Scope out RJ's
Well-known member
- Joined
- May 31, 2006
- Posts
- 1,926
Welcome to Flightinfo.com
- Register now and join the discussion
- Friendliest aviation Ccmmunity on the web
- Modern site for PC's, Phones, Tablets - no 3rd party apps required
- Ask questions, help others, promote aviation
- Share the passion for aviation
- Invite everyone to Flightinfo.com and let's have fun
Junior Positions by Base Combined NWA/DAL
- Thread starter Fly4hire
- Start date
- Watchers 33
Welcome to Flightinfo.com
- Register now and join the discussion
- Modern secure site, no 3rd party apps required
- Invite your friends
- Share the passion of aviation
- Friendliest aviation community on the web
Naw.... not hardly redtail, I just felt like:smash: hammering, mostly TIC, and no doubt overreaching, at what I perceived as a delusional post by NuNut. But, as to the seniority issue you speak of, do you really think the NW pilots enjoy such an advantage? -Or do you think it is only a perception of lost seniority on the part of the DAL pilots? A perception, however realistic or unrealistic, that NW pilots are only too happy to indulge and "waller" in....You know the kind.....from right-seat DC-9 Minot 9hr. layovers in January to 48hrs. on the Cote d' Azur in Nice, or basking in the other warm Mediterranean sun destinations: Milan, Venice, Barcelona, Pisa, Malaga, Athens, Tel Aviv and of course, Rome. What do you think, redtail, did you gain such a windfall in "losing" the the seniority list battle that you'll all have a "lock" on summering in the Mediterranean?
Now FBN, I resemble that remark, and I don't blame you, I wouldn't fly with myself either..(but I am forced to do so).....But look for some RDs this summer in Japan, as they have already announced 767ER flying there. Oh yeah, BTW, how do you like the guaranteed Business Class seat deadhead to Narita?.....As much as we like the "call in honest" policy we didn't get from NW?
Heyas,
Dunno...it seems some of your coworkers have a concern about it:
http://www.aviationweek.com/aw/generic/story_channel.jsp?channel=comm&id=news/DAL12318.xml
Nu
Voice Of Reason
Reading Is Fundamental !
- Joined
- Sep 21, 2004
- Posts
- 1,369
boy oh boy...what pieces of work in ATL
By Andrew Compart
"Some Delta workers are worried about the number of Northwest executives and officers given leadership positions in the post-merger airline.
A representative of one of the work groups spelled out these concerns in a letter he e-mailed to employees earlier this month. But the representative also staunchly defended the leadership selections and urged employees to keep an open mind.
The message came from Joe Piller, who represents the supervisory and administrative personnel group on the Delta Board Council. The council meets with airline executives and attends board meetings to represent Delta non-contract employees and provide insight on their perspectives, concerns and ideas, and Piller’s group accounts for about 10% of the non-contract employees at the pre-merger Delta.
In July, Delta unveiled a nine-member leadership team for the post-merger carrier that included five of its most senior executives, and four from Northwest. In an additional announcement Oct. 31, two days after the merger became official, Delta announced more leadership changes that included internal promotions for COO and CFO, and a mix of Delta and Northwest executives and officers for other positions.
In Piller’s e-mail, distributed only internally but obtained by AviationWeek, Piller tells workers the Board Council has heard their concerns about the makeup of the post-merger leadership. Piller did not say how many employees expressed such concerns, and did not respond to AviationWeek requests for comment.
“As organizational charts for the new Delta are being published, Delta people are asking the Board Council questions concerning Northwest co-workers and how they will fit within the Delta culture,” Piller wrote. “Some have told us, ‘It seems like we have more Northwest leaders than pre-merger Delta leaders in the new company. Will they carry-on the Delta culture that is legacy and heritage valued by generations of Delta people and customers?’”
But Piller also tries to allay those concerns in his message, which he sent solely to members of the work group he represents, although the message apparently has since been passed on to other workers as well.
“There is no question the Delta that we know today will most definitely change with the blending of talent from both companies as we combine the strengths of two great airlines into one,” he said. “I think we can’t forget that the success of Delta is a history of mergers and acquisitions which have changed the business and the culture for the better over time. I know Delta will continue to grow on the foundation we have built over the last 79 years and will now include the best from Northwest. I also believe the new Delta will carry-on the fundamental principles that have made Delta a great airline.”
“As I’ve said, Delta people are concerned by the arrival of so many new leaders and co-workers from Northwest,” Piller continued. “What we have to remember is that no one is really ‘born’ at Delta...well, except for perhaps a few second and third generation Delta people. Most of us come to Delta from somewhere else; Pan Am, Western, the military or a company outside of the industry. I think it’s more important to see what kind of people these new leaders and co-workers are from Northwest, what they believe in and do they have the Delta DNA that makes our culture unique.”
