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<blockquote data-quote="interested" data-source="post: 51840"><p>Let me clarify. I am not talking about young inexperienced management trainees. I am suggesting that we look to hire experienced management personnel for specific responsibilities. Sales management, engineering , automotive, human resources and yes, even some for package if need be. </p><p> </p><p>Learning how UPS operates is not the point of my discussion, anyone can come into UPS and figure out how it works, we do it constantly. We introduce new part timers of every age, race and socioeconomic background to our culture every day. Most leave , some stay, a few go on to high level management jobs. Most over the years have had little education, but they were able to "get it" Why you believe that someone who is experienced, educated, and already an accomplished manager wouldn't "get it" is beyond my pale. </p><p> </p><p>Let's not overcomplicate how "difficult" it is to learn the UPS system. Is there a learning curve-Yes! Is it a larger learning curve than most professional jobs, I didn't think so. I feel that I am qualified to make that comparison because I have have had three other professional management positions with three different companies prior to UPS. Management who come to UPS from the outside and chafe at the experience often do so because the culture is very different, not the challenges and responsibilities of the work. Part of that culture challenge is interfacing with a new peer group who has never ever had to make a commensurate job switch in their professional career. It is easy to sit back and look at a new person and say-"they will never make it, they just won't be able to get it" Anyone can do that. It's hard, especially for our culture, to say, " What were your experiences prior to UPS and could you look at this problem, you may be able to see it in a different light and offer some insight" That is not to say that having had only one management job with one company is a bad thing, but you must admit it does not provide you with a solid reference point to compare new ideas and different experiences that could help increase productivity in a work area. </p><p> </p><p>It certainly does not make for an organization that is open to change. </p><p> </p><p>Again, it is about trying in infuse some life into the culture and change the entrenched mindset of UPS management. Getting people to buy into a new set of rules, ideas and paradigms is crucial to the continued growth and development of any organization. Right now, I think we would all agree that we need to change some things.</p></blockquote><p></p>
[QUOTE="interested, post: 51840"] Let me clarify. I am not talking about young inexperienced management trainees. I am suggesting that we look to hire experienced management personnel for specific responsibilities. Sales management, engineering , automotive, human resources and yes, even some for package if need be. Learning how UPS operates is not the point of my discussion, anyone can come into UPS and figure out how it works, we do it constantly. We introduce new part timers of every age, race and socioeconomic background to our culture every day. Most leave , some stay, a few go on to high level management jobs. Most over the years have had little education, but they were able to "get it" Why you believe that someone who is experienced, educated, and already an accomplished manager wouldn't "get it" is beyond my pale. Let's not overcomplicate how "difficult" it is to learn the UPS system. Is there a learning curve-Yes! Is it a larger learning curve than most professional jobs, I didn't think so. I feel that I am qualified to make that comparison because I have have had three other professional management positions with three different companies prior to UPS. Management who come to UPS from the outside and chafe at the experience often do so because the culture is very different, not the challenges and responsibilities of the work. Part of that culture challenge is interfacing with a new peer group who has never ever had to make a commensurate job switch in their professional career. It is easy to sit back and look at a new person and say-"they will never make it, they just won't be able to get it" Anyone can do that. It's hard, especially for our culture, to say, " What were your experiences prior to UPS and could you look at this problem, you may be able to see it in a different light and offer some insight" That is not to say that having had only one management job with one company is a bad thing, but you must admit it does not provide you with a solid reference point to compare new ideas and different experiences that could help increase productivity in a work area. It certainly does not make for an organization that is open to change. Again, it is about trying in infuse some life into the culture and change the entrenched mindset of UPS management. Getting people to buy into a new set of rules, ideas and paradigms is crucial to the continued growth and development of any organization. Right now, I think we would all agree that we need to change some things. [/QUOTE]
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