I just finished reading "Driving Change", which was basically a tribute to UPS management that pretty much ignored the contribution of hourly employees to the company's success. Throughout the book, however, the authors kept hammering home Mr Casey's ideal of "constructive dissatisfaction" and how deeply instilled it was in the unique culture of UPS. While I certainly understand and respect the concept, I suspect that "constructive dissastisfaction" that comes from hourlies is received somewhat differently from that which originates in management. At FedEx, we have the similar concept of "Continuous Improvement", which means that if you're a driver and have a good, but controversial idea, it is ignored and you're branded as a bad attitude employee. If a manager comes up with the exact same idea, he or she is a superstar and promoted to their next level of incompetence. In short, it's BS. Is it the same at UPS??