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Its Time to Rally the Troops
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<blockquote data-quote="mule" data-source="post: 304108" data-attributes="member: 12014"><p>Who is assuming that all profits are split up for wages? Are you assuming that hourlies don't understand retained earnings. Most hourlies might not know the exact word for earnings that are keep, but they surely understand that some earnings are reinvested back into the company. </p><p> </p><p>Most sups and mangers that I have contact with believe that their position allows them with some special knowledge. Most have very limited business knowledge, and they refuse to except that fact they only pull a lever in a large system. There is very little difference between a supervisor and an hourly. </p><p> </p><p></p><p> </p><p>Should management be asking why some hourlies might have this perspective. If management would only treat hourlies like internal customers, then maybe this perspective would change. Instead of targeting hourlies at work for production issues, manager should try couching and leading those that seem to need the most help. I would think this would not only be beneficial to management but also for the hourly. </p><p> </p><p>Lastly, I would think that if management talked to hourlies more with respect, there would be more cooperation and motivation from the hourly. Make sense to me.</p></blockquote><p></p>
[QUOTE="mule, post: 304108, member: 12014"] Who is assuming that all profits are split up for wages? Are you assuming that hourlies don't understand retained earnings. Most hourlies might not know the exact word for earnings that are keep, but they surely understand that some earnings are reinvested back into the company. Most sups and mangers that I have contact with believe that their position allows them with some special knowledge. Most have very limited business knowledge, and they refuse to except that fact they only pull a lever in a large system. There is very little difference between a supervisor and an hourly. Should management be asking why some hourlies might have this perspective. If management would only treat hourlies like internal customers, then maybe this perspective would change. Instead of targeting hourlies at work for production issues, manager should try couching and leading those that seem to need the most help. I would think this would not only be beneficial to management but also for the hourly. Lastly, I would think that if management talked to hourlies more with respect, there would be more cooperation and motivation from the hourly. Make sense to me. [/QUOTE]
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