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Monday, June 23, 2014
Thoughts on O&B?
Thoughts on O&B?
10 comments:
Anonymous
said...
They're both nice letters. And I prefer them in this order, rather than reversed
I think it's important to make a distinction about WHAT aspects of "O&B" are being critiqued here. It's not accurate to cast a broad net over the entire organization and suggest adding rocks to it and letting it sink in the ocean.
There are functional areas that are part of O&B that do excellent work, and shouldn't be tarnished by other parts of it. I believe Mark Martinez (in his new role as PAD) is attempting to determine what exactly this organization under him does, and what aspects of it need to be "refined". He has a decent skill set when it comes to sorting wheat from chaff, so let's give him an opportunity to do what he does best.
No question the "B" or "O&B" needs some SERIOUS work. In the smaller departments under Mike, there are some seriously flawed and top-heavy management areas that need major reorganization. (See the "Morale Deflater" entry here for more input on this http://llnlthetruestory.blogspot.com/2014/04/morale-deflater.html)
But even in "B", there are some critical services for the overall Lab being provided, so let's not toss the baby out with the "B"athwater.
Mike Payne NEEDS to fire TID's poor performing managers (Ray Marazzi, John Koenig, Rudy Duran, Thom Tegge, Jerry Johnson) who negatively impact TID. He should also stop or possibly eliminate the "favored" employees that are taking advantage of the department. Bad management practices deflate employee morale, cause stress that results in sometimes serious health issues, and cost the company more than just the cost of high turnover. Disgruntled and mishandled employees stop caring about how well they perform their jobs. Also, discriminatory practices affect the job satisfaction of all employees—not just those who are discriminated against. Promotions, bonuses and benefits should be awarded based upon the candidate's qualifications and performance on the job. If an employee consistently sees promotions being given on the basis of gender, race, age, favoritism, or other discriminatory factors, their drive to advance within the organization or perform to the best of their ability is negatively affected. Discrimination isn't just a bad practice—it's illegal, and covered by extensive federal legislation such as Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act and the Genetic Information and Nondiscrimination Act. State regulations may also provide direction for employers on the prevention of discrimination. If something drastic doesn't change in TID soon, the employees will (understandably) start looking for other avenues.
The TID workforce is united. For years, we’ve witnessed these apathetic and arrogant, pseudo managers have their nice long ride on the Gravy Train. Hear the whistle blowing? We’re reaching the stations of “It’s Time To Retire,” or “Go Find Another Opportunity.” A new train leaves without you, TID Managers, and we won’t look back.
TID doesn't have a lock on bad management in O&B, what bothers me is the just promote people into management that might be good with numbers and computers but have absolutely no management skills (some don't even have skills of any kind).
10 comments:
They're both nice letters. And I prefer them in this order, rather than reversed
Thank You for the first good laugh I got reading on this site!
Too bloated. Too many people doing little and very few people doing a lot!
Poor management.
Agreed. The hard workers with education, experience and fantastic work ethic are overlooked. Perhaps they are nervous that they will be outshined.
I think it's important to make a distinction about WHAT aspects of "O&B" are being critiqued here. It's not accurate to cast a broad net over the entire organization and suggest adding rocks to it and letting it sink in the ocean.
There are functional areas that are part of O&B that do excellent work, and shouldn't be tarnished by other parts of it. I believe Mark Martinez (in his new role as PAD) is attempting to determine what exactly this organization under him does, and what aspects of it need to be "refined". He has a decent skill set when it comes to sorting wheat from chaff, so let's give him an opportunity to do what he does best.
No question the "B" or "O&B" needs some SERIOUS work. In the smaller departments under Mike, there are some seriously flawed and top-heavy management areas that need major reorganization. (See the "Morale Deflater" entry here for more input on this http://llnlthetruestory.blogspot.com/2014/04/morale-deflater.html)
But even in "B", there are some critical services for the overall Lab being provided, so let's not toss the baby out with the "B"athwater.
Mike Payne NEEDS to fire TID's poor performing managers (Ray Marazzi, John Koenig, Rudy Duran, Thom Tegge, Jerry Johnson) who negatively impact TID. He should also stop or possibly eliminate the "favored" employees that are taking advantage of the department. Bad management practices deflate employee morale, cause stress that results in sometimes serious health issues, and cost the company more than just the cost of high turnover. Disgruntled and mishandled employees stop caring about how well they perform their jobs. Also, discriminatory practices affect the job satisfaction of all employees—not just those who are discriminated against. Promotions, bonuses and benefits should be awarded based upon the candidate's qualifications and performance on the job. If an employee consistently sees promotions being given on the basis of gender, race, age, favoritism, or other discriminatory factors, their drive to advance within the organization or perform to the best of their ability is negatively affected. Discrimination isn't just a bad practice—it's illegal, and covered by extensive federal legislation such as Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act and the Genetic Information and Nondiscrimination Act. State regulations may also provide direction for employers on the prevention of discrimination. If something drastic doesn't change in TID soon, the employees will (understandably) start looking for other avenues.
The TID workforce is united. For years, we’ve witnessed these apathetic and arrogant, pseudo managers have their nice long ride on the Gravy Train. Hear the whistle blowing? We’re reaching the stations of “It’s Time To Retire,” or “Go Find Another Opportunity.” A new train leaves without you, TID Managers, and we won’t look back.
TID doesn't have a lock on bad management in O&B, what bothers me is the just promote people into management that might be good with numbers and computers but have absolutely no management skills (some don't even have skills of any kind).
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