#Immediacy on speech making

Perhaps you don't agree with some or all of the above. Well, ...

Perhaps you don't agree with some or all of the above. Well, it's your business and you can run it how you like, but the less demarcation you create in the climate of the business, the easier you'll find it to reduce demarcation on the, job.

At one time I worked in a plant which did all of the above. My abiding memory of that plant was that never once did I hear anyone say, 'That's not my job.' That plant also had 20 per cent fewer staff than any others of the same capacity. The advantages of staff flexibility show up not only in the absence of demarcation disputes. I have found that if staff are responsible for overhauling machines as well as running them, the machines run more smoothly and for longer between overhauls, because of the greater care they receive.

There is also better teamwork; the man whose work is running well will help out his colleague who is in difficulty. This last point shows up too in selling businesses. Staff in a slack department will move over to help in a engaged one, without being asked.

They will go to the stock room to get something for a colleague who is serving a customer.

In an office, too, where the workload for individuals can fluctuate widely from day to day and hour to hour, there is much helping out. Not only does this mutual assistance reduce the total manpower needed to run the business, but it is very advantageous when someone is ill or on holiday to have an experienced and willing substitute. As we said above, the easiest way to get full staff flexibility is to set the scene at the start.

But you are not at the start any longer. Indeed, you may be thinking of ways of reducing staff at the moment, rather than taking on more. So what can you do? First, make up your mind how far you want to go along the road to equalizing conditions for staff and labour.

Work out how much it would cost it may be less than you think and how you will deal with the transition.

Although some may profess disinterest, many 'labour' employees would like very much to be treated as 'staff'. This gives you something to bargain with if you are trying to get their agreement to something else, eg more flexibility by removal of job demarcation. If there is a union involved this may cause complications since, even if their members are enthusiastic to accept staff status, to the union it means loss of members. In the end, you may have to sign an individual contract with each employee, over the head of the union. Your existing staff may also be less than enthusiastic, although they may be too afraid of being called snobbish if they say anything.

If they have a union or staff association, the approach is likely ...

If they have a union or staff association, the approach is likely to be made through this body. If not, don't assume that silence means acquiescence.

They are losing... read more

It should enable you to work out the total cost of supplies ...

It should enable you to work out the total cost of supplies in your business and indicate where you may have opportunities for cutting your costs. Choosing supplie... read more

It is assumed that you are offered a discount of 2 per ...

It is assumed that you are offered a discount of 2 per cent for payment within 14 days of invoice date, i.e.

approximately % month after delivery. Monthly payment = £14,000 -