The Army Jobs in the Quartermasters Corps Field

The Army Jobs in the Quartermasters Corps FieldThe Army Jobs in the Quartermasters Corps FieldIn a nutshell, the quartermasters are responsible for providing the Army with right supplies, in the right quantities, at the right time and place. The Quartermaster ethos is described this way Logistics warriors who are soldiers first, technicians second to none battle focused reliable professionals assuring victory by sustaining Americas Army in peace and war. Below are the military occupational specialties (MOS) that fall into the Quartermasters Corps Field. AutomatedLogistical Specialist 92A The Automated Logistical Specialist is primarily responsible for supervising and performing management or warehouse functions to maintain equipment records and parts. Job training for MOS 92A includes ten weeks of Basic Combat Training(boot camp) and 12 weeks of Advanced Individual Training (AIT) at Fort Lee in Virginia. Youll need to score at least a 90 in the clerical (CL) aptitude segment of t he Armed Services Vocational Aptitude Battery (ASVAB) tests. No Department of Defense security clearance is needed for this job. Petroleum Supply Specialist 92F Petroleum supply specialists are primarily responsible for supervising and managing the reception, storage, and shipping of bulk or packaged petroleum-based products. After ten weeks of boot camp, these soldiers spend 10.5 weeks in AIT at Fort Lee. To qualify for this job, youll need an 86 on the clerical section of the ASVAB and an 85 in the operators and food (OF) section. A valid state drivers license and normal color vision also are required. Food Service Specialist 92G The culinary specialist feeds the rest of the Army their job is to prepare and serve food in field or garrison food service operations. After boot camp, youll spend eight weeks at Fort Lee learning how to prepare food, how to store perishables safely and how to prepare menus for special dietary needs. To qualify for this job, youll need a score of 85 in the operators and food (OF) area of the ASVAB, and have to have normal color vision. Petroleum Laboratory Specialist 92L These soldiers supervise and conduct lab tests on petroleum, oil and lubricant products to ensure safety in handling and usage. Youll spend ten weeks at Fort Lee after boot camp, learning testing methods, and how to use equipment like spectrometers and centrifuges. A score of 91 on the skilled technical (ST) portion of the ASVAB is required. Mortuary Affairs Specialist 92M This difficult job is, unfortunately, a crucial part of the Army. They help with the process of identifying deceased soldiers and safeguarding their personal effects and help with funeral services. Qualifying for this job requires an 88 on the general maintenance (GM) area of the ASVAB, but theres no DoD security clearance required. Parachute Rigger 92R For obvious reasons, this job has no margin for error. Attention to detail is crucial. In addition to rigging parachutes, the se soldiers repair and test them for safety. Eight weeks at Fort Lee for AIT follows ten weeks of boot camp. Youll need an 88 in the general maintenance (GM) aptitude area and an 87 in combat (CO) on the ASVAB. Shower/Laundry and Clothing Repair Specialist 92S Shower/laundry and clothing repair specialists are like the Armys dry cleaners and tailors. They make sure soldiers uniforms are clean and mended according to military standards and regulations. Boot camp is followed by eight weeks in AIT at Fort Lee. Soldiers in this job need an 84 on the general mechanical segment of the ASVAB. Water Treatment Specialist 92W Water treatment specialists oversee and maintain water purification equipment, and inspect Army facilities and food supplies for the presence of disease, germs or other health and environmental hazards. To qualify for this MOS, youll need a score of 88 on the general maintenance portion of theASVAB tests. Your training will span 13 weeks at Fort Lee, once youve c ompleted boot camp. Unit Supply Specialist 92Y The unit supply specialist takes care of the upkeep and maintenance of all Army supplies and equipment. After ten weeks of boot camp, these soldiers spend eight weeks in AIT at Fort Lee. A score of 90 on the clerical portion of the ASVAB is required.

