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this wasn't elaborated in the subtext!?
Vincent, our culture is based on the Goodrich People Philosophy (GPP): which the tentants are:
1. Mutual Trust and Respect (adult to adult behavior);
2. Eliminate the negatives (assume the positives);
3. Two-way communication (NOT parent to child);
4. Training and development (empower employees = employee engagement);
5. Competive wages and compensation; and
6. The One Rule: Treat others as you would like to be treated
Are we perfect - no. Are we all working on these 6 tenants - yes! We also embrace the Accountability model not the "victim" role.
Check out Goodrich by going to: www.goodrich.com
Teri Wheeler
Global Talent Acqusition Manager
Goodrich, SIS-Minnesota
1. Mutual Trust and Respect (adult to adult behavior);
2. Eliminate the negatives (assume the positives);
3. Two-way communication (NOT parent to child);
4. Training and development (empower employees = employee engagement);
5. Competive wages and compensation; and
6. The One Rule: Treat others as you would like to be treated
Are we perfect - no. Are we all working on these 6 tenants - yes! We also embrace the Accountability model not the "victim" role.
Check out Goodrich by going to: www.goodrich.com
Teri Wheeler
Global Talent Acqusition Manager
Goodrich, SIS-Minnesota
Mr. Larsen has discovered a truth by working through his organization. I work in an organization that does about 60 times the business that Goodrich does, with 1.6 million employees in the USA alone. I am working a $12/hour position while having an MBA degree and working on a doctorate in management and organization leadership. The point is that with my skills and education, it has been made very plain to me that working in a position that is commensurate with my experience is making too large a jump in the organization. Going from $25k to $125K is too unseemly,thus I, along with many others in the workforce remain underemployed until I find the organization which will recognize what I have to offer.
In summary, I think that I would have a better chance in Mr. Larsen's organization, what ever that organization might be.
In summary, I think that I would have a better chance in Mr. Larsen's organization, what ever that organization might be.
Robin is right, as per industry experience, it's true that " The one with the gold, makes the rules"
For me the question would be ??are this management style applicable to any organization? Or just the high profitable ones?. I think the golden rule should be used in every organization, this would make a better society.
99.99999999999999999% of the places I've worked at the golden rule was most definitley not in place, the complete lack of trust in general of the workforce is endemic.
Anything from did you really have a cough, to did you write than line of code correctly.
It's not really a change to the processes and rules, just a switch of emphasis. Our firm for instance put out a generic appraisal objective
"Take control of your learning and development"
I said it should have been
"Demonstrate that you have taken control of your learning and development".
A small thing, but their wording indicates a particular prejudice.
.
Anything from did you really have a cough, to did you write than line of code correctly.
It's not really a change to the processes and rules, just a switch of emphasis. Our firm for instance put out a generic appraisal objective
"Take control of your learning and development"
I said it should have been
"Demonstrate that you have taken control of your learning and development".
A small thing, but their wording indicates a particular prejudice.
.
The first thing I did was see if they are hiring. I would love to work for a company that offers a work environment that believes you are valuable. I work in an organization that believes daddy knows best and you have to just shut up and do what we tell you to.
I have seen several times a company with a policy that would not allow someone's pay to increase more than a certain percentage or amount per year or evaluation period. To jump from an entry level or "broom pushing" position to a position that an MBA or very good salesperson is truly skilled at would not be allowed. They then must leave the company and go to another. After a year or so, they can then come back to the original company because they are then a "new hire" and the policy that held them down before no longer applies.
This is truly insanity and has harmed more than one Fortune 500 company.
This is truly insanity and has harmed more than one Fortune 500 company.
The real focus that Larsen took was to focus on the long-term profitability of his company. When you have people that are enthusiastic about the company and know that the company is looking out for them, they will go out of their way to perform. This is similar to the way HP worked back before Lou Platt took over and the management philosophy changed. At that time HP was consistently doubling its stock value every 2-3 years and was not only one of the most profitable businesses, but consistently rated one of the best places to work and got the best talent as a result. Now, unfortunately, HP is no longer in that position.
The golden rule still works: take care of your employees and they'll take care of you. It's just unfortunate that most companies only look at things from a "what have you done for me lately" instead of a "what have you done and what _could_ you do" mentality. It's a win-lose vs win-win, yet most business leaders don't see it.
The golden rule still works: take care of your employees and they'll take care of you. It's just unfortunate that most companies only look at things from a "what have you done for me lately" instead of a "what have you done and what _could_ you do" mentality. It's a win-lose vs win-win, yet most business leaders don't see it.
The upper crust of a company that implements rules such as these to keep the grunts in the grunt work is afraid that once a grunt has risen to the challenge they will see that the upper crust is only a bunch of smoke and mirrors. The upper crust has only rode out the wave of fortune that the company has provided and they have no desire to see their house of cards fall down. I applaud the CEO of Goodrich to try and break out of the cycle that humans can't do what is right unless they are told to. To ensure the loyalty of those in his employ by showing them that they are able to have their skills recognized and to be put into a position that will not only enhance their way of life and further the company, but truly make them happy at their position is a rare and beautiful thing. I to should see if they are hiring. He is also a man that is secure in his own position which allows him to raise his employees up. Those that live by a 'what have you done for me lately' attitude are greedy profit hungry fools that should be banned and revolted against. but i digress...
In this day and age, the short term profit margin when laid against employee moral and well being takes the focus. When companies are failing fast or one hit wonders, they will not worry about the employees that got the company to the point it is at, but line their pockets with as much cash as possible before the ship sinks. My hope is that one day, we will see more companies that take the advice of this man. Spread the word my friends... perhaps we can convince our superiors that this is a better company, America, World in the making.
In this day and age, the short term profit margin when laid against employee moral and well being takes the focus. When companies are failing fast or one hit wonders, they will not worry about the employees that got the company to the point it is at, but line their pockets with as much cash as possible before the ship sinks. My hope is that one day, we will see more companies that take the advice of this man. Spread the word my friends... perhaps we can convince our superiors that this is a better company, America, World in the making.
That IS the way management should work. I worked for a company that had that same philosophy. It was a phenomenal experience. The whole organization was galvanized with energy and motivation to make certain our customers were happy and to be relentlessly better than our competitors. And we were unbelievably successful.
Then GE bought us and everything went down the toilet. Once again proving that Jack Welch didn't know jack.
Then GE bought us and everything went down the toilet. Once again proving that Jack Welch didn't know jack.
Having worked for Goodrich for 30yrs.let me tell you,the management surrounds itself with people dumber than they are.If you do have talent,your either pigeon holed or fired,I've seen this mostly since 2000.Marshall should look at his companies and listen to employees and stop trying to be something he wishes he was. Ask him about all the talent he is letting go in landing gear,and replacing with cheaper talent from McDonalds.
Yep Indeed The golden rule still works: take care of your employees and they'll take care of you. It's just unfortunate that most companies only look at things from a "what have you done for me lately" instead of a "what have you done and what _could_ you do" mentality. Indeed it make alot of sense about context
territory war
territory war online
territory war
territory war online
My dad just retired from Goodrich at the Akron offices and he has only incredible things to say about his time there. It must be a pretty inspiring company if employees are still singing its praises after 44 years of service.
Workplaces need to give more incentive for workers to work harder. Right now, tell me? Why would I work twice as hard as the guy sitting next to me on an hourly rate? Just to get more work! The golden rule is happy productive workers and motivation for workers to work harder. Success must be rewarded.
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