Mouse in the House

There is a mouse in my house.

As I sat in my living room talking with a friend I saw it scamper behind the bookshelf. 

Yes, I understand conventional wisdom that if I have seen one mouse there are several more in hiding.  I, however, am focused on the one mouse that showed its face in my space. 

It’s late – most stores are closed – to Amazon.com I go.

I type “mouse trap” into Amazon’s search engine and receive 2,789 results.  

It’s unlikely Hasboro’s Mousetrap game is going to be of much use in this situation, so I opt to narrow the search. 

Under “Home & Kitchen” there are 595 results for “Mouse Trap”. 

I must say, after nearly five years without spotting a single mouse or any sign of mice, I have been unaware of innovative ways people have created to catch and/or kill mice. 

Live capture traps, electronic traps, glue board traps, standard/classic snap traps as well as sonic pest chasers if you simply want them to move to the neighbor’s house.

Apparently a lot of people have taken to heart Emerson’s quote, “Build a better mousetrap and the world will beat a path to your door”.

The traps selected have arrived.  I have set three and am hopeful this will be a short-term project. 

Why am I sharing this with you? 

A self-professed HR geek, I realize that I want to get rid of these mice in much the same manner that many managers want to get rid of “problem employees”.

• I don’t want to see them suffer.
• I don’t want others in the space (in this case, my dog) to be negatively impacted. 
• I don’t want to handle the messiness of it all and would like very much if someone else would do the dirty work.
• I really wish they would just go live somewhere else.

The thing is – while I can find a no-view, no-touch mouse trap, not getting actively involved in proactive performance management with direct reports is definitely not the way to go in the workplace!

Would love your thoughts!

May all Your Endeavors be Insightful,

Nora A Burns, SPHR

Twitter:  @NoraBurns

Nora A Burns, SPHR is founder of Insightful Endeavors International, Inc a Denver based firm specializing in team selection and development.  She has over twenty years experience in human resources and organizational development and is committed to helping organizations large and small build and develop effective teams to drive bottom-line results.  She is a member of the National Speakers Association (NSA), the Society for Human Resource Management (SHRM), American Society for Training and Development (ASTD) and The Center for Association Leadership (ASAE).

Legal Discrimiantion Based on Religion

This week the US Supreme Court declined to hear a case that pitted three former employees against World Vision Inc.  By refusing to hear the case, the Justices have essentially affirmed the lower court's decision allowing World Vision to use religion as a component of employment decisions.

Yes, you read that correctly.

At the heart of the case is the fact that World Vision is a faith-based humanitarian organization and as such reserves the right under the Civil Rights Act to hire and retain only those employees who hold the same religious beliefs.  The organization doesn't keep this practice a secret, on the "careers" section of their website it states:

"Who You Are:
You are a committed Christian eager to put your faith into action every day as you use your life to make a tangible difference for children in need. ...... 

You are an experienced, results-oriented professional excited at the prospect of using the unique gifts and talents God has given you to help children and families in need. World Vision U.S. hires only those who agree and accept to its Statement of Faith and/or the Apostles' Creed."

 As a faith-based humanitarian organization, World Vision has the court's permission to discriminate in hiring based on religious affiliation.  This is not something you should consider as a private organization as you would not have the same dispensation.  Furthermore, just because an organization can legally discriminate, I personally wouldn't recommend that they do so.

First, this could be a PR nightmare for World Vision.  Time will tell what the overall effect of the press on the case is.  

Secondly, it could result in a loss of funding for the organization as non-Christians who have donated in the past opt to put their financial resources to use within other organizations that do not have the same employment practices. It's possible - I'm uncertain how large of an impact this will have.  May be an interesting case study for people in the non-profit arena who study such things.

Thirdly, I absolutely, fundamentally believe in building a diverse and inclusive workforce.  By bringing together people who look at the world through different filters we are able to create more innovative solutions.  An inclusive workforce brings out the greatest brilliance of employees as fear isn't keeping ideas in the shadows.

As such, I find some irony in this portion of their "Who you are" statement on the career page:
 "You recognize the importance of working together with diverse partners--including individuals, churches, corporations, and governments"

It's worth noting, that there are faith-based humanitarian organizations the do not choose to utilize their right under the Civil Rights Act to discriminate based on religious affiliation.  Habitat for Humanity, for example.

As a long-time volunteer with Habitat, I am well aware that while they are a Christian-based organization, you do not need to be a Christian to (a) Be a Habitat Homeowner, (b) Volunteer with Habitat or (c) Work for Habitat as an Employee.

Volunteering with Habitat I have worked alongside Christians, Buddhists, Agnostics, Atheists and Jews and those are only the religious affiliations I've been made aware of - I am certain others have been present on builds as well. 

Similar circumstances - different approaches.

What do you think?  Would love to hear your insights as a hiring manager, job candidate, supporter of non-profit organizations and member of the community at large!


May all your Endeavors be Insightful,

Nora A Burns, SPHR
Insightful Endeavors International, Inc