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Cuurent Management Compotence at Chrysler Corp - A New Issue and Concern in 2008 ?
And you wonder if the current problems at Chrysler Corp as well as issues with upper level management at the giant auto industry leader as well within the US Auto Industry are a recent invention or came out of thin air.
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O’Reilly Blasts Barney Frank On Fannie Mae Mess!!
O’Reilly Blasts Barney Frank On Fannie Mae Mess!!
Winnipeg Hotel Virtual Tours of the Quality Inn Hotel Winnipeg
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Outrage at Wall Street Execs Immoral Cash Bonuses
The Financial Meltdown - Performance Bonuses for Upper Management
The “financial meltdown”. Yet another example of current management trends and values.
Here the Titanic is slipping below the water and both on the well known fated voyage and the demise upper management is congratulating themselves on their well earned bonuses, when in reality they should be sacked or if the angry mobs of Americans had their way shot.
Legends in their own minds.
Pure evil.
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Abuses of Management - Examples in Today’s Press
It does not take a genius to discover why the American and western financial systems are in such trouble. It all boils down to a number of very simple concepts. Respect for others, hard work and morality.
Sadly most in “upper management” understand any of these simple concepts. If you take a simple hamster as an example the simple animal exhibits, portrays and even intuitively understands three basic concepts
1) Always to be inquisitive and interested - always looking around for more and new sources of income flow so to speak in the form of nourishment
2) Never to bite the hand that feeds. On top of that hamsters even seem to display a form of gratitude to those that provide for its living
3) If given or if the animal finds an amount of food - it will promptly hide the food away for storage for later use during non peak or off peak periods. In essence this can be said to be “saving” or “investment” or simply planning ahead.
Contrast this to the recent display of American auto executives and their requests for funds from Congress.
First neither they, their workers nor union leaders seem to understand that they have been in a privilege position in terms of taking advantage of American auto consumers for years. Brand loyalty, and a tariff system that protected against foreign imports were their shields of honor.
Yet as those came down and were eroded - consumers bought “foreign cars” and developed brand loyalty to these lines - even growing through them as they prospered and advanced in life - much like the original General Motors model of starting with a Chevy and working up the various lines of GM products in their lives and their prosperity to an eventual aim of a Cadillac or worse a Buick model car the American auto executives in their wisdom decided in the 70’s that proudly “We do not want to build econoboxes” . This was either for reasons of pride, ego or earning /profit per unit. If forced to the wall G.M. (the market leader of its time with the most resources of any auto manufacturer by far) developed and built such forerunner quality products as the Chevy Vega, and at Ford - the Pinto. As a result those young people entering the automotive market as a first time buyer purchased such vehicles as Damsons and Toyotas. These people grew through life and most likely are now driving Toyota or Nissan products in the form of luxury Lexus or Infinity products.
Even after such an ordeal and teaching experience of life - you would think a humbling experience what do we have - Auto executives flying in corporate jets to demand money from congress. No preparation. No business plans what so ever. Indeed the only result from the whole exercise seems to be a concern to shield the specific use of GM corporate jets.
One can say what else you can expect from a group of monkeys. Legends in their own minds. Putting in times in order to obtain perks and lord over their subordinates.
Nov. 27 (Bloomberg) — General Motors Corp., criticized by U.S. lawmakers for its use of corporate jets, asked aviation regulators to block the public’s ability to track a plane it uses.
“We availed ourselves of the option as others do to have the aircraft removed” from a Federal Aviation Administration tracking service, a GM spokesman, Greg Martin, said yesterday in an interview. He declined to discuss why GM made the request.
Flight data show that the leased Gulfstream Aerospace G-IV jet flew Nov. 18 from Detroit to Washington, where Chief Executive Officer Richard Wagoner Jr. spoke to a Senate committee that day and a House panel the next day on behalf of a $25 billion auto-industry rescue plan.
