Originally Posted by
Rabid Seagull
Got another phone call for an open trip, not in my domicile, but in a BJ domicile. I'll be curious to see if the "improvements" in the contract are dependent on "proper staffing levels"...never gonna happen.
Leaning NO just on the fact of the lame surface level numbers.
-------
Remember, a CFO leaves when they don't agree with the CEO's future plans/ purchases.
Keeping the "merger" alive. The BJ experiment has failed.
BJ's business model relies on shortstaffing and shortchanging. It exploits legal frameworks and psychology.
- The legal framework is the FOM, Bluebook, and FSM. It defines how they will exploit you to compensate for the lack of proper staffing.
- The psychological framework is "culture", "juicers", and your natural desire to do an excellent job. I previously provided a link to a research paper
CULTURE AS SOCIAL CONTROL: CORPORATIONS, CULTS, AND COMMITMENT
Charles A. O’Reilly and Jennifer A. Chatman
The notion of “organizational culture” has attracted a broad base of scholarly interest. While many researchers study culture using an ethnographic approach, we examine it from a functional perspective, viewing culture within groups and organizations as a social control system based on shared norms and values. From a psychological perspective, we show how a shared normative order or culture can influence members’ focus of attention, shape interpretations of events, and guide attitudes and behavior. Specifically, we explore the psychological mechanisms used to develop social control systems and demonstrate how similar these approaches are across a variety of strong culture settings, ranging from conventional organizations to more extreme examples of cults and religious sects.
- source: http://faculty.haas.berkeley.edu/cha...ialControl.pdf
- Juicers are the tools (useful idiots) of this management mechanism of control.
- It all relies on your natural ego to want to do a good job. It is deep within each of us. This is not a bad thing - quite the contrary. We should all strive to excel as servant leaders and employees, however, the company is exploiting our good will while not adequately compensating and respecting us.
They have developed a control mechanism whereby they staff workgroups at less than 100%. People want to do a good job so they will
jump higher because it is in their nature, in their work ethic, to excel. For those that don't, there are legal mechanisms to pacify and control. Only people at the top benefit with ridiculously high paychecks while the rest of us beg for table scraps.
- Let us not be enablers.
- Let us not subsidize their exploitative model.
These are not honorable people.
History, logic, and basic negotiation philosophy dictates we should not accept substandard AIPs or contract language.
This communique is for entertainment purposes only. It does not implicitly or explicitly acknowledge employment with any air carrier nor is any relationship implied. This communique does not represent the opinions or policies of ALPA or JB ALPA and does not represent the collective pilot group, ALPA, nor does it imply collective bargaining, advocacy, or workforce actions intended to disrupt operations.