From readers - Letter to the Editor

HR Magazine, May, 2003

ADD Should Be Taken Seriously

In response to Rod Weiss's ill-informed reaction (March letters) to the December article "Focusing on ADD in the Workplace," I find it amazing that in the 21st century there are still people who discount the reality of mental illness. Attention deficit/hyperactivity disorder (AD/HD) is not simply an excuse for inappropriate behavior. It is a medical condition not unlike diabetes or cancer. Weiss's attack on the use of medications in the treatment of AD/HD is completely out of line. These medications have proven safe and effective for years.

Admittedly, there are segments of the population that would like to use alleged medical conditions as excuses for poor performance. However, that is the exception and not the rule. AD/ND patients don't want this condition, but they are forced to live with it the best they can. As employers we should be supportive of their challenges rather than dismissing them as mere foolishness.

Mariane Smith

Pittsburg, Calif.

How dare Rod Weiss pass judgment on prescribing drugs to children diagnosed with attention deficit disorder (ADD). It was definitely not "tragic" that my son was prescribed Ritalin. As a matter of fact, it was a life-saver. After a year of testing and trying to figure out what was wrong, we made the difficult decision to try medication. I would definitely not call it tragic that he then was able to learn how to read and we were able to read his handwriting. That was in the third grade. He's now in 10th grade and attempting to function without the medication. We support him on that decision.

Weiss needs to realize that the symptoms of AD/HD are not laughable. They are real and they affect people every day. As an HR manager, I would be more than willing to work with a manager and employee who were trying to determine if there was an issue with AD/ND.

Maureen Goergen

Shoreview, Minn.

I was saddened to read Rod Weiss's letter in the March issue. Having a family member with ADD, I can attest to the fact that it is not as simple an issue as Weiss implies. The issue of AD/ND revolves around, among other things, attention span, not "attention," as he states in his letter. Children and adults with ADD aren't looking for attention to "make them feel appreciated." That's just plain silly. Rather, they have short attention spans, often lack social skills, may also have learning disabilities and face daily challenges that are far from "laughable."

Anyone interested in learning more should check the CHADD (Children and Adults with ADD) web site at www.chadd.org.

Hazel Brutsche

Arlington, Va.

Other Execs Should Rotate into HR

Robert Grossman's article "Putting HR in Rotation" (March) was an other great example of HR Magazine reminding HR professionals that they are first and foremost business leaders. Exposure to other business disciplines is a great first step. However, I would challenge HR professionals to understand the nuances, not just the fundamentals, of how other areas of business function. Often, it is difficult to truly understand other disciplines' leaders' thoughts and partner in decision-making unless we have been in decision-making roles outside HR.

By the time I graduated from college with psychology and sociology majors, I knew I wanted to try and motivate people and initiate positive corporate change through a career in HR. However, it took nearly a decade studying business as a warehouse manager, financial consultant and MBA student before I had the confidence to finally move into HR and tackle what are arguably the most complex business issues most companies face.

As Grossman notes, it is great that General Electric and a few other progressive companies are attracting and developing HR talent that then moves into other areas of the company. The next step will be for HR to attract top performers from other areas of the business. Given HR'S exposure to all areas of the business, where else does a strong performer with broad business views have as much potential to drastically impact a company's success?

Rebecca Oettinger, PHR

Doylestown, Pa.

Recent Article Topics Low on HR Agenda

Last month I held my comments when you featured an article ("Off Duty Out of Work," February) on a trucker who was terminated by an employer because he enjoyed dressing as a woman.

However the March magazine again sports an article, trumpeted on the cover, focused on the rights of individuals to have protected status based on their sexual identity Are you trying to create an agenda, or reporting on important human resource issues of our times?

The cover story last month was ridiculous. When I showed this to professionals in my organization, the reactions ranged from chuckles to nods of disbelief. These reactions were elicited because a purported professional journal deemed a lost court case on the absolute fringe of normalcy to be front-page status.

This month you advise us that "sexual identity protections [are] gaining in workplace policies," clearly implying that your position supports these "gains" as good and healthy for corporate America. I won't debate the issue, but I will firmly assert that this is not the issue among many important ones that we could be spending valuable time and political energy fostering interest in and action toward.