The Inside Scoop
I've been doing some snooping around the Source Process Area to try and find out why Potatohead was dumped on us. It happened so suddenly, nobody saw this coming. A select few employees know what the scoop is though and they won't talk about it.
Today I finally got someone to spill the beans. I didn't have to torture them this time. Honest.
First off, I have to explain a little bit about how our instrument lines are structured here at Bill and Dave's company. Traditionally each product family has been set up to operate as it's own entity within the company. It's like a bunch of little mini-businesses that pay the division individually for expenses. The instrument lines have to pay rent for their floorspace, pay their phone bills, electricity, materials and supplies, etc. A supervisor is pretty much allowed to run the line as he or she sees fit with little to no outside interference. It's their own show.
Over in the Sources department, things are very different. Upper management decided to try something new there. In a grand experiment they took a half dozen separate but similar product lines and shoe-horned them into a single department. It has a common assembly and test area. All of the employees working in those groups got piled in together and their managers gave up their autonomy to run things. In the Source Process Center supervisors have to work collectively while running the operation and that's got to suck for them. From what I've heard none of them are too happy about it and just about everyone else wants to avoid getting stuck working there. It's been branded a shit assignment. Who could blame them?
Potatohead was causing conflicts with the rest of his management peers in the Sources department. With his lousy personality I'm not at all surprised. There's a team of four or five managers and consensus is the only way they can make decisions. Potatohead kept arguing with his fellow managers about every little last petty detail. If they all agreed to tackle a problem in a certain manner, as soon as their backs were turned Potatohead did whatever he wanted regardless. He really pissed them off. I guess they became so sick of his crap that the other supervisors approached our department manager, Master MC and demanded that Potatohead be removed from the line. Master MC's quick solution was to move Garden Tool in from our line and give us Potatohead in return. We got a raw deal.
That's one of the things I really fucking hate about this company. Instead of dealing with problem employees, higher-ups in the management food chain keep shuffling bottom of the barrel performers around from line to line, department to department. I don't get it. I mean, motivate these dirtbags to clean their act up or get rid of them. What's the big deal with that? Is it really that hard to figure out? Substandard managers like Potatohead do nothing but cause massive amounts of damage to the company. Would you want to work for a boss like Potatohead? Probably not. Good employees here won't tolerate this kind of junk and they will either attempt to move elsewhere in the company to get away from it or quit outright. That's not what we need.
Today I finally got someone to spill the beans. I didn't have to torture them this time. Honest.
First off, I have to explain a little bit about how our instrument lines are structured here at Bill and Dave's company. Traditionally each product family has been set up to operate as it's own entity within the company. It's like a bunch of little mini-businesses that pay the division individually for expenses. The instrument lines have to pay rent for their floorspace, pay their phone bills, electricity, materials and supplies, etc. A supervisor is pretty much allowed to run the line as he or she sees fit with little to no outside interference. It's their own show.
Over in the Sources department, things are very different. Upper management decided to try something new there. In a grand experiment they took a half dozen separate but similar product lines and shoe-horned them into a single department. It has a common assembly and test area. All of the employees working in those groups got piled in together and their managers gave up their autonomy to run things. In the Source Process Center supervisors have to work collectively while running the operation and that's got to suck for them. From what I've heard none of them are too happy about it and just about everyone else wants to avoid getting stuck working there. It's been branded a shit assignment. Who could blame them?
Potatohead was causing conflicts with the rest of his management peers in the Sources department. With his lousy personality I'm not at all surprised. There's a team of four or five managers and consensus is the only way they can make decisions. Potatohead kept arguing with his fellow managers about every little last petty detail. If they all agreed to tackle a problem in a certain manner, as soon as their backs were turned Potatohead did whatever he wanted regardless. He really pissed them off. I guess they became so sick of his crap that the other supervisors approached our department manager, Master MC and demanded that Potatohead be removed from the line. Master MC's quick solution was to move Garden Tool in from our line and give us Potatohead in return. We got a raw deal.
That's one of the things I really fucking hate about this company. Instead of dealing with problem employees, higher-ups in the management food chain keep shuffling bottom of the barrel performers around from line to line, department to department. I don't get it. I mean, motivate these dirtbags to clean their act up or get rid of them. What's the big deal with that? Is it really that hard to figure out? Substandard managers like Potatohead do nothing but cause massive amounts of damage to the company. Would you want to work for a boss like Potatohead? Probably not. Good employees here won't tolerate this kind of junk and they will either attempt to move elsewhere in the company to get away from it or quit outright. That's not what we need.
posted by factory_peasant at 12:53 PM
2 Comments:
As soon as the shoe horned process turned into reality, our ability for quality and addressing product specific issues became extinct. Consolidating unique and complex products has been disasterous and this is where short sightedness prevails and will continue to prevail.
yeah i remember attending a meeting where they unveiled the plan and it seemed like a really bad idea to me at the time. i made a mental note to try to avoid working in that department if at all possible in the future.
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