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Employees of the acquired organization will understand they have an opportunity to live apart from the public company environment of slashing costs via brutal employee reductions, product/service denigration and revenue increase via price cutting. This opportunity will require and inspire employees to participate permanently in a culture where they work on the business as well as in it; to aggressively use all their "on duty" time and some of their idle "off duty" time searching for continual, measurable improvement of the part of the process in which they are involved; to increase efficiency without capital cost; to increase quality in their area of function; and to improve and expand the suitability of the product/service as a whole from the customers' perspective. Sincere interest and constant improvement in all areas will be upheld as the normal lifestyle and the key to long-term job security, when other companies are instituting the all-too-common reductions in workforce.

The individual component companies' products/services will be used/experienced by the employees regularly; each will be required to do so as a basic means for product improvement. For example, if Kraft employees who package their salad dressings consumed them with the expectation of improving the product, the paper band sealing the lid would be replaced by something that, after opening, didn't leave a sticky lid for the consumer to dislike for the life of the product.

The company culture will stimulate every employee to maximize personal energy levels as applied to company activities; to exhibit fierce commitment to attitudes of doing whatever it takes, whenever it is required to get the desired results in their jobs; to never take no for an answer.

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