Representatives at the Nov. 19 House hearing including Democrat Gary Ackerman of New York faulted Wagoner, Ford Motor Co. CEO Alan Mulally and Chrysler LLC CEO Robert Nardelli for taking private jets to Washington to plead their case.
“Couldn’t you all have downgraded to first class?” Ackerman said.
Symbol for Critics
Critics of a federal aid package for GM, Ford and Chrysler spotlighted the exchange to attack the money-losing companies as undeserving of a bailout. GM, the biggest U.S. automaker, has said it may run out of operating cash by year’s end without government loans.
The Gulfstream jet was leased from GE Capital Solutions in Danbury, Connecticut, a unit of General Electric Co. After the plane’s latest flight to Washington on Nov. 25, and from there to Dallas, its movements could no longer be tracked.
An FAA spokeswoman, Laura Brown, said she couldn’t immediately determine whether her agency had granted GM’s flight-privacy request. “We do this routinely” for aircraft owners, she said yesterday. “They don’t have to have a reason” for requesting the block, she said.
The FAA tracking data don’t identify who is aboard the flights.
GM also has seven planes in its own fleet. All were grounded yesterday, said a spokesman, Tom Wilkinson. Two are for sale and two are in the process of being listed for sale, while Detroit-based GM plans to keep three, he said.
The leased Gulfstream has made 10 trips to Washington this year, including three since October, according to data compiled by Houston-based flight-tracking service FlightAware.com.
GM said it often sub-leases the airplane to other users. GM officials said company employees weren’t aboard the jet on the final Nov. 25 flights before its movements ceased being tracked.
http://www.bloomberg.com/apps/news?pid=20601087&sid=afrKemH3i.2Y&refer=home#
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Sharks in the Water
You would think that after all the elaborate (?) hiring practices , and all the training and costs involved that management would in general trust their hired employees. Indeed its the other way around. In the case of the “Cloner” or “Cloner Seeker” its as if the prison guards had hired the criminals. Its the way of the Romans . One boss. The boss rewards the “soldiers in the field” who after all want his or her job. Since the hiring is only of clones all think alike and its not as if the whole process of thought is unreasonable or imaginary or even pathological in any manner. One twist or mistake by the head shark and its all over. The rest of the sharks ( who were hired for their approved traits) will move in for the kill. No one can be trusted. What a pathological situation. What a bunch of morons.
Fire Your mean and incompetent boss
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Hiring Practices - “Clone City”
It might be said that “if you cannot trust your family whom can you trust” ? In the same or similar manner it can be said that if you cannot trust your employees whom can you trust ? In a way its a similar fate that awaits father who as young women scoured the field of life plundering all the women they could in their paths. The ultimate revenge of life for these wonderful souls is to bear daughters as children. Now its life revenge. The said father will lie awake at night , while their daughter is out at the movies , a simple date , or simply earlier simply playing with a young man at kindergarten. The reasoning is that everyone else “has” to think like them. There is only after all only one way to think , one way to act. Their can be only one winner - and of course it is them. Jesus’s gift to the world all in themselves.
In a similar manner these “managers” tend to regard any hard working employee , whom they did not hire, as a direct threat. A clean broom sweeps all is the catchphrase. Out with the old ( especially older , even elderly employees who may do the work of five “boys” or “girls”). You would think that every attempt would be made to keep these most valuable employees. Yet the exact opposite is more than true. Its almost a vendetta to get rid of these most valuable , seasoned employees and to ” place their people” in those positions and indeed positions of trust and power. Its stacking the deck , or the game so to speak.
The fallacy of problem with this whole equation is that the hiring manager only hires carbon cut out clones that are to his “liking” ,”way of thinking” or even way of life. Its as if the hiring manager is looking in the mirror. This is what he most feels safe with and even trusts.
Its like one big dysfunctional family , trusting what they know, always being able to count on the system or ways of doing things. After all is this not the “proper way” to do things. In such a situation , as in an alcoholic household - the people involved may never know or come to realize that what they take for granted is not “normal ” , “functional” or least of all very effective or efficient.
