Korean Job Discussion Forums

ratslash · Joined: 08 May 2003

ignore him.

or

get everybody to be really cold towards him. kind of like, flash mob your coldness!

or

tell him to back off.

William Beckerson · Guest

I can teach you how to deliver a devistating Angle Slam to the guy

Seoultrader · Joined: 18 Jun 2003 Location: Ali's Insurgent Inn, Fallujah

desultude · Posted: Tue Sep 09, 2003 6:28 am Post subject:

CanEducator said:

William Beckerson · Guest

The lot of you threatening to walk out would do it.

Squid · Joined: 25 Jul 2003 Location: Sunny Anyang

From Squid the delegate:

Finding behavioural problems in a co-worker?

1. Keep a written record of instances of disturbances, those present and the date and time. Keep it brief and as objective as possible.

2. At the soonest possible date after a disturbance, get the written record signed by those affected and give it to your supervisor. Do not make any suggestions to remedial action.

3. Respect whatever outcome is then reached.

Keep posting problems like this and I'll keep offering the same advice: WRITE IT DOWN.

Yours helpfully.

CanEducator · Joined: 27 Apr 2003

Desuetude: Another suggestion is to document the co-worker's behaviour. Be as accurate as possible, with a succinct description of specific incidents and behaviours, what people were present, and dates/times whenever possible. If translated as well, get the translations to be simple and clear. Describe specifically the effect the person is having on others. You could write it up as a group, and hand it in to the person in authority as a group.

If this is a long-term situation and documentation procedure is repeated several times, hopefully the person/people in authority will take it seriously. From my past experience in an academic program in Korea, the people in authority understood the context of how seriously unwell one specific person was after a certain amount of time had passed. The person's contract was not renewed.

If documentation is not workable for this situation, think of what will communicate effectively to the supervisors that the situation is serious and needs to be addressed. Contact EFL.Law and see if they have any suggestions. They may have been asked about similar situations before. It's a sad burden for you to have to do something like this at all.

CanEducator · Joined: 27 Apr 2003

Squid- You and I must have been on the same brainwave, I just posted my response and saw yours! Cheers!
Good luck Mika and Desuetude.

VanIslander · Posted: Tue Sep 09, 2003 6:38 pm Post subject:

I'd usually take BTM's tact and suggest one speak with the offender directly. However, if my university feminist friends taught me anything it was that there's a serious power imbalance and intimidation factor when the guy is acting offensive in the workplace. Imagine how much more so in the hierarchy of Korean man-woman relations!

I suggest Mika, as a Korean woman, might feel more comfortable talking to the foreign teachers about this before confronting the man or complaining to the boss. The foreign teachers, men or women, have more influence than she does, and any actions THEY demand, under the banner of solidarity, will get immediate results. Not by giving a longterm series of general complaints but by stating the problem, demanding a solution, and reaching a resolution with the offender and the director.

desultude · Posted: Tue Sep 09, 2003 6:42 pm Post subject:

Yeah, we are all working on this. Our one big hope is contract time. But we are not convinced that he won't "show a good face" long enough to convince the admin. that he has had a change of heart. Several of us have made it clear that we won't return if he does. Its too bad, because it is a great gig otherwise. It seems like actually firing someone takes something like rape or murder.

Medic · Joined: 11 Mar 2003

Anybody tried to find out what he did before he came to Korea? Might give you some insight.

Another thing. Ask him where he graduated from. Could be he has a fake degree. Employment agencies supply people with bogus degrees before they send them over here. If this is the case, he might convicingly string you along, but it wouldn't hurt to do some checking.

Daami · Joined: 27 May 2003

...yes, yes... all good advice.

But really... are you sure it's white eyes or WIDE eyes?

...just buggin' me is all.

Squid · Joined: 25 Jul 2003 Location: Sunny Anyang

Just thanks to Caned. for the backup on this thread- and a note that in this highly rigid and male dominated (sic.) heirarchic society, as a poster mentioned, ink on an offender is noticed and is usually actioned. Hearsay is often dismissed.

Though I have seen the other side of this situation, that perhaps a newcomer to a workplace has caused friction with his or her blunt style of communication or the misunderstanding of colleagues generally due to his or her behavior it seems this may not fit into those categories.

Whatever- I forgot to mention the obvious, when taking a documented record, always keep a copy- and distribute one each to signatories.

I hope OP's situation is resolved soon.

Squid, seen too many of these.

Medic · Joined: 11 Mar 2003

Regarding previous post.

If perchance your freaky waeguk has a bogus degree, blackmail him with it saying you will turn him in if he doesn't watch his Ps and Qs.