Ok, now that we're all on about the same page, let's go two steps forward.
An important part of evaluating engagement involves questions on careers and growth and development. But what does a DSR really believe a Con-Way career is? Does management's definition of career different from yours? Is management holding onto an outdated belief of what our careers as drivers should be? Promotions as a career path? Where does a DSR advance to? Some research suggests that career means growth and development. What within Con-Way supports an employee's growth and development? To engage you as an employee, what should the company offer as an accurate career definition going forward?
Culture is defined as the sum of an organization's behaviors and practices. Basically "how we do things around here". This is like a family tree, starting at the corporate level and branching out (down) to include every location within the company. Our company presents it's culture as an umbrella covering all aspects of our core values. But culture is really a bucket sitting beneath us catching everything that falls out of our daily practices. Why is there such a cultural difference between different regions of our company? Camp Coldwater, LDA, XMD, why have the cultures of these locations been allowed to create such disengaged employee? How did the culture of Sammy compare to post-Sammy culture in Mentor, Ohio? What is or what should be our "True North" when identifying a corporate culture? Are there any positive behaviors and practices shared by all employees of this company establishing a corporate culture?
An effort to provide honest responses in next week's survey may help answer these questions for our company.
An important part of evaluating engagement involves questions on careers and growth and development. But what does a DSR really believe a Con-Way career is? Does management's definition of career different from yours? Is management holding onto an outdated belief of what our careers as drivers should be? Promotions as a career path? Where does a DSR advance to? Some research suggests that career means growth and development. What within Con-Way supports an employee's growth and development? To engage you as an employee, what should the company offer as an accurate career definition going forward?
Culture is defined as the sum of an organization's behaviors and practices. Basically "how we do things around here". This is like a family tree, starting at the corporate level and branching out (down) to include every location within the company. Our company presents it's culture as an umbrella covering all aspects of our core values. But culture is really a bucket sitting beneath us catching everything that falls out of our daily practices. Why is there such a cultural difference between different regions of our company? Camp Coldwater, LDA, XMD, why have the cultures of these locations been allowed to create such disengaged employee? How did the culture of Sammy compare to post-Sammy culture in Mentor, Ohio? What is or what should be our "True North" when identifying a corporate culture? Are there any positive behaviors and practices shared by all employees of this company establishing a corporate culture?
An effort to provide honest responses in next week's survey may help answer these questions for our company.
Bank, could you interpit that into english? :smilie_132:
:? All too soon I and a lot of others will be the oldtimers then what?