What a bunch of morons
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Imagine a Management Philisophy ……
Imagine a mentality like this
“Rule Number One” You can never trust your employers to be responsible
Along with this is rule number two being “Any discussion of management decisions is to be taken as a direct threat and attack on the manager”
Rule Number Three :Any continual education of most kinds is to be seen as another direct threat as “Everyone else ( especially those who work under me” is after my job. “ Somehow this pathology continues.
The one exception to this rule is where the company has mandated a course. Talk about Dilbert. The manager has thus taken (?) the course. It may well have involved a drunken meeting of sorts for upper management. Well at least some air travel points ( to which they are more than entitled).
In this situation of the post course educated management type the poor victim may have to listen to the words of wisdom spouted by the scholar in his attempts to impress others. For example it may be a course on buying behavior clusters. In actuality this may be one half to a full page in any standard marketing textbook. Yet the intelligent manager may spout at after each encounter with any human being his immediate label. “That is an early adopter”, “”That would be a later adopter ” etc etc etc. The amazing part is that the whole concept may ( and is usually) is taken out of context of its acutal use or indeed any relevant use or helpful appropriate label. Its the non-seeing idiot leading the blind so to speak.
This type of person has his ego directly embedded with his position. He or she as been taught ( indeed it is a mantra of their existence) that without their job / position they have no worth as a human being whatsoever . This may fall into other fields as well as “Moonie , If you are not making money then you have no worth as a human being ( at least ) in our eyes
The problem with these internalized ” rules “ is that any reaction or “human resources” to any questions or concerns of an employee is a direct attack on that person regardless if the idea has any merit any well or positive benefits to the organization involved.
What a bunch of morons.
An insightful letter to the editor:
A heated debate on the rescue plan for the “Big Three” automakers (GM, Ford and Chrysler) is raging on both sides of the border. Both governments (U. S. and Canadian) are going through their empty treasury cupboards in near panic haste. Everybody is trying to do the “right thing” but there is a danger that just the opposite will be achieved. How did we get into this deplorable situation?
Ever since the demise of the Trudeau leadership, all subsequent political leaderships did away with this “vision for the nation” thing. It became too difficult, almost impossible, for most of our political leaders on all levels of government to think beyond today. Long-term economic planning for our nation became viewed as a communist ploy and was banished from the vocabulary of our governments.
It was substituted by short-term (quarterly) myopic vision. Companies have to make truckloads of profit by the end of every quarter (i. e. three-month period) in order not to disappoint the anonymous stock market analysts and it will surely result in both the big bonuses for their CEOs and ever-increasing prices of their shares.
During his nearly two-year contract (2001 to 2002) in Chrysler, that was under the German management, this writer noticed how dispirited the employees were by the constant reorganizations and restructuring, how arrogant, unwise and unimaginative the top management appeared to be.
I witnessed the suppliers of Chrysler being squeezed by management into 15% reductions in the prices of parts announced to them via e-mail on Friday afternoon and being effective the next Monday. I have seen many highly skilled and innovative information technology staff being outsourced to Indian companies and many other management blunders.
It kept on getting worse as time went by. It almost felt like management’s business plan was to destroy the company as fast as possible.
All top managers (CEO, CIO, CAO, board members, etc.) should have been “promoted” to a very ugly jail and charged with committing serious criminal economic acts. Instead, they got multimillion dollar bonuses, lucrative stock options and other valuable perks. And everybody else got shafted.
This was standard operating procedure in the entire auto industry. GM — the Dick Cheney of the automotive world, once the most powerful corporation in the world — was the most mismanaged of them all. And now, we should be bailing them out with our money? No, let them go bankrupt!
In order to provide meaningful financial relief to GM, Ford and Chrysler, which would assure their existence, both the federal and the provincial governments would have to fork out billions (not hundreds of millions) of dollars. Anything less would be worthless. Yet, there would be no guarantee that they would survive. What should we do?
