Anyone know where hotel pick up times are
02-07-2014, 12:41 PM
#61
Gets Weekends Off
Joined APC: Aug 2006
Posts: 1,861
I don't have an overdeveloped sense of importance, realize you are paid well to do a job and have a vested interest in the success of this Airline. I guess some of us just have a little more work ethic. Our leadership is what it is and will not change much over the course of your career. All you can do is do your best, go home forget this stuff and enjoy life. Don't think calling a transportation company once in a blue moon is "running the airline". I've seen guys give one call to mx to and if they don't answer sit like a turd and delay the flight. It's pathetic. You have plenty of resources available to you "boss", use them.
02-07-2014, 01:19 PM
#63
Gets Weekends Off
Joined APC: Apr 2008
Position: Sleeping in the black swan’s nest.
Posts: 5,725
I don't have an overdeveloped sense of importance, realize you are paid well to do a job and have a vested interest in the success of this Airline. I guess some of us just have a little more work ethic. Our leadership is what it is and will not change much over the course of your career. All you can do is do your best, go home forget this stuff and enjoy life. Don't think calling a transportation company once in a blue moon is "running the airline". I've seen guys give one call to mx to and if they don't answer sit like a turd and delay the flight. It's pathetic. You have plenty of resources available to you "boss", use them.
Here is the simple crux of it all. Despite people like you who are willing to live with mediocrity. These issues are being fixed for the betterment of all. I know it's a tough concept for some folks but it's getting done as we speak. A true manager/leader doesn't muddle along and accept mediocrity in business, they step up to the plate and make changes for the better. Just like we are doing while you continue to mutter along.
02-07-2014, 01:42 PM
#64
Gets Weekends Off
Joined APC: Apr 2012
Posts: 639
I don't have an overdeveloped sense of importance, realize you are paid well to do a job and have a vested interest in the success of this Airline. I guess some of us just have a little more work ethic. Our leadership is what it is and will not change much over the course of your career. All you can do is do your best, go home forget this stuff and enjoy life. Don't think calling a transportation company once in a blue moon is "running the airline". I've seen guys give one call to mx to and if they don't answer sit like a turd and delay the flight. It's pathetic. You have plenty of resources available to you "boss", use them.
I was shown an example of SWA and how every 1% improvement in engagement equated to and extra $1M of bottom line quarterly profit. SWA engagement at the time was 86% and at the time they never failed to turn a quarterly profit. In contrast, UAL engagement was 13%.
The point is that UAL knows that engaged employees can significantly affect the bottom line, yet they continue to:
- Withhold the resources needed to perform one's job.
- Ignore contractual obligations.
- Pursue divide and conquer labor strategies.
UA had a CEO in the 60's named Pat Patterson who used the "take care of the employee, and the employee will take care of the customer who will in turn take care of the shareholder". It's not an original management style but it was highly effective. Today, UA is missing that first step of taking care of the employee and leaves millions of dollars in profit on the table as a result.
We've all heard the the saying that "Management will get the Union they deserve, and vice versa". The leadership, or lack of effective leadership, has hobbled the potential of this airline. It's not an individual integrity issue, its an institutional failure to inspire and motivate, and some instances a concerted effort to de-motivate.
So, knock yourself out doing management's job and enjoy the sense of accomplishment that you enjoy for it. Me, I'll be the guy filling out expense reports.
02-07-2014, 02:01 PM
#65
Gets Weekends Off
Joined APC: Apr 2013
Posts: 264
Years ago I was involved in a flight ops project and made the observation that UA would be a juggernaut if they could value and inspire the human equity of the flight ops employees. I received a missive from a VP level manager about how studies had been performed and the metric I was describing was Employee Engagement.
I was shown an example of SWA and how every 1% improvement in engagement equated to and extra $1M of bottom line quarterly profit. SWA engagement at the time was 86% and at the time they never failed to turn a quarterly profit. In contrast, UAL engagement was 13%.
The point is that UAL knows that engaged employees can significantly affect the bottom line, yet they continue to:
UA had a CEO in the 60's named Pat Patterson who used the "take care of the employee, and the employee will take care of the customer who will in turn take care of the shareholder". It's not an original management style but it was highly effective. Today, UA is missing that first step of taking care of the employee and leaves millions of dollars in profit on the table as a result.
We've all heard the the saying that "Management will get the Union they deserve, and vice versa". The leadership, or lack of effective leadership, has hobbled the potential of this airline. It's not an individual integrity issue, its an institutional failure to inspire and motivate, and some instances a concerted effort to de-motivate.
So, knock yourself out doing management's job and enjoy the sense of accomplishment that you enjoy for it. Me, I'll be the guy filling out expense reports.