Does Your Job Search Take More than 18 Minutes a Day

Does Your Job Search Take More than 18 Minutes a DayDoes Your Job Search Take More than 18 Minutes a Day?Does Your Job Search Take More than 18 Minutes a DaySeveral weeks ago, I found a post that focused on an apparent claim by the U.S. Department of Labor that the average job seeker spends 18 minutes a day looking for a job. (I say apparent because, like the author of the original post, I searched the agencys web site and couldnt find any reference to such a statistic.)There must be more behind that simple statement. But in its simplicity, its bound to eigenart off anyone whos employed, retired, or unemployed and busting their butts for hours each day to find another job.First, if the number refers only to the unemployed, I just dont buy it. But if you throw everyone unemployed and employedinto the mix, it just might make sense. After all, how much job searching can you do if youre working a full-time job, coming home to a family, and spending quality time with them?So what would an average day seem like for a typical unemployed job seeker? Heres a rough estimateSearching job boards and corporate web sites 30 minutesContacting people you know about potential leads 45 minutes Working on a resume and cover letter to respond to a job posting 1 hourWorking on a resume and cover letter to respond to a second job posting 1 hour Following up on previous job inquiries 30 minutes Thats nearly four hours. Of course, that can vary depending largely on the number of job postings youre answering, how deep into your network youre going, and the current shape of your resume.But it all begs the question How much effort do you put into your job search on an average day?

Nominations Due for Top Society Awards

Nominations Due for Top Society Awards Nominations Due for Top Society Awards ASME Honors and Awards is accepting nominations for the Societys two most prestigious honors, the ASME Medal and Honorary Membership, through March 1. Both awards are presented at the annual Honors Assembly at the ASME International Mechanical Engineering Congress and Exposition in November.The ASME Medal, which was established in 1920, is the highest award that the Society can bestow. The medal recognizes eminently distinguished engineering achievement. The recipient will receive a $15,000 honorarium, a gold medal, a certificate and an expense supplement to attend the award presentation. For more information and for a list of past winners, visit http//bit.ly/1FuZCgn. ASME Honorary Membership, which is the highest level of membership in the Society, recognizes distinctive contributions to engineering, science, industry, research, public service, or other pursuits allied with and beneficial to the engineer ing profession. The recipient will receive a silver medal, a certificate, a lapel pin and an expense supplement to attend the award presentation. For more information on ASME Honorary Membership, visit http//bit.ly/185UrIO. Nominations for both honors should be submitted by March 1 by e-mail to Fran McKivor, ASME Honors and Fellows, at mckivorfasme.org. To learn more about the ASME Honors and Awards program, visit www.asme.org/about-asme/get-involved/honors-awards.

Could the Data Scientist Shortage Be the Career Opportunity of Your Dreams

Could the Data Scientist Shortage Be the Career Opportunity of Your Dreams Could the Data Scientist Shortage Be the Career Opportunity of Your Dreams By some estimates, the demand for data science talent is outstripping the supply by 50 percent.While thats bad news for employers, its potentially great news for students wondering about their career paths and established professionals looking to make a change.Data scientists are some of the most well-paid professionals, with the median salary for a junior-level data science employee clocking in at $91,000. Management-level data scientists can expect to earn around $250,000.And aside from being in demand and highly paid, the data scientist also gets to do meaningful work every day, using the latest technology to better understand the business landscape and contribute to critical strategic and tactical decisions.For more information about the data scientist market, check out this new infographic from the University of California, River sides online Master of Science in engineering program

