TWU informer
Veteran
- Joined
- Nov 4, 2003
- Messages
- 7,550
- Reaction score
- 3,731
I agree Bob,
A few other things that need to be compared for accurate accounting.
How many levels of management and unproductive staff assistance does the MRO mechanic have to subsidize. Not that we don't need management just how much is enough.
How productive is the Overhaul work force.
(We have union issues and management failure issures in this area)
Is the Overhaul Maintenance looked at as a profit center instead of cost center thus capital investments are easier to come by than the bean counter of an airline unwilling to spend a dime in maintenance to save money.
Does the MRO have to put up with a union that mandates unskilled workers being upgraded causing scrap parts and rework rejects. TUL has becoming a training facility in some areas instead of a competetive skilled workforce.
Does the MRO have hundreds of unproductive workers pretending to be managers. Being involved and participating in decision making is one thing, turning the "working together" process into a safe haven for worthless lazy union workers is another.
Does the MRO have a discipline system that allows workers to be fired 4 or 5 times and still be employed.
Does the MRO have a management team that works daily on crisis management and never spends time working to prevent the crisis from happening again.
Does the MRO have a computer system that is capable of providing priority production direction but because bad or no data is uploaded to the system or crews fail to use the system so impending crisis is always on the horizon.
These are a few things right off the top I can think of right now.
There are more if I were really tasked with demonstrating how we could be more competetive.
However, nobody I know trust management enough to offer solutions or real ideas due to the fact we all know management either steals the savings we might provide or the solution is disregarded because it will reduce management and/or union headcount.
We have actually become a job welfare program that is more interested in headcount than actually competing against the competition.
My point is there are far bigger savings to be had in culture changes than there are to be had in screwing the worker out of pay or benefits.But because the Union and Management agenda is to protect both sides headcount we never fix the real problems.
A few other things that need to be compared for accurate accounting.
How many levels of management and unproductive staff assistance does the MRO mechanic have to subsidize. Not that we don't need management just how much is enough.
How productive is the Overhaul work force.
(We have union issues and management failure issures in this area)
Is the Overhaul Maintenance looked at as a profit center instead of cost center thus capital investments are easier to come by than the bean counter of an airline unwilling to spend a dime in maintenance to save money.
Does the MRO have to put up with a union that mandates unskilled workers being upgraded causing scrap parts and rework rejects. TUL has becoming a training facility in some areas instead of a competetive skilled workforce.
Does the MRO have hundreds of unproductive workers pretending to be managers. Being involved and participating in decision making is one thing, turning the "working together" process into a safe haven for worthless lazy union workers is another.
Does the MRO have a discipline system that allows workers to be fired 4 or 5 times and still be employed.
Does the MRO have a management team that works daily on crisis management and never spends time working to prevent the crisis from happening again.
Does the MRO have a computer system that is capable of providing priority production direction but because bad or no data is uploaded to the system or crews fail to use the system so impending crisis is always on the horizon.
These are a few things right off the top I can think of right now.
There are more if I were really tasked with demonstrating how we could be more competetive.
However, nobody I know trust management enough to offer solutions or real ideas due to the fact we all know management either steals the savings we might provide or the solution is disregarded because it will reduce management and/or union headcount.
We have actually become a job welfare program that is more interested in headcount than actually competing against the competition.
My point is there are far bigger savings to be had in culture changes than there are to be had in screwing the worker out of pay or benefits.But because the Union and Management agenda is to protect both sides headcount we never fix the real problems.