In these times of acute financial distress on every level –federal, provincial, municipal, corporate and personal — it would be morally and intellectually wrong to pour our shrinking financial resources into an industry that is a part of the problem rather than a part of the solution.
http://www.northumberlandtoday.com/ArticleDisplay.aspx?e=1305226
Jerk Bosses I Have Known and Endured
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Step Into Your Boss’s Shoes
It seemed that by trying to make his boss look good , Syd, could never do well. Even though Syd persisted in applying the “Golden Rule” to his own workplace. Jesus said ” Do to others as you would have them do to you” ( Lk 6:31). Treating his boss as Syd himself would like to treated was all in the guise of working towards building a good and better relationship. Relationships with what psycopaths and morons . Its as if the inmates had taken over the asylum. It was all a lost cause to Syd, the worker. Smile away, pretend that he enjoyed his job, all in the guise of getting a promotion to enjoy the perks and privileges of management - do no work , tell others what to do , always blame others yet like a politician take automatic credit for any events or numbers that came in a positive way or trend. The amazing parts are that here we have Syd , a fellow with a drinking problem - driving dui to work, putting in little of any effective efforts and achieving little results, passed out most of the day from the party before, and all because he was not present mentally to cause any problems , and most importantly not challenge “Potatohead” on his lovely ideas and plans. At the most Syd might of mildly and meekly said “now that idea has merit “ or “those ideas should be further studied for implementation as they have great merits”. In the end Syd gets promoted not because of any skills , merits , credentials or performance reviews but only because 1) he never drew attention to himself in any manner - especially negative manner 2) he had a smile on his face on his way to work every morning which his boss noticed. Rather amazing.
At the end of the road for all his troubles and efforts Syd was promoted to a position in management where his major perk was a fully stocked bar fridge.
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The “Golden Rule”
By trying to make his boss look good you may well be applying the “golden rule” to the workplace. In traditional (normal / respectful) value systems the “Golden Rule” is held as “do not do what is hurtful to yourself to others” or “treat other people as you would like to be treated”. Another simple description in the English language is “treat others as you would like to be treated”. However with many management deviants the “Golden Rule” that they proudly exclaim and pronounce with a smirk of “power” is “The Rules are Golden and they are MY RULES” .
Here is a case in point concerning “Syd”/ Syd told me some time later about one of the little things that set his boss apart from others.
Syd’s boss - “Old Potatohead” usually arrived early for work at his office which overlooked the staff parking lot . This meant that Potatohead could see the employees as they walked from their cars into the office plant building. What Syd recalled was that the boss remarked to him , more than once , that when Syd was arriving at work in the morning that he always had a smile on his face and thus there was something more than special in the attitude of this one employee - Syd.
As they say “Monkey See, Monkey do”. Guess who got promoted to management level. Syd a poor guy with a drinking problem who would arrive to work in the morning still feeling “no pain”.
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Cuurent Management Compotence at Chrysler Corp - A New Issue and Concern in 2008 ?
O’Reilly Blasts Barney Frank On Fannie Mae Mess!!
Outrage at Wall Street Execs Immoral Cash Bonuses
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“Send In the Clones”
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New Study - Why Not to Get Ill at Work
People who take long spells of sick leave at least once in three years face a higher risk of early death, according to a study that could help doctors pinpoint patients with life-threatening problems.
Researchers led by Jenny Head, an epidemiologist at University College London, obtained sickness absence records for nearly 6,500 British civil servants aged between 35 and 55, between 1985 and 1988.
They compared this data with mortality among the same group up to 2004.
The death rate was significantly higher among workers who had taken more frequent spells of sick leave.
Nearly 30 percent who had taken a medically-certified absence from work — sick leave lasting more than seven days — at least once in a three-year period had a 66-percent increased risk of premature death compared with workers with no such absence.
