Work dilemma

[Thales]

First of all, this probably won't be what you all have come to expect from me. Here's the thing: I am bascically the most senior person in my department, now I'm far from wanting to be in charge, but I want respect.

So, a co-worker (pretty new) said they were instructed unofficially by our old supervisor to listen to someone who has only worked there a fraction of the time. Now, this individual has volunteered(sp? sorry long day) to stay late, finish projects, etc. Though I have stayed late as well. Sure, he should be given credit for that, but how does that mean necessarily that he knows more? Also, he never argues with management from what I can tell.

Bascically, this undermines me, saying that I'm not good enough to lead even though I've been there the longest. That's like saying I don't have the ability to.

What should I do here? I just don't want to be seen as incompetent.

[marinik]

Originally Posted by Thales

First of all, this probably won't be what you all have come to expect from me. Here's the thing: I am bascically the most senior person in my department, now I'm far from wanting to be in charge, but I want respect.

So, a co-worker (pretty new) said they were instructed unofficially by our old supervisor to listen to someone who has only worked there a fraction of the time. Now, this individual has volunteered(sp? sorry long day) to stay late, finish projects, etc. Though I have stayed late as well. Sure, he should be given credit for that, but how does that mean necessarily that he knows more? Also, he never argues with management from what I can tell.

Bascically, this undermines me, saying that I'm not good enough to lead even though I've been there the longest. That's like saying I don't have the ability to.

What should I do here? I just don't want to be seen as incompetent.

From a HR perspective there are 2 issues. One is the concept of time spent on the job being the only criteria of a good worker and not the result of the work done - quality, creativity.. and the other of your perception of what qualifies people to be in charge - seniority, capability, knowledge, managerial skills and etc...

The first issue is the discrepancy of the concept of work from the Industrial Era - 40 hour week or more - where people are paid by the hour and bot for performance. Most work places are stuck int this time paradigm. It is something to be seriously dealt with in this upcoming decade. Staying long hours all the time without it being necessary is mostly just showing false loyalty in my view. On the other hand if more than 8 hours are needed to accomplish the work the managers are not doing the one thing that they are supposed to - organizing work well. They have enough "warm bodies" as we would say in the HR world and not enough skills and competencies that they have developed in themselves and in the people they manage.

The second one is the feeling that you are left out although you are there for the longest time and not looking at your self and your contribution to the "job". Knowing the most does not automatically mean you can be in the "lead". For us HR managers is how you lead is sometimes much more important than what you know if you gather around you the team that does have the knowledge.

In your situation I would either go and talk about this to your HR. Or make an appointment with the new guys manager and have an open discussion if you are at all seen as a competent worker with a future in team leading.

[Indiana]

Could you possibly clarify whether your concern is that:

a) your co-worker was rightly regarded as more competent than you by your old supervisor or
b) your co-worker was wrongly regarded as more competent than you by your old supervisor?

[Thales]

I'm trying to determine which one of those is correct. I don't see his leadership skills being better than mine, last time he attempted to take charge others were angered at him.


Also, I wasn't saying I should be in the lead,...anyway, I am going to talk to that manager that supposedly said that, which might have to wait a week or so because of my upcoming vacation.

I don't understand, if they thought I was a competent worker, why didn't they let me go years ago?

[Thales]

I do want to add that my direct supervisor, has called me "smart" on multiple occasions, but I think he is covering up for something.

[jenika]

Advanced industrial economies greatly increased wage inequality in the changing job market without generating wage employment in a job crisis. But the political crisis as well as economic, and highly popular policy of more and better focused on education as a solution conceptually major political crisis that surrounds it can not be separated. Paper suggests that labor markets and policies that expand access to education as an instrument of hope deregulatory philosophy is fundamentally a conflict between an increase in employment with higher productivity and wages.

[Hern]

If I was the most senior person I would document his intentional undermining of established work place policy and managment and then fire him for cause. Intentional actions resultin in termination do not qualify for unemployment. Even if he is more competent he did not follow established policy and willfully undermined established managment. Or you can do the other option Fire him and don't explain anything to him or anyone else.