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<blockquote data-quote="UPS Lifer" data-source="post: 564213" data-attributes="member: 9789"><p>Well I guess it depends on who the district manager & IE managers are, whether or not they believe in the bonus system and prescribe to it. </p><p></p><p>There is a philosophy out there (I am not saying it is right) that if you give drivers more time through increased allowances, human nature takes over and they slow down to meet their previous over or under. Part of the problem is that everyone relaxes including supervision and the center loses performance on the whole, nothing is gained but it costs more to get it. So why bother. </p><p></p><p>I have worked in both bonus and non-bonus operations and found that drivers had better methods and much better trained supervisors (on the average) than in bonus centers. But it does not have to be that way... </p><p></p><p>It sounds to me that where you guys are from the districts don't believe in bonus so why spend the money to make it fair? Maybe this is the way UPS is going now. I hope I am wrong. </p><p></p><p>All it takes is one person in the right position in corporate to push a non-bonus process down the pipe. The structure is set up in such a way that it wouldn't take much to do this with the right person micro-managing. </p><p></p><p>I guess I am old school - I believe in the bonus system and the ability to keep it fair and honest for both sides.</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 564213, member: 9789"] Well I guess it depends on who the district manager & IE managers are, whether or not they believe in the bonus system and prescribe to it. There is a philosophy out there (I am not saying it is right) that if you give drivers more time through increased allowances, human nature takes over and they slow down to meet their previous over or under. Part of the problem is that everyone relaxes including supervision and the center loses performance on the whole, nothing is gained but it costs more to get it. So why bother. I have worked in both bonus and non-bonus operations and found that drivers had better methods and much better trained supervisors (on the average) than in bonus centers. But it does not have to be that way... It sounds to me that where you guys are from the districts don't believe in bonus so why spend the money to make it fair? Maybe this is the way UPS is going now. I hope I am wrong. All it takes is one person in the right position in corporate to push a non-bonus process down the pipe. The structure is set up in such a way that it wouldn't take much to do this with the right person micro-managing. I guess I am old school - I believe in the bonus system and the ability to keep it fair and honest for both sides. [/QUOTE]
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