• inclementimmigrant@lemmy.world
      link
      fedilink
      English
      arrow-up
      8
      ·
      7 months ago

      I will say that the union at the St. Louis side was pretty decent from what I could tell when I was there, granted I was an engineer on the outside looking in. Still, agree with you that just replacing these couple of leaders isn’t going to change anything overall, the entire executive leadership are full of MBA’s that only care about EVM and I had a few arguments about doing the right thing vs the cheap thing.

      • PsychedSy@lemmy.dbzer0.com
        link
        fedilink
        English
        arrow-up
        7
        ·
        7 months ago

        CEOs have cliques now. When we replace one a new fleet of fucking VPs come with them. They don’t fire all of the old ones, either.

        It’s maddening. You still in aerospace?

        • inclementimmigrant@lemmy.world
          link
          fedilink
          English
          arrow-up
          7
          ·
          edit-2
          7 months ago

          Yup, they’re all still run by freaking bean counters, even if they were previously engineers. Despite all of the issues, yeah, I’m still in the industry, I really do love the puzzle that is aerospace and hardware.

          • PsychedSy@lemmy.dbzer0.com
            link
            fedilink
            English
            arrow-up
            5
            ·
            7 months ago

            Bruh. On the blue side, I wish we’d met one another at work.

            It’s fucking drastic. Low cost and cheap aren’t the fucking same.

            • inclementimmigrant@lemmy.world
              link
              fedilink
              English
              arrow-up
              5
              ·
              7 months ago

              Yeah, I fought the good fight, even yelled at an executive when I was there, but eventually I left after they got rid of the pension and took the advice I offered the college grads I trained and jumped ship.

    • PsychedSy@lemmy.dbzer0.com
      link
      fedilink
      English
      arrow-up
      4
      ·
      7 months ago

      I mean I’m a union member and it isn’t much better. There’s a lot of talk but nobody seems to actually care.

      • Jarix@lemmy.world
        link
        fedilink
        English
        arrow-up
        4
        ·
        edit-2
        7 months ago

        You have to explicitly pay people to care. And incentivise(not work them to death ie) them not to get complacent

        Edit. This is meant as commentary not a disagreement or an argument

        • PsychedSy@lemmy.dbzer0.com
          link
          fedilink
          English
          arrow-up
          7
          ·
          7 months ago

          Lmao. I’m talking about management and union officials.

          I get paid insanely well for my area. Our insurance is fucking top tier. Doctor? 20. Hospital? 150. 10k infusion? 15. Deductible? Haven’t touched it in twelve years. We do well, and people don’t care. Management is shit, which helps none.

          Corporate incentives are just not set up for quality. They treat employees like they’re unimportant and replaceable. Pay isn’t everything.

          • Jarix@lemmy.world
            link
            fedilink
            English
            arrow-up
            3
            ·
            7 months ago

            Im trying to say that money needs to be spent with strings attatched to the outcome you want, and you have to make the job worth doing to get those results you are explicitly paying for or you wont get it. It also means that if someone is not caring they need to be gone.

            It makes sense to me, but im not sure im explaining it right

            • PsychedSy@lemmy.dbzer0.com
              link
              fedilink
              English
              arrow-up
              4
              ·
              7 months ago

              I get you. Proper management is a game of incentives.

              If you offer a manager 15% over his highest paid employee, are you promoting good employees or inflating costs?

              Or if you base it on number of employees? Same thing.

              The reality seems to be that incentives are fucking hard and large corps can eat it because [government regs|capitalism] make it profitable.

              It’s all about metrics. MBA metrics are taught. Same as HR. When ford tried to overpay his workers and offer better hours he got fucking sued.

              • Jarix@lemmy.world
                link
                fedilink
                English
                arrow-up
                1
                ·
                7 months ago

                Thats a curious anecdote about ford.

                Now if only there was a technology that could make me about a 1minute long movie about it…

                  • Jarix@lemmy.world
                    link
                    fedilink
                    English
                    arrow-up
                    2
                    ·
                    7 months ago

                    I failed at being clever at referencing the Sora AI for video which is limited to 1 minute.

                    Was saying it would make an interesting video documentary. Well i thought that was what i was saying. It made sense in my head lol