Veterinary Career as an Army Veterinarian

Veterinary Career as an Army VeterinarianVeterinary Career as an Army VeterinarianIf youve ever wondered what its like to be a veterinarian or a military professional, youll be intrigued to know what life is like as both. Elliott Garber, DVM, MPH details what life is like as a veterinarian and active duty officer in the United States Army. Army Veterinarian Do You Have What it Takes? In the saatkorn way that the military needs doctors, nurses, and lawyers, it also needs veterinarians. Recall the brave horses used in the cavalry through the ages, and the courageous explosive detection dogs saving lives today. This is an important part of the job, providing top-of-the-line medical and surgical care to military working animals of a variety species. In order to maintain proficiency for treating military animals, military veterinarians also provide veterinary tafelgeschirrs to military family pets at bases all over the world. The surgeries performed and illnesses evaluated for a soldi ers pet keep the veterinarian prepared to deal with a sick or injured working dog in a combat environment. Along with the military animals and family pets, Army veterinarians also play a big role in supporting the public health mission for the community. They work with physicians and preventive medicine experts to develop zoonotic disease prevention strategies, especially focusing on rabies in areas of the world where that is still a serious concern. They also supervise teams of food inspection soldiers who ensure that all the food sold to military service members and their families comes from safe sources and is stored and prepared appropriately. Army veterinarians may get to travel around the world performing audits on food and beverage manufacturing facilities to make sure that they are following the proper food safety standards. For example, to Ghana for a Coca-Cola bottling plant, to Greece for a pork product plant, and to Israel for a Ben Jerrys ice cream plant. Most new grad uate veterinarians spend their first five or six years in the Army performing a combination of the above tasks. Because they are the only clinical veterinarians in the military, they can be assigned to any type of U.S. mission around the world. Career Opportunities Beyond Veterinary Work Many Army veterinarians are content to do one or two assignments like this before transitioning back into the civilian world to pursue their own career goals. Most of originally come in through the Health Professions Scholarship Program, which pays tuition and living expenses for one to four years of veterinary school. This program has a three-year active duty service obligation. Other veterinarians come into the Army on their own after graduating from school, often getting a nice loan repayment bonus in exchange for a minimum commitment of three years of service. Although most end up doing the more routine work described, there are plenty of unique opportunities that early career Army veterinar ians can volunteer for. Special Forces vets must be airborne-qualified and often go behind enemy lines to work with local populations on animal health projects that help create goodwill and stabilize dangerous situations. The Navys marine mammal program always has several Army veterinarians working alongside their civilian specialist counterparts to provide care for the programs dolphins and sea lions. Humanitarian missions utilize Army vets in providing veterinary aid to impoverished nations around the world. The Army also presents some very appealing options for veterinarians who are considering serving a full 20-year career. Through the Long-Term Health Education Training program, the Army will pay for veterinarians to go back to school for an MPH, Ph.D., or any number of clinical and research-oriented residency programs. There are also board-certified surgeons, radiologists, emergency/critical care specialists, laboratory animal veterinarians, and pathologists in the Veterinar y Corps. These specialists perform a wide variety of jobs in both clinical medicine and in research and development. Many of them transition into academia, industry, or private practice after retiring from the military with a full pension and generous benefits package.? Requirements to Be a Military Vet Army veterinarians have to meet the same standards and physical fitness requirements as all other soldiers. That means that you will be subjected to an evaluation of your medical history and intense medical exam before even being accepted into the Army. They also have to take a physical fitness test four times per year that measures their ability to meet certain minimum requirements for pushups, situps, and a two-mile run. Finally, their height and weight are measured at each of these tests to ensure that they meet the standard. The requirements are different for men and women, and they also change based on your age. One of the most important things that Army veterinarians must accept is that they are not ultimately in control of their lives and careers during their time in service. Although you can express your preferences about what assignments you would like and whether or not you want to be deployed to a combat zone, at the end of the day it is always Uncle Sams decision to use you how he best sees fit. The next time someone asks you why there are veterinarians in the Army, you can be as prepared to tell them about the important roles they play in the service of their country.

What the In-Crowd Wont Tell You About Create a Free Resume

What the In-Crowd Wont Tell You About Create a Free Resume The Debate Over Create a Free Resume Our resume builder is the quickest approach to create a resume that can help you get your fantasy job. This infographic-style resume template is free of charge, but for a small charge, you may download extra templates to create matching small business cards and portfolio pages. The wizard will help you through the fundamental steps of preparing your resume. Utilizing a resume template is getting an acceptable and smart practice for several explanations.When it regards a truck driver resume, there is not any need to bring a photo. Its far better to trim than add additional words simply to fill white space. As a consequence, it becomes much easier for us to incorporate the ideal elements into your resume, which then can definitely enhance the chance of your resume getting selected. So, my very first step was getting my resume prepared to go. Writing about what you could do and what it is that you are expert in will find the reader to observe how they can utilize your skills for their company. There are a number of ways to approach these kinds of resumes and the examples should help you to find a direction thats appropriate for you. A similar procedure can be done to modify the principal text color. The practice of producing a resume is quite straightforward and straight-forward. You might also landsee Forklift Resumes. Your jobs could be varied, your experience and techniques vast, and it can be hard getting it all on paper. Its the next follow-up moving forward from your qualifications. Your truck driver resume must start out with a proactive career objective at which you can slightly touch on your major abilities or expertise to show your competency from the start. Every working professional has created a resume for their very first job sooner or later. When youre searching for work, in the event the hiring manager or recruiter can see youre a terri fic candidate for a job they will want to speak with you. If youre making a resume for employment and wish to come into the opinion of the hiring manager then you have to highlight your abilities. Getting the most of a resource that wont only help save you time, but is demonstrated to elevate your opportunity of scoring a work simply is reasonable. All you need to do is point and click. Understanding how to start can be the largest challenge and looking at examples can be quite valuable. One of the most significant reason is the dearth of probable resources. Every trade position has a particular set of skills which are required at work and its imperative that you highlight your technical training in your resume. Most times you are going to be provided a deadline for when youve got to have the coding challenge done by. Now, its not uncommon for someone to go in 1 industry to a totally new sector. Coding challenges are a typical way for recruiters to parse through a great deal o f applicants quickly. You just have to think about whats really crucial for a recruiter to see. You may also see Chef Resumes. Without one, you likely will not land an interview. You should learn as much as possible before you step in the interview. Preparing an accurate resume isnt a simple task Just sign up there, complete the details and your Resume is about to download. You can also see Resume Examples. Have A Headline The very first idea is to get a headline at the peak of your resume.