The death rate was especially high among employees with circulatory disease or psychiatric problems. There was no additional risk of death among those who took sick leave for back or neck problems.
The paper, published on Friday by the British Medical Journal (BMJ), suggests spells of sick leave can be a useful, fast-track indicator for general practitioners, as they could point to an urgent, underlying health problem.
The tool could also help identify employees suffering from stress and high job demands, enabling them to get treatment from occupational physicians.
http://ca.news.yahoo.com/s/afp/081002/health/health_work_1
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Why Aren’t You Happy at Work - Busy Little Beavers
• Analyze why you’re unhappy.
“Look objectively at your own situation to see what the factors are,” says Jewell. “Then talk it over with a friend, colleague or a coach to get their perspective.” Isolating the root cause of job dissatisfaction can take some effort, she acknowledges, but it will pay off in the long term. “Until you understand why you don’t love your job today, you won’t know what to look for in the future.”
• Determine a course of action.
“This involves assessing risks and opportunities, pros and cons,” says Griffin. “Before you challenge the status quo, you have to anticipate the consequences. Ask others for their feedback. Build a Plan A and a Plan B. And this is really important; consider the support system you have to help you.”
• Select and execute a specific strategy.
This might include opening lines of communication with your boss, talking to someone in human resources, finding a mentor or looking for other opportunities in your organization, they say.
• Evaluate and refine your plans.
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Women’s Experiences in the Workplace
It can be often said that women and female employees experience more than their share of disrespect and
poor treatment by the agents of society and management. “My job is to manage”. Yet when asked few in these position can explain what this means other than “I am the manager” and similar mantras. When applying what might be considered downright foolish behavior - such as the “we know routine “ or pointing to graphs and charts on the wall where the rules are one sided if not indeed stacked and informing victims that “I am just doing my job”. Similar answers and mentalities could be expected of border guards or policemen / women issuing tickets at a speed trap whose only purpose is that of revenue collection - little else.
It can be best said that if a women does rise to management then their attempts to be firm or forthright
with male employees may be more than difficult. Employers have traditionally paid women less than women as “men have to raise a family”. How that logic and argument does not apply to single parent households where the mother is the provider and wage earner is somewhat elusive.
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Wrong Solutions
It seemed that John felt that “he needed a job”. So much for peer and family pressure all meaning well.
However John was having trouble finding a job that paid enough . He had worked in the produce department of a grocery store but had quit because the pay was so low. Desperate he decided to apply for such a position , even though he resented the low wages and no benefits.
Finally he found an actual opening. The grocer offered x amount a week $ to manage the produce section of the supermarket. John agreed. Workers often react and respond to unfair treatment by ripping off the company. In the end neither side benefits to any degree - both are being taken advantage of . No one is ahead at the end of the day. Not the employer who has problems of employee theft and low morale. Not the workers who seldom put in an honest days work , and are best are scheming at how to get more off the shelf goods. So much for good value and proper effective management tactics and procedures.
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Site Map
The latest major business news is a further example of the two headed lack of responsibilities of management types.
Privileges and bonuses
Cuurent Management Compotence at Chrysler Corp - A New Issue and Concern in 2008 ?
O’Reilly Blasts Barney Frank On Fannie Mae Mess!!
Outrage at Wall Street Execs Immoral Cash Bonuses
The Financial Meltdown - Performance Bonuses for Upper Management
Abuses of Management - Examples in Today’s Press
Sharks in the Water
“Send In the Clones”
Hiring Practices - “Clone City”
Perks of Management
Imagine a Management Philisophy ……
Step Into Your Boss’s Shoes
The “Golden Rule”
BlogRoll Page
New Study - Why Not to Get Ill at Work
Why Aren’t You Happy at Work - Busy Little Beavers
Women’s Experiences in the Workplace
Wrong Solutions
Site Map
Perks and More Perks of Management Yet no Responsibility
Family Life of these Social Deviants
Selling Out
Beware the Corporate Psycho Boss
Questions Questions Questions
Cracking the Job Interviews Process Wide Open
Its Not in the Budget - Or the Committee Will Have to Look At..
