A Quote by Daniel Yankelovich
Employee participation programs and employee ownership are important efforts to deal with powerlessness at work.
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In the 80s, Ford's successful introduction of the Taurus was, in large part, due to productivity gains resulting from the setting aside of outmoded work rules. Yet, inexplicably, union leaders ignored such efforts to foster employee involvement, much as unions largely stayed on the sidelines with regard to the equally promising practices of employee stock ownership and gain-sharing.
Meanwhile, what about the workers in those state monopolies that are being put up for sale? I am reminded of a technique for employee ownership that has worked well for many U.S. companies. It goes by various names, but the best known is "Employee Stock Ownership Program," or ESOP.
One of the proven ways of getting workers more involved with their jobs is by dovetailing employee profit-sharing and stock ownership plans with greater responsibility sharing... Trade unions in this country should... consider these arrangements much more carefully than they have up to now... Expanded employee profit participation and stock ownership would provide workers with a greater measure of economic and social independence, thus stimulating increased productivity.
Just as important, we need a new dedication to opening avenues for employee participation and motivation through profit-sharing and innovative programs of job enrichment.
Having witnessed the success of Acadian Ambulance firsthand over the years, I became a champion for the employee stock ownership plan business model. This was easy to do based on the evidence that employee stock ownership plans are reliable, high-performing sources of retirement security.
I first learned of the value of employee stock ownership plans while representing Louisiana's 3rd congressional district, home of employee-owned Acadian Ambulance.
The failure of unions to support efforts to increase employee involvement and ownership coincided with their unwillingness to speak out on the broader issues of business effectiveness and performance. When foreign competitors threatened the survival of American manufacturers, unions chose to voice traditional employee demands for higher wages, better benefits, and more security. What they failed to provide were effective responses to the challenge of globalization.
Accept that no matter where you go to work, you are not an employee you are a business with one employee, you. Nobody owes you a career. You own it, as a sole proprietor.
The corporation is the "master", the employee is the "servant". Because the corporation owns the means of production without which the employee could not make a living, the employee needs the corporation more than vice versa.
The sense of loss of control over what happens to you at work (and thus in your life is vital). This further involves a sense of fairness as in, I did my part and look where it got me! "The deal," the contract between employee and employer has eroded and been replaced with unilateral power by the organization over the employee.
The talented employee may join a company because of its charismatic leaders, its generous benefits, and its world-class training programs, but how long that employee stays and how productive he is while he is there is determined by his relationship with his immediate supervisor.
I think companies over the last 10 years have done a very bad job of explaining to their employees what the intrinsic risks are. All I know is, if you wait until you let the employee go to deal with the issue of how do you communicate to the employee about being let go, it's too late to do anything.
A boss who interrupts an employee a lot is called an extrovert, whereas an employee who interrupts a boss too often is called an ex-employee.
We believe Ineos is a refreshing place to work. We believe strongly in employee share ownership.
The management system which makes only a pretense of valuing employee involvement and encouraging employee empowerment merely breeds cynicism.
When an employee asks why the company does things a certain way, and you can explain the logical reason, then the employee knows what she's doing is valid.
