Ja. Genau!
Sent from my iPad
Ein ordnung ist einen ordnung!
He works for a German team. Uvell management theory will come
into play sooner or later.
U vell do this.
U vell like it.
Gruss,
Erik
Oh, I like that.... suspend "his
arrogance" for 5 races. Ban him from the track
He has money so you wont really hurt
him there.
He has a contract
Get him where it still
counts... ego.
Although he is on loan, isn't
Wehrlein still their 3rd driver?? He could use the seat time.
Merc/AMG just tested Jorge
Lorenzo... great publicity for a race or two before MotoGP starts up. He
was quick.
Basically, he disobeyed a direct order from his superiors during
the heat of battle. They are going to have to do something. My
suggestion is that at a minimum, he should be benched to test driver for
several races if that is possible. A threat to his future WC chances
would be something he would understand!
Luke
Nico should have just taken out Lewis in the first turn and locked up
the WC right there.
Lewis would have, I'm sure!
John
Sent from my ATT Bell Rotary Dial Phone
He disobeyed orders to pick up the pace so not to expose Nico to
threats from Vettel and Verstappen.
If he made it possible for those two to get into 2nd and 3rd place,
Lewis would have won the WC based on the tiebreaker.
When told 3 times to pick up the pace (he was running at least 0.7
seconds slower than he could have), he informed Paddy Lowe that "I'm
winning the race and am comfortable at this pace".
A couple more laps and Nico would have been at risk or at least
forced to defend his position when he didn't need to.
He could have let Vettel pass and still won the WC but Verstappen was
right behind Vettel and might have slipped by as well if he did
so.
All unnecessary.
John
Sent from my ATT Bell Rotary Dial Phone
Ok I missed the end of the race
So what happened with
Hamilton?
Did he say something stupid
again
In victory you deserve Champagne
In defeat you need it!
Scars are Tattoos with better stories !
If you follow all the rules
You miss all the fun!
If you have no enemies, you have no character !
Clyde Romero
Confidentiality Notice: This e-mail ( including
attachments ) is covered by the Electronic Communications Privacy Act,
18 U. S. C., Sections 2510-2521, and is intended only for the persons or
entity to which it is addressed, and may contain confidential or
privileged material. Any unauthorized review, use, disclosure,
dissemination, copying, forwarding or distribution is
prohibited.
This email transmission, and any documents, files or previous
email messages attached to it, may contain confidential information that
is priviledged. If you are not the intended recipient, or a person
responsible for delivering it to the intended recipient, you are hereby
notified that any disclosure, copying, distribution or use of the
information containes in or attached to this message is STRICTLY
PROHIBITED. If you have received this transmission in error,
please immediately notify us by reply e-mail at Clyde.romerof4 [at] gmail.com or by telephone
at (678 6419932)and destroy the original transmission and its
attachments without reading them or saving them to
disk.
Euwwwww – race car drivers.
Completely different antidote for behavior problems. They are
from a different planet.
Personally I feel trying to outfox and
re-behavior such an interplanetary humanoid by demotion is
dangerous. Drivers number 2 and 3 are endangered.
Demotion manipulation, with such people,
just makes them try harder to the possible long term detriment to the
team: on the track, in the stands, and in the press.
Hamilton was wronged. Poor me. Hamilton wins. MB
loses.
I could be wrong – the only initials
following my name are “Jr.”
DOUG
On the one hand I’m flattered that so
many of you thought I might be personally involved in such a
situation. And as usual, the talent here is formidable.
I guess I put a deeper veil on the
question than perhaps it needed. The reason I had asked it with
SPOILER in the subject line was that the question was actually about
Louis Hamilton’s behavior at the Abu Dhabi Grand Prix. My original
description is accurate and the interplay was between Paddy Lowe from
M-B and Hamilton.
Were it me, I would keep Hamilton on the
team for next year since he has a contract, but make him the MB test
driver for next year and promote the test driver to the second race
seat. This keeps Hamilton’s talent off another team, but dings both
his ego and his wallet in a way I would think is appropriate for
shamelessly ignoring team orders in a petty attempt to take Nico’s
championship. I would also pull any performance-based bonuses he might
have earned this year for things like points or race
wins.
So what other ideas do you HR gurus have
now? J
-- charles
Schedule
a meeting with this individual on a Monday
Email
them a copy of their signed contract no later than that
Friday
Let
them know the topic of this meeting is the subject matter expressed in
this email
They
will have all weekend to mull this over in their head
Have
their contract available and a have counsel and HR there as well at
the meeting
Meet
with consul, HR with regards to the contract and termination, in
other words know when to hold em know when to fold em!
Plan
for breaks in order to meet with HR and consul during the meeting to
discuss what was said by the individual
Start
the meeting off by saying how valuable they are to the
company
Be
as positive as you can with this person considering the
circumstances
Allow
for a little wiggle room but not much with regards to your having to
have this meeting concerning their behavior
Ask
the individual if there has been any personal issues that has brought
out this non standard approach to their recent change on how business
is being conducted at your company
Let
them know in no uncertain terms that this behavior can no longer
be tolerated and that we are having this meeting to find out what has
brought this change upon one of our star employees
Allow
for them to speak to the issues
If
there is a reason for this behavior change
If
it sounds reasonable, break from the meeting, and check with consul
and HR for legalities
Allow
for a 30/60/90 day review of said individuals performance with reviews
noting that if improvement doesn't happen termination will
occur
If
they become belligerent with regards to the questions asked and the
change of how they interact within the corporate
structure
Terminate
the meeting immediately
Review
the notes taken by counsel and act swiftly
In
victory you deserve Champagne
Scars
are Tattoos with better stories !
If
you follow all the rules
If
you have no enemies, you have no character !
Confidentiality
Notice: This e-mail ( including attachments ) is covered by the
Electronic Communications Privacy Act, 18 U. S. C., Sections
2510-2521, and is intended only for the persons or entity to which it
is addressed, and may contain confidential or privileged material.
Any unauthorized review, use, disclosure, dissemination,
copying, forwarding or distribution is prohibited.
This
email transmission, and any documents, files or previous email
messages attached to it, may contain confidential information that is
priviledged. If you are not the intended recipient, or a person
responsible for delivering it to the intended recipient, you are
hereby notified that any disclosure, copying, distribution or use of
the information containes in or attached to this message is STRICTLY
PROHIBITED. If you have received this transmission in error,
please immediately notify us by reply e-mail at Clyde.romerof4 [at] gmail.com or by telephone
at (678 6419932)and destroy the original transmission and its
attachments without reading them or saving them to
disk.
So
we have a lot of smart business people on this list. How would you
address the following human resources question? You may assume, for
purposes of this discussion, that there are no contractual
restrictions on your course of action:
You
have an employee who is a confirmed star on your staff; who brings
millions of dollars to the company because of his performance; who
is well loved among your customers and who may be difficult, if not
impossible, to replace on short notice with an equivalent talent.
You have enjoyed a mutually successful relationship with said
employee for years. However, said employee has now assumed the
opinion that he is no longer an employee but an executive, and has
given a very public middle finger to the existing executive staff in
the company and made it clear through his actions and words that his
own best interests are more important to him than that of the
company as a whole. He has clearly violated a clause in his
employment contract requiring his cooperation with and execution of
executive directives. Your corporate and national culture favor both
a clear chain of command and dutiful compliance with assigned job
tasks.
What
do you do with this employee and why?
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