Age Held Secrets of Corporate Cultures
Perks of Management
Sonny - Look at your Own Order Book
Take those Sacred Cows out to Pasture
Comedy in the Workplace
Sacred Cows
Performance and Evaluation Review Technical Terms
“It’s Company Policy”
Laptop Ends Job - Gets Fired
Options in Life and On the Job - Compromise
Options in Life and Work
Hail Caesar Management Styles
If It Is Not Broke - Make it Bigger ?
French Workers Have a Minimum of Six Weeks Vacation Time
As Christians “Selling Out” Disobeys God
Lasiest Jobs for Loafers
Turning a Terrible Job Into a Better One
Tales of Management Foolishness and More Walking Stupidity
More Goobblygook from Your Boss
Yet More Fun Ideas
Sending An Automated Scheduled email to Make Your Boss think that You are working 24/7
Yet Still More Additional Fun Ideas to Get Your Boss into Hot Water
Get Even With Your Boss
Ode to Your Boss
Time well spent
More “Interpretetations Job Performance Evaulation ” “”Terms”"
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Job and Employment Trends
Control Issues
Dehumanizing Flaws
Island Myths
Island Myths
Walled Communities : Social Norms and Accepted Anti-Social Behavior and Behaviors
The Scapegoat Walkways of Bosses and Supervisory Staff
Terminate Your Boss
5 Ways to Get Fired from Your Job
Child Centered Behaviour
A Boring Job May Be a Good Thing
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Worser Bosses than You Ever Had !!!
Ideal Job
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Enhanced Creativity
Planning Sessions
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Of Course….. Any Job Will Do
Yet Another Boring Job
Boring Jobs I Have Known
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Another Misleading Sales Pitch Foisted on You by Your Jerk Boss
Bosses and Managers who are Control Freaks
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Moral Opposition to Head Office
Maintaining Levels of Personal Integrity and Honour
Moral Compromises at the Corporate Level
When Your Boss Demand Moral Compromise
Talk About Idiots
Your Boss and Jesus
Can I Best Glorify God in Full Time Work ?
Questions for Individuals as Well as Groups
Life of the Front Line Worker
Trouble in the Workplace
The Rules are Golden and THEY ARE MY RULES
Is Secular Work Second Rate ?
So Called Conceptual Skills of Management
Human Relation Skills Necessary for Management
The dead boss
A Tale of Woe
Time to Shove off That Job and Stupid Boss ?
Sexual Intimidation by Ugly Boss- Boss Flashed Her Boobs
The Working Poor
Trouble in the Workplace
Wonderfull Management in the American Auto Industry at Chrysler - More of the Same
“The Lord Shall Reward Everyone for Whatever Good He or She Does ”
Money Coming Your Way
Productivity
Getting Around Those Stupid Rules at the Office Regarding Your Computer Use and Useages - Stupid Bosses
Working for God- Working for Your Supervisor or Jerk Manager
Your Boss as Your Lord
So You Think That You Have a Rotten Boss
Serving Your Boss is Serving Christ
The Eden and Origins of the Concept of Work and Employment
Work as A Curse Given by God ( Your Boss, Manager or Supervisor)
The False Notion that Work is a Curse
Work as A Curse Given by God ( Your Boss, Manager or Supervisor)
God and Your Abusive Boss
Some Believe That The Notion of Work is Wrong
Adam Loses his Cushy Job
Adam Gets a Job
Adam Gets a Job
Caste System in the Wide World Of The World of Work and Authority
Viewing Our Work As being for the Lord
You Are Working for God
God Wants You to Work
A Biblical View of Work
Practicing Managers - Remove 1/2 of the Brain
The View from the Top Part 2
The View from the Top
I Came Away from the Experience Shaking my Head