How Not to Treat A Job Candidate - Spark Hire

How Not to Treat A Job Candidate - Spark HireDuring the process of hiring, recruiters can expect job candidates to be polite, courteous and generally keen to make that all-important good first impression. However, it can sometimes be all too easy for a recruiter to forget that such formalities should extend both ways during an einstellungsgesprch its important to treat candidates with professional courtesy, as improper treatment could give a negative impression of your business to a star candidate who may decide to look elsewhere.With this in mind, weve decided to highlight the three common bugbears candidates have during the recruitment process, and how you can avoid themChoose your words carefullyOne way in which recruiters regularly mistreat candidates is by being dishonest with their choice of words. Making sweeping, generalised statements with no basis in reality is something to try and avoid at all costs. For example, telling a job candidate that they are the best for a partic ular position before meeting the remaining interviewees can provide a false sense of hope. While they might certainly be the best candidate youve met thus far, you can never be 100% until the process has been completed. Its much more sensible to offer positive words like you are in a strong position for this job as opposed to saying you are the best candidate. Other topics to avoid include uncertainty about salary prospects, a suggestion that your company doesnt do office politics and stressing that a candidates home life is as important as their working life.Be aware of your body languageAs any experienced recruiter knows, negative body language can prevent candidates from opening up to the point where you can accurately judge their qualities or even worse, it may make them uncomfortable, creating a negative atmosphere for both you. Things to avoid include drumming your fingers on the table and rubbing your face, or leaning back in your chair and clasping your hands, which can giv e off an impression that youre bored and uninterested. On the opposite end of the spectrum, smiling too much can also make your candidate feel uncomfortable, suggesting that something simply isnt quite right. A serious face after a brief welcoming smile is most likely to put your candidate at ease.Provide your candidates with relevant information prior to the interviewIf your candidates consistently ask you for the most basic of information about the company or job role, its likely that you arent explaining things well enough. Remember a good candidate means good business, so its important to explain the perks of the role and effectively sell your company. Not providing enough detail can leave candidates willing to turn down a job offer because they feel theres a lack of organisation, or simply dont understand the role clearly enough. Its also important to avoid turning the interview into a question and answer session keep things flowing more like a good conversation in order to le arn more about your candidates. While some candidates may be nervous or lacking the confidence to keep a conversation going, you should always refrain from totally dominating the interview process.Recruitment is not a task for the faint hearted and even if a recruiter is brimming full of knowledge, confidence and charisma, this does not prevent them from forgetting about simple etiquette. Try to keep in mind both your mannerisms and your job candidates and respond accordingly this is the beginning of professionalism in the industry and the difference between a successful employment process and failed attempt.About the AuthorOphelia Todd is a UoL graduate who studied Sociology. She has an active interest in journalism, but her thoughts are universal. Currently, she works with YourRecruit as an internal researcher.

