logging in or signing up file13141 Sever Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINTLite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 371 Category: Education License: All Rights Reserved Like it (0) Dislike it (0) Added: January 09, 2008 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript Slide1: EMPLOYMENT MATTERS A lunchtime seminar series about employment relations and the world of work http://www.dti.gov.uk/er/emar/events.htm High-Level Employee Involvement at Delta Air Lines: High-Level Employee Involvement at Delta Air Lines Bruce E. Kaufman Andrew Young School of Policy Studies Georgia State University Atlanta GA The British Academy London, 10 March 2004Employee Involvement: Not a New Idea: Employee Involvement: Not a New Idea When the Workmen Help You Manage 1919, William Basset 1920s: Shops Councils and Employee Representation Plans Different Types of EI: Different Types of EI Financial Direct vs. Indirect (Participation vs. Representation) Low Level (Shop floor teams, quality circles) High Level (plant councils, board of directors group) High Level: about 7% of companies doing EIKey Features of EI: Key Features of EI Scope (Narrow vs. Broad) Access to Management (Low vs. High) Power/Influence Information Informal vs. FormalDelta Air Lines: the 1980s: Delta Air Lines: the 1980s A “top 100” employer A classic “high road” nonunion firm Enlightened Paternalism and Velvet Glove Command/Control Very high employee loyaltyDelta Air Lines: the 1990s: Delta Air Lines: the 1990s Intensified competition, turbulent markets, global expansion New management team Paternalism is out, business partnering is in EI adopted at first for non-strategic reasons Has grown into a central part of the business model Probably the most formal, advanced EI program in USADelta EI Program: Structure: Delta EI Program: Structure Top-Level: Delta Board Council Seven employees, each representing a business division Peer selected, two years terms Attend BOD meetings, meet with CEO, CFO and EVPs Base visits around the world Project assignments Preview employee sensitive communications/policies EI Program contd.: EI Program contd. Middle-Level: Five Division Employee Councils Flight Attendant Forum Technical Operations Council Airport Customer Service Forum Cargo Partnership council Reservations Sales council Employee elected representatives Deal with all issues affecting that division EI Program contd.: EI Program contd. Lower-Level: Base councils Elected representatives Handle base level issues Form Continuous Improvement TeamsCosts: Costs Employee/Management Time Slower/Constrained Decision Making Higher Labor Cost Unintended Collective Bargaining Long-Run/Uncertain Pay-Off Backfire Effect Benefits: Benefits Energize the Employees Organizational Alignment/Coordination Production Efficiency/Quality Communication/Information Flow Organizational Change Management/Employee Development Employee RelationsLessons Learned: Lessons Learned Not for Everyone Impact the Bottom Line Core Part of the Business Long-Run Focus Trust and Mutual Gain Distributive items Off the Table Empowerment and Problem-Solving Lessons Learned – cont.: Lessons Learned – cont. Management Commitment Early Bumps Training External Pressure Cooperative Employee Relations vs. Union AvoidanceSlide15: DISCUSSION Slide16: EMPLOYMENT MATTERS A lunchtime seminar series about employment relations and the world of work http://www.dti.gov.uk/er/emar/events.htm You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.
file13141 Sever Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINTLite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 371 Category: Education License: All Rights Reserved Like it (0) Dislike it (0) Added: January 09, 2008 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript Slide1: EMPLOYMENT MATTERS A lunchtime seminar series about employment relations and the world of work http://www.dti.gov.uk/er/emar/events.htm High-Level Employee Involvement at Delta Air Lines: High-Level Employee Involvement at Delta Air Lines Bruce E. Kaufman Andrew Young School of Policy Studies Georgia State University Atlanta GA The British Academy London, 10 March 2004Employee Involvement: Not a New Idea: Employee Involvement: Not a New Idea When the Workmen Help You Manage 1919, William Basset 1920s: Shops Councils and Employee Representation Plans Different Types of EI: Different Types of EI Financial Direct vs. Indirect (Participation vs. Representation) Low Level (Shop floor teams, quality circles) High Level (plant councils, board of directors group) High Level: about 7% of companies doing EIKey Features of EI: Key Features of EI Scope (Narrow vs. Broad) Access to Management (Low vs. High) Power/Influence Information Informal vs. FormalDelta Air Lines: the 1980s: Delta Air Lines: the 1980s A “top 100” employer A classic “high road” nonunion firm Enlightened Paternalism and Velvet Glove Command/Control Very high employee loyaltyDelta Air Lines: the 1990s: Delta Air Lines: the 1990s Intensified competition, turbulent markets, global expansion New management team Paternalism is out, business partnering is in EI adopted at first for non-strategic reasons Has grown into a central part of the business model Probably the most formal, advanced EI program in USADelta EI Program: Structure: Delta EI Program: Structure Top-Level: Delta Board Council Seven employees, each representing a business division Peer selected, two years terms Attend BOD meetings, meet with CEO, CFO and EVPs Base visits around the world Project assignments Preview employee sensitive communications/policies EI Program contd.: EI Program contd. Middle-Level: Five Division Employee Councils Flight Attendant Forum Technical Operations Council Airport Customer Service Forum Cargo Partnership council Reservations Sales council Employee elected representatives Deal with all issues affecting that division EI Program contd.: EI Program contd. Lower-Level: Base councils Elected representatives Handle base level issues Form Continuous Improvement TeamsCosts: Costs Employee/Management Time Slower/Constrained Decision Making Higher Labor Cost Unintended Collective Bargaining Long-Run/Uncertain Pay-Off Backfire Effect Benefits: Benefits Energize the Employees Organizational Alignment/Coordination Production Efficiency/Quality Communication/Information Flow Organizational Change Management/Employee Development Employee RelationsLessons Learned: Lessons Learned Not for Everyone Impact the Bottom Line Core Part of the Business Long-Run Focus Trust and Mutual Gain Distributive items Off the Table Empowerment and Problem-Solving Lessons Learned – cont.: Lessons Learned – cont. Management Commitment Early Bumps Training External Pressure Cooperative Employee Relations vs. Union AvoidanceSlide15: DISCUSSION Slide16: EMPLOYMENT MATTERS A lunchtime seminar series about employment relations and the world of work http://www.dti.gov.uk/er/emar/events.htm