CastofThousands

[B19 Flyer]

Look

You won't even admit that sometimes managment is at fault for something.

Until you admit that you have no worth at all in my opinion. You are just another "Create My Own Job" micromanager.

No management is perfect, but when a union is on the property, you need to manage around a union and that makes it difficult to succeed even under the best of circumstances. It's hard to run and keep up with the competition when you have one leg chopped of by a union.

 

[B19 Flyer]

I can tell you about how our company fired 70 pilots without cause. But thats just business as usual for you da19.

That's your opinion about the cause. I'd be more concerned about the 500 plus at NJ (let's not forget about the rank and files workers too).

That big fat contract didn't do them any good either, did it?

Management doesn't go and personally visit employees like the union is doing. You seem to think that behavior is perfectly fine. It's speaks volumes for your lack of ethics.

 

[imacdog]

Tell me one case where a company has harrassed family members and actually blocked the driveway so one couldn't leave as described in the article.

Would pilot pushing, firing employees to be used as hostages during negotiations, and entering into sham bankruptcies to throw out a union contract count?

 

[ghostrider64]

I've been away for a long time and have never read these B19 posts before however it's time for him to understand a few things that apparently he's forgotten, or more likely ignorant of.

First when bad mouthing a Union for a Furlough I suggest he go visit his own Human Resources Dept to ask "Who does the hiring around here?"

It's very obvious he has no idea how MISMANAGED NETJETS WAS... The hiring that occurred during the late 2006/07 time frame was completely out of control. There was even in fighting within Human Resources about it. However the system that a new MANAGERS created was going to work because they said it would. However all they did was make promises to new hires that could not be kept.

B19 trying to lay the blame at the Union's feet is an example of someone who really has no idea how to deal with employees. He's probably the same type of MANAGER that jumps into his Brand new Mercedes and drives himself to the NEW YANKEES BOX purchased by him using COMPANY FUNDS. All while the employees look at him with disgust and disdain.

Yep high fixed cost will be the demise of ALL companies and it's the Union's fault. IGNORANT. The fixed costs that Unions create from their portion of expendatures are the easiest to deal with, BECAUSE THEY ARE FIXED and not variable. These costs can be projected for years ahead. As a MANAGER it's a factor that is in ink, as opposed to all the variables. In fact at NJA those costs are known for a minimum of 6 more years and under the RLA only becomes "amendable".

I would argue that the financial woes of NJA had FAR less to do with employees than it did with unbelievable mismanagement. Paying millions to Celebrities to participate in "fund raising", millions for extravagant Baseball seats, millions on grandiose plans of a Corporate Campus, millions on keeping corporate headquarters in high tax cost regions (OHIO), millions on deice fluid because you decide to do flight and maintenance in areas of the US with horrible weather, millions on creating new plates, millions on VPs with questionable job descriptions, millions and million by allowing friends to sell out at top price, millions and millions of dollars WASTED due entirely to MANAGERS!!!!

However B19 seems to think those of us that are Unionized are the PROBLEM? Wow, I never knew we had so much POWER.

I would argue that the reason we really have and need UNIONS is because we have leaders that show so much disdain for their employees, as does B19. We know you are flying the wealthiest person in the world today Mr. Loser Pilot, however we can't pay you a fair wage because it cuts into our bottom line too much, the flea bag hotel is where you are staying tonight because the nice one cuts into our bottom line too much, sorry you miss your family and we appreciate you working hard for us but we need to keep you on the road another week because if we don't we might need to hire another Mr. Loser Pilot and that would cut into our earnings too much, don't write it up Mr. Loser Pilot because if you do it will cost us a lot of our earnings to fix it and we can't have that....

 

[brokeflyer]

wow b19 just got "owned"....hahaha

 

[gret]

Why do people who are so unhappy with a company stick around?

Here was an interesting story out of the NY Times a couple of weeks ago-

The Secret to Having Happy Employees

About 10 years ago I was having my annual holiday party, and my niece had come with her newly minted M.B.A. boyfriend. As he looked around the room, he noted that my employees seemed happy. I told him that I thought they were.

Then, figuring I would take his new degree for a test drive, I asked him how he thought I did that. “I’m sure you treat them well,” he replied.

“That’s half of it,” I said. “Do you know what the other half is?”

He didn’t have the answer, and neither have the many other people that I have told this story. So what is the answer? I fired the unhappy people. People usually laugh at this point. I wish I were kidding.

I’m not. I have learned the long, hard and frustrating way that as a manager you cannot make everyone happy. You can try, you can listen, you can solve some problems, you can try some more. Good management requires training, counseling and patience, but there comes a point when you are robbing the business of precious time and energy.

Don’t get me wrong. This doesn’t happen a lot. There’s no joy in the act of firing someone. And it’s not always the employee’s fault — there are many bad bosses out there. Bad management can make a good employee dysfunctional. On the other hand, good management will not always make a dysfunctional employee good. And sometimes people who would be great employees somewhere else just don’t fit your company, whether it is the type of business or the company culture.


In the worst cases, the problem of a bad fit can have a bigger impact than just one employee’s performance. Being in charge does not necessarily mean you are in control, and being in control does not necessarily mean being in charge. Have you ever seen a company or department paralyzed by someone who is unhappy and wants to take hostages? It is remarkable how much damage one person can do. If you haven’t seen it, I suggest you watch “The Caine Mutiny.” Basically, one guy takes apart the ship. He was unhappy. It only takes one.


This is only my opinion. I don’t have a Ph.D., an M.B.A., or even an economics degree. What I do have is a happy company. And that makes me happy. Now I know some people argue that business is about making money, and not everyone has to be happy. That is also an opinion. Everyone has a right to his or her opinion. When you own a company, you also have the right to surround yourself with the people you choose.


I have spent the last year and a half focusing on cutting costs, figuring out how the market has changed, and worrying about the economy. Things seem to be getting better, or perhaps I am just getting used to it.

Either way, I had a good day today. Not because I got a big order, great financial reports or even an employee stopping by to tell me what an awesome boss I am. (That generally doesn’t happen. You have to tell yourself. It’s a boss thing.) I had a great day because I spent most of it walking around the company and appreciating the fact that even after a year and a half of soft sales and cutbacks and furloughs, I have wonderful people working for me. They care. They are committed. They understand the whole customer-staff-company triangle, where all of the legs support each other.


If you read books on great companies, they usually leave out a dirty little secret. It doesn’t make for good public relations — like talking about how you “empower people” or how your “greatest assets” are your people. Both of these well-worn clichés are true. What is also true is that it’s hard to build a great company with the wrong people.

When you have the right people, business is much easier. I know because I have tried it both ways.

 

[brokeflyer]

Whoever wrote that article isnt the smartest in the world thats for sure.

That does work however but its a short term solution. Just like the first day at a new school you go find the bully and kick his ass. sends a good message to others.

but what happens when the unhappiness is due to the action of piss poor management?

think about that.

 

[fischman]

That big fat contract didn't do them any good either, did it?

Actually, it did. They have recall rights.

 

[imacdog]

Not to mention two months' furlough pay.

 

[brokeflyer]

and the best part of that contract?.....it pisses b19 off.

SCORE!