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In The “Old Days”

In the “old days”, when companies fell upon hard times and had to let some DICs go, or when the DICforce went on strike, jobs were mechanized enough so that managers could fill the holes and keep the joint running until the situation improved. Of course, in most orgs, that is no longer true today since most managers, certainly those that are BMs, shed and conveniently forget their lowly “worker’s skills” as soon as they are promoted out of the cellar into the clique of elites. Thus, a company that cuts front line DICs without cutting some managers puts itself into a deeper grave. Not only does productivity go down because the holes of work expertise go unfilled, but the overhead cost rises because the same number of managers are left to “supervise” fewer DICs. On the other hand, if all or most of the jettisoned DICs were dead weight, the previous sentence may not be true – unless dead weight BMs were retained. But hey, in the minds of most managers (and all of those who fall into the BM category), fellow comrade managers are not dead weight.

Update: Shortly after I queued this post up for publication, a friend(?) serendipitously sent me this link: Lockheed Martin press release. Notice the “delay” that took place from the time they shed 10000 DICs to the time they offered some 600 BOOGLs, CGHs, and SCOLs their (no doubt generous) “Voluntary Executive Separation Program“. Better late than never, right?

The executive reductions will help align the number of senior leaders with the overall decline of about 10,000 in the employee population since the beginning of last year, cut overhead costs and management layers, and increase the Corporation’s speed and agility in meeting commitments.

Nice corpo jargon, no?

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