Bad Management Behaviors

Bad Management BehaviorsBad Management BehaviorsWe all need to gripe about our boss now and then.And managers, youre kidding yourself if you dont think you are the subject of your employees dinner time conversation once in a while. It comes with the job. Most managers are decent, hardworking human beings with the best of intentions. But no manager is perfect, and sometimes stress brings out the worst of behaviors. Here is a list of things that managers do to annoy their employees. Managers, do an honest self-assessment or better yet,get some candid feedback and if you are doing any of these things, make a resolution to STOP doing it. Not being responsive to questions or requests.When an employee asks a question or makes a request, dont ignore it until they have to ask again. Be responsive yes, no, maybe, or let them know when you will have an answer for them.Forgetting what you have asked them to do. Yes, we all forget now and then, I know I aya do. When you do, it tells your emplo yee what you asked them to do may not really be that important.Assigning the same task to different employees.This could happen due to forgetfulness, or it could be setting employees up intentionally to compete. Both are annoying. Not setting an example(do as I say, not as I do).Leaders need to be role models, not hypocrites.Taking special privileges.For example, flying first or business class and having your team fly coach. There is a great leadership tradition in the military officers eat last. Its a good standard for corporate managers to keep in mind.Coasting. Some managers get complacent, even lazy, yet expect their employees to plektrum up the slack. If you are going to retire, dont do it on the job.Not pitching in in a crisis.All hands on deck means ALL hands, including the manager. While its true that managers should not be doing the work of their employees on a regular basis, the crew will sure appreciate when a manager pitches in and gets their hands dirty when needed. Ov erpromising and under delivering.This is another symptom of the Type A visionary manager who comes up with lots of big ideasbut rarely follows through with any of them. After a while, they losecredibility and trust.Not listening/multitasking. Employees know when a manager isnt paying attention, and its more than annoying, its disrespectful.Insensitively to signs of overwork. The manager that keeps piling it on, oblivious to the telltale warning signs that an employee is on overload and about to hit the breaking point. Fighting with and badmouthing your peers or boss.Employees want their managers to have positive, collaborative relationships with their manager and peers. If they dont, its the employees who end up suffering the consequences of a lack of resources and cooperation from their other departments.A lack of understanding or appreciation for the work. An often heard employee complaintMy boss doesnt have a clue what I do or how hard I workTaking credit, not giving credit.A sur efire way to destroy trust and loyalty. Inexcusable, justhorrible boss behavior unternehmensverbund back, not sharing critical info. Knowledge is powerMicromanaging. Ah, the number one thing a manager can do to annoy employeesNot addressing performance problems. No one appreciates seeing their coworkers get away with murder.Playing favorites. Its hard to be perceived as treating everyone fairly. One way to make it harder is to think you can be friends with your employees. Many managers think they can it usually backfires.Sending emails, texts, or making phone calls on weekends and evenings,and expecting an immediate answer. Employees need their own personal time, let them have it. Being cheap. Managers often have to tighten the belt, but there is a big difference between frugal and cheap. Frugal is staying at a less expensive motel. Cheap is making employees room together.Indecisiveness.Not making a decision, or taking forever to make a decision. Either way, the manager becomes a b ottleneck.Waffling.Similar to indecisiveness, but its like trying to please everyone and flip-flopping back and forth.Loose lips.Betraying confidences anotherway to erode trust.Being moody, emotionally volatile, and unpredictable. I once knew a manager that everyone always checked with his secretary to find out what kind of mood he was in for the day. She even developed a handy early warning system. Wont ever admit a mistake.The manager who is quick to blame others and point fingers with no humility.My way or the highway. The manager who insists on doing everyone the right way when its really their way.Not open to new ideas.The manager who is quick to shoot down new ideas, instead of being open to possibilities.Its all about me. The manager with a big ego, with little interest in their employees world.Not being available.The manager who is impossible to reach, always busy, and doesnt take the time to have regular one-on-one meetings. Abusing your power. Being a bully, in often is subtle ways, likemaking your employee wear funny hats.Being a buzzkill.When an employee shares good news or an accomplishment with the manager and the manager points out that the glass is only half full.Being a know-it-all.The manager that always has to one-up the employee to show them how smart they are.Yes, thats a good idea, and heres how to make it even better

