When work won't let you do your job

[wanderer03]

When an employee demonstrates ambition the management then has a powerful lever to manipulate the employee. They can use their power to force actions that many employees would rather not do. (report on other employees; work extra hours for free; even lie to cover for the managers' failings) Many managers see non-ambitious employees as potential threats.

I noticed this myself. I think ambitious people are more easily controlled and coerced because they can have a promotion that they want hanging over their heads. Management can say something subtle, yet tantamount to, "You won't get that promotion if you don't take on the extra assignments." An employee not easily controlled and manipulated means he or she is less likely to do extra stuff meaning that the manager's productivity takes a hit. The manager then gets unwanted attention from his or her superiors.

 

[Judge]

I noticed this myself. I think ambitious people are more easily controlled and coerced because they can have a promotion that they want hanging over their heads. Management can say something subtle, yet tantamount to, "You won't get that promotion if you don't take on the extra assignments." An employee not easily controlled and manipulated means he or she is less likely to do extra stuff meaning that the manager's productivity takes a hit. The manager then gets unwanted attention from his or her superiors.

Good point. The incentive to be promoted actually keeps a hierarchy intact. Self-perpetuating control.

 

[wanderer03]

Good point. The incentive to be promoted actually keeps a hierarchy intact. Self-perpetuating control.

I think management is also puzzled by employees not seeking promotions as it runs against a societal norm. It is assumed that employees will be ambitious and competitive. When they are not, it is mistook for laziness or taken as "not being a team player." - whatever the negative management buzzword is. In actuality, folks may be happy and comfortable where they're at.

 

[ezcare]

It's an attempt to shake out people who the management feels are simply "getting by". They probably think that mandating everyone to follow a certain path will create an atmosphere of competition (and fear) among those who want to remain employed and encourage folks with your mentality to quit. You might want to start looking for a new employer.

If an employee has a verified diagnosis of Autism [Asperger's in this case] then that employee is covered by the ADA and must be accommodated unless their performance in the job they have is unsatisfactory or is being eliminated. The reason most Aspies find themselves in this position is that theirs is an undisclosed disability. A savvy employer would realize that having a high functioning Aspie working at a pay rate that is much lower than the position normally pays is a profit windfall.

 

[ezcare]

Oops, did not complete the post.

Those who are seen as successful usually climb the organisational ladder, but only because of their networking skills and tend to be far less competent at their jobs. So, the preferred employee is the one who is more competent because those are the ones who are core to organisational functioning. Managers without competent staff are irrelevant.

I choose to focus on expertise rather than 'networking' but don't necessarily respect authority. I have have always been regarded as 'rebellious' in that way, but I agree with Luthans' research conclusions. Who respects incompetence? Of course, there is generalization in this.

In the Industrial Park of the 20th Century, organizational networking was not only the best way to climb the ladder, it was often the only way. That was because "management" was more communications art than systematic performance. In the Global Village of the 21st Century, each person's inherent value will be measured by the knowledge, skill, and intellect they bring to a project. People managers will be replaced by Project Managers whose sole purpose is to integrate the knowledge, skills and talent each team member brings to a given project. The resulting Adhoc Team must be capable of doing things never imagined or successfully undertaken in the past. When this kind of management becomes the norm instead of the exception, an Aspie Team member will be the icing on the cake.

 

[ezcare]

Thanks for the advice! It sounds like a good plan as I try to fly low on the radar anyway. I was recently given a project to "manage" and I am doing my best (but it's nerveracking) but once that is over, I am going to try to just stay in the background and do my job to the best of my ability. I mean, we do need daily operations people anyway, so I am trying to focus there.

You might also redefine your "management" role. In a very technical setting like IT, your talent may shine in "technical management" vs "people management" The difference is so subtle that your Manager may not even notice. You simply focus your efforts on understanding the technical aspects of the project [issues, disconnects, missing information, minute details etc] then "allow" your teammates or coworkers to shine by solving or resolving those technical problems. The first few projects on which you practice this may elude your Manager who may give undue credit to your coworkers but by the third pass [especially if you are working with different people on each project] your Manager will realize that you are the common factor [I was the "lucky charm"] that brings success to each project. That will put you in the driver's seat. Since it is a driverless car you will only be along for the ride. You may even get to the point where your Manager tells your coworkers to tread softly around you because whatever you have he/she does not want to lose it. And you will get no flack from your NT coworkers because they usually find minute details and complex technical problems unraveling.

