Monday, November 2, 2015

Thermotron-- Very Best Of -berry Wright-- thomas bannach replacement field service



THERMOTRON THOMAS BANNACH HOLLAND MICHIGAN WHORE

indeed — thermotron — ask what and who is your co worker– thomas bannach and Gregory V Johnson bragged that they libled and slander their co workers– Dean tripp said thomas bannach was always  trying to “build a case against” his co workers–
Gregory v johnson was fired for robbery thief and embezzlement — from the next company ENSECO by randy Bunn– and they had to go to his house on the weekend — because they could never find him–on the job
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AT thermotron — thomas bannach and he–  drove out all his co workers–  becasue at thermotron pobbery thief and embezzlement was considered “normal”

Dean Tripp said they like “people” who — are like this

and Hil Sybesma said — it’s called “working-the system”

6.
 Gregory V Johnson , age 55
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Name/AliasesHas lived inHas worked atHas studied atRelated toDOBPhoneAddress
Gregory V JohnsonCitrus Heights, CA
San Jose, CA
Carmichael, CA
April Duvall
Carolyn Wheeler
Michelle Olivas
intelius.com

thomas bannach when he was the west coast manager — he said Roger cannady and associates, let him do his “own thing” and besides he “pay–ed his dues”  when he worked for Bob –less– Wiley
and Bob Wiley told his “inner circle ” that  they could lie to him — about the co-workers — on the job so long as they didn’t get him in trouble —-
thomas bannach said every service technician was a manager and they could lie cheat steal embezzle defraud their co workers and the customer a little bit “every-Day”

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so long as they did it behind their back— because  every one he know is like that!!!
This allowed Thomans bannach to defraud 90 % of his co workers— and drum then out!!
Dean tripp said thomas Bannach was a lier and thief when he worked for him– and then he really didnt have good character–
BUT Mark Strain — said Bannach was the “most honest — lier slander and thief ” that he has ever met!!
When thomas bannach — asked an employee– if they wanted to go into management at thermotron– that Emoloyee– said — hell no– you r a lier anc sheat– why would i want that??
Thomas Bannach said “it OK to be currupt and lie cheat and embezzle” because every one is like that !
Gregory V Johnson in the San Fransisco office– agreed with his and spent 3 years robbing the customers and defrauding his co workers–
then Berry Wright — who replaced thomas bannach as a west coast manager– said to his co-workers– Gee don’t you think thomas Bannach is a nice guy???
the answer of ” nooo tom B is a liar deceiver and a slander thief and pervert “protector”
Welll Berry Wright only lasted about a year.

4 comments:

  1. Don't Bullsh*t Yourself!
    Crush the Excuses That Are Holding You Back
    By Jon Taffer · 2018

    OverviewGet the bookMore by authorSimilar books

    ISBN:9780735217010, 0735217017
    Page count:224
    Published:March 13, 2018
    Format:Ebook
    Publisher:Penguin Publishing Group
    Language:English
    Author:Jon Taffer

    :At thermotron Bob Wiley motto was it didn't matter so long as you didn't get Wiley in trouble.
    John tembrink said bob was as smart as a fox 🦊. because he believes my lies .
    Tom Patterson said he didn't want to say anything about the embezzlers and liar's cuz they will attack you. Gregory V Johnson said it doesn't matter what you say about your co workers.
    Tom bannach said it A ok to lie cheat defraud your co-workers and the customer . Because everyone is currupt. And Tom bannach defraud all his Co workers.
    Dean Tripp said he would lie about everyone.

    Jim Mullen: Rewarding bad behavior: Abusers, cheaters get ahead
    Posted Apr 11, 2019 at 4:00 AM


    Somewhere today, there will be breaking news that a well-known and/or powerful person has been accused of abusing an employee, co-worker or romantic partner. So here's the question: Did their bad behavior only start after they became well-known or powerful?

    It seems much more likely to me that they didn't become abusers when they became powerful, but that they became powerful because they were abusers.

    Think about it — isn't the most conniving, evil, creepy, abusive back-stabber in your workplace the one who's most likely to get promoted? Isn't the guy or gal who takes credit for your work, who cuts corners, who breaks the rules and sucks up to the bosses the most likely to skip a grade?

