Have Things Changed Forever?

[luvn737s]

In another post someone stated that they thought that the industry has fundamentally changed and that employees better adjust their career expectations. I have to question that.

Long term everyone who is forced to squeeze out unrealistically high productivity is going to begin to burn out. If that productivity has contributed to corporate profits that are not being shared with the squezees, then they are going to begin to rethink their devotion to duty and begin to demand more. This is not a union /nonunion thing, but a human being thing. Airlines that refuse to acknowledge this will be faced with these demands and either choose to accede to them or shut the business down and start again. As a side note, companies that ignore their employees are probably very likely to be ignoring other things as well, such as passenger needs and changes within the industry, so they are very apt not to be leaders in their field.

Long story short: The survivors of this business are one who can balance employee expectations with competitive needs. To think that employees will unilaterally choose to work harder for less indefinately is foolish.

 

[PITbull]

uh, BINGO.

You've just hit the lottery!

 

[Atlantic]

Luvn,
Yes, things have changed. The countdown started in late 1978. What we have today is the latest shake-out. Turn the table around, Blue, Southwest, etc would be doing what AAA mang. is doing today.

 

[WorldTraveler]

Long story short: The survivors of this business are one who can balance employee expectations with competitive needs. To think that employees will unilaterally choose to work harder for less indefinately is foolish.

[post="189584"][/post]​

Just because employee expectations do not drive them to deliver the productivity required doesn't mean the company will not obtain them and survive. I certainly agree that there is a limit on the amount of change that any organization and employee can endure but that doesn't make one particular employee groups expectations right. It just means that those companies with those employees will fail. While what US is asking from its employees is extreme change, it does parallel what other airlines are asking of their people. For the employees of those airlines, company expectations have become reality.

 

[TheLazarusman]

Luvn,
Yes, things have changed. The countdown started in late 1978. What we have today is the latest shake-out. Turn the table around, Blue, Southwest, etc would be doing what AAA mang. is doing today.

[post="189587"][/post]​

Hmmm....late 1978. That's interesting. Didn't Deregulation appear somewhere around then?

 

[UseYourHead]

I worked for darling of deregulation (People Express) prior to being hired at Piedmont, then merged with US Airways.

The fact is that we have been on the gravy train at US Airways for years, every analyst and industry mouth has talked about our costs for years. We have been unproductive compared to the rest of the industry for years.

Now we are changing, like it or not...and if we do not morph we will go away. If you do not want to work for JetBlue or Southwest workrules and productivity you best pack it up...and the wages will be on the low end until this company stabilizes.

We are just now approaching conditions that the other airlines have worked under for years.

In another post someone stated that they thought that the industry has fundamentally changed and that employees better adjust their career expectations. I have to question that.

Long story short: The survivors of this business are one who can balance employee expectations with competitive needs. To think that employees will unilaterally choose to work harder for less indefinately is foolish.

[post="189584"][/post]​

 

[700UW]

How can you trust a management that had a failed track record?

In the bankrupcty filing they admitted they did everything wrong.

Then they have taken on every union and violated each contract.

They have made the employees the enemy instead of the competition.

You for one can trust them and sign your checks over to Glass and Company, but I for one won't.

The only plan they have is to devestate the employees economically.

 

[USA320Pilot]

UseYourHead:

Your post above is accurate and I agree with your thoughts.

Regards,

USA320Pilot

 

[PITbull]

I worked for darling of deregulation (People Express) prior to being hired at Piedmont, then merged with US Airways.

The fact is that we have been on the gravy train at US Airways for years, every analyst and industry mouth has talked about our costs for years. We have been unproductive compared to the rest of the industry for years.

Now we are changing, like it or not...and if we do not morph we will go away. If you do not want to work for JetBlue or Southwest workrules and productivity you best pack it up...and the wages will be on the low end until this company stabilizes.

We are just now approaching conditions that the other airlines have worked under for years.

[post="189616"][/post]​

If you are actually a pilot, (which I seriously doubt), I hope you get your wish.... and that you have to work every day 16 hour days, never see your family, so you can take that constant "####" out of your rethorhic, and can finally say, gee wiz, USAirways is finally productive...

 

[bobcat]

IMHO the only way US can survive is to start over from scratch. New employees, new policies, new low payscales and benefits, etc. There is so much discord between employees and management. It is beyond repair. How can a company survive with so much hatred between these two groups. The outlook for survival under theses conditions is grim.

There are many people working for for the LCCs making way less money and have way less benefit and are very happy doing so. That is because they know no better. When these carriers started they hired their employees at these wages and benefits and these people took these jobs of their own free will knowing what to expect. US employees accepted jobs at a certain payrate and certain benefits which included periodic payraises, added vacation and sick time, 401k, pension, and better shifts and days off the longer you stayed. They gave people an incentive to work at US and major incentives to stay. In reality what company wants a revolving door for employees? The majority of employees took this job with the intent of putting in the rest of their working days with US and willing to give up seeing their children grow up, working nights, weekends and holidays to end up with the hopes of retiring with a decent pension and some retirement money socked away to live comfortably in their golden years.