 

[Andrew206]

I once had one of my superiors try to put me on the line at where I work. That of course would have required me to communicate face-to-face with customers, which is something I'm terrible at. In my current position I don't have much interaction with customers or coworkers, and that makes me happy.

 

[ASD_Geek]

You might also redefine your "management" role. In a very technical setting like IT, your talent may shine in "technical management" vs "people management" The difference is so subtle that your Manager may not even notice. You simply focus your efforts on understanding the technical aspects of the project [issues, disconnects, missing information, minute details etc] then "allow" your teammates or coworkers to shine by solving or resolving those technical problems. The first few projects on which you practice this may elude your Manager who may give undue credit to your coworkers but by the third pass [especially if you are working with different people on each project] your Manager will realize that you are the common factor [I was the "lucky charm"] that brings success to each project. That will put you in the driver's seat. Since it is a driverless car you will only be along for the ride. You may even get to the point where your Manager tells your coworkers to tread softly around you because whatever you have he/she does not want to lose it. And you will get no flack from your NT coworkers because they usually find minute details and complex technical problems unraveling.

Thank you everyone for your advice. I really do appreciate all of you. This is definitely a good route to go if I must become a project manager. The problem with my current situation also lies in the fact that I am the lead engineer for this particular application that we are working on. My boss has ideas that he has told me for what he'd like to see, but he also has knowledge that he hasn't passed on to me (I'm trying to get him to disclose it.) The other thing is that I don't know what I don't know so when the time for a meeting comes, I believe that I am trying to get XYZ across and am blindsided by the other party questioning me because don't have knowledge of the other information. This just results in a follow-up meeting.

I'm sorry if I sound like I'm complaining. I am trying not to but as this project goes on, I get more and more depressed. Between school and work and more frequent migraines now, I am REALLY struggling. I am usually a very happy person but now I can't think and is seems like the pit just gets deeper. This is the worse that I've felt in a very long time.. probably since adolescence.

 

[wanderer03]

Thank you everyone for your advice. I really do appreciate all of you. This is definitely a good route to go if I must become a project manager. The problem with my current situation also lies in the fact that I am the lead engineer for this particular application that we are working on. My boss has ideas that he has told me for what he'd like to see, but he also has knowledge that he hasn't passed on to me (I'm trying to get him to disclose it.) The other thing is that I don't know what I don't know so when the time for a meeting comes, I believe that I am trying to get XYZ across and am blindsided by the other party questioning me because don't have knowledge of the other information. This just results in a follow-up meeting.

I'm sorry if I sound like I'm complaining. I am trying not to but as this project goes on, I get more and more depressed. Between school and work and more frequent migraines now, I am REALLY struggling. I am usually a very happy person but now I can't think and is seems like the pit just gets deeper. This is the worse that I've felt in a very long time.. probably since adolescence.

I'm sorry you're in this predicament. It is one I know well. Why isn't your boss giving you all of the information that you need to know? You would think he or she would want to set you up for some success.

 

[Professori]

Thank you everyone for your advice. I really do appreciate all of you. This is definitely a good route to go if I must become a project manager. The problem with my current situation also lies in the fact that I am the lead engineer for this particular application that we are working on. My boss has ideas that he has told me for what he'd like to see, but he also has knowledge that he hasn't passed on to me (I'm trying to get him to disclose it.) The other thing is that I don't know what I don't know so when the time for a meeting comes, I believe that I am trying to get XYZ across and am blindsided by the other party questioning me because don't have knowledge of the other information. This just results in a follow-up meeting.

I'm sorry if I sound like I'm complaining. I am trying not to but as this project goes on, I get more and more depressed. Between school and work and more frequent migraines now, I am REALLY struggling. I am usually a very happy person but now I can't think and is seems like the pit just gets deeper. This is the worse that I've felt in a very long time.. probably since adolescence.

I agre that your boss should give you the necessary information upfront, and perhaps you should explain this to him as you have here - not having the necessary is simply hijacking you every time.

