Penny: You use the words, 'should,' 'could,' 'would,' and 'may' often in your posting which sounds more like wishful thinking. It has been my experience when corporations undergo a major housecleaning that it can take up to a year or more before things begin to settle down.
At this very moment, I would say that GTEM is in a state of flux. Who reports to whom? What are the job definitions and responsibilities? Who is now heading up which division or unit? Areas of responsibility and authority are usually quite blurred during these transitional periods. With a top down purge as has occurred with GTEM, the top heads are usually the first to roll followed by a secondary mid-level cleaning.
Those who remain usually intimidate the others in a vain attempt to elevate their status within the company. Often times mid-level management goes head to head with one another in fierce competition to see who will survive. Backstabbing and backbiting runs rampant during this time.
Supervisor Jim gets the axe. Subordinate Bob is now competing with Bill to get Jim's old job. There is nothing but distrust amongst the troops. Loose alliances are made between workers; "If you back me, I'll take care of you."
Other times, confederacy's are formed within departments. One for all and all for one. If Charlie goes, we all go.
So, Bob gets promoted to Jim's job. Bill gets angry and quits. Bill's ally, Sue, refuses to take orders from Bob. Phil gets demoted all the way down to mid-level manager with few subordinates who may or may not carry out his orders to the fullest.
First, there is the company reorganization at the top (shakeup). Then comes a period of readjustment of mid-management (realignment) followed by a time of discontent (adversarial jealousy). If people are uncomfortable with the new program, they leave. If they need their jobs bad enough, they stay.
At age 62, I've BEEN THERE, SEEN IT.
No man should be considered totally useless....because he can always serve as a bad example.
AI
