HIRING & CLEARING DISRUPTERS

I know that I seem to save this every other week but I would like to reinterate just how timely your modules are to my life. This week, I have a job interview which goes in line perfectly with this weeks readings and lectures. I think the biggest take-away that I have received from this past week's readings is to ask the organization what is their departments values. I understand what the company's values is based on the website but what is the deparments values that they hold near and dear. I also take the knowledge that Welch gave me in regards to not being desparate for a position and knowing that as an prospective employee you want the company to know that you do have other options and that you are not basing your entire livelihood upon them. This gives me a peace of mind, when going to into the interview knowing that truthfully all I need to do is be me. In regards to being me, I thought I would take a little time out this week to reflect upon the disrupters of a company.

My first-hand experience with disrupters is that they cost the company more than they benefit it. I can provide an example of when a new football coach was hired at the University of Arizona (Rich Rodriguez) and he immediately when the off-season arrived a handful of players were no longer a part of the football team. One player in particular was hands down one of the best athletes on the team and based on his previous experience one of the veterans on the team. However because of his attitude and open notion of going against the new organizational culture that the Rich Rodriguez had brought to the team, it was clear that this particular individual was no longer a part of the planning process for the team moving forward (as he was made a back-up and then eventually dismissed from the team). I take this instance because I have also seen it implemented in the work place which to my belief is beneficial for all parties involved because the disrupter (or complainer) now has nothing to disrupt or complain about. I specifically think that when you are in a position of management, it is good like Welch said to immediately sit down with these individuals and speak about their previous performances and current attitudes/behaviors and notify them accordingly that if attitudes do not change then positions/jobs will be. This not only notifies them that their current performance is unacceptable but it also sends a message to fellow employee's that such behaviors will not be tolerated.

Reference that speak about Coach handling players in such a matter:

http://www.huffingtonpost.com/2013/09/26/utah-school-football-suspends_n_3991469.html

Ethical versus Non-ethical dilemma's

At one of the athletic departments I worked at, I found myself in a real pickle. I had orders shirts for one of the annual giving programs that way I could use it as an incentive for giving. The order had finally came in, and I do my normal task of counting all the shirts. To my surprise I found out quickly that number of shirts did not match the purchase order of shirts. Interestingly enough, the number of shirts exceeded the amount that we were charged for. I thought to myself this is obviously an accident and needs to be corrected. I went to my superior at the time during our weekly meeting and explained the situation to them. Shockingly, I realized that this error was not a problem for them and happened to be in their eyes a blessing. I told them that I was going to call the company and notify them about the undercharge. I was then notified that I did not need to do such a thing and that they would handle the matter. It was clear to me that they did not plan to rectify the situation and that they were only going to pay what the company had charged us. I then thought to myself how when I am in a position that has subordinates I will make sure that I let them know that as a company/organization we will pay for what we buy. Now we are not opposed to discounts or favors or freebies but we are opposed to paying companies less than what we owe them because of an error on their part. 

I also went through an interesting moment where I witnessed an individual who was in a position to access bank accounts/company cards misuse their authority. This particular individual decided to use the company account to fund the payment for a recreational activity. I was truthfully saddened when I heard the matter. As I continue to work my way up to becoming an Athletic Director, I always take notes of two things when it thinking of future employee's/coworkers. The first is their ability to perform their job responsibilities at a high level. The second is to see if they have character/personality traits that would be suitable for a person in their roles respective position. After what I recently witnessed I can tell you truthfully that this individual would not be a candidate for the position. The good part is I am not in charge of hiring the actually position but if the opportunity arose where the person is in a job interview process, I would immediately be the one to notify them that I would not be in their corner. Shady people do shady things, and if you are willing to play around with organizations capital I have no idea what else you are capable of. 

Ethical decisions more times than not live longer than just the moment of your decision. One must think with the end in mind and not with the now in their hand.