Piller asked workers to “keep in mind recent successful leaders and colleagues who came to us from other companies.” He cited former CEO Jerry Grinstein as “the perfect example of a leader who was not ‘born” at Delta.” He also cited current CEO Richard Anderson, who spent 14 years in leadership positions at Northwest but “has made a commitment to manage by the values of the Delta culture” by putting the airline’s guiding principles in writing.
“For Delta people who fear Delta’s culture will be unrecognizable in a couple of years because of the merger, I think we’ll see that some aspects of Delta’s culture will certainly change like it did with previous mergers in our history. But that change will be shaped by Delta people,” Piller assured them. “The culture of a company can certainly be guided by its leaders, but it is owned by its employees and customers. It is the responsibility of every Delta employee to keep the best parts of our culture and heritage and pass it along to the new members of the Delta family regardless of how they come to Delta.”
Delta declined to comment on Piller’s message."
Photo: Delta
Find this article at:
http://www.aviationweek.com/aw/generic/story_channel.jsp?channel=comm&id=news/DAL12318.xml
By Andrew Compart
A representative of one of the work groups spelled out these concerns in a letter he e-mailed to employees earlier this month. But the representative also staunchly defended the leadership selections and urged employees to keep an open mind.
The message came from Joe Piller, who represents the supervisory and administrative personnel group on the Delta Board Council. The council meets with airline executives and attends board meetings to represent Delta non-contract employees and provide insight on their perspectives, concerns and ideas, and Piller’s group accounts for about 10% of the non-contract employees at the pre-merger Delta.
In July, Delta unveiled a nine-member leadership team for the post-merger carrier that included five of its most senior executives, and four from Northwest. In an additional announcement Oct. 31, two days after the merger became official, Delta announced more leadership changes that included internal promotions for COO and CFO, and a mix of Delta and Northwest executives and officers for other positions.
In Piller’s e-mail, distributed only internally but obtained by AviationWeek, Piller tells workers the Board Council has heard their concerns about the makeup of the post-merger leadership. Piller did not say how many employees expressed such concerns, and did not respond to AviationWeek requests for comment.
“As organizational charts for the new Delta are being published, Delta people are asking the Board Council questions concerning Northwest co-workers and how they will fit within the Delta culture,” Piller wrote. “Some have told us, ‘It seems like we have more Northwest leaders than pre-merger Delta leaders in the new company. Will they carry-on the Delta culture that is legacy and heritage valued by generations of Delta people and customers?’”
But Piller also tries to allay those concerns in his message, which he sent solely to members of the work group he represents, although the message apparently has since been passed on to other workers as well.
“There is no question the Delta that we know today will most definitely change with the blending of talent from both companies as we combine the strengths of two great airlines into one,” he said. “I think we can’t forget that the success of Delta is a history of mergers and acquisitions which have changed the business and the culture for the better over time. I know Delta will continue to grow on the foundation we have built over the last 79 years and will now include the best from Northwest. I also believe the new Delta will carry-on the fundamental principles that have made Delta a great airline.”
“As I’ve said, Delta people are concerned by the arrival of so many new leaders and co-workers from Northwest,” Piller continued. “What we have to remember is that no one is really ‘born’ at Delta...well, except for perhaps a few second and third generation Delta people. Most of us come to Delta from somewhere else; Pan Am, Western, the military or a company outside of the industry. I think it’s more important to see what kind of people these new leaders and co-workers are from Northwest, what they believe in and do they have the Delta DNA that makes our culture unique.”
Piller asked workers to “keep in mind recent successful leaders and colleagues who came to us from other companies.” He cited former CEO Jerry Grinstein as “the perfect example of a leader who was not ‘born” at Delta.” He also cited current CEO Richard Anderson, who spent 14 years in leadership positions at Northwest but “has made a commitment to manage by the values of the Delta culture” by putting the airline’s guiding principles in writing.
“For Delta people who fear Delta’s culture will be unrecognizable in a couple of years because of the merger, I think we’ll see that some aspects of Delta’s culture will certainly change like it did with previous mergers in our history. But that change will be shaped by Delta people,” Piller assured them. “The culture of a company can certainly be guided by its leaders, but it is owned by its employees and customers. It is the responsibility of every Delta employee to keep the best parts of our culture and heritage and pass it along to the new members of the Delta family regardless of how they come to Delta.”
Delta declined to comment on Piller’s message."
Photo: Delta
Find this article at:
http://www.aviationweek.com/aw/generic/story_channel.jsp?channel=comm&id=news/DAL12318.xml
GogglesPisano
Pawn, in game of life
- Joined
- Oct 20, 2003
- Posts
- 3,939
Superpilot92
LONGCALL KING
- Joined
- Nov 7, 2004
- Posts
- 3,719
PeanuckleCRJ
Hurrrrrrrr
- Joined
- Jul 21, 2004
- Posts
- 1,684
Share this page
Latest resources
-
-
-
-
-
AC 90-89C - Amateur-Built Aircraft and Ultralight Flight Testing HandbookAmateur-Built Aircraft and Ultralight Flight Testing Handbook
- Neal
- Updated:
