As long as management is quick to take credit for a firm’s successes but equally swift to blame its workers for its failures, no surefire remedy for low productivity can be expected in American manufacturing and service industries.
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Stankey is constantly re-arranging the deck chairs on the Titanic.
It’s a cycle. Founders found the company, invent the product > hands off to a ceo who then doesn’t innovate much > executive culture ensues > people promoted based on network, not results > company dies.
ATT is sitting closer to company dies. Anyone with any talent has left the building. Folks that drove results, stopped driving results due to lack of career progression or reward (why bother - thanks connection award and flat org structure). Stank once said cream rises to the top, no stanks, tu-ds float. That’s what you are and everyone else you all have promoted up for over a decade now. Very few exceptions.
“ Att leadership”
There is no such animal.
American industry embraced total quality system, design for manufacturability and continuous improvement during WWII. Such principles enabled the industrialization of the war effort to defeat the faschists. And it’s amazing how quickly it became a lost and arcane art of industrial engineering. The massive American advantage gained to an almost monopolistic degree, caused it to become complacent and consumer products suffered accordingly. Deming took the lessons learned to Japan and thank goodness he did to revive industrial competition. It looks like AT&T is still mired in the swamp of monopolistic malaise.
It’s crazy how far away we are from this… it’s these quotes that make me realize I need to leave this company behind. This is a sinking ship.
Management is clueless… I knew TEN years ago when Product House stopped doing their job that WE WERE sc--wed .. This company can’t package a business product now days to save their life. AND when they do they hand it over to India so that the customer can complain about the communication and inability to DO A JOB . I’ve been one to defend Stankey but the way he has missed this and his management to not communicate this really shows me the breakdown.
Unfortunately we’ve been out of the proof / fact business for some time now.
Don’t expect smart people to listen to you without proof
Employee involvement, employee participation, and quality of work life, these groups predictably disintegrate within a few months from frustration, finding themselves unwilling parties to a cruel hoax, unable to accomplish anything, for the simple reason that no one in management will take action on suggestions for improvement.
Att leadership performance is measured by how many hot peppers you can eat in the pepper challenge.
Performance of management should be measured by potential to stay in business, to protect investment, to ensure future dividends and jobs through improvement of product and service for the future, not by the quarterly dividend.