a goal.

Lack of communication:
In any industry, at any level, communication is key to being a successful manager. Employees need to know what is expected of them and when specific projects or tasks need to be completed. Communication needs to be clear, and any questions that arise need to be answered.

Favoritism:
Once a manager has obvious favorites, he or she loses credibility and the respect of the rest of the team.

Just do it:
The Nike slogan does not work when employees are trying to gain an understanding of the goal. Rather than expecting your team to simply work blindly on tasks they do not understand, a good manager takes the time to explain what the goal is all about and how the team's work is incorporated into the plan.

Never change:
Above all, be flexible.

Failing to hear what your employees have to say:
Managers make the mistake of listening but not always hearing what their employees are saying. To manage effectively, you need to understand the needs and concerns of your employees.

Too much technology:
A new breed of managers are more tech-savvy than they are comfortable handling and managing people. Embracing technology is a key to success in the modern office environment, but not at the risk of embracing people skills. Do not hide behind e-mails and other technology.
 




Anonymous said:
You are not a Good Manager if you are making these 6 Big Mistakes

Management comprises planning, organizing, staffing, leading or directing, and controlling an organization or effort for the purpose of accomplishing a goal.

Lack of communication:
In any industry, at any level, communication is key to being a successful manager. Employees need to know what is expected of them and when specific projects or tasks need to be completed. Communication needs to be clear, and any questions that arise need to be answered.

Favoritism:
Once a manager has obvious favorites, he or she loses credibility and the respect of the rest of the team.

Just do it:
The Nike slogan does not work when employees are trying to gain an understanding of the goal. Rather than expecting your team to simply work blindly on tasks they do not understand, a good manager takes the time to explain what the goal is all about and how the team's work is incorporated into the plan.

Never change:
Above all, be flexible.

Failing to hear what your employees have to say:
Managers make the mistake of listening but not always hearing what their employees are saying. To manage effectively, you need to understand the needs and concerns of your employees.

Too much technology:
A new breed of managers are more tech-savvy than they are comfortable handling and managing people. Embracing technology is a key to success in the modern office environment, but not at the risk of embracing people skills. Do not hide behind e-mails and other technology.
Click to expand...

MY DM WOULD RATHER TEXXT THAN TALK -- ANYDAY.
 




I am a great manager and was chosen to be a manager because of the following that I was responsible for.

-Great sales person for two years. People say its because my area has unreal managed care coverage and the last few managers and reps of the year came from my area but I know its because I am a awesome sales rep.
-I always spoke up on conference calls and always sent success stories
-I was MDP and the fleet coordinator for the region so of course I was prepared to lead a team
-I was an officer in my frat

If you can sell you can lead, bottom line folks.

Please note, I learned all of this from a person who was on 4 PIPs that obviously knows what it takes to succeed because they achieved something only retarded folks coud achieve.
 












Anonymous said:
I am a great manager and was chosen to be a manager because of the following that I was responsible for.

-Great sales person for two years. People say its because my area has unreal managed care coverage and the last few managers and reps of the year came from my area but I know its because I am a awesome sales rep.
-I always spoke up on conference calls and always sent success stories
-I was MDP and the fleet coordinator for the region so of course I was prepared to lead a team
-I was an officer in my frat

If you can sell you can lead, bottom line folks.

Please note, I learned all of this from a person who was on 4 PIPs that obviously knows what it takes to succeed because they achieved something only retarded folks coud achieve.
Click to expand...
Such awesome self-awareness. I love how many times you use the work "I"... (I, I, I)
... because afterall it's all about "I" right?!!
 




Anonymous said:
Bad Bosses: What Kind are You?



Jan Wald, an analyst at Noble Financial Group, notes that the company announced in November that it would slash layers of management, accounting for 6% to 7% of its global workforce. The company said the restructuring could lead to pre-tax cost savings of $800 to $900 million in 2010 and $1.4 to $1.7 billion when fully implemented in 2011.
Click to expand...
 




"You cannot truly listen to anyone and do anything else at the same time."
– M. Scott Peck

To my DM,
GET OFF yr g-d damn cell phone next time you work with me. It is so rude.
 




Anonymous said:
The absolute worst manager is that big, fat, black chick, Cassandra, form Jersey. She has a history of bullying and harassing caucasian blonde women til they quit or she fires them. Ironic thing is that J and J puts up with her crap, even amongst lawsuits from those individuals.
Click to expand...

Jeez, I wonder why they don't fire her? (Place sarcasm here)
 








The sad part is that there is nobody listening in the upper, upper management. Not all reps are trying to bash managers, some wanted positive and productive change for the company.

At this point, HR doesn't listen and the company certainly doesn't care so why waste anymore time trying to create a change. The Pharma division is against feedback. Believe me, MANY of us have attempted to make/suggest positive changes. BUT, it's the very thing that made us the target of harrassment and retaliation.

If you don't believe me, give it a try. Here's what will happen:

1. Try giving management some honest feedback
2. Your manager won't like it
3. Your manager will give you bad evaluations and FC Reports
4. You will report this to HR (this is the "nail" in your coffin)
5. Somehow you will end up on an Action Plan -whether it's justified or not
6. You will be fired upon the conclusion of the Action Plan if you don't quit first!

Trust me- There are MANY others on this site who can validate this!!!
 




Anonymous said:
The sad part is that there is nobody listening in the upper, upper management. Not all reps are trying to bash managers, some wanted positive and productive change for the company.

At this point, HR doesn't listen and the company certainly doesn't care so why waste anymore time trying to create a change. The Pharma division is against feedback. Believe me, MANY of us have attempted to make/suggest positive changes. BUT, it's the very thing that made us the target of harrassment and retaliation.

If you don't believe me, give it a try. Here's what will happen:

1. Try giving management some honest feedback
2. Your manager won't like it
3. Your manager will give you bad evaluations and FC Reports
4. You will report this to HR (this is the "nail" in your coffin)
5. Somehow you will end up on an Action Plan -whether it's justified or not
6. You will be fired upon the conclusion of the Action Plan if you don't quit first!

Trust me- There are MANY others on this site who can validate this!!!
Click to expand...

I would agree that if you don't talk the Kool-aid talk -- you're off the list. Once you're on the list, yr chance for promotion is zilch.
.
.
.
.
 




The goal is the manage your manager.
The result is the ability to work for any type of personality.

Working for someone is not for everyone.
Some people are meant to run their own show.
 




Some DMs cause their Reps to go out on medical stress leave just so they can get away from the DM. What kind of company takes on a district's worth of complaints of harassement and intimidation and then looks the other way?

It's been like this for years. I have seen managers run off almost the whole district and the company turns their head or in many cases, sides with the DM. I am referring to good reps, not people that need to be gone. It blows my mind.
 




Top Bottom
Back
Quote