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Future of MIP! Future of this once great company
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<blockquote data-quote="jeepguy63" data-source="post: 1090024" data-attributes="member: 4863"><p>Hoax - appreciate your many posts and your wisdom from your many years of service - thank you!</p><p></p><p>Every company has their own unique culture. Ours (ups) is special to all of us. Most of us that have been around a while want to hold on to all of it...... Like work hard, what-ever-it takes, company above self, etc, etc, etc. In exchange for the dedication and loyalty, we were paid well above our peers in the industry - and many other industries for that matter. </p><p>The current challenge is twofold. </p><p>One - we are being managed by a group (region manager level and below, plus the COO) who believes everyone should work the job and put their life in UPS's hands like the previous culture demanded. The expectation for hours, results, relo willingness, united way contributions, etc are the same.</p><p>Two - the BOD and the consultants are changing the job to mirror the industry in terms of pay, benefits, evaluations, etc. Their view, in my opinion is that the cost of maintaining the culture is simply too high, and they have a view of a different culture in mind.</p><p></p><p>GE has a strong culture. It is a culture Jack Welsh strengthened throughout his ternure. Simply put, it is a meritochracy. Perform well get paid well. Don't perform well - get tossed out. That culture clearly works well for them - in a non-network environment. At UPS, each person, each operation can look better tomorrow at the expense of someone else today. That may be where the BOD is driving this ship. Certainly the QPR / Salary increase system is driving it that way. I don't know that our customers get a better product or experience in that environment.... Time will tell. </p><p></p><p>The salary/merit increase system is a fine example of blending old ups with new. Merit increases are larger for stronger performers......but (old ups) there are caps on salaries so we keep everyone in a tight range. Someone who has relo'ed several times and been a strong performer all their life has their salary capped out in their mid 40's. So, the system works as a meritochracy - until it runs into the old UPS brick wall called caps.</p></blockquote><p></p>
[QUOTE="jeepguy63, post: 1090024, member: 4863"] Hoax - appreciate your many posts and your wisdom from your many years of service - thank you! Every company has their own unique culture. Ours (ups) is special to all of us. Most of us that have been around a while want to hold on to all of it...... Like work hard, what-ever-it takes, company above self, etc, etc, etc. In exchange for the dedication and loyalty, we were paid well above our peers in the industry - and many other industries for that matter. The current challenge is twofold. One - we are being managed by a group (region manager level and below, plus the COO) who believes everyone should work the job and put their life in UPS's hands like the previous culture demanded. The expectation for hours, results, relo willingness, united way contributions, etc are the same. Two - the BOD and the consultants are changing the job to mirror the industry in terms of pay, benefits, evaluations, etc. Their view, in my opinion is that the cost of maintaining the culture is simply too high, and they have a view of a different culture in mind. GE has a strong culture. It is a culture Jack Welsh strengthened throughout his ternure. Simply put, it is a meritochracy. Perform well get paid well. Don't perform well - get tossed out. That culture clearly works well for them - in a non-network environment. At UPS, each person, each operation can look better tomorrow at the expense of someone else today. That may be where the BOD is driving this ship. Certainly the QPR / Salary increase system is driving it that way. I don't know that our customers get a better product or experience in that environment.... Time will tell. The salary/merit increase system is a fine example of blending old ups with new. Merit increases are larger for stronger performers......but (old ups) there are caps on salaries so we keep everyone in a tight range. Someone who has relo'ed several times and been a strong performer all their life has their salary capped out in their mid 40's. So, the system works as a meritochracy - until it runs into the old UPS brick wall called caps. [/QUOTE]
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