I was shown an example of SWA and how every 1% improvement in engagement equated to and extra $1M of bottom line quarterly profit. SWA engagement at the time was 86% and at the time they never failed to turn a quarterly profit. In contrast, UAL engagement was 13%.
The point is that UAL knows that engaged employees can significantly affect the bottom line, yet they continue to:
- Withhold the resources needed to perform one's job.
- Ignore contractual obligations.
- Pursue divide and conquer labor strategies.
UA had a CEO in the 60's named Pat Patterson who used the "take care of the employee, and the employee will take care of the customer who will in turn take care of the shareholder". It's not an original management style but it was highly effective. Today, UA is missing that first step of taking care of the employee and leaves millions of dollars in profit on the table as a result.
We've all heard the the saying that "Management will get the Union they deserve, and vice versa". The leadership, or lack of effective leadership, has hobbled the potential of this airline. It's not an individual integrity issue, its an institutional failure to inspire and motivate, and some instances a concerted effort to de-motivate.
So, knock yourself out doing management's job and enjoy the sense of accomplishment that you enjoy for it. Me, I'll be the guy filling out expense reports.
Excellent post. Spot on.
02-08-2014, 06:37 AM
#66
Banned
Joined APC: Jun 2008
Position: A320 Cap
Posts: 2,282
Years ago I was involved in a flight ops project and made the observation that UA would be a juggernaut if they could value and inspire the human equity of the flight ops employees. I received a missive from a VP level manager about how studies had been performed and the metric I was describing was Employee Engagement.
I was shown an example of SWA and how every 1% improvement in engagement equated to and extra $1M of bottom line quarterly profit. SWA engagement at the time was 86% and at the time they never failed to turn a quarterly profit. In contrast, UAL engagement was 13%.
The point is that UAL knows that engaged employees can significantly affect the bottom line, yet they continue to:
UA had a CEO in the 60's named Pat Patterson who used the "take care of the employee, and the employee will take care of the customer who will in turn take care of the shareholder". It's not an original management style but it was highly effective. Today, UA is missing that first step of taking care of the employee and leaves millions of dollars in profit on the table as a result.
We've all heard the the saying that "Management will get the Union they deserve, and vice versa". The leadership, or lack of effective leadership, has hobbled the potential of this airline. It's not an individual integrity issue, its an institutional failure to inspire and motivate, and some instances a concerted effort to de-motivate.
So, knock yourself out doing management's job and enjoy the sense of accomplishment that you enjoy for it. Me, I'll be the guy filling out expense reports.
I was shown an example of SWA and how every 1% improvement in engagement equated to and extra $1M of bottom line quarterly profit. SWA engagement at the time was 86% and at the time they never failed to turn a quarterly profit. In contrast, UAL engagement was 13%.
The point is that UAL knows that engaged employees can significantly affect the bottom line, yet they continue to:
- Withhold the resources needed to perform one's job.
- Ignore contractual obligations.
- Pursue divide and conquer labor strategies.
UA had a CEO in the 60's named Pat Patterson who used the "take care of the employee, and the employee will take care of the customer who will in turn take care of the shareholder". It's not an original management style but it was highly effective. Today, UA is missing that first step of taking care of the employee and leaves millions of dollars in profit on the table as a result.
We've all heard the the saying that "Management will get the Union they deserve, and vice versa". The leadership, or lack of effective leadership, has hobbled the potential of this airline. It's not an individual integrity issue, its an institutional failure to inspire and motivate, and some instances a concerted effort to de-motivate.
So, knock yourself out doing management's job and enjoy the sense of accomplishment that you enjoy for it. Me, I'll be the guy filling out expense reports.
02-08-2014, 10:15 AM
#67
Gets Weekends Off
Joined APC: Nov 2013
Position: Gets weekends off
Posts: 1,168
So add about $50 per hour to the existing payrates and you have Contract 2000 adjusted for inflation.
02-08-2014, 11:31 AM
#68
Gets Weekends Off
Joined APC: Apr 2012
Posts: 639
02-08-2014, 01:29 PM
#69
Gets Weekends Off
Joined APC: Nov 2010
Posts: 3,071
02-08-2014, 08:12 PM
#70
Gets Weekends Off
Joined APC: Dec 2010
Position: 787 Capt.
Posts: 644
Kiss my ass nopa...keep on *****ing, it's the Ual way. I'm sorry you can't read...try the 4 th grade again. I'm simply stating that the intel is there if you look for it...would i rather it be printed on my pairing sheet( which it mostly is, not all the time now, for some [merger] related reason) I would, but if your dumb ass is freezing on the curb looking like a retard, it's on you! It's there!
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