Flashings

Bullies in the workplace

If you thought crossing paths with bullies was over when you left the school yard, think again. Unfortunately, even in a work environment, many people feel the need to pick on others to feel superior. Following are some tips for identifying bullies in your workplace.

• Bullies often use body language to intimidate those around them. Glaring, fidgeting or scowling while someone else is speaking is an easy way to make people feel uncomfortable.
  
  
• Bullies can use a variety of methods to intimidate—some are overly friendly while others offer constant unconstructive criticism. Be on the lookout for charming employees who use their friendliness to get information from co-workers and then use it against them. Also, beware of employees who take the other route and criticize by straightforwardly putting others down or being rude.
  
  
• Lack of cooperation is another bully trait. Bullies don't provide people with the means, such as training, to achieve their goals. They also can make unreasonable demands of people who report to them.
  
  
• Some bullies use silence to intimidate co-workers, such as ignoring them if there is conflict and making resolution impossible.
  
  
• The easiest way to identify a bully may be if a person simply throws a temper tantrum. People who communicate by slamming doors, making threats or shouting obviously use acts of hostility to intimidate others.

Employees who function by intimidating others can destroy employee morale and ruin a workplace. Be sure to identify and rid your company of bullies in the workplace before it's too late.

Source: Adapted from Are workplace bullies sabotaging your ability to compete? as cited by The Motivational Manager, January issue.

BASF product prices increase

BASF Corp., Hudson Falls, N.J., increased its prices for all Butanol® high solids styrene butadiene latex products by 10 cents per dry pound in the United States and Canada on Feb. 15. These products are supplied to industries such as construction and foam industries.

Polyurethane product prices increase

The Dow Chemical Co., Midland, Mich., increased its prices for pure and polymeric MDI products by 8 cents per pound and its VORANOL,™ VORALUX™ and SPECFLEX™ polyether and co-polymer polyols by 8 cents per pound March 1.

A global shortage of MDI and polyol products has resulted from tight supply because of growing demand.

"Global costs for light and heavy feedstocks have had a dramatic impact on our cost of production and margins," says Chuck Reardon, North American product market manager for polyurethanes at The Dow Chemical Co. "In particular, volatility in raw materials used in the production of our products, namely benzene, propylene oxide and aniline, and the pricing of natural gas continue to put pressure on margins."

Rohm and Haas Co. increase prices

Rohm and Haas Co., Philadelphia, has increased prices for acrylic emulsions, styrene-containing polymers, additives and colorants sold to industries in North America, such as architectural coatings, industrial coatings and construction and building products. The prices of these materials increased 6 cents per wet pound Feb. 1.

The increases reportedly have been implemented as a response to increased raw-material costs and energy costs, among other costs.

Do you discriminate?

Most employers understand that discriminating against employees of other races, genders, religions, etc., is wrong. However, discrimination is not always an overt action, and employers often succumb to more subtle forms of discrimination—sometimes without even realizing it.

To ensure you do not discriminate, study yourself and analyze your actions in the workplace.

Following are some ways to keep tabs on yourself:

• Beware of patterns—Sometimes, it is too easy for employers to fall into patterns of exclusion or favoritism. Instead of just accepting the patterns, look at issues such as who you hire and promote and to whom you listen during meetings.
  
  
• Step outside your comfort zone—Everyone has a group of co-workers with whom they feel more comfortable. However, for employers, this often can lead to problems of exclusion and favoritism. Take a look at your social group at work and see if there are any patterns with regard to race, gender, etc.
  
  
• Promote an objective outlook—With regard to promotions or rewards, make sure you set and implement objective goals to meet these standards. For example, make sure you do not promote someone from your social group if they do not meet the objective criteria established.
  
  
• The same rules for everyone—If you enforce the workplace dress code for some employees and not others, allow some groups of employees to socialize more than others or give some employees permission to leave early while denying permission to others, you are discriminating. Make sure the rules apply fairly to all employees.

Keep an eye on your workplace actions and patterns so you can catch your own discrimination and make the appropriate changes.

Source: Adapted from the Manager's Legal Bulletin as cited by The Manager's Intelligence Report, January issue.

Painting the country green

As March 17 approaches, it reminds many of St. Patrick, who introduced Ireland to Christianity in the fifth century; every year, Ireland celebrates this saint.

However, Americans with Irish ancestry also have lively celebrations each year for St. Patrick's Day despite the fact that it is not a U.S. holiday. Following are some statistics with regard to Irish Americans:

• 34.3 million Americans claim Irish ancestry.
  
  
• 24 percent of the population of Massachusetts claims Irish ancestry—about twice the national average.
  
  
• 30 percent of Irish Americans older than 25 have a bachelor's degree or higher and median annual household income of $48,900. These numbers show Irish Americans are better educated and more financially comfortable than the general population.

Source: Adapted from the U.S. Census Bureau Web site as cited by First Draft, March issue.

Reprinted by permission of United Media.