Everyone knows the secret except the boss. He's a jerk. Watching Michael Scott, the self-absorbed boss of a paper company on NBC's hit show, "The Office," can make you a little uncomfortable.

Either you've worked with a Michael or you just can't believe it when a visitor comments on his receptionist's attractiveness and he blurts out: "You should have seen her a couple of years ago."

Although Michael's office is Dunder-Mifflin, a paper company in Scranton, Pa., the scenes from the awkward Christmas party gift exchange and paper football contests can translate to any workplace with a crusty coffee pot.

Rick Galbreath loves the complexity of the show and doesn't miss a single episode. The human resources consultant is embarrassed to say he's watched several more than once.

"I'm drawn to it. 'The Office' to me is like a good cry to my wife. It's therapy. I look at it and say, 'Wow, my life's better than that.'"

Bryan Kendall of Normal is a special education teacher who doesn't work in an office environment but has watched the show, in its third season, from the beginning. He describes it as "mindless fun" that makes him laugh out loud.

"At first you're kind of leery of what's going on, but it grows on you, like a fungus. It's the whole political incorrectness of it."

While he used to watch it alone, his wife, Lisa, has been pulled in by the developing romance between nice guy Jim and Pam, the sweet office receptionist who recently called off a two-season engagement with a warehouse worker.

"There's a little something for everybody," he said.

There are a few characters you'd never want to carpool with - Angela, the ultra-conservative who always has to be in control, and Dwight, the brown-nosing boss' assistant with a superiority complex who's often the butt of jokes.

John Gregory of Gibson City, a customer service representative, said he's never had a boss like Michael but he's bumped into plenty of Dwights, "the person that you can tease and get the best reactions from."

And did he ever contribute to that?

"When I was younger," he said, with a chuckle.

One of the reasons we're so attracted to the show is because it's not a stretch to relate to the characters, said Galbreath, president of Performance Growth Partners Inc. in Bloomington. Fifty percent of people say they've left a job because of a bad boss; 80 percent describe a "cultural mismatch."

"Most organizations ought to apologize to their employees because they owe them one," he said.

Taking a closer look at some of the stereotypes profiled on the show, he offered advice on how to deal with them.

Michael Scott - boss

Who he is: He sees himself as the business sage and office comedian and he's wrong on both counts. A lonely, unhappy guy, he was unprepared for his leadership role. Although he desperately wants to be everyone's friend and be invited to the party, his gregarious personality and awkward attempts at humor cause others to wince and avoid him.

What you can do: Work on the relationship by being truthful, patient and kind. Look for the spark in him. Avoid pettiness and release grudges. If you feel you've been treated poorly, show courage. Approach him, explain what happened and how you felt about it. The average boss will apologize. Bullies will continue the behavior and your only choice may be looking for another job.

Dwight Schrute - office suck-up

Who he is: Pretentious and socially awkward, he values himself by his title because he has nothing else in his life. Lacking self-esteem, he's a loner who becomes the target for office jokes and is painful to watch. Although he craves authority and cares deeply about his work, he's not particularly moral and will do anything to protect his title. On the positive side, he is a loyal friend to his superior.

What you can do: Limit your contact with this one. You can't fix the Dwights and it's foolish to try. Report to the position, do your work and go on with your life.

Angela Martin - ultra-conservative devout Christian

Who she is: Conflicted and controlling, she's judgmental, extremely competitive and not terribly competent or happy. When she has the opportunity to do the right thing, she may look the other way. She's the party planner and will be most upset if someone else steps in.

What you can do: Yield, don't try to take anything away from her. Realize she wants to be in control because she doesn't think anyone else can do it the right way. Treat her with respect and acknowledge that she obviously takes her job very seriously and does it well. Move slowly and carefully.

Jim Halpert - nice guy

Who he is: Comfortable with mediocrity and stuck in neutral, he's the hard worker who's afraid to succeed. He can be trusted and is extremely influential but isn't trying to climb any ladders. He's a great guy to work with and nobody will say a bad word about him but when he retires, he may blurt out that he was always bored out of his mind.

What you can do: Realize this is the person who could and should lead the organization but he hasn't been encouraged to take on the challenge. Serve it up to him. Tell him you see his potential, that he has what it takes. He's not after the money, but a smart organization will make it worth his while.

Phyllis Lapin - office gossip

Who she is: An introverted motherly type, she keeps a knitting bag close by and is often embarrassed by Michael's crude jokes. She tries to draw herself into the inner circle with girl talk and gossip.

What you can do: Admit gossip is normal. It's a way to feel connected and the rumor mill serves a function - it's often extremely accurate. Very few are malicious gossipers. If the gossiper starts off with a complaint, listen, ask for a solution and then move on. Most people just want to be heard.

---

Boss material?

Most bosses don't have a true picture of how they're perceived by employees. For a little insight, take this quiz, answering yes or no.

• All employees generally dislike work.

• The best motivator for your team is money; it's what brings them back every day

• Keeping emotions out of the management process has served the operation well.

• Your staff prefers to work as a team so that individual accountability is lessened.

• As much as you would like to, you just don't have the time to spend talking to employees.

• You encourage feedback from a suggestion box or other anonymous method.

• You live for the weekends; the job is just a paycheck.

• You don't believe outsourcing can happen to your company.

• Regular team meetings can't be justified because they take too much time and decrease productivity,

• Your current management position isn't very influential, but when you move up the ladder, you can make a real contribution.

Scoring: Give yourself 1 point for every time you said no.

10 points: Excellent. You'll be running the show in no time.

9: Brilliant. You obviously see your employees as an asset.

8: Solid. You have the right attitude and the team will see that.

7: Well done. You know people and their needs.

6: Good. You recognize the power of your role.

5: Fair. Maybe it's time to rethink your management strategy.

4 It's definitely time for an attitude adjustment.

3: Change or die (metaphorically). Things aren't good but it's not too late to make changes.

2: Do something significant that will be viewed in a positive light or your employees will leave,

1: It's time to consider a new job where you do not manage people.

0: Ever consider a job as a bounty hunter?

SOURCE: John McKee, a business coach and author of "21 Ways Women in Management Shoot Themselves in the Foot"

---

Becoming a better boss

Managers: Here's some practical advice on how to make life better for yourself and those who work for you.

• Give credit where it's due. One of the biggest complaints about managers is they're glory hogs. One of the fastest ways for a manager to become disliked and disrespected is by stealing the credit for individual or team efforts. Share accolades.

• Have an open door policy, really. Meetings and technology can distance you physically and emotionally from your team. Yet, one of your primary responsibilities is knowing what your staff is doing and helping them do it better. Stay visible and accessible by not only welcoming them into your office but by walking around and talking to them on their turf.

• Appreciate face value. Avoid hiding behind technology. The most effective managers communicate with their staff in person whenever possible. Technology doesn't help energize people or make them feel like they're a part of the team. There is no substitute for face time if you want to get things done while cultivating a positive spirit.

• Be firm but fair. Every office has its brown-nosers and everyone knows who they are, except the boss. If your team thinks you're allowing others special privileges or you're too naïve to recognize being manipulated, you'll lose respect quickly. Debrief your team as often as possible so they understand why you do things a certain way or made a certain decision.

• Find and maintain life balance. Life's pace can cause you to lose your humanity. Giving all your energy to the job at the expense of your personal or family life is a recipe for disaster: high stress levels and low energy, loss of attention span, patience and tolerance. This leads to low morale and decreased team productivity, along with an increase in turnover. When you are frustrated and wound tight, your staff truly feels your pain.

SOURCE: John McKee, a business coach and author of "21 Ways Women in Management Shoot Themselves in the Foot"