why internal promotion causes friction?
960548
cause more than one person wants the job and they get jealous!
161086
for your surprise these secretary positions are the first candidate to be promoted to higher positions as to work levels no wonder they accumlate a huge information plus their job is a contenious school like invironment owners of many companies trust them more than their own family members.
443168
Whatever gives you gratification.  Money, Power, focus, status, involvement, coworkers, Boss, commute, nature of the job etc.  However, some people can't be pleased! They are complainers and complaning is what makes them happy. So if you have some of these make sure you give them more to complain about.  The more you give them the happier they are. They don't show it really but deep inside they are really happy.
473717
This may not help you a lot, but it shows these type issues have been around for a looong time.  And the thing about rotating people around as a band-aid to "help" isn't new either lol :)\n\nThis is a GREAT quote ......\n\n"We trained hard, but it seemed that everytime we were beginning to form into teams, we would be reorganized.  I was to learn later in life that we tend to meet any new situation by reorganizing; and a wonderful method it can be for creating the illusion of progress while producing confusion, ineffieiency and demoralization."\n\nPetronius Arbiter, 210 BC\n\nOBSERVATION.... I have never been directly involved in personnel&#92;staffing or strategic marketing and business focus issues but, as a past internal ISO 9001 program administrator for a multinational corporation, I have observed essentially the same symptomatic patterns as described by the first and third responder.  But... I would add this, some of the same patterns and phenomena can be triggered whether organizational change is needed, or, has recently been implemented.  This somewhat supports the comment from Citizen Arbiter. Go figure.
810133
You ask a very important question. I believe employees should be promoted on the basis of work experience but because I am the oldest employee where I work, I was over looked for jobs where I have more than 5 to 10 years worth of experience in jobs and was finally laid off as the department moved south.  Ageism is a problem that guys like myself face. Younger managers do not want older men working for them especially if they have a lot more experience than the younger manager.
85661
How about something like "has plenty of opportunities for advancement within your firm."  People usually like to hire someone who will want to move up as they gain experience. Promoting someone into a position is more effective for an employer than hiring and orienting a new person at each level.  If you are looking for opportunities, you are also expecting to stay awhile.  Turnover is a constant problem.  \n\nOf course, if it is clear to you that opportunities for advancement are very limited (for example, if the position for which you are applying is at or near the top already), then something mundane like "recognizes and rewards competent and faithful service."  \n\nThey are looking for something honorable and noble, something that is in their interests, not just a reference to being paid well and having good benefits!
924430
Yes, it is frustrating.  Happens all the time though.  Seinfeld even had an episode about it!  It seems that the more incompetent you are, the higher you move up!  It's frustrating for me to have a supervisor, who makes three times more than I do, ask me advice on what they should do - that's what they get paid the big bucks for!  Oh brother!!!
756829
Probably because the standard for "high morale" is always changing.  Managers are often not skilled and trained by the corporation, thus they don't know how to provide a good working environment.  \n\nSetting clearly understood goals, addressing negative issues immediately and recognizing everyone's contributions are 3 easy steps.  \n\nIf your managers don't get it, neither does the corporation.....
348933
You need to clarify your question - do you want to write to management to ask them to promote someone in your staff or are you asking for a promotion? And why does whoever it is deserve the promotion?
1136610
apparently there is a theory for change..\n\nNoone likes change at first .. \n\nThey say you ask for suggestions from the two team leaders to reslove the staffing problem.. People feel better when they are involved in a process\n\nThen you sell it as being a trial of an idea not a permanent change...
721896
Then it is time for you to get another job. I was in that same position at my last job. I got tired of seeing people who kissed a s s get promoted over me - did not have the skills, education or know-how, they just were favored.\nPlus, talking to management at any company and getting them to listen is like calling, 'Bueller, Bueller, Bueller..." you get my drift.
1150343
If they are good managers they don't. If they are successful, competetant and confident they know they are only as good as their employees. That's why good managers realize they actually work for you _ to be a point of escalation, to help resolve a problem, to get you on a good career path.  Lousy Managers, are threatened by good employees and that's where you get that disconnect. They want an escalation to make you look bad, or take over a problem because youcouldn't handle it.
604397
What about the quality? Maybe they think it's cheap but bad, and don't want to buy new ones again?\nYou also say someone else does the promotion. Do they do their job well enough, according to what you told them. Maybe you have to do promotion yourself or change promoters
577675
it probably it is the link between the firm's internal resource to the global environment.\n\nFor example, how can a firm utilize its human resource in global scale which adding value or creating sustainable competitive advantage
12563
More money (cash, stock, options, benefits) is the obvious answer. Other than that, anything to show appreciation. Put the employee in charge of choice projects. Give the employee a chance to leave a legacy by giving him training/guidance responsibility, or make him/her a mentor of younger employees, so s/he can pass on their knowledge. \n\nIn some companies there are "soft" but effective ways to show appreciation: feater the employee on a headline article on the corporate Intranet; arrange a lunch with the CEO, etc.\n\nMore importantly, however: I would try to establish why the employee doesn't want the promotion. Maybe the next management layer is seen as too "cutthroat"? Maybe the employee is afraid that he might be loosing his technical edge if he gets into management? Maybe there's considerable animosity vs. the "higher-ups"? If it's a reason like that, you'd better get started on an organizational improvement.
469871
I find it best to be very positive every minute of the day.  Sucking-up to the person who does the promoting also , sadly helps.  Don't gossip or listen to gossip.  Talk about events, places, things, but NEVER people. If you deal w/customers or clients, constantly go over & beyond the call of duty... it will get back to your supervisor.  Good Luck
200215
It forces the company to adopt a good employee manual and have it updated regularly; it also forces the company to establish an administrative system in which sexual harassment can be reported, investigated and dealt with.  Both require lawyers (or really good consultants) to help out.\n\nOn a practical level, I don't mean to be cynical, but a sexual harrassment case -- and the changes it causes, as above -- put a chill on collegiality.  Obviously, there are some kinds of "collegiality" you don't want.  But a charge of sexual harassment and the resulting changes can cause employees to adopt an unnecessarily formal / distrustful attitude.\n\n(My apologies for using 'collegiality,' I'm reasonably sure it's not even a word.)