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Again, you are assuming that this incident was the only thing that led to her firing. If she behaves like this in public, how does she behave and interact with

Again, you are assuming that this incident was the only thing that led to her firing. If she behaves like this in public, how does she behave and interact with individuals inside the company? It doesnt matter if she interacts with senior management. If I saw someone i never interacted with harass someone, as a manager, should I just let her direct manager deal with it? Absolutely not. HR would fire that person if it was deemed against expected management behaviour. Google even explicitly stated that she was fired for unexpected management behavior. You dont have to grasp a topic to know if someone is debating respectfully. I dont have to be a doctor to know that the person is an asshole if they act like an asshole towards me. I think lets just agree to disagree. Focus on the behavior. Not what she is writing about in her papers. And imaging someone acted like that towards you in a workplace. Imagine you are a CEO or a manager and someone comes to you and says 'Do x y or z otherwise im leaving'. Id be like wtf, sure, if thats how you deal with disagreements, cya'. Everyone is replaceable especially toxic people.

tmotwu 6y ago
I am only working with what has been corroborated by Google, her teammates, and Dean. There has been no indication whatsoever, thus far, by any account - anonymous or not - of her interactions OR behaviors being problematic in any sense with any single individual. Now, you have gone as far as making up imaginary hypotheticals and blatant accusations - that not a single person has made - of harassment. You are not a person who argues facts - only personal biases and feelings about how you perceive a twitter conversation went down - one that peacefully discontinued. How can you objectively comment on her behavior if you have never interacted with the person ever? This has been discussed in prior threads. A manager is well within his rights to act upon his decisions emotionally. Employees are well within their rights to express concern. If I work in a workplace with severe safety issues, I would most definitely demand an ultimatum for my personal occupational security. Managers DO NOT impulsively fire individuals unless they are mentally unable to navigate through a conflict. It's far more nuanced than that.

tmotwu 6y ago

I am only working with what has been corroborated by Google, her teammates, and Dean. There has been no indication whatsoever, thus far, by any account - anonymous or not - of her interactions OR behaviors being problematic in any sense with any single individual. Now, you have gone as far as making up imaginary hypotheticals and blatant accusations - that not a single person has made - of harassment. You are not a person who argues facts - only personal biases and feelings about how you perceive a twitter conversation went down - one that peacefully discontinued. How can you objectively comment on her behavior if you have never interacted with the person ever? This has been discussed in prior threads. A manager is well within his rights to act upon his decisions emotionally. Employees are well within their rights to express concern. If I work in a workplace with severe safety issues, I would most definitely demand an ultimatum for my personal occupational security. Managers DO NOT impulsively fire individuals unless they are mentally unable to navigate through a conflict. It's far more nuanced than that.