    If this is true, then serial abusers are more likely to climb the corporate ladder, the church hierarchy or the military ranks than their more worthy co-workers. How else to explain the college bribery scandal — not to mention the political scandals, church scandals, corporate scandals and Hollywood scandals that are all happening at the same time? How is it that so many ethically challenged people have risen to the top of the heap over the good and decent ones?


    Cream no longer rises to the top. At best, it's tolerated down at the bottom. After all, somebody has to do the work while the abusers focus on getting ahead.

    So often we hear about famous, powerful people making life miserable for everyone who works for or near them that it's easy to think

    ReplyDelete
  2. Desert Sun, 14 February 1978 — George Van Tassel Dies [ARTICLE]
    Feb 14, 1978 — Van Tassel, 67, died Thursday in Santa Ana w hile printing a publication and visiting friends. He was a 30-year resident of Landers, and created ...
    https://www.bostonglobe.com › story
    Hey, Earthlings, time to fire up that Integratron! - The Boston Globe
    Aug 30, 2018 — In late August 1953, George Van Tassel, an aeronautics engineer who once worked with Howard Hughes, was sleeping

    ReplyDelete
  3. Ask “How did you cope in that culture?” This question will provide insight into several character traits of the candidate.

    Did they persevere through the tough times or quickly bail? Did they stay enthusiastic or did their attitude sour and harm their co-workers? When describing the experience, do they exhibit kindness? Are they overly bitter or are they mature enough to realize they learned something from the experience? Near the end of your interview process, detail your company culture.

    2..Put it in writing. Prior to the final interview (where we discuss our aversions of the candidate and they detail their aversions of my organization), we give candidates documents that detail our company’s culture plus an introductory letter from the company president. Here’s a passage from that letter: “If you ever feel we are not adhering to the concepts outlined here with you or anyone else, we would truly appreciate you making us aware of it. If you don’t understand the reason behind an action or policy, or you don’t believe appropriate changes are being made — and your supervisor is not able to adequately make changes that align with our principles or help you to understand why we are doing what we do — please let me know. We are striving to make this a fair and safe work environment where high-character, self-governing, independent-thinking people thrive — both at work and in life.”

    Set them up for future reference on your company culture. The communication technique of Set Them Up For Future Reference — I convert it to the fun acronym STUFFR — consists of identifying and understanding a potential problem and discussing it with the candidate in advance. You also need to note the candidate’s (and your own) exact words and commitment to not failing.

    My company doesn’t care if someone generates a zillion dollars in new revenue.

    3…If that person doesn’t treat co-workers right, we don’t want that person on our team. Here’s what I say to candidates: “You can take what I’m about to say to you two ways. You can take it as me wagging my finger in your face saying, ‘We have a bunch of good, honest, kind, hard-working people here.

    Don’t screw it up.

    I’ll throw you out of here because I don’t want one person ruining it for us.’ Or you can take what I’m saying as our company making a commitment to you that you don’t have to tolerate anyone screaming, yelling, swearing, or belittling you.

    If someone breaks the Golden Rule, let me know and we’ll put a stop to it.

    Are you OK with that?”

    Finding candidates who fit your company doesn’t have to be a mystery or guessing game.

    If you execute the above questions and conversations during your interview process, you’ll hire employees who will enhance your organization’s culture

    ReplyDelete
  4. Do liars assume that other people are liars too? Does anyone else feel disgusted when someone tries to make you seem like you're lying when you definitely aren't?
    Why would someone get angry at you for feeling hurt, after they have done something hurtful?
    Let’s assume the POV of the aggressor for a moment, easier to see it from that frame.

    My name is Narciss, I’d like to think highly of myself.
    Some random thoughts, or events, contradict my idealized self-image.
    Hinting that I made a mistake, or that I don’t know something can suffice.
    I feel shame, which awakens old feelings of shame
    these are subconscious ‘toxic shame’ or ‘narcissistic injuries’.
    I cannot deal with this emotion, it overwhelms me by threatening my ideal beautiful self.
    I project my shame onto whomever I can ascribe any misstep to, it will do
    I’m fine again, my self image is pr

    Why do people that often don't tell the truth (liars) accuse honest people of lying?
    Why do liars get upset when you accuse them of lying?
    Can being completely honest become something bad? Or when is it okay to lie?
    How do people get drawn in by liars? Have you ever justified a lie to yourself? Why do people ignore lying even when the liar is caught in act of lying?
    I don't know what am I feeling right now. I just feel so empty, sad and misunderstood. What is happening to me?

    ReplyDelete