I thinks that the bottom line is that you simply have to settle at the level at which you are most comfortable and focus on your skills and expertise being of value to the company. It is simply not worthwhile being chewed up all the time and feeling the way that you do - it is a dead end path!

The best that you can do for yourself is to disclose to your boss your situation diagnosis if you have one, and then do your best work at your best level of competence. In the long run it is really worth it. I know because I have been through this! I am saying this but I realise that I do not know all the detail of your work situation.

 

[Judge]

I think management is also puzzled by employees not seeking promotions as it runs against a societal norm. It is assumed that employees will be ambitious and competitive. When they are not, it is mistook for laziness or taken as "not being a team player." - whatever the negative management buzzword is. In actuality, folks may be happy and comfortable where they're at.

Another factor that reinforces this is our weak economy. Where wages don't keep up with prices, and most new jobs that are lowering the unemployment rate pay considerably less money. It works in management's favor to have a contentious and competitive work force.

But that better-paying job isn't always a better job in itself.

 

[wanderer03]

Another factor that reinforces this is our weak economy. Where wages don't keep up with prices, and most new jobs that are lowering the unemployment rate pay considerably less money. It works in management's favor to have a contentious and competitive work force.

But that better-paying job isn't always a better job in itself.

It has been my experience that more pay means a worse job and more responsibilities. Very often there is a disparity between the added responsibilities and higher salary.

 

[Judge]

It has been my experience that more pay means a worse job and more responsibilities. Very often there is a disparity between the added responsibilities and higher salary.

It was devastating to me in retrospect. I was an expert in the job I had. And I loved it. But no...they had to push me up the ladder into a completely different job in which you could literally never "learn it all" as I had in another capacity. And I had to learn it all completely on my own. "Sink or swim". I was never the same. I went from being completely content to bitter and stressed.

Eight years later I quit. I had enough.

 

[ASD_Geek]

I'm sorry you're in this predicament. It is one I know well. Why isn't your boss giving you all of the information that you need to know? You would think he or she would want to set you up for some success.

I'm not sure why he doesn't give me the information. I don't think that it's intentional. It's hard to describe and I'm not really sure. I did talk with him today and told him about being blindsided during these meetings and about not knowing what I don't know. He said that the people that I was meeting with are like that and try to steam roll everyone while not telling us anything. He agreed to be in the next meeting to set things right.

 

[Judge]

I'm not sure why he doesn't give me the information. I don't think that it's intentional. It's hard to describe and I'm not really sure. I did talk with him today and told him about being blindsided during these meetings and about not knowing what I don't know. He said that the people that I was meeting with are like that and try to steam roll everyone while not telling us anything. He agreed to be in the next meeting to set things right.

Seriously- that's not at all a "good sign". Almost reminds me of a situation I was in with multiple interviews. I was brought in on the premise of attaining one job, but their intent was really to interview me for something quite different, which I was able to piece together as something totally inappropriate for me. Made me feel like I was the victim of "bait and switch".

A classic example of being self-aware ...but not of my autism. I just knew I had certain "limits" to certain forms of employment, long before I stumbled onto my being on the spectrum.

 

[Xenocity]

The outgoing business culture (It's slowly changing), pushes employees to be ever more productive and have ever rising "output".

When employee(s) level on the productivity curve and/or output curve, it means something is wrong with the employee(s).
You normally get a strict warning or two, so you improve or wind up fired.

I personally hate this line of thinking.

Many companies are going to more employee friendly cultures which abandons the above line of thinking.

 

[Xenocity]

Also traditional management tends to believe they are always right and when what they want or do creates an issue, the problem is deemed the people below them.

This line of thinking has ruined many good organizations over the years, including the major banks.

 

[wanderer03]

Management is very dictatorial.

 

[Judge]

Management is very dictatorial.

Well...democracy doesn't exist in much of any workplace. But one can practice a "hands off" policy with better employees, and they may well get better results. I worked for one supervisor for a number of years who exemplified this dynamic. She knew who she could count on and left them alone, while looking over the shoulders of those who didn't quite measure up in her opinion. I was ok with that.

But then she was just middle management....who had to answer to those with a much more hands-on approach at times.

 

[Xenocity]

Management is very dictatorial.

It can be and is in a lot of places.

It really depends on how the organization is organized and who staffs it.

Management tends to be inept and blind than dictatorial in most cases