We once had a principal named Peter in grade school.
I think he reached that position through the Peter Principle.
Jared
| "Henry Poras" <[EMAIL PROTECTED]>
Sent by: [EMAIL PROTECTED] 08/27/2003 06:39 AM
|
To: Multiple recipients of list ORACLE-L <[EMAIL PROTECTED]> cc: Subject: RE: [UBE?] Re: Nature of Oracle-l has changed |
Reminds me of "The Peter Principal". Promoted to your level of incompetance.
Henry
-----Original Message-----
Rachel Carmichael
Sent: Wednesday, August 27, 2003 7:44 AM
To: Multiple recipients of list ORACLE-L
HR also doesn't have a "technical track" in many companies and the
highest salaries usually go to those on the "management track"... so
you either get promoted out of technical work and into management to
get the salary you deserve (which kind of defeats the purpose) or the
technical person sits at a lower pay level.
When I left Citibank, I was a Vice President... not because I was an
executive or management... but so that they could pay me what I was
worth.
--- Arup Nanda <[EMAIL PROTECTED]> wrote:
> Part of the problem lies with the old human vices - jealousy comes
> into
> mind, first. The problem is mostly not with companies but immediate
> supervisers, who often struggle with the prospect that the
> subordinate will
> get more money - and they resent it to very core. They would rather
> hire
> someone off the street with more money than give the old failthful
> the due
> share.
>
> The other problem is the HR departments magic wand yardstick of
> salary and
> compensation which dictates, often incorrectly, how much a particular
> job's
> adequate compensation is. Never mind the fact that a regular HR joe
> doesn't
> understand DBAs from Developers - so the highly paid "specialist"
> boils it
> dall own to a simple yardstick - number of years of experience!
>
> Several years ago I rose to the postition of the lead DBA at a
> company when
> I was 24, but my salary was less than the lowest of the 15 DBAs in
> the team.
> Reason - my years of experience was simply didn't show high enough in
> the
> yardstick to warrant a higher salary. It was even more painful when I
> was
> the fail-over contact for all members of the team. When the pager
> goes off
> in the middle of the night, out I go to fix the problem in the HR
> database
> and just making sure all is well, especially in the salary table,
> where the
> "indisposed" team member's pay glares, almost mockingly! I left; the
> new
> person was almost myage, but the negotiated salary was higher. The HR
> department's magic yardstick was broken by the departmental manager.
> Similarly, the in the new place I went, there was no problem in
> getting a
> much fatter paycheck. Morale - when you stick around, you become "hoi
> poloi"; the knight in the shining armor is the one who comes from
> outside!
>
> Regards,
>
> Arup
>
> ----- Original Message -----
> To: "Multiple recipients of list ORACLE-L" <[EMAIL PROTECTED]>
> Sent: Tuesday, August 26, 2003 9:49 PM
>
>
> > Partially true.
> >
> > I've seen the IT cutbacks at a company where people almost
> > never leave. Many IT folk have been there 10+ year, a
> > surprising number of them 20+ years.
> >
> > The flip side to the salary story is something of a paradox.
> >
> > As a person became more experienced, learned new technologies,
> > and as the company embraced more technologies, the employees
> > at times may not be paid commensurate with their abilities.
> >
> > I experienced that once. The only way to increase my earning
> > power was to leave. My salary jumped 50% immediately. This
> > has no doubt happened to a number of folks.
> >
> > The silly side of this is that the former employer then had
> > to hire a replacement at the going rate, or get a contractor in.
> >
> > Bottom line, they lose an experienced employee, and end up paying
> > as much or more as if they had tried to retain said employee.
> >
> > Jared
> >
> >
> > Jared
> >
> >
> > On Tue, 2003-08-26 at 18:04,
> [EMAIL PROTECTED]
> > wrote:
> > > I think a lot of IT people "abused" the situation during the boom
> days.
> > > Company loyalty meant nothing ... we'll go wherever the biggest
> paychecks
> > > are. Don't stay anywhere too long. that's for losers. Change
> jobs if
> we
> > > felt the least bit abused and unappreciated. That'll teach them
> to
> screw
> > > with me! In general a holier-than-thou attitude. The times
> allowed us
> to
> > > do that.
> > >
> > > But it also means a lot of non-IT people developed an opinion of
> IT folk
> as
> > > not being team players, only out for themselves, not committed to
> the
> > > company, etc.
> > >
> > > So when the chance comes to cut back, where are you going to
> look? :-)
> > >
> > > Dave
> > > --
> > > Please see the official ORACLE-L FAQ: http://www.orafaq.net
> > > --
> > > Author:
> > > INET: [EMAIL PROTECTED]
> > >
> > > Fat City Network Services -- 858-538-5051
> http://www.fatcity.com
> > > San Diego, California -- Mailing list and web hosting
> services
> > >
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> > >
> >
> >
> > --
> > Please see the official ORACLE-L FAQ: http://www.orafaq.net
> > --
> > Author: Jared Still
> > INET: [EMAIL PROTECTED]
> >
> > Fat City Network Services -- 858-538-5051 http://www.fatcity.com
> > San Diego, California -- Mailing list and web hosting
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> --
> Please see the official ORACLE-L FAQ: http://www.orafaq.net
> --
> Author: Arup Nanda
> INET: [EMAIL PROTECTED]
>
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