While looking around at the company, there are overruns at TCO, fines in California, permitting constraints in RBU, assets sales in CBU, ABU can’t get it together, all while management looks to MCBU to bail out the company. Where is our incentive to get to the 1MMboe/d? It’s not like we’re going to get a stock vesting or an uplift. I guess that we should all just expect a $25 R&A for Christmas in 25.
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UPDATE I received my hat and shirt, we’re definitely hitting the 1mmboe/d before EOY 2025
@1xrg+1rJcgKVP, not sure where you’ve worked outside the US, but I’ve worked places where nationals get paid higher and receive better benefits than the expatriates while receiving union protection from termination. Nothing creates a more toxic work environment than workers who are entitled with no fear of consequences. US employees are far from being as egotistical and entitled as some other countries I assure you.
Only a narcissist would ask this question. Must be in Wells as most of the other departments are support and have nothing to do with production. Thinking somehow your little contribution is make or break for a major oil company is laughable. In Wells the engineers don't engineer anything. They simply cut and paste and most don't proof read the programs they send out. Management writes a SOP document that if followed to the letter of the law would actually create safety problems they are trying to prevent. If you work in the field supposedly MCBU is working on a factory model so just do what everyone else does with very little creative thought needed. An increase in production in MCBU is accomplished by throwing more dollars at drilling and completing not by anything you have contributed.
It amazes me with so much ego and entitlement in the US all from young ages to the supposedly mature grown ups. From dating expectations of ladies and young women to adult middle age men I. The workforce. I am not native of the US, but I have lived and worked many other places outside the USA, people work and the only expectation is to have their salary [there are many places that you work and you do not get your salary instantly during pay period, it could be delayed at times from time to time]. Grow up and be thankful for having a great paying job with benefits, most of you are within the top 10% income in the US even if your spouse is not working, why there is so much complain and entitlement?
The pay check you receive is your incentive. If that is not enough to get you to do your job then take your self centered a__ elsewhere.
In the relentless churn of corporate dynamics, there lurks a shadow—a dark triad, to be exact—wreaking havoc under the guise of authority. This insidious force, led by RM, persists in its destructive path unabated, even as it garners undeserved commendations.
CVX, once a stalwart in its domain, now finds itself adrift, its essence diluted by the encroachment of this cabal—comprising HR, Security, and Legal. What was once a beacon of industry has now become a playground for the nefarious machinations of these individuals, each embodying the worst traits of their leader.
HR, a bastion of incompetence disguised as progress, teems with RM's ilk—individuals whose sole purpose seems to be perpetuating their own perceived importance. Yet, when their façade crumbles, they unleash their hounds of surveillance (AKA security) and intimidation, bolstered by a legion of morally bankrupt lawyers (AKA legal), all in a bid to shield themselves from accountability.
But what do they produce? What value do they bring? The resounding answer echoes through the empty halls of CVX: none. They resemble nothing more than a failed state, ruled by fear and manipulation—a dictatorship masquerading as governance.
CVX, once deemed too big to falter, now teeters on the precipice of irrelevance. The erosion of its foundations is palpable, each day inching closer to the abyss of failure.
It is imperative, then, that RM be swiftly removed from their perch of power. The future of CVX depends on it.
I agree…. But you know at a certain level of management/PSG there will be substantial rewards for achieving it if I had to guess…. The reward for all the MCBU core that actually made it happen will be a T-shirt, pat on the back, and a reorg now that the growth model transforms into a sustain model…. Meanwhile those in the other BUs listed will receive a CIP factor based on the performance on MCBU despite the harm and damage they have caused to the company:… classic move of don’t acknowledge the good performance and reward the bad.