Bill wrote
> techniques of mastery ( not mystery)
I like that :)
> One thing I have found a solid consistent lever for gaining solutions is
> dialog. Facing the problem squarely and corroboratively solves problems.
> On the operating floor and in executive suites people sharing individual
> insights brings improvement.
Did you see the comment about the Steelworkers union that
participated in dialog sessions with management. It's mentioned in
the Fortune article called "Mr. Learning Organization". I saw it
mentioned also in another article. [Host's Note: Fortune Mag, May 1995]
After a new union leader was elected, he wouldn't allow dialog any
more on the shop floor. One complaint within the union was that their
people weren't holding the "union line" and individuals couldn't be
counted on to "say the same thing".
I've seen a comment here in town that says something like
"From the people who brought you the weekend
The American Labor Union"
It seems like some of the advances in hours and pay that workers have
received has been due to the "team strategies" that unions have used.
One question is whether management in "learning mode" would ever
learn to pay their workers in the same monies that they are paid.
Even taking into account the real benefits to a company of
management, do we ever think that the manager's work is worth so many
times the laborer's work? I'm not a union member - far from it in pay
:) - and I'm not saying that this view is right; yet there is the
question of how "much" all members of a dialog will receive. If I'm
the slow member, will the others take care of me?
-- Have a nice day John Paul Fullerton jpf6745@acs.tamu.edu