What about ... (2)
What about a NAO for Inter?
As stated in our program and as requested by many employees,
we are ready to propose an Inter for the next mandatory annual negotiations on some claims. For more we are united together to negotiate, we will weigh more in negotiation.
But we seem obvious and logical not address the issues of the Mutual and incentive, given the pending legal actions. Moreover, in the interests of employees, these subjects should be discussed and will be outside of these NAO (meetings are already planned), because they have already been addressed unsuccessfully in previous NAO.
Inter, yes, but not at any price!
We will soon send a letter to each employee organization recalling our proposal. For all recognize and admit that employees are sick of union squabbles, but there was no proposal to this day.
What about the economy?
Delays accumulate suppliers, quality problems increase the line stops
multiply, the rescheduling of machines becomes a bad habit, and other indicators are bad pokeymon The morale is very low, production plans for 2011 seem unrealistic in these circumstances.
As if we were paying our suppliers mismanagement of the crisis.
For many of them have also laid off staff and are struggling today to invest, not to mention of mistrust vis-à-vis our expectations.
Unfortunately, the quality of our products is dependent on the quality of our suppliers.
Was the only ways to improve it? Because one of the 4 criteria for calculating the incentive is based on our quality results.
But as some say: "it is urgent to take no decision." While it is too much of unnecessary meetings and principles not applied, as nobody wants to take decisions to solve recurring problems. Fear of the deal??
There is already talk of closing the WEX 5d with the problem of cylinders. With
surely the days of BRTC imposed to compensate, and additional Saturday class to catch up. It resembles the early 2010 ...
short, we do not know quite what to keep positive at the end of the year. Oh yes ... soon the holidays!
What about the results of the annual poll?
Despite the massive participation of employees, these results are not brilliant, everyone suspected it. They take us back to 2006 levels, with only 68% of staff commitment.
But we must remember that in 2008, while the commitment of staff was 84% at the highest, 600 colleagues have been dismissed under the conditions that everyone knows.
For 2010, compensation (8 points lower than in 2009) and the Directorate General (only 41% of good intentions) that won the crown of discontent.
Proof adds urgency to better compensate employees for reward
motivate or convince them not to leave the ship. Good thing the NAO has just started, we'll know whether the dissatisfaction was heard and employees if the wage policy will finally evolve. We will keep you regularly informed of the negotiations on our blog: http://www.cftccat.blogspot.com/
Proof also that the expectations for the new CEO is large to change the negative image Branch, he should stop advocating social dialogue but also finally put into practice, through concrete actions.
Then come: Training & Development, 6 Sigma, SPC, or values.
Proof that the individual must return to center stage and play a few more problems for employees, for they have the skills and know-how.
But 68% of staff commitment in 2010 is substantially the same percentage of
employees who obtained 0% increase this year, so what do we think?
All incurred for 0%??
What about the results of the survey team spirit?
Nearly 900 employees have expressed, both workshops and offices.
As a result, the team spirit of Caterpillar France is at its lowest.
80% of employees feel that management does not put its employees at its heart.
Management has therefore greater concern that the malaise and discontent of its employees. Yet it is employees who are the strength and value of a company.
But following this survey, the Department now knows that workers want better pay, following numerous efforts. The ball is in his court ...
The Shared Values are not spared, 75% of employees feel they are not enforced. is proof that there is much talk but act not advocating that certain principles but that does not apply. As heard but too rarely used stop-to-fix.
70% do not trust management. is indicative of social unrest and distrust.
The trust is a fundamental and essential in a social relationship.
How to move forward together in these conditions? How to build a common social future?
For more than 60% of you, your concerns are known to your supervisor Direct. is proof that management is aware of your recurring problems, but either it is powerless, or he is restrained by the Management.
Only 45% of employees are motivated to come and work in this context.
How to give the best of yourself in these conditions? How to want to invest?
And only one in two employees talking positively to Caterpillar's relatives.
How dirty image for a leader ...
short, we do not know quite what to keep positive at the end of the year. Oh yes ... soon the holidays!
whole team wishes you the CFTC
; a Merry Christmas and happy holidays
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