The Dilbert Principle presents a comical view of Great Lies of Management that are suppose to serve as morale boosters to employees.  However, these clichés do not appear to meet the perceived expectations of most employees on many occasions. But most employees are resourceful and creative, and they find ways to maintain a sense of humor and optimism in all the madness and mayhem in the workplace.

If we can't laugh and focus on the positives during the stressful times with the employer, we'll have a tougher time enjoying those positive times. There's no point in being stressed out over situations that are out of our control.

However, sometimes no matter how hard some employees try to find humor in perplexing workplace situations the stress x-factors win out in the end.

Fred Ramsay

In his book, Hit The Road, Fred! Fred Ramsay, a 28 year employee with my former employer, and a friend, clearly describes some stressful (more like horror) times in his career before he was forced into retirement.

My interest in The Dilbert Principle remains at the top of my personal best sellers list. As a shy youngster growing up in Tulsa, Oklahoma, I always felt that every individual has a right to enjoy a healthy, happy, and prosperous life (especially as I listened to some of my church elders talk about the Tulsa Race Riot of 1921); and that every one has the inherent right to be treated fairly, with dignity and respect. This belief grew stronger during my travel activities as a high school and university student-athlete, and as a professional athlete. I also refocused my earlier discoveries that working to effect change in the area's of employment equity and workplace diversity presents many challenges.

Employees are our most valuable asset. We don't shoot the messenger. I have an open-door policy. Training is a high priority. You could earn more money under the new plan. We're reorganizing to better serve our customers. We'll review your performance in six months. The future is bright. Our people are the best. We reward risk-takers.

Your input is important to us. Performance will be rewarded. Everybody is a peer in this organization. Ranking employee performance is done fairly and unsubjectively. I hear what you say. Harassment does not happen in this organization. All of our people are treated with respect. We are an equal opportunity employer. Give yourself a pat on the back, you deserve it. We will look into the issue as soon as possible. Do you have one? e-mail it to us and we'll add it to the list.

To much or too little to do. Lack of communication up or down the hierarchy. Feeling unappreciated. Inconsistent performance reviews - some employees receive salary increases with no review, while others get positive reviews and are laid off. Career and job ambiguity - unclear expectations and roles. Doubt - unclear company direction. Vicious office politics that breed mistrust. Too many interruptions.          Source: Business and Economic Roundtable on Mental Health

How stressed are you? Take the Stress Test

"In order to effect change, you must be prepared to take risks"...just another cliché? You decide. I can't recall where I read that quote, but I was committed to see it through as an employee in the area of workplace diversity and employment equity. As a workplace diversity practitioner in Canada the one (ageless) comment I got more than any other was: Please correct me if I'm wrong but, I was always led to believe that the 'Aboriginal People' are members of the 'Visible Minority.' However, perhaps it is ironic because after 30 years with the same employer, I am no longer employed.

I don't know which one of these words to use to describe my situation...(fired, or terminated) without cause by an unfriendly, and ridgid, vice president of human resources, ego maniac who was terminated later. Anyway, I followed my own advice above, updated my Resume and placed it on several employment web sites, such as; Human Resources Development Canada-Job Bank, IMDiversity Career Center, and Career Builder. I also delivered it to an organization that advertised for a Diversity Advisor. I got an interview. However, I didn't get the job. That's okay. More opportunities will come along.

Bobby Dozier