Date : 19-Jul-90
From : Dale Malone
To : Fred Leggett
Subject : Mutant Disney Ninja Leggetts II
FL> I don't think this was exactly Mr. Allen's point when
FL> he raised the notion of possible employee abuse. It is one
FL> thing to execute one's job, no matter what that job might
FL> be, in a courteous and cheerful manner when surrounded by
FL> park-goers. Don't you agree, though, that it is quite
FL> another to, in addition, have to suffer abuse from your
FL> employers as well? I've heard some rather nasty things
FL> Disney management inflicts on the hired help myself. ...
Well, unions and other methods are available for those that think they are getting a raw deal. But bitching about it is of little help. I was adding perspective to his statements.
If there is a person, or persons that are taking advantage and abusing employees, it is no different than any other place of employment. Most of you are young and may think that the largest employer here is unique. That is not so. Every job I have ever worked at, has had its share of pricks. The problem arises, when there is a chain of them at many levels. Taking care of your immediate supervisor is fairly easy to handle.
The choices are:
1) Quit, the least desirable, as the person can continue to tyrannize others;
2) Seek redress through the chain of command, dangerous but very effective. This method will usually fix the problem, especially if more than one person reports, over time, the problem. This method also usually results in you leaving your employment. Usually on your own, but with prompting from your bosses;
3) Seek to expose the person through outside agencies. I don't know about Florida, but California has a Department of Labor, and a Commissioner of Labor Relations, and a few others whose job it is to see that situations like this are solved. A Fair Labor Practices Board is often at local levels. Usually you can retain a bit of anonymity, but it also usually results in your leaving the job; or,
4) Grit your teeth and take the abuse. This is usually very dangerous, since you tend to replay every confrontation, and magnify every thing that can possibly be construed as being another straw on your camel's back. Sometimes this festering sore bursts upon society as a madman, killing everyone in sight before taking his/her own life.
FL> ... While acknowledging their [I don't want to say
FL> "right"] option to try and get away with such behavior,
FL> it does not impress me in the least as a potential
FL> consumer of their product, *especially* considering that
FL> their objective is to create an atmosphere of happiness.
FL> Rather reminds me of the overworked maid treating
FL> house-guests in a perfectly amiable
FL> and polite manner (who may not reciprocate) on the outside,
FL> while being subjected to weekly floggings on the inside.
FL> Such a family does not earn my personal stamp of approval.
This needs to be put into perspective. Identification and clarification of the problem is the first step to elimination.
Is this a generally accepted supervisory technique? Is it widespread, or just in one section, on one shift, or in one department?
If it is a major problem, you have the power to change it. Disney officials do not want front-page coverage of abusive labor problems. So, I suspect, that it is something that is not policy, but is the attitude or lack of supervisory skills of one or more persons.
Identify, isolate, highlight, publicize, negotiate, and educate. These steps, in my opinion, will solve the problem.
Written by Dale E. Malone, How
are you generally treated at work?
The Great & Wonderful Kahuna wants to know!
Last modified: April 26, 2009