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Politics of Management Job Cuts
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<blockquote data-quote="UPS Lifer" data-source="post: 669722" data-attributes="member: 9789"><p>Sober, </p><p>With all due respect - you have a lot of wisdom - sometimes I agree with you and sometimes I don't; probably because your perspective is more from a non-management insight. The one part of this you are not privy to is the management insight. Yet you tend to provide your insight as if you have performed the job or been on the inside. Any information you get from management is colored from their point of view. </p><p></p><p>Remember there are three sides to a story. I did a lot of district and region investigations. There is a different version of the truth where ever you look and then there is the absolute truth which may be VERY difficult to get to. </p><p></p><p>Here is my take on your points: </p><p>(Again - just another perspective) JMO</p><p></p><p>9) Finding the right fit for an operation should not take more than two moves in 6 months. Anything more than that is poor management placement.</p><p> </p><p>10) This won't be any different than it is right now! Period - The basic framework or cornerstone placement has already been formulated. The good guy is not going to change and the bad guy is still bad! Simple as that!</p><p></p><p>11) Again - see number 10 - This is already going on with the bad guys. Leopards don't change their spots!</p><p></p><p>12) This is insane. I have been involved in high level management "dart throwing". These managers and supervisors have career development portfolios that show what their skills are, what their experience level is, .. etc. </p><p>You might be surprised at how well the decision makers know their managers and supervisors.... from the district manager on down to the division manager.</p><p></p><p>Again the next level of management knows what these people bring to the table. </p><p></p><p>Remember - you are hearing and seeing one side of the story... </p><p>and don't forget the 5% talked about earlier. 5% of ALL employees should not be working at UPS (or anywhere else!). This is not going to change.</p><p></p><p>13) Complete fabrication. All management are given opportunities and provided coaching and counseling. If they don't have the skill level or ability to learn they move from being an asset to becoming a liability. Mid/upper level management places these folks in positions of less responsibility or in positions where they will be moderately successful with the skill set they possess. ... and then there is that 5% LOL!</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 669722, member: 9789"] Sober, With all due respect - you have a lot of wisdom - sometimes I agree with you and sometimes I don't; probably because your perspective is more from a non-management insight. The one part of this you are not privy to is the management insight. Yet you tend to provide your insight as if you have performed the job or been on the inside. Any information you get from management is colored from their point of view. Remember there are three sides to a story. I did a lot of district and region investigations. There is a different version of the truth where ever you look and then there is the absolute truth which may be VERY difficult to get to. Here is my take on your points: (Again - just another perspective) JMO 9) Finding the right fit for an operation should not take more than two moves in 6 months. Anything more than that is poor management placement. 10) This won't be any different than it is right now! Period - The basic framework or cornerstone placement has already been formulated. The good guy is not going to change and the bad guy is still bad! Simple as that! 11) Again - see number 10 - This is already going on with the bad guys. Leopards don't change their spots! 12) This is insane. I have been involved in high level management "dart throwing". These managers and supervisors have career development portfolios that show what their skills are, what their experience level is, .. etc. You might be surprised at how well the decision makers know their managers and supervisors.... from the district manager on down to the division manager. Again the next level of management knows what these people bring to the table. Remember - you are hearing and seeing one side of the story... and don't forget the 5% talked about earlier. 5% of ALL employees should not be working at UPS (or anywhere else!). This is not going to change. 13) Complete fabrication. All management are given opportunities and provided coaching and counseling. If they don't have the skill level or ability to learn they move from being an asset to becoming a liability. Mid/upper level management places these folks in positions of less responsibility or in positions where they will be moderately successful with the skill set they possess. ... and then there is that 5% LOL! [/QUOTE]
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