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UPS Union Issues
Scabs complaining about the steward not representing them
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<blockquote data-quote="TechGrrl" data-source="post: 977237" data-attributes="member: 4932"><p>Can't speak to YOUR experience in YOUR career, but MY experience in MY career was that prior to going public, local district management had a lot of flexibility within the constraints of the policy book. I was personally involved in a lot of innovation in operations and technology that made a difference in the way UPS did things.</p><p></p><p>Also, compensation, at least among the management ranks, was far more responsive to the individual's demonstrated ability to stand out and create excellence.</p><p></p><p>By the time I retired, most of that flexibility in compensating people had disappeared. Today, it is even worse. The "bell shaped curve" is FORCED onto even the smallest work group, where its validity is not just questionable, but completely bogus. The "value" of people as measured by the QPR, which feeds directly into the compensation plan is FIXED beforehand, and pretty much bears no resemblance to actual results of any individual. And even a district manager has MINUTE ability to influence the outcome. In any non-operations workgroup, where "value" is in the eye of the beholder, it quickly devolves into a purely political contest of butt-kissing, and "don't rock the boat!"</p><p></p><p>So, again, I say that individuals have very little ability to negotiate a better deal for themselves in a large corporation, based on real life observation and experience. Your Mileage May Vary.</p></blockquote><p></p>
[QUOTE="TechGrrl, post: 977237, member: 4932"] Can't speak to YOUR experience in YOUR career, but MY experience in MY career was that prior to going public, local district management had a lot of flexibility within the constraints of the policy book. I was personally involved in a lot of innovation in operations and technology that made a difference in the way UPS did things. Also, compensation, at least among the management ranks, was far more responsive to the individual's demonstrated ability to stand out and create excellence. By the time I retired, most of that flexibility in compensating people had disappeared. Today, it is even worse. The "bell shaped curve" is FORCED onto even the smallest work group, where its validity is not just questionable, but completely bogus. The "value" of people as measured by the QPR, which feeds directly into the compensation plan is FIXED beforehand, and pretty much bears no resemblance to actual results of any individual. And even a district manager has MINUTE ability to influence the outcome. In any non-operations workgroup, where "value" is in the eye of the beholder, it quickly devolves into a purely political contest of butt-kissing, and "don't rock the boat!" So, again, I say that individuals have very little ability to negotiate a better deal for themselves in a large corporation, based on real life observation and experience. Your Mileage May Vary. [/QUOTE]
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