Re: Company-Union Agendas LO3657

DAVID REED (DPR9989@kgv1.bems.boeing.com)
Mon, 06 Nov 1995 10:49:12 -0700 (PDT)

Replying to Intro -- Bruce Wilson LO3640

Bruce Wilson writes:
>As the name of URCOT indicates, we work closely with unions,
>especially in the context of industrial agreements. Very few of
>the postings to the list in the last couple of months have
>mentioned unions, or the potential contribution which they can
>make to change processes. Does this silence mean that
>most of the list participants work in non-unionised
>environments, or that there is relatively little experience of how
>unions can contribute positively ?? I would be grateful to hear of
>others' experiences and views in this regard.

Bruce,
Unions are an integral part of the worklife in our company of 105,000 people.

You asked if we believed the unions can contribute positively to the
development of a learning organization. One the prime sources of information
are the unions and therefore, the building of shared visions. However,
companies and the unions often hold different agendas (a mix of mental models
and visions) and have difficulty communicating the same purpose and intent to
the people. Here is what I mean by agendas:
Current Agendas
UNION COMPANY
Pay Cost
Benefits Schedule
Safety Quality

What we need to do is to reverse these agendas in a supportive culture:
Needed agendas
UNION COMPANY
Quality Safety
Schedule Benefits
Cost Pay

To enable a shift in models, the company must trust the union with information
including cost data, customer needs, and quality parameters and the union must
develop a vision around business success. Then, what kind of company would you
have if the management team focused primarily on safety, benefits, and pay???

Here in our company we have done a lot to foster a shared vision with the
unions around training, safety, and jobs. Understandibly, we have a long way to
go to achieve the transformation I suggest. Has anyone else been involved in a
shift of agendas as I discussed?

I would also like to solicit comment on the involvement of unions with the
development of a company culture. How do you introduce the notion and
develop a framework for a vision? Has anyone had success in dealing with this?

--
 Dave Reed
 (206)655-3245 M/S 11-04
 Internet Address:  dpr9989@kgv1.bems.boeing.com