| I was hoping NR would let Vettel by and then Vettel with newer tires would pass Hamilton. But I am a diehard tifosi. The english love Hamilton and even though I admire his skill as Senna I was not a big fan of either for their lack of sportsmanship…
however if a very driver exhibits lack of sportsmanship well then that is just racing !!! HAAAA one for the team!!!!!
Rob
Robert W. Garven Jr.
"The Ferrari is a dream - people dream of owning this special vehicle and for most people it will remain a dream apart from for those lucky few." Enzo Ferrari
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
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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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