Page 168 - How America's Best Places to Work Inspire Extra Effort in Extraordinary Times

The Power of “We” to Magnify Engagement C155

: “The hospital has a long way to go to upgrade its team effective-
ness. The root of this problem seems to be a definite caste system
within the hospital.”
: “I think that senior management and HR underestimate the intel-
ligence and common sense of those in lower positions. Just because
we didn’t all graduate from the same university does not mean we
should be talked down to.”
: “If you are coming into this organization at the mid-management
level and higher, it probably is a great place to work. Below that,
I would not recommend this organization to my friends. There
is a very distinct line between salaried personnel and hourly
personnel.”
: “We may need more education, but that’s no cause to treat us as a
lower class.”
: “This is a horrible place to work. Senior management is completely
out of touch with the rest of the staff and there are several senior
members who are only interested in their own agenda. Only people
who are part of a certain clique gain advancement.”
: “The clique known as senior management is wearing blind-
ers. They preach teamwork/team unity, but all they really want
are puppets! I cannot think of a single thing that the leader-
ship of this organization does to create any unity among their
employees. If you are not part of senior management, you are
a nobody and your opinion absolutely does not count for a
thing.”
: “Different groups are treated almost like a system of social classes,
with the white-collar and engineering positions receiving the lion’s
share of incentives and rewards while the blue-collar workers are
effectively treated as cattle.”
: “The company is a joke; if you are not in a management position,
they frown on you. They offer this whole ‘open and honest com-
munication’ policy, but they never honor it, not to the call center