A Promotion Announcement Letter is More Than a Pat-on-the-Back

A Promotion Announcement Letter is More Than a Pat-on-the-BackA Promotion Announcement Letter is More Than a Pat-on-the-BackWhen management writes a promotion announcement letter, there are many reasons for doing so. It allows the employee to be recognized for their achievement, and may put an end to possible rumors that have been circulating, but there are sound business reasons to make the announcement as well.How should an internal promotion announcement letter be formatted? To properly announce an employees promotion, either a human resources manager or the head of the department writes and signs the announcement. its usually formatted as a muster company memorandum, and should be addressed To all employees so that everyone receives the same information at the same time.What information should be included in the announcement? There are a number of significant points that should be covered so that the information is clear to everyone. They areThe individuals nameThe individuals pr evious experienceTheir new title and what theyll be responsible for in the new positionWho theyll be reporting toWhen the new position is effectiveWho will be assuming the duties of their previous positionIs it necessary to announce the promotion to anyone outside of the company, and if so, who?There are two types of announcements that may need to be made to outside contacts. The format for outside announcements is standard letter format on company letterhead.If, in their previous position, the employee had relationships with suppliers, customers, consultants, or any other business entity that may be effected by the change, those individuals or companies should be notified.In addition, an introduction should be made to the outside contacts the employee will deal with in their new position.Does the information differ when writing to contacts outside of the company? The same information provided in the company memorandum should also be included in the letter to those outside the compa ny, but with a different emphasis.Previous outside contacts will be more interested in the person assuming the individuals responsibilities, so including a little more information in this area will be helpful to both.Additionally, existing contacts that the promoted employee will be dealing with in their new position should be provided a little more detail about the individuals qualifications. Any change in contact information should also be included.While a promotion announcement letter is, indeed, a pat-on-the-back for the person receiving the promotion, it also serves a real business purpose by providing the same information to all parties involved. LiveCareers Cover Letter Builder can provide the inspiration you need to make the announcement positive and clear to all. Related Articles Apology Letter for Being LateApology Letter for Missing an InterviewApology Letter for Mistake at Work

These are the 6 types of mean men you should avoid at work

These are the 6 schriftarts of mean men you should avoid at workThese are the 6 types of mean men you should avoid at workThe rise of the mean man is an emerging problem in ur country and our workplaces.Mean men are people with entrepreneurial characteristics that have been taken too far. Some characteristics of entrepreneurs include a need for achievement, drive, being action-orientation, a need for autonomy, a desire for high levels of control, high impulsivity, suspicion of others, a predisposition to take risks, high self-confidence, and a high need for approval.When some of these traits are dialed up, we start seeing sides of people that can be dark and worrying - especially when that person is your boss or coworker.Here are six types of mean men1. The Two-FaceThe two-faced mean man is someone who has one side that is caring, empathetic, and patient. Then theres another side that can be problematic when it rears its head. An example of this type is Jerry Sandusky, the former Pe nn State defensive coordinator who was charged with sexual abuse.2. The OpportunistPeople in this category expect recognition and privilege just because of who they are. They are unscrupulous, amoral, and comfortable deceiving others to get who they want. The poster boy for this type is Lance Armstrong, the former cyclist who was banned from professional competitions after he admitted to using performance-enhancing drugs.3. The HotheadHotheads are famous for their adult tantrums. They attack other people, go into fits of rages, and show hostility. Harvey Weinstein, the film producer who produced Pulp Fiction, among others, is known for being quick to anger.4. The CowboyWhen someone pushes the propensity to take risks, you get the cowboy. These are risk junkies who often end up looking stupid rather than courageous for the risks they take. For example, former Uber CEO Travis Kalanick took outsized risks to build the organization, some of which have backfired.5. The DogmatistThis type is endlessly argumentative. They take great delight in contradicting you. Theyre less concerned with the logic of their reason and more concerned with frustrating or undermining the other person for control. Steve Jobs was an example of this type.6. Mr. DissatisfactionThis type feels like life hasnt given him his due. He feels deprived, and at his core, he remains insecure about his power. An example isDov Charney, founder and former CEO of the now-defunct American Apparel.How should you react to these people?1) What is happening right now? Take a second to detach and bring rationality into our emotional state.2) What are the facts? Assess your personal needs and summarize what is it about the way you were treated that bothered you and what you want to accomplish?3) What is he doing? Think about what specifically the person is doing to push your buttons. What is he doing that is triggering a negative reaction?4) What amIdoing? Dont blame yourself as the victim, but it can help to t hink about how youre responding and whether changing your reactions would help.5) What are my options here? Its important to create boundaries between you and people who can make you feel horrible or doubt yourself.In general, its better to not engage. If they call, let it go to voice mail. If they send you an email, dont respond rightaway. If they are parading around the workplace looking for someone who they can take their frustrations out on, go to the rest room or just hide for a few minutes until they leave. By taking subtle - and not so subtle - steps back, youre signaling to them that youre not a target for their games.Mark Lipton is a professor of management at The New School and author ofMean Men The Perversion of Americas Self-Made Man.As told to Kirsten Salyer.