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That was very strange. Your mileage may vary. Do unpredictable things, get on the radar 3. GE as a parallel for America. But at the end of the day, people know what they're signing up to when they join a company, so I guess they could live with the system. This is such a complex topic.
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If your team is nailing their targets see Teamwork podcast then why tear that trust apart? I went long GE in the thirties. It's part of the culture and new hires know it. The above is very relevant especially in the economic recession times that we are in. Armed with this information, division heads can determine in real time where business is heating up or cooling off. The biggest issue here is not about the reallocation by the head quarters team, but the lack of transparency to explain why it was done in a certain way and not being upfront in the meeting about the right ideas generated by the business managers. The successes are instant, the failures dramatic.
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Usually takes a disaster to lose them D. Now my buy case for GE depended on them being a capital equipment exporter with costs in US dollars and with Asia growing like crazy. GE as a parallel for America. The barriers to firing people are so high that many companies actually thing of them as an impediment to conducting business efficiently. There is no question that GE fudged its results a little bit in order to keep reported profit momentum when actual profits were falling.
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I would have thought - no experience myself - it would need to be measured in thousands to be effective assuming the environmental parts are right, coaching, etc. Submitted by Mark on Wednesday June 13th, pm. In finance you make profits in normal times by carrying risk. The number covers everything that has financial impacts. There will be resentment toward new ventures from established businesses. HQ should never be secretive. I'm not adverse to a system where poor performers, who've had every chance and help to improve, but didn't are fired.
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