Flat Orgs & Learning LO5004

Roxanne S. Abbas (75263.3305@compuserve.com)
20 Jan 96 14:18:38 EST

Replying to LO4886 --

Dave Reed asked if I have had experience with unionized organizations when
I've worked companies to get rid of narrowly defined jobs. The company I
described in my previous posting is unionized and the union leadership did
oppose the restructuring. But management was successful in explaining to
employees that they needed to get rid of "jobs" in order to maintain their
employment and protect the financial health of the organization.

Was it worth it? The jury is still out. The company is still struggling
but there is hope now. Their present system is based largely on sharing
information, flexibility and continual development of employees' skills.
Compensation is skill based. Work is assigned based on the demonstrated
competencies of work group members. Promotions no longer exist since
there no longer are any defined job levels. Titles were never formally
eliminated, but just became irrelevant. Work teams determine skill
shortages and employees are encouraged to get the necessary training.
Those who take advantage of learning opportunities and develop new skills,
get paid higher, and, at the same time, make themselves more marketable.
(And they don't do performance reviews!)

Would it work at Boeing? Can you afford not to try?

--
Roxanne Abbas 
Abbas Compensation Strategies
Compuserve:75263,3305
Internet:"Roxanne S. Abbas"<75263.3305@com puserve.com>