Back to the future workforce
I
found your article on the 21st Century Worforce (October 2002) interesting
for its coverage of the wide range of future workforce requirements envisioned.
One of my colleagues pointed out the story and had some questions about
the "Echo Chart" on page 19 (print edition), showing the correlation
of the 12 scores that make up the [Boeing] Employee Satisfaction Index
(ESI).
The initial question on the validity of the chart came from the pay score
relative to the ESI. Essentially, the higher a certain metric's
correlation score, as shown on the Echo Chart, the more likely ESI is
to be sensitive to changes in that metric.
For example, if an employee rates his or her "Involvement in decisions"
score as positive, he or she is more likely to generate a higher individual
satisfaction index (meaning he or she is more likely to have rated the
other questions as positive also). This explains the high correlation
score of "Involvement" on the chart shown.
The reason "Pay" returns a low score on the Echo Chart is that the ESI
appears to be less sensitive to fluctuations in the "Pay" score. Employees
happy with their compensation can be unhappy with all the other metrics.
This does not mean that compensation isn't a serious issue affecting
employee satisfaction, as some may assume by a quick glance at the chart.
The important thing to remember is that all 12 questions, including "Pay,"
do have an effect on the ESI score, since the ESI is a simple average
of the 12 items. If the "Pay" positive response is increased,
and the other scores remain constant, then the ESI will go up.
James Manlove, Everett, Wash.
The "office" as we know it is going to change, and it is
changing as we speak. No longer do you see a typewriter. When was the
last time you saw someone smoking in the workplace?
Open-mindedness, mobility, virtual office space and global participation
are concepts that we are going to see more and more.
"You can do anything" is the mantra of the new talent that
is coming into the work environment.
Our workforce will be high-energy and have high visibility like never
before. We will have more control of our lives and our work like never
before. I'm glad I can be part of Boeing as it more moves toward
the changing workforce, climate and world.
Jayson Morris, Madison, Ala.
The workforce of the future will recognize that job security and compensation
are proportional to the market's demand for their specific skills.
It will also recognize the demands of the marketplace continuously evolve.
(When was the last time you took shoes to a cobbler?) Certainly some skills,
such as effective communication, are always needed.
The demand for other skills, such as mathematics or machining, change
more slowly. But the demand for many skills can emerge or vanish quickly.
An example at Boeing: The demand for tool-building skills has fallen
dramatically in the last few years. This was caused primarily by the emergence
of measurement technologies and assembly methodologies that reduced the
need for physical gauges and assembly tooling. This trend has allowed
Boeing to produce higher-quality products at a lower cost, requiring fewer
tooling people. Simultaneously, the market began demanding more people
with computing skills (Web authoring, database management, etc.).
Many people with tooling skills saw the market demands changing early
enough to seek training and launch new careers in an area where market
demand existed. Some didn't and are less employable as a result.
And that is a problem that the employer of the future can help solve.
Thankfully, Boeing currently provides outstanding training opportunities
for its employees, and Boeing employees are the best-trained people in
our industry. The next step is to ensure that our strategic sourcing plans
anticipate the skills that will help us reap the greatest profits in the
future. Then we can link employee training to our strategic plans, and
help develop the employees of the future.
Tom Greenwood, Wichita, Kan.
Privacy please
With the concern of stolen identities so prevalent today, I would like
to see the Matching Gift form revised so we don't have to give out
our entire Social Security numbers. These forms are sent to a diverse
population with many of the recipients using volunteer help, some of whom
may not be aware of confidentiality precautions.
Perhaps selective identifiers could be used rather than the entire number.
Helen Askew, Everett, Wash.
Cheers for the Boeing Fire
Dept.
We are very fortunate to have the Boeing Fire Dept.
On July 16th my daughter Jazzlyn fell at a Boeing daycare center. The
day care center and the firefighters worked together to identify the injury
and transport her to the hospital.
At the time, I was at an appointment in downtown Seattle with my husband.
We were contacted with each decision. One of the Boeing firemen got on
the gurney and held her until they arrived at the hospital.
My daughter's injury was a broken elbow. At 22 months old it required
two surgeries to fix. All of the individuals involved handled the situation
with great skill and as if it were their own child. I was thrilled to
learn that in an emergency like an earthquake the Boeing Firemen go to
the daycare first.
Tiffany Rowland, Seattle, Wash.
Too many blinks
Your October issue "By the Numbers" feature says the average
person blinks 20 billion times a year. That is 634 times a second. Best
I could do was about 5 times a second.
I think you have a few too many zeros.
Martin J. Banel, Renton, Wash.
Editor's note: The reader is correct. The number should have
been 20 million.
New environment
I have worked for Boeing for five years now. There are seven children
in my family and many of them have worked there as well. My mother retired
from Boeing after 28 years. The company has supported my family and many
other families for years.
I have a hard time listening to the employees who have complained about
the way the company is handling the new environment that was forced upon
it since the Sept. 11 terrorist attacks.
Boeing would not let people go without a good reason. If the company
were doing well they would hire more people. But when it's time
to reorganize and make the adjustments to stay completive they must let
people go. And they must find the least expensive way to build airplanes.
Why do people take it personally? Yes, it is an incredible blow to be
told that you no longer have a job, but you cannot keep people employed
because you feel sorry for them.
There are too many people here who forget what the company does do for
thousands of people. It's time to start remembering.
Jo Nettleton, Renton, Wash.
New badge does it all …
or does it?
We've got a new badge with smart chip, proximity antenna, proximity
number, bar code, mag strip, clearance decal, export status, picture,
nickname, legal name, return address, BEMS ID, Boeing logo, badge date and
a slot at the top to hang it from. With all that fancy engineering one
would think that Boeing would have added the most important and commonly
used feature of the badge … an ice scraper.
Paul Crandall, Everett, Wash.
Letters guidelines
Boeing Frontiers Boeing Frontiers
provides the letters page for readers to state their opinions. The page
is intended to encourage an exchange of ideas and information that stimulates
dialogue on issues or events in the company or the aerospace industry.
The opinions may not necessarily reflect those of The Boeing Company.
Letters must include name, organization and a telephone number for verification
purposes. Frontiers may edit letters for grammar, syntax and
size.
|