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Article #669Re: Employee Dissatisfaction at Lockheed-Martin, Ontario, California
From: Merlin Dorfman
Date: Mon, 11 Nov 1996 00:00
Date: Mon, 11 Nov 1996 00:00
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3073 bytes
Nobody at All (nobody@n0where.com) wrote:
: For example, if you cut pay and benefits, or otherwise create a hostile work
: environment (by eliminating flex time or imposing a strict dress code, for
: example), people will naturally leave on their own. This allows you to
: downsize without having to pay severance pay or unemployment benefits.
Of course in this situation the best people will leave and the
deadwood will stay. This strategy appears to be successful only if you
regard people as interchangeable parts.
: Such a strategy can do wonders for the company's bottom line in the SHORT
: TERM, which is a major consideration in determining an exec's compensation
: these days. It would be ideal for an upper-level manager planning to retire
: or quit and join another company before the chickens come home to roost.
: IOW, replacing experienced engineers with new hires can cut the cost of labor
: and allow the company to submit low bids on future contracts and undercut
: its competitors. Of course, the learning curve for people without specific
: knowledge of the company's lines of business cuts into productivity, but the
: idea is to be elsewhere before the consequences of such short-sighted tactics
: start to cut into profits.
A very serious problem. Executive compensation is tied to short-term
indicators like stock price. Causes a great temptation to "game" the
indicators rather than doing what is best for the company.
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X-Google-Language: ENGLISH,ASCII-7-bit X-Google-Thread: 106ed4,6c9f32a7be28f8e4,start X-Google-Attributes: gid106ed4,public X-Google-Thread: 1164e4,5edee889805ea725 X-Google-Attributes: gid1164e4,public X-Google-Thread: fe1b6,5edee889805ea725 X-Google-Attributes: gidfe1b6,public X-Google-Thread: fb9af,5edee889805ea725 X-Google-Attributes: gidfb9af,public X-Google-Thread: 10b841,6c9f32a7be28f8e4,start X-Google-Attributes: gid10b841,public X-Google-Thread: 10d9e9,5edee889805ea725 X-Google-Attributes: gid10d9e9,public X-Google-Thread: 100a37,5edee889805ea725 X-Google-Attributes: gid100a37,public X-Google-Thread: 108eb4,6c9f32a7be28f8e4,start X-Google-Attributes: gid108eb4,public From: dorfman@netcom.com (Merlin Dorfman) Subject: Re: Employee Dissatisfaction at Lockheed-Martin, Ontario, California Date: 1996/11/11 Message-ID: <dorfmanE0oM8A.G5q@netcom.com> X-Deja-AN: 195725939 sender: dorfman@netcom17.netcom.com references: <199608212235.PAA08771@fat.doobie.com> <199609172050.WAA20999@basement.replay.com> <199610100502.WAA26586@fat.doobie.com> <9610121216.AA25836@cow.net> <199611050946.KAA10859@basement.replay.com> followup-to: comp.jobs,talk.rumors,comp.jobs.offered,ca.wanted,ca.jobs,la.jobs,misc.jobs,misc.jobs.misc,misc.jobs.offered,misc.jobs.resumes,ca.general,alt.anonymous.messages,alt.flame,misc.invest.stocks organization: NETCOM On-line Communication Services (408 261-4700 guest) newsgroups: talk.rumors,ca.wanted,ca.jobs,la.jobs,misc.jobs.misc,misc.jobs.offered,ca.general,alt.anonymous.messages,alt.flame,misc.invest.stocks