I don't see how it is so hard for some to understand why these employees are so unwilling to "change". So many have given their lives to US and are now going to end up with NOTHING after so many years of dedication. Over the years pensions have been lost, less contribution to 401k, stock has been run into the ground and taken away, pay and benefits cut and health benefits have gone down the tubes.
US employees are only here because of expectations that were given by the company when they were hired. That is why so many are PO'd and fighting to keep what was promised.

Sure the employees can be replaced but they need to replace everyone to make it work. They need to hire a whole new work force that knows no better. They need to install that revolving door!

 

[DOA@Airport]

In another post someone stated that they thought that the industry has fundamentally changed and that employees better adjust their career expectations. I have to question that.

Long story short: The survivors of this business are one who can balance employee expectations with competitive needs. To think that employees will unilaterally choose to work harder for less indefinately is foolish.

[post="189584"][/post]​

Having made the post you are referring to, I agree with you about balancing needs. In my discussion concerning management needing to focus on re-building relationships with employees as the TP goes forward, one of the things I should have mentioned is the need for incentives to be built into labor contracts. If the company finds that the TP can indeed generate profit at US, the company should ensure that employees share in that success. IMHO, incentives are the way to address the issue you have raised about balancing needs.

 

[cavalier]

IMHO the only way US can survive is to start over from scratch. New employees, new policies, new low payscales and benefits, etc. There is so much discord between employees and management. It is beyond repair. How can a company survive with so much hatred between these two groups. The outlook for survival under theses conditions is grim.

There are many people working for for the LCCs making way less money and have way less benefit and are very happy doing so. That is because they know no better. When these carriers started they hired their employees at these wages and benefits and these people took these jobs of their own free will knowing what to expect. US employees accepted jobs at a certain payrate and certain benefits which included periodic payraises, added vacation and sick time, 401k, pension, and better shifts and days off the longer you stayed. They gave people an incentive to work at US and major incentives to stay. In reality what company wants a revolving door for employees? The majority of employees took this job with the intent of putting in the rest of their working days with US and willing to give up seeing their children grow up, working nights, weekends and holidays to end up with the hopes of retiring with a decent pension and some retirement money socked away to live comfortably in their golden years.

I don't see how it is so hard for some to understand why these employees are so unwilling to "change". So many have given their lives to US and are now going to end up with NOTHING after so many years of dedication. Over the years pensions have been lost, less contribution to 401k, stock has been run into the ground and taken away, pay and benefits cut and health benefits have gone down the tubes.
US employees are only here because of expectations that were given by the company when they were hired. That is why so many are PO'd and fighting to keep what was promised.

Sure the employees can be replaced but they need to replace everyone to make it work. They need to hire a whole new work force that knows no better. They need to install that revolving door!

[post="189648"][/post]​

They only thing I disagree with is you have it backwards, "they" being management should be thrown out on their ear and Jerry Glass shown on TV tar and feathered to become a rallying point for the U employees to move forward knowing the ways of his sorry regime are over.

But that won't happen, what I believe “will" happen is U will go away for all the reasons you state. People hate each other and their very lives working at U which is a the perfect formula for complete failure....Eastern wasn't as bad as U is now.

 

[PITbull]

If the company has any plans in this transformation to improve morale and repair relations with Labor, they have to start with lower mangment.

The supervisors have been tainted and indoctrinated with harsh diciplines and punitive policies to terminate, and I think some either need to go back on the line or find other jobs within the company not dealing with employees. Managers need to go as well. The VPs should have the fortitude and skill to know what to do, and the Labor Exec. VP needs to see the door. Personally, I have a respect for Jerry, because he is excellent at his craft, and a formidable opponent.

However, U doesn't need folks like that here anymore if they truly want to repair relations and be credible.

SW is only 2% of U's competition, and Delta is are most fierce competitor presently. Their labor will take cuts in January, but the company is not "dismantling" the work force. The difference here, USAirways is.

That is why, I fear, we will not succeed. Folks just won't quit with nothing, and they just can't afford to take deeper cuts in order for U to transform.

I chuckled when I read what Boyd said.....all U needs is "time and money". Yea, only if we all lived in a perfect world.

 

[cavalier]

I have a respect for Jerry, because he is excellent at his craft-----

[post="189663"][/post]​

WITCHCRAFT and U is at it's bewitching hour

 

[UseYourHead]

Pit Bull,

I agree we would benefit from a change in Jerry´s position. He will have lived his life out here if we get through this transformation...someone else will need to build a bridge to labor.

BTW, why is it that you keep accusing me of not being a pilot? Do you want my employee number? I am an A330 PHL based pilot...I have strong viewpoints as do you, we both care about our fellow employees.

However I do not share your viewpoint of burning the company down over lower costs...the answer is simple, starting over is painful, and you lose your 20 years of seniority and end up working for just as crappy of a deal as we will have here.

Ya know, if these village idiots would have agreed to a contract earlier on in the game, as our ALPA advisors urged them to do, we would have alot better deal than the one out there now...really sad, in fact, criminal.

The VPs should have the fortitude and skill to know what to do, and the Labor Exec. VP needs to see the door. Personally, I have a respect for Jerry, because he is excellent at his craft, and a formidable opponent.

However, U doesn't need folks like that here anymore if they truly want to repair relations and be credible.

I chuckled when I read what Boyd said.....all U needs is "time and money". Yea, only if we all lived in a perfect world.

[post="189663"][/post]​