sometimes i have moments of clarity after grinding my a-s off on things where i look around and realize im like 1 of 2 people grinding their a-s off, and there's 10 people above us with better compensation, perks, work life balance, kinda just reporting the status of our work. Then theres people that report the reporting of the status of our work. Wtf?
how does a structure like this even survive any kind of audit for waste
@yz They understood GD&T perfectly. Golfing, DIning and Tasking. 🤪
@az I ran into a room full of ll6s/ll5/ll4s who could not even understand basic gd&t. There was a finishing surface requirement that was impossible for any automotive supplier to maintain. not even NASA or Aerospace supplies have those called out on a drawing. A different supv who claimed he could read a print signed off on a surface where the operators at the plants were cutting their fingers. Sad very sad...I am not making this up it is the truth..
@x2 dignity loss from a smile? It’s not like I touched her or even got close to her, does that sound like rational thought? I’m not sure what she’s saying but she’s clearly disturbed. That group needs to be broken up, and safeguards put in place.
@x2 oh and there are rules, you people just refuse to follow and enforce them, that’s liability and poor management, sorry to say brah
@x2 by the way, you can legally hit her PR and terminate at this point, it’s actually a protective measure for the company so I’m not rooting for it. Even if someone has a condition they refuse to get help for and it becomes a workplace issue like this did. That assumes you’ve offers EAP, and have coached and documented anyway.
@x2 she’s obsessed/fixated, there was a more technical term/condition, psychologist explained it. None of you saw it because she is a woman, they’re more prone to it, she needs help. Next time treat people fairly and you won’t have these issues, the more you allowed it to press the worse it got for her, shrink figured it out and explained it.
G-yness is a good reaper why is she so obsessed with the game and the fact that it has no rules or anything like dignity
@dr Notice how problem solving training is discussed but problem ownership NEVER comes up?😂
It’s so top heavy today because it’s been top heavy forever.
Mgmt will squawk about changing the ‘culture’ but they mean you, not them.
Will NEVER change.
Oh yes and this mandatory company wide problem solving course for For and Ford Credit Employees?????? Why didn’t they start this along time ago with the people designing these vehicles???? I mean please if they don’t get that mess fixed then it does not matter anyway.
@by
Hysterical!! And as Metallica would say, Sad, But True.
by+1m53apjmf
You forgot the step where they introduced mandatory problem solving training for the rowers in order to be able to fix their problems internally and achieve their performance milestones - eagerly tracked by a bunch of high potentials.
Ford Motor isn’t an engineering company—it’s an overmanaged bureaucracy with too many chiefs, too many wannabe chiefs, and not enough people actually doing the engineering.
A Modern Parable.
A Japanese company ( Toyota ) and an American company (Ford Motors or any one of Big Three) decided to have a canoe race on the Missouri River
Both teams practiced long and hard to reach their peak performance before the race.
On the big day, the Japanese won by a mile.
The Americans, very discouraged and depressed, decided to investigate the reason for the crushing defeat.
A management team made up of senior management was formed to investigate and recommend appropriate action.
Their conclusion was the Japanese had 8 people rowing and 1 person steering, while the American team had 7 people steering and 2 people rowing.
Feeling a deeper study was in order; American management hired a consulting company and paid them a large amount of money for a second opinion.
They advised, of course, that too many people were steering the boat, while not enough people were rowing.
Not sure of how to utilize that information, but wanting to prevent another loss to the Japanese, the rowing team's management structure was totally reorganized to 4 steering supervisors, 2 area steering superintendents and 1 assistant superintendent steering manager.
They also implemented a new performance system that would give the 2 people rowing the boat greater incentive to work harder.
It was called the 'Rowing Team Quality First Program,' with meetings, dinners and free pens for the rowers.
There was discussion of getting new paddles, canoes and other equipment, extra vacation days for practices and bonuses.
The pension program was trimmed to 'equal the competition' and some of the resultant savings were channeled into morale boosting programs and teamwork posters.
The next year the Japanese won by two miles.
Humiliated, the American management laid-off one rower, halted development of a new canoe, sold all the paddles, and canceled all capital investments for new equipment.
The money saved was distributed to the Senior Executives as bonuses.
The next year, try as he might, the lone designated rower was unable to even finish the race (having no paddles,) so he was laid off for unacceptable performance, all canoe equipment was sold and the next year's racing team was out-sourced to India .
Sadly, the End.
Here's something else to think about: Ford has spent the last thirty years moving all its factories out of the US , claiming they can't make money paying American wages.
TOYOTA has spent the last thirty years building more than a dozen plants inside the US .
The last quarter's results:
TOYOTA makes 4 billion in profits while Ford racked up 9 billion in losses.
Ford folks are still scratching their heads, and collecting bonuses...
IF THIS WEREN'T SO TRUE IT MIGHT BE FUNNY
IT has like 5 CTO's and a director for every web application... The most top heavy organization I have seen in my career.
This is a core issue that's dragging Ford down, politics every level, it's even worse in enterprise architecture
First it is the poor GSR who actually does the work, then there is the lead who needs to show that he is on top of things. Then comes the TPM who just wants a summary as he needs to tell superiors in ‘management’ terms what the impact is. Then there is a bunch of LL 6/5/4 who want to show their technical chops by giving orders that make zero sense. And folks wonder why we have recalls.
Yes I was in a training class the other day and all the person did who is considered learning and development leader was introduce the actual people who were responsible for the new application that we are learning. Oh yes and they did make one comment that we were running out of time for the meeting.🙈😜🤪