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The Solution - Productivity, Morale, Income
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<blockquote data-quote="brownIEman" data-source="post: 509227" data-attributes="member: 14596"><p>Livin,</p><p>The funny thing is, many years ago, UPS tried this, after a fashion. On the advice of a highly respected and highly paid consulting firm, UPS started a process called "Self Directed Work Teams". The idea was to reduce the amount of micromanaging by management and allow employees to participate in the decision making process. Part of this deal was also a move away from always focusing on the production numbers. The idea being, put less pressure on your employees to always make production goals, treat them in a more kindly manner, and they will give you good performance, and any drop in production will be more than made up for in better service, ie, fewer service failures, fewer damages, going the extra mile for the customer, etc. </p><p> </p><p>Also, UPS offered profit sharing bonuses to drivers in the 1997 contract negotiations. Which would give more money to the drivers and base it on company performance, but of course not being calculated in the hourly pay, would not effect union dues on cent. You can guess how well this was recieved on the other side of the negotiating table.</p><p> </p><p>All of the above was an unmittigated disaster from a business stand point. The Teamsters went practically apesh**T over the self directed work teams, saying the only "Team" UPSers needed was the Teamsters and claiming this was just a way to get hourlies to do managements jobs. Also, when the production pressure was let up, predictably production went down, and after several months, UPS took a hard look for those gains in service less damages and such. Guess what? They weren't there. Not a blip, none, nadda, zilch. Drop in production, no gain in service. Not really a good combo. So UPS went back to the tried and true.</p></blockquote><p></p>
[QUOTE="brownIEman, post: 509227, member: 14596"] Livin, The funny thing is, many years ago, UPS tried this, after a fashion. On the advice of a highly respected and highly paid consulting firm, UPS started a process called "Self Directed Work Teams". The idea was to reduce the amount of micromanaging by management and allow employees to participate in the decision making process. Part of this deal was also a move away from always focusing on the production numbers. The idea being, put less pressure on your employees to always make production goals, treat them in a more kindly manner, and they will give you good performance, and any drop in production will be more than made up for in better service, ie, fewer service failures, fewer damages, going the extra mile for the customer, etc. Also, UPS offered profit sharing bonuses to drivers in the 1997 contract negotiations. Which would give more money to the drivers and base it on company performance, but of course not being calculated in the hourly pay, would not effect union dues on cent. You can guess how well this was recieved on the other side of the negotiating table. All of the above was an unmittigated disaster from a business stand point. The Teamsters went practically apesh**T over the self directed work teams, saying the only "Team" UPSers needed was the Teamsters and claiming this was just a way to get hourlies to do managements jobs. Also, when the production pressure was let up, predictably production went down, and after several months, UPS took a hard look for those gains in service less damages and such. Guess what? They weren't there. Not a blip, none, nadda, zilch. Drop in production, no gain in service. Not really a good combo. So UPS went back to the tried and true. [/QUOTE]
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