More than training we need Headquarters be more open to new ideas OUT OF THE BOX with technical base. I have seen that when we propose change very factibles our leader doubt because they doesn't have a preview experience on it, but many of us have this experience, it is just that we are new LG workers. Korea use to response like that and even in the same subsidiary, the people which have been in LG for long time can't see all the things as the new people do because the first persons always have been in the same situation. I see LGEMM as a company with a lot opportunities areas, but while the people which take decisions not let us participate just because "The change is very difficul here if Korea hasn't implement it" or just becasue "It always have been in the same way" I understand that we must take care of the big changes and be aware of the risks but, we can afront that if we implement every new project from the concep to implementation with a ROBUST DESIGN PROCESS. The most important it isn't to do all the lab tests someone says(many times without a truly knowledge and analisis of the case)if not to make a robust test plan to avoid risks.
Please, ON LGEMM it is urgent to invest on a Quality Training to the people who have this function, I am from R&D and use to need the historical measurements from something just to confirm or to check about the new chage i am trying to implement and we cant trust about the measurements and methods our Quality Department coworkers made because they not have been validated and all the times i have tried to validate them i realize they are incorrect methods, but nobody say nothing!, they still measuring and check to ours suppliers to accept or reject any part with a method which is rejected by a gage R&R. LG is growing very fast it is true, and it is very good, but if we still like until now, we will lost the complete control and never will advance to our real goal:to be the number one. Remember the basic rule "You can't change what you can't measure".
This message made an impresssion on me. Surely, every employees are wanting to do what they've really wanted to do. But that might be very hard to be implementing, especially in the group where they get involved into. However, when you start doing your new job, if you have the 'learning mind' on your every tasks, that definitely would give you the most effective result. That's the way to be 'The Great People'. Do not find what you would like to do for your own convenience. Keep looking what you can do for your Team or Group.
Challenging work is good but production plant employees have to work 15 hours a day. Not fair. Too many reports and meetings. Best employees are leaving LG.
One cannot expect from his employees to be motivated and inspired only by the challenge itself. The balance in this case requires an adequate recognition and compensation!
6 comments:
Korea does not care of what happens here on Brazil. LGESP receives neither training nor support.
This way I only can see the reallity, LGE leaders and managers are not prepared and most of time they are less prepared than a simple worker.
Why can't you see that we need more worker courses?
Why do you treat us as we are inferiors? Lower salaries, no trainings.
I just have the wish of leave... unfortunately.
More than training we need Headquarters be more open to new ideas OUT OF THE BOX with technical base. I have seen that when we propose change very factibles our leader doubt because they doesn't have a preview experience on it, but many of us have this experience, it is just that we are new LG workers. Korea use to response like that and even in the same subsidiary, the people which have been in LG for long time can't see all the things as the new people do because the first persons always have been in the same situation. I see LGEMM as a company with a lot opportunities areas, but while the people which take decisions not let us participate just because "The change is very difficul here if Korea hasn't implement it" or just becasue "It always have been in the same way" I understand that we must take care of the big changes and be aware of the risks but, we can afront that if we implement every new project from the concep to implementation with a ROBUST DESIGN PROCESS. The most important it isn't to do all the lab tests someone says(many times without a truly knowledge and analisis of the case)if not to make a robust test plan to avoid risks.
Please, ON LGEMM it is urgent to invest on a Quality Training to the people who have this function, I am from R&D and use to need the historical measurements from something just to confirm or to check about the new chage i am trying to implement and we cant trust about the measurements and methods our Quality Department coworkers made because they not have been validated and all the times i have tried to validate them i realize they are incorrect methods, but nobody say nothing!, they still measuring and check to ours suppliers to accept or reject any part with a method which is rejected by a gage R&R. LG is growing very fast it is true, and it is very good, but if we still like until now, we will lost the complete control and never will advance to our real goal:to be the number one. Remember the basic rule "You can't change what you can't measure".
This message made an impresssion on me. Surely, every employees are wanting to do what they've really wanted to do. But that might be very hard to be implementing, especially in the group where they get involved into.
However, when you start doing your new job, if you have the 'learning mind' on your every tasks, that definitely would give you the most effective result. That's the way to be 'The Great People'. Do not find what you would like to do for your own convenience. Keep looking what you can do for your Team or Group.
Challenging work is good but production plant employees have to work 15 hours a day. Not fair. Too many reports and meetings. Best employees are leaving LG.
One cannot expect from his employees to be motivated and inspired only by the challenge itself. The balance in this case requires an adequate recognition and compensation!
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